UNITED STATES DISTRICT COURT 

FOR THE DISTRICT OF COLUMBIA

JOHN C. WILLIAMS,

 Plaintiff, 

 v. 

MIGUEL ANGEL CARDONA, 

 Defendant.

Civil Action No. 22-1917 (LLA) 

MEMORANDUM OPINION AND ORDER

Plaintiff John C. Williams brings this action against Defendant Miguel Angel Cardona in 

his official capacity as the Secretary of Education. Mr. Williams alleges that his former employer, 

the Department of Education (“the Agency”), discriminated against him in violation of Title VII 

of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., and the Age Discrimination in 

Employment Act of 1967 (“ADEA”), 29 U.S.C. § 621 et seq. Pending before the court are the 

Agency’s Motion to Dismiss the Complaint in Part, ECF No. 30, and Mr. Williams’s Motion for 

Leave to File a Third Amended Complaint, ECF No. 32. For the reasons explained below, the 

court will grant the Agency’s partial motion to dismiss and deny Mr. Williams’s motion to amend. 

I. Factual Background 

The following factual allegations from Mr. Williams’s second amended complaint, ECF 

No. 28, are accepted as true for purposes of evaluating the motions before the court. Am. Nat’l 

Ins. Co. v. FDIC, 642 F.3d 1137, 1139 (D.C. Cir. 2011). The court further takes judicial notice of 

attached documents from earlier administrative proceedings. Golden v. Mgmt. & Training Corp., 

319 F. Supp. 3d 358, 366 n.2 (D.D.C. 2018) (explaining that “[i]n employment discrimination 
2

cases, courts often take judicial notice of [Equal Employment Opportunity Commission 

(“EEOC”)] charges and EEOC decisions” and collecting cases). 

Mr. Williams, a sixty-eight year-old African American man, began working for the Agency 

in 2016. ECF No. 28 ¶¶ 1, 29. He had been hired as a Contracts Specialist, with a salary at the 

GS 14-10 level. Id. ¶ 29. However, when he started work, he was on-boarded as a Contracting 

Officer—a role similar to a Contract Specialist, but which lacks authority to sign large contracts. 

Id. ¶¶ 30-31. To work as a Contract Specialist, Mr. Williams needed to obtain a FAC-C 

certification. See id. at 1. 

Mr. Williams “had decades of federal contracting experience . . . and was already doing 

the work of the FAC-C contractor.” Id. ¶ 35. To get his FAC-C certification, Mr. Williams

provided his relevant certifications and training records to Bethanne Roberts, the training 

coordinator for his department, but she determined that his documentation did not meet the 

Agency’s requirements. Id. ¶¶ 32-33. Mr. Williams’s supervisor, Andrew Jernell, and another 

supervisor in the department disagreed with Ms. Roberts’s assessment. Id. ¶¶ 32, 34, 36. They 

told Mr. Williams that his certifications were sufficient. Id. ¶ 34, 36. Ms. Roberts officially denied 

Mr. Williams’s request for a FAC-C certification in December 2016. Id. ¶ 41. Mr. Williams 

continued to work in a role where “he could not . . . sign the contracts he drafted” for 

approximately two years, but he continued to be paid at the GS 14-10 level of a Contracts 

Specialist. Id. ¶ 44. 

At the beginning of 2019, Mr. Williams moved to a new department and was consequently 

assigned a new supervisor, Joshua Burris. Id. at ¶ 46. Mr. Williams attempted to work with 

Mr. Burris to obtain his FAC-C certification based on coursework he had completed and through 

a “fulfillment” process, relying on his on-the-job experience as a basis for the certification, but 
3

Mr. Burris rejected both efforts. Id. at ¶¶ 47, 50. In September 2019, Mr. Williams lodged an 

internal equal employment opportunity (“EEO”) complaint alleging that Mr. Burris’s “refusal to 

give him credit for his coursework and experience was unjustified” and differed from the way 

other employees had been treated. Id. ¶ 48; see 29 C.F.R. § 1614.105 (explaining the internal EEO 

process). Mr. Williams alleges that shortly after filing the complaint, the Agency “escalated its 

retaliation against [him] for engaging in protected activity[] by removing additional certificates 

from [his] accreditations and making him redo even more training he had completed years ago.” 

