Case: 20-1312 Document: 28 Page: 1 Filed: 07/07/2020
NOTE: This disposition is nonprecedential.
United States Court of Appeals
for the Federal Circuit
______________________
GLENDA CHRISTINA SKINNER,
Petitioner
v.
DEPARTMENT OF VETERANS AFFAIRS,
Respondent
______________________
2020-1312
______________________
Petition for review of the Merit Systems Protection
Board in No. AT-1221-18-0632-W-1.
______________________
Decided: July 7, 2020
______________________
GLENDA CHRISTINA SKINNER, Keystone Heights, FL,
pro se.
BRYAN MICHAEL BYRD, Commercial Litigation Branch,
Civil Division, United States Department of Justice,
Washington, DC, for respondent. Also represented by
JOSEPH H. HUNT, ALLISON KIDD-MILLER, ROBERT EDWARD
KIRSCHMAN, JR.; HEATHER BLACKMON, Office of General
Counsel, United States Department of Veterans Affairs,
Tampa, FL.
______________________
Case: 20-1312 Document: 28 Page: 2 Filed: 07/07/2020
2 SKINNER v. DVA
Before LOURIE, SCHALL, and DYK, Circuit Judges.
PER CURIAM.
Glenda Christina Skinner appeals from the decision of
the Merit Systems Protection Board (“the Board”) in Skin-
ner v. Dept. of Veterans Affairs , No. AT-1221-18-0632-W-1
(Sept. 23, 2019), denying her request for corrective action
for alleged whistleblower reprisal. App. 4–22. For the fol-
lowing reasons, we affirm.
BACKGROUND
Skinner was formerly employed as a GS-07 Supervi-
sory Health Technician with the United States Depart-
ment of Veterans Affairs (“the VA” or “the agency”) North
Florida/South Georgia Veterans Health System in Gaines-
ville, Florida. Effective September 2017, Skinner accepted
the VA’s offer to reassign her to the position of a GS-06
Practical Nurse. She subsequently filed a complaint with
the Office of Special Counsel (“OSC”) alleging that the VA
engaged in whistleblower reprisal after she made protected
disclosures. On June 12, 2018, OSC took no action and
closed its file and notified Skinner of her right to file an
individual right of action (“IRA”) appeal at the Board.
Skinner filed an IRA appeal on July 26, 2018 under the
provisions of the Whistleblower Protection Act of 1989
(“WPA”) and the Whistleblower Protection Enhancement
Act of 2012 (“WPEA”). She alleged that she engaged in a
number of protected activities and was subjected to a num-
ber of alleged personnel actions. On September 23, 2019,
the Board’s Administrative Judge (“AJ”) issued an initial
decision denying Skinner’s request for corrective action.
The AJ found that Skinner met the requirement to ex-
haust her administrative remedies with respect to three al-
leged whistleblowing activities: (1) disclosures in 2015
regarding a technician who allegedly sabotaged specimens
and wrote orders without a doctor’s permission;
Case: 20-1312 Document: 28 Page: 3 Filed: 07/07/2020
SKINNER v. DVA 3
(2) participation in an agency administrative investigation
board; and (3) a November 2015 email (copying the Secre-
tary of the VA) about the phlebotomy lab being short-
staffed. App. 8–9. The AJ also found that Skinner
exhausted her administrative remedies with respect to five
alleged personnel actions taken against her: (1) a proposed
10-day suspension; (2) non-selection for a GS-09 Patient
Representative position; (3) a failure to provide training;
(4) a constructive demotion; and (5) a hostile work environ-
ment. App. 9.
The AJ next considered whether each of Skinner’s ac-
tivities constituted a protected whistleblower activity un-
der the statute. Following Board precedent, the AJ
rejected Skinner’s claim that participating in an adminis-
trative investigation board is activity protected under the
WPA. Id. (citing Graves v. Dep’t of Veterans Affairs,
123
M.S.P.R. 434 (2016)). The AJ also found that Skinner’s No-
vember 2015 email about staffing in the phlebotomy lab
was not a protected disclosure under the WPA because
there was no evidence that she made that disclosure with
the reasonable belief that it evidenced a violation of law,
an abuse of authority, or a gross waste of funds. See App.
9–13; see also
5 U.S.C. § 2302(a)(2)(D). However, the AJ
found that Skinner made a protected disclosure under the
WPA regarding the technician who sabotaged specimens
and wrote orders. App. 13–14.
The AJ then considered whether Skinner’s protected
disclosure was a contributing factor to a personnel action
taken by the agency. The AJ found that the denial of train-
ing was not a personnel action because there was no evi-
dence that such training was reasonably expected to lead
to an appointment, promotion, performance evaluation, or
other personnel action. App. 14–15 (citing
5 U.S.C.
§ 2302(a)(2)(A)(ix)). The AJ also found that Skinner’s pro-
tected disclosure was not a contributing factor in either her
non-selection for the GS-09 position or her proposed 10-day
suspension because there was no evidence that the people
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4 SKINNER v. DVA
involved in those decisions had knowledge of Skinner’s dis-
closure.
Finally, the AJ considered Skinner’s allegations that
the VA subjected her to a hostile work environment that
compelled her to accept a demotion. 1 The AJ found that
Skinner’s unpleasant working conditions were not due to
the actions of the agency, but rather to the actions of the
president of the local chapter of the American Federation
of Government Employees union as well as Skinner’s own
inexperience and failure to understand the relationship be-
tween unions and agency management. App. 19. The AJ
noted that the agency attempted to take action on Skin-
ner’s behalf by directly contacting the union president
about her intimidating and harassing behavior and by fil-
ing an unfair labor practice charge against the union pres-
ident with the Federal Labor Relations Authority. App. 18.
