Ashhab-Jones v. Cherokee Nation Strategic Programs, LLC

CourtDistrict Court, District of Columbia
DecidedOctober 23, 2020
DocketCivil Action No. 2019-0089
StatusPublished

This text of Ashhab-Jones v. Cherokee Nation Strategic Programs, LLC (Ashhab-Jones v. Cherokee Nation Strategic Programs, LLC) is published on Counsel Stack Legal Research, covering District Court, District of Columbia primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Ashhab-Jones v. Cherokee Nation Strategic Programs, LLC, (D.D.C. 2020).

Opinion

UNITED STATES DISTRICT COURT FOR THE DISTRICT OF COLUMBIA

MAYSA ASHHAB-JONES,

Plaintiff,

v. Civil Action No. 1:19-cv-00089 (CJN)

CHEROKEE NATION STRATEGIC PROGRAMS, LLC,

Defendant.

MEMORANDUM OPINION

Maysa Ashhab-Jones filed this lawsuit against Cherokee Nation Strategic Programs, LLC

(“CNSP”), alleging Title VII discrimination based on gender, religion, national origin and

background, and retaliation for filing an EEO complaint and seeking relief in retroactive

reinstatement, back pay, and damages. See generally Compl., ECF No. 1. CNSP moves to dismiss

for lack of subject matter jurisdiction, lack of personal jurisdiction, and failure to state a claim.

See generally Def.’s Mot. Dismiss (“Def.’s Mot.”), ECF No. 8. For the reasons that follow, the

Court grants CNSP’s Motion.

I. Background

Ashhab-Jones is an Arab-American woman of Palestinian descent. In August 2012, she

was hired by All Native, a CNSP predecessor, Pl.’s Opp’n Def.’s Mot. (“Pl.’s Opp’n”) at 3, 18,

ECF No. 13, to work at the U.S. Embassy in Baghdad, Iraq as part of a State Department contract.

Compl. ¶ 6.1 Ashhab-Jones worked in the communication section of the Information Resource

1 While the Court, when evaluating a motion to dismiss under Federal Rule of Civil Procedure 12(b)(6), must “treat the complaint’s factual allegations as true . . . and must grant plaintiff the benefit of all inferences that can be derived from the facts alleged,” Holy Land Found. for Relief

1 Management section at the Embassy. Pl.’s Opp’n at 18. Her work involved deploying software

to Embassies and Consulates in Iraq, training staff, and coordinating with personnel in Virginia

and the District of Columbia. Id. at 18–19. Ashhab-Jones supported Embassy offices that directly

corresponded with State Department staff in the District of Columbia and reports of her work were

transmitted to State Department offices in the District. Id. at 19. Ashhab-Jones was also in contact

with the Iraqi Embassy in the District and had access to State Department online links and mission

information stored in the District. Id. at 20.

CNSP is registered to do business in the District of Columbia, id. at 17, and had a contract

with the State Department’s Bureau of Near Eastern Affairs, which is headquartered in the District,

id. Contracting officers, records, and other information relevant to this case are located in the

District. Id. at 1. Ashhab-Jones’s primary interactions in the events leading to this litigation were

with Iris Berry-Prewitt, the on-site CNSP manager in Baghdad, and Jeffrey Myers, a State

Department employee who supervised her work. See generally Compl. Ashhab-Jones also

frequently communicated about the alleged discriminatory conduct via email and phone with

CNSP’s operations general manager, Brad Barnhart, and human resources senior officer, Lydia

Horner, neither of whom worked in the District of Columbia. See Def.’s Mot. Ex. B ¶ 16, ECF

No. 8-3.

