Lead Opinion
James E. Brown, a black civilian employee of the United States Department of the Army, appeals pro se from the district court’s dismissal of this Title VII suit alleging race discrimination in employment. Defendant-Appellee John O. Marsh, Jr., appears in his official capacity as Secretary of the Department of the Army. For convenience, we will refer to the appellee simply as “the Army.” Because we find that the plaintiff did not fail to exhaust his administrative remedies and because the Army is anyway precluded from asserting that the plaintiff has failed to exhaust those remedies, we reverse and remand.
This appeal is merely the latest episode in what has been a protracted struggle between Brown and his employer. The procedural history of this case is inordinately complex and it would not be worthwhile to inventory it exhaustively even if the various filings in this case provided us with sufficient information to do so confidently and accurately, which they do not. The following broad outline must suffice.
In March 1971, the Army appоinted Brown to the post of GS-5 Accounting Technician in Frankfurt, West Germany. (Although the record is not entirely clear on the matter, it appears that Brown, a disabled veteran, had been living in Germany since 1964 and had previously been employed by the Army in other capacities.) In August 1971, Brown was promoted to GS-7 and transferred to another German city, Worms. His problems with his employer apparently began when he arrived there. In Worms, the Civilian Personnel Officer (“CPO”) denied Brown certain benefits that Brown believed he had been granted by the appointing officer. Brown believed that the CPO’s actions were racially motivated and discriminatory, and he responded by filing a complaint against the CPO and others. According to Brown, the Director
Alleging discrimination and retaliation, Brown successfully contested his removal and was reinstated with back-pay in July 1972. Only months later, in December of 1972, he was dismissed again. Appellant again contested his removal and again won reinstatement. Although back-pay was initially denied, after litigation, Brown obtained a backpay award from the United States Court of Claims. In March 1973, the Army dismissed Brown for the third time — ostensibly as part of a reduction in force. For the third time, Brown contested his removal and won reinstatement. Following this third dismissal in less than two years, the Director of the Civil Service Commission allegedly contacted the Secretary of the Army to protest the Army’s conduct and insist that such improprieties cease.
After Brown won his third reinstatement, the Army allegedly changed tactics, and adopted a policy of denying him benefits and promotion. In the ensuing months, Brown contends he met repeatedly with his Equal Employment Opportunity (“EEO”) Counselor to complain about his treatment. From then on, the sequence of events becomes increasingly confusing and unclear. (One of the many deficiencies in the record befоre us is the absence of a clear and complete chronological history of this dispute.) It appears, however, that in 1974-75, Brown filed a complaint alleging that the Army was discriminating against him by improperly refusing to accurately classify his job and improperly refusing to accord him the grade allotted to non-minority personnel who performed the same job. Several months later, in the summer of 1975, a portion of Brown’s duties were transferred away, and he was advised to apply for a new job; he attempted to do so but his efforts were — in his opinion, wrongfully — thwarted. Allegedly, the personnel officer first refused to process his applications at all and then placed Brown’s name on a referral list with the obviously disqualifying annotation that Brown should not be selected because he was ineligible under Army and Department of Defense guidelinesi
In November of 1975, Brown contends, he learned that the CPO had notified his supervisors that he was to be dismissed. At approximately the same time Brown says he discovered that thе personnel office had refused to process a recommendation filed on his behalf by his superiors suggesting that he be granted career civil service status. Appellant also learned that the CPO had given his superiors specific orders not to promote him and had told those in charge of filling the vacancies for which he had applied not to select him. Also in November of 1975, Brown allegedly informed the EEO Counselor that he wanted to file suit in federal court and was told that he could not sue on the basis of discriminatory nonpromotion because he had raised that issue in a still pending prior complaint.
