Title VII of the Civil Rights Act of 1964, prohibits employers from discriminating against employees and applicants for employment on the bases of race, color, religion, national origin, and sex. Complainant had a substantial number of errors and, despite agency efforts to assist her, her performance did not improve. Prima facie is a term that represents eh Complainant's initial burden of proof in an employment discrimination complaint. Proof of a prima facie case will vary depending upon the circumstances of the particular case. She suffered from very poor balance, pain and weakness in her back and legs, and limp feet. An EEOC AJ found that the Social Security Administration had discriminated against complainant on the basis of disability, because its failure to laterally transfer her into the position of Reader constituted failure to accommodate her disability. A-2 wrote that C-1 had worked for him for years, would bring a fresh perspective to the position, and was able to analyze difficult situations and make objective recommendations. EEOC noted that such determinations had to be based on individualized assessments. Who Has the Burden of Proof When You File a Claim Under the Equal Pay Act? Complainant asserted that she had been subjected to sexual and/or disability-based (cerebral palsy) harassment by her first-level supervisor. Complainant, an Immigration Examiner, filed an EEO complaint on the basis of physical disability (e.g., weakness in left thumb). The Commission found that the agency had offered neither analysis nor explanation for this determination. Flynn-DeGroff v. United States Postal Service, EEOC Appeal No. the EEO/AA Officer when reviewing complaints shall consider, but is not limited to . However, several of her co-workers testified that the supervisor regularly made comments concerning his sex life. The Commission found "incomprehensible" the agency's thinking that it was reasonable accommodation to compel complainant to use the interpreter's services or remain silent, particularly in the face of the agency's threat to terminate her if she did not use the interpreter's services during the disciplinary discussion that followed the argument. Complainant was told that if she failed to renew her request within 90 days the agency could dismiss her complainant for failure to proceed. At the hearing, A-2 testified that his first choice was C-2 (Hispanic, 43), but C-2 rejected the position because the agency could not hire her husband. This is a survey of selected recent discrimination findings made by the EEOC. There are some important differences between the EEO complaint process and the Sexual Orientation Discrimination Complaint Process. Crosby v. United States Postal Service, EEOC Appeal No.
If you can understand your “burden of proof”… I’ve filed an EEO complaint.” Complainant requested a later schedule, while maintaining his alternate work schedule. The Commission found that the agency had failed to take any action to convene a meeting as it had promised to do in the settlement agreement. 05960266 (August 10, 2000). However, the Commission agreed with the AJ's finding that complainant failed to establish a basis for imputing employer liability for his co-worker's actions. The grievances were consolidated into the matter at hand by Order of Consolidation and Notice of Hearing dated January 20, 2017. 01A02092 (July 11, 2001). 01A13076 (July 30, 2001). MYTH: Discrimination is found in less than 2 percent of EEO complaints. Complainant filed an EEO complaint claiming that the agency discriminated against him on the bases of race (Black), religion (Islam), and reprisal by allowing him to be subjected to harassment by a subordinate. The Commission noted that each incident depended on communication between complainant and others, but that, in each case, management proceeded either without first-hand knowledge of what had transpired and/or in reliance on statements by the interpreter, who was not a disinterested party. EEO Complaint Process. Material facts at issue. The agency averred that, while the Chief Therapist needed to improve her supervisory skills, race was not a factor in the way she treated employees. 131 M Street, NE
If a claim is established, then the burden of proof is shifted to the employer to provide a solid defense against the claim. The Commission affirmed the agency's dismissal of complainant's three complaints and rejected his argument that the complaints constituted a continuing violation. Inequality. Litigation Considerations United States Court System Theories of Relief Burdens of Proof Defining Issues and Bases. An example of such a conflict would be where the individual against whom the complaint is made is involved in the intake, investigative or decision making process. The Commission found that complainant was substantially limited in her ability to hear, even with the help of mitigating measures (hearing aids). In December 2000, complainant initiated EEO Counselor contact to allege that she had been denied a promotion/classification since August 2000. Consequently, the PSB reconvened and concluded that complainant was "physically incapable of performing the duties of her position without hazard to herself and/or others." The burden of proof lies on the complainant, not the agency. Bruce v. United States Postal Service, EEOC Appeal No. Held: the agency substantially complied with the agreement. 05A10953 (October 19, 2001). The claim was dismissed as untimely, and EEOC affirmed the dismissal. 01A00956 (July 5, 2001). The allegation itself is not proof … The EEOC conducts hearings in EEO complaints and hears appeals of the … More than make-whole relief. The AJ decided that the reasons for selecting C-1 over complainant were "simply not credible" and found that complainant "had worked in the area of the vacancy, had acted informally in the position, and the agency had detailed her to the position for several months after the vacancy developed.". The Burden of Proof. ����
