Court Opinion

ID: 9374822
Source: CourtListenerOpinion
Date Created: 2023-02-24 07:00:15.358831+00
Date Added: 2024-06-11T17:16:53.335700
License: Public Domain

UNITED STATES OF AMERICA
                        MERIT SYSTEMS PROTECTION BOARD

     RAYMOND SLAYTON,                                DOCKET NUMBER
                 Appellant,                          SF-0752-17-0370-I-1

                  v.

     DEPARTMENT OF AGRICULTURE,                      DATE: February 23, 2023
                 Agency.

             THIS FINAL ORDER IS NONPRECEDENTIAL 1

           Jennifer Duke Isaacs, Esquire, Atlanta, Georgia, for the appellant.

           Julie Rook Gold, Esquire, and Kevin L. Owen, Esquire, Silver Spring,
             Maryland, for the agency.

                                           BEFORE

                               Cathy A. Harris, Vice Chairman
                                Raymond A. Limon, Member
                                 Tristan L. Leavitt, Member

                                       FINAL ORDER

¶1         The agency has filed a petition for review of the initial decision, which
     reversed the appellant’s removal. For the reasons discussed below, we GRANT
     the agency’s petition for review, REVERSE the administrative judge’s finding
     that the agency failed to establish a nexus between the sustained misconduct and

     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        A nonprecedential order is one that the Board has determined does not add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 Parties may cite nonprecedential orders,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

     the efficiency of the service, FIND that the agency established nexus by
     preponderant evidence and that the penalty of removal is within the tolerable
     limits of reasonableness, and SUSTAIN the appellant’s removal.
¶2        The appellant was removed for conduct unbecoming a Federal employee
     after intimately touching a female coworker without her consent while they were
     both off-duty in the appellant’s apartment, which, due to the remote nature of the
     worksite at the Tongass National Forest in Thorne Bay, Alaska, was leased from
     the agency and which was located on property owned by the agency.             Initial
     Appeal File (IAF), Tab 8 at 16, 24-25, 76, 100-04; Hearing Transcript Day 1
     (HT-1) at 66; Hearing Transcript Day 2 (HT-2) at 43, 46. The appellant appealed
     his removal to the Board. IAF, Tab 1. After holding a hearing, the administrative
     judge issued a November 29, 2017 initial decision finding that, although the
     agency proved its charge by preponderant evidence, it failed to p rove that a nexus
     existed between the sustained misconduct and the efficiency of the service. IAF,
     Tab 26, Initial Decision (ID) at 3-12, 20-24.      Accordingly, she reversed the
     appellant’s removal and ordered the agency to provide interim relief in
     accordance with 5 U.S.C. § 7701(b)(2)(A) if either party filed a petition for
     review. ID at 24-26.
¶3        The agency has filed a petition for review of the initial decision arguing that
     the administrative judge erred in finding that it failed to establish the required
     nexus. Petition for Review (PFR) File, Tab 7. It also argues that the removal
     penalty was reasonable. Id. The appellant has filed a response to the agency’s
     petition for review, to which the agency has replied. PFR File, Tabs 9-10.

                     DISCUSSION OF ARGUMENTS ON REVIEW
     The agency is in compliance with the administrative judge’s interim relief order.
¶4        With its request for an extension of time to file a petition for review, the
     agency submitted a certification of its compliance with the interim relief order.
     PFR File, Tab 1 at 15-21.       The agency filed a December 20, 2017 letter
     instructing the appellant to return to work on January 2, 2018, a Standard
                                                                                             3

     Form 52 requesting the appellant’s interim appointment to his former GS-9
     Biological Science Technician position with an effective date of November 29,
     2017, and timesheets reflecting the appellant’s administrative leave pay status
     from November 29, 2017, through the date of the agency’s submission. Id. The
     agency asserts that, although the appellant was appointed to a different duty
     location, a return to his prior duty station would be unduly disruptive because his
     position at the prior location was abolished. Id. at 17.
¶5         In response to the agency’s petition for review, the appellant, among other
     things, challenges the agency’s compliance with the interim relief order.
     PFR File, Tab 9 at 6-8. Specifically, he argues that the agency’s contention that
     his prior position at the prior location was abolished is “demonstrably false,” the
     agency failed to restore his forest protection officer (FPO) status, it restricted his
     ability to perform his job duties by limiting his access to a certain computer
     network drive, and it only provided funding for his position for 20 days. 2 Id.
¶6         We find that the agency has proven that it complied with the administrative
     judge’s interim relief order.     The Board has held that an interim relief order
     generally requires that an appellant be returned to the position from which he was
     separated, effective as of the date of the initial decision, unless the agency
     determines that this action would unduly disrupt the work environment. Chavies
     v. Department of the Navy, 104 M.S.P.R. 81, ¶ 4, n.1 (2006).                 Here, it is

