Court Opinion

ID: 9842930
Source: CourtListenerOpinion
Date Created: 2023-09-24 02:21:57.815532+00
Date Added: 2024-06-11T09:14:20.178522
License: Public Domain

SEITZ, Chief Judge,
concurring.
I agree with the majority that the district court committed error in granting defendant summary judgment on plaintiff’s sex discrimination claim because of an issue of material fact as to whether the EEOC improperly refused to permit him to amend his charge to include sex discrimination. However, I cannot agree with the second basis for the majority’s conclusion, viz., that the district court did not apply the correct standard in holding that it did not have jurisdiction over the sex discrimination claim.
The district court ruled that because plaintiff did not file a sex discrimination charge with the EEOC the district court did not have jurisdiction. The majority conclude that because a race discrimination charge was filed with the EEOC, the extent of the district court’s jurisdiction is defined by the scope of the EEOC investigation which could reasonably have been expected to grow out of the discrimination charged, citing Ostapowicz v. Johnson Bronze Co., 541 F.2d 394 (3d Cir. 1976).
I believe the majority misapply Ostapow-icz because the court was there concerned with two facets of a sex discrimination claim. Indeed the cases relied on in Osta-powicz demonstrate that the' parameters of the discrimination charged must be accorded some respect. The Ostapowicz court itself recognized that there must be some limitations on actions in the district court if the statutory scheme of the EEOC is to be implemented. The majority, in my view, do violence to that statutory scheme to the extent they require the district court on this record to resolve this issue as a possible basis of district court jurisdiction of a sex discrimination claim.
Plaintiff filed with the EEOC a charge of discrimination and an amended charge. On both forms he checked the box marked Race or Color. On neither form did plaintiff check the box marked “Sex” under the heading “Cause of Discrimination.” He had opportunities on both EEOC charge forms to “Explain what unfair thing was done . . . and how other persons were treated differently.” Neither narrative contains the word “sex” nor any suggestion of sex discrimination. The agency investigated only the race discrimination claim and ruled thereon.
The majority state there is an issue of fact as to whether the investigation was adequate. Presumably they are referring to the investigation of the race discrimination claim. From this premise they conclude that if there was an inadequate investigation of the race discrimination claim, and an adequate investigation might have disclosed a basis for a sex discrimination claim, the plaintiff would be relieved of the necessity of asserting a sex discrimination claim.
I do not believe a claim of an inadequate investigation of a race discrimination claim requires a district court to hold a hearing to determine that issue and, if determined affirmatively, then to decide whether an adequate investigation of such claim might have unearthed a basis for a sex discrimination charge. Basic fairness dictates that the charged party should have some notice of the particular charge at the administrative level. Furthermore, some semblance of orderly administrative procedure must be maintained if the EEOC is to reasonably discharge its conciliation function and process its work.
I believe that as a matter of law on this record the district court has no jurisdiction to decide the sex discrimination claim on the basis of an alleged inadequate investigation of the race discrimination claim by the EEOC.