Court Opinion

ID: 9372828
Source: CourtListenerOpinion
Date Created: 2023-02-22 16:00:57.52401+00
Date Added: 2024-06-11T17:16:37.928115
License: Public Domain

UNITED STATES OF AMERICA
                          MERIT SYSTEMS PROTECTION BOARD

     TREDITH H. KNOWLIN,                             DOCKET NUMBER
                   Appellant,                        DC-0752-17-0703-I-1

                  v.

     DEPARTMENT OF VETERANS                          DATE: February 15, 2023
       AFFAIRS,
                 Agency.

             THIS FINAL ORDER IS NONPRECEDENTIAL 1

           Allison B. Eddy, Esquire, Virginia Beach, Virginia, for the appellant.

           Amanda E. Shaw, Esquire, Roanoke, Virginia, for the agency.

                                            BEFORE

                               Cathy A. Harris, Vice Chairman
                                Raymond A. Limon, Member
                                 Tristan L. Leavitt, Member
                       Member Leavitt issues a separate dissenting opinion.

                                        FINAL ORDER

¶1         The appellant has filed a petition for review of the initial decision, which
     sustained her removal and found that she failed to prove her affirmative defenses.
     For the reasons discussed below, we GRANT the appellant’s petition for review,

     1
        A nonprecedential order is one that the Board has determined does not add
     significantly to the body of MSPB case law. Parties may cite nonprecedential orders,
     but such orders have no precedential value; the Board and administrative judges are not
     required to follow or distinguish them in any future decisions. In contrast, a
     precedential decision issued as an Opinion and Order has been identified by the Board
     as significantly contributing to the Board’s case law. See 5 C.F.R. § 1201.117(c).
                                                                                       2

     REVERSE the initial decision in part to find that the agency violated her due
     process rights, AFFIRM the portion of the initial decision that found that she
     failed to prove her equal employment opportunity (EEO) retaliation claim, and
     DO NOT SUSTAIN the appellant’s removal.

                                      BACKGROUND
¶2         The appellant was employed as a GS-11 Military Services Coordinator
     (MSC) at the Veterans Service Center of the Veterans Benefits Administration
     Roanoke Regional Office and worked at the Portsmouth Naval Hospital. Initial
     Appeal File (IAF), Tab 4 at 9. According to the appellant, on March 16, 2017, a
     coworker recounted an incident to her in which he interacted with a female
     service member when he was enlisted in the U.S. Navy. IAF, Tab 21 at 53. In
     describing this incident to the appellant, he referred to the female service
     member’s sexual orientation in derogatory terms and demonstrated her behavior
     “by grabbing himself twice.” Id. The agency credited the appellant’s statements,
     and the appellant’s supervisor issued the coworker a letter of reprimand for
     sexual harassment on May 12, 2017. Id. at 42, 50-52.
¶3        As an MSC, the appellant was responsible for assisting service members
     being separated for medical reasons. IAF, Tab 4 at 54-55. Between March 7 and
     23, 2017, she met with at least three service members regarding their medical
     separations. Id. at 95-96. All three reported that their interactions with her were
     brusque, hostile, and disrespectful. Id. at 98, 100, 102-103, 117-121, 125-126.
     On June 12, 2017, the agency proposed the appellant’s removal for “disrespectful,
     insulting, abusive, insolent, or obscene language or conduct to or about . . . other
     employees, patients, or visitors” based on these events.       Id. at 95-97.    The
     proposal notice indicated that the evidence file supporting the proposal was
     available for the appellant’s review if she desired. Id. at 96. The notice did not
                                                                                       3

     include a discussion of the Douglas 2 factors. Id. at 95-97. After the appellant
     submitted her written reply, id. at 13-94, the deciding official issued a final
     decision sustaining the charge and removing her from Federal service, effective
     July 22, 2017, id. at 10-12. In the decision, the deciding official expressly stated
     that the decision “takes into consideration the aggravating factors considered by
     the proposing official in determining an appropriate penalty.” Id. at 10.
¶4        On August 1, 2017, the appellant filed the instant appeal with the Board.
     IAF, Tab 1. In her appeal, she denied the charge and specifications, alleged that
     the removal was in retaliation for her complaint to her supervisor that her
     coworker sexually harassed her, claimed that the agency violated her due process
     rights when the deciding official considered the proposing official’s Douglas
     factors analysis without informing her and by failing to provide sufficient detail
     for one of the specifications, and asserted that she received a disparate penalty.
     IAF, Tab 20 at 18.
¶5        After holding the requested hearing, the administrative judge issued an
     initial decision finding that the agency proved the charge by preponderant
     evidence, that the appellant failed to prove her affirmative defenses of EEO
     retaliation and due process violations, and that there was no evidence that she was
     subjected to a disparate penalty. IAF, Tab 48, Initial Decision (ID) at 3-15. The
     appellant has filed a petition for review, and the agency has responded. Petition
     for Review (PFR) File, Tabs 1, 3.

                     DISCUSSION OF ARGUMENTS ON REVIEW
¶6        In the appellant’s petition for review, she challenges the administrative
     judge’s credibility findings regarding the agency’s witnesses. PFR File, Tab 1
     at 18-27. She argues that the administrative judge erred in finding that she failed
     to prove that her removal was issued in retaliation for her protected EEO activity

     2
      See Douglas v. Veterans Administration, 5 M.S.P.R. 280, 305-06 (1981) (providing a
     nonexhaustive list of factors relevant to a determination of a reasonable penalty).
                                                                                        4

     of reporting sexual harassment and that the agency violated her due process
     rights. Id. at 4, 11-18. She also renews her claim that she received a disparate
     penalty from other employees who engaged in similar misconduct. Id. at 27-29.
     As discussed below, we find that the agency violated the appellant’s due process
     rights. Because we reverse her removal on due process grounds, we decline to
     address her arguments concerning the charges except as necessary to address her
     EEO retaliation affirmative defense. We also do not address her disparate penalty
     claim. We agree with the administrative judge that the appellant did not meet her
     burden to prove her EEO claim.