     2
       Following the agency’s reply to the appellant’s response to its petition for review, the
     appellant filed a motion for leave to file a surreply. PFR File, Tab 12. Such a pleading
     is generally not allowed absent approval by the Office of the Clerk of the Board based
     upon a party’s motion describing the nature of and need for the pleading. See Martin v.
     U.S. Postal Service, 123 M.S.P.R. 189, ¶ 8 n.1 (2016); 5 C.F.R. § 1201.114(a)(5).
     Here, although the appellant argues that a surreply is necessary to address the agency’s
     “mischaracterizations” of the interim relief order and to “clarify” his allegations
     concerning the agency’s failure to provide interim relief, he has not contended that the
     agency failed to reinstate him. PFR File, Tab 12 at 4. As explained below, the agency
     provided proper certification that it reinstated the appellant and made an undue
     disruption determination regarding his duty location consistent with the interim relief
     order and 5 U.S.C. § 7701(b)(2)(A). Thus, we discern no need for this additional
     pleading. Accordingly, the appellant’s motion for leave to file a surreply is denied.
                                                                                       4

     undisputed that the agency returned the appellant to his GS-9 Biological Science
     Technician position and that the agency made an undue disruption determination
     with respect to his duty location.    PFR File, Tab 1 at 17-19.      Such relief is
     consistent with 5 U.S.C. § 7701(b)(2)(A), (B).      See Costin v. Department of
     Health and Human Services, 72 M.S.P.R. 525, 533 (1996) (confirming that an
     agency may, as part of an undue disruption determination, detail, assign, and
     transfer an employee to a different duty location). Further, it is well settled that
     the Board lacks the authority to review the merits of the agency’s undue
     disruption determination.   King v. Jerome, 42 F.3d 1371, 1374-75 (Fed. Cir.
     1994); Parbs v. U.S. Postal Service, 107 M.S.P.R. 559, ¶ 6 (2007), aff’d, 301 F.
     App’x 923 (Fed. Cir. 2008); Byers v. Department of Veterans Affairs,
     89 M.S.P.R. 655, ¶ 5 (2001). Thus, the Board may not consider the appellant’s
     claim that the basis of the agency’s undue disruption determination is
     “demonstrably false.”
¶7        The appellant’s remaining arguments amount to an assertion that the agency
     has not provided status quo ante relief. PFR File, Tab 9 at 6 -8. Interim relief is
     not intended as a status quo ante remedy.     See Parbs, 107 M.S.P.R. 559, ¶ 6;
     Moreno v. Department of the Air Force, 61 M.S.P.R. 396, 398 (1994) (explaining
     that interim relief is intended to preserve only a limited aspect of the employment
     relationship by prospectively returning the appellant to duty and pay status from
     the date of the initial decision).   Because the record reflects that the agency
     returned the appellant to duty in a pay status in the same position he previously
     held and made an undue disruption determination regarding his duty location, we
     find that the agency complied with the interim relief order.         See 5 U.S.C.
     § 7701(b)(2)(A),(B); 5 C.F.R. § 1201.111(c)(1).

     The agency proved that a nexus exists between the sustained misconduct and the
     efficiency of the service.
¶8        As explained above, the administrative judge reversed the appellant’s
     removal based on her finding that the agency failed to establish a nexus between
                                                                                         5

