Justia Government & Administrative Law Opinion Summaries

Mark L. Sadler, a former employee of the United States Army, was suspended and then removed from his position for insubordination. Sadler claimed that these actions were retaliatory under the Whistleblower Protection Act and sought corrective action from the Merit Systems Protection Board (Board). He also requested sanctions against the government for the destruction of evidence. The Board denied both his motion for sanctions and his request for corrective action.The Merit Systems Protection Board initially dismissed Sadler’s first complaint, finding it did not sufficiently allege protected activity. For his second complaint, the Board acknowledged that Sadler engaged in protected whistleblower activity but concluded that the Army had shown by clear and convincing evidence that it would have taken the same actions regardless of the protected activity. The Board also denied Sadler’s motion for sanctions, finding that the destruction of evidence was part of the Army’s ordinary procedures and did not warrant sanctions.The United States Court of Appeals for the Federal Circuit reviewed the case and affirmed the Board’s decision. The court agreed that Sadler’s first complaint did not allege protected activity and that the Army had provided clear and convincing evidence that it would have taken the same actions absent the whistleblowing. The court also upheld the Board’s decision on the sanctions issue, agreeing that the destruction of evidence was part of routine procedures and did not meet the intent standard required for sanctions under Rule 37(e) of the Federal Rules of Civil Procedure. View "SADLER v. ARMY " on Justia Law

Pirelli Tyre Co., Ltd. (Pirelli China), a foreign producer and exporter of certain tires, sought to establish independence from the Chinese government to obtain a separate antidumping duty rate. The United States Department of Commerce conducted an administrative review of merchandise covered by a 2015 antidumping-duty order for tires from China, covering entries between August 1, 2017, and July 31, 2018. Commerce applied a rebuttable presumption that all exporters within China are subject to government control, assigning a PRC-wide antidumping-duty rate unless the exporter demonstrates sufficient independence.The United States Court of International Trade (Trade Court) upheld Commerce’s determination that Pirelli China had not demonstrated its independence from government control. Commerce found that Pirelli China did not show autonomy from the Chinese government in selecting its management, a key criterion for obtaining a separate rate. Pirelli China’s arguments based on Italian law were rejected because the relevant provisions were not included in the record.The United States Court of Appeals for the Federal Circuit reviewed the case and affirmed the Trade Court’s decision. The court held that Commerce’s interpretation of the rebuttable presumption and its requirement for Pirelli China to demonstrate autonomy from government control were reasonable. The court also found that Commerce’s determination was supported by substantial evidence, including the indirect ownership and control by state-owned enterprises and the shared management between Pirelli entities and Chinese government-controlled entities. The court concluded that Commerce acted within its discretion in rejecting Pirelli China’s unsupported interpretations of Italian law and upheld the assignment of the PRC-wide antidumping-duty rate to Pirelli China. View "PIRELLI TYRE CO., LTD. v. US " on Justia Law

A veteran of the United States Air Force, Clinton Siples, was granted service connection for bilateral shoulder subluxation by a Regional Office (RO) of the United States Department of Veterans Affairs (VA). After the decision became final, the United States Court of Appeals for Veterans Claims (Veterans Court) decided Burton v. Shinseki, which interpreted 38 C.F.R. § 4.59 as not limited to cases of arthritis. Mr. Siples then filed a motion alleging clear and unmistakable error (CUE) in the RO’s rating decision, arguing that the newly interpreted § 4.59 would have required the VA to assign him a higher rating for his shoulder disability, which was not based on arthritis.The Veterans Court affirmed the Board of Veterans’ Appeals’ (Board) denial of Mr. Siples’s CUE motion, stating that at the time of his rating decision, § 4.59 was not undebatably understood to apply to cases other than arthritis, and thus there was no error of the type required for CUE. The Veterans Court applied the standard that CUE must be analyzed based on the law as it was understood at the time of the original decision and cannot arise from a subsequent change in the law or interpretation thereof.The United States Court of Appeals for the Federal Circuit reviewed the case and affirmed the Veterans Court’s decision. The Federal Circuit held that CUE must be based on the law at the time of the decision, and at the time of the RO’s decision in Mr. Siples’s case, § 4.59 was not undebatably understood as applying to cases other than arthritis. The court concluded that the regulation’s plain language did not clearly apply to non-arthritis claims, and the understanding of § 4.59 in July 2004 did not undebatably require the RO to assign a higher rating to Mr. Siples’s non-arthritic shoulder disability. View "SIPLES v. COLLINS " on Justia Law