     The agency’s removal process violated the appellant’s due process rights.
¶7         The essential requirements of procedural due process are prior notice of the
     charges against the employee and a meaningful opportunity to respond to those
     charges. Cleveland Board of Education v. Loudermill, 470 U.S. 532, 546 (1985).
     The appellant argued below and reasserts on review that the agency violated her
     due process rights when it failed to provide sufficient detail of the allegations set
     forth in one of the specifications and when the deciding official considered the
     proposing official’s Douglas factors analysis and discussion of relevant
     aggravating factors.   IAF, Tab 20 at 18; PFR File, Tab 1 at 4, 11-16.           The
     administrative judge did not address these due process arguments. We agree with
     the appellant that the deciding official considered an aggravating factor of which
     the appellant did not have notice and an opportunity to respond.
¶8         The same day that the proposed removal was issued, the proposing official
     completed a Douglas factors worksheet. IAF, Tab 5 at 6-12. In the worksheet,
     under the “notoriety of the offense or its impact upon the reputation of the
     [a]gency,” she wrote that the appellant’s behavior “could have a negative impact”
     on the agency and those stationed at the appellant’s location. Id. at 8-9. She
     further stated that if the behavior continued, “it could also be chronicled in the
     local media which would lead to additional scrutiny on the agency.” Id. at 9. It
     appears undisputed that the agency did not provide the appellant with the
                                                                                        5

      proposing official’s Douglas factors analysis and that the deciding official
      considered the analysis, although it is not clear from the record how he received
      the worksheet. IAF, Tab 4 at 10; Tab 46, Hearing Compact Disc, Day 1 (HCD 1)
      (testimony of the deciding official); Tab 47, Hearing Compact Disc, Day 2
      (HCD 2) (testimony of the appellant).     It is also undisputed that the deciding
      official considered the notoriety of the offense and the possibility that it could
      produce negative publicity for the agency as an aggravating factor in his decision
      to remove the appellant. HCD 1 (testimony of the deciding official).
¶9         We find that the consideration of the potential notoriety of the offense was
      an improper ex parte communication. Regardless of whether the deciding official
      relied on the proposing official’s analysis of the notoriety factor or he considered
      it separately on his own prior to issuing the decision, the agency was required to
      inform the appellant that it was considering the notoriety factor as an aggravating
      one before it imposed the removal.      See Jenkins v. Environmental Protection
      Agency, 118 M.S.P.R. 161, ¶ 10 (2012) (stating that when determining whether a
      due process violation has occurred, there is no basis for distinguishing between
      ex parte information provided to the deciding official and information personally
      known by the deciding official if the information was considered in reaching the
      decision and not previously disclosed to the appellant); Lopes v. Department of
      the Navy, 116 M.S.P.R. 470, ¶ 10 (2011) (observing that when a deciding official
      considers either ex parte information provided to him or information personally
      already known to him, the employee is no longer on notice of portions of the
      evidence relied upon by the agency in imposing the penalty).
¶10        When an employee has not been given notice of an aggravating factor
      supporting an enhanced penalty, as was the case here, an ex parte communication
      with the deciding official regarding such factors may constitute a constitutional
      due process violation. Ward v. U.S. Postal Service, 634 F.3d 1274, 1280 (Fed.
      Cir. 2011). However, “not every ex parte communication” rises to the level of a
      due process violation; “[o]nly [those] that introduce new and material
                                                                                        6

      information” do.    Stone v. Federal Deposit Insurance Corporation, 179 F.3d
      1368, 1376-77 (Fed. Cir. 1999).         In deciding whether new and material
      information has been introduced by means of ex parte communications, the Board
      should consider factors such as “whether the ex parte communication merely
      introduces ‘cumulative’ information or new information; whether the employee
      knew of the information and had a chance to respond to it; and whether the
      ex parte communications were of the type likely to result in undue pressure upon
      the deciding official to rule in a particular manner.”     Id. at 1377; see Ward,
      634 F.3d at 1280 (instructing the Board to apply Stone to determine if “new and
      material information” was introduced by the deciding official to enhance the
      penalty). The main concern is that an appellant have notice and an opportunity to
      respond to information “so substantial and so likely to cause prejudice” that the
      failure to provide it amounts to a deprivation of her property interest in continued
      employment. Stone, 179 F.3d at 1374-75, 77.
¶11        Regarding the first factor, the agency argues that the notoriety of the
      offense is not new information because it “flowed naturally from the [c]harge”
      and did not provide any additional information that was not already apparent from
      the proposal and evidence file.     PFR File, Tab 3 at 11.     We disagree.     The
      deciding official’s consideration that the appellant’s misconduct “could” have a
      negative impact and lead to additional scrutiny on the agency was purely
      speculative.   Nearly any misconduct by an employee has the potential for
      notoriety. In the absence of actual notoriety in the media or in the community,
      there was no reason to think that this counterfactual scenario should have been of
      special concern to the agency in this case. As such, the appellant could not have
      known that the agency would rely on the notoriety of the offense as an
      aggravating factor or that the deciding official would construe the factor in such a
      way. See Jenkins, 118 M.S.P.R. 161, ¶ 12 (finding the deciding official’s reliance
      on the recommended penalties from the agency’s table of penalties for a charge
      other than those set forth in the proposal notice constituted new information
                                                                                               7

      because the appellant was not aware that the proposed penalty would be
      considered that way). Therefore, the deciding official’s reliance on the notoriety
      factor cannot fairly be deemed cumulative or immaterial to the final decision.
      See id.
¶12         Regarding the second Stone factor, it is undisputed that the appellant did
      not have an opportunity to respond to the agency’s reliance on the notoriety
      factor. In fact, it is unclear from the record when she even became aware of
      which factors the agency was relying upon for an aggravated penalty. Although
      the proposing official informed the appellant that the agency was concerned about
      an internal complaint lodged by one of the affected service members, IAF, Tab 4
      at 96, this is not the same thing as the agency’s fear of possible future media
      attention. Regarding the third Stone factor, it is also undisputed that the deciding
      official considered the notoriety factor.       He testified that the notoriety of the
      appellant’s misconduct was an important factor in his decision and that the
      proposing official’s analysis of that factor “did not go far enough.” 3 HCD 1
      (testimony of the deciding official). However, there is no evidence in the record
      that the information resulted in undue pressure on him to remove the appellant.
      Nonetheless, our reviewing court has emphasized that whether the additional
      information was of the type likely to result in undue pressure is only one factor
      and is not the ultimate inquiry. Ward, 634 F.3d at 1280 n.2. Specifically, the
      court recognized that “the lack of such undue pressure may be less relevant to
      determining when the ex parte communications deprived the employee of due
      process where . . . the [d]eciding [o]fficial admits that the ex parte
      communications influenced his penalty determination.” Id. Therefore, while no