      the appellant’s off-duty misconduct and the efficiency of the service.           ID
      at 20-24. The nexus requirement, for purposes of whether an agency has shown
      that its action promotes the efficiency of the service, means there must be a clear
      and direct relationship between the articulated grounds fo r an adverse action and
      either the employee’s ability to accomplish his duties satisfactorily or some other
      legitimate government interest.        Scheffler v. Department of the Army,
      117 M.S.P.R. 499, ¶ 9 (2012), aff’d, 522 F. App’x 913 (Fed. Cir. 2013).          An
      agency may show a nexus between off-duty misconduct and the efficiency of the
      service by three means:      (1) a rebuttable presumption in certain egregious
      circumstances; (2) preponderant evidence that the misconduct adversely affects
      the appellant’s or coworkers’ job performance or the agency’s trust and
      confidence in the appellant’s job performance; or (3) preponderant evidence that
      the misconduct interfered with or adversely affected the agency’s mission. Id.,
      ¶ 10; Kruger v. Department of Justice, 32 M.S.P.R. 71, 74 (1987).
¶9         Examples of misconduct so egregious as to create a rebuttable presumption
      of nexus include drug trafficking and child molestation. See Brook v. Corrado,
      999 F.2d 523, 527-28 (Fed. Cir. 1993); Allred v. Department of Health and
      Human Services, 786 F.2d 1128, 1130-31 (Fed. Cir. 1986). The administrative
      judge found that the appellant’s misconduct was not so egregious as to create a
      presumption of nexus. ID at 20-21. The agency does not challenge this finding
      on review, and we discern no reason to disturb it. PFR File, Tab 7.
¶10        Regarding the third means of establishing nexus—that the misconduct
      interfered with or adversely affected the agency’s mission —the Board has held
      that, absent a finding that the conduct was directly opposed to the agency’s
      mission, a finding that the conduct was contrary to the agency’s culture and
      values does not warrant a finding of nexus.      See Scheffler, 117 M.S.P.R. 499,
      ¶ 12. In the initial decision, the administrative judge found that the agency failed
      to offer any evidence to establish that the appellant’s off -duty misconduct
      interfered with or adversely affected the agency’s mission. ID at 21. The agency
                                                                                         6

      similarly does not challenge this finding on review, and we discern no reason to
      disturb it. PFR File, Tab 7.
¶11         Regarding the second means of establishing nexus—preponderant evidence
      that the misconduct adversely affects the appellant’s or coworkers’ job
      performance or the agency’s trust and confidence in the appellant’s job
      performance—the administrative judge concluded that there was no evidence that
      the appellant’s or the female coworker’s performance was adversely affected by
      the off-duty misconduct and that the deciding official’s conclusion that he lost
      confidence in being able to place the appellant in a remote setting was
      undermined by the fact that the appellant was reassigned to another remote
      setting. ID at 22-23. We disagree with the administrative judge’s analysis.
¶12         The female employee testified that she was uncomfortable around the
      appellant, that she “didn’t even feel safe just being in the bunkhouse across the
      street from him,” and that she was placed on administrative leave and effectively
      paid for a week of work without having to perform any duties. HT-1 at 34-37.
      She also testified that, although her appointment expired shortly after the
      incident, she would not return to Alaska because she physically would not feel
      comfortable there and that she “lost interest in working for the agency” as a result
      of the incident. HT-1 at 45-46. Thus, the appellant’s misconduct had an adverse
      impact on the female coworker’s job performance. Concerning the appellant’s
      performance, following the incident, the agency placed him on administrative
      leave and then reassigned him to a position 50 miles away. HT-1 at 86. This
      reassignment had an impact on his job performance, as he took on a new position
      at a new duty location. Additionally, this reassignment to a new location supports
      the deciding official’s statement that he lost trust in the appellant’s ability to
      perform his duties in the same remote location. IAF, Tab 8 at 32-33; HT-2 at 49,
      70.
¶13         Moreover, because of the nature of their work, agency employees often
      reside on its property in apartments leased from the agency in c lose proximity to
                                                                                         7

      one another. IAF, Tab 8 at 31; HT-2 at 43, 46. We conclude that the appellant’s
      off-duty misconduct, which involved inappropriate and unwanted sexual contact
      with a coworker, could negatively impact how agency employees live and work in
      this setting. See Doe v. National Security Agency, 6 M.S.P.R. 555, 562 (1981)
      (stating that the deleterious effect of the misconduct at issue on the efficiency of
      the service may be either presently existent or reasonably foreseeable) , aff’d sub
      nom. Stalans v. National Security Agency, 678 F.2d 482 (4th Cir.1982). Based on
      the foregoing, we find that the agency proved by preponderant evidence that the
      misconduct at issue here adversely affected the appellant’s and his coworker’s
      performance and that the agency legitimately lost trust and confidence in the
      appellant’s ability to perform his duties.          Accordingly, we reverse the
      administrative judge’s finding in this regard and find that the agency proved by
      preponderant evidence that a nexus exists between the appellant’s off -duty
      misconduct and the efficiency of the service. 3

