EEOC Appeal 2020000498

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Office of Federal Operations
P.O. Box 77960
Washington, DC 20013
Melissia M.,1
Complainant,
v.
Barbara M. Barrett,
Secretary,
Department of the Air Force,
Agency.
Appeal No. 2020000498
Agency No. 6N0M1800424
DECISION
Complainant filed a timely appeal with the Equal Employment Opportunity Commission (EEOC
or Commission) from the Agency's decision dated October 3, 2019, 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.
BACKGROUND
At the time of events giving rise to this complaint, Complainant worked as a Logistics Manager,
GS-11, in the Logistics Readiness Squadron (LRS) of the Agency’s Youngstown Air Reserve
Station in Ohio.
On May 8, 2019, Complainant filed an EEO complaint alleging, in 2017 and 2018, the Agency
subjected her to hostile work environment harassment and disparate treatment based on sex
(female) when:
1. The Mission Support Group Commander (S1) failed to give Complainant a
temporary promotion to GS-12 for performing duties for her GS-11 position
and the vacant GS-12 Operations Officer position,
2. S1 yelled at and berated Complainant on various occasions,
3. S1 excluded Complainant from work-related email communications,
1 This case has been randomly assigned a pseudonym which will replace Complainant’s name
when the decision is published to non-parties and the Commission’s website.

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4. S1 denied Complainant’s request for compensatory time for travel,
5. S1 assigned a male employee as Acting Installation Deployment Officer
(IDO),
6. S1 made disparaging remarks to Complainant about her attendance at or
participation in an Installation Deployment Readiness Cell meeting and
other Agency meetings, and
7. S1 removed Complainant from LRS Assistant/IDO duties and transferred
her to Security Forces Squadron duties.
The Agency issued a final decision dismissing Complainant’s complaint pursuant to 29 C.F.R. §§
1614.107(a)(1), (5), and (7). The Agency stated:
[Complainant] failed to state a claim and/or articulate relevant information that
would allow the complaint to proceed. There were no personnel action or other
preliminary steps taken against employee that can be construe[d] as
discriminatory. . . . it was determined that allegations did not constitute any
discrimination against you based on sex.
The Agency provided appeal rights to the EEOC at its Philadelphia District Office address.2
The instant appeal from Complainant followed.
ANALYSIS AND FINDINGS
Failure to State a Claim
The regulation set forth at 29 C.F.R. § 1614.107(a)(1) provides, in relevant part, that an agency
shall dismiss a complaint that fails to state a claim. An agency shall accept a complaint from any
aggrieved employee or applicant for employment who believes that he or she has been
discriminated against by that agency because of race, color, religion, sex, national origin, age,
disabling condition, genetic information, or reprisal. 29 C.F.R. §§ 1614.103, .106(a). The
Commission's federal sector case precedent has long defined an “aggrieved employee” as one who
suffers a present harm or loss with respect to a term, condition, or privilege of employment for
which there is a remedy. Diaz v. Dep't of the Air Force, EEOC Request No. 05931049 (April 21,
1994).
2 Due to the improper Commission address given in its final decision, we remind the Agency to
provide appropriate information consistent with 29 C.F.R. § 1614.403.

