*This order and judgment is not binding precedent, except under the

doctrines of law of the case, res judicata, and collateral estoppel. The court

generally disfavors the citation of orders and judgments; nevertheless, an order

and judgment may be cited under the terms and conditions 10th Cir. R. 36.3.

**The Honorable Pierce Lively, Senior United States Circuit Judge for the

Sixth Circuit, sitting by designation.

UNITED STATES COURT OF APPEALS

Filed 7/29/96

TENTH CIRCUIT

LOUIS H. CANADA,

Plaintiff-Appellant,

v.

MARVIN RUNYON, POSTMASTER

UNITED STATES POSTAL

SERVICE,

Defendant-Appellee.

No. 95-1400

(D.C. No. 94-Z-65)

(Colorado)

ORDER AND JUDGMENT*

Before SEYMOUR, Chief Judge, BARRETT and LIVELY,

** Circuit Judges.

Louis H. Canada brought this civil rights action alleging that he was

removed from his employment with the Postal Service as a result of illegal race
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discrimination and in retaliation for filing prior discrimination complaints. The

district court referred the matter to a magistrate judge, who recommended that the

complaint be dismissed for lack of jurisdiction. The district court agreed and

dismissed the complaint without prejudice and with leave to file in the proper

court. Mr. Canada appeals and we affirm.

We begin by observing that the statutes and regulations under which a

federal employee must pursue a discrimination complaint “are complex and merit

careful attention by a claimant.” McAdams v. Reno, 64 F.3d 1137, 1141 (8th Cir.

1995). A case such as this one, which involves a removal and a claim of

discrimination, is considered a “mixed case.” See id. at 1141 & n.2. An

employee can pursue a mixed case either by filing an EEO complaint with the

employing agency or by filing an appeal of the adverse action directly with the

Merit Systems Protection Board (MSPB), but not both. See 29 C.F.R. §

1613.403. An employee who files an EEO complaint can seek review of that

decision either by filing an action in federal court within thirty days of receipt of

a final decision by the agency, see 29 C.F.R. § 1613.281(a), or by filing an appeal

with the MSPB within twenty days of receipt of the agency’s decision, see 29

C.F.R. § 1613.405(e)(2)(iii), but not both, see 5 U.S.C. § 7702(a)(2). Judicial

review of a matter appealed to the MSPB is governed by 5 U.S.C. § 7703(b)(1). 

Under this provision, if the MSPB considers the discrimination claim on its
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merits, judicial review lies in federal district court. See Wall v. United States,

871 F.2d 1540, 1542-43 (10th Cir. 1989), cert. denied, 493 U.S. 1019 (1990). If,

however, the MSPB determines that it cannot hear the merits of the discrimination

claim, “review of the Board’s determination that it lacks jurisdiction to hear the

employee’s claim lies exclusively in the Federal Circuit.” Id. at 1543.

With this procedural maze in mind, we turn to the facts of this case. 

Although the proceedings took many twists and turns, we set out only the material

circumstances. Mr. Canada filed an EEO complaint with the agency and

ultimately received a letter from the processing specialist. The letter was dated

January 20, 1993, and Mr. Canada’s attorney acknowledged receipt of the letter

on January 26, 1993. Although the letter did not purport to address Mr. Canada’s

discrimination claims, it did correctly inform Mr. Canada that if he were

“dissatisfied with this final agency action,” he could appeal to the MSPB within

twenty days or file in federal district court within thirty days. Aplt. App. at 89. 

Mr. Canada filed an appeal with the MSPB thirty-two days later.

The Board issued an initial decision dismissing the appeal as untimely. Mr.

Canada appealed the initial decision to the Board, which denied review and

advised Mr. Canada of his right to appeal to the Federal Circuit. Instead of

bringing an appeal in the Federal Circuit, Mr. Canada petitioned the EEOC to

review the Board’s decision to dismiss his appeal as untimely. The EEOC
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rejected the petition on the ground that it lacked jurisdiction, and Mr. Canada then

brought the instant action in federal district court.

The gist of Mr. Canada’s argument in this action is that he has the right to

file his discrimination suit in federal district court because the January 20 letter

was not a final agency action and therefore did not trigger the time limits within

which he was required to exercise his various appeal options. Mr. Canada made

this argument to the MSPB, which found it to be without merit. Having chosen to

raise this issue with the MSPB, Mr. Canada was required to appeal the MSPB

decision to the Federal Circuit. Once he filed an appeal with the MSPB, even if

late, he waived his right to challenge the finality of the letter in any court but the

Federal Circuit. The federal district court was therefore without jurisdiction to

consider the issue.

Mr. Canada also seeks to invoke the court’s equitable power, asserting that

special circumstances exist in this case arising from alleged active deception and

misconduct by the agency. Mr. Canada relies on several instances in which he

alleges that he was given incorrect or misleading information. Navigating the

channels of the discrimination complaint procedures are not easy for either the

federal employee or the agency. While it may be true that Mr. Canada was given

incorrect advice along the way, he has not shown that the erroneous information

caused him to file late with the MSPB or fail to appeal the MSPB decision to the
1

 Mr. Canada’s arguments that the letter was not a final agency action and

that he was actively misled about the proper procedures are undercut by the fact

that Mr. Canada and his attorney met with the processing specialist who wrote the

letter and were advised by her to file as if the letter were a final action. The

attorney did so, although not within the applicable time limit.

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Federal Circuit. Indeed, Mr. Canada was clearly and correctly informed about his

appeal options and the applicable time limits at every critical point.1 Mr.

Canada’s allegations of misconduct and bad faith on the part of the agency are

unsupported by the record, which contains no evidence of a deliberate attempt by

his employer or anyone else to frustrate his ability to pursue his claim. Moreover,

Mr. Canada’s decision to appeal the agency action to the MSPB divested the

district court of jurisdiction to consider these issues in any event. As we have set

out above, Mr. Canada was required to make these arguments to the MSPB and to

appeal an unfavorable resolution of them to the Federal Circuit.

The order of the district court is AFFIRMED.

ENTERED FOR THE COURT

Stephanie K. Seymour

Chief Judge