United States Court of Appeals
For the First Circuit
No. 01-2658
ROBERT MILLER,
Plaintiff, Appellant,
v.
NEW HAMPSHIRE DEPARTMENT OF CORRECTIONS,
Defendant, Appellee.
APPEAL FROM THE UNITED STATES DISTRICT COURT
FOR THE DISTRICT OF NEW HAMPSHIRE
[Hon. Steven J. McAuliffe, U.S. District Judge]
Before
Boudin, Chief Judge,
Lynch and Lipez, Circuit Judges.
Michael J. Sheehan for appellant.
Nancy J. Smith, Senior Assistant Attorney General, with whom
Philip T. McLaughlin, Attorney General, was on brief, for appellee.
July 16, 2002
LIPEZ, Circuit Judge. Robert Miller filed suit against
the New Hampshire Department of Corrections ("DOC"), claiming that
his superiors at the New Hampshire State Prison retaliated against
him for engaging in protected conduct, in violation of Title VII of
the Civil Rights Act of 1964, 42 U.S.C. § 2000e, et seq.
Specifically, Miller maintained that he was disciplined, denied
positions for which he was qualified, and constructively discharged
after he supported one of his subordinates in her sexual harassment
claim. The DOC moved for summary judgment on the grounds that many
of the events Miller complained of fell outside Title VII's 300-day
statute of limitations; that the events within the limitations
period were insufficient to support Miller's claim of constructive
discharge; and that Miller failed to show that the DOC was
motivated by discriminatory animus when it refused to promote him
or transfer him to a new position.
The district court granted the motion and entered
judgment for the DOC. The court reasoned, first, that Miller could
not recover for alleged retaliation that occurred outside the
statute of limitations. It then concluded that the more recent
events were either not discriminatory, or too trivial to amount to
a constructive discharge. See Miller v. N.H. Dep't of Corrections,
Civ. No. 99-522-M, slip op. at 34-63 (D.N.H. Nov. 13, 2001)
(unpublished).
We believe the district court analyzed the issues
correctly. As we have explained elsewhere, "when a trial court
accurately takes the measure of a case and articulates its
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rationale clearly and convincingly, an appellate court should
refrain from writing at length to no other end than to hear its own
words resonate." Cruz-Ramos v. P.R. Sun Oil Co., 202 F.3d 381, 383
(1st Cir. 2000) (internal quotation marks omitted). We apply that
tenet here, and affirm largely on the basis of the district court's
thorough and well-reasoned opinion. In light of the recent
decision of the Supreme Court in National Railroad Passenger Corp.
v. Morgan, 122 S. Ct. 2061 (2002), however, we add the following
comments on the statute of limitations issue.
I.
The district court described the underlying facts in
detail. See Miller, slip op. at 4-32. We offer an abbreviated
account here. In 1995, Miller served as the unit manager of the
Hancock Unit at the New Hampshire State Prison. Among his
subordinates were Officers Sherri White and Tab Colby. In the fall
of 1995, Miller heard from a third party that Colby had told other
officers that White had engaged in oral sex with one of the
inmates. Miller passed that information along to White, who (with
Miller's assistance) filed an internal complaint of sexual
harassment on November 3, 1995.
On November 15, 1995, the DOC's Administrator of Security
issued a report sharply criticizing Miller's management of the
Hancock Unit and urging that he be transferred elsewhere. A second
report -- which summarized the DOC investigation of White's
complaint -- also faulted Miller for his "lack of leadership in
directing his employees in maintaining professionalism in
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respecting their fellow co-workers." The latter report recommended
that Miller be disciplined.
As a result of the two reports, Miller was transferred to
the Reception and Diagnostic Unit in December of 1995. Moreover,
Miller's annual evaluation, issued in March of 1996, concluded that
his performance the previous year had fallen "below expectations."
Shortly thereafter, Miller received an official letter of warning.
The letter stated that "[y]our poor judgment in dealing with your
subordinate staff impacted the effective operations of the
[Hancock] Unit and created dissention [sic], shift bashing and
jealousy amongst staff; resulting in sexual rumors," and admonished
Miller to take "immediate corrective action."
Concerned by what he viewed as unfair criticism, Miller
appealed the 1996 letter of warning. In a March, 1996, memorandum
to the Commissioner of the DOC, Miller argued: "I am being used as
a scapegoat and retaliated against because I reported [Colby's]
misconduct, mishandling of the investigation [into White's charges]
and continued pollution of the environment." Miller reiterated
that sentiment in a second memorandum, stating: "I feel abused and
retaliated against. . . . I am again asking for a thorough
investigation of the environment and retaliation."
Unpersuaded, the commissioner denied the appeal in August
of 1996. Some time later, Miller learned that White had lied to
him about certain matters related to her complaint. Accordingly,
he chose not to pursue the next step in the appeals process --
taking the matter to the Personnel Appeals Board.
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According to Miller's deposition testimony, he "was
treated very well" from August of 1996 until some time in late
1998. Miller claims that three things happened in 1998 and 1999
that triggered a new round of retaliation. First, he renewed his
efforts to get the 1996 letter of warning removed from his file.
