Cesar Lee v. Lisa Jackson , 574 F. App'x 195 ( 2014 )

NOT PRECEDENTIAL
UNITED STATES COURT OF APPEALS
FOR THE THIRD CIRCUIT
_____________
No. 13-2709
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CESAR LEE,
Appellant
v.
LISA P. JACKSON,
IN HER OFFICIAL CAPACITY AS ADMINISTRATOR U.S.
ENVIROMENTAL PROTECTION AGENCY;
UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
________________________
On Appeal from the United States District Court
for the Eastern District of Pennsylvania
District Court No. 2-11-cv-00195
District Judge: The Honorable Paul S. Diamond
Submitted Pursuant to Third Circuit L.A.R. 34.1(a)
July 10, 2014
Before: SMITH, VANASKIE, and SLOVITER, Circuit Judges
(Filed: July 24, 2014 )
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OPINION
_____________________
SMITH, Circuit Judge.
Cesar Lee worked as an environmental engineer for the United States
Department of Environmental Protection (EPA) until his employment was
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terminated in 2009. He unsuccessfully challenged his termination before the Merit
Systems Protection Board (MSPB). Thereafter, Lee filed a complaint in the United
States District Court for the Eastern District of Pennsylvania challenging the
MSPB’s decision and adding a claim of employment discrimination under Title
VII based on his ethnicity as a Chinese American. After discovery closed, the
EPA filed a motion for summary judgment on both counts. The District Court
granted that motion. This timely appeal followed.
The District Court exercised jurisdiction under 5 U.S.C. § 7703(b)(2). We
have appellate jurisdiction under 28 U.S.C. § 1291. Lee challenges only the
District Court’s order upholding the MSPB’s decision. “We review the agency
decision on the administrative record to determine whether it is arbitrary,
capricious, an abuse of discretion, or otherwise unsupported by law or substantial
evidence.” Makky v. Chertoff, 541 F.3d 205, 211 (3d Cir. 2008) (citing 5 U.S.C. §
7703(c)). “Substantial evidence is more than a mere scintilla. It means such
relevant evidence as a reasonable mind might accept as adequate to support a
conclusion.” Consolid. Edison Co. v. Nat’l Labor Relations Bd., 305 U.S. 197, 229
(1938).
According to Lee, there are several reasons the MSPB’s decision should be
set aside. First, he contends that the MSPB’s decision is not supported by
substantial evidence because the EPA failed to show his performance was
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unacceptable. Second, Lee submits that substantial evidence is lacking because
the EPA failed to introduce the spreadsheets, data entry forms and computer
screenshots on which the EPA’s allegations of substandard performance were
based. Third, Lee argues that his termination should be set aside because the EPA
failed to establish that he knew of the overriding importance of the tasks set out for
him in the performance improvement plan (PIP). Fourth, Lee challenges the
termination on procedural grounds, arguing that the EPA improperly required that
he meet more “critical elements” in his PIP than permitted by the collective
bargaining agreement and that it terminated him for an unacceptable performance
during an appraisal period of less than one year contrary to 5 U.S.C. § 4303(c)(2).
Our review compels the conclusion that the EPA’s decision to terminate Lee
is supported by substantial evidence. Indeed, the District Court’s well-reasoned
decision explains not only why there is substantial evidence supporting the EPA’s
decision to terminate Lee, but also why Lee’s other arguments lack merit.
Accordingly, we will affirm for substantially the reasons stated in the District
Court’s opinion.
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