Opinion ID: 62660
Heading Depth: 3
Heading Rank: 1

Heading: Jones’s allegations

Text: Jones began working for the City in 1985 in the refuse division of public works. He transferred to the Construction and Maintenance Division (“CM”) in 1994 after many instances of disciplinary actions resulting from tardiness and absenteeism.2 Shortly after the transfer, Larry Carroll became department manager in CM; Jones did not get along with Carroll, whom he believed disliked black people. Jones alleged, and co-workers James Allen and Matt Bernal confirmed, that the foremen and co-workers used racial slurs such as “spook,” “nigg,” and 2 Jones did not believe any of these difficulties were racially motivated. 2 “monkey” and made derogatory comments at morning meetings.3 Although the slurs occurred on a daily basis, and Jones had received copies of the City’s antiharassment and anti-discrimination policies, Jones never filed a grievance concerning these slurs under the City’s policy. Despite the transfer to the CM division, Jones continued to face disciplinary actions. Under the city’s disciplinary policies, there was an increasing scale of punishment, beginning with oral and written warnings and ending with termination, depending on the type of infraction.4 In 1999, Jones received two warnings for tardiness and was demoted. In disputing his discipline, Jones specifically mentioned racial discrimination; he did not, however, make any allegations of a hostile work environment. Jones was disciplined again in December 2000 following an altercation with his former supervisor. In February 2001, Jones engaged in another verbal altercation with a police officer on duty in a state building. He was disciplined for this conduct in March 2001; Carroll attempted to discharge Jones, but the termination was reduced to suspension following a hearing. Jones did not 3 Jones could not remember when the comments were made or by whom. 4 Group I offenses, such as tardiness, would received written warnings. Subsequent Group I violations could receive three-days suspension or termination. Group II offenses included abusive language to other employees. This conduct would receive suspension, followed by termination for subsequent offenses. Group III offenses, such as insubordination and repeated failure to adhere to policies and procedures, called for immediate termination. 3 experience any disciplinary actions during the next few years. Jones repeatedly sought promotions to open positions, some of which he received.5 In April 2003, Jones was promoted to Construction Tradesworker II. In July 2003, Jones received a written reprimand for insubordination. Although his supervisor again recommended termination, this discipline was reduced to a written reprimand. On March 17, 2004, Jones filed a charge of discrimination with the EEOC alleging discrimination and a hostile work environment. Following its investigation, the EEOC found reasonable cause and issued a notice of right to sue. In 2005, Jones was moved to the position of street sweeper while another employee was out on leave. Once the employee returned, Jones remained in the sweeper position and did not return to his lead position. Although he was offered a crew position, Jones declined because he viewed this as a demotion. Jones received the same grade and pay in the sweeper position.