Robert B. Elliott v. The University of Tennessee

766 F.2d 982, 1985 U.S. App. LEXIS 20422, 37 Empl. Prac. Dec. (CCH) 35,419, 38 Fair Empl. Prac. Cas. (BNA) 522
CourtCourt of Appeals for the Sixth Circuit
DecidedJuly 9, 1985
Docket84-5692
StatusPublished
Cited by25 cases

This text of 766 F.2d 982 (Robert B. Elliott v. The University of Tennessee) is published on Counsel Stack Legal Research, covering Court of Appeals for the Sixth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Robert B. Elliott v. The University of Tennessee, 766 F.2d 982, 1985 U.S. App. LEXIS 20422, 37 Empl. Prac. Dec. (CCH) 35,419, 38 Fair Empl. Prac. Cas. (BNA) 522 (6th Cir. 1985).

Opinion

BOYCE F. MARTIN, Jr., Circuit Judge.

Robert B. Elliott appeals from an order of the district court granting summary judgment to the defendants on his claim that the defendants violated his civil rights.

Elliott is a minority employee of the University of Tennessee Agricultural Extension Service. He has been employed by the Service since 1966. On December 18, 1981, the Dean of the Service advised Elliott that he was to be terminated from his job due to inadequate work performance, inadequate job behavior, and incidents of gross misconduct. On December 22, 1981, Elliott filed an administrative appeal from the Notice of Pending Termination under the Tennessee Uniform Administrative Procedure Act. On January 5, 1982, Elliott filed his federal complaint that forms the basis of the present appeal.

Elliott’s federal complaint alleges that in the past he made complaints to University of Tennessee officials regarding racial discrimination in the treatment of black leaders, students, and staff personnel in connection with 4-H club events and a series of racially derogatory acts on the part of University officials. One.of Elliott’s major complaints was a racial slur made by defendant Coley, a Service livestock judge, at an official Service event.

The federal complaint alleges that following Elliott’s complaint regarding the Coley incident, defendants Downen, Luck, and *984 Shearon (University officials) conspired with defendants Murray Truck Lines and Korwin to have Elliott terminated from his job. Elliott recently had complained to Korwin, shop manager at Murray Truck Lines, regarding eight racially insulting signs in windows at Murray Truck Lines’ place of business. The complaint alleges that the University officials conspired with Korwin to secure a letter from Korwin accusing Elliott of referring to Mr. Murray as a “white racist” and threatening him. Based on the Korwin letter, Downen placed a letter of reprimand in Elliott’s job file.

The complaint also alleges that, because of Elliott’s complaint regarding Coley, the University officials conspired with defendants Donnell, Johnson, Smith, Hopper, and Cathey, all of whom were members of the Agricultural Extension Service Committee in the county in which Elliott was employed, to have the Committee recommend to Downen that Elliott be terminated from his job. Two black members of the Committee refused to vote for Elliott’s removal. All five white members, two of whom are related to Coley by marriage, voted for Elliott’s removal.

The complaint next alleges that Elliott’s immediate Supervisor, Shearon, and other University officials began a harassment campaign by requiring Elliott to produce mileage books when white employees were not subject to the same requirement; unjustifiably finding fault with his work; subjecting him to discriminatory job assignments; attempting to place pretextual supervisory complaints in his personnel file; and falsely accusing him of failure to carry out a specific job assignment.

The complaint alleges that at least one of the individual defendants was aware that Elliott was active in a federal lawsuit seeking to secure the right of blacks to gain membership in exclusively white country clubs in Gibson and Madison County, Tennessee, and that the present defendants’ actions were designed in part to punish him for his efforts in that case.

Finally, the complaint alleges that the Service continues to discriminate against black citizens by refusing to implement an effective affirmative action plan; failing to integrate its homemaker demonstration clubs and other educational activities; refusing to integrate its 4-H clubs; refusing to address low minority participation in agricultural programs and community resource development programs; refusing to eliminate discrimination in promotion, training, and continuing education; refusing to eliminate discrimination in the establishment and operation of agricultural extension committees; and permitting discrimination by local white officials against black participants in educational programs.

The complaint seeks certification of a class of “persons in Tennessee who are similarly situated [as Elliott] and/or affected by the policies ... complained of herein which violate not only the rights of [Service employees] ... but also the rights of black infant and adult citizens who are intended beneficiaries of [the Service]____” The relief requested includes an injunction restraining the University of Tennessee, the Service, the University officials, and the Committee from continuing the discriminatory practices outlined above. Also requested is a preliminary and permanent injunction requiring defendants to cease attempting to discharge, cause the discharge of, or otherwise penalize Elliott on the basis of false allegations and other harassing actions. Finally, the complaint seeks attorneys’ fees and one million dollars in damages. The complaint invokes jurisdiction under 28 U.S.C. §§ 1331 and 1341. Claims are asserted under 42 U.S.C. §§ 1981, 1983, 1985,1986,1988, 2000d and e and under the first, thirteenth, and fourteenth amendments.

On January 19, 1982, the court entered a temporary restraining order prohibiting the defendants from taking any personnel action against Elliott. On February 23, 1982, the court withdrew the restraining order to permit the parties to proceed through the state administrative appeals process. The court emphasized that the withdrawal of the restraining order did not “in any fash *985 ion adjudicatfe] the merits of this controversy.”

After dissolution of the restraining order, the parties proceeded through the Tennessee administrative review process. The contested case provisions of the Tennessee Code provide for determination of the issues by an administrative judge who must be an employee of the affected agency or of the office of the secretary of state. Tenn.Code Ann. § 4-5-102(1) & (4). A party may move to disqualify an administrative judge for “bias, prejudice, or interest,” Tenn.Code Ann. § 4-5-302(a), the administrative judge may not be a person who has been involved in the investigation or prosecution of the case, Tenn.Code Ann. § 4-5-303(a), and the administrative judge may not receive ex parte communications, Tenn. Code Ann. § 4-5-304(a). The parties have the right to be represented by counsel, Tenn.Code Ann. § 4-5-305(b), to receive notice of the hearing, Tenn.Code Ann. § 4-5-307(a), to file pleadings, motions, briefs, and proposed findings of fact and conclusions of law, Tenn.Code Ann.

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766 F.2d 982, 1985 U.S. App. LEXIS 20422, 37 Empl. Prac. Dec. (CCH) 35,419, 38 Fair Empl. Prac. Cas. (BNA) 522, Counsel Stack Legal Research, https://law.counselstack.com/opinion/robert-b-elliott-v-the-university-of-tennessee-ca6-1985.