Ultimately, however, the AJ found that the union president
was afforded significant insulation from management dis-
cipline and that the agency was justified in ordering Skin-
ner to stop posting petitions for the removal of the union
president because the petitions could be viewed as viola-
tions of the Federal Service Labor-Management Relations
Statute. App. 18–19. As for Skinner’s other allegations of
a hostile work environment, including that she was as-
signed tasks that it was impossible for her to complete, the
AJ found that her assertions constituted “the type of dis-
satisfaction with work assignments that the Board has
found to be generally not so intolerable as to compel a rea-
sonable person to resign.” App. 19.
Based on his findings, the AJ concluded that Skinner
failed to prove that she engaged in protected
1 Skinner is no longer contesting her downgrade in
position in this appeal. See Appellant Memorandum in lieu
of Oral Argument at 1, ECF No. 24. We thus restrict our
analysis to the hostile work environment charge alone.
Case: 20-1312 Document: 28 Page: 5 Filed: 07/07/2020
SKINNER v. DVA 5
whistleblowing activity that was a contributing factor in a
personnel action. App. 20. The AJ thus denied Skinner’s
request for corrective action. The AJ’s decision became the
final decision of the Board on October 28, 2019. Skinner
appealed directly to this court, and we have jurisdiction un-
der
28 U.S.C. § 1295(a)(9).
DISCUSSION
Our review of a decision by the Board is limited. Pur-
suant to
5 U.S.C. § 7703(c), a Board decision must be af-
firmed unless it is found to be: (1) arbitrary, capricious, an
abuse of discretion, or otherwise not in accordance with
law; (2) obtained without procedures required by law, rule,
or regulation having been followed; or (3) unsupported by
substantial evidence. Hayes v. Navy,
727 F.2d 1535, 1537
(Fed. Cir. 1984). The Board’s decision must be sustained
when a rational basis exists for its conclusions. Carroll v.
Dep’t of Health & Human Servs.,
703 F.2d 1388, 1390 (Fed.
Cir. 1983).
On appeal, Skinner mainly asks us to reconsider the
voluminous record of evidence that the AJ already consid-
ered. For example, Skinner repeatedly argues that the AJ
“dismissed” or “ignored” evidence, but the Board’s decision
reflects the opposite. The AJ considered all of the evidence
and, in fact, recognized the difficult circumstances Skinner
faced, including that she “was the subject of verbal and
written abuse by the president of the union.” App. 17.
However, the AJ correctly applied the law by considering,
not merely whether Skinner has legitimate grievances, but
whether those grievances amount to whistleblower reprisal
by the agency in violation of the WPA. The AJ concluded
that Skinner failed to prove by a preponderance of the evi-
dence that she made a protected disclosure that was a con-
tributing factor in a personnel action. See Ellison v. Merit
Sys. Prot. Bd.,
7 F.3d 1031, 1034 (Fed. Cir. 1993). Because
the AJ’s conclusion is supported by substantial relevant
Case: 20-1312 Document: 28 Page: 6 Filed: 07/07/2020
6 SKINNER v. DVA
evidence and a rational basis, we have no reason to over-
turn it.
Skinner also misconstrues the AJ’s decision as well as
the extent to which agency management is allowed to in-
tervene in the activities of a union official. For example,
Skinner contends that the AJ incorrectly found that the
agency was not responsible for the hostile work environ-
ment because it was created by the union president. See
Appellant Br. 18–19 (citing case law from other circuits re-
garding employer liability for tolerating a hostile work en-
vironment); Appellant Memorandum in lieu of Oral
Argument at 4. But the AJ found that the agency did not
simply tolerate a hostile work environment; rather, it at-
tempted to take action on Skinner’s behalf to resolve the
issues she was having with the union president. App. 18.
Moreover, the AJ found that any further intervention by
the agency into the activities of the union president could
have potentially subjected the agency to liability for an un-
fair labor practice.
Id. (citing
5 U.S.C. § 7116(a)(1)). Thus,
we find no error in the AJ’s decision that the evidence re-
garding a hostile work environment did not support Skin-
ner’s claim of whistleblower reprisal by the agency.
Skinner’s procedural arguments regarding discovery
motions, hearing continuances, and evidentiary issues are
also unavailing. “Procedural matters relative to discovery
and evidentiary issues fall within the sound discretion of
the board and its officials.” Curtin v. Office of Pers. Mgmt.,
846 F.2d 1373, 1378 (Fed. Cir. 1988). Although Skinner
asserts that the Board’s procedural decisions were incor-
rect for a variety of reasons, she provides no evidence from
which we can conclude that the AJ abused his discretion.
Finally, Skinner’s attempt to shift the burden to the
agency is incorrect under the law. See Appellant Br. 10
(arguing that the agency “did not prove by clear and con-
vincing evidence that Ms. Skinner did not engage in pro-
tected disclosure and that the disclosure did not result in
Case: 20-1312 Document: 28 Page: 7 Filed: 07/07/2020
SKINNER v. DVA 7
reprisal.”); see also
id. (“The agency must also prove by
clear and convincing evidence that they did not retaliate
against Ms. Skinner for her protective disclosures.”). The
burden rested with Skinner to prove by a preponderance of
the evidence that she made a protected disclosure as de-
fined in
5 U.S.C. § 2302(b)(8), and that the protected dis-
closure was a contributing factor to an adverse personnel
action. See Ellison,
7 F.3d at 1034. Unless and until Skin-
ner met her burden, the agency had no obligation to prove
anything.
Id. We thus find no legal error by the AJ.
CONCLUSION
We have considered Skinner’s remaining arguments,
but we find them unpersuasive. Thus, the decision of the
Board is affirmed.
AFFIRMED
COSTS
No costs.