From that point on, matters further degenerated. Brown seems to have filed a number of complaints — all loosely related and all alleging various manifestations of discrimination — which went up and down the administrative hierarchy and eventually led to litigation in the Court of Claims, the Federal Circuit, the Middle District of Tennessee, and the district and appellate courts of the District of Columbia. The Tennessee suit survived the government’s motion to dismiss for lack of subject matter jurisdiction but was transferred to the District of Columbia based on a finding of improper venue. The District of Columbia district court then issued an order to the Equal Employment Opportunity Commission (“EEOC”) to expedite its consideration of the matter which had been pending before it for approximately four years and dismissed without prejudice pending the EEOC’s determination. A separate suit initially filed in the District of Columbia was dismissed by the district court (a different district judge presiding) but partially re
As this thumbnail sketch indicates, Brown’s suits have been pursued with varying degrees of success. However, it would also appear from past litigation that the Army has previously failed to apply non-discriminatory standards to Brown’s employment. It is thus not fair to say, as the government tries to, that Brown’s claims are overtly frivolous and have been uniformly rebuffed by every decisionmaking body that has heard them. On the contrary, the record indicates that he succeeded in winning reinstatement following a discharge on at least three separate occasions, that he was awarded back pay and credit for leave hours by the Court of Claims in 1982, that he has succeeded in obtaining vacatur and remand of administrative decisions on more than one occasion, that he successfully resisted a motion to dismiss for lack of subject matter jurisdiction in the district court of Tennessee, and obtained the reversal and remаnd of a previous decision of the District of Columbia district court. The degree of success the appellant has had in keeping his various lawsuits alive is particularly notable in light of the fact that he has conducted much of the litigation pro se, while living thousands of miles away in Europe. His adversary, by contrast, has had a large staff of skilled attorneys continuously at its disposal and has been able to pursue most of the litigation in fora located only minutes away from its main offices. Indeed, if one views only the results of past litigation, it would appear that intransigence has been the Army’s suit.
There can be little doubt, however, that this dispute has gone on far too long and has burdened the time and resources of more different courts and judges than was reasonably necessary. It is also true that Brown’s persistence has so exasperated some of our colleagues as to occasion veritable diatribes.
In a recent opinion, the Court of Appeals for the Federal Circuit fumed that Brown “does not take ‘no’ for an answer.” Brown v. United States,
Although we decline to accept the harsh appraisals proffered by the Army, we agree that it is long past time for this matter to be resolved. It is thus with considerable regret that we conclude that the decision of the district court сannot stand.
The district court’s decision and the Army’s argument on appeal turn on the plaintiff’s failure to exhaust administrative remedies, with respect to his claim of discriminatory nonselection or nonpromotion to the position of GS-9 Housing Management Assistant in August 1975 and GS-8 Supervisory Space Utilization Specialist in December 1975. With respect to the first position the Army claims that Brown failed
Under 29 C.F.R. § 1613.214(a) (1983),
(1) ... The agency may accept a complaint for processing in accordance with this subpart only if: (i) The complainant brought to the attention of the Equal Employment Opportunity Counselor the matter causing him to believe he had been discriminated against within 30 calendar days of the date of that matter or, if a personnel action, within 30 calendar days of its effective date____
(4) The agency shall extend the time limits in this section: (i) When the complainant shows that he was not notified of the time limits and was not otherwise aware of them, or that he was prevented by circumstances beyond his control from submitting the matter within the time limits or (ii) for other reasons considered sufficient by the agency.
“[I]nsofar as is practicable,” counseling is to be completed within 21 days. 29 C.F.R. § 1613.213(a). Once counseling is finished, the complainant has 15 days to file a formal complaint. Id.
The timeliness of Brown’s consultation with the EEO Counselor was raised in the most oblique manner possible. The defendant’s ans.wer merely alleged that “[pjlaintiff has failed to exhaust his administrative remedies.” The Memorandum of Points and Authorities in Support of Defendant’s Motion to Dismiss asserts with respect to the claim of nonselection for the Housing Management Assistant position that “the complaint was not the subject of an administrative complaint until September 6, 1976, some twelve and one half months after the selection was made on August 21, 1975.” Id. at 3.
This is the only assertion made in the memorandum and is, on its face, clearly inadequate under prevailing regulations tо establish the failure to exhaust administrative remedies. The regulations establish no set limitations on the amount of time that may pass between a statutory violation and the filing of a formal complaint. Time limits are placed on the number of days that may elapse between the violation and the first contact with an EEO Counsel- or (30 days) and between the final interview and filing the formal complaint (15 days). By contrast, the amount of time to be spent in counseling is not limited to any fixed period. 29 C.F.R. § 1613.213(a). The Army’s memorandum failed to allege any breach of the fixed limitations periods and thus made no colorable showing of non-exhaustion. The Army’s memorandum provides no information as to when appellant first contacted an EEO Counselor or what complaints appellant presented; it provides no information about the duration of counseling and no information as to when the final interview was held. Nor does the one affidavit filed by the Army in support of its motion overcome the deficiencies of the memorandum; the affidаvit merely repeats the same very limited factual assertions.
