Obama Announces Recess Appointments

By Julia Sat., Mar. 27 2010 at 3:01 PM

Categories: Beefs, Julia, Politics

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In the face of Republican threats, President Obama announced today that he plans to push through recess appointments for 15 of the White House nominees currently pending before the Senate. The list of nominees announced for recess appointments includes Craig Becker for the National Labor Relations Board. Becker was the subject of a letter to the White House from the entire Senate Republican conference, which considers him too pro-union, urging that he be dropped as a nominee. Becker has worked with both SEIU and the AFL-CIO.

A number of Republican senators, including '08 presidential candidate John McCain, announced last week that that Republicans planned "no cooperation for the rest of the year" with congressional Democrats or the White House.

Proposed appointments include two nominees for the NLRB, two for Treasury, two for Commerce, two for the Office of the United States Trade Representative, two for Homeland Security, four for the EEOC, and one for the Farm Credit Administration Board. A complete list is here.

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This should be seen as more than just about Obama and the current EEOC Chairwoman, whatever her name is. Indifference, incompetence, office politics, racism, religious discrimination and so much more are endemic to the EEOC and to EEO offices and programs across the federal government. Agency-based EEO offices are just as pitiful - run by prejudiced individuals with a chip on their shoulder and an ax to grind, while simultaneously working for management's protection. Orders to dismiss as many cases as possible occur at agencies, too, not just at the EEOC. EEO managers across agencies protect each other discrimination cases are filed against EEO personnel, etc. Corruption is corruption - this has nothing to do with democrats or republicans.
This is my approach to fighting the EEOC. 157 Congressmen voted not to fund the EEOC. I’m writing a bill and my intent is to give it to one of them. We did it in college and lobbyist do it all the time. I will get the support of laid off teachers, policemen, and others who lost their jobs while the government funds an agency that not only hinders enforcement but is corrupt and unnecessary. I have asked churches to allow the use of their billboards because the American press, print and electronic is complicit in this abuse and refuses to inform the American people.An Act:To repeal SEC. 2000e-4. [Section 705](a) of the “Civil Rights Act of 1964” and all subchapters related to this section. TO: confer jurisdiction from the EEOC and upon the district courts of the United States to provide injunctive relief against discrimination in public accommodations. TO: Authorize individual and classes to institute suits to protect constitutional rights in public facilities and public education. TO: Change Rules of Evidence to comply with federal and state rules of civil procedure. To: Create a commission to investigate charges made against the EEOC. TO: make restitutions to all victims whose rights were violate by the EEOC.Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled, That this Act may be cited as the “Civil Rights Act of 1964”.Challenging people is what makes a group strong. I welcome insults because I know Ignorance is the biggest problem Black people have. Not ignorance because a person is stupid but ignorance because they have been mislead. We need to know who will cling to something and refuse to change their minds regardless of the evidence. This is the weeding out process. Believe me; those who are here for the wrong will crash and burn. And, the rest of us will be stronger.My enemy is the EEOC. I’m not motivated to end their abuse because they are corrupt and morally bankrupt. I do so because people seeking justice at the EEOC have been blindsided and their lives have been wrecked. People have lost everything including their lives. In addition to that, men, women and children have sacrificed their lives to give us an EEOC. I am very aware that some of those making the sacrifices are still coming home in body bags. If I am to have the strength to take on this moral crusade, history must be right. I take nothing away from Dr. King. But, Hyperbole should not create history. Those of us who were part of the Nationalist movement believe we were right; and the inability of the masses of Blacks to pull themselves up by their bootstraps proves us right; history proves us right. By Jimmy Pratt
Promoting Change in the Federal Sector Through Advocacy, Activism and AccountabilityBy Tanya Ward JordanFrom a race relations outlook, government has advanced beyond the segregated offices of the Woodrow Wilson Presidency and the overt bigotry practiced during the Jim Crow era. In 2009, America inaugurated its first African-American President, Barack Obama, to head the executive branch of government and to serve as Commander-in-Chief of the armed forces. Despite this milestone in America's racial history, the majority of highly qualified and educated African-Americans await opportunities to "fairly" compete for, obtain, and excel in federal government jobs.Many blacks hired by the federal government, our nation's largest employer, suffer reprisal, including termination after challenging workplace civil rights violations. The U.S. Department of Labor reported that black unemployment surged to 16.7% in August 2011, its highest level since 1984. In the same month,white unemployment was 8%, an improvement from the 8.8% level of a year earlier. Most blacks, who have managed to hold on to their federal positions, remain wedged in low-level non-supervisory jobs. According to the Office of Personnel Management's FY 2010 Federal Employment Opportunity Recruitment Plan, only 6.7% of blacks served at senior pay levels. By contrast, 81.7% of whites served at senior pay levels. A Merit Systems Protection Board (MSPB) report issued in 2009 entitled Fair and Equitable Treatment Progress Made and Challenges Remaining disclosed that the median salary of black and white employees has widened significantly over the last decades. According to MSPB, "minorities have lower pay grades even after controlling for education, experience another advancement related factors" (p.60). Despite the passage of the Notification and Federal Employee Antidiscrimination and Retaliation (NOFEAR) Act of 2002, a federal law that seeks to discourage federal managers and supervisors from engaging in unlawful discrimination and retaliation, discrimination persists. The statistics disclose it. The studies expose it. The Obama administration, which dodges the topic of managerial accountability and "institutional racism" within in its own ranks, knows it. According to the Equal Employment Opportunity Commission's (EEOC) FY2010 Annual Report on the Federal Workforce, black employees remain below the average government pay grade. During fiscal 2010, 17,583 federal employees and job applicants filed discrimination complaints, a 3.8% increase from the previous year. Most glaring was the fact that Black/African-American led the "race" basis for employment complaints filed. Civil rights groups are seeking more transparency with regard to how effectively agency officials resolve employment claims. To spur federal managerial accountability, initiatives are underway to expose public officials who fail to resolve agency complaint activity expeditiously, at the lowest level of the administrative level and in the best interest of the taxpayer. One such initiative is the creation of a Responsible Management Officials (RMO) page. The RMO page lists persons "named" in employment discrimination court proceedings, published articles, or administrative case proceedings. It is key to note that not all management officials cited on the RMO page have been proven guilty of alleged acts of discrimination or reprisal. However, complaints referenced had withstood agency attempts to quash them at the administrative level or in court, and were considered to have merit.The Coalition For Change, Inc. (C4C) -- C4C is a volunteer non-pro
