Justia U.S. Federal Circuit Court of Appeals Opinion Summaries

Nguyen, a U.S. Patent and Trademark Office Supervisory Examiner, received a Notice of Proposed Reduction in Grade to Patent Examiner, alleging that she had violated rules prohibiting nepotism in attempting to prevent her son, a probationary examiner, from being fired. Nguyen received her yearly performance review, which reflected a reduced rating. Nguyen discussed with her supervisor, Banks, the possibility of resigning. Believing that Nguyen had resigned, Banks ordered that technicians collect Nguyen’s government-supplied laptop. Nguyen objected and sent an email to Banks, stating that she felt “forced . . . to resign.” Banks and another supervisor stopped by Nguyen’s office and assured her that “[a]s we stated multiple times today, the decision of whether to resign or stay is completely up to you.” Banks ordered that Nguyen’s access to computer supervisory functions be revoked, pending her grade reduction. Nguyen went to human resources to pick up retirement papers and sent Wallace emails offering to drop all appeal rights in exchange for a suspension instead of the grade reduction. Wallace was out of the office until the following Monday, one day after the reduction would be effective. Nguyen filed retirement papers that Friday, effective the next day, one day before her reduction would have gone into effect.. The Federal Circuit affirmed dismissal by the Merit Systems Protection Board. Nguyen failed to articulate a nonfrivolous argument that her retirement was involuntary. View "Nguyen v. Merit Sys. Protection Bd." on Justia Law

Miller served on active duty, 2003-2007, and has a VA disability rating of 60 percent. Since 2008, Miller has been employed as an FDIC Economic Analyst. He was hired at the GS-9 level and has risen to the GS-12 level. In 2012 the FDIC posted vacancy announcements for a CG-13 Financial Economist position: one open to all citizens and another for status candidates. Miller applied under both procedures and was one of three finalists. Three FDIC employees participated in the interviews, rating each candidate’s answers to questions on bank failure prediction models as Outstanding, Good, or Inadequate. All of the candidates received some "inadequate" ratings. No candidate was selected; the vacancy was cancelled. Miller filed a Department of Labor complaint, stating that the cancellation was in bad faith to avoid hiring a veteran or having to request a “pass over” from the Office of Personnel Management. The Merit Systems Protection Board denied his petition under the Veterans Employment Opportunities Act, finding that the allegation of non-selection in violation of veterans’ rights was sufficient to confer jurisdiction, but that Miller had not established a violation because the FDIC “conducted a thorough, structured interview of each of the candidates” and “none of the interviewees possessed the requisite skills and knowledge for the position.” The Federal Circuit affirmed; substantial evidence indicated that cancellation was predicated on a lack of appropriately qualified candidates. View "Miller v. Fed. Deposit Ins. Corp." on Justia Law

In 2013, Canava, a U.S. Border Patrol Agent, was indicted on felony counts and pleaded guilty to “Unlawful Imprisonment by Strangulation, Domestic Violence, a class six undesignated offense.” Judgment was entered for the “undesignated offense” of unlawful imprisonment. The Department of Homeland Security proposed to remove Canava from federal service under 5 U.S.C. 7371, which mandates removal of federal law enforcement officers convicted of a felony. The removal notice stated that “[p]ursuant to Arizona Law, A.R.S. § 13-604, this conviction is a felony conviction for all purposes until the offense is affirmatively designated a misdemeanor by the Court.” Canava argued that 5 U.S.C. 7371 did not apply and could not be the basis for his removal because he pleaded guilty to an “undesignated offense” and not a felony. According to Canava, until a judge designated his offense a felony, he had not been convicted of a felony. DHS disagreed. An Arbitrator sustained his removal. The Federal Circuit affirmed.Canava was convicted of an undesignated offense that, under Arizona law, carried the same punishment as a class 6 felony—a presumptive sentence of one year imprisonment, with a mitigated sentence of 0.33 years and an aggravated sentence of two years. View "Canava v. Dep't of Homeland Sec." on Justia Law