Based on these meager representations, however, the district judge concluded that the “plaintiff has failed to exhaust his administrative remedies by filing administrative complaints within thirty days of the alleged violations of Title VII.” Brown v. Secretary of the Army, No. 80-01169, slip op. at 1 (D.D.C. Mar. 5, 1984) (footnotes omitted). This conclusion is puzzling. First, it misstates the law since the complainant is not required to file an administrative complaint within thirty days of the violation — he need only contact the EEO Counselor. Second, even assuming that the district judge’s reference to failure to file meant failure to contact an EEO Counselor, such failure is not adequately borne out by the record. The Army’s memorandum and affidavit make no allegation as to when the plaintiff consulted the EEO Counselor. The plaintiff’s various filings, however, do indicate that he was in frequent contact with the EEO Counselor and had first raised concerns about nonpromotion or nonselection for new, higher positions as early as January 1975. Third, the district
As to the Supervisory Space Utilization Position, the Army alleges that no administrative complaint was filed at all. This presents a closer question. We are persuaded, however, that the Army did not establish the nonexistence of a complaint fairly covering the relevant issues. The Army relies on an affidavit to make its point, but the affidavit is inadequate for that purpose because it is not based on personal knowledge of Brown’s dealings with the EEO office. It merely alleges that on a particular date in January 1984, the affiant inspected the file and found no complaint specifically addressed to Brown’s 1975 non-selection for the Supervisory Space Utilization position. No facts are alleged to establish that thе file is reliable and complete or to negate the possibility that materials might have been lost or mislaid in the nine intervening years. In fact, a perusal of various entries in the record indicates that the possibility of loss is not a purely theoretical one. The record before us contains numerous references to items that had apparently been misdelivered or mislaid and at least one reference to the files being in complete disarray following the sudden departure of an EEO Counsel- or. (We further note that the Plaintiff’s Memorandum in Opposition to the Defendant’s Motion to Dismiss points to a passing reference made in the administrative record to the processing of an administrative complaint as to the Supervisory Space Utilization position which would appear to create a reasonable inference that such a complaint was in fact filed. The appendix to which plaintiff cited, however, does not appear to be in the papers before us and the issue appears to have been ignored by the Army and the district court.)
Finally, the affiant’s assertion that she found no specific complaint addressed to the particular position overlooks the fact that EEO complaints are to be liberally construed “since very commonly they are framed by persons unschooled in technical pleading.” Shehadeh v. Chesapeake & Potomac Telephone Co.,
Assuming arguendo, however, that plaintiff failed to pursue his administrative remedies in a sufficiently clear and timely fashion, we think it apparent that the Army should be deemed to have waived any objection.
The Army is correct, of course, when it asserts that Title VII plaintiffs are normally expected to exhaust administrative remedies, see, e.g., Brown v. GSA,
As has been pointed out on more than one occasion, the administrative deadlines in question here are not jurisdictional. Rather, they function like a statute of limitations and “like a statute of limitations, [are] subject to waiver, estoppel, and equitable tolling.” Zipes v. Trans World Airlines, Inc.,
is not an end in itself; it is a practical and pragmatic doctrine that ‘must be tailored to fit the peculiarities of the administrative system Congress has created.’ Exhaustion under Title VII, like other procedural devices, should never be allowed to becomе so formidable a demand that it obscures the clear congressional purpose of ‘rooting out ... every vestige of employment discrimination within the federal government.’