Ricardo Jones became specious at first that Ms. Yourke (senior manager EEOC-NYDO) was classifying charges in the C category (code for dismissal) filed by African-Americans by talking to co-workers under her supervision. Plaintiff became more specious; when African-Americans at various meeting in the community told him, that their charges were dismissed without investigations being conducted. They also told him, that their witnesses were not contacted and interviewed, nor were they given pre-determination interviews before the cases were dismissed. Plaintiff reviewed the IMS, which the Agency use to monitor cases. Evidence supported the facts. On February 21, 2007, the EEOC-NYDO-CTRU, received a charge of discrimination for Charging Party, Marie Barthelemy, a black female, filed by her attorney against Smithtown Center for Rehabilitation & Nursing Care, LLC. The charge was assigned (Charge No. 520-2007-01810). In March 2007, Plaintiff discovered an intake routing sheet for the aforementioned charge. On January 7, 2009, Plaintiff via memorandum to Mr. Kenneth Chu, Acting Deputy Director indicated that, he found the case on his desk. Plaintiff also indicated he checked the IMS, and found the charge was not assigned to him; and that it was classified as a C under the PHCP procedures. The individuals who classified the charge in C category were Ms. Yourke, Enforcement Manager and Mrs. Grossman, Regional Attorney. Plaintiff returned the charge file to Mr. Chu so that he could conduct an investigation. Instead, he gave the case to Ms. Yourke, who gave it back to Plaintiff. Plaintiff asked her what she wanted him to do with the charge. She was hoping that he would dismiss the case. Fortunately, someone had made a duplicate copy of the charge. Investigator Roxanne Zygmund, a white female, changed the classification to A1 from C category. On Tuesday, April 28, 2009, Mr. Chu sent an e-mail to all of his colleagues at the EEOC NYDO congratulating Ms. Zygmund for successfully conciliating the case that resulted in getting substantial monetary relief for charging party. This proves there was lack of coordination in case assignments. On September 4, 2003, Charging Party, Cecil Hollins, a black male, filed a charge of discrimination (Charge No. 160-2003-02333C) against the U. S. Tennis Association with the EEOC NYDO. Mr. Hollins, is an attorney, who umpired tennis matches; however, respondent denied him the opportunity to serve as an umpire at the big name tennis matches involving top ranked tennis players. Ms. Yourke made a list of thirty (30) questions to disqualify the charge. However, someone else classified the charge in the B category requiring additional information. The charge was assigned Investigator, Rodney Plummer, a black male, and Louis Graziano, Trial Attorney. The charge was classified as A2 potential cause, but the Legal Unit decided not to litigate. Mr. Hollins was given a Notice of Right to Sue and his case was dismissed.
None of the current Black leaders are concerned about civil rights corruption at the federal level because they're all taking some form of kickbacks. Maxine Water Representative from Compton Ca, was interviewed by Donald Winkfield of Black Star News this month (December) and she said the EEOC is not investigating Black complaints because of the lack of Budget. This is a lie to cover-up for the corruption at the EEOC. Mr. Winkfield told Maxine Waters that the EEOC is dismissing all Black complaints and he has a Senior Federal Investigator who has evidence and witnessed same. Maxine Waters didn't ask to speak to Ricardo Jones. All of the Black politicians are in on the gaming of Black people. Many of the Black elite accept the corruption against their own people and benefit from same. See Fear does different things to different people. Elite Blacks earn a well paid living from white bigots. Elite Blacks will never bite the hand that feeds them. When the elite Blacks are finally forced to confront racism and lose they cave-in totally and just accept the condition that has feed them all the time. Our real enemy are the elite Blacks. Don't take me wrong we as Black people need to unite under Pan-Africanism which means: African Americans, Blacks from Caribian and South America, All Blacks from Africa must vote as a block just like other ethnic groups ie: Jews, Irish, Italians, Asians, latins and others. We must force obama to include a PLANK in his re-election platform which addresses our concerns "JOBS and a RIGHT TO WORK IN A HOSTILE FREE WORK ENVIRONMENT and enforce all current laws reference same and update/reform same.If obama doesn't then we will vote against him (obama) and any politician who supports him (obama). None of this the devil I know verse the Devil I don't know BS. We don't have much time to do this or it will be four more years of YES WE CAN which lead to what??? Comment by Ricardo Jones just now The Black community will not survive as little corrupt white people . This is the position of the Black elite. Once again if you replace a Bad white COP with a Bad Black COP we accomplish nothing. Because they both beat heads for the same reasons??? Steve Biecko a GREAT Black Leader of South Africians said this and was killed for it and for standing up of his peoples (Blacks) rights. For the those who don't know who Steve Beicko is Danzel Washington played Steve Beicko in the GREAT GREAT movie "CRY FREEDOM" which was made to show the conversion of a White liberal editor from South Africa Donald Woods. Look it up. Power of the people.
In June 2008, Plaintiff (Ricardo Jones) former Senior Federal Investigator EEOC-NYDO was assigned a charge of discrimination to investigate filed by Charging Party, Robert Johnson, a black male custodian, against the New Rochelle City School District. The majority of the students enrolled at the site of the charge are African-Americans and Hispanics. The majority of the staff belongs to the same ethnic. When Mr. Johnson transferred from the administrative office where he held the position of custodian, to the school; he notice three hangman’s knots (Nooses) with a brown monkey (curse george) in the one of the nooses. Mr. Johnson made a complaint to the Acting Superintendent, a black male, but nothing was done initially to resolve it. Mr. Johnson continued protest the hangman’s knots (Nooses) and he removed them himself; however, The White male supervisor put two more nooses up again in public view for everyone to see. Mr. Johnson took pictures of the hangman’s knots (Nooses) and gave them to Jones. Jones conducted an on-site investigation for two days. In interviewing employees, Jones discovered that other discriminatory practices had occurred at the Middle School and that the hangman’s knots had been on display for a period of seven (7) years. The Acting Superintendent Frank Smith (Black Ph’d) told Jones that an investigation was conducted, but it was not done by him; plus he did not sign-off on the report. He also told Jones that he didn’t know who place his signature on the investigative report. The Acting Superintendent promised plaintiff, when he returned from his honeymoon, he would provide an affidavit. However, when he returned, he was promoted to Superintendent at the Sleep Hollow school district in NY (Westchester County) and failed to submit an affidavit. Dr. Frank Smith who’s father was a lawyer involved in Brown v. Broad of ED. Dr. Smith who graduated from Howard University. On June 26, 2008, Nancy Boyd, Deputy District Director, informed Jones that he was being investigated for misconduct. Respondent’s attorney wanted Jones taken off the case because he knew the evidence that Jones discovered during the course of the investigation was going to be damaging to his client. Ricardo Jones was terminated for protecting Black and Hispanic childrens lives and civil rights.
