Jordan v. Department of the Army

CourtDistrict Court, E.D. Virginia
DecidedOctober 28, 2019
Docket1:19-cv-00349
StatusUnknown

This text of Jordan v. Department of the Army (Jordan v. Department of the Army) is published on Counsel Stack Legal Research, covering District Court, E.D. Virginia primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Jordan v. Department of the Army, (E.D. Va. 2019).

Opinion

IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF VIRGINIA Alexandria Division DEBRA L. JORDAN, _ ) Petitioner, v. 1:19-cv-349 (LMB/IDD) DEPARTMENT OF THE ARMY, Respondent. MEMORANDUM OPINION Before the Court is respondent Department of the Army’s (“respondent” or “Army”) Motion to Dismiss petitioner Debra Jordan’s (“petitioner” or “Jordan”) petition for review of a decision of the Merit Systems Protection Board (“MSPB”) on the ground that it was filed outside of the required time period. For the reasons that follow, respondent’s motion will be GRANTED. I. BACKGROUND A. Factual Background Petitioner is an African-American female currently employed by respondent as a GS- 0303-14 Strategic Planner in Sembach, Germany. Federal Circuit Record (“Record”) [Dkt. 1] at 4. Before serving as a Strategic Planner, Jordan was employed by respondent as a GS-0301-14 Deputy Garrison Manager in the Baumholder Military Community, U.S. Army Garrison, Rheinland Pfalz. Id. at 4-5. Jordan alleges that, while serving as a Deputy Garrison Manager, respondent took three adverse employment actions against her on account of her race, sex, and engagement in protected activity. Id. at 5-6. Specifically, Jordan alleges that, beginning in September 2016, she was “continuously subjected to harassment and hostility” by Deputy Garrison Manager Bruce Likens, Deputy Garrison Commander Deborah Reynolds, and other “mostly white,” mostly male leadership. Id.

at 5. As examples of harassment and hostility, she alleges that she suffered from a “lack of staff, lack of rating authority, lack of access to key meetings,” and other “mistreatment” by the leadership. Id. Between July 2017 and February 2018, Jordan reported the alleged harassment and hostility to Garrison Commander Keith lgyarto and Deputy Garrison Commander Kevin Griess. Id. In February 2018, respondent initiated an investigation into her complaints, however, “{njo explanation was given nor were any results of the [investigation] provided [to her].” Id. The first of the three alleged adverse employment actions referred to in this litigation occurred on July 9, 2018 when Igyarto issued petitioner a Letter of Reprimand based on the results of the investigation.' Id. at 5-6. The second occurred on the same day when Griess permanently reassigned petitioner to the position of Strategic Planner.” Id. The third occurred on July 15, 2018 when Griess issued petitioner a substandard performance appraisal.? Id. at 6. B. Procedural History With the assistance of counsel, Jordan appealed these three alleged adverse employment actions to the MSPB, arguing that they constituted “prohibited personnel practices” under the Civil Service Reform Act of 1978, 5 U.S.C. § 7512, and that they were taken against her on account of her race, sex, and engagement in protected activity, in violation of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e-2, 2000e-3. Id. On September 17, 2018, an Administrative

' The Letter of Reprimand stated that the investigation revealed that petitioner had engaged in six instances of “Unprofessional Conduct towards Army Personnel.” Id. at 39. The Letter of Reprimand is not in the record currently before the Court. 2 The reassignment did not result in a loss of grade or pay; however, Jordan alleges that it was a “de facto demotion” because it did not involve leadership responsibility and would accordingly be “a step back in [her] career.” Id. at 41. The reassignment documentation is not in the record currently before the Court. 3 Jordan has not submitted any documentation of the substandard appraisal to the Court. Id. at 42.

Judge (“AJ”) held that the MSPB did not have jurisdiction over petitioner’s appeal because the three employment actions did not constitute prohibited personnel practices under § 7512, which explicitly lists only removal, suspension longer than 14 days, reduction in grade, reduction in pay, and furlough of 30 days or less. Id. Petitioner did not appeal the AJ’s decision to the full MSPB, which resulted in the AJ’s decision becoming final on November 1, 2018. Id. The AJ’s decision contained a clear recitation of petitioner’s appeal rights, including the time limits for filing a petition for review of the decision once it became final. Id. On January 3, 2019, 63 days after the AJ’s decision became final, petitioner, through counsel, filed a petition for review in the United States Court of Appeals for the Federal Circuit. Id, On March 27, 2019, the Federal Circuit held that it did not have jurisdiction over the petition because it concerned a “mixed-case” appeal—one in which an employee complains of a serious

4 The recitation of appeal rights stated, in relevant part: You may obtain review of this initial decision only after it becomes final... . By statute, the nature of your claim determines the time limit for seeking such review and the appropriate forum with which to file. 5 U.S.C. § 7703(b). . . . If you wish to seek review of this decision when it becomes final, you should immediately review the law applicable to your claims and carefully follow all filing time limits and requirements. Failure to file within the applicable time limit may result in the dismissal of your case by your chosen forum. . . . Please read carefully each of the three main possible choices of review below to decide which one applies to your particular case. If you have questions about whether a particular forum is the appropriate one to review your case, you should contact that forum for more information. ... . (2) Judicial of EEOC review of cases involving a claim of discrimination. This option applies to you-only if you have claimed that you were affected by an action that is appealable to the Board and that such action was based, in whole or in part, on unlawful discrimination. If so, you may obtain judicial review of this decision— including a disposition of your discrimination claims—by filing a civil action with an appropriate U.S. district court (not the U.S. Court of Appeals for the Federal Circuit), within 30 calendar days after this decision becomes final under the rules set out in the Notice to Appellant Section. 5 U.S.C. § 7703(b)(2); see Perry v. Merit Sys. Protection Bd., 137 S. Ct. 1975 (2017). Id. at 44, 48-50.

adverse action and attributes the action, in whole or in part, to bias based on race, gender, age, or disability—which must be brought in a federal district court pursuant to Perry v. Merit Sys. Protection Bd., 137 S. Ct. 1975 (2017). Id. at 61 . On the same day, the Federal Circuit transferred the petition to this court. Id. Respondent subsequently moved to dismiss the petition under Federal Rules of Civil Procedure 12(b)(1) and“12(b)(6). Throughout the time relevant to this motion, Jordan was represented by Robert Chris Pittard, a Texas attorney. Petitioner’s Memorandum [Dkt. 18] at 1—2. Jordan alleges that she hired Pittard in July 2018, and that for approximately three to four months he “exhibited energy and dispatch in handling several initial matters.” Id. at 11. During this time, “[t]hey never had a misunderstanding;” however, sometime after the AJ issued its decision in September 2018, Pittard stopped responding to Jordan’s requests for status updates and copies of court filings. Id. at 11-12. Jordan alleges that “some inexplicable communication failure occurred.” Id. at 12.

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Jordan v. Department of the Army, Counsel Stack Legal Research, https://law.counselstack.com/opinion/jordan-v-department-of-the-army-vaed-2019.