President v. Vance,
We think it amply evident that in the rather unusual circumstances of this case, the purpose of the doctrine was satisfied even if the letter was not. The history of this litigation is such that plaintiff would be substantially and unfairly prejudiced if dismissаl on exhaustion grounds were permitted at this excessively late date. This court has only this year “stress[ed], in particular, that judges slight the legislature’s central command if they fail to recall that Title VII was devised as a measure that would be kept accessible to individuals untrained in negotiating procedural labyrinths.” Loe v. Heckler,
Additionally, in this appeal, Brown has directed our attention to a letter from Darrow Varner, an EEO officer, to C.H. Snow, Chief, U.S. Army Civilian Appellate Review Office (“USACARO”), which, he suggests, constitutes an explicit waiver of any possible objection. The letter states in pertinent part:
Mr. Brown has made it quite clear that he does not expect his complaint to be resolved locally because USACARO has already recommended tо the command that the issues not be sustained. He states that he plans to proceed to court when his relief is denied and enjoin this complaint to a court case now pending.*15 Based, on the complexities of this case and the already apparent assurances that any rejection of parts of this complaint would only serve to delay the processing, it is the decision of this command that we waive possible issues of untimeliness and request that an investigation of Mr. Brown’s complaint be made so that a proposed decision can be formulated on all issues and, if possible, a resolution to this case reached. If no resolution is possible Mr. Brown can be given his full rights to further review within and without the Department of the Army.
Letter from Darrow Varner to C.H. Snow (Mar. 1, 1977), reprinted in Appellant’s Brief at lla-12a (emphasis added). We do not determine whether this letter alone could constitute a binding waiver since our perusal of the record indicates that it was never brought to the district judge’s attention. We merely note in passing the dubious propriety of the Army’s failure to ensure that the district court had this obviоusly relevant evidence before it for consideration. Even without the evidence of the letter, however, dismissal for failure to exhaust administrative remedies was clearly inappropriate.
First, the exhaustion doctrine’s purpose (giving the agency notice of a claim and opportunity to handle it internally) has been amply satisfied. The record shows that the Army was made aware as early as January 1975 of plaintiff’s belief that he was being discriminatorily denied promotion. The Army seeks to capitalize on Brown’s failure to timely file separate complaints specifically spelling out his objections to particular nonselections at particular times for particular positions. But such specificity, although desirable, is not required. That the Army knew the plaintiff had a pending complaint alleging a continuing pattern of discriminatory nonpromotion gave it sufficient notice. We do not think it was beyond the intellectual resources of the Army to surmise that when plaintiff applied to no avail for two specific positions he might consider those two rejections to be further evidence of the continuing pattern of discriminatory nonpromotion of which he had already complained. Further, Brown was in contact with his EEO Counselor during November and December of 1975 with respect to his claims of continuing discrimination. The Army’s objection is particularly ironic in light of its protest that appellant Brown files too many excessively similar complaints. The Army argues in one breath that Brown files too many complaints and in the next that he does not file enough.
Second, the Army had the power to reject any complaints it considered untimely. See 29 C.F.R. § 1613.215 (“The head of the agency or his designate may reject a complaint which was not timely filed____”). The Army chose, for reasons best known to itself, not to exercise that power. Since we think it consistent with public policy for an agency to voluntarily investigate allegations of racial discrimination even when not legally bound to do so, we are loath to hold that mere invеstigation without more constitutes a binding waiver of any agency’s right to raise the timeliness issue. Indeed, one federal court has specifically held that an agency investigation alone does not constitute a waiver. See Oaxaca v. Roscoe,
We pause here to respond to the justifiable concerns expressed by our dissenting colleague about our use of preclusion and estoppel. The theory by which we conclude that the Army is precluded from asserting the timeliness issue here is different than the general theory of estoppel of which this court was somewhat skeptical in General Accounting Office v. General Accounting Office Personnel Appeals Board,
Our case today does not involve the application of the generalized doctrine of equitable estoppel. Cf. Schweiker v. Hansen,
In Saltz, the court approvingly noted that the Fifth Circuit had framed the appropriate inquiry in a case where the timely-filing requirement had not been met as “whether the equities nеvertheless warranty equitable tolling of the thirty-day period.” Saltz at 208 (citing Oaxaca v. Roscoe, supra). We today do no more than follow the test previously prescribed by this court. We believe that the Army’s conduct in the more than ten years that Mr. Brown has been in formal and informal contact with it regarding the matters complained of in this suit more than justifies our refusal to allow it to raise its claim of failure to timely consult an EEO counselor at this late date. The Army, as we point out supra, led Mr. Brown to believe that it was considering and investigating his complaints from the outset of this matter. We decline to now let the Army deprive Brown of the opportunity to prove his claims of employment discrimination.