      3
        Even if the dissent is correct that the deciding official considered the notoriety of the
      offense independently of the proposing official’s analysis, the due process problem
      would remain. A deciding official is not permitted to consider aggravating factors that
      the employee was not warned about in advance, regardless of whether any ex parte
      communication was involved. See Richardson v. Department of Veterans Affairs,
      2023 MSPB 1, ¶ 32.
                                                                                        8

      clear evidence of undue pressure exists, the deciding official’s testimony is clear
      evidence of the materiality of the notoriety of the offense in his decision to
      remove the appellant.
¶13        Based on the foregoing, we find that the deciding official’s consideration of
      the notoriety factor was so substantial and likely to cause prejudice that the
      agency’s failure to notify the appellant in advance violated her right to due
      process. See Gray v. Department of Defense, 116 M.S.P.R. 461, ¶¶ 9-13 (2011)
      (finding a due process violation when the deciding official considered the
      appellant’s likely loss of eligibility for a sensitive position as an aggravating
      factor without notifying the appellant).     Accordingly, we reverse the initial
      decision in this regard and do not sustain the appellant’s removal. The agency
      may not remove the appellant unless and until she is afforded due process. Id.,
      ¶ 12. In light of our findings here, we find it unnecessary to reach the appellant’s
      additional due process claim that one of the agency’s specifications was vague.

      The appellant failed to show that her EEO activity was a motivating factor in her
      removal.
¶14        Even though we reverse the agency’s removal action on due process
      grounds, we must still address the appellant’s EEO retaliation claim because of
      the potential for damages. IAF, Tab 6 at 4-5; see Hess v. U.S. Postal Service,
      124 M.S.P.R. 40, ¶¶ 8, 18-20 (2016) (finding that when the appellant has been
      returned to the status quo ante and still has an outstanding claim of discrimination
      for which she has requested compensatory damages, her appeal is not moot and
      the Board must adjudicate the affirmative defense).
¶15        The appellant claims that her removal was in retaliation for complaining of
      her coworker’s March 16, 2017 sexual harassment. PFR File, Tab 1 at 16-18;
      IAF, Tab 1 at 6, Tab 20 at 18. When an appellant asserts an affirmative defense
      of discrimination or retaliation for EEO activity protected by Title VII, she bears
      the burden to prove by preponderant evidence that the prohibited consideration
      was a motivating factor in the contested personnel action. Savage v. Department
                                                                                       9

      of the Army, 122 M.S.P.R. 612, ¶ 51 (2015), overruled in part by Pridgen v.
      Office of Management and Budget, 2022 MSPB 31, ¶¶ 23-25. If the appellant
      meets her burden, the burden then shifts to the agency to prove by preponderant
      evidence that it would have taken the personnel action regardless of the
      discriminatory or retaliatory motive. Id., ¶¶ 48-49, 51. The Board has clarified
      that evidence of discrimination or retaliation should not be sorted into piles of
      “direct” and “indirect” evidence, and emphasized that the evidence should be
      considered as a whole in determining if an appellant satisfied her burden.
      Gardner v. Department of Veterans Affairs, 123 M.S.P.R. 647, ¶¶ 28-31 (2016),
      clarified by Pridgen, 2022 MSPB 31, ¶¶ 23-24.
¶16        Here, the administrative judge found that the appellant failed to explain how
      her complaint had any connection to her discipline.      ID at 13.   Although the
      administrative judge informed the appellant of the “motivating factor” causation
      standard in the order and summary of the prehearing conference, IAF, Tab 45
      at 2-4, she did not apply that standard in her analysis in the initial decision,
      finding only that the appellant failed to show a “causal connection,” ID at 13. To
      clarify, as explained below, we find that the appellant failed to show that her EEO
      activity was a motivating factor in the agency’s decision to remove her.
¶17        The record shows that on March 20, 2017, the appellant reported alleged
      sexual harassment by a coworker on March 16, 2017. IAF, Tab 20 at 50-52. It is
      undisputed that the coworker was one of the agency employees named as a
      witness in specifications B and D, which both concern the appellant’s behavior
      while interacting with a service member on March 15, 2017. IAF, Tab 4 at 95-96;
      PFR File, Tab 1 at 16-17; HCD 2 (testimony of the coworker). The appellant
      claims that no agency employee, including the coworker, reported or submitted
      any statements regarding her alleged behavior during the March 15, 2017
      interaction with the service member until after she filed the sexual harassment
      complaint against the coworker on March 20, 2017. PFR File, Tab 1 at 17. She
                                                                                        10

