Notice: This opinion is subject to formal revision before publication in the
Federal Reporter or U.S.App.D.C. Reports. Users are requested to notify
the Clerk of any formal errors in order that corrections may be made
before the bound volumes go to press.
United States Court of Appeals
FOR THE DISTRICT OF COLUMBIA CIRCUIT
Argued September 9, 2003 Decided October 14, 2003
No. 02-5200
ROBERT W. RANN,
APPELLANT
v.
ELAINE CHAO,
SECRETARY OF LABOR,
APPELLEE
Appeal from the United States District Court
for the District of Columbia
(No. 99cv02349)
John F. Karl, Jr. argued the cause for appellant. With
him on the briefs was William P. Farley.
Michael J. Ryan, Assistant U.S. Attorney, argued the
cause for appellee. On the brief were Roscoe C. Howard, Jr.,
U.S. Attorney, and R. Craig Lawrence and G. Michael Har-
vey, Assistant U.S. Attorneys.
Bills of costs must be filed within 14 days after entry of judgment.
The court looks with disfavor upon motions to file bills of costs out
of time.
2
Before: GINSBURG, Chief Judge, and SENTELLE, Circuit
Judge, and WILLIAMS, Senior Circuit Judge.
Opinion for the Court filed by Senior Circuit Judge
WILLIAMS.
WILLIAMS, Senior Circuit Judge: Robert W. Rann claims
that the Department of Labor denied him promotion because
of his age, in violation of the Age Discrimination in Employ-
ment Act (‘‘ADEA’’), 29 U.S.C. §§ 621–634. The district
court dismissed his complaint for lack of subject-matter juris-
diction, finding that Rann had not fulfilled the prerequisites
for suit under either of the routes to court provided by the
Act. He had not exhausted his administrative remedies,
which both parties assumed was essential to suit under
§ 633a(b); nor had he provided the Equal Employment Op-
portunity Commission with notice of intent to sue, as required
by § 633a(d). See Rann v. Chao, 154 F. Supp. 2d 61 (D.D.C.
2001) (‘‘Rann I’’) (granting defendant’s motion to dismiss or
in the alternative for summary judgment); Rann v. Chao, 209
F. Supp. 2d 75 (D.D.C. 2002) (‘‘Rann II’’) (denying plaintiff’s
motion to alter or amend judgment). Rann argues that the
district court erred in both rulings. We affirm.
* * *
In November 1997 Rann, aged 64, was employed as a
Manpower Analyst, GS–13, in the Department of Labor’s
Employment and Training Administration. The Department
advertised and Rann applied for another position as Manpow-
er Analyst, at a higher GS rating, GS–14. Rann interviewed
for the position, but the Department notified him on March
16, 1998 that it had instead selected another employee, aged
37.
Believing that he had been passed over for the GS–14
position because of his age, Rann contacted a Labor Depart-
ment Equal Employment Opportunity (‘‘EEO’’) counselor and
on April 30, 1998 filed an informal complaint of discrimination
with the Labor Department’s EEO office, known as its Civil
Rights Center. (Joint Appendix at 343.) On September 15,
after an EEO counselor had investigated Rann’s informal
3
complaint, and Rann and the Labor Department had engaged
in mediation without success, Rann filed a formal complaint of
age discrimination with the Civil Rights Center.
In a letter dated October 7, 1998 the Civil Rights Center
accepted Rann’s formal complaint for investigation. The
letter told Rann that it was his responsibility to cooperate
with the EEO investigator by presenting a sworn affidavit,
and warned him that failure to provide any requested infor-
mation in the time the EEO investigator specified might
result in the dismissal of his complaint for failure to prose-
cute. A Labor Department EEO investigator followed up
with a letter dated November 12, 1998, asking Rann to submit
an affidavit answering specific questions about his case. De-
spite the investigator’s many attempts to secure Rann’s affi-
davit over the next six months, Rann never complied. A May
5, 1999 letter again demanded the affidavit, saying that
Rann’s failure to provide it within five days would lead the
investigator to recommend dismissal. Rann’s attorney plead-
ed for still more time; in response, the EEO investigator
wrote on May 18, 1999 giving Rann another 15 days and again
warning him that if he failed to deliver the affidavit, the
investigator would recommend dismissal for failure to prose-
cute. Rann never supplied the affidavit, and the Civil Rights
Center dismissed his complaint on June 7.