We will not support the president (obama) on anything until he addresses Civil Rights for Black People and reforms same. We want the resignation of Jacqueline Berrien EEOC chair immediately or he will hear from US Black People at the election. NO more passes for the president because he looks Black and has a Black wife and daughters. We will march, call for a government work slow-down, boycott corporation/companies, businesses and the government. Civil disobedience if necessary. This is a promisse
Prevalence of gender biased laws and oppressive social practices over centuries have denied justice and basic human rights to Indian women. The need to establish the Family Courts was first emphasized by the late Smt. Durgabi Deshmukh. After a tour of China in 1953, where she had occasion to study the working of family courts, Smt. Deshmukh discussed the subject with Justice Chagla and Justice Gajendragadkar and then made a proposal to set up Family Courts in India to Prime Minister Pt. Jawahar Lal Nehru. Even after reformative legislation was enacted,
The three roles also have distinct differences. The facilitator's role should focus on helping the parties collaborate and skillfully assisting the group understand their common objectives and how to achieve them, without personally taking any side of the argument. Sensing how people are feeling and understanding how to respond to a particular situation is a critical skill of facilitation. A facilitator is a neutral leader who makes the process easier and assists with effective communication
http://eeoccorruption.blogspot.com Comment by Ricardo Jones Our president doesn't care about Justice for working class people who look like himself or his wife and daughters. The president appointed his wife's friend(Jacqueline Berrien) to head the corrupt EEOC. Berrien is a black attorney from the NAACP legal defence fund of NYC but she for Bad employers who discriminate against Black people IE:corporations, companies, Bad government agencies like her own(EEOC) and others to include state and local governments. This is the best a black looking president will do for Black people. I tried to fight for all people but Berrien's fired me for not dismissing Black complaints. Many Black attorneys and investigators at the EEOC along with the others are just dismissing all Black complaints. This is what the president wants. They think we all are just playing the RACE card. The judges in federal court feel the same way along with most attorneys in this country. http://www.livestream.com/lawlessamerica?utm_source=lsplayer&utm_medium=embed&utm_campaign=footerlinks
In a letter dated June 15, 2008 and an email dated June 29, 2008, after having received the automated right to sue letter from EEOC-Charlotte District Office, Mr. Morrow requested an appeal with Mr. Carlos Villescas (Deputy District Director - EEOC-Charlotte District Office). Mr. Morrow conveyed that he originally submitted a dual treatment and impact charge. Mr. Villescas reviewed the case for several days and told Mr. Morrow on July 11, 2008 that the case was only investigated as a treatment case and not an impact case, and further explained that it could have been due to lack of resources. Mr. Morrow then explained to Mr. Villescas in writing and verbally that his expectation was that all charges would be fully investigated and not ignored. After a week of deliberation, Mr. Villescas returned a letter to Mr. Morrow indicating that his reconsideration concluded and that he would not change the finding. Mr. Morrow realized that his impact claim was being ignored by the EEOC. In August 2008, Mr. Morrow contacted Ms. Sharon Jamison with the EEOC Office of Field Management and she advised Mr. Morrow to submit a written request for substantial weight review to Mr. Reuben Daniels (District Director, EEOC-Charlotte District Office). Ms. Jamison indicated that a substantial weight review letter should be granted if 1 or more of the following conditions are met: 1) procedures, regulations, and laws were not appropriately applied, 2) evidence was not considered, or 3) flagrant misconduct by the investigator. In October 2008, Mr. Morrow submitted a substantial weight review request letter to Mr. Daniels outlining the case particulars and that his impact claim was never investigated. Mr. Daniels returned a letter to Mr. Morrow indicating that a "full review was conducted" by Mr. Villescas. Mr. Morrow then submitted a FOIA request to the EEOC-Charlotte District Office, and Ms. Lynette Barnes provided all disclosable documents in the enforcement charge file. As evidenced by Mr. Morrow’s discussion with Mr. Villescas and Mr Morrow’s review of the FOIA released documents, it became evident once again that the impact charge was never investigated and it was not merely personnel incompetence but primarily blatant misconduct. In November 2008, Mr. Morrow sent Ms. Naomi Earp (former EEOC Chairman) an email and followed up with two voicemails in regards to his case. Ms. Earp was unresponsive to Mr. Morrow’s communications. In January 2009, Mr. Morrow submitted a detailed written color of law charge via certified letter/return receipted to the USDOJ Civil Rights Division Criminal Section detailing the case and communications with SCHAC and EEOC-Charlotte District Office personnel. After repeated telephone follow-up calls to the USDOJ, it was determined that the letter was lost and never arrived at the Criminal Section Office despite receiving a return receipt. In March 2009, Mr Morrow resubmitted the color of law charge in a letter dated March 26, 2009 and specifically requested that under Sections 242 and 241 of Title 18, that the USDOJ investigate the actions or inactions of the EEOC and SCHAC in his discrimination case. On June 15, 2009, Mr. Morrow