ECF No. 28 ¶ 82.

In November 2019, Mr. Burris formally rejected the fulfillment method and informed 

Mr. Williams that he would be demoted to a GS-12 pay grade due to his lack of an FAC-C 

certification. ECF No. 28 ¶¶ 52-53. Shortly after, Mr. Williams complained to Mr. Burris’s 

superior, Pat Gwaltney, about the decision and alleged that it was based on racial animus. Id. ¶ 54. 

At that time, Mr. Williams amended his September 2019 EEO complaint to allege that the final 

rejection of his FAC-C certification was based on race and age. Id. ¶ 55. 

Mr. Williams’s informal complaint escalated to a formal charge on February 7, 2020. Id.

¶¶ 10, 56; see 29 C.F.R. § 1614.106 (explaining the process for a formal complaint). “After several 

amendments,” Mr. Williams’s formal complaint “contained allegations related to being denied the 

FAC-C based on unfair and discriminatory scrutiny of his course work, unfair and disparate 

rejection of his fulfillment package, and disparate and discriminatory demotion to GS-12.” ECF 

No. 28 ¶ 18. Mr. Williams alleges that after his complaint was escalated, Lavon Shingler, the 

training supervisor, began denying him permission to attend training courses and requiring that he 

obtain preapproval before attending courses. ECF No. 28 ¶¶ 21, 61, 83, 86. At one point, she 
4

“humiliated [him] by unilaterally removing him from training classes he was attending[] and 

demanding that he not attend classes which were necessary for his job.” Id. ¶ 84. 

Mr. Williams’s demotion was finalized in May 2020, when Mr. Burris’s superior issued 

the final decision. Id. ¶ 13. Mr. Williams separately appealed the reduction in pay grade and the 

denial of his FAC-C certification to the Merit Systems Protection Board (“MSPB”) at the end of 

that month, alleging that these decisions violated Agency policies.1

 Id. ¶ 14, 55, 57, 59. After a 

hearing, an MSPB Administrative Law Judge (“ALJ”) issued an order reversing the Agency’s 

demotion decision. Id. ¶ 63; ECF No. 1-5. The order required the Agency to give Mr. Williams 

the FAC-C certification, restore him to a GS-14 pay grade, and remit back pay once the order 

became final. ECF No. 28 ¶ 64; ECF No. 1-5, at 12-13. The Agency appealed the decision to the 

full Board, which reversed due to a legal error in the ALJ’s interpretation of which credit hours 

could be counted toward the FAC-C certification. ECF No. 28 ¶ 66; id. at 2. The Board remanded 

the matter for the ALJ to consider whether Mr. Williams had satisfied the requirements of the 

fulfillment method for an FAC-C. Id. at 2. 

Mr. Williams filed a second informal EEO complaint in March 2022, addressing the 

continued denial of his FAC-C certification, the denial of training opportunities, and negative 

treatment by Ms. Shingler. Id. ¶ 21. 

In his complaint before this court, Mr. Williams alleges several other incidents of 

discrimination but does not clarify when they occurred. For example, “on more than one occasion, 

Mr. Burris demanded to know when [Mr. Williams] was going to retire,” but he did not ask the 

1 The MSPB is “an independent adjudicator of federal employment disputes.” Perry v. 

Raimondo, 101 F.4th 55, 58 (D.C. Cir. 2024) (quoting Kloeckner v. Solis, 568 U.S. 41, 44 (2012)). 

Claims are typically decided in the first instance by an ALJ and can then be appealed to the Board. 

See id. at 60. 
5

same of younger colleagues. Id. ¶ 80. Mr. Burris also rated Mr. Williams as “failing his duties” 

after he filed the 2019 EEO Complaint, whereas Mr. Jernell, his previous supervisor, had given 

him a satisfactory evaluation. Id. ¶ 88. Another individual, Genesis Griffin, “subject[ed] him to 

constant unwarranted criticism, humiliating comments, and bullying.” Id. ¶ 87. Mr. Williams also 

alleges that “Defendant” subjected him to “harsher and more stringent scrutiny than his white 

colleagues, denigrating and demeaning him on a frequent basis, constantly and repeatedly 

attacking his reputation, and subjecting him to different terms and conditions of employment.” Id.