      claims that, due to the timing of the sexual harassment complaint, the coworker
      and other agency witnesses had motive to lie. Id. at 22-23.
¶18         The administrative judge considered this argument but ultimately credited
      the service member’s and agency witnesses’ testimony, which was largely
      consistent with the allegations in the specifications, thereby discounting the
      appellant’s assertion that her coworker was lying about the incident because she
      had filed a sexual harassment complaint against him. ID at 13. Specifically, she
      found that the witnesses to the March 15, 2017 incident all testified in a clear and
      straightforward manner, that they had no motive to lie or exaggerate, that their
      statements were corroborated by other witnesses, and that their testimony
      matched prior statements they had made. ID at 4-9. Because these credibility
      determinations were explicitly based on the demeanor of witnesses testifying at
      the hearing, as well as other appropriate credibility considerations, we defer to
      them. See Haebe v. Department of Justice, 288 F.3d 1288, 1301 (Fed. Cir. 2002)
      (providing that the Board must give deference to an administrative judge’s
      credibility determinations when they are based explicitly or implicitly on the
      observations of witnesses testifying at hearing and may overturn such
      determinations only when it has “sufficiently sound” reasons for doing so); Hillen
      v. Department of the Army, 35 M.S.P.R. 453, 458 (1987) (providing factors
      relevant to credibility findings).
¶19         Further, although the deciding official testified that he was aware of the
      sexual harassment complaint and effectuated the removal within 4 months, he
      testified that his knowledge of the complaint did not affect his impressions of the
      evidence in the appellant’s case or his decision to remove her. HCD 1 (testimony
      of the deciding official). Specifically, he stated that he had “no desire” to protect
      the subject of the sexual harassment complaint, that he would have removed the
      appellant “irrespective” of the complaint, and that it had “nothing to do with” the
      removal.    Id. The administrative judge found the deciding official to be a
      “credible, persuasive witness,” ID at 15, and we defer to that finding, see Haebe,
                                                                                           11

      288 F.3d at 1301. Aside from temporal proximity, the appellant has not pointed
      to any evidence suggesting that the deciding official had a motive to retaliate
      against her. Accordingly, we find that the appellant failed to prove that her EEO
      activity was a motivating factor in her removal. 4
¶20         Based on the foregoing, we grant the appellant’s petition for review and
      reverse the initial decision.    Because we reverse the initial decision on due
      process grounds, we do not address her remaining arguments on review.               See
      Solis v. Department of Justice, 117 M.S.P.R. 458, ¶ 10 (2012) (declining to
      consider any of the appellant’s other arguments after reversing an agency removal
      action on due process grounds); Lopes, 116 M.S.P.R. 470, ¶ 14 n.4 (making no
      findings with respect to the merits of the agency’s charges after reversing the
      appellant’s removal based on a due process violation).

                                             ORDER
¶21         We ORDER the agency to CANCEL the appellant’s removal and to restore
      her effective July 22, 2017.      See Kerr v. National Endowment for the Arts,
      726 F.2d 730 (Fed. Cir. 1984). The agency must complete this action no later
      than 20 days after the date of this decision.
¶22         We also ORDER the agency to pay the appellant the correct amount of back
      pay, interest on back pay, and other benefits under the Office of Personnel
      Management’s regulations, no later than 60 calendar days after the date of this
      decision. We ORDER the appellant to cooperate in good faith in the agency’s
      efforts to calculate the amount of back pay, interest, and benefits due, and to
      provide all necessary information the agency requests to help it carry out the
      Board’s Order. If there is a dispute about the amount of back pay, interest due,
      and/or other benefits, we ORDER the agency to pay the appellant the undisputed
      amount no later than 60 calendar days after the date of this decision.

      4
        Because the appellant here failed to prove her initial burden that a prohibited factor
      played any part in the agency’s decision, we do not reach the question of whether
      retaliation was a but-for cause of that decision.
                                                                                        12

¶23         We further ORDER the agency to tell the appellant promptly in writing
      when it believes it has fully carried out the Board’s Order and of the actions it has
      taken to carry out the Board’s Order. The appellant, if not notified, should ask
      the agency about its progress. See 5 C.F.R. § 1201.181(b).
¶24         No later than 30 days after the agency tells the appellant that it has fully
      carried out the Board’s Order, the appellant may file a petition for enforcement
      with the office that issued the initial decision on this appeal if the appellant
      believes that the agency did not fully carry out the Board’s Order. The petition
      should contain specific reasons why the appellant believes that the agency has not
      fully carried out the Board’s Order, and should include the dates and results of
      any communications with the agency. 5 C.F.R. § 1201.182(a).
¶25         For agencies whose payroll is administered by either the National Finance
      Center of the Department of Agriculture (NFC) or the Defense Finance and
      Accounting Service (DFAS), two lists of the information and documentation
      necessary to process payments and adjustments resulting from a Board decision
      are attached. The agency is ORDERED to timely provide DFAS or NFC with all
      documentation necessary to process payments and adjustments resulting from the
      Board’s decision in accordance with the attached lists so that payment can be
      made within the 60-day period set forth above.

                      NOTICE TO THE APPELLANT REGARDING
                            YOUR RIGHT TO REQUEST
                           ATTORNEY FEES AND COSTS
            You may be entitled to be paid by the agency for your reasonable attorney
      fees and costs. To be paid, you must meet the requirements set forth at Title 5 of
      the United States Code (5 U.S.C.), sections 7701(g), 1221(g), or 1214(g). The
      regulations may be found at 5 C.F.R. §§ 1201.201, 1201.202, and 1201.203. If
      you believe you meet these requirements, you must file a motion for attorney fees
      and costs WITHIN 60 CALENDAR DAYS OF THE DATE OF THIS DECISION.
                                                                                     13

You must file your motion for attorney fees and costs with the office that issued
the initial decision on your appeal.

                         NOTICE OF APPEAL RIGHTS 5
      The initial decision, as supplemented by this Final Order, constitutes the
Board’s final decision in this matter.      5 C.F.R. § 1201.113.     You may obtain
review of this final decision. 5 U.S.C. § 7703(a)(1). By statute, the nature of
your claims determines the time limit for seeking such review and the appropriate
forum with which to file. 5 U.S.C. § 7703(b). Although we offer the following
summary of available appeal rights, the Merit Systems Protection Board does not
provide legal advice on which option is most appropriate for your situation and
the rights described below do not represent a statement of how courts will rule
regarding which cases fall within their jurisdiction. If you wish to seek review of
this final decision, you should immediately review the law applicable to your
claims and carefully follow all filing time limits and requirements. Failure to file
within the applicable time limit may result in the dismissal of your case by your
chosen forum.
      Please read carefully each of the three main possible choices of review
below to decide which one applies to your particular case. If you have questions
about whether a particular forum is the appropriate one to review your case, you
should contact that forum for more information.

