Morrison v. Nielsen

325 F. Supp. 3d 62
CourtCourt of Appeals for the D.C. Circuit
DecidedSeptember 7, 2018
DocketCivil Action No. 17-2312 (RDM)
StatusPublished
Cited by3 cases

This text of 325 F. Supp. 3d 62 (Morrison v. Nielsen) is published on Counsel Stack Legal Research, covering Court of Appeals for the D.C. Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Morrison v. Nielsen, 325 F. Supp. 3d 62 (D.C. Cir. 2018).

Opinion

RANDOLPH D. MOSS, United States District Judge

Plaintiff Christine Morrison, proceeding pro se , brings this action under the Rehabilitation Act of 1973 and Title VII of the Civil Rights Act of 1964 ("Title VII"), alleging that her former employer, the Department of Homeland Security, Customs and Border Protection, discriminated against her on the basis of her religion and her disability, and retaliated against her when she engaged in protected activities. Morrison mailed her complaint to the Court on September 11, 2017, but did not include the filing fee or an application for leave to proceed in forma pauperis ("IFP"). The clerk's office internal records and Morrison's package tracking information show that the complaint was received by the clerk's office on September 18, 2017-the final day on which Morrison was permitted to file a timely complaint. Morrison's complaint was not docketed, however, until November 2, 2017, when she delivered an identical version of the complaint to the clerk's office and paid the filing fee. Relying on the November 2 date, Defendants move to dismiss Morrison's complaint as untimely. Dkt. 13. Because Morrison's lawsuit was commenced on September 18, 2017, when her complaint was received by the clerk's office, the Court disagrees. However, because Morrison may only sue the head of the agency which actions give rise to her claims, the Court will GRANT in part and DENY in part Defendants' motion to dismiss.

I. BACKGROUND

In June 2009, Morrison was hired by the Department of Homeland Security, Customs and Border Protection ("CBP") as a Supervisory Management Program Analyst. Morrison allegedly suffers from a number of disabilities, including "asthma [,] reactive airways disease[,] and chronic obstructive lung disease" as a result of "inhalation of smoke ... and toxic fumes" at the Pentagon during the September 11, 2001 attack. Dkt. 1 at 4-5 (Compl. ¶ 9). According to Morrison, CBP "denied her requests for reasonable accommodation," "harassed [her]," "demoted [her]," and "discriminated and retaliated against [her] in [the] terms and conditions of her employment," because of her disability and her religion, leaving her "no choice but to ... transfer and demotion to another unrelated federal agency at a considerable cut in salary." Id. at 2.

Morrison filed a grievance with the Equal Employment Opportunity Commission ("EEOC") alleging that CBP discriminated against her on the basis of her religion and disability and that she was subject to unlawful "reprisal." Dkt. 17-6 at 1. The Administrative Judge "found in favor of the agency, concluding [that Morrison] failed to prove her discrimination claims," and that decision was affirmed on appeal. Id. at 2. Morrison requested reconsideration of the appeal decision, and, on June 15, 2017, the Commission issued *65its final decision denying her request and informing her of her right to file a "civil action ... within 90 days from the date that [she] received [the] decision." Id. at 2-3. Morrison asserts that she received the EEOC final decision and right-to-sue letter on June 20, 2017. Dkt. 17 at 4. Assuming that is correct, as the Court must at this stage of the proceeding, Morrison was required to file a civil action on or before September 18, 2017. Id.

Morrison contends that her complaint was delivered to the clerk's office on September 18. See Dkt. 17 at 4. In her opposition, she explains that in September 2017 she was "tak[ing] care of her elderly father in the nursing home in Florida" in the wake of Hurricane Irma and that, as a result, she was unable to file her complaint in person. Dkt. 17 at 3. Instead, Morrison asserts that she arranged for her "personal assistant," Chungsoo Lee, to mail the complaint to the Court. Id. In support of that assertion, Morrison has filed a "certificate of service" signed by Lee, attesting that he mailed the complaint to the Court on September 11, 2017 by priority mail and that the postal service tracking number was 9405 8036 9930 0502 9794 46. See Dkt. 1 at 23. Morrison has also provided the Court with a Postal Service report, showing that a mailing with that tracking number reached the Court on September 18, 2017. See id. at 24.

That complaint, however, was not docketed. Records of the clerk's office indicate that, consistent with the tracking information, Morrison's complaint was received by the clerk's office on September 18 but that it was returned with a cover sheet noting that Morrison had failed to pay the filing fee.1 After receiving that notice, Morrison promptly refiled her complaint, along with the filing fee. Accordingly, the first entry that appears on the Court's docket is a complaint from November 2, 2017.

Based on the November 2 filing date, Defendants moved to dismiss the complaint as untimely. See Dkt. 13.

II. ANALYSIS

Under Title VII and the Rehabilitation Act, an employee may file a civil action in the appropriate United States District Court "[w]ithin 90 days of receipt of notice of final action taken by a[n] ... agency." 42 U.S.C. § 2000e-16(c) ; 29 U.S.C. § 794a(a)(1) (applying Title VII remedies, procedures, and rights, including the provisions of 42 U.S.C. § 2000e-16, to claims under § 501 of the Rehabilitation Act); see also 29 C.F.R. § 1614.407(c). "The 90-day statutory period is not a jurisdictional prerequisite to filing suit, but rather operates as a statute of limitations, and is thus an affirmative defense that can be raised in a pre-answer dispositive motion." Ruiz v. Vilsack , 763 F.Supp.2d 168, 170 (D.D.C. 2011) (citing Smith-Haynie v. District of Columbia , 155 F.3d 575, 577-79 (D.C. Cir. 1998) ); see also Bullock v. Brennan , No. 13-1543, 2016 WL 107910, at *5 (D.D.C. Jan. 8, 2016). Here, the parties agree that the EEOC issued its final decision on June 15, 2017, and Morrison asserts that she received it on June 20, 2017. Dkt. 17 at 4. Assuming that is true, as the Court must at this stage of the proceeding, Morrison had until September 18, 2017 to file a civil action in this Court. Under Rule 3 of the Federal Rules of Civil Procedure

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Bluebook (online)
325 F. Supp. 3d 62, Counsel Stack Legal Research, https://law.counselstack.com/opinion/morrison-v-nielsen-cadc-2018.