Gee v. Phoenix ( 2016 )


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  •                           NOTICE: NOT FOR PUBLICATION.
    UNDER ARIZONA RULE OF THE SUPREME COURT 111(c), THIS DECISION DOES NOT CREATE
    LEGAL PRECEDENT AND MAY NOT BE CITED EXCEPT AS AUTHORIZED.
    IN THE
    ARIZONA COURT OF APPEALS
    DIVISION ONE
    ANGELA GEE,
    Petitioner/Appellant,
    v.
    CITY OF PHOENIX; CITY OF PHOENIX CIVIL SERVICE
    BOARD; BRUCE MEYERSON; CRAIG STEBLAY;
    ROBERT LORD, Respondents/Appellees.
    No. 1 CA-CV 15-0618
    FILED 11-3-2016
    Appeal from the Superior Court in Maricopa County
    No. LC 2015-000107-001
    The Honorable Karen A. Mullins, Judge
    AFFIRMED
    COUNSEL
    Kirtley Wells Law Office, Phoenix
    By Patricia A. Kirtley
    Counsel for Petitioner/Appellant
    Phoenix City Attorney’s Office, Phoenix
    By Heidi E. Gilbert
    Counsel for Respondent/Appellee, City of Phoenix
    Gammage & Burnham, P.L.C., Phoenix
    By Richard K. Mahrle
    Respondents/Appellees, Phoenix Civil Service Board, Bruce E. Meyerson,
    Craig Steblay, Robert J. Lord
    MEMORANDUM DECISION
    Judge Patricia A. Orozco delivered the decision of the Court, in which
    Presiding Judge Andrew W. Gould and Judge Peter B. Swann joined.
    O R O Z C O, Judge:
    ¶1           Angela Gee appeals from the superior court’s order declining
    to accept jurisdiction of her special action petition. For the following
    reasons, we affirm.
    FACTS AND PROCEDURAL BACKGROUND
    ¶2            In October 2013, Gee and her then employer, the City of
    Phoenix (City), entered into a “Last Chance Employment Agreement”
    (LCEA). Therein, Gee acknowledged violating several personnel rules that
    could have resulted in termination. In resolution of those violations, the
    LCEA provided for “reduced discipline” encompassing the “violations
    occurring between August 19, 2013 and October 15, 2013.” In lieu of
    termination, Gee agreed to: “fully comply with and follow” all City
    Personnel Rules, “waive her right to a Civil Service Board and appeal,” and
    “any other remedy” arising from the disciplinary action or circumstances
    surrounding it. Gee also confirmed her understanding that failure to
    improve her record of unscheduled absences could result in termination.
    In consideration of this resolution, Gee agreed to a forty-hour suspension.
    The terms of LCEA were to remain in effect until October 2018.
    ¶3          Gee’s suspension began October 22, 2013. Her notice of
    suspension provided that she must “comply with the Department’s leave
    management guidelines.” Therein, Gee was instructed that she must not
    accrue “any unscheduled non-FMLA absences between October 19, 2013
    and August 26, 2014,” to be considered compliant with the LCEA.
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    ¶4             In September 2014, the City informed Gee that termination
    had been recommended following “an administrative investigation
    surrounding [her] unauthorized absence from work [and] failure to follow
    [C]ity policies.” The City terminated Gee in September 2014 for violating
    the City’s attendance policy and City Personnel Rule 21b3.1 Gee appealed
    the decision, and a hearing officer took testimony from both Gee and the
    City in January 2015.
    ¶5               After reviewing the City’s policies and the LCEA, the hearing
    officer found that since Gee entered into the LCEA she “accumulated an
    unscheduled absence in the form of 2 tardies,” “two unscheduled absences
    . . . in June,” “an unscheduled absence for an early departure from work in
    July, and she accumulated an unscheduled absence from August 28 until
    September 4, 2014, for an additional five (5) unscheduled absences within
    the rolling 12-month period.”