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The Commission stated that the agency has the responsibility to provide absolute and continuing accommodation to complainant, until and unless doing so becomes an undue hardship. Flores v. United States Postal Service, EEOC Appeal No. Not proper to interpret agreements as providing indefinite employment in exact position. You don't want to make waves." If you don’t know the name of a counselor, you should contact the EEO Ofﬁcer. Summary judgment improper. Spriesterbach v. United States Postal Service, EEOC Request No. EEOC rejected the agency's determination that the absence of direct evidence of discrimination supported a finding of no discrimination. Complainant raised a claim of discrimination in a negotiated grievance proceeding. the EEO process takes the problem of bad and abusive managers from the Centers/ Institutes/ Offices, to the Agency level which has ample means for protecting itself but leaves the burden of proof … In sum, it is difficult to prove up a discrimination case in the 21st century. 01974628 (June 1, 2000). Complainant, a Procurement Analyst, alleged disability discrimination (narcolepsy with cataplexy and vision loss) when he was denied a flextime schedule with late arrival, and was denied clerical assistance as a reasonable accommodation. Whitmire v. Department of the Air Force, EEOC Appeal No. The Commission awarded complainant monetary relief, including $30,000 in nonpecuniary damages for emotional distress. Continuing violation doctrine explained. As part of the relief granted, the Commission ordered the agency to offer complainant the position at issue or a substantially similar position with back pay, as well as back pay regarding her Title VII claims and an additional equal amount in liquidated damages for her EPA claim. The Complainant must show sufficient facts to allow for a presumption of discrimination. More specifically: Complainant must establish a prima facie case. Complainant alleged reprisal and disability discrimination after being issued a temporary transfer assignment. The Commission reversed the arbitrator and found both disability and reprisal discrimination. As part of the relief ordered, the Commission directed the agency to reinstate complainant, with back pay, to his former position, with reasonable accommodation. Dismissal improper absent notice and insufficient record. The supervisor replied: "Oh cool! Before sharing sensitive information, make sure you’re on a federal government site. Moreover, the transfer letter stated that complainant would be returned to her current position when her medical restrictions were lifted, rather than when any unfavorable conditions have been eradicated. Because the official played such a central role in the incidents at issue, the Commission ruled that there was a need for "strident-cross examination," and a need to weigh conflicting testimony. In a discrimination lawsuit, the burden of proof falls initially on the employee bringing the complaint of discrimination About half of women who are working full-time can be considered "primary" income … Initially, the plaintiff has the burden of proof to demonstrate membership in a protected class and an adverse employment action under circumstances that suggest a discriminatory motive … Complainant argued that his EEO complaints showed a discriminatory course of conduct by the agency. At the time of her hiring, complainant weighed 291 pounds and had dual hearing loss. In affirming the agency's decision, the Commission found that the agency acted reasonably when it issued complainant a Letter of Exclusion based on its determination that it could not reasonably accommodate complainant's disability (delusional disorder), without posing a direct threat, i.e., a significant risk of substantial harm which cannot be eliminated or reduced by reasonable accommodation. The supervisor denied complainant's claims. In DeCaire v. Mukasey, 07-1539 (1st Cir. Direct Threat. 01975665 (October 14, 1999), RTR denied, EEOC Request No. One witness testified that the supervisor, when he distributed schedules to female clerks, would put the schedules in the pockets of their shirts and remark "that it was the best 'feel' he had all day.". The counselor works with management officials involved in the complaint to get their side of the story – again, the facts. Complainant had averred that, under the collective bargaining agreement, he was not required to provide medical documentation on a continuing basis when it was known that he suffered from a chronic condition. Anyone contemplating an EEOC complaint should consider the following: 1. The Commission stated that the agency can meet this defense, which is subject to proof by a preponderance of the evidence, by demonstrating: (a) that it exercised reasonable care to prevent and correct promptly any sexually harassing behavior; and (b) the complainant unreasonably failed to take advantage