¶ 90. He asserts that “Ms. Shingler’s behavior, in conjunction with Mr. Burris’ permissiveness, 

caused [him] severe anxiety and stress[] that has caused him to lose sleep[] and suffer from 

hypertension.” Id. ¶ 94.

II. Procedural History

Mr. Williams brought this action in July 2022, alleging retaliation (Count I), hostile work 

environment (Count II), disparate treatment on the basis of race (Count III), and disparate 

treatment on the basis of age (Count IV). After the Agency filed a motion to dismiss, Mr. Williams 

filed an amended complaint in April 2023. ECF Nos. 14, 16. The Agency again moved to dismiss, 

and Mr. Williams sought leave to file a second amended complaint, which the court granted in 

August 2023. ECF Nos. 19, 21; Aug. 4, 2023 Minute Order. The Agency filed a third motion to 

dismiss the complaint in part, which has been fully briefed. ECF Nos. 30, 33, 35. In addition to 

opposing dismissal, Mr. Williams filed a motion seeking to file a third amended complaint, which 

has also been fully briefed. ECF Nos. 32, 36, 28. In December 2023, the case was reassigned to 

the undersigned. Dec. 14, 2023 Dkt. Entry. 
6

III. Legal Standards

A. Motion to Dismiss 

In assessing a motion to dismiss under Rule 12(b)(6), “a judge must accept as true all of 

the factual allegations contained in the complaint” and construe all reasonable inferences in the 

plaintiff’s favor. Erickson v. Pardus, 551 U.S. 89, 94 (2007). To survive a motion to dismiss, a 

complaint must “contain sufficient factual matter, accepted as true, to ‘state a claim to relief that 

is plausible on its face.’” Ashcroft v. Iqbal, 556 U.S. 662, 678 (2009) (quoting Bell Atl. Corp. v. 

Twombly, 550 U.S. 544, 555 (2007)). A claim is plausible “when the pleaded factual content 

allows the court to draw the reasonable inference that the defendant is liable for the misconduct 

alleged. Id. “Threadbare recitals of the elements of a cause of action, supported by mere 

conclusory statements, do not suffice.” Id. “If a Title VII plaintiff fails to plead ‘sufficient factual 

matter’ to state a discrimination claim that is ‘plausible on its face,’ then the district court should 

dismiss the case before discovery.” Chambers v. District of Columbia, 35 F.4th 870, 878 (D.C. 

Cir. 2022) (en banc) (quoting Harris v. D.C. Water & Sewer Auth., 791 F.3d 65, 68 (D.C. 

Cir. 2015)). 

B. Leave to Amend the Complaint

Pursuant to Federal Rule of Civil Procedure 15, a party may amend its pleading once as a 

matter of course, and thereafter “only with the opposing party’s written consent or the court’s 

leave.” Fed. R. Civ. P. 15(a). The court should freely grant such leave “when justice so requires.” 

Id. “[T]he grant or denial of leave to amend is committed to a district court’s discretion.” 

Firestone v. Firestone, 76 F.3d 1205, 1208 (D.C. Cir. 1996). However, “it is an abuse of discretion 

to deny leave to amend unless there is sufficient reason, such as ‘undue delay, bad faith or dilatory 

motive . . . repeated failure to cure deficiencies by [previous] amendments . . . [or] futility of 

amendment.’” Id. (quoting Foman v. Davis, 371 U.S. 178, 182 (1962)). Amendment is futile “if 
7

the proposed claim would not survive a motion to dismiss.” James Madison Ltd. by Hecht v. 

Ludwig, 82 F.3d 1085, 1099 (D.C. Cir. 1996). This is typically the case when the amendment 

“merely restates the same facts” or “fails to state a legal theory.” Robinson v. Detroit News, Inc., 

211 F. Supp. 2d 101, 114 (D.D.C. 2002). 

IV. Discussion 

In its motion to dismiss, the Agency argues that Mr. Williams has not properly exhausted 

his claims and that his complaint fails to state a claim for relief for retaliation (Count I), hostile 

work environment (Count II) and one subset of his race discrimination claims (Count III). ECF 

No. 30. In opposing Mr. Williams’s motion to amend, the Agency contends that the third amended 

complaint suffers from the same defects as the second amended complaint and amendment would 

thus be futile. ECF No. 35, at 1. Mr. Williams counters that the second amended complaint can 

withstand a motion to dismiss but that leave to amend should be granted as in the interest of justice. 