    ¶6             The hearing officer further determined disciplinary action
    was warranted based on his findings that Gee violated Rules 21b3 and
    21b18.2 In his report, the hearing officer also rejected Gee’s argument the
    City’s calculation of her absences “should be disregarded.” The hearing
    officer concluded that “[n]o competent evidence exists in the record . . . on
    which to conclude that any of [Gee]’s unscheduled absences . . . should be
    disregarded or minimized in determining [Gee]’s compliance with the
    management leave guidelines.” However, the hearing officer did not make
    any specific finding regarding Gee’s compliance with the City’s attendance
    policy. The report recommended that the City of Phoenix Civil Service
    Board (Board) sustain Gee’s dismissal.
    1       City Personnel Rule 21b3 authorizes the City’s Civil Service Board
    (Board) to “uphold the action of the appointing authority in disciplining an
    employee” when the “employee has violated any lawful or official
    regulation or order, or failed to obey any lawful and reasonable direction
    given him by his supervisor, when such violation or failure to obey
    amounts to insubordination or serious breach of discipline which may
    reasonably be expected to result in lower morale in the organization, or to
    result in loss, inconvenience, or injury to the City or the public” as grounds
    for upholding employee discipline.
    2       City Personnel Rule 21b18 authorizes the Board to uphold discipline
    when “the employee has been guilty of any other conduct of equal gravity
    to the reasons enumerated in 21b1 through 21b17.”
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    ¶7           Gee’s appeal proceeded to the Board. After reviewing the
    recommendations of the hearing officer and considering arguments from
    Gee’s counsel, the Board sustained Gee’s dismissal. The Board found that,
    in addition to violating City Personnel Rules 21b3 and 21b18, Gee also
    violated Rule 21b8.3
    ¶8             Gee then filed a complaint for special action in superior court,
    requesting that “the decision of the [Board] be reversed.” In response, the
    City filed a Motion to Decline Jurisdiction, arguing special action
    jurisdiction was not appropriate because Gee failed to present any basis
    entitling her to such relief. The superior court agreed and Gee timely
    appealed. We have jurisdiction pursuant to Article 6, Section 9, of the
    Arizona Constitution, Arizona Revised Statutes (A.R.S.) section
    12-120.21.A.4 (West 2016),4 and Arizona Rule of Procedure for Special
    Actions 8.(a).
    DISCUSSION
    ¶9              “The decision to accept or reject special action jurisdiction is
    highly discretionary.” Am. Fam. Mut. Ins. Co. v. Grant, 
    222 Ariz. 507
    , 511,
    ¶ 9 (App. 2009). We review a superior court’s declination of special action
    jurisdiction for an abuse of that discretion. Files v. Bernal, 
    200 Ariz. 64
    , 65,
    ¶ 2 (App. 2001). A court abuses its discretion when “the record fails to
    provide substantial support for its decision or the court commits an error of
    law in reaching the decision.” 
    Id. A denial
    of special action relief “will be
    upheld for any valid reason disclosed by the record.” State ex rel. Dean v.
    City Ct. of City of Tucson, 
    123 Ariz. 189
    , 192 (App. 1979). When the superior
    court declines jurisdiction of a special action without addressing the merits,
    we likewise do not reach the merits on appeal. State v. Johnson, 
    184 Ariz. 521
    , 523 (App. 1994). Rather, “the sole issue before us [is] whether that court
    abused its discretion when it declined to accept jurisdiction.” 
    Id. (citation omitted);
    see also Stapert v. Ariz. Bd. of Psychologist Exam’rs, 
    210 Ariz. 177
    ,
    182, ¶ 22 (App. 2005). The burden of proving whether special action
    jurisdiction is warranted lies with the party requesting relief. See Bd. of Cty.
    3      City Personnel Rule 21b8 permits the Board to uphold disciplinary
    action when “the employee has been absent without leave, contrary to these
    Rules, or has failed to report after leave of absence has expired, or after such
    leave of absence has been disapproved or revoked and cancelled by the
    appointing authority.”
    4     We cite the current version of applicable statutes when no revisions
    material to this decision have since occurred.
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    Supervisors, Santa Cruz Cty. v. Rio Rico Volunteer Fire Dist., 
    119 Ariz. 361
    , 364
    (App. 1978).
