Axel v. Apfel , 118 F. App'x 677 ( 2004 )


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  •                                UNPUBLISHED
    UNITED STATES COURT OF APPEALS
    FOR THE FOURTH CIRCUIT
    No. 00-2435
    STANLEY AXEL; JOEL CANFIELD; JOHN R. LOVE;
    JOHN W. OWEN, JR.; WILLIAM T. SHERIDAN,1
    Plaintiffs - Appellants,
    and
    JOSEPH P. MURPHY,
    Plaintiff,
    versus
    KENNETH S.    APFEL,   Commissioner   of     Social
    Security,
    Defendant - Appellee,
    and
    JOHN J. CALLAHAN, Acting Commissioner,
    Defendant.
    Appeal from the United States District Court for the District of
    Maryland, at Baltimore.   William M. Nickerson, District Judge.
    (CA-97-1614-WMN)
    Argued:   September 24, 2001                 Decided:   December 9, 2004
    1
    We are told that Sheridan has died. No appeal is pursued on
    his behalf. Plaintiffs’ brief, at 2, defendant’s brief at 2.
    Before WIDENER, LUTTIG, and MOTZ, Circuit Judges.
    Affirmed by unpublished per curiam opinion.
    ARGUED: Michael Edward Marr, Baltimore, Maryland, for Appellants.
    Allen F. Loucks, Assistant United States Attorney, Baltimore,
    Maryland, for Appellee. ON BRIEF: Stephen M. Schenning, United
    States Attorney, Baltimore, Maryland, for Appellee.
    Unpublished opinions are not binding precedent in this circuit.
    See Local Rule 36(c).
    2
    PER CURIAM:
    Four plaintiffs, Axel, Canfield, Love, and Owen, appeal from
    the district court’s summary judgment denying their gender and age
    discrimination claims against Kenneth Apfel, the Commissioner of
    Social Security.         We affirm.
    I
    The following facts are applicable to all of the plaintiffs.
    The plaintiffs, employed by the Social Security Administration
    (SSA) in the Office of Programs, claim they were discriminated
    against because of their age in violation of the Age Discrimination
    and Employment Act of 1967 (amended) (ADEA).2              Each plaintiff is
    male and more than 40 years of age.           They contend that they were
    not promoted to GS-13 positions, while “female employees [were
    promoted] to higher level positions beyond grade GS-12 to the
    disadvantage of older, over the age of forty (40), more experienced
    male employees.” Each plaintiff filed GS-13 promotion applications
    and EEO grievances upon non-selection for these promotions.
    First, and principally, even if not wholly, plaintiffs assert
    that       the   SSA’s   Affirmative   Employment   Plan   was   designed   and
    2
    While not particularly specified, we assume, from repeated
    references to their sex, that plaintiffs also claim a Title VII
    action for gender and racial discrimination because they are white
    males.   We hasten to add that other than several references to
    themselves as white males, no discrimination on account of race is
    inferred.
    3
    utilized to promote females and minorities over white males. They
    argue that the SSA, through its Affirmative Employment Plan,
    discriminated against them by advancing females into the higher GS-
    13, 14, 15 positions.    And such promotions were based on sex and
    age, not merit.    Plaintiffs attempt to use various statistics to
    illustrate their allegations.
    II
    The district court, in a detailed and careful opinion, granted
    summary judgment for the defendant Social Security Commissioner.
    Among   other   procedural   issues       which   are   not   argued   to   any
    significant extent on appeal and which justify its judgment, the
    district court correctly found that there was no direct evidence of
    discrimination, and that the age discrimination claim fails because
    the Affirmative Employment Plan only addresses gender and race
    issues, to which we add that we have not been pointed to proof of
    the ages of the employees who received the appointments about which
    complaint is now made other than that it could be found in the
    record, but not the appendix.     The district court also correctly
    held that gender discrimination could not be supported because
    plaintiffs were unable to establish causation.                That is to say,
    there is no proof that the promoting authority relied on the
    Affirmative Employment Plan in making the selections which are
    complained of here.    In such a case as we have here, we have held
    4
    that “plaintiffs will also have to demonstrate that the disparity
    that they complain of is the result of the employment practices