Third, it is apparent that plaintiff would be substantially prejudiced by dismissal on this ground at this juncture while defendant would not be prejudiced at all by consideration of the merits except in the sense that it would lose an opportunity to rid itself of a troublesome lawsuit.
The plaintiff, an individual, who earns a modest salary and lives several thousand miles from this forum, has been put to considerable time and expense in his efforts to vindicate his rights as he sees them. He has incurred extensive court costs and has, it appears, several times travelled from Germany to the United States in order to further this litigation. These burdensome expenses and travels could very likely have been avoided if the Army had raised and proved its exhaustion defense at the earliest possible moment.
Finally and in sum, we note that it would be neither “practical” nor “pragmatic,” cf. President,
The Army’s reliance on Kizas v. Webster,
In Siegel, this court affirmed the dismissal of a former census bureau employee’s suit against the Secretary of Commerce. The employee had alleged discrimination on the basis of age and religion in the Department of Commerce’s failure to select him for training programs. The court found that “[ajppellant failed to pursue any of the administrative remedies available to him with respect to the claim that in 1974 he was denied training because of religious discrimination.”
In this case, by contrast, the appellant has been involved in extensive controversy with the Army for more than ten years. He dealt extensively with EEO Counselors. He has filed numerous complaints, which have gone up and down the judicial and administrative hierarchy and then up and down again. Indeed, the dates speak for themselves. The Army appears before us in 1985 with the fresh and clever theory that plaintiff failed to exhaust administrative remedies in 1975 — ten years ago. In the interim, the plaintiff — an individual, private citizen earning a modest salary and living far from this forum — has been put to considerable trouble and expense to pursue his claim. Additionally, the resources of this and other federal courts have been liberally expended in attempting to resolve various aspects of the dispute. Fairness— which is the heart and soul of all notions of equity — prohibits us from permitting the government to raise, at this late date, a defense it ought to have pressed long ago, if it intended to press it at all. We stress that this court does not in any way approve or condone tardiness on the part of complainants in presenting complaints. We find, however, that, in the highly unusual circumstances, of this litigation, to allow
Because we find that the Army has not conducted itself so as to preserve its exhaustion defense and further conclude that permitting the Army to raise the defense at this juncture would unfairly prejudice the appellant, we conclude that the decision below cannot stand. We take a dim view of the Army’s intransigence in this matter, and hope that any further litigation will be conducted expeditiously. Perhaps the time has come for the Army to assess its losses and find a modus vivendi with Mr. Brown. It is certainly past time for all the many parts of this litigation to come to an end. Accordingly, we reverse and remand for further proceedings consistent with this оpinion.
It is so ordered.
Dissenting Opinion
dissenting:
I respectfully dissent. In my judgment, the district court properly dismissed Mr. Brown’s complaint for failure to consult an EEO counselor within 30 days of the alleged discriminatory acts, as required by 29 C.F.R. § 1613.214(a)(1)® (1985).
Let me begin, however, by reviewing our common ground. As I read the court’s opinion, all of us agree that, as a general matter, a federal agency is entitled to enforce its time limits in the first instance with the expectation that its action will be upheld upon review in the federal courts. Although section 717(c) of Title VII, conferring upon federal courts jurisdiction over Title VII claims advanced by federal employees, does not explicitly require compliance with an agency’s time limits, that statute has been read to contain an implied “exhaustion” requirement. E.g., Richerson v. Jones,
For a number of reasons, the court nonetheless concludes that the district court’s dismissal in this case was improper. The court’s opinion first asserts that the Army raised the timeliness of Mr. Brown’s consultation with an EEO counselor “in the most oblique manner possible,” id. at 12, and then proceeds to diagnose various deficiencies in that regard in the Army’s pleadings, id. at 12. To be sure, the Army’s memorandum in support of its motion to dismiss does seem to confuse the formal administrative complaint, which must be filed within 15 days of the complainant’s final interview with his or her EEO counselor, with the initial consultation
The court next asserts that the Army failed to establish that Mr. Brown had not complied with the 30-day requirement. This conclusion seems to me quite unwarranted. As to appellant’s charge of non-selection for the Housing Management Assistant position, the necessary facts appear from the face of his amended complaint. There, plaintiff explicitly alleges that he applied for and was denied that position in August 1975. See Amended Complaint at 15, reprinted in Appellee’s Brief app. at 68 (emphasis added).