of any preventive or corrective opportunities provided by the agency or to avoid harm otherwise. With regard to the issue of complainant's nonselection, the Commission found that the Chief of Pharmacy (CP), and the Assistant Chief of Pharmacy (ACP) who had chaired the PSB, averred that the selectee (S1) had 27 years of experience to complainant's 10. A week later, B-1 changed his mind and recommended C-1. The findings of the FFDE led to the convening of a Physical Standards Board (PSB), comprising three physicians, to determine complainant's future in her position. Irvin v. Department of Energy, EEOC Appeal No. The agency violated the Rehabilitation Act by disclosing medical information pertaining to complainant in a manner that did not conform to EEOC regulations. The Commission rejected the agency's argument that the Reader position did not constitute a vacant position, to which complainant could have been reassigned without posing an undue hardship on the agency. In August 1994, complainant's supervisor informed the Associate Chief of the Nursing Service (RO-2) of the following concerns: (1) whether complainant was able to perform cardiopulmonary resuscitation (CPR); (2) staff members' fear that she could not respond to an emergency; and (3) her hearing impairment which, on occasion, led to misinterpretation resulting in the need for immediate conflict resolution. Pallante v. Department of Justice (Immigration and Naturalization Service), EEOC Appeal No. The agency argued that this constituted an undue hardship. Agency action reasonably likely to deter protected activity. On appeal, the Commission affirmed the FAD, with the exception of the FAD's determination regarding claim (1). The agency denied complainant's request, arguing that the request was in effect a request for reassignment which had to comply with the seniority provisions of the agency's collective bargaining agreement (CBA). Complainant's supervisor agreed to have his own clerical assistant type and incorporate the changes of his supervisors. The Commission granted complainant's RTR and modified the previous decision to include an award of all fees reasonably incurred in obtaining EEOC's favorable decision on appeal. She (complainant) also provided a performance appraisal wherein she was rated "fully successful" in the area of oxygen delivery. Additionally, EEOC rendered an independent finding of intentional sex discrimination under Title VII. A complaint may result when an employee believes he or she has been unfairly treated because of a prohibited criteria or a protected class under EEO laws (i.e. The issue is whether appellant has met her burden of proof to establish an emotional condition in the performance of duty, as alleged. 05A00193 (November 30, 2000). Watch any TV show and you'll see court cases that require decisions to be made beyond a reasonable doubt. Li v. Department of the Navy, EEOC Appeal Nos. Equal Employment Opportunity: Collaborating for Mission Success . In this regard, the Commission noted the comments of the selecting official that he was "bothered" by complainant's speech impediment and that one of the reasons complainant was not selected for the higher position was communication. 1-800-669-6820 (TTY)
The AJ determined that the CBA provided options for medically necessary permanent reassignments. Mitchell v. Department of Veterans Affairs , EEOC Appeal No. the employee bringing the complaint of discrimination. 01985358 (July 30, 2001), citing EEOC's Compliance Manual on Retaliation. Among the bases of alleged discrimination was physical disability (hearing loss, obesity, and hypertension). Thus, as part of the remedies it ordered, the Commission directed the agency to consider complainant's entitlement to an award of compensatory damages. The Commission declared that the finding that DM was also motivated by nondiscriminatory concerns would affect the relief complainant was due, but did not lead to a finding of no discrimination. The counselor also ensures the aggrieved understands what is appropriate as relief or resolution in EEO complaints. The agency decided to issue a vacancy announcement for the position instead. Others demonstrate an attitude that says, “OK, I dare you to come after me. Viers v. United States Postal Service, EEOC Appeal No. Agencies are also put on particular notice that, under the Commission's revised regulations set forth at 29 C.F.R. 01981917 (November 27, 2001). When management officials did not respond to PCS' requests for information, including the extent of supervisory control over complainant's position, he used available information to recommend that the position be classified as GS-8. It refers to proof which leads the trier of fact to find that the existence of the fact in issue is more probable than not. Not a final decision. 01995369 (July 11, 2001). The Commission further declared it well settled in both Commission precedent, as well as the implementation of the amendments to Part 1614 in 1999, that it could not discipline or order the discipline of employees directly. 01996244 (October 4, 2001). 01A00340 (September 25, 2000). Because the civil action was no longer pending, EEOC ordered the administrative class complaint reinstated absent evidence that the civil action had been dismissed with prejudice. If the allegation is not resolved in counseling, the individual may file a formal EEO complaint with the employing agency and that agency investigates the complaint.