received a letter (DJ 144-67-0) from Ms. Aneesa Kahn (USDOJ -Civil Rights Division Criminal Section) indicating that Mr. Morrow’s complaint "does not involve a prosecutable violation of federal criminal civil rights statutes." Mr. Morrow called Ms. Kahn to get more information as to why she couldn't investigate, and Ms. Kahn indicated that they do not have the jurisdiction and primarily deal with police brutality or other abuses by law enforcement officers. Ms Kahn further indicated that my allegations are prosecutable, but not through her office. On June 22, 2009, Mr. Morrow sent Attorney General Eric Holder an email at askdoj@asdoj.gov outlining his complaint and followed up with a telephone call to Mr. Holder’s office. It determined after speaking with the administrative assistant, that Mr. Holder’s emails and telephone calls are filtered and redirected to appropriate offices and personnel. Mr. Morrow did not receive any response from his efforts to elevate his case with the Attorney General. Also in June 2009, Mr. Morrow called the USDOJ hotline and inquired as to which USDOJ office would be appropriate for investigating his case. Mr. Morrow was referred to the Employment Litigation office, and left several voicemails requesting that an attorney return his call. Ms. Cynthia Jones left Mr. Morrow a voicemail, and Mr. Morrow spoke to Ms. Jones on June 30, 2009. In this conversation, Mr. Morrow conveyed to Ms. Jones that his disparate impact claim was never investigated as confirmed by a conversation with the EEOC-Charlotte District Office (Mr. Carlos Villescas). Ms Jones indicated that the USDOJ does not have anyauthority over the EEOC (e.g, color of law), and that discrimination charges are routinely ignored because EEOC offices across the country are understaffed. In July 2009, Congressman John Barrow submitted a congressional inquiry on Mr. Morrow's behalf to the USDOJ and EEOC requesting that the following issues be reviewed.1) evaluate for color of law violations by EEOC and USDOJ officials (Section 242 of Title 18) 2) review the recorded conversation with the USDOJ where it is acknowledged that cases are routinely ignored due to lack of resources.4) review Mr. Morrow's case file to ensure that all of charge were or are investigated In January, 2010, the USDOJ responded with a letter indicating that the allegations did not constitute a prosecutable violation of federal criminal civil rights statues. Contact List: Larry McBride (SCHAC, Investigator, 803-737-7830) signature illegible (Mr. McBride’s Supervisor, SCHAC) See SCHAC finding letter.signature illegible (Legal/Compliance Programs officer, SCHAC) See SCHAC finding letter.Jesse Washington (SCHAC, Commissioner, 803-737-7800)Carlos Villescas (EEOC-Charlotte District Office, Deputy Director, 704-344-6736)Reuben Daniels, Jr (EEOC-Charlotte District Office, Director, 704-344-6744)Naomi Earp (EEOC Headquarters, Former Commission Chairman, 202-663-4005)Aneesa Kahn (USDOJ Civil Rights Division Criminal Section, 202-514-2001 or 202-514-3642)Sharon Jamison (EEOC Office fo Field Management Programs, 202-663-4900)Cynthia Jones (EEOC Headquarters, Employment Litigation, 202-307-0143
I (RICOHENRY) had some direct contact with General Counsel of FLRA Ms. Julia Adkin Clark and her Deputy both are a waist of tax payers money. This is an example of who you know to get a high paying government position and not be qualified for it. President Obama made her appointment with many other just like Ms. Clark useless. The President is paying back all those who helped him get elected. The affect on the public doesn't matter the president has a debt and an fraud will do. To put someone like Ms. Clark in-charge of Union Police for the government is why WI politicians are distroying governemnt Unions. Its the same at the EEOC and other governement agencies Jacqueline Berriens chair of the EEOC is useless also. Ms. Berrien went to Harvard Law school with the First Lady. How can we have faith in a President who cares so little about the working class??? The President had to Bailout the DOL by sending all complainants to the ABA. What are all the DOL attorneys doing??? NOTHING!!!
what we elected the president to do? The president has appointed bad/corrupt judges and heads of these civil rights agencies. The EEOC oversee's the state and local civil rights agencies. The president appointed the head of the EEOC (Jacqueline Berrien) who is a friend of his wife and went to Harvard Law School with the first lady. The president has made a lot of bad appointments just as Bush did. Whom benefits from these bad appointments Big Law Firms and Bad employers ie: Corporations, Companies, State, county and city governments. The adminstration is bending over badwards to look the other way to let Bad employers break the laws so they will creat more jobs. Going to court early my save you time but won't resolve your discrimination complaint. This is about government in bed with Bad employers for kick-backs and positions for themselves and their friends. This is Gangster Corruption of our country. Our elected officials know whats going on and benefit from this corruption. Business couldn't serve unless the government looks the other way and let them break the employment laws. Force the president to do his job and make his federal agencies do their jobs not just dismissing complaints. What has the DOJ office of civil rights done nothing. What has the OSC done nothing against these Rogue Agencies ie: EEOC, MSPB, FLRA, OSC, DOL, OSHA and DOJ office of civil rights? NOTHING. A lot of attorney's and Investigators doing what? Dismissing complaints thats all.The President and the adminstration are giving the Bad employers a free hand to violate all the civil rights and employment laws. Look at Wallstreet???