On September 2, 1999 Rann filed this suit in district court.
The government moved to dismiss for want of jurisdiction or
in the alternative for summary judgment; the district court
granted the motion because of Rann’s failure to meet the
statutory prerequisites to suit. In so doing, it considered
submissions outside the complaint. See Rann I, 154 F. Supp.
2d at 64. Rann argues that this was inappropriate on a
motion to dismiss. Indeed, the provision of Rule 12(b) auto-
matically converting 12(b)(6) motions into summary judgment
motions is inapplicable to 12(b)(1) motions, see Haase v.
Sessions, 835 F.2d 902, 905–08 (D.C. Cir. 1987), so the
consideration of factual submissions outside the complaint
might have involved error in the absence of the government’s
alternative motion for summary judgment. Given the motion,
however, there was no error on that score. Because the
4
district court considered facts outside the complaint, the
judgment below is properly viewed as a grant of summary
judgment. See Fed. R. Civ. P. 56. Our standard of review
under Rule 56 is de novo. Tao v. Freeh, 27 F.3d 635, 638
(D.C. Cir. 1994).
We note that the district court’s characterization of the
exhaustion default as jurisdictional raises a potential compli-
cation. We have held that the timeliness and exhaustion
requirements of § 633a(d) are subject to equitable defenses
and are in that sense non-jurisdictional. See Kennedy v.
Whitehurst, 690 F.2d 951, 961 (D.C. Cir. 1982); see also Zipes
v. Trans World Airlines, 455 U.S. 385 (1982). But we have
sometimes characterized non-compliance with similar require-
ments in comparable statutes as depriving the district court
of ‘‘authority’’ to hear the plaintiffs’ suit, see Cox v. Jenkins,
878 F.2d 414, 422 (D.C. Cir. 1989) (addressing exhaustion
under the Education for All Handicapped Children Act),
which sounds jurisdictional. As nothing turns on the charac-
terization here, we explore the matter no further.
* * *
The ADEA broadly bars age discrimination in employment.
And it provides a federal government employee two alterna-
tive avenues to judicial redress. First, the employee may
bring a claim directly to federal court so long as, within 180
days of the allegedly discriminatory act, he provides the
EEOC with notice of his intent to sue at least 30 days before
commencing suit. 29 U.S.C. §§ 633a(c), (d). Second, the
employee may invoke the EEOC’s administrative process,
and then sue if dissatisfied with the results. Id. §§ 633a(b),
(c); Stevens v. Dep’t of Treasury, 500 U.S. 1, 5–6 (1991).
Rann argues that he was rightfully in court via both of these
two routes; one, of course, would be enough.
Suit following administrative process under § 633a(b)
The district court found that Rann’s non-cooperation with
the Labor Department’s EEO investigator represented a
failure to exhaust his administrative remedies, and that there-
5
fore he could not bring his complaint to federal court under
§ 633a(b). Rann I, 154 F. Supp. 2d at 66.
There appears to be no language in the ADEA expressly
requiring a federal employee who is not relying on § 633a(d)
to have exhausted his alternative administrative remedies.
Section 633a(c) provides that a person aggrieved ‘‘may bring
a civil action in any Federal district court of competent
jurisdiction.’’ And § 633a(b) generally authorizes the Com-
mission ‘‘to enforce’’ the ban on age discrimination in federal
employment and to issue ‘‘such rules, regulations, orders and
instructions as it deems necessary and appropriate to carry
out’’ these enforcement responsibilities.
But § 633a(d) provides express prerequisites to suit (30
days advance notice of intent to sue, within 180 days of the
discriminatory act’s occurrence) by a claimant who ‘‘has not
filed a complaint concerning age discrimination with the
[Equal Opportunity Employment] Commission.’’ 29 U.S.C.