The court also asserts that, while Mr. Brown’s compliance with the 30-day requirement in connection with the Supervisory Space Utilization position “presents a closer question,” “the Army did not establish the non-existence of a complaint fairly covering the relevant issues.” Maj.Op. at 9. This conclusion is, with all respect, in error. The court fails to acknowledge that Mr. Brown’s complaint never alleged any consultation whatsoever with an EEO counselor about his non-selection for that position, and that, when provided an opportunity to prove that such a consultation indeed took place, appellant failed to produce any credible evidence of there having been such a consultation. See Brown v. Secretary of the Army, supra, Slip Op. at 2 n. 2. The Army, moreover, produced an unrebutted affidavit to the effect that Mr. Brown’s EEO file contained no evidence of either a consultation or a formal administrative complaint. Compare, e.g., Catrett v. Johns Manville,
The court then seems to accept the argument, advanced by Mr. Brown in the district court, that his failure to comply with
The court fails, however, to address the district court’s reasoning rejecting that very argument. See Brown v. Secretary of the Army, supra, Slip Op. at 4-5. According to recent precedents of this court, a plaintiff, in order to prevail upon a claim of continuing discrimination, must allege either (1) “a series of related acts, one or more of which falls within the limitations period,” or (2) “the maintenance of a discriminatory system both before and during the statutory period.” Milton v. Weinberger,
In order to satisfy the first prong of this test (and thereby avoid the 30-day requirement with respect to his Housing Management Assistant or Supervisory Space Utilization Specialist allegations), Mr. Brown must allege some other specific, related discriminatory action about which he did complain within the required 30-day period. This Mr. Brown has quite failed to do. Indeed, the only specific non-selections about which he complains are the two posts at issue in this case. Moreover, he is precluded by this court’s order in an earlier proceeding, Brown v. Marsh,
Any attempt to rely upon the second prong of the Milton test must fail for similar reasons, for Mr. Brown has failed to allege any facts, occurring during the limitation period, that are adequate to demonstrate the existence of a discriminatory system. See Stoller v. Marsh,
Finally, the court suggests that the Army should be “precluded” from raising the timeliness issue and that the Army should therefore be deemed to have waived the time limits. See Maj.Op. at 13-14, 15-16. The court argues that enforcement of the time limits would not serve the purpose of the exhaustion doctrine in this ease, id. at 15; that such enforcement would substantially and unfairly prejudice Mr. Brown if dismissal were permitted now, id. at 16; and that the Government ought in fairness to have pressed the timeliness issue long ago, id. at 17. Although the majority denies relying upon the “general theory of estoppel” in reaching this result, it has not pointed to any alternative legal theory under which such facts could justify “precluding” the Army from asserting non-compliance with its filing deadlines. Estoppel would seem to be the only doctrine under which facts such as these would be relevant.
Mr. Brown, in my view, has failed to meet the exacting requirements for securing an estoppel against the Government. Although the Supreme Court has refused to endorse the position that estoppel can never lie against the Government, see Heckler v. Community Health Services,
Here, Mr. Brown clearly has failed to meet the first prong of the GAO test. He has not alleged any affirmative misrepresentation or concealment on the part of Army officials in their handling of the timeliness issue. No one appears to have tricked Mr. Brown into failing to comply with the deadlines. No one appears to have assured Mr. Brown that the timeliness issue would not be raised in the district court. Quite to the contrary, the issue was raised several times during the course of the administrative proceedings.