      (1) Judicial review in general. As a general rule, an appellant seeking
judicial review of a final Board order must file a petition for review with the U.S.
Court of Appeals for the Federal Circuit, which must be received by the court
within 60 calendar days of the date of issuance of this decision.             5 U.S.C.
§ 7703(b)(1)(A).

5
  Since the issuance of the initial decision in this matter, the Board may have updated
the notice of review rights included in final decisions. As indicated in the notice, the
Board cannot advise which option is most appropriate in any matter.
                                                                                       14

      If you submit a petition for review to the U.S. Court of Appeals for the
Federal   Circuit,   you   must   submit    your   petition    to   the   court   at   the
following address:
                              U.S. Court of Appeals
                              for the Federal Circuit
                             717 Madison Place, N.W.
                             Washington, D.C. 20439

      Additional information about the U.S. Court of Appeals for the Federal
Circuit is available at the court’s website, www.cafc.uscourts.gov. Of particular
relevance is the court’s “Guide for Pro Se Petitioners and Appellants,” which is
contained within the court’s Rules of Practice, and Forms 5, 6, 10, and 11.
      If you are interested in securing pro bono representation for an appeal to
the U.S. Court of Appeals for the Federal Circuit, you may visit our website at
http://www.mspb.gov/probono for information regarding pro bono representation
for Merit Systems Protection Board appellants before the Federal Circuit. The
Board neither endorses the services provided by any attorney nor warrants that
any attorney will accept representation in a given case.

      (2) Judicial   or    EEOC    review     of   cases      involving    a   claim   of
discrimination. This option applies to you only if you have claimed that you
were affected by an action that is appealable to the Board and that such action
was based, in whole or in part, on unlawful discrimination. If so, you may obtain
judicial review of this decision—including a disposition of your discrimination
claims—by filing a civil action with an appropriate U.S. district court (not the
U.S. Court of Appeals for the Federal Circuit), within 30 calendar days after you
receive this decision.      5 U.S.C. § 7703(b)(2); see Perry v. Merit Systems
Protection Board, 582 U.S. ____ , 137 S. Ct. 1975 (2017).                 If you have a
representative in this case, and your representative receives this decision before
you do, then you must file with the district court no later than 30 calendar days
after your representative receives this decision. If the action involves a claim of
                                                                                15

discrimination based on race, color, religion, sex, national origin, or a disabling
condition, you may be entitled to representation by a court-appointed lawyer and
to waiver of any requirement of prepayment of fees, costs, or other security. See
42 U.S.C. § 2000e-5(f) and 29 U.S.C. § 794a.
      Contact information for U.S. district courts can be found at their respective
websites, which can be accessed through the link below:
      http://www.uscourts.gov/Court_Locator/CourtWebsites.aspx.
      Alternatively, you may request review by the Equal Employment
Opportunity Commission (EEOC) of your discrimination claims only, excluding
all other issues. 5 U.S.C. § 7702(b)(1). You must file any such request with the
EEOC’s Office of Federal Operations within 30 calendar days after you receive
this decision. 5 U.S.C. § 7702(b)(1). If you have a representative in this case,
and your representative receives this decision before you do, then you must file
with the EEOC no later than 30 calendar days after your representative receives
this decision.
      If you submit a request for review to the EEOC by regular U.S. mail, the
address of the EEOC is:
                            Office of Federal Operations
                     Equal Employment Opportunity Commission
                                  P.O. Box 77960
                             Washington, D.C. 20013

      If you submit a request for review to the EEOC via commercial delivery or
by a method requiring a signature, it must be addressed to:
                            Office of Federal Operations
                     Equal Employment Opportunity Commission
                                 131 M Street, N.E.
                                   Suite 5SW12G
                             Washington, D.C. 20507

      (3) Judicial     review   pursuant   to   the   Whistleblower    Protection
Enhancement Act of 2012. This option applies to you only if you have raised
claims of reprisal for whistleblowing disclosures under 5 U.S.C. § 2302(b)(8) or
                                                                                     16

other protected activities listed in 5 U.S.C. § 2302(b)(9)(A)(i), (B), (C), or (D).
If so, and your judicial petition for review “raises no challenge to the Board’s
disposition of allegations of a prohibited personnel practice described in
section 2302(b) other than practices described in section 2302(b)(8), or
2302(b)(9)(A)(i), (B), (C), or (D),” then you may file a petition for judicial
review either with the U.S. Court of Appeals for the Federal Circuit or any court
of appeals of competent jurisdiction. 6 The court of appeals must receive your
petition for review within 60 days of the date of issuance of this decision.
5 U.S.C. § 7703(b)(1)(B).
      If you submit a petition for judicial review to the U.S. Court of Appeals for
the Federal Circuit, you must submit your petition to the court at the
following address:
                               U.S. Court of Appeals
                               for the Federal Circuit
                              717 Madison Place, N.W.
                              Washington, D.C. 20439

      Additional information about the U.S. Court of Appeals for the Federal
Circuit is available at the court’s website, www.cafc.uscourts.gov. Of particular
relevance is the court’s “Guide for Pro Se Petitioners and Appellants,” which is
contained within the court’s Rules of Practice, and Forms 5, 6, 10, and 11.
      If you are interested in securing pro bono representation for an appeal to
the U.S. Court of Appeals for the Federal Circuit, you may visit our website at
http://www.mspb.gov/probono for information regarding pro bono representation
for Merit Systems Protection Board appellants before the Federal Circuit. The

6
   The original statutory provision that provided for judicial review of certain
whistleblower claims by any court of appeals of competent jurisdiction expired on
December 27, 2017. The All Circuit Review Act, signed into law by the President on
July 7, 2018, permanently allows appellants to file petitions for judicial review of
MSPB decisions in certain whistleblower reprisal cases with the U.S. Court of Appeals
for the Federal Circuit or any other circuit court of appeals of competent jurisdiction.
The All Circuit Review Act is retroactive to November 26, 2017. Pub. L. No. 115-195,
132 Stat. 1510.
                                                                           17

Board neither endorses the services provided by any attorney nor warrants that
any attorney will accept representation in a given case.
      Contact information for the courts of appeals can be found at their
respective websites, which can be accessed through the link below:
http://www.uscourts.gov/Court_Locator/CourtWebsites.aspx.