ECF Nos. 32, 38. The court will grant the Agency’s motion to dismiss in part and deny 

Mr. Williams’s motion to file a third amended complaint as futile. 

A. Exhaustion and Election of Remedies

A plaintiff may not initiate a civil action under Title VII or the ADEA until he has timely 

exhausted his administrative remedies for each discrete discriminatory act. Nat’l R.R. Passenger 

Corp. v. Morgan, 536 U.S. 101, 113 (2002); Coleman v. Duke, 867 F.3d 204, 206 (D.C. Cir. 2017). 

Exhaustion allows federal agencies “to handle matters internally whenever possible.” Brown v. 

Marsh, 777 F.2d 8, 14 (D.C. Cir. 1985). The Agency argues that Mr. Williams failed to exhaust 

his claims of retaliation and hostile work environment and some aspects of his race- and 

age-discrimination claims, either because he did not timely include them in his EEO complaints 

or because he filed suit too early. ECF No. 30-1, at 5-8. It also contends that any claims related 
8

to his demotion are foreclosed because he elected to appeal that determination to the MSPB. Id.

at 4-5. The court agrees.

1. Exhaustion

Federal employees must “initiate contact” with their Agency’s EEO Counselor within 

forty-five days of the discriminatory act. 29 C.F.R. § 1614.105(a)(1). “Each discrete 

discriminatory act starts a new clock for filing charges alleging that act”—meaning that any claim 

arising out of an act not raised with the EEO counselor within forty-five days cannot be pursued. 

Morgan, 536 U.S. at 113. If the issue is not resolved within thirty days after initial contact, the 

EEO counselor must notify the employee of his right to file a formal administrative complaint, 

which in turn must be filed within fifteen days of that notice. 29 C.F.R. § 1614.105(a), (d); id.

§ 1614.106(b). The issues raised in the formal administrative complaint are the ones that may be 

addressed in later court proceedings. Bain v. Off. of Att’y Gen., 648 F. Supp. 3d 19, 44 

(D.D.C. 2022). 

After a formal complaint is filed, the agency has 180 days to investigate; if the employee 

amends his complaint, the agency must “complete its investigation within the earlier of 180 days 

after the last amendment to the complaint or 360 days after the filing of the original complaint.” 

29 C.F.R. § 1614.106(e)(2); id. § 1614.108(e)-(f). The agency either provides a final decision 

within these time periods, or it does not. Bain, 648 F. Supp. 3d at 45. If it does, the employee has 

two choices: (1) appeal that decision to the EEOC within thirty days; or (2) file suit in federal court 

within ninety days. 42 U.S.C. § 2000e-16; 29 C.F.R. §§ 1614.401(a), 1614.402(a); see In re 

James, 444 F.3d 643, 644 (D.C. Cir. 2006). If the agency does not timely provide a final decision

by the relevant deadline, the employee may file suit in federal court. 42 U.S.C. § 2000e-16(c); 29 

C.F.R. § 1614.407(b); see In re James, 444 F.3d at 644. These waiting periods are mandatory; a 

plaintiff who files suit early has failed to exhaust, and this defect cannot be cured by filing an 
9

amended complaint in federal court after the requisite deadline has passed. Murthy v. Vilsack, 609 

F.3d 460, 464-65 (D.C. Cir. 2010).

Mr. Williams initiated contact with his EEO counselor on two occasions: 

September 24, 2019 and March 23, 2022. ECF No. 28 ¶¶ 20-21. Each is detailed below. 

a. September 2019 informal complaint 

Mr. Williams’s September 2019 EEO complaint alleged that “Defendant was rejecting all 

of his previous course work and on-the-job training relevant to his FAC-C Certificate.” Id. ¶ 5. 

