Opinion ID: 486639
Heading Depth: 2
Heading Rank: 1

Heading: Due Process Deprivation

Text: 20 Nicholson's claim that the Commission denied her due process depends on whether she had a property right in continued employment as a Jackson County employee. Cleveland Board of Education v. Loudermill, 470 U.S. 532, 538, 105 S.Ct. 1487, 1491, 84 L.Ed.2d 494 (1985); Board of Regents v. Roth, 408 U.S. 564, 576-78, 92 S.Ct. 2701, 2708-10, 33 L.Ed.2d 548 (1972); Thompson v. Bass, 616 F.2d 1259, 1264 (5th Cir.), cert. denied, 449 U.S. 983, 101 S.Ct. 399, 66 L.Ed.2d 245 (1980). 7 In Roth, the Supreme Court stated: 21 To have a property interest in a benefit, a person clearly must have more than an abstract need or desire for it. He must have more than a unilateral expectation of it. He must, instead, have a legitimate claim of entitlement to it. It is a purpose of the ancient institution of property to protect those claims upon which people rely in their daily lives, reliance that must not be arbitrarily undermined. 22 Roth, 408 U.S. at 577, 92 S.Ct. at 2709. The existence of a legitimate claim of entitlement to a property interest in continued employment is to be determined in accordance with state law. Bishop v. Wood, 426 U.S. 341, 344, 96 S.Ct. 2074, 2077, 48 L.Ed.2d 684 (1976); see e.g., Loudermill, 470 U.S. at 538, 105 S.Ct. at 1491; Thompson, 616 F.2d at 1264-65. Although Alabama law provides that the County Commission has the authority to appoint and employ county personnel, see Ala.Code Sec. 11-8-14 (1977), it is silent with respect to the discharging of county employees. However, in the present case the Commission adopted a handbook of employee personnel policies which provided that a permanent employee such as Mrs. Nicholson could only be terminated for cause after a hearing. We hold that the Commission's handbook of employee policies and procedures and the conduct of the parties establishes the existence of rules or mutually explicit understandings, Winkler v. County of Dekalb, 648 F.2d 411, 414 (5th Cir.1981) (quoting Perry v. Sinderman, 408 U.S. 593, 601, 92 S.Ct. 2694, 2699, 33 L.Ed.2d 570 (1972)) supporting Nicholson's claim to a property interest. See Glenn v. Newman, 614 F.2d 467, 471-72 (5th Cir.1980) (a permanent employee has a constitutionally protected property interest in his or her job where a city defines rules governing the employee's dismissal and subsequent review procedure). 23 The district court found that based on the Commission's employee handbook, Mrs. Nicholson was a permanent employee and had a reasonable expectation of continued employment entitling her to procedural due process prior to the termination of her employment. 8 We think the district court was correct in this conclusion. 24 Having concluded Mrs. Nicholson was entitled to due process, the question remains what process is due. Loudermill, 470 U.S. at 541, 105 S.Ct. at 1493 (quoting Morrissey v. Brewer, 408 U.S. 471, 481, 92 S.Ct. 2593, 2600, 33 L.Ed.2d 484 (1972)); Marshall v. City of Cape Coral Fla., 797 F.2d 1555, 1559 (11th Cir.1986); see Hatcher v. Bd. of Educ., 809 F.2d 1546, 1552, 1567, 1574 (11th Cir.1987). 25 The essential requirements of due process ... are notice and an opportunity to respond. The opportunity to present reasons, either in person or in writing, why proposed action should not be taken is a fundamental due process requirement.... The tenured public employee is entitled to oral or written notice of the charges against him, an explanation of the employer's evidence, and an opportunity to present his side of the story. 26 Loudermill, 470 U.S. at 546, 105 S.Ct. at 1495 (citations omitted); Kelly v. Smith, 764 F.2d 1412, 1414 (11th Cir.1985). In Thurston v. Dekle, 531 F.2d 1264, 1273 (5th Cir.1976), rev'd on other grounds, 438 U.S. 901, 98 S.Ct. 3118, 57 L.Ed.2d 1144 (1978), this court outlined a procedure to satisfy minimum due process requirements. This includes written notice of the reasons for termination and an effective opportunity to rebut those reasons prior to termination. Thurston, 531 F.2d at 1273. Effective rebuttal means giving the employee the right to respond in writing to the charges made and to respond orally before the official charged with the responsibility of making the termination decision. Glenn, 614 F.2d at 472. The Supreme Court has stated that providing some opportunity for the employee to present his side of the case is recurringly of obvious value in a pretermination hearing for a public employee. Loudermill, 470 U.S. at 543, 105 S.Ct. at 1494. It is the opportunity to be heard which is protected by the fourteenth amendment. Washington v. Kirksey, 811 F.2d 561, 564 (11th Cir.1987). With this in mind, it is clear that the meeting between Nicholson and the Commission on May 18, 1981, did not satisfy the requirements of due process. At no time did [Nicholson] have the opportunity to present to the [Commission her] version of what happened. Id. The fundamental requisite of due process of law is the opportunity to be heard. Goldberg v. Kelly, 397 U.S. 254, 267, 90 S.Ct. 1011, 1020, 25 L.Ed.2d 287 (1970) (quoting Grannis v. Ordean, 234 U.S. 385, 394, 34 S.Ct. 779, 783, 58 L.Ed. 1363 (1914)). Under these circumstances, we feel [d]ue process requires a more formalistic confrontation of facts and positions. Ferguson v. Thomas, 430 F.2d 852, 857 (5th Cir.1970). 27 The Commission argues however, that Mrs. Nicholson was not entitled to a directed verdict because there was substantial evidence opposed to the motion in the form of testimony at trial and depositions previously taken. 9 We disagree. In Michigan Abrasive Co., Inc. v. Poole, 805 F.2d 1001 (11th Cir.1986), this court recently reiterated the proper standard of review with respect to motions for a directed verdict: 28 [o]n motions for directed verdict and for judgment notwithstanding the verdict the Court should consider all of the evidence--not just that evidence which supports the non-mover's case--but in the light and with all reasonable inferences most favorable to the party opposed to the motion. If the facts and inferences point so strongly and overwhelmingly in favor of one party that the Court believes that reasonable men could not arrive at a contrary verdict, granting of motions is proper. On the other hand, if there is substantial evidence opposed to the motions, that is, evidence of such quality and weight that reasonable and fair-minded men in the exercise of impartial judgment might reach different conclusions, the motions should be denied, and the case submitted to the jury. A mere scintilla of evidence is insufficient to present a question for the jury.... There must be a conflict in substantial evidence to create a jury question. 29 Michigan Abrasive, 805 F.2d at 1004 (quoting Boeing Co. v. Shipman, 411 F.2d 365, 374-75 (5th Cir.1969)). After carefully reviewing the record, we find no merit in the Commission's assertion that there was substantial evidence opposed to the motion and accordingly affirm the district court with respect to the due process violation.