FOR THE BOARD:                                    /s/ for
                                          Jennifer Everling
                                          Acting Clerk of the Board
Washington, D.C.
                                 DEFENSE FINANCE AND ACCOUNTING SERVICE
                                           Civilian Pay Operations

                          DFAS BACK PAY CHECKLIST
The following documentation is required by DFAS Civilian Pay to compute and pay back pay
pursuant to 5 CFR § 550.805. Human resources/local payroll offices should use the following
checklist to ensure a request for payment of back pay is complete. Missing documentation may
substantially delay the processing of a back pay award. More information may be found at:
https://wss.apan.org/public/DFASPayroll/Back%20Pay%20Process/Forms/AllItems.aspx.

NOTE: Attorneys’ fees or other non-wage payments (such as damages) are paid by
vendor pay, not DFAS Civilian Pay.

☐ 1) Submit a “SETTLEMENT INQUIRY - Submission” Remedy Ticket. Please identify the
       specific dates of the back pay period within the ticket comments.

Attach the following documentation to the Remedy Ticket, or provide a statement in the ticket
comments as to why the documentation is not applicable:

☐ 2) Settlement agreement, administrative determination, arbitrator award, or order.

☐ 3) Signed and completed “Employee Statement Relative to Back Pay”.

☐ 4) All required SF50s (new, corrected, or canceled). ***Do not process online SF50s
       until notified to do so by DFAS Civilian Pay.***

☐ 5) Certified timecards/corrected timecards. ***Do not process online timecards until
       notified to do so by DFAS Civilian Pay.***

☐ 6) All relevant benefit election forms (e.g. TSP, FEHB, etc.).

☐ 7) Outside earnings documentation. Include record of all amounts earned by the employee
       in a job undertaken during the back pay period to replace federal employment.
       Documentation includes W-2 or 1099 statements, payroll documents/records, etc. Also,
       include record of any unemployment earning statements, workers’ compensation,
       CSRS/FERS retirement annuity payments, refunds of CSRS/FERS employee premiums,
       or severance pay received by the employee upon separation.

Lump Sum Leave Payment Debts: When a separation is later reversed, there is no authority
under 5 U.S.C. § 5551 for the reinstated employee to keep the lump sum annual leave payment
they may have received. The payroll office must collect the debt from the back pay award. The
annual leave will be restored to the employee. Annual leave that exceeds the annual leave
ceiling will be restored to a separate leave account pursuant to 5 CFR § 550.805(g).
                                                                                               2

NATIONAL FINANCE CENTER CHECKLIST FOR BACK PAY CASES
Below is the information/documentation required by National Finance Center to process
payments/adjustments agreed on in Back Pay Cases (settlements, restorations) or as ordered by
the Merit Systems Protection Board, EEOC, and courts.
1. Initiate and submit AD-343 (Payroll/Action Request) with clear and concise information
   describing what to do in accordance with decision.
2. The following information must be included on AD-343 for Restoration:
       a.   Employee name and social security number.
       b.   Detailed explanation of request.
       c.   Valid agency accounting.
       d.   Authorized signature (Table 63).
       e.   If interest is to be included.
       f.   Check mailing address.
       g.   Indicate if case is prior to conversion. Computations must be attached.
       h.   Indicate the amount of Severance and Lump Sum Annual Leave Payment to be
            collected (if applicable).
Attachments to AD-343
1. Provide pay entitlement to include Overtime, Night Differential, Shift Premium, Sunday
   Premium, etc. with number of hours and dates for each entitlement (if applicable).
2. Copies of SF-50s (Personnel Actions) or list of salary adjustments/changes and amounts.
3. Outside earnings documentation statement from agency.
4. If employee received retirement annuity or unemployment, provide amount and address to
   return monies.
5. Provide forms for FEGLI, FEHBA, or TSP deductions. (if applicable)
6. If employee was unable to work during any or part of the period involved, certification of the
   type of leave to be charged and number of hours.
7. If employee retires at end of Restoration Period, provide hours of Lump Sum Annual Leave
   to be paid.
NOTE: If prior to conversion, agency must attach Computation Worksheet by Pay Period and
required data in 1-7 above.
The following information must be included on AD-343 for Settlement Cases: (Lump Sum
Payment, Correction to Promotion, Wage Grade Increase, FLSA, etc.)
       a. Must provide same data as in 2, a-g above.
       b. Prior to conversion computation must be provided.
       c. Lump Sum amount of Settlement, and if taxable or non-taxable.
If you have any questions or require clarification on the above, please contact NFC’s
Payroll/Personnel Operations at 504-255-4630.
                      DISSENTING OPINION OF TRISTAN L. LEAVITT

                                                in

                    Tredith H. Knowlin v. Department of Veterans Affairs

                             MSPB Docket No. DC-0752-17-0703-I-1

¶1         For the reasons explained below, I respectfully dissent from the majority
     opinion in this case.
¶2         The deciding official in this case received ex parte information from the
     proposing official, a Douglas factors worksheet that was not provided to the
     appellant. The majority opinion finds that the ex parte information violated the
     appellant’s constitutional due process rights. The opinion focuses exclusively on
     a section of the worksheet dealing with the “notoriety of the offense or its impact
     upon the reputation of the [a]gency.”           The proposing official wrote on
     the worksheet:
           This type of behavior could have a negative impact on the
           Department of Veterans Affairs and the employees stationed at the
           Naval Medical Center Portsmouth. We are located there in a
           collaborative program with the Department of the Navy as part of the
           Integrated Disability Evaluation System program. If this behavior
           continued it could also be chronicled in the local media[,] which
           would lead to additional scrutiny on the agency. The behavior
           exhibited is not acceptable as this is a customer service
           oriented position.
     Initial Appeal File (IAF), Tab 5 at 8-9.
¶3         As the majority opinion notes, the U.S. Court of Appeals for the Federal
     Circuit reasoned in Stone v. Federal Deposit Insurance Corporation, 179 F.3d
     1368 (Fed. Cir. 1999):      “[N]ot every ex parte communication is a procedural
     defect so substantial and so likely to cause prejudice that it undermines the due
     process guarantee and entitles the claimant to an entirely new administrative
     proceeding.” Id. at 1376-77. Rather, the standard the Federal Circuit articulated
     is whether ex parte communications “introduce new and material information to
                                                                                      2