He subsequently amended his complaint to include “allegations related to being denied the FAC-C 

based [on] unfair and discriminatory scrutiny of his course work, unfair and disparate rejection of 

his fulfilment package, and disparate and discriminatory demotion to GS-12.” Id. ¶ 18; see id. ¶¶ 9 

(alleging that Mr. Williams amended his complaint to include the denial of his FAC-C certification 

on November 18, 2019), 15 (alleging that Mr. Williams amended his complaint to include his 

demotion on May 29, 2020). But Mr. Williams does not allege that he ever amended his 

September 2019 complaint to include claims of retaliation or hostile work environment. See 

generally ECF No. 28.2

 Accordingly, Mr. Williams’s September 2019 complaint and subsequent 

2 At one point in the complaint, Mr. Williams statesthat his “September 2019 EEOC charge 

alleged that he was being denied training opportunities as a result of having file[d] an internal EEO 

complaint.” ECF No. 28 ¶ 60. That is inconsistent with his earlier representations of the 

September 2019 complaint. Id. ¶¶ 5, 9, 15, 18. The Agency points to the EEO Counselor’s report 

concerning the September 2019 complaint, ECF No. 30-2, at 2, to show that Mr. Williams’s 

September 2019 complaint did not allege retaliation, ECF No. 30-1, at 3 n.3, 6. The court can 

consider this report without converting the Agency’s motion to dismiss into one for summary 

judgment because the report is incorporated by reference into Mr. Williams’s complaint. Banneker 

Ventures, LLC v. Graham, 798 F.3d 1119, 1133 (D.C. Cir. 2015); see id. (“Incorporation by 

reference can . . . amplify pleadings where the document is not attached by the plaintiff, but is 

‘referred to in the complaint and [] integral to [the plaintiff’s] claim.’” (alterations in original)

(quoting Kaempe v. Myers, 367 F.3d 958, 965 (D.C. Cir. 2004)). Mr. Williams summarized the 

contents of the September 2019 complaint numerous times in his complaint, ECF No. 28 ¶¶ 5, 9, 

15, 18, 60, and the contents of the document determine which of his claims were properly raised 

at the administrative level. The report is thus “integral” to Mr. Williams’s claims and the court 
10

amendments did not administratively exhaust Counts I (retaliation) and II (hostile work 

environment).

With regard to Count III (race discrimination) and Count IV (age discrimination), 

Mr. Williams’s September 2019 complaint served to exhaust his claims from the forty-five days 

before his September 24, 2019 complaint (August 10, 2019) through his final amendment, which,

based on the complaint, happened on May 29, 2020. ECF No. 28 ¶ 15.3

 Mr. Williams has thus 

exhausted his race- and age-discrimination claims related to the denial of his FAC-C certification, 

the rejection of his fulfillment package, and his demotion for the period between August 10, 2019 

and May 29, 2020. But he has not administratively exhausted any race- or age-discrimination 

claims outside of that period, such as his allegations concerning Ms. Roberts’s denial of his FAC-C 

in December 2016, ECF No. 28 ¶¶ 33-41; and the Agency’s rejection of his coursework and 

previous experience before August 10, 2019, id. ¶¶ 47, 76-77. Nor has he exhausted any race- or 

age-discrimination claims within the August 10, 2019 to May 29, 2020 period that do not relate to 

the denial of his FAC-C certification, the rejection of his fulfillment package, and his demotion. 

Morgan, 536 U.S. at 113.

b. March 2022 informal complaint 

Mr. Williams’s March 23, 2022 informal complaint alleged “the continued denial of his 

FAC-C certification ([discrimination])[,] the denial of training opportunities (retaliation), and the 

may consider it. Reviewing the report in conjunction with the complaint, the court concludes that 

the 2019 charge did not allege retaliation. Kaempe, 367 F.3d at 963 (explaining that the court need 

not “accept as true the complaint’s factual allegations insofar as they contradict exhibits to the 

complaint or matters subject to judicial notice.”). 

3 The Agency argues that the period should run only through February 7, 2020—the day 

Mr. Williams’s informal complaint became a formal EEO charge. ECF No. 30-1, at 6. But 

Mr. Williams was permitted to amend his complaint after it escalated to a formal charge, 29 C.F.R. 