      The agency proved by preponderant evidence that the penalty of removal is
      within the tolerable limits of reasonableness.
¶14        In addition to proving its charge and nexus by preponderant evidence, the
      agency must also establish that the penalty of removal is within the tolerable
      limits of reasonable. 4 Shibuya v. Department of Agriculture, 119 M.S.P.R. 537,
      ¶ 18 (2013); Douglas v. Veterans Administration, 5 M.S.P.R. 280, 306-07 (1981).
      Here, because of the administrative judge’s disposition of the appeal below, she
      did not consider the penalty.     Remand is not necessary to resolve this issue,
      however, because the record is sufficiently developed on the penalty issue to fully

      3
        To not find nexus under the facts here would create a strange dichotomy in which
      agencies are obligated to address sexual misconduct that occurred between coworkers
      on duty but would not feel compelled to address sexual misconduct that occurred
      between coworkers off duty.
      4
        As briefly stated above, the administrative judge found that the agency proved its
      charge of conduct unbecoming a Federal employee by preponderant evidence. ID
      at 3-12. Neither party challenges this finding on review, and we discern no reason to
      disturb it.
                                                                                             8

      consider it here. See Lednar v. Social Security Administration, 82 M.S.P.R. 364,
      ¶ 15 (1999).
¶15         When, as here, all of the charges are sustained, the Board will review the
      agency-imposed penalty only to determine if the agency considered all the
      relevant factors and exercised management discretion within the tolerable limits
      of reasonableness.     Ellis v. Department of Defense, 114 M.S.P.R. 407, ¶ 11
      (2010). The Board’s function is not to displace management’s responsibility or to
      decide what penalty it would impose, but to assure that management’s judgment
      has been properly exercised and that the penalty selected by the agency does not
      exceed the maximum limits of reasonableness.             Stuhlmacher v. U.S. Postal
      Service, 89 M.S.P.R. 272, ¶ 20 (2001); Douglas, 5 M.S.P.R. at 306. Thus, the
      Board will modify a penalty only when it finds that the agency failed to weigh the
      relevant factors or that the penalty the agency imposed clearly exceeds the bo unds
      of reasonableness. Stuhlmacher, 89 M.S.P.R. 272, ¶ 20.
¶16         Here, in making his decision regarding the disciplinary action ag ainst the
      appellant, the deciding official prepared a document addressing the application of
      the Douglas factors 5 to the appellant’s situation and also testified about the
      penalty selection during the hearing. IAF, Tab 8 at 29-34; HT-2 at 42-54. He
      stated that the agency has a duty to maintain a safe working environment at all of
      its facilities and for all of its employees and that the appellant’s misconduct,
      although off-duty, was disruptive to that safe environment. IAF, Tab 8 at 30 -31;
      HT-2 at 46-47. The deciding official concluded that the appellant’s misconduct
      was serious, particularly given the unwanted “skin-to-skin contact” underneath
      the female coworker’s clothes. IAF, Tab 8 at 30; see HT-2 at 43. Of particular
      importance to the deciding official was the remote nature of the work site and the
      close proximity in which employees worked and lived and the misconduct’s
      impact on agency operations. IAF, Tab 8 at 31; HT-2 at 45-46. As such, he
      5
       In Douglas, the Board set forth a nonexhaustive list of 12 factors that are relevant for
      consideration in determining the appropriateness of a penalty. 5 M.S.P.R. at 305 -06.
                                                                                             9