In 1989, Hicks, a Secretary at Maxwell Air Force Base, was removed from her position for failure to request leave in accordance with proper procedures and being absent without official leave. Following an appeal, Hicks’ removal was mitigated to a 60-day suspension. In 1990, the Air Force effected a new removal action. A Merit Systems Protection Board (MSPB) ALJ affirmed. A year later, Hicks sought review with the full board. The Federal Circuit affirmed dismissal of her motion, explaining that Hicks had not shown how her depression prevented her from meeting filing requirements. In 2014, Hicks contacted the U.S. Office of Special Counsel, alleging that the Air Force had removed her in retaliation for making protected disclosures. After Special Counsel terminated its investigation. Hicks filed an Individual Right of Action (IRA) appeal with MSPB. An ALJ dismissed for lack of jurisdiction; in 1990, when Hicks was removed, filing an appeal was not a “protected disclosure” under the Whistleblower Protection Act, 103 Stat. 16. MSPB and the Federal Circuit affirmed. The Whistleblower Protection Enhancement Act of 2012, 126 Stat. 1465, expanded its jurisdiction to cover IRA appeals alleging that an agency engaged in the prohibited personnel practices described in 5 U.S.C. 2302(b)(9), including appeals alleging reprisal for filing a previous MSPB appeal, but it did not apply retroactively to Hicks. View "Hicks v. Merit Sys. Protection Bd." on Justia Law

Petitioner Louise Klees-Wallace was employed as an Attorney-Advisor in the International Bureau of the Federal Communications Commission (“FCC”). In May 2011, the FCC proposed removing Klees-Wallace from employment due to her absence without leave (“AWOL”) and failure to follow instructions. In June 2012, the parties entered into a last chance agreement (“LCA”), which allowed Klees-Wallace to return to work with the FCC pursuant to certain conditions. Klees-Wallace appealed an arbitration Opinion and Interim Award of Mary Bass (“Arbitrator”), who determined Klees-Wallace was deprived of certain procedural rights during her removal from employment, and remanded the matter for a new determination. After review, the Federal Circuit Court of Appeals concluded that the arbitration Opinion and Interim Award was not a "final order or final decision," and therefore the Court lacked jurisdiction to hear the appeal. The appeal was dismissed. View "Klees-Wallace v. Fed. Commun. Comm'n" on Justia Law

Agent Parkinson, of the FBI’s Sacramento field office, was the leader of a special operations group, tasked with relocating a previously compromised undercover facility. In 2006, the FBI leased a facility from Rodda, who agreed to contribute $70,000 to “construction, construction documents, permits and fees. Parkinson negotiated the lease on behalf of the FBI, and managed the tenant improvement funds. In 2008, during the work, Parkinson made whistleblower-eligible disclosures, implicating two pilots involved with the group in misconduct. Parkinson’s supervisor issued Parkinson a low-performance rating, removed him as group leader, and reassigned him. Believing this to be retaliation, Parkinson sent a letter to Senator Grassley, who forwarded Parkinson’s allegations to the Department of Justice’s Office of the Investigator General (OIG) for investigation. The OIG sent the FBI its report. Ultimately, the Merit Systems Protection Board upheld Parkinson’s termination for lack of candor under oath and obstruction of process of the Office of Professional Responsibility. The Federal Circuit reversed in part and remanded. The court sustained the obstruction charge and dismissal of Parkinson’s affirmative defense of violations of the Uniformed Services Employment and Reemployment Rights Act of 1994, but found the lack of candor charge unsupported by substantial evidence and that the Board improperly precluded Parkinson from raising an affirmative defense of whistleblower retaliation. View "Parkinson v. Dep't of Justice" on Justia Law

In 2007, McMillan a GS-13 Criminal Investigator with the Drug Enforcement Agency (DEA) and an officer in the Army Reserves. was assigned to the Lima, Peru DEA Office. His tour at Lima was to expire in 2010, but he successfully sought a one-year extension. In 2010, two months after a controversy concerning his the use of a DEA Foreign Situation Report in a military intelligence report, and his participation in a teleconference, McMillan unsuccessfully requested an additional two years. McMillan contends that the decision not to renew his tour was based improperly on his military service, in violation of the Uniformed Services Employment and Reemployment Rights Act, 38 U.S.C. 430. McMillan’s complaint with the Department of Labor’s Veterans’ Employment and Training Service was found unsupported; an AJ cited McMillan’s “performance issues,” in terms of the number of arrests, seizures, informant recruitment, and disruptions of criminal organizations McMillan facilitated; McMillan’s alleged failure to follow his chain of command in soliciting assistance with his military assignment; and McMillan’s “disdain[ful],” “arroga[nt], “disrespectful and improper” emails to his supervisor. The Merit Systems Protection Board denied McMillan’s appeal. The Federal Circuit reversed. DEA failed to demonstrate that it would have made the same decision in the absence of McMillan’s military service. View "McMillan v. Dep't of Justice" on Justia Law

