Complainant alleges that on
November 17, 1999, he applied "for a job as a civil/structural engineer" with Respondent.
Approximately two weeks after Complainant applied for the position in 1999, he filed this Complaint
with the Secretary of Labor alleging discrimination and retaliation based on Respondent's failure to
hire him.
[Page 2]
The complaint was investigated and found to have no merit by the Secretary of
Labor on January 5, 2000. Complainant filed objections and requested a hearing before an
Administrative Law Judge on January 10, 2000. The case was referred to the Office of
Administrative Law Judges on January 24, 2000.
Applicable Law
Any employer who "intimidates, threatens, restrains, coerces, blacklists,
discharges, or in any other manner discriminates against any employee because the employee has: (1)
Commenced or caused to be commenced...a proceeding under one of the Federal statutes listed in
§ 24.1(a)..." is deemed to have violated the federal law and regulations in Part 24. 29
C.F.R. § 24.2(b).
Neither 29 C.F.R. Part 24 (whistle blower proceedings) nor 29 C.F.R. Part 18
(procedures for administrative law judge hearings) address dismissal for failure to state a claim;
therefore, the standards set out in the Federal Rules of Civil Procedure are applicable. Glenn v.
Lockheed , 1998 ERA 35 and 50 ( ALJ July 15, 1999). Under Federal Rule of Civil Procedure
12(b)(6), dismissal may be appropriate when the facts in the case fail to state a claim. Id. In
considering whether a dismissal is appropriate, the facts alleged in the complaint are taken as true,
and all reasonable inferences are made in favor of the non-moving party. If the factual allegations,
after having been accepted as true and construed most favorably on behalf of the non-moving party,
present a cognizable claim if proved by a preponderance of the evidence, dismissal is not proper.
Jones v. City of Lakeland, Tennessee , 175 F.3d 410 (6th Cir. (Tenn.) 1999). However,
failure to allege a prima facie case is grounds for immediate dismissal. See Lovermi v.
Bell South Mobility, Inc. , 962 F. Supp. 136, 139 (S.D. Fla. 1997); Briggs v. Sterner ,
529 F. Supp. 1155, 1164 (S.D. Iowa 1981).
Elements and Burden of Proof
Complainant has the initial burden of proof in an environmental whistle blower
proceeding to make a prima facie case which shows that: (1) complainant engaged in a protected
activity; (2) complainant was subjected to adverse action; (3) respondent was aware of the protected
activity when it took the adverse action; and, (4) the evidence is sufficient to raise a reasonable
inference that the protected activity was the likely reason for the adverse action. Glenn ,
1998 ERA at 7. If Complainant succeeds in establishing the foregoing, Respondent must produce
evidence of a legitimate, nondiscriminatory reason for the adverse action. Frady v. Tennessee
Valley Authority , 92-ERA-19 (Sec'y Oct. 23, 1995). The complainant bears the ultimate burden
of persuasion that Respondent's reasons are not the true reasons for the adverse action, but a pretext
for discrimination. Id . At all times, Complainant bears the burden of establishing by a
preponderance of the evidence that the adverse action was in retaliation for the protected activity.
Id .
Complainant alleges that he engaged in a protected activity by his reporting of
safety concerns to the United States Nuclear Regulatory Commission. Complainant has established
the first element required to establish a prima facie case of retaliation.
[Page 3]
The second requirement for a prima facie case of retaliation requires adverse
action on the part of the Respondent. When determining whether a complainant has established an
actionable adverse action in a failure to hire case, the framework of a prima facie case outlined in
McDonnell Douglas Corp. v. Green , 411 U.S. 792, 802 (1973) applies. Webb v.
Carolina Power & Light Co. , 93 ERA 42, 12 (ALJ July 24, 1996) (aff'd , ARB August
26, 1997). In order to establish a prima facie case of discriminatory refusal to hire, the complainant
must show: (1) that he applied and was qualified for a job for which the employer was seeking
applicants; (2) that, despite his qualifications, he was rejected; and (3) that, after his rejection, the
position remained open and that employer continued to seek applicants from persons of complainant's
qualifications. Id.