     the deciding official[.]”    Id. at 1377.     This applies equally to ex parte
     determinations relating to the charge itself and ex parte communications relating
     to the penalty.   Ward v. U.S. Postal Service, 634 F.3d 1274, 1280 (Fed. Cir.
     2011). To determine whether information is “new and material,” the court stated
     in Stone:
           Among the factors that will be useful for the Board to weigh are:
           whether the ex parte communication merely introduces “cumulative”
           information or new information; whether the employee knew of the
           error and had a chance to respond to it; and whether the ex parte
           communications were of the type likely to result in undue pressure
           upon the deciding official to rule in a particular manner.
     Stone, 179 F.3d at 1377.
¶4        Regarding the first of these factors here, I agree with the agency that the
     proposing official’s four sentences about the notoriety of the offense introduced
     only cumulative information because they “flowed naturally from the [c]harge”
     and did not provide any additional information that was not already apparent from
     the proposal and evidence file.    Petition for Review File, Tab 3 at 11.      The
     majority opinion declares, “The deciding official’s consideration that an
     appellant’s misconduct ‘could’ have a negative impact and lead to additional
     scrutiny on the agency was purely speculative.”      Supra.     Yet this conclusion
     required no leap of logic for either the appellant or the deciding official, given
     that the notice of proposed removal itself highlighted negative attention the
     agency had already experienced because of the appellant’s actions: “As a result
     of your treatment of [a Navy SEAL who deployed twice to a combat zone], a
     complaint was made to the Office of the Secretary of the VA about your behavior,
     and your supervisors had to respond.”       IAF, Tab 1 at 10.     A second service
     member’s fears of retaliation, as recounted in the notice of proposed removal,
     practically beg for scrutiny of the agency: “The service member stated he fears
     his claims for disability will have retribution in the VA process now because of
     the treatment he received.” Id. at 9. While anticipating future consequences is
                                                                                      3

     always speculative, that continued mistreatment of suffering service members
     could attract further negative attention—including in the media—seems obvious.
¶5        The second factor the court in Stone directed the Board to consider was
     whether the employee knew of the error and had a chance to respond to it.
     Acknowledging that the appellant did not learn the proposing official conducted a
     Douglas factors analysis until she received the notice of removal, the appellant
     clearly had the opportunity to respond to the charge that her actions reflected
     negatively on the Department of Veterans Affairs and employees stationed at
     Naval Medical Center Portsmouth. As the notice of proposed removal stated, “As
     a Military Services Coordinator, your performance standards require you to
     communicate in a courteous manner with Veteran/service member customers
     during the personal or telephone interview process.       This conduct toward a
     service member cannot be tolerated[.]” IAF, Tab 1 at 9-10. I do not see how the
     appellant could have further responded regarding the notoriety of the offense
     beyond the response she provided.
¶6        Even if new, ex parte information may or may not be material. While Stone
     was not exhaustive regarding the factors the Board might consider, the third and
     final factor goes to the materiality of the ex parte information: were the ex parte
     communications of the type likely to result in undue pressure upon the deciding
     official to rule in a particular manner? Stone, 179 F.3d at 1377. The majority
     opinion acknowledges there is no such evidence in the record. Supra. Instead,
     the opinion pivots to Ward, where the court stated: “[T]he lack of such undue
     pressure may be less relevant to determining when the ex parte communications
     deprived the employee of due process where . . . the [d]eciding [o]fficial admits
     that the ex parte communications influenced his penalty determination.” Ward,
     634 F.3d at 1280 n.2. The court in Ward continued: “Under these circumstances,
     the materiality of the ex parte communications appears to be self-evident from the
     Deciding Official’s admission.” Id.
                                                                                       4

¶7         Here, the appellant’s strongest argument is that the removal notice states:
     “This decision . . . takes into consideration the aggravating factors considered by
     the proposing official in determining an appropriate penalty.” IAF, Tab 1 at 12.
     While this is a close call given the inclusion of this language in the removal
     notice, it appears to have been pro forma.            In the hearing before the
     administrative judge, the deciding official explicitly testified that the proposing
     official’s analysis of the Douglas factors did not influence his own analysis, and
     that instead he believed the proposing official’s analysis of the notoriety Douglas
     factor “did not go far enough.”          Hearing Compact Disc, Day 1 (HCD 1)
     (testimony of the deciding official). The Board must defer to an administrative
     judge’s credibility determinations when they are based, explicitly or implicitly,
     on observing the demeanor of witnesses testifying at a hearing; the Board may
     overturn such determinations only when it has “sufficiently sound” reasons for
     doing so. Haebe v. Department of Justice, 288 F.3d 1288, 1301 (Fed. Cir. 2002) .
     It may not overturn an administrative judge’s demeanor-based credibility findings
     merely because it disagrees with those findings.        Purifoy v. Department of
     Veterans Affairs, 838 F.3d 1367, 1372 (Fed. Cir. 2016) (quoting Haebe, 288 F.3d
     at 1299).     The administrative judge “found [the deciding official] a credible,
     persuasive witness,” Initial Decision (ID) at 15, and I believe we must defer to
     her credibility finding on this issue.
¶8         The majority opinion declares that “[i]t is . . . undisputed that the deciding
     official considered the notoriety of the offense and the possibility that it could
     produce negative publicity for the agency as an aggravating factor in his decision
     to remove the appellant,” and “the deciding official’s testimony is clear evidence
     of the materiality of the notoriety of the offense in his decision to remove the
     appellant.”     Yet the relevant question is not whether the deciding official
     considered the notoriety Douglas factor. (Indeed, the whole point of Douglas v.
     Veterans Administration is that agencies should consider all relevant factors.
     5 M.S.P.R. 280, 303-08 (1981)). It is not even whether that factor was material to
                                                                                         5