Hayden, a member of the Air Force Reserves, has worked as a protocol specialist at Wright-Patterson Air Force Base since 2002. The Base is geographically divided into Areas A and B: each has a protocol office. Hayden worked in B Flight, classified as GS-9, until 2010. Because he acquired new duties in transferring to Area A, the agency upgraded Hayden’s position to GS-11. In 2012, Hayden’s supervisor requested to upgrade his position to GS-12, “based on accretion of duties.” Hayden received orders to begin active service in April, 2012. In May, a human resources position classifier notified Hayden’s supervisor that she needed to interview Hayden in person. As a result, his upgrade was cancelled because he was in nonpay status. In July, protocol support duties for AFSAC were transferred to another unit, reducing the need for GS-12 level employees. Hayden’s supervisor did not resubmit the upgrade request. In May 2013, Hayden received a performance feedback memorandum which stated that he was no longer working at the GS-12 level. Hayden filed a request for corrective action alleging Uniformed Services Employment and Reemployment Rights Act, 38 U.S.C. 4301, violations. The Federal Circuit agreed with the Merit Systems Protection Board in rejecting his reemployment and retaliation claims, but vacated its rejection of his claim of discrimination based on military service and remanded.. View "Hayden v. Dep't of the Air Force" on Justia Law

Muller, an employee of the U.S. Government Printing Office, is a union member. The union and GPO are signatories to a multi-party Master Labor Management Agreement, which creates a negotiated grievance procedure for GPO employees to contest adverse employment actions as an alternative to appeal to the Merit Systems Protection Board. Muller was reassigned within the GPO, resulting in demotion to a lower grade and a reduction in pay. Muller challenged his reassignment through the negotiated procedure. An arbitrator dismissed the grievance as “not arbitrable,” because a four-month deadline for holding a hearing, required by the agreement, had passed. The Federal Circuit reversed; the contractual provision does not require dismissal of the grievance in the event of noncompliance with the four-month deadline. The deadline is merely a nonbinding housekeeping rule to encourage timely arbitration, one that is addressed to the arbitrator as well as the parties. There is no past practice requiring dismissal under the circumstances of this case. View "Muller v. Gov't Printing Office" on Justia Law

International Boundary and Water Commissioner Ruth hired McCarthy as an attorney in 2009. Within months, McCarthy had prepared four legal memoranda challenging Commission activities as “gross mismanagement,” contrary to existing law, and characterizing certain officers as lacking “core competencies.” McCarthy submitted a report: “Disclosures of Alleged Fraud, Waste and Abuse” to the Office of Inspector General (OIG), and other federal agencies and informed Ruth of his reports. Ruth terminated McCarthy’s employment, citing McCarthy’s failure to support the executive staff in a constructive manner. McCarthy filed a complaint with the Office of Special Counsel (OSC), alleging whistleblower retaliation, citing his report to OIG, but not the legal memoranda, as protected activity. Existing precedent held that reports made in the course of an employee’s normal duties and reports made to a supervisor about a supervisor’s conduct were not protected under the Whistleblower Protection Act, 103 Stat. 16. The administrative judge found no retaliation. The Merit Systems Protection Board and Federal Circuit affirmed in 2012. While McCarthy’s petition was pending, Congress enacted the Whistleblower Protection Enhancement Act of 2012, 126 Stat. 1465-76, under which McCarthy’s legal memoranda could be protected disclosures. The Act can be applied retroactively to pending cases. McCarthy did not raise the change in law while his petition for rehearing was pending. The Federal Circuit affirmed MSPB’s refusal to reopen his case. McCarthy has not exhausted OSC remedies with respect to the memoranda, rendering the MSPB without jurisdiction. View "McCarthy v. Merit Sys. Protection Bd." on Justia Law