u.s. EQUAL EMPLOYMENT OPPORTUNITY COMMISSIONWashington, D.C. 20507Office of tile ChairSeptember 21,2011Reverend Oscar S. TillmanNational Board of DirectorsNAACPMaricopa County BranchPost Office Box 20883Phoenix, AZ 85036-0883Dear Reverend Tillman:r write to respond to your letter of February 22, 2011. My sincere apologies for the delay in responding. Your letter expressed concerns regarding how the EEOC is currently enforcing antidiscrimination laws; you wanted to see change. Iam pleased to be able to relate the work of the agency since my arrival in April of 2010. In addition to developing a response to your correspondence, I also reached out to Hilary Shelton of the NAACP Washington Office. We had a very productive meeting, in which I shared the progress we have made. Over the past two years under my leadership and Commissioner Ishimaru's leadership before then, the Commission has taken great strides toward rebuilding and refocusing our civil rights enforcement programs and infrastructure. Our work is far from finished, and budget set-backs do pose challenges, but we believe that the agency is working more efficiently, more effectively,and certainly more strategically and that our progress is beginning to be felt on the ground. Because of budget increases in the first two years of the Obama Administration, the Agency was able to hire additional frontline employees. I am pleased to report that in FY 2010, through the extraordinary efforts of EEOC employees across the nation, we were able to resolve 104,999 charges, and keep the growth of the backlog to less than 1 percent. Moreover, overall, the EEOC bad nearly" 105,000 resolutions - a 22 percent increase from FY 2009. And the mediation program ended the year with a record 9,370 resolutions, 10 percent more than FY 2009 levels. EEOC also resolved 7,213 requests for hearings in the federal sector in FY 2010 and resolved more than 4,600 federal sector appeals -- 400 more than in FY 2009. I am proud of these improvements, especially considering that during this time the EEOC experienced a 20 percent increase in charges filed, from nearly 83,000 in Fiscal Year 2009 to nearly 100,000 in Fiscal'Year 2010 - the highest number in our 45 year history. We are on track to make continued progress for FY 2011, even as we face the fiscal challenges confronting all federal agencies. I believe that we can still make progress toward fulfilling our mission and providing qualitycustomer service. 131 M Street, N. E., Suite 6NW08? Phone (202) 663·4001 TrY (202) 6634141 FAX (202) 663-4110 JACQUELINE.BERRlEN@EEOC.GOV-Sep 27 2011 3:16PM EEOC - Chair's Office 202-663-4110 page 3Like you, I also have concerns with the Federal Sector. I agree that the federal government has a responsibility to be a "model employer," including the creation and enforcement of equal employment opportunity (BEO) throughout all levels ofthe workforce. To that end, I believe that our Office of Federal Operations has made great strides in both their oversight and enforcement roles. Changes to the federal sector process, however, must still be made. The Commission will soon consider a regulation to improve the process by which federal sector complaints are investigated and resolved. In response to your question concerning the conciliation process, the EEOC is statutorily required 10 conciliate in good faith where an investigation reveals that we believe there is reasonable cause to believe that discrimination occurred. Unlike mediation earlier in the investigatory process, during conciliation the EEOC is no longer neutral, but acts as a party to the negotiations - representing not only the interests of the charging party, but also the public. Should conciliation fail, the EEOe will consider filing suit in the case. However, because of limited resources we are not able to file suit in every case. We understand that conciliation can sometimes be a long and frustrating process. As you may know, the FY 2011 budget evolved from the President's mark into an unprecedented series of continuing resolutions, which did not end until April of 20 11 with a budget at our FY 2010 level. In addition, the EEOC, like all federal agencies, was required to absorb a .2% rescission in its budget. We succeeded in ensuring that the agency did not suffer further budget reductions. The Commission has a busy regulatory agenda; we have published final rules for the Americans with Disabilities Act Amendments Act and the Genetic Information Nondiscrimination Act and look forward to moving on a range of other issues. I have reinstituted a rigorous meeting schedule to address many of the issues facing employers, employees, and job-seekers in the 21stCentury workplace, including launching a series on barriers to employment. We have addressed the use of credit checks in employment decisions, arrest and conviction records, age discrimination, hiring bans on the unemployed, discrimination against persons with intellectualdisabilities, and the continued role of disparate treatment in 21st century hiring decisions. Moreover, we have hosted meetings on leave as a reasonable accommodation, and on humanlabor trafficking. We continue to work to ensure that we provide timely and efficient customer service to the American people. It is key that we look at the notion of full service creatively, holistically and comprehensively, which means we must look beyond brick and mortar stand alone buildings and explore a variety of vehicles for delivery of our services, including leveraging community-based partnerships, innovative technology, and other creative means of meeting the needs of our constituencies.Finally, the EEOC has recommitted itself to fully investing in and implementing the systemic enforcement initiative, identifying. and developing those cases that will impact a class of persons,an industry, a profession, a large company, or geographic location -- so that our efforts have the greatest impact. We are also leveraging the impact we are having by continuing to develop and strengthen partnerships 'Withour sibling agencies critical to full enforcement of the nation's civil.2Sep 27 2011 3:16PM EEOC - Chair's OTTice 202-663-4110 page 4rights laws, including the Department of Justice, the Office of Federal Contract CompliancePrograms at the Department of Labor, and the Office of Personnel Management.I am proud of the work that our dedicated workforce has accomplished in the past year and I appreciate the opportunity to respond to your correspondence. Thank you for your interest in the work of the EEOC and I trust that this response will serve to allay your concerns. Posted 1 week ago # judgebullock MemberPM This UserPost Count: 48 Dear EEOC Chairwoman, Propaganda and wishful thinking are no help to those employees of the EEOC and those who come before the EEOC in hopes of finding justice and the expectation of fair play. Your predecessors have brutalized the people who have come before this Commission. As a former EEOC Administrative Judge you continue to allow the EEOC to fight what is the single largest disability discrimination case today in our judicial system - mine. For eight years you have allowed your attorneys, Sherlock et al., supervisors, Siegal, to state on the administrative record that I will be dead by [the hands of the EEOC]or my own. Encouraged perjury, lies and outright fabrication. Illegal ex-parte hearings, failure to legally place me, a judge, in the proper appellate forum - and keeping my case in OFO even after they knew I filed in federal court for eight more months in hopes that I would die first! This does not include the fact that several people were taken from OFO to work against me on my case and then placed back into OFO or sent to other departments where everyone was aware of how hard this Agency attempted to kill me, See you tube Bullock v EEOC. Your judiciary is absolutely corrupt and continues to be. You turn a blind eye to the transgressions