Williams v. Court Services and Offender Supervision Agency for Dc

CourtDistrict Court, District of Columbia
DecidedMarch 25, 2011
DocketCivil Action No. 2008-1538
StatusPublished

This text of Williams v. Court Services and Offender Supervision Agency for Dc (Williams v. Court Services and Offender Supervision Agency for Dc) is published on Counsel Stack Legal Research, covering District Court, District of Columbia primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

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Williams v. Court Services and Offender Supervision Agency for Dc, (D.D.C. 2011).

Opinion

UNITED STATES DISTRICT COURT FOR THE DISTRICT OF COLUMBIA ______________________________ ) LINWOOD A. WILLIAMS, JR., ) ) Plaintiff, ) ) v. ) Civil Action No. 08-1538 (RWR) ) COURT SERVICES AND OFFENDER ) SUPERVISION AGENCY FOR D.C. ) et al., ) ) Defendants. ) ______________________________)

MEMORANDUM OPINION

Pro se plaintiff Linwood A. Williams, Jr. has sued the Court

Services and Offender Supervision Agency for the District of

Columbia (“CSOSA”) and its former director, associate director,

and branch chief alleging sex discrimination and retaliation

under Title VII of the Civil Rights Act of 1964. The defendants

have moved to dismiss under Federal Rule of Civil Procedure

12(b)(6), arguing that Williams failed to timely file his

complaint. Because Williams failed to timely file his complaint

and no equitable relief from that failure is warranted, the

defendants’ motion to dismiss will be granted.1

1 The defendants have also moved to dismiss under Rule 12(b)(5) claiming that Williams failed to name and serve properly the individual defendants in their individual capacities. Those issues need not be addressed given the disposition of the motion under Rule 12(b)(6). -2-

BACKGROUND

Williams served as a Supervisory Community Supervision

Officer with CSOSA. (Compl., Ex., Initial Decision at 1-2.)

After several years of employment, Williams began to file what he

termed whistleblower complaints against the agency, alleging

various violations of federal law. Williams alleges that after

he filed his complaints, the defendants denied him performance

awards, assigned him duties inconsistent with his experience and

grade, and placed him on a Performance Improvement Plan. (Compl.

at 3.) CSOSA issued a notice proposing Williams’ removal and

later terminated him. (Id., Ex., Initial Decision at 3-4.)

Williams appealed his termination to the Merit Systems Protection

Board (“MSPB”), raising several affirmative defenses including

gender discrimination and retaliation. (Id., Ex., Initial

Decision at 4.) An MSPB administrative judge affirmed the agency

action. (Id., Ex., Initial Decision at 1.) Williams then

petitioned the full MSPB board to reconsider the administrative

judge’s decision. The full board denied his petition on June 20,

2008. (Id., Ex., Final Order at 1-2.)

The order denying the petition notified Williams that he

could file a civil action in a United States district court

against the agency, and that if he chose to pursue such an

action, 5 U.S.C. § 7703(b) required him to file a complaint “no

later than 30 calendar days after [his] receipt of this order.” -3-

(Id., Ex., Final Order at 2.) Williams alleges that he received

the order on June 27, 2008. (Pl.’s Mem. of Law in Supp. of Pl.’s

Opp’n to Def.’s Mot. to Dismiss the Compl. (“Pl.’s Mem.”) at 3.)

On July 28, 2008, he filed in this court an improperly formatted

civil complaint and a petition to proceed in forma pauperis

(“IFP”), which was denied on August 5, 2008. (Id. at 5, Ex. 1,

Ex. 4.2) Williams filed a proper complaint on September 4, 2008

and paid the filing fee on September 5, 2008. (Id., Ex. 5.) The

defendants have filed a motion to dismiss, arguing that Williams

failed to timely file his complaint.3 (Defs.’ Mem. of Law in

Supp. of Their Mot. to Dismiss the Compl. at 8.)

DISCUSSION

In considering a motion under Rule 12(b)(6) to dismiss for

failure to state a claim upon which relief can be granted, a

court must construe the complaint in the light most favorable to

the plaintiff, Browning v. Clinton, 292 F.3d 235, 242 (D.C. Cir.

2002), and “the court must assume the truth of all well-pleaded

allegations.” Warren v. Dist. of Columbia, 353 F.3d 36, 39 (D.C.

Cir. 2004). To determine if a complaint has failed to state a

2 Although the exhibits attached to Williams’ opposition are not attached to or referred to in the complaint, considering them will not convert the motion under Rule 12(d) to one for summary judgment because they are judicially noticeable public documents. See Savage v. Scales, 310 F. Supp. 2d 122, 129 n.8 (D.D.C. 2004). 3 Williams filed a motion for an extension of time to supplement his response to the defendants’ motion to dismiss. That motion will be granted nunc pro tunc. -4-

claim, a court may consider “the facts alleged in the complaint,

any documents either attached to or incorporated in the complaint

and matters of which [a court] may take judicial notice.” EEOC

v. Saint Francis Xavier Parochial Sch., 117 F.3d 621, 624 (D.C.

Cir. 1997). Pro se plaintiffs are afforded leniency, and a court

“must make a concerted effort to discern a cause of action from

the record presented if an action is in fact discernable.”

Howerton v. Ogletree, 466 F. Supp. 2d 182, 183 (D.D.C. 2006).

Employees may file a “mixed case appeal” to the MSPB by

combining an appeal of an adverse personnel action with a claim

that discrimination motivated the action. Butler v. West, 164

F.3d 634, 638 (D.C. Cir. 1999); 5 U.S.C. § 7702(a)(2). “[W]ithin

thirty days of receiving a final decision from the MSPB,” a

complainant may “appeal the entire claim (or any parts thereof)

to the appropriate district court.”4 Butler, 164 F.3d at 639

4 A 1991 amendment to the Civil Rights Act of 1964 changed the period for a federal employee to file suit in district court after an adverse EEOC decision from thirty to ninety days but did not alter § 7703(b)’s thirty-day filing period after an adverse MSPB decision. See P.L. 102-166. One court in this district noted that the amendment “created a procedural anomaly that [Congress] likely did not intend” but found it unnecessary to reach the conclusion that the ninety-day period applied to both EEOC and MSPB appeals. Becton v. Pena, 946 F. Supp. 84, 85-86 (D.D.C. 1996); see also Nunnally v. MacCausland, 996 F.2d 1, 3 n.3 (1st Cir. 1993) (“[I]n 1991, when Congress increased from 30 to 90 days the time allotted for judicial review under 42 U.S.C. § 2000e-16(c), it simply assumed that the new time limits would apply to all federal employees with Title VII claims against the federal government.”). The thirty-day period is clear and unequivocal on its face, and resort to the legislative history to resolve the procedural anomaly is disfavored. See Lamie v. U.S. -5-

(citing 5 U.S.C. § 7703(b); 5 C.F.R. § 1201.175; 29 C.F.R.

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