Mozafar H. Davani v. Virginia Department of Transportation Steven E. Welch William v. Johnson, Jr.

434 F.3d 712, 2006 U.S. App. LEXIS 1038, 97 Fair Empl. Prac. Cas. (BNA) 380, 2006 WL 91807
CourtCourt of Appeals for the Fourth Circuit
DecidedJanuary 17, 2006
Docket05-1432
StatusPublished
Cited by198 cases

This text of 434 F.3d 712 (Mozafar H. Davani v. Virginia Department of Transportation Steven E. Welch William v. Johnson, Jr.) is published on Counsel Stack Legal Research, covering Court of Appeals for the Fourth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Mozafar H. Davani v. Virginia Department of Transportation Steven E. Welch William v. Johnson, Jr., 434 F.3d 712, 2006 U.S. App. LEXIS 1038, 97 Fair Empl. Prac. Cas. (BNA) 380, 2006 WL 91807 (4th Cir. 2006).

Opinion

Reversed and remanded with instructions by published opinion. Judge WILLIAMS wrote the opinion, in which Judge NIEMEYER and Judge SHEDD joined.

OPINION

WILLIAMS, Circuit Judge:

Mozafar Davani was employed by the Virginia Department of Transportation (Department) where he was supervised by Steven Welch and William Johnson. Over the course of several years, Davani received three disciplinary warnings for failure to follow Welch and Johnson’s instructions. After receiving the third warning, Davani was terminated. He grieved the third warning and his termination with the Department, but a hearing officer upheld the termination. Davani appealed to the Virginia circuit court, which dismissed the appeal.

Davani subsequently filed suit in federal district court alleging that the Department, Welch, and Johnson (collectively Ap-pellees): discriminated against him on the basis of his race (Middle Eastern), national origin (Iran), and religion (Muslim); retaliated against him for filing prior Equal Employment Opportunity (EEO) complaints; and violated state law by conspiring to injure his reputation. Appellees moved to dismiss, arguing that the district court lacked subject-matter jurisdiction over Davani’s suit under the Rooker-Feld-man doctrine and, in the alternative, that the suit was precluded by res judicata and collateral estoppel. The district court granted the motion, concluding that it lacked subject-matter jurisdiction under the Rooker-Feldman doctrine. The district court therefore did not address Ap-pellees’ preclusion arguments.

Before appellate briefing was due, the Supreme Court decided Exxon Mobile Corp. v. Saudi Basic Indus. Corp., 544 U.S. 280, 125 S.Ct. 1517, 161 L.Ed.2d 454 (2005), which significantly altered this circuit’s interpretation of the Rooker-Feldman doctrine. Under our prior cases, the Rooker-Feldman doctrine had been interpreted broadly to provide that the loser in a state-court adjudication was barred from bringing suit in federal court alleging the same claim or a claim that could have been brought in the state proceedings. Exxon teaches, however, that the Rooker-Feld-man doctrine applies only when the loser in state court files suit in federal district court seeking redress for an injury allegedly caused by the state court’s decision itself. Because Davani’s suit does not challenge the state court’s decision, and it instead seeks redress for an injury allegedly caused by Appellees, the Rooker-Feldman doctrine does not apply, and the district court’s dismissal of Davani’s complaint was in error. 1

For the reasons discussed herein, we reverse the district court’s dismissal under *714 the Rooker-Feldman doctrine and remand for the district court to allow the parties to supplement the record so that it may give full consideration to Appellees’ preclusion arguments.

I.

The Department employed Davani as a Right-of-Way and Utilities Project Administrator. He was directly supervised by Johnson, and Welch was in the line of supervision over Davani. Davani alleges that starting in the year 2000, Johnson began to treat him differently from other employees because of his race and national origin, culminating in Johnson denying him a promotion. On December 18, 2000, Da-vani filed an internal grievance with the Department, and on March 16, 2001, he filed a formal EEO complaint with the Virginia Department of Human Resources Management (DHRM) alleging that Johnson’s failure to promote him was discriminatory. Davani and the Department, acting through Welch, arrived at a settlement whereby Davani received, inter alia, a promotion to the position of Insurance and Property Management Practitioner.

Welch later claimed that Davani discussed the settlement with Department employees in -violation of Welch’s instructions, and on May 15, 2001, he gave Davani a Group II Written Notice for discussing the terms of the settlement. 2 Davani alleges that he did not impermissibly discuss the settlement, and that this Written Notice was discriminatory and given in retaliation for his success on his prior EEO complaint. Davani grieved the Written Notice with the Department, but for reasons that are unclear from Davani’s complaint, the Department took no action on the grievance. Davani contends that after May 15, 2001, Johnson continued to treat him differently from others based on his national origin and race, and that after September 11, 2001, Johnson’s mistreatment escalated to the point of giving him bad work evaluations, making degrading comments to him, and even threatening violence against him. On November 14, 2001 and February 11, 2002, Davani filed, respectively, a second and third EEO complaint with the DHRM, complaining of discrimination and retaliation. For reasons that are not clear from Davani’s complaint, the DHRM did not take action on these EEO complaints.

On February 22, 2002, Welch gave Da-vani a second Group II Written Notice for failing to follow Johnson’s instructions by, inter alia, failing to submit a required accident report. Davani alleges that he followed the correct post-accident procedures and that the second Written Notice was also discriminatory and retaliatory. Although the Department could have terminated Davani at that time based on the second Group II Written Notice, it only suspended him for thirty days. On April 3, 2002, after his suspension, Davani filed a charge with the Equal Employment Opportunity Commission (EEOC), “pro-vid[ing] detailed allegations of the full range of unlawful discriminatory (based on race and national origin) and retaliation (based on protected EEO activities).” (J.A. at 37.) The EEOC subsequently made a “no violation” finding on Davani’s *715 charge and issued a right-to-sue letter to him. (J.A. at 137.)

On or about April 7, 2003, Welch gave Davani a third Group II Written Notice for failing to follow Johnson’s instructions, this time for Davani’s purported failure to investigate certain issues relevant to the utilities present at a project site. On April 22, 2003, the Department terminated Da-vani because of the three Group II Written Notices.

Davani challenged his termination by filing a grievance with the Department, arguing that the third Group II Written Notice was unjustified on the facts and that it was retaliatory. The Department refused to reinstate him, and he requested a hearing before a hearing officer in the Department of Employment Dispute Resolution. On August 4, 2003, the hearing officer held an evidentiary hearing on the grievance. Although the record is unclear on this point, it appears that Davani attempted to challenge his first two Written Notices, but the hearing officer limited the issue before him to the propriety of the third Written Notice. On August 13, 2003, the hearing officer issued a written decision reducing Davani’s third Group II Written Notice to a Group I notice because Davani did not fail to follow his supervisor’s instructions but simply did a poor job.

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434 F.3d 712, 2006 U.S. App. LEXIS 1038, 97 Fair Empl. Prac. Cas. (BNA) 380, 2006 WL 91807, Counsel Stack Legal Research, https://law.counselstack.com/opinion/mozafar-h-davani-v-virginia-department-of-transportation-steven-e-welch-ca4-2006.