of others. The EEOC has damaged more decent hard working people than they have helped. You have destroyed lives in a cavalier fashion, behavior you have no intention of changing. Because you are an institution you collectively absorb the guilt which means that no one person can be held accountable. Yet, in reality the "Buck" stops with you! You are accountable, whether you like it or not. When you continue to employ individuals like Sherlock, who turn facts into fantasy because his instructions from the Chair are to win at all costs, you can only get what you expect - despicable human beings. During my tenure with the EEOC I witnessed more corruption in the EEOC Judiciary than I experienced during my entire legal career. The EEOC is in constant violation of the laws. You have administrative judges (attorney examiners) give legal advise and make decisions that are not licensed to practice law. As a result their decisions are not binding and do not have the force and effect of the law. In the Los Angeles Office alone you have five (5) unlicensed AJs. You personally are aware of this problem yet you do nothing to change it. The only true chairperson for this Commission is one who is hard-wired for justice and fair play. No matter what you say - I do not believe this person is you. I have read and listened to so many people who have been incredibly wronged by the Agency's decisions, that no Chairperson has credibility. When you tell the judges to move the cases along (get rid of them any way they can)you have destroyed an individual's right to be heard. There is not a prayer for justice. As the Civil Rights Commission before, the EEOC has made the same mistakes. The EEOC actually copied their procedures. The EEOC has failed. It failed me, a disabled judge, in your own system through the likes of Sherlock, Inzio and Perry and others who are without moral compasses. My case is not the exception but one of the most egregious. I believe you need to read the enabling legislation of the EEOC - you ARE designated as the Model Employer! Yet, when it comes to your own employees your organization has been cited as being the single most retaliatory agency in government. Those in power rewrite history and make up lies to suit their own needs. You have no idea what you signed up for and honestly I do not believe that to date you have proven the leadership skills that are necessary to turn this Agency around. It would take one incredible person to be the Change Agent this Commission needs. Are you really up to the job? Otherwise all you can do during your tenure is to perpetuate the corruption and abuse of the EEOC's legal system and your mission - to eradicate all vestiges of discrimination is only a joke. Clean up your own Agency since it affects the lives of so many people. Unfortunately, only time will tell as to whether you are capable of walking the talk. Listen to those who have been abused by your Agency and tell me you are proud to lead the EEOC. I am sorry I have to state what everyone else knows. Time will tell what kind of leader you are. How many people will continue to suffer under your tenure and will you really care - this is the question. I wish I could be more hopeful, but I am a realist by nature. I have seen and experienced the worst of this Agency. Respectfully submitted, Hon. Mary Elizabeth Bullock (Retired)
I Ricardo E. Jones Sr, former Senior Federal Investigator of EEOC-NYDO from 4/9/01 to 4/1/10 have direct and indirect knowledge of Federal Investigators, Federal Trial attorneys and managers of the EEOC who have taken money/gifts and/or positions with law firms to fix and throw investigation for personal gain or on orders from Comissioners of the EEOC (Vice Chair Leslie Silverman,Esq). Neomi Earp-campbell while Acting Chair of the EEOC had cases fixed for friends at law firms. This information was given to me by Federal Investigator Sean Oliveria formerly of the EEOC-NYDO. Former Vice Chair Leslie Silverman Esq, fixed decisions for her present employer Proskauer Rose law firm while she was a commissioner at the EEOC. This information was given to my by Nancy Boyd then Deputy Director of the EEOC-NYDO and Nora Curtin Trial attorney/former regional attorney miami-EEOC. Ms. Silverman was a former staff member of the senate sub-committee that over-saw the EEOC. She currently is using her contacts to fix complaints and issues at the EEOC of Proskauer Rose law firm Washington DC. Assistant General Counsel for the EEOC James Lee is a sexual preditor who has sexually harassed many females at the EEOC over his tenure. This information was given to me by Lois Bramble legal clerk at the EEOC-NYDO. Luis Graziano Trial Attorney at EEOC-NYDO has taken money to fix decisions and conciliation at the EEOC. He's a close friend of Assistant General Counsel James Lee of EEOC-Hq's and is also on the take with Graziano. Nancy Boyd fixed decisions for Leslie Silverman at the EEOC. Nancy Boyd is also a close friend of and ex-subordenate of Enforcement Manager Electra Yourke of EEOC-NYDO who worked for Elleanor Holmes-Norton former head of EEOC and NY City Commission of human rights. Ms. Yourke is a racist bigot known by all in NYC and Washington DC. This information was given to me by Ricardo Cuevas Esq and admin judge at the EEOC-NYDO. Clyde Lo-chin Mediator EEOC-Tampa FL, received a bribe from Paul Salvator Esq for Proskauer Rose law firm representing Ralph Loren Polo and now working with former EEOC vice chair Leslie Silverman in Washington DC. This information was given to me by my friend Clyde Lo-cin Mediator at Tampa FL EEOC. This information is just the tip of the iceberg. The above information was in my sealed law suit. Please google Ricardo Jones EEOC to read more on the above.
Thereafter Mr. Jones was subjected to numerous discriminatory/retaliatory adverse employment consequences, for exercising his first amendment free speech rights, Believing in EEOC’s mission statement, Believing in the U.S. Constitution and listing to PRESIDENT OBAMA’s and the Attorney General ERIC HOLDER’s speeches in the foregoing.
Mayor Bloomberg is allowing the construction companies of DeFoe and Conti to steal millions of city dallors along with the corrupt EEOC. Both DeFoe and Conti have been investigated by the corrupt EEOC for gender discrimination. The president white house staff also has a gender discrimination problem too (Confidence Man) by Suskind. The countries civil rights laws are used to make illegal money by the elite officials. Great Con Game. kou do's to the Mayor of NYC and the President. Can anyone stop them? Where's are free press???
EEOC Fired Senior EEO Investigator Who Exposed Internal Corruption
September 24, 2011 All: This is an attempt to ensure my rights are respected, to restore my reputation, to seek justice and to expose corruption and the injustices in the federal workplace. Please be advised that I am seeking assistance because of the following reasons below: I have not received a response regarding the request that I sent on August 16, 2011 to the United States Secretary of Labor Solis. This issue regarding the FMLA and false medical diagnosis wads reported to the Wage and Hour Regional Office in Atalanta Ga. November 2010. For the last few weeks, I have called the number provided 202.693.0668 and left several messages for Chiquiah Rose, a Specialist in the DOL Wage and Hour Division, she would return NOT return my call. Wednesday, she finally answered the phone and after realizing it was me, she indicated she would call me back in 15 minutes after she found information regarding my correspondence. She never called me back. She wanted to know how I got her "direct" phone number. I informed her that someone in the Secretary of Labor's office gave me her phone number and directed me to her to follow up on my request regarding the reinvestigation. Mrs. Vivian Rivera in the Regional Office located in Atlanta Ga, ignored the alleged