Ramirez v. National Distillers and Chemical Corp., 76-1637

• Court: United States Courts of Appeals. United States Court of Appeals (9th Circuit)
• Citation: 586 F.2d 1315
• Docket Number: No. 76-1637,76-1637
• Parties: 18 Fair Empl.Prac.Cas. 966, 18 Empl. Prac. Dec. P 8818 Frank I. RAMIREZ, Appellant, v. NATIONAL DISTILLERS AND CHEMICAL CORPORATION, Appellee.
• Decision Date: 30 November 1978

Page 1315

586 F.2d 1315 18 Fair Empl.Prac.Cas. 966, 18 Empl. Prac.
Dec. P 8818 Frank I. RAMIREZ, Appellant,
v.
NATIONAL DISTILLERS AND CHEMICAL CORPORATION, Appellee. No. 76-1637. United States Court of Appeals,
Ninth Circuit. Nov. 30, 1978.

Page 1316

Nancy L. Kelso (argued), of Freeman, Kelso & Young, Los Angeles, Cal., for appellant.

Marilyn S. G. Urwitz (argued), Washington, D. C., for appellee.

Appeal from the United States District Court for the Central District of California.

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Before HUFSTEDLER and TANG, Circuit Judges, and SOLOMON, ^* district judge.

HUFSTEDLER, Circuit Judge:

Ramirez brought this employment discrimination action against National Distillers under Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e Et seq.) and the Civil Rights Act of 1866 (42 U.S.C. § 1981). He appeals from the district court's order dismissing his action on jurisdictional grounds and awarding summary judgment in favor of National Distillers. The questions presented are whether the district court properly granted summary judgment, and whether procedural irregularities in the handling of Ramirez's EEOC charges deprived the district court of jurisdiction over his Title VII action.

I

On April 30, 1974, Ramirez, a Mexican-American was laid off from his job as a display merchandiser with the Beverly Hills, California, office of National Distillers Products Company. Sixty-six days later, on July 5, 1974, Ramirez filed a charge with the Equal Employment Opportunity Commission ("EEOC") alleging that his employer had discriminated against him on the basis of his national origin. Ramirez's charge was never processed by the EEOC, which failed to refer it to the California Fair Employment Practices Commission, as required by section 706 of Title VII (42 U.S.C. § 2000e-5). After discovering that the EEOC had not processed his original charge, Ramirez filed another charge on November 27, 1974, 211 days after his layoff. Ramirez's new charge was virtually identical to his original charge except that he substituted the California address of National Distillers for the New York address listed on his original charge. ¹ In compliance with its regular procedures, the EEOC referred Ramirez's second charge to the California Fair Employment Practices Commission on January 20, 1975. The state agency referred the charge back to the EEOC on February 25, 1975.

After filing his second EEOC charge, Ramirez accepted temporary employment with National Distillers in December, 1974. On April 14, 1975, Ramirez again was laid off. On April 17, 1975, he obtained a right-to-sue letter from the EEOC concerning his previous charges of discrimination by National Distillers. Ramirez filed suit against National Distillers on July 16, 1975, within 90 days after he had obtained the right-to-sue letter. Charging National Distillers with violations of both Title VII and the Civil Rights Act of 1866, Ramirez alleged that he had been unlawfully discharged because of his Mexican-American ancestry. Although Ramirez's EEOC charges concerned only his 1974 layoff, his lawsuit challenged both his 1974 and 1975 layoffs.

On February 3, 1976, the district court granted summary judgment to National Distillers and dismissed Ramirez's Title VII action on jurisdictional grounds. The district court found that National Distillers was "entitled to summary judgment as a matter of law," because there was "no material cause of fact before (the) court." The Title VII action was dismissed on jurisdictional grounds because of procedural problems related to Ramirez's EEOC charges. The district court found that Ramirez's first EEOC charge had never been referred to a state agency, as required by law, and that his second charge had been filed more than

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180 days after his 1974 layoff. Since Ramirez had never filed an EEOC charge concerning his 1975 layoff, the district court found that it had no jurisdiction over Ramirez's Title VII action because he had failed to comply with Title VII's procedural requirements.

On appeal, Ramirez argues that the district court erred in granting summary judgment because there were genuine issues of material fact in dispute. He also contends that the district court had jurisdiction over the Title VII action because he had adequately complied with the procedural requirements of Title VII. We agree with Ramirez on both grounds, and we reverse the district court's judgment and remand the case for further proceedings.

II

In awarding summary judgment to National Distillers, the district court found that there was "no genuine issue of material fact to be tried." This conclusion apparently was based on the following finding by the district court: "Plaintiff's own deposition testimony shows that plaintiff was laid off in accordance with seniority provisions of the collective bargaining agreement on April 30, 1974, and that no discrimination was practiced concerning that layoff. Nor is there any evidence of discrimination concerning the second layoff of April 14, 1975."

The standards for awarding summary judgment have been delineated frequently by this court. Rule 56 of the Federal Rules of Civil Procedure provides that summary judgment "shall be rendered forthwith if the pleadings, depositions, answers to interrogatories, and admissions on file, together with the affidavits, if any, show that there is no genuine issue as to any material fact and that the moving party is entitled to a judgment as a matter of law." (Fed.R.Civ.P. 56(c).) In ruling on a motion for summary judgment, it is not the function of the court to resolve existing factual issues through a "trial by affidavits." (United States v. Diebold, Inc. (1962) 369 U.S. 654, 82 S.Ct. 993, 8 L.Ed.2d 176; Lane Bryant, Inc. v. Maternity Lane, Ltd., of California (9th Cir. 1949) 173 F.2d 559, 565.) The court is to determine whether a genuine issue of material fact exists, viewing all evidence and factual inferences "in the light most favorable to the party opposing the motion." (United States v. Diebold, Inc., supra, 369 U.S. at 655, 82 S.Ct. at 994; Adickes v. Kress & Co. (1970) 398 U.S. 144, 158-61, 90 S.Ct. 1598, 1608-10, 26 L.Ed.2d 142; Stansifer v. Chrysler Motors Corp. (9th Cir. 1973) 487 F.2d 59, 63.)

The district court incorrectly resolved disputed factual issues in concluding that "no discrimination was practiced." Ramirez alleged that he had been laid off because of his national origin. Even if his deposition...