Byrum v. Winter

CourtDistrict Court, District of Columbia
DecidedMay 10, 2011
DocketCivil Action No. 2006-2102
StatusPublished

This text of Byrum v. Winter (Byrum v. Winter) 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
Byrum v. Winter, (D.D.C. 2011).

Opinion

UNITED STATES DISTRICT COURT FOR THE DISTRICT OF COLUMBIA

GEORGE P. BYRUM, : : Plaintiff, : Civil Action No.: 06-2102 (RMU) : v. : Re Document Nos.: 10, 25 : DONALD WINTER, Secretary of the : Department of the Navy : : Defendant. :

MEMORANDUM OPINION

DENYING THE PLAINTIFF’S MOTION FOR SUMMARY JUDGMENT; GRANTING THE DEFENDANT’S MOTION TO DISMISS; DENYING WITHOUT PREJUDICE THE DEFENDANT’S ALTERNATIVE MOTION FOR SUMMARY JUDGMENT

I. INTRODUCTION

The plaintiff is a white minister formerly employed as a Commander in the Navy

Chaplain Corps. He commenced this action to challenge the recommendation of the Department

of the Navy’s Selective Early Retirement Board’s (“SERB”) that resulted in his involuntary

retirement. The plaintiff now moves for summary judgment, arguing that the recommendation

was based on official Navy policy giving preference to minorities and thus constituted reverse

racial discrimination. The defendant, the Secretary of the Department of the Navy (“Secretary”),

has filed a motion to dismiss or, in the alternative, a cross-motion for summary judgment, 1

arguing, inter alia, that this court lacks jurisdiction to entertain the plaintiff’s claim because he

failed to exhaust his administrative remedies prior to commencing this action. The court concurs

that the plaintiff has failed to establish the court’s subject matter jurisdiction over this matter and,

1 Although the defendant’s motion is presented as a cross-motion for summary judgment, the court construes it as a motion to dismiss or, in the alternative, for summary judgment because of the jurisdictional arguments presented by the defendant in its motion. as a result, grants the defendant’s motion to dismiss.

II. FACTUAL & PROCEDURAL BACKGROUND

In November 1995, the Secretary issued an instructional memorandum or “precept” that

convened a selection board to consider whether Chaplain Corps servicemembers at the rank of

Commander should be made eligible for selective early retirement. Admin. R. at 4. In the

“supplemental guidance” attached to the precept, the Secretary stated in relevant part as follows:

The Department of the Navy is dedicated to equality of treatment for all personnel without regard to race, creed, color, sex, or national origin. Aggressive commitment to equal opportunity is critical.

(a) Many minority officers have been assigned involuntarily outside the traditional career development patterns, i.e., recruiting, equal opportunity and specific billets requiring minorities. These assignments, though beneficial to the interests of the Navy, have resulted in those officers having career patterns different from officers who have been able to serve in their primary or warfare specialties. In making your determination of those officers who are best suited for retention, you must view such assignments as having the same value as assignments within the primary or warfare speciality.

(b) The 1988 CNO Study Group Report on Equal Opportunity in Navy, which is available to you, noted that minority officers who, prior to entering Navy, had limited interaction with a predominately majority environment, may take a longer time to adjust and, perform to the level of their contemporaries. This may result in initially lower fitness reports at the junior officer level (through 0-3) and a higher percentage of ‘late bloomers’ than their majority counterparts. You must consider this when evaluating a minority officer.

(c) In evaluating the records of eligible officers, you should be aware that past discrimination may have operated to the disadvantage of minority officers. Such discrimination may have manifested itself in comparatively lower fitness reports. Equivalent performance by a minority officer and a non-minority officer may not have resulted in equivalent fitness reports. You must consider this when evaluating minority officers.

In August 1996, the plaintiff, a white minister who served as a Commander in the

Chaplain Corps, was “involuntarily retired” in accordance with a recommendation of the SERB.

2 Compl. ¶ 4. In May 2002, almost six years after the SERB’s decision forcing his involuntary

retirement, the plaintiff applied to the Board for Correction of Naval Records (“BCNR”), arguing

that the SERB had failed to consider some officers for early retirement who should have been

considered before the plaintiff. Admin. R. at 2. After requesting and reviewing the comments

and recommendation of the Office of the Judge Advocate General (“OJAG”), the BCNR denied

the plaintiff’s application in February 2003. Id. at 113-14.

The plaintiff subsequently submitted a petition to the BNCR for reconsideration of its

decision, which the BCNR accepted in March 2003. Id. at 136-37, 165. In December 2003, the

plaintiff amended his petition for reconsideration to include allegations that the SERB’s decision

forcing his early retirement had been guided by a “precept” which “established a preference for

minority personnel.” Pl.’s Mot. at 2; Admin. R. at 186-87. The plaintiff asked that the SERB

decision be overturned “because the [precept] constituted illegal reverse racial discrimination.”

Pl.’s Mot. at 3; Admin. R. at 184-85.

The BCNR again requested comments and a recommendation from the OJAG. Admin.

R. at 253. The OJAG acknowledged that other selection boards had used “[t]he practice of re-

grading,” which involved “taking the preliminary results of the selection board, and re-grading

minority candidates where there [was] a discrepancy between the selection rates of minority and

non-minority candidates.” Id. at 263. The OJAG concluded, however, that “improper re-grading

of minority candidates” had not occurred in the 1996 SERB decision and the controlling precept

“did not instruct or even permit members to re-grade minority officer records.” Id. at 255. The

BCNR denied the plaintiff’s petition for relief upon reconsideration in July 2004, determining

that “the precept did not mandate preferential treatment for minorities, but merely encouraged

fair and equitable consideration of all officers.” Id. at 290-93.

3 In August 2004, the BCNR accepted the plaintiff’s second petition for reconsideration, in

which he alleged that the composition of the SERB that rendered the decision forcing the

plaintiff’s early retirement was contrary to Navy regulations and that the SERB had improperly

selected him for early retirement based on criteria which did not apply to him. Id. at 420. The

BCNR denied his second petition in March 2005. Id. at 651-53.

In May 2006, the plaintiff, through counsel, submitted a “pre-litigation letter” to the

OJAG in which he asserted that he would be seeking judicial review of the BCNR’s decisions

denying his requested relief. Id. at 654. In the letter, the plaintiff offered to settle the matter,

arguing that the Navy’s policy demonstrated a preference for minorities that was illegal and

therefore the Navy should “deem [the plaintiff] to have remained on active duty through the date

of mandatory retirement by reason of age and to refer his record to a Special Selection Board to

consider him for promotion to Captain.” Id. at 655. The BCNR construed this letter as another

request for relief upon reconsideration and forwarded it to the Navy’s Assistant General Counsel

(“AGC”) for comment and a recommendation. Id. at 669.

The AGC determined that “a new [BCNR] panel should be expeditiously convened” to

evaluate the contested language in the SERB precept and the effect, if any, that it had on the

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