      stated that he lost trust and confidence that the appellant could live and work in
      such a setting without engaging in the same conduct in the future, which would
      affect agency operations. IAF, Tab 8 at 32-33; HT-2 at 45-46, 49, 70.
¶17         In considering the appellant’s potential for rehabilitation, the deciding
      official explained that, although the appellant appeared remorseful in the
      immediate aftermath of the incident, even calling the female coworker the
      following day to apologize, the appellant appeared to “recant[]” that remorse,
      assert that he had “implied consent,” and “blame” the female coworker during the
      disciplinary proceedings. IAF, Tab 8 at 33. Thus, the deciding official stated in
      his Douglas factors analysis that he had “little confidence” that the appellant
      would refrain from similar misconduct in the future. Id.
¶18         The deciding official also considered relevant mitigating factors, such as
      the appellant’s lack of a prior discipline, his 13.5 years of service with the
      agency, and his superior performance ratings. 6 Id. at 31; HT-2 at 47-48. The
      deciding official also considered the substantial support the appellant received
      from coworkers who provided statements on the appellant’s behalf but noted that
      none of the statements came from employees in supervisory or managerial
      positions. IAF, Tab 8 at 32; HT-2 at 48, 70. Furthermore, the deciding official
      explained that he considered alternative penalties, including a last-chance
      agreement and an “extensive or substantial suspension,” but he concluded that the

      6
        The deciding official also considered the appellant’s assertions fro m his reply to the
      notice of proposed removal. In his reply, the appellant offered as a mitigating factor
      the fact that he was intoxicated prior to the incident. IAF, Tab 8 at 34. However, the
      deciding official reasoned that, although the appellant was intoxicated, he nonetheless
      was aware of his actions and knew they were inappropriate. Id.; HT-2 at 50. The
      appellant also asserted in his reply that he was aware that the female coworker had
      consensual sexual interactions with other members of the commun ity at other times, but
      the deciding official concluded that these people were not agency employees, nor were
      the female coworker’s actions in another circumstance relevant to the appellant’s
      interaction with her in this appeal. IAF, Tab 8 at 34; HT-2 at 50-51. Accordingly, the
      deciding official did not consider either of these arguments to be mitigating factors.
      IAF, Tab 8 at 34; HT-2 at 49-51.
                                                                                      10

      only way to ensure that such misconduct did not occur again was to remove the
      appellant from Federal service. HT-2 at 52; see IAF, Tab 8 at 34.
¶19        Based on the foregoing, we find that the agency proved by preponderant
      evidence that the deciding official considered all the relevant factors and
      exercised managerial judgment and discretion in imposing the penalty of removal.
      As such, the agency’s penalty determination is entitled to deference. See Jackson
      v. Department of the Army, 99 M.S.P.R. 604, ¶ 4 (2005); Stuhlmacher,
      89 M.S.P.R. 272, ¶ 20.
¶20        We further find, given the seriousness of the offense , which, again,
      involved the unwanted skin-to-skin sexual touching of a coworker, the remote
      nature of the appellant’s work, and the deciding official’s loss of trust and
      confidence in the appellant’s ability to live and work in such a setting without
      creating a disruptive and unsafe environment, that the penalty of removal is
      within the tolerable limits of reasonableness. See Brown v. Department of the
      Navy, 229 F.3d 1356, 1358, 1363-64 (Fed. Cir. 2000) (affirming a removal of a
      Morale, Welfare, and Recreation Department employee based on a charge of
      improper personal conduct involving an off-duty consensual affair with the
      spouse of a deployed military officer); Martin v. Department of Transportation,
      103 M.S.P.R. 153, ¶ 13 (2006) (explaining that the most important Douglas factor
      is the nature and seriousness of the offense and its relation to the employee’s
      duties, position, and responsibilities), aff’d, 224 F. App’x. 974 (Fed. Cir. 2007);
      Stephens v. Department of the Air Force, 58 M.S.P.R. 502, 506 (1993) (stating
      that even a single instance of indecent and disgraceful conduct involving sexual
      contact toward a coworker can support a penalty of removal; there need not be a
      pattern of such behavior before removal is reasonable).          In reaching our
      conclusion regarding the reasonableness of the removal, we have considered the
      appellant’s length of service, his positive performance appraisals, and the support
      of his coworkers, but find that those factors do not outweigh the factors
      supporting removal.
                                                                                              11

¶21         Accordingly, we sustain the appellant’s removal.

                                 NOTICE OF APPEAL RIGHTS 7
            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 t ime
      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).
            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:

      7
        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.
                                                                                    12

                             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. I f 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
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
                                                                                13

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
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
                                                                                     14

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. 8   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 Fede ral
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.

8
   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.
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      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.