§ 633a(d) (emphasis added). The clear implication is that
other plaintiffs must have ‘‘filed’’ an appropriate administra-
tive complaint. See 29 C.F.R. § 1614.106(a) (requiring ad-
ministrative complaints to be filed with the complainant’s
agency). Because of the employee’s right to use subsection
(d), of course, this administrative filing requirement is in a
sense ‘‘optional.’’ Kennedy v. Whitehurst, 690 F.2d 951, 964
(D.C. Cir. 1982). And the ADEA is silent on whether a
plaintiff who has started the administrative process by filing
such a complaint must reasonably pursue the process, as an
exhaustion requirement would ordinarily entail. See Stevens,
500 U.S. at 9 (recognizing necessity of administrative exhaus-
tion under § 633a(b) as an open question). The circuits
appear to be split. Compare Langford v. United States
Army Corps of Eng’rs, 839 F.2d 1192, 1194–95 (6th Cir. 1988)
(finding no exhaustion necessary because, under the regula-
tions in effect at the time, the filing of a civil action by a
federal employee did not terminate the agency’s processing of
his complaint), and Bak v. Postal Service, 52 F.3d 241, 243–44
(9th Cir. 1995) (finding no exhaustion necessary because,
under the regulations in effect at the time, the filing of a civil
action by a government employee did terminate the agency’s
6
processing of his complaint), with Purtill v. Harris, 658 F.2d
134, 138 (3d Cir. 1981) (discussing policy reasons why a
plaintiff who starts administrative proceedings under
§ 633a(b) must follow those proceedings to exhaustion before
filing suit), and White v. Frank, 895 F.2d 243, 243–44 (5th Cir.
1990) (per curiam). We need not reach this issue, however,
because the parties have assumed throughout that pursuit of
the administrative remedy is required, at least during the
agency’s 180–day investigative period; in oral argument,
Rann expressly acknowledged that assumption. See 29
C.F.R. § 1614.106(e)(2) (requiring agency to investigate com-
plaint within 180 days of its filing); see also 29 U.S.C.
§ 633a(b)(3) (requiring the EEOC to provide for the accep-
tance and processing of complaints of discrimination on ac-
count of age in federal employment); 29 C.F.R. § 1614.201(c)
(discussing when administrative remedies will be considered
to be exhausted for purposes of filing a civil action); Chevron
U.S.A. Inc. v. Natural Resources Defense Council, 467 U.S.
837, 843 (1984).
Rather than contesting the need to exhaust, Rann argues
that he fulfilled the need by meeting with the Labor Depart-
ment’s EEO counselor, providing the counselor with informa-
tion, engaging in mediation with the Labor Department and
filing a formal complaint of age discrimination. He says that
he thus provided the Labor Department’s EEO office with all
the information in his possession, so that it would have been
futile to comply with that office’s requests.
In fact, Rann in no way attempted to exhaust the adminis-
trative process. The EEO investigator, trying to see whether
Rann could establish a prima facie case of discrimination,
repeatedly asked for his signed affidavit. Rann neither com-
plied with these requests nor provided any information be-
yond his initial submission. He explained in his deposition
that he ‘‘thought [doing so] was a losing proposition; that
nothing productive could come of that; that it would drag on
forever, ever and ever.’’ See Rann I, 154 F. Supp. 2d at 65
(quoting deposition). While Rann did provide the EEO coun-
selor with information before filing his formal complaint, the
EEO investigator was reasonable both (1) in requiring Rann
7
to verify his complaint prior to beginning the investigation,
and (2) in seeking additional details that might explain why
Rann believed he was more qualified than the selected em-
ployee and what he meant when he said in his complaint that
there was ‘‘a planned management decision to pre-select the
selectee.’’ Nothing in the EEO investigator’s requests, plain-
ly aimed at facilitating the investigation, gave Rann reason to
believe a response would be futile. Cf. James v. United
States Dep’t of Health & Human Servs., 824 F.2d 1132, 1138
(D.C. Cir. 1987).