Dr. Jabeen N. Abutalib, a physician with the Veterans Health Administration (VHA), sought corrective action from the Merit Systems Protection Board (MSPB) for alleged retaliatory personnel actions following her Equal Employment Opportunity (EEO) complaint. Dr. Abutalib claimed that her EEO complaint, which was settled in January 2020, led to adverse actions including a reduction in pay and reassignment. She filed a whistleblower complaint with the Office of Special Counsel (OSC) and subsequently appealed to the MSPB.The MSPB dismissed Dr. Abutalib’s appeal for lack of jurisdiction, stating that she failed to make a nonfrivolous showing of whistleblowing or other protected activity. The administrative judge noted that as a VHA physician, Dr. Abutalib could not appeal adverse agency actions under chapter 75 of title 5. Additionally, the judge found that her claims of retaliation for filing an EEO complaint did not constitute whistleblowing under 5 U.S.C. § 2302(b)(8) or protected activity under § 2302(b)(9)(A)(i).The United States Court of Appeals for the Federal Circuit reviewed the case and affirmed the MSPB’s decision. The court held that Dr. Abutalib did not present her argument regarding the settlement agreement as evidence of whistleblowing to the administrative judge, and thus could not raise it for the first time on appeal. Furthermore, the court found that the matters addressed in the settlement agreement were not the subjects of her OSC complaint, indicating a failure to exhaust administrative remedies. The court concluded that Dr. Abutalib did not make a nonfrivolous showing of a qualifying whistleblowing disclosure and upheld the MSPB’s dismissal of her appeal. View "ABUTALIB v. MSPB " on Justia Law

Dr. Neena Biswas, a physician at the VA’s Dallas facility, alleged that the VA retaliated against her for whistleblowing by converting her appointment from permanent to temporary and subsequently terminating her employment. Dr. Biswas had made disclosures regarding the hiring process for the Chief of the Hospitalist Section, which she believed violated statutory requirements prioritizing U.S. citizens.The Merit Systems Protection Board (Board) found that Dr. Biswas’s disclosures were protected under the Whistleblower Protection Act and contributed to the VA’s actions. However, the Board denied her request for corrective action, concluding that the VA would have taken the same actions regardless of her disclosures. The Board determined that the VA had strong evidence supporting its personnel actions, including Dr. Biswas’s unprofessional and disruptive conduct, and that other similarly situated employees were treated similarly.The United States Court of Appeals for the Federal Circuit reviewed the case. The court affirmed the Board’s decision, agreeing that the VA had clear and convincing evidence to support its actions. The court noted that Dr. Biswas’s conduct, including refusing patient assignments and sending inflammatory emails, justified the VA’s actions. The court also found that the Board’s error in considering Dr. Biswas’s emails to the VA Secretary as insubordination was harmless, as the decision was supported by other substantial evidence of her misconduct. The court concluded that the VA met its burden of proving it would have taken the same actions absent the whistleblowing. View "BISWAS v. DVA " on Justia Law

Kitlinski, employed by the DEA and a Coast Guard reservist, was recalled to active duty. For an extended period, he served full-time at Coast Guard headquarters in Washington, D.C. He filed complaints under the Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. 4301-35, and an equal employment opportunity complaint against DEA, based on DEA’s responses to his requests to be transferred from DEA’s San Diego office to Arlington, Virginia, where Kitlinski’s wife worked. After a deposition, Kitlinski returned to his car, in a secure DEA parking lot, and discovered a Blackberry device bearing a DEA sticker under his car's hood. He suspected that it was intended to track his location and record his conversations. Kitlinski reported his discovery to the FBI. Kitlinski’s wife was interrogated and was threatened with discipline if she did not turn over the Blackberry. Kitlinski filed an action with the Merit Systems Protection Board, alleging that the placement of the Blackberry and his wife's interview violated USERRA as discrimination and by creating a hostile work environment. He also alleged retaliation and a hostile work environment in retaliation for his exercise of his USERRA rights. The Federal Circuit affirmed the Board’s dismissal of various claims but remanded in part because the Board did not make a finding on Kitlinski’s claim that DEA had created a hostile work environment in retaliation for his USERRA activities. View "Kitlinski v. Merit Systems Protection Board" on Justia Law