    that they are attacking.”     (Internal quotes omitted.)      Walls v.
    City of Petersburg, 
    895 F.2d 188
    , 191 (4th Cir. 1990).
    To be eligible for promotion for much of the period involved,
    an employee had to be on what is called the Best-Qualified List,
    known as a BQL.   The makeup of such a list included point standings
    running from one to five, unacceptable to outstanding,3 which
    applied to all employees, male or female, old or young.            The
    principal, and perhaps only, complaint the plaintiffs make about
    the use of points and experience to obtain position on the BQL is
    apparently that two years, or slightly less, of experience would
    give the same advantage to an applicant as would a good many years,
    the plaintiffs here having more than two years each.         We are of
    opinion that it is not a violation of either the ADEA or Title VII
    for an employer to so give credit for experience.
    On appeal, substantially all of the plaintiffs’ argument is
    devoted to the provisions of the Affirmative Employment Plan.       We
    emphasize their closing argument:     “this AEP plan being used to
    prevent these men from getting a 13.”         They arrive at this
    conclusion because the AEP plan provides for EEO Groups of Black
    men and women, Hispanic men and women, Asian/American men and
    women, American Indian/Alaskan Native men and women and White
    3
    From SSA Performance Manual for Supervisors, p.7.
    5
    women.   Omitted from the EEO Groups is a group of White men.                   The
    argument goes that by giving employment preference to all other
    employee groups, an EEO Group of white males should also have been
    established, and that such failure is in itself evidence of direct
    discrimination.      They arrive at this conclusion under Uniform
    Guidelines on Employee Selection Procedures (1978), 
    29 C.F.R. § 1607
    .4D, the catch line of which is “Adverse impact and the
    ‘four-fifths rule.’” The pertinent provision of that section is “A
    selection rate for any race, sex, or ethnic group which is less
    that four-fifths (4/5) (or eighty percent) of the group with the
    highest rate will generally be regarded by the Federal enforcement
    agencies as evidence of adverse impact, while a greater than four-
    fifths rate will generally not be [so] regarded . . . .”                        The
    plaintiffs   argue   that      the   Affirmative     Employment     Plan   to    be
    enforced must include an EEO group of white males who are then
    entitled to the benefit of the four-fifths rule and that the four-
    fifths rule should apply to their sought-for promotions from Grade
    12 to 13.     The absence of such a group, the argument goes, is
    direct evidence of discrimination.
    We are of opinion and hold that the Commissioner of Social
    Security,    in   order   to    comply       with   the   federal   Affirmative
    Employment Program for Minorities and Women need not establish an
    EEO group of White males.
    6
    In any event, the random figures presented to us consisting
    almost wholly of the raw numbers or percentages of male and female
    employees of the SSA and those within the various racial groups,
    without statistical analysis including such variables as sample
    size; the numbers, qualifications, age, sex, and race of the labor
    pool; the educational and experience requirements of the jobs; the
    numbers of applicants and applications for the jobs; and like
    necessary data; is of such minimal weight, if any, that it should
    be disregarded.     See Moultrie v. Martin, 
    690 F.2d 1078
     (4th Cir.
    1982).
    With respect to the claim of the plaintiff Axel, for job No.
    U-195, the district court correctly held that Axel had not met the
    requirement that he initiate contact with the EEO counselor within
    45   days    of     the    employment         decision    under   
    29 C.F.R. § 1614.105
    (a)(1)(1995).
    In   sum,    the   judgment   of   the    district   court   is    affirmed
    substantially for the reasons expressed in its opinion, Axel v.
    Apfel, 171 F. Supp 2d, 522 (D. Md. 2000), and for such additional
    reasons as we have expressed here.
    The judgment of the district court is accordingly
    AFFIRMED.
    7
    

Document Info

Docket Number: 00-2435

Citation Numbers: 118 F. App'x 677

Judges: Widener, Luttig, Motz

Filed Date: 12/9/2004

Precedential Status: Non-Precedential

Modified Date: 11/5/2024