    ¶10           Gee alleges the Board’s decision was “arbitrary, capricious
    and contrary to law” and contends special action jurisdiction is appropriate
    because the hearing officer and the Board “exceeded their jurisdiction,
    made errors of law and abused their discretion.” Specifically, Gee argues
    the superior court erred by failing to: properly interpret the terms of the
    LCEA, determine whether the City violated its own policies in its
    calculation of her absences, and determine whether the actions of the Board
    were arbitrary and capricious because it improperly interpreted the terms
    of the LCEA. Gee further contends there is no competent evidence
    supporting the calculation of absences or failure to improve her attendance
    record.
    ¶11            The City argues special action jurisdiction was not
    appropriate because Gee’s termination was supported by the record and
    she failed to show relief was necessary. We agree.
    ¶12            Our consideration and review of the record on appeal is
    limited to whether there is “substantial support” for the superior court’s
    denial of special action jurisdiction. 
    Files, 200 Ariz. at 65-66
    , ¶ 2. Here, the
    court declined jurisdiction “[f]or the reasons stated in [the City]’s Motion
    [to Decline Jurisdiction] and Reply;” that Gee failed to show extraordinary
    relief was appropriate and the record supported her termination. Gee
    challenges the hearing officer and the Board’s calculation of her absences as
    misinterpretation of the LCEA, essentially asking us to reconsider and
    reweigh evidence, so as to reach a different conclusion in her favor. This is
    a function we do not perform on appeal. See Culpepper v. State, 
    187 Ariz. 431
    , 436 (App. 1996) (“In reviewing factual determinations by an
    administrative agency, this court does not reweigh the evidence or
    substitute its judgment for that of the agency.”). Additionally, neither the
    hearing officer nor the Board affirmatively determined whether Gee
    violated the attendance policy. Instead, findings were made that Gee
    violated City Personnel Rules 21b3, 21b8, and 21b18, and that the resulting
    discipline imposed was authorized.
    ¶13           Gee also contends the LCEA’s resolution language, which
    provides that it operates as a “full and complete resolution” of her
    violations between August 19, 2013 and October 15, 2013, precludes
    consideration of any attendance issues prior to October 15, 2013. However,
    a calculation or consideration of Gee’s alleged absences, interpretation of
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    GEE v. PHOENIX et al.
    Decision of the Court
    the LCEA, and application of the City’s attendance policy is not necessary
    to reach the hearing officer and the Board’s conclusions.
    ¶14            According to Rule 21b, “[f]ailure to meet such standards of
    conduct and work performance for any of the following listed reasons . . . shall
    be considered sufficient by the Board to uphold the action of the appointing
    authority in disciplining an employee.” (Emphasis added.). Such conduct
    includes:
    failure to obey any lawful and reasonable direction given him
    by his supervisor, when such violation or failure to obey
    amounts to insubordination or serious breach of discipline
    which may reasonably be expected to result in lower morale
    in the organization, or to result in loss, inconvenience, or
    injury to the City or the public.
    City Personnel Rule 21b3.
    ¶15          The City’s leave policy provides that “[e]xcessive
    unscheduled absences from work can be disruptive and place a burden on
    co-workers and supervisors who must cover the absent employee.”
    ¶16               Through the LCEA, Gee agreed to “fully comply and follow
    all City . . . [r]ules and policies, and follow all directives.” Gee’s suspension
    notice provided explicit instructions not to accrue “any unscheduled
    non-FMLA absences between October 19, 2013 and August 26, 2014” to
    comply with leave guidelines. Gee admits to at least one unscheduled
    absence between October 19, 2013 and August 15, 2014.
    ¶17             Evidence in the record supports the conclusion that Gee
    violated City Personnel Rule 21b3, as found by both the hearing officer and
    the Board. Because any finding under Rule 21b “shall be considered
    sufficient . . . to uphold the action,” we need not discuss the finding that
    Gee violated any other City Personnel Rule.5 Consequently, we cannot say
    the superior court abused its discretion in declining special action review.
    CONCLUSION
    ¶18           For the foregoing reasons, we affirm the superior court’s
    denial of special action jurisdiction. Gee requests attorney fees and costs on
    appeal; because she is not the prevailing party, we deny her request. As the
    5      Both the hearing officer and the Board found Gee violated 21b3.
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    GEE v. PHOENIX et al.
    Decision of the Court
    prevailing party, the City is entitled to costs upon compliance with ARCAP
    21.
    AMY M. WOOD • Clerk of the Court
    FILED: AA
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