T. Harris v. PA DOC

CourtCommonwealth Court of Pennsylvania
DecidedJanuary 28, 2026
Docket1166 C.D. 2024
StatusUnpublished
AuthorFizzano Cannon

This text of T. Harris v. PA DOC (T. Harris v. PA DOC) is published on Counsel Stack Legal Research, covering Commonwealth Court of Pennsylvania primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
T. Harris v. PA DOC, (Pa. Ct. App. 2026).

Opinion

IN THE COMMONWEALTH COURT OF PENNSYLVANIA

Twuan Harris, : Appellant : : v. : : Pennsylvania Department : No. 1166 C.D. 2024 of Corrections : Submitted: December 8, 2025

BEFORE: HONORABLE CHRISTINE FIZZANO CANNON, Judge HONORABLE LORI A. DUMAS, Judge HONORABLE MATTHEW S. WOLF, Judge

OPINION NOT REPORTED

MEMORANDUM OPINION BY JUDGE FIZZANO CANNON FILED: January 28, 2026

Twuan Harris (Harris) appeals from a July 16, 2024 Order of the Court of Common Pleas of Mercer County (Trial Court). Following a bench trial on Harris’s Pennsylvania Human Relations Act (PHRA) claims, the Trial Court ruled in favor of the Department of Corrections on all counts. Upon review, we dismiss the appeal.

I. Background In 2007, Harris—an African-American male—began working for the Department of Corrections (DOC) at the State Correctional Institute at Pittsburgh (SCI-Pittsburgh) as a Corrections Officer 1 (CO1). Reproduced Record (R.R.) at 79 & 81.1 As a CO1, Harris was primarily responsible for providing care to, and

1 The page numbers in Harris’s Reproduced Record lack the lowercase “a” required by Rule 2173 of the Pennsylvania Rules of Appellate Procedure, Pa.R.A.P. 2173. For consistency, we refer to specific page numbers as they appear, albeit incorrectly, in the Reproduced Record. maintaining custody and control of, inmates. Harris’s Br. at 7. When SCI-Pittsburgh closed in 2017, Harris was transferred to SCI-Mercer, but he remained a resident of Pittsburgh. R.R. at 9-10. However, Harris was informed during his orientation that inmates with medical issues would be transferred to hospitals in Pittsburgh and that he could be assigned shifts where he would report directly to the hospitals instead of commuting to Mercer. Id at 10.2 At SCI-Mercer, Harris was supervised by several white shift commanders. Harris’s Br. at 7-8. The DOC shift commanders were responsible for maintaining the DOC’s mandatory overtime system which required CO1s to work additional hours beyond their regular shifts during staff shortages to ensure facility safety. R.R. at 554. The mandatory overtime system operated by seniority-based rotation; once an officer completed mandated overtime hours, the officer’s name moved to the bottom of the list. Id. Conversely, if an officer failed to complete the mandated overtime hours, the officer would be repeatedly called upon until the requisite duty had been fulfilled. Id. Officers who refuse mandates are subject to a series of progressive reprimands. Id. at 560. CO1s who refuse their mandates first receive informal counseling, followed by verbal and written reprimands, and finally a pre-disciplinary conference (PDC), which may lead to suspension or termination. Id. at 560-61. On August 16, 2018, Harris received a written reprimand for refusing two mandates on June 18, 2018, and July 2, 2018, respectively. R.R. at 523. Harris was thereafter subjected to his first PDC for three more mandate refusals in 2018,