Mid Continent Nail requested that the Department of Commerce initiate a third administrative review of its anti-dumping duty order covering certain steel nails from China. Mid Continent did not serve the request directly on Suntec, a Chinese exporter and producer named in the antidumping order and in the request. When Commerce actually initiated the review about a month after receiving the request, it published a notice in the Federal Register, as provided in 19 U.S.C. 1675(a)(1). Despite that publication, however, Suntec did not participate in the review. Because of a lapse in its relationship with the counsel who had been its representative for years in the steel-nail proceedings, Suntec remained unaware of the review until Commerce announced the final results. The Court of International Trade declined to set aside the results of the review as applied to Suntec. The Federal Circuit affirmed, holding that Suntec had failed to demonstrate that it was substantially prejudiced by the service error as to the request for the review because the Federal Register notice constituted notice to Suntec as a matter of law and fully enabled Suntec to participate in the review. View "Suntec Industries Co., Ltd. v. United States" on Justia Law

Veterans Access, Choice, and Accountability Act (VACAA) provisions vesting significant authority in administrative judges violates Appointments Clause. In 2014, Congress investigated reports that senior executives in the Department of Veterans Affairs (DVA) had manipulated hospital performance metrics by maintaining secret wait lists of veterans who needed care. The resulting VACAA established new rules for the removal of DVA Senior Executive employees, 38 U.S.C. 713. Previously, senior DVA executives could only be removed under the Civil Service Reform Act, 5 U.S.C. 1101, and were entitled to appeal to the Merit Systems Protection Board (MSPB), to a hearing, and to attorney representation. Section 713 created an accelerated timeline for MSPB appeals and required the MSPB to refer all appeals to an administrative judge (AJ) for decision within 21 days. Helman, the Director of the Phoenix Veterans Affairs Health Care System, was removed from her position under section 713. An MSPB AJ affirmed. Helman sought review from the full Board. Citing section 713(e)(2), the Board refused to take any further action. The Federal Circuit remanded, holding that, by prohibiting Board review under section 713(e)(2), Congress vested significant authority in an AJ in violation of the Appointments Clause. Section 713(e)(2) and two related sections are severable, leaving the remainder of the statute intact. View "Helman v. Department of Veterans Affairs" on Justia Law

The 2013 Department of Defense (DOD) budget was cut by $37 billion halfway through Fiscal Year 2013. The Secretary of Defense directed DOD managers to prepare to furlough most civilian employees for up to 11 workdays, with exceptions for employees deployed to a combat zone, those whose jobs are necessary to protect safety of life and property, Navy Shipyard employees, National Intelligence Program employees, Foreign Military Sales employees, political appointees, non-appropriated fund instrumentality employees, foreign national employees, and various employees not paid directly by DOD Military accounts. Snyder, a civilian engineer at the Naval Surface Warfare Center (Dahlgren) received a Notice of Proposed Furlough. Snyder worked on an Advanced Shipboard Weapons Control project, governed by a Cooperative Research and Development Agreement (CRADA) between Dahlgren and Lockheed. Lockheed was solely responsible for funding and paid $2.6 million in 2012 to the U.S. Treasurer. Unused funds were to be remitted to Lockheed. Lockheed and Snyder requested that Dahlgren employees supporting the CRADA be exempt from furlough. The Navy denied the request. The Federal Circuit affirmed the Merit System Protection Board in upholding Snyder’s furlough. An agency may furlough an employee for lack of work or funds or other non-disciplinary reasons, 5 U.S.C. 7511(a)(5), 7512(5) if the furlough “will promote the efficiency of the service.” The court found the furlough decision to “be a reasonable management solution to the financial restrictions placed on the agency.” View "Snyder v. Department of the Navy" on Justia Law

Banks was hired by the VA in July 2015. Her appointment was in the excepted service and was subject to a one-year probationary period. In March 2016, the VA notified Banks that it planned to terminate her due to performance issues. Rather than wait for the agency to terminate her, Banks resigned. Banks appealed to the Merit Systems Board, asserting that her resignation constituted a constructive removal. An administrative judge found that Banks was not preference eligible, that the record contained no evidence of prior federal service, and that Banks was within her probationary period, and concluded that Banks was not an “employee” under 5 U.S.C. 7511(a)(1) with the right to appeal to the Board. The AJ concluded that Banks’s allegations of a hostile work environment and retaliation did not provide jurisdiction under 5 U.S.C. 7702(a), absent non-frivolous allegations of an agency action independently appealable to the Board. The Board upheld the dismissal after considering new evidence indicating that, before being hired by the VA, Banks had been currently and continuously employed by the U.S. Postal Service for three years. The Board concluded that this prior federal service did not give Banks a right to appeal because the Postal Service is not an “Executive agency” under 5 U.S.C. 7511(a)(1)(C)(ii). The Federal Circuit affirmed, agreeing that the Board lacked jurisdiction. View "Banks v. Merit Systems Protection Board" on Justia Law