Complainant alleged in both his complaint and in his February 22, 2000
Response to Respondent's Motion to Dismiss that he mailed his resume to Respondent on November
17, 1999 in response to an Internet advertisement for an "Engineer 2" position.
Complainant does allege the first element required to establish a prima facie case of discriminatory
refusal to hire. Complainant further alleges the second element, that he was not hired by Respondent.
However, Complainant does not allege the third element, that the position remained open and
Respondent continued to seek applicants of Complainant's qualifications. In fact, in his Response to
Respondent's Motion to Dismiss, Complainant asserts that "the respondent intentionally closed
the position to deprive me of my livelihood," thereby acknowledging that the position did not
remain open. As such, Complainant has not alleged a prima facie case of adverse action on the part of
Respondent and has failed to meet the second requirement.
In satisfaction of the third requirement, Complainant alleges that he was not
hired by Respondent in retaliation for engaging in a protected activity. To meet the requirement of
the third element, Complainant must show that one or more employees of Stone and Webster who had
substantial input in the hiring decision had knowledge of the protected activity during the relevant
time period. Id . at 6-7; Floyd v. Arizona Public Service Co. , 90-ERA-39, 5 (Sec'y
Sept. 23, 1994). Complainant does not allege this. In his November 17, 1999, complaint he alleged
only that "[b]ased on my prior whistle blowing activities protected under ERA, STONE &
WEBSTER ENGINEERS AND CONSTRUCTORS, Inc....[is] depriving me of my livelihood, FOR
REFUSING TO REHIRE ME, IN RETALIATION for reporting the safety concerns to the United
States Nuclear Regulatory Commission (NRC)...." Complainant, in his February 22, 2000,
Response to Respondent's Motion to Dismiss, states that counsel for Respondent has been
representing Respondent in ERA cases "for years" and that Complainant had filed other
complaints against Stone and Webster (86 ERA 24) under the ERA. Further, he states that Vincent J.
Dunn, Manager of Employee Relations of Stone and Webster "has to be aware of my prior
protected activities." In addition, Complainant states that his name is on the Internet at the
Office of Administrative Law Judges web site as suing companies for ERA violations.
Complainant's statements, taken as true, do not amount to a prima facie case
that Respondent had knowledge of Complainant's protected activity as Complainant does not allege
that any employee responsible for, or having input in, the hiring practices of Respondent had any
knowledge of his protected activity. Complainant has failed to allege the third requirement for a prima
facie case of retaliation.
[Page 4]
The fourth requirement to allege a prima facie case of retaliation by
Complainant is that there is sufficient evidence to raise a reasonable inference that the protected
activity was the likely reason for the adverse action. Because Complainant has not alleged a prima
facie case of adverse action or that Respondent had knowledge of the protected activity, he has not
met this requirement.
After a careful review of the record, Complainant has failed to set forth a prima
facie case of proscribed behavior, or provide a full statement of the acts and omissions, with pertinent
dates, which are believed to constitute a violation. 29 C.F.R. § 24.5(a)(2). In addition,
Complainant's Complaint, as pled, fails to state a claim upon which relief can be granted. Fed. R.
Civ. P. 12(b)(6). Accordingly,
ORDER
It is ORDERED that the Complaint of Syed M A. Hasan be, and is hereby,
dismissed.
ROBERT J.
LESNICK
Administrative
Law Judge
RJL/lab
NOTICE: This Recommended Decision and Order will automatically become the final
order of the Secretary unless, pursuant to 29 C.F.R. § 24.8, a petition for review is timely filed
with the Administrative Review Board, United States Department of Labor, Room S-4309, Frances
Perkins Building, 200 Constitution Avenue, NW, Washington, DC 20210. Such a petition for review
must be received by the Administrative Review Board within ten business days of the date of this
Recommended Decision and Order, and shall be served on all parties and on the Chief Administrative
Law Judge. See 29 C.F.R. §§ 24.8 and 24.9, as amended by 63 Fed. Reg. 6614
(1998).
[ENDNOTES]
1 Specifically, Complainant filed safety
complaints against his former employer.