David Gordon Murphy was a guard at the FDC in Seatac, Washington, when he was terminated on April 16, 1998. With the assistance of Seattle attorney William Knowles, he filed an EEOC complaint alleging a supervisor had made rude comments about his Mormon religion and his termination was wrongfully based on religious discrimination.
BOP personnel claimed he was terminated because he repeatedly came to work in a soiled and rumpled uniform, was AWOL, was late to a training session and ignored attempts at counseling him on his workplace behavior. Murphy denied having been counseled on any of this. He said he missed an airline flight that caused him to miss a day of work, but had called in and been told not to worry about it. He also said he was not informed in advance of the training session which was on a different shift from the one he worked.
The January 22, 2002, settlement included a provision that he could apply for a GS-06, step 1 entry level correctional officer position at Seatac and the age requirement would be waived. Provided he successfully completed the pre-hiring process within a year of the settlement he would be rehired. See: Murphy v. Ashcroft, EEOC Case No. 380-A0-8059X.
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Related legal case
Murphy v. Ashcroft
|EEOC Case No. 380-A0-8059X