& Dev. v. Ashcroft, 333 F.3d 156, 165 (D.C. Cir. 2003) (quoting Sparrow v. United Air Lines, Inc., 216 F.3d 1111, 1113 (D.C. Cir. 2000)), “the Court is not required to treat as true all of plaintiff[’s] allegations when determining whether personal jurisdiction exists.” Fuentes-Fernandez & Co., PSC v. Caballero & Castellanos, PL, 770 F. Supp. 2d 277, 280 (D.D.C. 2011) (citing United States v. Phillip Morris, Inc., 116 F. Supp. 2d 116, 120 n.4 (D.D.C. 2000)). Instead, when evaluating a motion to dismiss based on lack of personal jurisdiction, Plaintiff’s assertions of fact are “presumed to be true unless directly contradicted by affidavit” or other evidence. DSMC, Inc. v. Convera Corp., 273 F. Supp. 2d 14, 20 (D.D.C. 2002) (citation omitted).

2 In August 2016,2 Ashhab-Jones filed an EEO complaint with the State Department to report

sexual harassment and gender discrimination by Myers “and others.” Compl. ¶ 7. Following an

investigation into her claims, Ashhab-Jones experienced further harassment and discipline, and

was eventually discharged by CNSP. Id. In January 2017, Berry-Prewitt allegedly singled out

Ashhab-Jones by scrutinizing her timesheet and work habits and “accus[ing her] of failing to meet

contract requirements,” id. ¶ 8, and “committing timesheet fraud,” id. ¶ 23. In response, Ashhab-

Jones provided documentation to CNSP’s operations general manager and human resources senior

officer to defend against the accusation that she had falsified her timesheets. See id. ¶ 9. Both

employees apologized to Ashhab-Jones and remarked that there had been a miscommunication.

Id. ¶ 10. Ashhab-Jones remained in contact with both employees for the next few months and

expressed her concern that she was being retaliated against for her EEO complaint. Id. ¶ 11.

In April, Ashhab-Jones’s timesheet was again targeted for additional scrutiny by CNSP,

and a State Department employee (named in Ashhab-Jones’s EEO complaint) conducted an

unauthorized investigation into her computer. Id. ¶ 14. CNSP disciplined Ashhab-Jones for

timesheet infractions by issuing a verbal warning, id. ¶ 16, and placed her on a Performance

Improvement Plan, id. ¶ 19. Around the same time, in March or April 2017, Ashhab-Jones was

notified by her CNSP supervisor, Jaime Esquivel, that her contract position would end in summer

2017. Id. ¶ 20. On May 9, 2017, the State Department issued a Loss of Confidence statement to

CNSP regarding Ashhab-Jones and requested her immediate removal. Id. ¶ 21. CNSP also denied

2 CNSP entered into its contract with the State Department to perform services in Baghdad, Iraq on October 15, 2016. See Def.’s Mot. Ex. B ¶ 14. The Court understands the first sexual harassment incident to have occurred while Ashhab-Jones worked for CNSP’s predecessor, All Native. Pl.’s Opp’n at 18. While the timing of the sexual harassment may be relevant to the underlying discrimination and retaliation claims, the timing and contract transition are not relevant to the personal jurisdiction analysis.

3 Ashhab-Jones’s request to work “short days or to be on call” during a Muslim holiday (during

which the Embassy would be closed). Id. ¶ 23. Other employees had been permitted to work short

days on other religious holidays, id., and on July 2, Ashhab-Jones complained to her supervisors

about the disparate treatment, id. ¶ 24.

Ashhab-Jones received no response to her complaint. On July 10, she tendered her

resignation, but withdrew the resignation later that day. Id. ¶¶ 24–25. Ashhab-Jones was not

permitted to remain in the office or retain her employment and was removed from the Embassy

two days later. Id. ¶¶ 25–27. Ashhab-Jones asserts that she “was involuntarily separated from

[her] employment.” Id. ¶ 28.

Ashhab-Jones filed an administrative complaint with the EEOC in Oklahoma, and on

October 18, 2018, the EEOC granted her a right to sue letter. Id. at 10. At the time of the

Complaint’s filing, Ashhab-Jones’s EEO complaint was pending before an EEOC Administrative

Law Judge. Id. On January 3, 2019, Ashhab-Jones filed this Title VII action against CNSP, an

Oklahoma LLC, alleging discrimination based on gender, religion, national origin and background,

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