abuse of authority beginning November 2010. See the forwarded email to Mrs. Rivera below. Without a reinvestigation, under the orders of a Mrs. Davidson who works in Washington DC, Mrs. Riveria revised the FMLA Narrative June 22, 2011. I believe federal employees are covering up the criminal actions of the federal investigator. The investigator never informed me she had documented the false medical diagnosis. I would have never known about it and therefore it indicates it was done deceitfully and with malice. I requested a copy of the record under the FOIA because I became suspicious. The investigator's actions towards me sent up a red flag she was not impartial during the investigation and was working to help the employer. The FMLA Narrative has been Amended without a reinvestigation and is evidence of everything I am stating. Upper management also ignored the violation of federal regulations because they want to cover up the investigator's actions. This is unbelievable because they don't have a document to support what they are documenting in the FMLA Narrative. Still, the FMLA Narrative is proof because it contradicts the Federal Regulations and proves there conspiracy to cover up improper employment procedures within the federal workplace. I have documentary evidence that federal employees are committing crimes under the color of the law . Intentionally using their authority to ignore complaints is unethical. This abuse of authority is negatively impacting the black community. The average African American citizen would not have known how to handle this issue or other issues involving deception by the very people who are suppose to enforce federal laws and regulations. It appears that there no consequence when the investigators justify the actions of the employers who violate federal laws and federal regulations. It also appears federal investigators are being paid to look the other way. Why would they risk their careers if they are NOT being paid off? Why would federal investigators and upper management fabricate a federal document to serve as evidence to justify the actions of an employer who clearly violated the federal regulations? Contact me ASAP if you need copies of documents to serve as documentary evidence regarding federal employees' unethical actions. I have documentary evidence that EEOC investigators lie and scheme to avoid going forth aggressively to ensure employers comply with federal regulations. I have be collecting documentary evidence since 2009. It's time to expose the corruption regarding EEOC, DOL Wage and Hour Division and other federal agencies failing to investigate the complaints of Black people who file discrimination complaints and other complaints. The last two years have bee a nightmare and I am ready to wake up. If EEOC had investigated my complaints, the FMLA issue would have never happened. Employers do NOT respect EEOC because they know it's an illusion to fool and mislead citizens into thinking they have route to justice knowing they do not. I was deceived into thinking a fact finding conference was being held June 24, 2011 when it appears that I did NOT have a proper fact finding conference. I was NEVER sworn in and the conference was held by telephone all parties in different locations including the investigator located another state. As a American Citizen, my rights under the Constitution are being violated by the people who are supposed to be enforcing the federal laws and regulations. Does anyone have Rev. Al Sharpton's contact information? Enough is Enough. My phone number is 252.339.1388. I look forward to hearing to you and working with you to expose the corruption in the federal workplace and to protect the rights of African Americans. I stand ready to speak with anyone who is willing to listen and expose this corruption in the federal workplace. Yours in the struggle, Mary E. Lyons Felton, AAS, BS, M.Ed, EdSFormer School AdministratorAdvocate for Justice
Email Me Ricohenry7@yahoo.com
Call me 917 803 0583 Ricardo
Hello Mary, I'm Ricardo Jones sorry that you were faced with this governmental corruption. Help this is a rogue government agency (EEOC) along with others (FLRA, MSPB, OFFCP, DOJ office Civil Rights and others). There's no protection for Black people anymore against workplace discrimination. Your President has done that with the help of Jacqueline Berrien (Formerly of the NAACP) his head of the EEOC.
I filed a charge with the EEOC in 2006, I received a call from the investigator today nearly 5 years informing me of a "right to sue letter" being sent to me. I am saddened by the mishandling of my case and the length of time the EEOC has allowed elapsing. I file for sexual harassment which I have a tape recording of the harasser comments. I also filed discrimination and retaliation with evidence and witnessess. The EEOC has refused to give me a finding. Why? I don't know. Where can I go for help. Chicago, Il
The government i.e. (EEOC/OFCCP/MSPB/DOJ) and members of the current administration are allowing employers to have a free hand to discriminate. In their minds this will help the economy. The question is why are our Senators and Representatives allowing this to happen? Could they have been paid-off and/or owe favors? The above agencies are only processing complaints. Employers know the government isn't interested in Race discrimination and/or any other form of DISCRIMINATION (WALMART DECISION BY THE HIGHEST COURT IN THE LAND). The Mayor of NYC has hired ex-EEOC/OFCCP/IRS managers to fix any complaints filed against the NYC and/or his corporation. The fix goes all the to Washington DC with other agencies to include the EEOC. Some investigation are just smoke screens to hide corruption. Bloomberg Inc's attorney is the ex-general counsel for the EEOC Washington DC. EEOC for hire before, during and after government service??? Federal Court Judge in NYSD is ex-corporate counsel for NYC??? Justice Scalia's son was the head of DOL and guess what law firm he worked for??? How many lawsuits were fixed for Justice Scalia's son's ex-law firm??? How many corporations hired the law firm where Justice Scalia's son work at??? Ex-Vice Chair of the EEOC and Ex-Senate oversight Committee Staffer Leslie Silverman Esq, now works for Proskauer Rose LLP of Washington DC. How many lawsuits did Silverman fix for Proskauer Rose when she was the Vice-chair at the EEOC to get the job as a partner at Proskauer Rose???
The government i.e. (EEOC/OFCCP/MSPB/DOJ) and members of the current administration are allowing employers to have a free hand to discriminate. In their minds this will help the economy. The question is why are our Senators and Representatives allowing this to happen? Could they have been paid-off and/or owe favors? The above agencies are only processing complaints. Employers know the government isn't interested in Race discrimination and/or any other form of DISCRIMINATION (WALMART DECISION BY THE HIGHEST COURT IN THE LAND). The Mayor of NYC has hired ex-EEOC/OFCCP/IRS managers to fix any complaints filed against the NYC and/or his corporation. The fix goes all the to Washington DC with other agencies to include the EEOC. Some investigation are just smoke screens to hide corruption. Bloomberg Inc's attorney is the ex-general counsel for the EEOC Washington DC. EEOC for hire before, during and after government service??? Federal Court Judge in NYSD is ex-corporate counsel for NYC??? Justice Scalia's son was the head of DOL and guess what law firm he worked for??? How many lawsuits were fixed for Justice Scalia's son's ex-law firm??? How many corporations hired the law firm where Justice Scalia's son work at??? Ex-Vice Chair of the EEOC and Ex-Senate oversight Committee Staffer Leslie Silverman Esq, now works for Proskauer Rose LLP of Washington DC. How many lawsuits did Silverman fix for Proskauer Rose when she was the Vice-chair at the EEOC to get the job as a partner at Proskauer Rose???