2 The findings of fact note that “when [Harris] was assigned to guard prisoners at a hospital in Pittsburgh, he would report directly to the hospital for duty rather than commute to Mercer.” R.R. at 10 (emphasis added). Thus, it does not appear from the record that this arrangement was ever guaranteed to Harris to convenience him as a Pittsburgh resident. 2 one of which was an absence without official leave (AWOL). Id. at 524. As a result, Harris received a 3-day suspension without pay, set to begin on February 27, 2019. DOC’s Br. at 8. On January 7, 2019, Harris filed an internal complaint with the Office of Equal Employment Opportunity (EEO) and alleged racial discrimination on the grounds of his diminished hospital assignments and his mandate refusal punishments. R.R. at 729; see also Trial Ct. Op., 7/16/24 at 1-2. While this investigation was pending, Harris refused two more mandates and filed a second EEO complaint on June 14, 2019. Trial Ct. Op., 7/16/24 at 2. He was thereafter subjected to a second PDC for such refusals, for which he received a 5-day suspension without pay due to a failure to correct his prior behavior. R.R. at 524; DOC’s Br. at 8. Harris received his third PDC for refusing three more mandates in 2019. R.R. at 524. During this PDC, Harris was issued a 10-day suspension without pay due to his continual insubordination with “no regard for his continued abuses.” DOC’s Br. at 9-10. Upon refusing another mandate on December 14, 2019, Harris received his fourth and final PDC. R.R. at 524. On April 23, 2020, the DOC terminated Harris via letter after a total of 11 mandate refusals over an 18-month period. Id. at 816-17; see also id. at 525.3 On June 3, 2020, Harris filed discrimination charges with the Pennsylvania Human Relations Commission (PHRC) and the Equal Employment Opportunity Commission. R.R. at 818-24. However, the PHRC closed Harris’s complaint once he filed a complaint with the Trial Court. Id. at 833. In his Trial

3 Harris had 11 mandate refusals plus one AWOL. R.R. at 526. While Harris argues that the AWOL was unsubstantiated, he was disciplined for abandoning his post. Id. 3 Court complaint against the DOC, Harris raised several PHRA claims,4 alleging Unlawful Termination, Retaliation, and Hostile Work Environment due to his race. Trial Ct. Op., 7/16/24 at 1. The parties each submitted Proposed Findings of Fact and Conclusions of Law before participating in a three-day bench trial on Harris’s claims. Id. On July 16, 2024, the Trial Court ruled in favor of the DOC on all counts and entered a verdict in favor of the DOC.5 Trial Ct. Op., 7/16/24 at 13-14. However, the Trial Court mistakenly sent its verdict to attorneys who were not involved in the action, and Harris did not receive the verdict until August 15, 2024. Harris’s Br. at 28. As a result of the miscommunication, the Trial Court issued an order on August 15, 2024, “for the sake of clarity” and decreed that “the Verdict heretofore rendered . . . was duly signed and recorded on . . . August 12, 2024” R.R. at 1093. Harris received the August 15, 2024 Order on August 17, then filed a notice of appeal with this Court on September 4, 2024, without first filing any motions for post-trial relief because he believed that the ten-day deadline for post-trial motions had passed. After the notice of appeal had been filed, the DOC filed a praecipe to enter judgment in favor of the DOC, which was granted by the Trial Court on November 7, 2024. Id. at 1091. Upon review of the record, this Court issued an order concerning the absence of post-trial motions on the Trial Court docket and required that the parties

4 Act of October 27, 1955, P.L.744, as amended, 43 P.S. §§ 951-963.

5 While this verdict was duly signed and recorded on August 12, 2024, pursuant to the Trial Court’s August 15, 2024 Order, this Opinion refers to the original July 16, 2024 date for clarity purposes.

4 address the matter in their principal briefs on the merits or by motion. R.R. at 1111- 12. II. Issues Before this Court, Harris argues that the Trial Court committed an error of law when it determined that he presented insufficient evidence to establish both (1) a prima facie case of racial discrimination arising from his termination and (2) a pretextual purpose in the non-discriminatory termination rationale proffered by the DOC. Harris’s Br. at 4. Harris maintains that the legal framework applicable to cases that rely on circumstantial evidence to prove discrimination does not require direct evidence of such discrimination for an individual to succeed on their claim. Id. at 32. Further, Harris contests the Trial Court’s rationale that his “repeated insubordination and refusal to work mandatory overtime as assigned” invalidated any potential pretextual discriminatory action by the DOC. Id. at 41; see also Trial Court Op., 7/16/24 at 12-13.

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