Opinion ID: 546391
Heading Depth: 3
Heading Rank: 4

Heading: Gravity of the Misconduct

Text: 37 The question remains whether the AJ's fact findings relevant to the penalty of removal, as opposed to lesser potential alternatives, were unsupported by substantial evidence. The AJ found that the sustained offenses are serious. Webster, slip op. at 16. We cannot overturn that finding on this record. The dissent minimizes the seriousness of the sustained charges noting that the AJ must assess the underlying conduct, not just its labels. We conclude from our review of the AJ's opinion as a whole that he did indeed weigh the underlying conduct and did so adequately. Moreover, we conclude that, like the AJ, we must consider the conduct in context. The AJ properly noted that the U.S. Army cannot tolerate disrespectful conduct to a supervisor, the open refusal to follow supervisory directives and discourteous conduct to military personnel. Id. (emphasis added). The AJ thus supported his conclusion that in light of Webster's conduct, the Army's decision to remove him was justified for the efficiency of the service, based on the five specifications sustained. Id. at 14; see Bassett v. Department of Navy, 34 M.S.P.R. 66, 69 (1987) (The disobedience of proper orders by an employee is done at the risk of being insubordinate and may be sufficient cause for removal--three incidents in eight months); see also Roberson v. Veterans Admin., 27 M.S.P.R. 489, 494 (1985) (abusive language and disrespectful behavior can constitute just cause for removal). 38 In this regard, the AJ's finding that petitioner was discourteous and he created a disturbance in his confrontation with Lt. Michelle Perna, Webster, slip op. at 12, is particularly important. Although we need not and do not so conclude, the Perna incident alone might have put Webster's removal within the discretion of the agency because his position was at a postal facility on a military base and his duties brought him into regular contact with military personnel, both commissioned and enlisted, including mail clerks in military units. As the AJ noted, disrespectful behavior is not acceptable conduct, not conductive [sic] to a stable working atmosphere and may constitute just cause for removal. Id. at 14 (citations omitted). That principle may apply with even greater force in a military setting, as here, for Webster must operate both at the postal facility and in military units and work directly with not only civilians, but also with soldiers. Unfortunately, the record shows he was equally disrespectful to his own supervisor and the military personnel. 39 Moreover, the record reveals that, like several of his other incidents of discourtesy, Webster's tirade to Lt. Perna was overheard by other military personnel and other postal workers. The corrosive effect of such a public spectacle on military discipline and postal employee morale cannot be overlooked. The AJ noted that Lt. Perna is a Platoon Leader and was embarrassed and humiliated by the appellant's conduct which included rudely interrupting, yelling, and referring to someone as a jack asshole. Id. at 11-12. Indeed, Lt. Perna's report of the incident states that Webster yelled directly at her and refused to lower his voice, despite her request. Statement of Lt. Perna, compiled in Board Record (Tab 4G). The AJ also noted that Lt. Perna reported the incident herself. Id. at 14. We conclude the AJ did consider and reasonably assess the underlying conduct. In finding it sufficiently serious to warrant removal, the AJ concluded the Army did not abuse its discretion. We agree. We simply cannot say removal is totally unwarranted or unconscionably or grossly disproportionate to the sustained offenses.