After months of Rann’s stonewalling, the Labor Depart-
ment dismissed his complaint under 29 C.F.R.
§ 1614.107(a)(7), part of the EEOC’s regulations implement-
ing the ADEA. Section 107(a)(7) calls for dismissal when a
complainant has not answered a written request for informa-
tion within 15 days of its receipt, if the request included
notice of such dismissal. Rann’s non-response proceeded
over a period more easily measured in weeks or months than
in days, and the Department’s letters of May 5 and May 18,
1999 plainly gave notice of likely dismissal.
Rann argues that the timing of this dismissal—after the
running of the 180–day deadline for the Labor Department to
have investigated his complaint—somehow renders the dis-
missal invalid or otherwise excuses his failure to exhaust.
See 29 C.F.R. § 1614.106(e)(2) (requiring agency to investi-
gate complaint within 180 days of its filing); § 1614.201(c)(1)
(considering administrative remedies to be exhausted if agen-
cy has not taken final action within 180 days of the com-
plaint’s filing). He frames this as an argument that his claim
had been ‘‘perfected’’ by the running of 180 days from his
formal September 15, 1998 complaint with the Labor Depart-
ment’s EEO office. Rann’s argument would, in effect, fault
the Labor Department for not dismissing his complaint be-
fore, or perhaps at, the moment when the 180 days passed.
We can imagine no basis for such a rule, and Rann offers
none. He does cite an EEOC decision, Koch v. Levitt, 1997
WL 106419, at *5–6 (EEOC 1997), which reversed an agen-
cy’s dismissal of a complaint where the agency’s EEO office
had dawdled until just before the 180 days had run, and then
8
dismissed because of the complainant’s refusal to respond to
demands made thereafter. But here the agency acted early
and often on Rann’s complaint. We see no sense in Rann’s
proposal to turn his own obduracy into a basis for penalizing
the agency.
Rann also claims that the Labor Department is estopped
from making a failure-to-exhaust argument because an un-
named EEOC employee told him that he could opt out of the
administrative process at any time. This is, of course, simply
a claim of equitable estoppel; we have read the Supreme
Court’s powerful cautions against application of the doctrine
to the government, see Office of Personnel Management v.
Richmond, 496 U.S. 414, 419–24 (1990), as normally barring
its use to undercut statutory exhaustion requirements, Deaf
Smith County Grain Processors, Inc. v. Glickman, 162 F.3d
1206, 1214 (D.C. Cir. 1998), and Rann offers no reason why it
should be available to him here. See also ATC Petroleum,
Inc. v. Sanders, 860 F.2d 1104, 1111 (D.C. Cir. 1988) (‘‘[Es-
toppel’s] application to the government must be rigid and
sparing.’’). Indeed, Rann has not attempted to prove the tra-
ditional elements of the estoppel doctrine, which would cer-
tainly be necessary before the court even considered whether
to apply estoppel against the government here. Id. at 1111–
12; see also Federal Crop Insurance Corp. v. Merrill, 332
U.S. 380, 384–85 (1947) (‘‘Just as everyone is charged with
knowledge of the United States Statutes at Large, Congress
has provided that the appearance of rules and regulations in
the Federal Register gives legal notice of their contents.’’);
29 C.F.R. § 1614.201(c) (setting out circumstances under
which administrative remedies will be considered to have
been exhausted).
Rann’s dogged refusal to take part in the administrative
process thus bars his ADEA suit insofar as it purports to be
outside § 633a(d).
Suit following 30 days notice under § 633a(d)
Rann also argues that the district court erred in dismissing
his complaint due to his failure to provide the EEOC with 30
days’ notice of his intent to sue. Rann argues that by filing
his formal complaint with the Labor Department’s EEO
9
office, he met the notice requirement of § 633a(d), and was
therefore properly in federal court under that section.