These selected decisions include findings of race, age, sex, and disability discrimination, unlawful harassment, and reprisal. As part of relief provided to complainant in this case, the Commission ordered promotion with back pay. The Digest of EEO Law is a quarterly publication of EEOC's Office of Federal Operations (OFO). Therefore, the Commission found that the agency had discriminated against complainant based on race and age and ordered the agency, inter alia, to upgrade her position to the GS-8 level, retroactively. The record destruction, along with other cited reasons, justified sanction by imposition of an adverse inference against the agency, the Commission ruled. EEOC Hearings, nationwide before Administrative Judges; If you do not prevail during a hearing, our employment lawyers can represent you in an appeal before the EEOC. EEOC noted that a mere assertion of a legitimate motive without additional evidence is insufficient in direct evidence cases such as this one. On February 4, 1997, the agency issued a vacancy announcement and six candidates, including complainant, were referred for competitive selection. If you are the person filing the claim, you should start gathering important information and documents that might be useful for your claim. The selecting official (A-2), who was White and 62, was Director of the GCMC. In finding that the agency had discriminated against complainant based on disability, the Commission drew two main conclusions. In its decision, the Commission pointed out that a factor in the AJ's determination was credible testimony that the agency official who handled complainant's light duty request made statements evidencing a discriminatory animus toward employees with disabilities during a light duty committee meeting. 01991867 (September 8, 2000). Makosky v. Department of Agriculture, EEOC Appeal No. The Commission also provided other relief including ordering retroactive placement in a permanent Electronics Mechanic position. It was from the following order of the AJ that the agency appealed to the Commission: A. Anisman v. Department of Treasury, EEOC Request No. Ultimately, the employee in a discrimination lawsuit has the burden of proof. As to complainant's Title VII claim, an evidentiary hearing should have been held inasmuch as the record contained evidence supporting both sides of the issue as to whether the agency's nondiscriminatory reasons for not promoting complainant were a pretext for discrimination. In addition, the Commission found that the agency had not shown that it had made a good faith effort to reasonably accommodate complainant. About half of women who are working full-time can be considered "primary" income earners whose income is not supplementary to the family income. Accordingly, in the present case, EEOC ordered the agency, inter alia, to consider taking disciplinary action against the subordinate employee found to have discriminatorily harassed the complainant. On appeal, the Commission agreed with the AJ and found that the agency had failed to reasonably accommodate complainant. The Commission modified the remedy in the previous decision by adding the order to reinstate complainant to the Immigration Examiner position, with back pay and benefits. DISCRIMINATION OCCURRED? The Commission found that the EEOC Administrative Judge (AJ) had incorrectly placed the burden of proof on the agency to show it did not discriminate against complainant, as in indirect evidence cases … Stone v. Department of the Treasury (Bureau of Public Debt), EEOC Appeal No. EEOC reminded the agency that lack of similarly-situated employees does not preclude a complainant from raising an inference of discrimination. 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