0120083444
11-12-2008
Tanya L. Lawson, Complainant, v. John E. Potter, Postmaster General, United States Postal Service, Agency.
Tanya L. Lawson,
Complainant,
v.
John E. Potter,
Postmaster General,
United States Postal Service,
Agency.
Appeal No. 0120083444
Agency No. 1C451004208
DECISION
Complainant filed a timely appeal with this Commission from the agency's
decision dated July 14, 2008, dismissing her complaint of unlawful
employment discrimination in violation of Title VII of the Civil
Rights Act of 1964 (Title VII), as amended, 42 U.S.C. � 2000e et seq.
Upon review, the Commission finds that complainant's complaint was
improperly dismissed pursuant to 29 C.F.R. � 1614.107(a)(1) for failure
to state a claim, in part.
In her complaint, complainant alleged that she was subjected to
discrimination on the basis of sex (female) when she was subjected to
hurtful jokes, comments and teasing from co-workers, she was assigned to
the A1 Flat Sorter Machine #82, and on January 8, 2008 she was accused
of violating the 15 minute break policy.
In a complaint dated June 23, 2008, complainant alleged that she
was subjected to discrimination on the basis of sex (female) when
she was assigned by her supervisor to the A1 Flat Sorter Machine #82
during a service talk. Complainant asserted that when an upper level
manager asked during the meeting why complainant was one of the only
mail handlers assigned to the machine, he responded, in front of her
co-workers attending the talk, that no one wants to work with complainant
and the other female who was also reassigned. Complainant further alleges
that, after the service talk, her co-workers harassed her with numerous
jokes, remarks, and comments among themselves. The agency dismissed
the complaint, pursuant to 29 C.F.R. � 1614.107(a)(1), for failure to
state a claim. The instant appeal followed.
On appeal, complainant argues that she was, in fact, harmed by being
publicly belittled and humiliated by her supervisor and her coworkers.
She further alleges that the supervisor in questions has humiliated
other female employees, but treats male employees with respect.
She notes that the upper level managers in attendance at the meeting
did nothing to counter her supervisor's actions. Complainant asserts
that her supervisor's comment has led to her coworkers ridiculing her
on a daily basis. Complainant further alleges management is aware of
her coworkers' actions, but has done nothing to stop it.
Where, as here, a complainant has not alleged disparate treatment
regarding a specific term, condition, or privilege of employment,
the Commission will examine whether a complainant's allegations,
when considered together and assumed to be true, are sufficient to
state a hostile or abusive work environment claim. See Estate of
Routson v. National Aeronautics and Space Administration, EEOC Request
No. 05970388 (February 26, 1999). Even if harassing conduct produces
no tangible effects, a complainant may assert a cause of action if
the discriminatory conduct was sufficiently severe or pervasive that
it created a work environment abusive to complainant because of her
race, gender, religion, national origin, age or disability. Rideout
v. Department of the Army, EEOC Appeal No. 01933866 (November 22, 1995)
(citing Harris v. Forklift Systems, Inc., 510 U.S. 17, 22 (1993)) request
for reconsideration denied EEOC Request No. 05970995 (May 20, 1999).
In applying this standard, we conclude that complainant has stated a
viable claim of hostile work environment harassment.
Accordingly, the agency's dismissal of those claims concerning
reassignment and harassment is REVERSED and the complaint is REMANDED
to the agency for further processing pursuant to the following Order.
ORDER
The agency is ordered to process the remanded claims concerning
reassignment and harassment in accordance with 29 C.F.R. � 1614.108.
The agency shall acknowledge to the complainant that it has received
the remanded claims within thirty (30) calendar days of the date this
decision becomes final. The agency shall issue to complainant a copy
of the investigative file and also shall notify complainant of the
appropriate rights within one hundred fifty (150) calendar days of the
date this decision becomes final, unless the matter is otherwise resolved
prior to that time. If the complainant requests a final decision without
a hearing, the agency shall issue a final decision within sixty (60)
days of receipt of complainant's request.
A copy of the agency's letter of acknowledgment to complainant and a
copy of the notice that transmits the investigative file and notice of
rights must be sent to the Compliance Officer as referenced below.
IMPLEMENTATION OF THE COMMISSION'S DECISION (K0408)
Compliance with the Commission's corrective action is mandatory.
The agency shall submit its compliance report within thirty (30)
calendar days of the completion of all ordered corrective action. The
report shall be submitted to the Compliance Officer, Office of Federal
Operations, Equal Employment Opportunity Commission, P.O. Box 19848,
Washington, D.C. 20036. The agency's report must contain supporting
documentation, and the agency must send a copy of all submissions to
the complainant. If the agency does not comply with the Commission's
order, the complainant may petition the Commission for enforcement
of the order. 29 C.F.R. � 1614.503(a). The complainant also has the
right to file a civil action to enforce compliance with the Commission's
order prior to or following an administrative petition for enforcement.
See 29 C.F.R. �� 1614.407, 1614.408, and 29 C.F.R. � 1614.503(g).
Alternatively, the complainant has the right to file a civil action on
the underlying complaint in accordance with the paragraph below entitled
"Right to File A Civil Action." 29 C.F.R. �� 1614.407 and 1614.408.
A civil action for enforcement or a civil action on the underlying
complaint is subject to the deadline stated in 42 U.S.C. 2000e-16(c)
(1994 & Supp. IV 1999). If the complainant files a civil action, the
administrative processing of the complaint, including any petition for
enforcement, will be terminated. See 29 C.F.R. � 1614.409.
STATEMENT OF RIGHTS - ON APPEAL
RECONSIDERATION (M0408)
The Commission may, in its discretion, reconsider the decision in this
case if the complainant or the agency submits a written request containing
arguments or evidence which tend to establish that:
1. The appellate decision involved a clearly erroneous interpretation
of material fact or law; or
2. The appellate decision will have a substantial impact on the
policies, practices, or operations of the agency.
Requests to reconsider, with supporting statement or brief, must be filed
with the Office of Federal Operations (OFO) within thirty (30) calendar
days of receipt of this decision or within twenty (20) calendar days of
receipt of another party's timely request for reconsideration. See 29
C.F.R. � 1614.405; Equal Employment Opportunity Management Directive for
29 C.F.R. Part 1614 (EEO MD-110), 9-18 (November 9, 1999). All requests
and arguments must 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 timely filed if it is received by
mail within five days of the expiration of the applicable filing period.
See 29 C.F.R. � 1614.604. The request or opposition must also include
proof of service on the other party.
Failure to file within the time period will result in dismissal of your
request for reconsideration as untimely, unless extenuating circumstances
prevented the timely filing of the request. 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).
COMPLAINANT'S RIGHT TO FILE A CIVIL ACTION (R0408)
This is a decision requiring the agency to continue its administrative
processing of your complaint. However, if you wish to file a civil
action, you have the right to file such action in an appropriate United
States District Court within ninety (90) calendar days from the date
that you receive this decision. In the alternative, you may file a
civil action after one hundred and eighty (180) calendar days of the date
you filed your complaint with the agency, or filed your appeal with the
Commission. 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. Filing a civil
action will terminate the administrative processing of your complaint.
RIGHT TO REQUEST COUNSEL (Z1008)
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 from the Court that
the Court appoint an attorney to represent you and that the Court also
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 with
the Court 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:
______________________________
Carlton M. Hadden, Director
Office of Federal Operations
November 12, 2008
__________________
Date
2
0120083444
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Office of Federal Operations
P. O. Box 19848
Washington, D.C. 20036
4
0120083444