Prior Employer, General Dynamics Information Technology violated my ADA and ADAAA Rights. I was harassed after asking company to enforce company policy. The employer discriminated against record of perceived disability and I constructively discharged.
On 03/17/2014, U.S. Equal Employment Opportunity Commission Intake Questionnaire (4 pages) was completed and overwhelming supporting documentation (16 pages) was organized.
On 03/20/2014, EEOC Intake Questionnaire and supporting documentation was submitted to EEOC. Charge of Discrimination was made at U.S. Equal Employment Opportunity Commission. Jeremy Crosbie was the Federal Investigator, he never informed me of my rights under ADA and ADAAA. Jeremy Crosbie never informed me of my “record of perceived disability.” He translated my complaint into his own words. In fact, Jeremy Crosbie never investigated my case, witness were never contacted. After calling and finally getting him to return my call, he stated, “GDIT was not obligated to enforce the perfume issue and gave reasonable accommodations.” They closed my case after I presented sound evidence. I believe he was paid off.
On 03/27/2014, Jeremy Crosbie Introduced himself on EEOC Houston District Office, letterhead and his business card was attached.
On 03/26/2015, Martin S. Ebel, EEOC Acting District Director stated, “Based upon its investigation, the EEOC is unable to conclude that the information obtained establishes violations of the statues.”
On 04/10/15, Contacted EEOC, Submitted Substantial Weight Review.
On 04/29/15, Martin Ebel denied me stating, “The EEOC has no obligation to reconsider the final findings we have issued on a charge. EEOC Directors, therefore, may decline to review a request to reconsider an EEOC final findings unless the Charging Party presents substantial new and relevant evidence, or a persuasive argument that the EEOC’s prior decision was contrary to law or the facts.”
On 05/13/2015, Debbie Lester with Centers for Medicare & Medicaid Services responded to my letter, regarding my experience with CMS’s Call Center Contractor, General Dynamics Information Technology.
On 07/07/15, Martin Ebel contacted me regarding a letter I sent to President Obama, asking for action. Martin Ebel stated, “This is in response to your April 10, 2015, inquiry to President Obama concerning the charge of employment discrimination……. You were not accorded a substantial weight review, because that process only occurs where a Fair Employment Practices Agency (FEPA) (such as, for example, the Texas Workforce Commission) has made a determination on a charge that was DUAL FILED with BOTH a FEPA and the EEOC. Your charge was not filed with a FEPA, but rather was filed directly with the EEOC, so a substantial weight review is not possible.”
On 7/30/2015, Contact was made to Debbie Lester of CMS, regarding actions it would take to avoid such treatment to others with disabilities.
On 8/06/2015, Contact was made to President Obama again, for justice to be served. He received the entire file that was submitted to EEOC.
On 9/01/2015, Contact was made to U.S. Attorney General Loretta E. Lynch. The Attorney General also received the entire file that was submitted to the EEOC and President Obama, requesting justice to be served.
On 9/11/2015, Contact was made to Lesley P. Marlin, Assistant General Counsel for GDIT, regarding a settlement.
On 9/14/2015, Contact was made again to President Barack Obama and U.S. Attorney General Loretta E. Lynch. Neither responded to me.
On 9/25/2015, Lesley Marlin, Assistant General Counsel responded.
On 10/07/2015, Contact was made with Federal Court, Southern District of Texas (4:15-cv-03038). Civil Suit was brought against U.S. EEOC, U.S. Attorney General Lynch, U.S. Attorney Kenneth Magidon, Jeremy Crosbie and Martin S. Ebel.
General Dynamics Information Technology Reviews
Public Corruption in Elected Offices and Courts
Prior Employer, General Dynamics Information Technology violated my ADA and ADAAA Rights. I was harassed after asking company to enforce company policy. The employer discriminated against record of perceived disability and I constructively discharged.
On 03/17/2014, U.S. Equal Employment Opportunity Commission Intake Questionnaire (4 pages) was completed and overwhelming supporting documentation (16 pages) was organized.
On 03/20/2014, EEOC Intake Questionnaire and supporting documentation was submitted to EEOC. Charge of Discrimination was made at U.S. Equal Employment Opportunity Commission. Jeremy Crosbie was the Federal Investigator, he never informed me of my rights under ADA and ADAAA. Jeremy Crosbie never informed me of my “record of perceived disability.” He translated my complaint into his own words. In fact, Jeremy Crosbie never investigated my case, witness were never contacted. After calling and finally getting him to return my call, he stated, “GDIT was not obligated to enforce the perfume issue and gave reasonable accommodations.” They closed my case after I presented sound evidence. I believe he was paid off.
On 03/27/2014, Jeremy Crosbie Introduced himself on EEOC Houston District Office, letterhead and his business card was attached.
On 03/26/2015, Martin S. Ebel, EEOC Acting District Director stated, “Based upon its investigation, the EEOC is unable to conclude that the information obtained establishes violations of the statues.”
On 04/10/15, Contacted EEOC, Submitted Substantial Weight Review.
On 04/29/15, Martin Ebel denied me stating, “The EEOC has no obligation to reconsider the final findings we have issued on a charge. EEOC Directors, therefore, may decline to review a request to reconsider an EEOC final findings unless the Charging Party presents substantial new and relevant evidence, or a persuasive argument that the EEOC’s prior decision was contrary to law or the facts.”
On 05/13/2015, Debbie Lester with Centers for Medicare & Medicaid Services responded to my letter, regarding my experience with CMS’s Call Center Contractor, General Dynamics Information Technology.
On 07/07/15, Martin Ebel contacted me regarding a letter I sent to President Obama, asking for action. Martin Ebel stated, “This is in response to your April 10, 2015, inquiry to President Obama concerning the charge of employment discrimination……. You were not accorded a substantial weight review, because that process only occurs where a Fair Employment Practices Agency (FEPA) (such as, for example, the Texas Workforce Commission) has made a determination on a charge that was DUAL FILED with BOTH a FEPA and the EEOC. Your charge was not filed with a FEPA, but rather was filed directly with the EEOC, so a substantial weight review is not possible.”
On 7/30/2015, Contact was made to Debbie Lester of CMS, regarding actions it would take to avoid such treatment to others with disabilities.
On 8/06/2015, Contact was made to President Obama again, for justice to be served. He received the entire file that was submitted to EEOC.
On 9/01/2015, Contact was made to U.S. Attorney General Loretta E. Lynch. The Attorney General also received the entire file that was submitted to the EEOC and President Obama, requesting justice to be served.
On 9/11/2015, Contact was made to Lesley P. Marlin, Assistant General Counsel for GDIT, regarding a settlement.
On 9/14/2015, Contact was made again to President Barack Obama and U.S. Attorney General Loretta E. Lynch. Neither responded to me.
On 9/25/2015, Lesley Marlin, Assistant General Counsel responded.
On 10/07/2015, Contact was made with Federal Court, Southern District of Texas (4:15-cv-03038). Civil Suit was brought against U.S. EEOC, U.S. Attorney General Lynch, U.S. Attorney Kenneth Magidon, Jeremy Crosbie and Martin S. Ebel.