Section 633a(d) reads in pertinent part:
When the individual has not filed a complaint concerning
age discrimination with the Commission, no civil action
may be commenced by any individual under this section
until the individual has given the Commission not less
than thirty days’ notice of an intent to file such ac-
tionTTTT Upon receiving a notice of intent to sue, the
Commission shall promptly notify all persons named
therein as prospective defendants in the action and take
any appropriate action to assure the elimination of any
unlawful practice.
29 U.S.C. § 633a(d) (emphasis added).
While the plain language of this statute requires the filing
of a notice of intent to sue with the EEOC itself, Rann relies
on cases from our sister circuits to support his argument that
the requirement can be met with a complaint filed with the
employing agency’s EEO office. But the Third Circuit’s
decision on the point relied on EEOC regulations that
deemed complaints filed with the employing agency’s EEO
office as equivalent to ones filed with the EEOC—regulations
that no longer exist. Purtill v. Harris, 658 F.2d 134, 138 (3d
Cir. 1981). See also McIntosh v. Weinberger, 810 F.2d 1411,
1425 n.6 (8th Cir. 1987) (citing Purtill but otherwise without
discussion). The Seventh Circuit’s decision in Bohac v. West,
85 F.3d 306 (7th Cir. 1996), also deemed complaints filed with
the agency’s EEO office as filed with the EEOC, relying on
the ‘‘significant sharing of responsibilities between the EEOC
and the agencies.’’ Id. at 309–10. Supposing that the pur-
pose of the 30–day notice requirement was solely to allow the
EEOC to attempt reconciliation, the court expressed the
belief that under the prevailing regulations such efforts would
necessarily have already occurred, so that notice was unneed-
ed. Id. at 310. See also Dashnaw v. Pena, 12 F.3d 1112,
1115 (D.C. Cir. 1994) (per curiam) (stating in dicta that
10
‘‘[s]uch notice [of intent to sue] must be given to the EEOC,
or, alternatively, to the plaintiff’s employing agencyTTTT’’).
But § 633a(d) clearly specifies that the 30–day notice is to
go to the ‘‘Commission.’’ Furthermore, the statute requires
the EEOC, upon receiving a notice of intent to sue, to
‘‘promptly notify all persons named therein as prospective
defendants in the action and take any appropriate action to
assure the elimination of any unlawful practice.’’ 29 U.S.C.
§ 633a(d). Though notice to the agency’s EEO office may
lead naturally enough to notice to all prospective defendants,
it is hard to see how it would bring about the other activity
that the 30–day notice is supposed to trigger: EEOC action to
eliminate unlawful practices.
The EEOC’s current regulations also support a finding that
a plaintiff who wants to proceed under § 633a(d) must trans-
mit his intent-to-sue notice to the EEOC itself. They provide
that ‘‘an aggrieved individual may file a civil action in a
United States district court TTT after giving the Commission
not less than 30 days’ notice of the intent to file such an
action. Such notice must be filed in writing with EEOC, at
P.O. Box 19848, Washington, DC 20036TTTT’’ 29 C.F.R.
§ 1614.201(a); compare 29 C.F.R. § 1613.214 (1995) (treating
a complaint filed with an agency as filed with the EEOC)
(repealed by 60 Fed. Reg. 43,371 (Aug. 21, 1995)).
Because Rann did not meet the notice requirements of
§ 633a(d), we agree with the district court that Rann cannot
proceed to federal court by that route.
We note that Rann’s claim of having supplied the statutory
30 days’ notice turns on his assumption that his formal
complaint with Labor’s EEO office was the equivalent of
notice to sue. Because of our ruling on where the notice
must be filed, we needn’t reach the validity of that assump-
tion. See Rann II, 209 F. Supp. 2d at 81 n.4. Nor need we
address the parties’ dispute as to whether Rann filed that
complaint within the 180 days from occurrence of ‘‘the alleged
unlawful practice,’’ as required by § 633a(d) for the notice to
sue. Id. at 82.
11
* * *
The district court correctly ruled that plaintiff’s suit was
barred for failure to exhaust. Because of the consideration of
facts outside the complaint, the correct disposition was grant
of the defendant’s alternative motion for summary judgment.
As modified in that particular, the judgment of the court is
Affirmed.