Opinion ID: 406165
Heading Depth: 2
Heading Rank: 3

Heading: Appropriateness of Gipson's Removal

Text: 26 Gipson further argues that, even if the charges against him are sustained, the penalty of removal was unreasonable and inappropriate. A reviewing court's function in considering the appropriate sanction for employee misconduct, however, is limited. 27 (Courts) will defer to the judgment of the agency as to the appropriate penalty for employee misconduct, unless its severity appears totally unwarranted in the light of such factors as the range of permissible punishment specified by statute or regulation, the disciplined party's job level and nature, his record of past performance, the connection between his job and the improper conduct charges, and the strength of the proof that the conduct occurred. 28 Brewer v. United States Postal Service, 647 F.2d 1093, 1098 (Ct.Cl.1981), cert. denied, --- U.S. ----, 102 S.Ct. 1005, 71 L.Ed.2d 296 (1982). We will not substitute our view of the appropriate sanction or displace the agency's judgment unless the sanction imposed is so clearly excessive as to constitute an abuse of the agency's discretion. See Gueory v. Hampton, 510 F.2d 1222, 1225 (D.C.Cir.1974); Meehan v. Macy, 392 F.2d 822, 830 (D.C.Cir.1968), aff'd on rehearing, 425 F.2d 472 (D.C.Cir.1969) (en banc). 29 We note first that Gipson's removal was within the range of penalties specified in the relevant agency regulations. See Veterans Administration Personnel Policy Manual, MP-5, Part I, Ch. 752, App. C (Aug. 2, 1971), reprinted in A.R. 109-13. The Table of Examples of Offenses and Penalties describes the appropriate penalties for Gipson's offenses as ranging from reprimand to removal. 13 In addition, the Manual notes that (w)hen an employee has committed a combination or series of offenses, a greater penalty than is listed for a single offense is appropriate. A.R. 109. 30 Nor can we say that Gipson's removal was so clearly excessive as to constitute an abuse of discretion by the Veterans Administration. Gipson held an administrative position of considerable importance and responsibility. Among his duties were the promulgation and implementation of rules and regulations governing RMS. The Veterans Administration had a right to expect that the individual holding this position would abide by the hospital regulations, especially those for which he was primarily responsible. Cf. Brewer v. United States Postal Service, 647 F.2d 1093, 1098 (Ct.Cl.1981) (Postal Service had right to expect a higher standard of conduct from Superintendent of Postal Operations), cert. denied, --- U.S. ----, 102 S.Ct. 1005, 71 L.Ed.2d 296 (1982). In addition, the falsification of government records is a serious offense in any context. See, e.g., id. (false entries on employee time cards); Rotolo v. MSPB, 636 F.2d 6 (1st Cir. 1980) (understatement of taxable income by IRS clerical employee); Rodriguez v. Seamans, 463 F.2d 837 (D.C.Cir.) (false answers to allegedly unconstitutional questions on employment forms), cert. dismissed, 409 U.S. 1094, 93 S.Ct. 704, 34 L.Ed.2d 678 (1972). 14 The knowing falsification of medical records in a hospital is certainly no less serious. The Veterans Administration could reasonably be concerned about the possible effect of falsified medical forms on patient care. The agency could also conclude that Gipson's falsification would have a significant effect on his reputation for honesty and integrity and thereby a significant effect upon the efficiency of the Service. Yacovone v. Bolger, 645 F.2d 1028, 1032 (D.C.Cir.), cert. denied, --- U.S. ----, 102 S.Ct. 159, 70 L.Ed.2d 130 (1981); see 5 U.S.C. § 7513(a) (Supp. IV 1980). We therefore decline to set aside the judgment of the Veterans Administration, which the MSPB approved, that Gipson should be removed from his position based on the charges against him. 15 31