§ 1614.106, and he did so on May 29, 2020, see ECF No. 28 ¶¶ 5, 15.
11

negative treatment from Ms. Lavon Shingler . . . (hostile work environment).” ECF No. 28 ¶ 21. 

Mr. Williams escalated this complaint to a formal administrative complaint on July 1, 2022.

4

 Id.

¶ 22. The Agency argues that these claims are not yet ripe because Mr. Williams amended his 

administrative complaint several times. ECF No. 30-1, at 6-7. The most recent amendment 

occurred on February 3, 2023, which means that Mr. Williams had not waited until “180 days after 

the last amendment to the complaint or 360 days after the filing of the original complaint” when 

he first raised them in this case. 29 C.F.R. § 1614.106(e)(2); see ECF No. 30-1, at 6-7. 

Mr. Williams counters that “the timeliness of [his] claims is established by when he reached out 

to an EEO counselor” on March 23, 2023. ECF No. 33, at 4-5. 

The Agency is correct. While the date that an employee reaches out to his EEO counselor 

is relevant to the forty-five day limit on reporting a discrete act of discrimination, 29 C.F.R. 

§ 1614.105(a)(1); Morgan, 536 U.S. at 113, the 180-day period (or 360-day period where the

employee amends his complaint) for filing in federal court is not triggered until the filing of a 

formal complaint, 29 C.F.R. § 1614.106(e). This means that the 360-day period runs from 

July 1, 2022 to June 26, 2023, and the 180-day period runs from February 3, 2023 to 

August 2, 2023. For purposes of Section 1614.106(e)(2), the earlier date controls, so

Mr. Williams’s claims stemming from the July 1, 2022 administrative complaint ripened in 

June 2023. Mr. Williams first raised his retaliation claim in his initial complaint, which was filed 

on July 1, 2022, ECF No. 1 ¶¶ 40-49, and he first raised his hostile work environment claim in his 

4 As explained, an aggrieved employee must file a formal discrimination complaint within 

forty-five days of their initial contact with an EEO counselor. See 29 C.F.R. § 1614.105(d) 

(explaining that an EEO counselor must notify the employee of their right to file a discrimination 

complaint within thirty days of contact, and that the employee shall file hisformal complaint within 

fifteen days of such notice). That time period is extended if the employee engaged in an informal 

counseling period, like Mr. Williams did here. Id.; ECF No. 28 ¶ 22 (stating that the parties 

“engaged in preliminary informal counseling”). 
12

second amended complaint, which was filed on May 22, 2023, ECF No. 21-2. Mr. Williams raised 

both claims before (and in the case of his retaliation claim, well before) they became ripe for 

purposes of filing suit in federal court. Accordingly, Mr. Williams’s retaliation and hostile work 

environment claims must be dismissed as unripe and Mr. Williams cannot, in the course of this 

suit, rely on allegations from the March 2022 complaint to support a discrete claim of race- or agediscrimination. Morgan, 536 U.S. 101 at 103. 

2. MSPB Proceedings

Finally, the Agency argues that Mr. Williams may not bring any discrimination claims 

related to his demotion and reduction in grade because he chose to challenge those actions through 

the MSPB process solely on the ground that they violated agency policy, not because they were 

discriminatory. ECF No. 28 ¶ 59. A federal employee who has been subject to an action that is 

appealable to the MSPB—like a demotion, 5 U.S.C. § 4303(e)—and believes that the action was 

discriminatory in whole or in part may appeal to the MSPB or pursue a claim with the EEOC, but

he may not avail himself of both remedies. 29 C.F.R. § 1614.302; Jones v. U.S. Dep’t of Just., 

111 F. Supp. 3d 25, 31 (D.D.C. 2015). Mr. Williams chose to appeal his demotion to the MSPB. 

ECF No. 28 ¶¶ 57-60; ECF No. 1-5. Once there, he forfeited his discrimination claims by not 

raising them. See McAdams v. Reno, 64 F.3d 1137, 1142 (8th Cir. 1995). As a result, he cannot 

bring any race- or age-discrimination claims related to his demotion. Id.

