From May 11, 1971 until his termination on February 14, 1986, Parker was employed by the CHA. At the time of his termination, Parker held the position of manager of the Robert Taylor-I Homes. The Robert Taylor-I Homes operate under the auspices of the CHA, which is a municipal corporation charged by statute with controlling low-income housing in the Chicago metropolitan area and governed by a seven-member Board of Directors. Prior to and at the time of Parker's termination, Smith served as Executive Director of the CHA, Johnson served as Deputy Executive Director of the CHA, and Banaszak served as Director of Human Resources of the CHA.
This action arises as a result of Parker's termination by the CHA and certain events preceding his termination. On November 8, 1986, while employed by the CHA, Parker requested permission from his supervisor, Johnson, to receive medical treatment for an alcohol problem. Johnson granted Parker permission to enter an alcohol treatment program at Presbyterian-St. Luke's Hospital ("St. Lukes") for a two-week period. According to Parker, he could not enter that particular treatment program because of his H.M.O. Insurance Plan. After February 6, 1986, however, Parker entered and successfully completed two successive alcohol treatment programs, each of which was offered by another local hospital.
On February 6, 1986, before Parker entered these programs, but after he received Johnson's permission to enter the St. Luke's program, Parker attended a manager's meeting in Johnson's office. At the conclusion of the meeting, Johnson interviewed Parker and alleged that Parker was under the influence of alcohol, an allegation which Parker denies. Based on this interview, Johnson informed Parker that his employment was suspended and that Johnson would recommend Parker's termination. On February 14, 1986, the CHA terminated Parker from his position as manager of Robert Taylor-I Homes.
After a post-termination hearing held on March 3, 1986, the hearing officer recommended that Parker's termination should stand as administered. On April 2, 1986, Parker wrote to Smith, requesting that Smith review the circumstances surrounding Parker's termination and charging that the CHA had violated its own written policies and procedures governing termination, as set forth in the CHA's Manual of Administrative Personnel Policies and Procedures ("the CHA manual"). Smith and Parker subsequently held two meetings regarding Parker's termination. After those meetings, Smith also recommended that Parker's termination stand. This lawsuit followed.
In ruling on the CHA's motion to dismiss, the Court accepts all well-pleaded allegations of Parker's amended complaint as true and views these allegations in the light most favorable to Parker. See Gomez v. Illinois State Bd. of Educ., 811 F.2d 1030, 1039 (7th Cir. 1987). Nevertheless, the fact that Parker's amended complaint is to be viewed liberally does not relieve him of the duty to allege sufficient facts to support his cause of action. See Ellsworth v. City of Racine, 774 F.2d 182, 184 (7th Cir. 1985), cert. denied, 475 U.S. 1047, 89 L. Ed. 2d 574, 106 S. Ct. 1265 (1986). Guided by these standards, we examine each count of Parker's amended complaint in turn.
A. Count I: Parker's Claim Under 42 U.S.C. § 1983
In Count I of his amended complaint, Parker claims that the defendants violated Section 1983
in the following respects:
(1) by failing to provide him with a written notice of the reasons for his termination, as required by the CHA manual;