      his overall decision. The relevant question is whether the ex parte information
      was material to the deciding official’s decision, which, as noted above, the
      deciding official testified it was not (and the administrative judge found this
      testimony credible).
¶9          The deciding official testified that he in fact learned no new information
      from the proposing official’s Douglas factors worksheet, and that he conducted
      his own analysis of the Douglas factors.       HCD 1 (testimony of the deciding
      official). He thoroughly explained his Douglas factors analysis at the hearing,
      including several mitigating factors in the appellant’s favor.      Id.   The initial
      decision noted that the deciding official “testified at length as to why he regarded
      the appellant’s misconduct as extremely serious.” ID at 14. Among other things,
      the deciding official testified, “This position is one of the most critical positions
      that [the Department of Veterans Affairs] has.       We are dealing directly with
      service members who are separating because of medical reasons.”              HCD 1
      (testimony of the deciding official).      According to the initial decision, the
      deciding official further testified that the appellant’s “misconduct disrupted
      operations and other employees and clients at the hospital, given the loud and
      disruptive disturbance she caused[.]” ID at 14. Overall, the administrative judge
      found that the deciding official “credibly testified as to his reasoned
      consideration of the relevant factors.” ID at 15. Thus, that “it is . . . undisputed
      that the deciding official considered the notoriety factor,” as the majority opinion
      notes, supra, speaks not to the materiality of the ex parte information but rather to
      the reality that the notoriety Douglas factor would be significant to anyone who
      considered the case—even without the proposing official’s Douglas factors
      worksheet. This significantly diminishes the materiality of the worksheet, and I
      believe the third Stone factor weighs in favor of the agency.
¶10         As the majority opinion acknowledged, the court in Ward noted that Stone
      factor three “is only one of several enumerated factors and is not the ultimate
      inquiry[.]” Ward, 634 F.3d at 1280 n.2. Indeed, the court in Stone rephrased
                                                                                         6

      precisely the ultimate inquiry: “Ultimately, the inquiry of the Board is whether
      the ex parte communication is so substantial and so likely to cause prejudice that
      no employee can fairly be required to be subjected to a deprivation of property
      under such circumstances.”      Stone, 179 F.3d at 1377.    Given the foregoing, it
      seems quite clear to me that this case does not demonstrate such a set of facts. I
      thus   would    find   that   the   ex   parte   information   was not   “new    and
      material” information.
¶11          The majority opinion cites two earlier Board cases for the proposition that
      an agency is required to inform an appellant that it is considering a factor as an
      aggravating one before it imposes a removal, regardless of whether a deciding
      official relies on a proposing official’s analysis or considers the factor separately
      on his own prior to issuing the decision.         Supra; Jenkins v. Environmental
      Protection Agency, 118 M.S.P.R. 161, ¶ 10 (2012); Lopes v. Department of the
      Navy, 116 M.S.P.R. 470, ¶ 10 (2011).        Yet I believe both of those cases are
      distinguishable from the case at hand. Lopes involved past misconduct and prior
      discipline, which the deciding official considered despite their not being included
      in the notice of proposed removal. 116 M.S.P.R. 470, ¶ 9-10. The Board applied
      the Stone analysis to conclude that these “portions of evidence relied upon by the
      agency in imposing the penalty” were material. Id. at ¶ 10-12 (emphasis added).
      Here, no new evidence was considered, and the reformulation of existing facts in
      the record was not material for the reasons discussed above.        In Jenkins, the
      deciding official relied on an offense from the agency’s table of penalties
      different from the offenses charged in the notice of proposed removal.
      118 M.S.P.R. 161, ¶ 9.        While this did not introduce new evidence, it did
      introduce a new charge, apparently central to the deciding official’s decision, that
      the appellant was not on notice of. Id. at ¶ 12. In both Lopes and Jenkins, the
      aggravating factor stemmed from information not provided to the appellant.
      Here, by contrast, the proposal letter put the appellant on notice of both the
      charges and of what made her conduct particularly problematic.             That the
                                                                                          7

      problematic nature of the conduct would constitute an aggravating factor was
      implicit in the notice.
¶12            Even if the ex parte communication is not sufficiently substantial to rise to
      the level of a due process violation, then “the Board [is] required to run a
      harm[ful] error analysis to determine whether the procedural error require[s]
      reversal.” Ward, 634 F.3d at 1281; see 5 U.S.C. § 7701(c)(2)(A). Harmful error
      is an error by the agency in the application of its procedures that is likely to have
      caused the agency to reach a conclusion different from the one it would have
      reached in the absence or cure of the error. Ward, 634 F.3d at 1281; 5 C.F.R.
      § 1201.56(c)(3).
¶13            Here, the fact that the proposing official’s Douglas analysis was provided to
      the deciding official and not the appellant was clearly an error. As the Federal
      Circuit noted in Ward:        “[I]t is a procedural error, in violation of 5 C.F.R.
      § 752.404(f), for ‘an agency to rely on matters affecting the penalty it imposes
      without including those matters in the proposal notice’” (citations omitted).
      Ward, 634 F.3d at 1281. That the deciding official cited in his decision letter
      “the aggravating factors considered by the proposing official in determining an
      appropriate penalty”—information not provided to the appellant—makes clear the
      error.     IAF, Tab 1 at 12, Tab 5 at 6-12.     However, I believe such error was
      harmless given that the ex parte worksheet contained no new and material
      information, the appellant was still on notice to answer all relevant charges
      against her, and the outcome would have been the same even without the
      ex parte communication.
¶14            Thus, I would affirm as modified the initial decision of the administrative
      judge, and uphold the appellant’s removal.

      /s/
      Tristan L. Leavitt
      Member