Second, he learned for the first time that Colby had lied during
the DOC's investigation into White's harassment charges. Miller
was furious that he had not been informed of Colby's deceit, and
made his views known to his superiors at the prison. Finally,
Miller testified in White's Title VII trial in January of 1999.
Miller points to several instances of alleged retaliation
in 1998 and 1999. For our purposes, it is sufficient to focus on
one. In early 1999, Miller applied for a probation and parole
officer ("PPO") position. Of the 13 candidates interviewed, Miller
had the third-highest score on the oral interview and the highest
overall score (the combination of the oral score and a "factor"
score based on seniority and past performance). The position was
offered to the applicant with the highest score on the interview,
but the eleventh-highest overall score. Miller believes he was
denied the job because of his protected conduct in disclosing the
alleged sexual harassment of White.
II.
Miller filed a charge of discrimination with the Equal
Employment Opportunity Commission ("EEOC") in March of 1999,
claiming that he had been subjected to unlawful retaliation
beginning in December of 1995. In due course, he filed suit in
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district court, again complaining of retaliation beginning with the
1995 transfer to the Reception and Diagnostic Unit. The DOC moved
for summary judgment on the ground that, inter alia, Miller's
claims with respect to retaliation in 1995 and 1996 were time-
barred.
Under Title VII, 42 U.S.C. § 2000e-5(e), Miller was
obligated to file a charge with the EEOC within 300 days "after the
alleged unlawful employment practice occurred."1 Miller filed his
charge on March 22, 1999. Thus, he can recover for events
occurring during the previous 300 days; that is, on or after May
22, 1998.
Miller argues, however, that the "continuing violation
doctrine" allows him to reach back to events in 1995 and 1996 (the
transfer to the Reception and Diagnostic Unit, the negative
evaluation, and the letter of warning) because those events were
related to the allegedly retaliatory acts that occurred within the
limitations period. The district court rejected that claim on the
ground that Miller believed he was being discriminated against at
the time that the early (now time barred) events occurred. Thus,
applying our pre-Morgan precedents, the court concluded that Miller
1
Section 2000e-5 sets out a general limitations period of 180
days. That period is extended to 300 days in deferral
jurisdictions such as New Hampshire if the plaintiff "'has
initially instituted proceedings with [an authorized] State or
local agency.'" Bonilla v. Muebles J.J. Alvarez, Inc., 194 F.3d
275, 278 (1st Cir. 1999) (quoting 42 U.S.C. § 2000e-5(e))
(alteration in original). Miller filed a charge with the New
Hampshire Human Rights Commission on March 19, 1999. The charge
was received by the EEOC for federal filing purposes on March 22,
1999.
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was not entitled to the benefits of the continuing violation
doctrine.
The Supreme Court's recent decision in Morgan clarified
when a Title VII plaintiff may present claims based on actions that
occurred outside the 300-day limitations period. Morgan held that
a plaintiff seeking to recover for a discrete act of discrimination
-- as opposed to a pattern of harassing conduct that, taken as a
whole, constitutes a hostile work environment -- must file a charge
with the EEOC within 300 days "of the date of the act or lose the
ability to recover for it." 122 S. Ct. at 2071-72. The Court
stated explicitly that "discrete discriminatory acts are not
actionable if time barred, even when they are related to acts
alleged in timely filed charges." Id. at 2072. It cited acts such
as termination, failure to promote, denial of transfer, or refusal
to hire as examples of discrete acts that are easy to identify and
thus should be acted on promptly. Id. at 2073. Under Morgan, it
is clear that the 1995 transfer is a discrete act and is time
barred.
The same is true for the 1996 letter of warning and
performance evaluation. Relying on our decision in Thomas v.
Eastman Kodak Co., 183 F.3d 38 (1st Cir. 1999), Miller argues that
the statute of limitations did not begin to run on those events
until 1999, when he was denied the PPO position. It was only then,
he insists, that the "tangible effects" of the earlier letter of
warning and evaluation became apparent to him. Id. at 50.
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Thomas was concerned with identifying the date on which
a Title VII claim accrues -- an issue left open in Morgan, 122 S.
Ct. at 2073 n.7. However, focusing on the question of accrual does
not help Miller here. As the district court pointed out, Miller
himself described the 1996 letter of warning as "formal discipline"
that represented a tangible injury. Consistent with that
understanding, Miller promptly appealed the letter of warning
through the DOC's internal review procedures. In a memorandum to
the commissioner of the DOC, he wrote, "I feel abused and
retaliated against," and demanded that the letter of warning be
removed from his file and that a new evaluation be issued "that is
consistent with my performance." That recognition eliminates any
argument that the warning and evaluation did not "have any
crystallized implications or apparent tangible effects" at the time
they were issued. Thomas, 183 F.3d at 55. We conclude that
Miller's claims regarding the letter of warning and performance
evaluation accrued in 1996 and, as such, are now barred by the
statute of limitations.
Affirmed.
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