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After careful review of the record, we find that the incidents alleged in (1), (5), and (7) state
individual claims of disparate treatment because, if proven true, they could establish a harm or loss
with respect to a term, condition, or privilege of employment. Therefore, these incidents should
not have been dismissed as they state independent claims of discrimination.
With regard to Complainant’s overall claim of ongoing harassment, it is actionable if, allegedly,
the harassment to which the complainant has been subjected was sufficiently severe or pervasive
to alter the conditions of the complainant's employment. See Harris v. Forklift Systems, Inc., 510
U.S. 17, 21 (1993). As noted by the Supreme Court in Faragher v. City of Boca Raton, 524 U.S.
775, 788 (1998): “simple teasing, offhand comments, and isolated incidents (unless extremely
serious) will not amount to discriminatory changes in the ‘terms and conditions of employment’
necessary to establish a violation of the anti-discrimination statutes. Here, we find that the
incidents alleged in (1) through (7) state a viable claim of harassment because, viewed together
and proven, they are sufficiently severe or pervasive to rise to the level of a hostile work
environment. As such, Complainant’s harassment claim should also have been accepted.
CONCLUSION
We REVERSE the Agency's final decision dismissing Complainant's complaint and REMAND
the matter to the Agency for further processing consistent with this decision and the Order below.
Regarding Complainant’s allegation of improper processing (unjustified delays), we remind the
Agency that the Agency official responsible for the quality of complaints processing must add a
record of the complainant's concerns and any actions the agency took to resolve the concerns, to
the complaint file maintained on the underlying complaint.
ORDER (E0618)
The Agency is ordered to process the remanded claims in accordance with this decision and 29
C.F.R. § 1614.108 et seq. The Agency shall acknowledge to the Complainant that it has received
the remanded claims within thirty (30) calendar days of the date this decision was issued. 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 was issued, 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.
As provided in the statement entitled "Implementation of the Commission's Decision,” the Agency
must send to the Compliance Officer: 1) a copy of the Agency’s letter of acknowledgment to
Complainant, 2) a copy of the Agency’s notice that transmits the investigative file and notice of
rights, and 3) either a copy of the complainant’s request for a hearing, a copy of complainant’s
request for a FAD, or a statement from the agency that it did not receive a response from
complainant by the end of the election period.

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IMPLEMENTATION OF THE COMMISSION’S DECISION (K0719)
Under 29 C.F.R. § 1614.405(c) and § 1614.502, compliance with the Commission’s corrective
action is mandatory. Within seven (7) calendar days of the completion of each ordered corrective
action, the Agency shall submit via the Federal Sector EEO Portal (FedSEP) supporting documents
in the digital format required by the Commission, referencing the compliance docket number under
which compliance was being monitored. Once all compliance is complete, the Agency shall
submit via FedSEP a final compliance report in the digital format required by the Commission.
See 29 C.F.R. § 1614.403(g). The Agency’s final report must contain supporting documentation
when previously not uploaded, and the Agency must send a copy of all submissions to the
Complainant and his/her representative.
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.
Failure by an agency to either file a compliance report or implement any of the orders set forth in
this decision, without good cause shown, may result in the referral of this matter to the Office of
Special Counsel pursuant to 29 C.F.R. § 1614.503(f) for enforcement by that agency.
STATEMENT OF RIGHTS - ON APPEAL
RECONSIDERATION (M0617)
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.

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A party shall have twenty (20) calendar days of receipt of another party’s timely request for
reconsideration in which to submit a brief or statement in opposition. See 29 C.F.R. § 1614.405;
Equal Employment Opportunity Management Directive for 29 C.F.R. Part 1614 (EEO MD-110),
at Chap. 9 § VII.B (Aug. 5, 2015). All requests and arguments must be submitted to the Director,
Office of Federal Operations, Equal Employment Opportunity Commission. Complainant’s
request may be submitted via regular mail to P.O. Box 77960, Washington, DC 20013, or by
certified mail to 131 M Street, NE, Washington, DC 20507. 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 agency’s request
must be submitted in digital format via the EEOC’s Federal Sector EEO Portal (FedSEP). See 29
C.F.R. § 1614.403(g). 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 (R0610)
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 (Z0815)
If you want to file a civil action but cannot pay the fees, costs, or security to do so, you may request
permission from the court to proceed with the civil action without paying these fees or costs.
Similarly, if you cannot afford an attorney to represent you in the civil action, you may request the
court to appoint an attorney for you. You must submit the requests for waiver of court costs or
appointment of an attorney directly to the court, not the Commission. The court has the sole
discretion to grant or deny these types of requests.

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Such requests do not alter the time limits for filing a civil action (please read the paragraph titled
Complainant’s Right to File a Civil Action for the specific time limits).
FOR THE COMMISSION:
______________________________ Carlton M. Hadden’s signature
Carlton M. Hadden, Director
Office of Federal Operations
May 7, 2020
Date