973 F.2d 673 (8th Cir. 1992), 91-1839, Jones v. Frank

Docket Nº:91-1839.
Citation:973 F.2d 673
Party Name:Faye JONES, Plaintiff-Appellant, v. Anthony M. FRANK, Postmaster General; United States Postal Service, Southern Region, Defendants-Appellees.
Case Date:August 26, 1992
Court:United States Courts of Appeals, Court of Appeals for the Eighth Circuit

Page 673

973 F.2d 673 (8th Cir. 1992)

Faye JONES, Plaintiff-Appellant,


Anthony M. FRANK, Postmaster General; United States Postal

Service, Southern Region, Defendants-Appellees.

No. 91-1839.

United States Court of Appeals, Eighth Circuit

August 26, 1992

Submitted Feb. 11, 1992.

Page 674

R.S. McCullough, Little Rock, Ark., argued, for plaintiff-appellant.

Lori J. Dym, Washington, D.C., argued (Charles A. Banks and Linda Lipe, Fort Smith, Ark., and Jesse L. Butler, Washington, D.C., on brief), for defendants-appellees.

Before McMILLIAN, LOKEN, and HANSEN, Circuit Judges.

LOKEN, Circuit Judge.

Faye Jones appeals the district court's 1 grant of summary judgment in favor of the United States Postal Service (USPS) and Postmaster General Anthony Frank on her Title VII claim that sex discrimination was at the root of her discharge for submitting a false employment application. See 42 U.S.C. § 2000e-16. She argues that there is a genuine issue of material fact precluding summary judgment because USPS reinstated three comparable male employees who had been discharged for similar misconduct. We affirm.


The material facts in this case are undisputed. Jones, a black woman, first worked for USPS as a distribution clerk in St. Louis from 1973 until 1975. USPS terminated her due to absenteeism in December 1975, but cancelled the termination and allowed her to resign in March 1976 after she produced medical evidence that a nervous condition and blackouts had caused her frequent absences from work. However, both the supervisor and the senior operating official recommended that she not be rehired because of her unsatisfactory attendance record.

In October 1978, Jones applied for a position with the Post Office in McGehee, Arkansas. On the standard USPS application, she listed her St. Louis Post Office position in the previous work experience section and answered yes to the question whether she was a former federal civilian employee. She was not hired by the McGehee Postmaster "because of prior attendance record and recommendation of former Postal Supervisors."

In September 1984, Jones applied for a position at the Post Office in Pine Bluff, Arkansas. On this application, she answered "No" to the question whether she was a former federal civilian employee. She also did not disclose her St. Louis Post Office experience on the application or in her interview with the Pine Bluff Postmaster, Louie Shiver.

Shiver hired Jones on May 25, 1985, and she completed her probationary period without incident. However, her prior St. Louis employment surfaced when she became a permanent employee and attempted to enroll in the USPS health insurance plan. Shiver asked Jones for an explanation. After initially responding that she had misunderstood the application form question, Jones admitted at a meeting with Shiver, Superintendent of Postal Operations Eugene Brannon, and Station Manager John Howard that she had not disclosed her St. Louis experience because she feared that

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she would not get the job, as had happened in McGehee. On November 25, 1985, Shiver issued a Notice of Removal, effective December 26, terminating Jones for falsifying her employment application. Consistent with standard USPS procedure, Shiver's immediate supervisor, the Manager and Postmaster of the Little Rock Management Sectional Center, concurred in this decision.

Jones then filed a complaint with the Postal Service's EEO counselor, alleging race and sex discrimination, and requesting reinstatement with back pay. During informal and formal EEO counseling, USPS made two settlement offers that Jones did not accept--reinstatement to a position at the Little Rock facility, or consideration for the next opening in Pine Bluff free of any prejudice from the prior falsification and her St. Louis experience. Jones elected to press her administrative claim. Although an administrative law judge recommended a decision in her favor on the sex discrimination claim, USPS rejected her claims, finding no discrimination, and the EEOC's Office of Review and Appeals affirmed that final decision.

Jones then commenced this action. Her complaint alleged that USPS had given her false application as the reason for discharge--an allegation that defendants of course admitted--but that she was the victim of race and sex discrimination because "[t]hree males, one white, have been offered reinstatement to employment with the Little Rock Post Office after termination for analogous inaccurate or omitted information on their applications for employment." A pretrial deposition confirmed that this comparison forms the entire factual basis for her disparate treatment claim. 2

The parties filed cross-motions for summary judgment. The district court denied Jones's motion and granted summary judgment in favor of defendants, concluding that race was not a factor in the decision to terminate and that Jones had failed to make out a prima facie case of sex discrimination because the three male comparative employees were not similarly situated. Jones appeals only the district court's sex discrimination ruling.


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