Opinion ID: 195596
Heading Depth: 2
Heading Rank: 6

Heading: The Post-Termination Proceedings

Text: 35 The individual defendants argue that Cotnoir's procedural due process rights were not violated because post-deprivation procedures were available to ensure that Cotnoir's termination was appropriate, and that he, in fact, received the benefit of these procedural protections. We disagree. 36 Where an employee is fired in violation of his due process rights, the availability of post-termination grievance procedures will not ordinarily cure the violation. Kercado-Melendez v. Aponte-Roque, 829 F.2d 255, 263 (1st Cir.1987) (citing Schultz v. Baumgart, 738 F.2d 231, 237 (7th Cir.1984)), cert. denied, 486 U.S. 1044, 108 S.Ct. 2037, 100 L.Ed.2d 621 (1988). Thus, even where a discharged employee receives a post-termination hearing to review adverse personnel action, the pretermination hearing still needs to be extensive enough to guard against mistaken decisions, and accordingly, the employee is entitled to notice, an explanation of the employer's evidence, and an opportunity to present his side of the story. See Loudermill, 470 U.S. at 546, 105 S.Ct. at 1495; Brasslett, 761 F.2d at 836. If an employee is fired without these pre-termination protections, normally the constitutional deprivation is then complete. Kercado-Melendez, 829 F.2d at 263. Thus, the post-termination grievance procedures which the individual defendants provided to Cotnoir could not compensate for a lack of pre-termination process afforded Cotnoir. 37 We do not believe on the facts now appearing in the record, that it was reasonable for the individual defendants to have believed that their actions satisfied the minimum due process requirements. For the foregoing reasons, we affirm the decision of the district court. 38 Affirmed.