Moreover, contrary to the majority’s assertion, Maj.Op. at 17, the Army apparently did exercise its power under 29 C.F.R. § 1613.215 to reject both of Mr. Brown’s untimely complaints. The Army’s rejection of the Supervisory Space Utilization position claim, however, was subsequently overturned by the EEOC’s predecessor — the Appeals Review Board of the U.S. Civil Service Commission — on what appears to me to be the erroneous ground that a complaint may not be “cancelled” for untimeliness unless the complainant received cоunseling prior to the cancellation. See Letter of Appeals Review Board to Darrow Varner (July 14, 1976). The Army then issued a final decision finding no discrimination in Mr. Brown’s non-selection for that position. See Report of Investigation in the Complaint of Mr. James E. Brown, Docket # 07-77-005-E, Slip Op. at 6 (U.S. Army Civilian Appellate Review Office, May 25, 1977) (“Report”). See also Memorandum from Commanding General, HQ, V Corps, to Darrow Varner (June 22, 1977) (adopting Report as Army decision). That decision also declined to determine the merits of Mr. Brown’s complaint with respect to the Housing Management Assistant position on the ground that Mr. Brown had not included that allegation, about which he filed a complaint on September 6, 1976, in his original grievance. See Report at 3. On appeal, the EEOC affirmed the Army’s decision on the Supervisory Space Utilization position, but reversed as to the Housing Management Assistant position. The EEOC concluded that the September 6, 1976 complaint, although filed well after the original grievance, was sufficient to raise the issue. The EEOC also held that, by accepting for investigation the allegations in the September 6, 1976 complaint, the Army had “waived the question of timeliness.” See Brown v. Department of the Army, EEOC Appeal No. B01770402, Slip Op. at 2 (Jan. 30, 1981). This decision was, in my view, entirely erroneous. See Oaxaca v. Roscoe,
The Army, then, has proceeded with Mr. Brown’s case only because of two erroneous decisions of the EEOC and its prede
Mr. Brown not only has failed to establish any misconduct on the part of the Army, he has also failed to meet the second prong of the GAO test by showing that dismissal of his complaint would produce an egregiously unfair result. Mr. Brown appears to have been promoted to the Supervisory Space Utilization Specialist position soon after the date, in December 1975, on which he claims to have been denied the position. At least as of May 25, 1977, when the Army examiner issued his report, Mr. Brown’s position was listed as “Supervisory Space Utilization Specialist, GS-301-8.” See Report at 23. And although Mr. Brown no doubt has expended a great deal of energy in prosecuting this action, I am dismayed to conclude that Mr. Brown seems to derive considerable satisfaction from the very process of litigation. This horribly prolix record contains employment applications in which appellant actually boasts оf his vast litigation experience.
This, then, is just not the sort of case where the Army should be equitably es-topped or otherwise precluded from raising its filing requirements as a defense. Even if I agreed with the court that some less stringent equitable theory applied, I would still conclude, on the basis of the facts above, that the equities do not in this case warrant “equitable tolling” of the thirty-day period.
My disagreement with the court’s reasoning is thus rather complete. I think it is clear from the pleadings and from the other evidence before the district court that Mr. Brown failed to consult an EEO counselor within 30 days of the allegedly discriminatory non-selections at issue here. I think it equally clear that the Army did not waive or extend the time limits, and was not and is not now required by equitable considerations to do so. Rather, the Army rejected both of the complaints at issue here as untimely, and has steadfastly maintained, as it is entitled to do, that Mr. Brown was out of time. From this record, it appears to me, as it did to the district court, that the Army is quite right.
I would therefore affirm the district court’s decision.
Notes
. Since this failure is a sufficient ground for dismissal, I find it unnecessary for this court, or the district court, to decide whether Mr. Brown complied with the 15-day time limit for filing a formal administrative complaint. See 29 C.F.R. § 1613.214(a)(l)(ii) (1985). The pertinent regulations as set forth in the current volume of C.F.R. are essentially the same as those in effect during the period with which this case is concerned.
. The "statute of limitations” analogy may not, however, be appropriate in all cases involving these particular time limits. Unlike the requirement of 42 U.S.C. § 2000e-16(c) that a plaintiff file a civil action within 30 days of the agency’s final action, see e.g., Coles v. Penny,
. The position apparently was filed on August 21, 1975. See Appellant’s Reply Brief at 5a.
. The Supreme Court in Schweiker v. Hansen,
. The Army is, of course, obligated under 29 C.F.R. § 1613.205 to comply with orders of the EEOC.
. The majority also relies upon this court's recent decision in Loe v. Heckler,