* * *

Given Mr. Williams’s failure to exhaust his retaliation and hostile work environment 

claims, the court will dismiss Counts I (retaliation) and Count II (hostile work environment) in 

their entirety. Mr. Williams may proceed with Count III (race discrimination) and Count IV (age 

discrimination) insofar as they relate to the denial of his FAC-C certification and the rejection of 
13

his fulfillment package (but not his demotion) during the period from August 10, 2019, to 

May 29, 2020.

5

B. Failure to State a Claim

The Agency argues that many of the claims raised in Mr. Williams’s second amended 

complaint fail to meet the plausibility standard. ECF No. 30-1, at 8-10; ECF No. 35, at 3-5. But 

none of these arguments concern Mr. Williams’s exhausted race- and age-discrimination claims

about the denial of his FAC-C and the rejection of his fulfillment package during the time period 

between August 10, 2019, and May 29, 2020. ECF No. 30-1, at 8-10 (arguing for dismissal of 

Mr. Willliams’s retaliation claim, his race-discrimination claim concerning his demotion, and his 

hostile work environment claim). Accordingly, the exhausted portions of Counts Three and Four 

may proceed. 

C. Leave to Amend the Complaint 

The court may deny leave to amend where amendment would be futile. Firestone, 76 F.3d 

at 1208 (quoting Foman, 371 U.S. at 182). Amendment is futile “if the proposed claim would not 

survive a motion to dismiss.” James Madison Ltd. by Hecht, 82 F.3d at 1099. Such is the case 

here. Most of the language in Mr. Williams’s proposed third amended complaint concerns whether 

the claims stemming from his March 2022 informal complaint of discrimination are ripe. ECF 

No. 32-1 ¶¶ 23-27 (describing the administrative process for Mr. Williams’s March 23, 2022 

complaint and contending that the “claim is now properly before this Court”); ECF No. 33, at 5

(arguing that “[t]he Third Amended Complaint renders Defendant’s arguments about timeliness 

5 Mr. Williams may draw upon unexhausted claims as facts and evidence in support of his 

exhausted race- and age-discrimination claims even though they are not independently actionable. 

Morgan, 536 U.S. 101 at 113 (explaining that unexhausted discrete acts can be used as 

“background evidence in support of a timely claim”). 
14 

moot”). But, as explained, “the filing of an amended complaint after the [relevant 180- or 360-

day] period [has] expired cannot cure the failure to exhaust.” Murthy, 609 F.3d at 465; see, e.g., 

Davila v. Mayorkas, 22-CV-357, 2023 WL 2072455, at *4 (D.D.C. Feb. 17, 2023); Maybank v. 

Speer, 251 F. Supp. 3d 204, 207 (D.D.C. 2017). Thus, amendment would be futile as it relates to 

Mr. Williams’s unripe claims stemming from his March 2022 informal complaint. 

The remaining language in the proposed amended complaint is two conclusory statements 

to support Mr. Williams’s race-discrimination claim. ECF No. 32-1 ¶¶ 129-30 (stating that the 

Agency “applied its rules, policies, and standards to [Mr. Williams] differently and more harshly 

than it applies those rules to non-African Americans” and that the “Defendant violated Title VII 

by applying disparate standards to African Americans, and by being more flexible and lenient to 

non-African Americans”). These are legal conclusions, which the court is not required to accept. 

Iqbal, 556 U.S. at 678. Accordingly, allowing their addition to the complaint would serve no 

purpose. 

V. Conclusion 

For the foregoing reasons, Defendant’s Motion to Dismiss in Part, ECF No. 30, is 

GRANTED. Counts I and II are DISMISSED in their entirety and Counts III and IV are 

DISMISSED insofar as they do not pertain to the denial of Mr. Williams’s FAC-C certification 

and the rejection of his fulfillment package during the period from August 10, 2019 to 

May 29, 2020. Plaintiff’s Motion for Leave to Amend, ECF No. 32, is DENIED. Defendant shall 

file an answer to the complaint on or before September 13, 2024. See Fed. R. Civ. P. 12(a)(4)(A).

 SO ORDERED.

 /s/ Loren L. AliKhan 

 LOREN L. ALIKHAN

 United States District Judge 

Date: August 30, 2024