01986658
08-26-1999
Samuel Russo, Appellant, v. Kenneth S. Apfel, Commissioner, Social Security Administration, Agency.
Samuel Russo v. Social Security Administration
01986658
August 26, 1999
Samuel Russo, )
Appellant, )
)
)
v. ) Appeal No. 01986658
) Agency No. 98-0539-SSA
)
Kenneth S. Apfel, )
Commissioner, )
Social Security Administration, )
Agency. )
___________________________________)
DECISION
On September 1, 1998, appellant filed a timely appeal of a final agency
decision, which was dated August 6, 1998, dismissing allegation (3)
in his complaint, pursuant to 29 C.F.R. �1614.107(b), due to untimely
EEO Counselor contact.
In its final decision, the agency identified the allegations of
appellant's June 22, 1998 complaint as whether appellant was discriminated
against based on his race (White) and sex (male) when: (1) he was not
selected for the position of Operations Officer, GS-105-13, under vacancy
announcement number 98-MS-11; (2) he was not selected for the position of
Operations Officer, GS-105-13, under vacancy announcement number 98-MS-12;
and (3) on May 11, 1998, he learned that he had been recommended for,
but was not selected for the position of Branch Manager, GS-105-12, in
Aurora, Colorado during February and March 1992. The agency accepted
allegations (1) and (2) and dismissed allegation (3) due to untimely
EEO Counselor contact. The agency stated that appellant's EEO Counselor
contact on May 18, 1998, with regard to allegation (3), was beyond the
45-day time limit set by the regulations.
EEOC Regulation 29 C.F.R. �1614.105(a)(1) requires that complaints of
discrimination be brought to the attention of the EEO Counselor within
45 days of the alleged discriminatory event, or the effective date of
an alleged discriminatory personnel action.
The Commission has adopted a "reasonable suspicion" standard (as opposed
to a "supportive facts" standard) to determine when the limitation period
is triggered under the EEOC Regulations. See 29 C.F.R. �1614.105(a)(2);
Ball v. United States Postal Service, EEOC Request No. 05880247 (July 6,
1988). Thus, the limitations period is not triggered until a complainant
should reasonably suspect discrimination, but before all the facts that
would support a charge of discrimination have become apparent.
On appeal, appellant contends that although he was not selected to
the Branch Manager position, described in allegation (3) in 1992, he
did not know that the selection was discriminatory until May 11, 1998,
when during a conversation with the selecting official, he learned that
he was not considered at all for the position because he was not Black.
We note that appellant, however, failed to provide any evidence as to why
he waited six years to find out anything about the 1992 non-selection.
The Commission has held that all complainants must act with due
diligence in the pursuit of their claims or the doctrine of laches may
be applied. The doctrine of laches is an equitable remedy under which
an individual's failure to diligently pursue their actions could bar
their claim. See O'Dell v. Department of Health and Human Services,
EEOC Request No. 05901130 (December 27, 1990). In this case, we find
that appellant failed to diligently pursue his claim at the relevant time
period or soon thereafter. Thus, we find that appellant's May 18, 1998
EEO Counselor contact with regard to the 1992 non-selection in allegation
(3) was untimely.<1> Accordingly, the agency's final decision is hereby
AFFIRMED.
STATEMENT OF RIGHTS - ON APPEAL
RECONSIDERATION (M0795)
The Commission may, in its discretion, reconsider the decision in this
case if the appellant or the agency submits a written request containing
arguments or evidence which tend to establish that:
1. New and material evidence is available that was not readily available
when the previous decision was issued; or
2. The previous decision involved an erroneous interpretation of law,
regulation or material fact, or misapplication of established policy; or
3. The decision is of such exceptional nature as to have substantial
precedential implications.
Requests to reconsider, with supporting arguments or evidence, MUST
BE FILED WITHIN THIRTY (30) CALENDAR DAYS of the date you receive this
decision, or WITHIN TWENTY (20) CALENDAR DAYS of the date you receive
a timely request to reconsider filed by another party. Any argument in
opposition to the request to reconsider or cross request to reconsider
MUST be submitted to the Commission and to the requesting party
WITHIN TWENTY (20) CALENDAR DAYS of the date you receive the request
to reconsider. See 29 C.F.R. �1614.407. All requests and arguments
must bear proof of postmark and be submitted to the Director, Office of
Federal Operations, Equal Employment Opportunity Commission, P.O. Box
19848, Washington, D.C. 20036. In the absence of a legible postmark,
the request to reconsider shall be deemed filed on the date it is received
by the Commission.
Failure to file within the time period will result in dismissal of your
request for reconsideration as untimely. If extenuating circumstances
have prevented the timely filing of a request for reconsideration,
a written statement setting forth the circumstances which caused the
delay and any supporting documentation must be submitted with your
request for reconsideration. The Commission will consider requests
for reconsideration filed after the deadline only in very limited
circumstances. See 29 C.F.R. �1614.604(c).
RIGHT TO FILE A CIVIL ACTION (S0993)
It is the position of the Commission that you have the right to file
a civil action in an appropriate United States District Court WITHIN
NINETY (90) CALENDAR DAYS from the date that you receive this decision.
You should be aware, however, that courts in some jurisdictions have
interpreted the Civil Rights Act of 1991 in a manner suggesting that
a civil action must be filed WITHIN THIRTY (30) CALENDAR DAYS from the
date that you receive this decision. To ensure that your civil action
is considered timely, you are advised to file it WITHIN THIRTY (30)
CALENDAR DAYS from the date that you receive this decision or to consult
an attorney concerning the applicable time period in the jurisdiction
in which your action would be filed. If you file a civil action,
YOU MUST NAME AS THE DEFENDANT IN THE COMPLAINT THE PERSON WHO IS THE
OFFICIAL AGENCY HEAD OR DEPARTMENT HEAD, IDENTIFYING THAT PERSON BY HIS
OR HER FULL NAME AND OFFICIAL TITLE. Failure to do so may result in
the dismissal of your case in court. "Agency" or "department" means the
national organization, and not the local office, facility or department
in which you work. If you file a request to reconsider and also file a
civil action, filing a civil action will terminate the administrative
processing of your complaint.
RIGHT TO REQUEST COUNSEL (Z1092)
If you decide to file a civil action, and if you do not have or cannot
afford the services of an attorney, you may request that the Court appoint
an attorney to represent you and that the Court permit you to file the
action without payment of fees, costs, or other security. See Title VII
of the Civil Rights Act of 1964, as amended, 42 U.S.C. �2000e et seq.;
the Rehabilitation Act of 1973, as amended, 29 U.S.C. ��791, 794(c).
The grant or denial of the request is within the sole discretion of
the Court. Filing a request for an attorney does not extend your time
in which to file a civil action. Both the request and the civil action
must be filed within the time limits as stated in the paragraph above
("Right to File A Civil Action").
FOR THE COMMISSION:
August 26, 1999
DATE Carlton M. Hadden, Acting Director
Office of Federal Operations
1 It is well-settled that past alleged discriminatory events, which
were not the subject of timely complaints, may be used as background
evidence for a timely complaint, although they otherwise have no legal
consequences under Title VII. See United Airlines v. Evans, 431 U.S. 553,
558 (1977). Consequently, appellant may use allegation 3 as background
for his accepted allegations.