THIS LETTER(SIGNED)WAS EMAILED TO THE LIST BELOW: February 22, 2011 Jacqueline A. Berrien Chairwoman EEOC Headquarters U.S. Equal Employment Opportunity Commission 131 M Street Washington, DC 20507 Re: DIRECTION OF EEOC AND LOST OF PUBLIC TRUST Dear Chairwoman Berrien: Congratulations on your confirmation in December 2010 as Chairwoman of EEOC. I was delighted in reading the news that President Barack Obama had appointed you as the fourteenth Chairperson to head the Equal Employment Opportunity Commission (EEOC or Commission). Indeed, your background as a litigator and your association with the NAACP should definitely help you reshape the direction the agency will travel in the 21st century in fulfilling its mission to eradicate employment discrimination in America’s workplace, both public and private. I believe you have a difficult, but not impossible task, to accomplish your mandate. I write this letter to express my concerns about how the EEOC is currently enforcing the federal anti-discrimination laws which are under its jurisdiction. In particular, I am greatly disturbed about how cases are being processed and investigated because discrimination in the federal sector is just as bad as in the private sector. I hope you will push more aggressively to bring change about within the EEOC’s field offices, including dealing with management officials and investigators who engage in prohibited personnel practices. However, thus far, I have seen very little that you have done in issuing directives to District Directors and other personnel to swiftly reverse the Commission’s reputation as being inefficient in keeping track of the claims filed by aggrieved individuals; and to make sure the cases are properly processed and investigated; and that their civil rights are protected which is guaranteed by the Constitution. I will begin with my concerns with the FEDERAL SECTOR. I am sure you are fully aware, the federal government is the largest employer in America and should lead the way in being a “model” employer in creating a diverse and honorable workplace. The EEOC’s annual report for 2009 for the federal government clearly shows that there is something wrong with this employer as it relates to the laws administered by the EEOC. As of July 2009, the EEOC employed approximately 110 Attorney Examiners of which 24 of them failed to maintain an “active” status in the bars they were admitted to practice law. On or about July 29, 2010, the EEOC employed the same the same number of Attorney Examiners of which 15 failed to maintain an “active” status in the bars they were admitted to practice. Furthermore, according to the Occupational Outlook Handbook, 2010-11 Edition, there is no true position for Attorney Examiners- Administrate Judges. Congress did not create such positions to impartially adjudicate claims arising under 29 C.F.R. § 1614.19. Congress created the position of Administrative Law Judges (ALJs) to adjudicate claims under 29 C.F.R. § 1614.19. I am requesting that your Attorney Examiners/Administrative Judges be converted to Administrative Law Judges; and that there be a cease and desist on Attorney Examiners/Administrative Judges conducting hearings who have failed to maintain an “active” status in the bars they were admitted to practice law. In 1990, the Administrative Dispute Resolution Act (ADRA) was implemented which required each federal agency to adopt a policy on the use of ADA. There are no real advantages for complainants to participate in the ARD program to resolve complaints based on my analysis of the statistical data. Complainants participating in the program face retaliation based on my review of grievances and arbitrations. Until management officials throughout the federal government, including but not limited to EEOC, are held more accountable by being disciplined and/or terminated for not complying with the regulations there will be no change in this environment. For example in your own “shop”, I reviewed the lawsuit filed by Mr. Ricardo Jones, a former Investigator who was employed in your New York District Office, before your lawyers filed a motion to have it sealed, and was quite frankly appalled at what he had experienced. It appears based on the lawsuit that Mr. Jones was retaliated against by being denied a Within Grade Increase (WIGI), placed on a Performance Improvement Plan (PIP), and terminated for whistle blowing activities protected under the Whistleblower Protection Act (WPA); specifically, when he disclosed incidents of gross mismanagement, abuse of authority, and violations of laws, rules, and regulations which happen in his office. These acts were happening in his office and he attempted to correct the matter and as a result was terminated. Management officials in other filed offices have engaged in gross mismanagement, abuse of authority, and violations of laws, rules, and regulations. As for the PRIVATE SECTOR, information that I have been given from various sources reveals that your field office staff in the intake process continue to engage in one or all of the following behavioral deficiencies: (1) refuse to take charges based on race, Black; (2) refuse to allow charging parties to file a class-action charge based on race, black; (3) refuse to allow charging parties to check more than one box and/or name an employment agency; (4) refuse to allow charging parties to mention events outside 180 days even though, the alleged discriminatory events are still timely; (5) telling charging parties that they need more detail information before taking a charge; (6) failing to tell charging parties during the intake process about the agency’s A, B, & C classification system; (7) failing to contact and interview witnesses identified by charging parties; (8) failing to give charging parties pre-determination interviews before cases are dismissed as a “not cause” finding; (9) refusing to give charging parties a status update in a timely manner; (10) refusing to give charging parties and/or their attorneys a copy of respondent’s position statement; (11) failing to make a adverse inference “reasonable cause” finding after respondents have failed to provide a position statement; (12) dismissing cases without respondent’s position statement; (13) lack of coordination among EEOC personnel (e.g., different investigators assigned to charges against the same respondent involving the same allegations and discriminatory practice; (14) investigators telling charging parties during the intake process that they can not file a charge because they do not have direct evidence; (15) when charging parties request a copy of the investigative file they find no in-depth investigation was conducted; (16) investigators are dismissing cases solely on respondent’s position statement without giving charging parties an opportunity to refute what respondent has said; (17) investigators during the intake process tell charging parties there is no merit to their charge; (18) investigators giving charging parties legal advice during the intake process; (19) investigators not seeing retaliation when it is right in front of their face; (20) intake investigators not knowing and/or understanding elementary principles of discrimination cases; and (21) Directors refusing to reopen cases after charging parties in a timely a manner have provided additional evidence to support their case. It does not take an increase in the agency’s budget to correct the above problems. I and members of my executive board listened very carefully to the questions posed to Commissioners Victoria Lipnic, Chai Feldblum, and General Counsel, P. David Lopez and you during the confirmation hearings last year. Democratic Senator, Tom Harkin, asked you two very important questions. He asked you (1) how much money you needed and (2) how were you going to handle the large backlog of cases. You responded by telling him that you could not provide him with an answer at the time. You also told him that after you were confirmed and given an opportunity to review the agency’s operation, you would be better prepared to give him a report. However, I have not seen such a report in the media. Instead, it appears that you relied on inaccurate and/or missing key documents in case processing provided to you by your staff, specifically, Nicholas Inzeo, Director, and Office of Field Programs. You increased the performance goals for District Directors for Federal and private sector complaint processing thereby, placing an unnecessary increase of performance goals on the bargaining unit employees without justification, which resulted in the Union filing fifty-three (53) Unfair Labor Practice Charges (ULPs). EEOC is the only federal agency with the most responsibility in enforcing more anti-discrimination laws with the least amount of employees than any other agency. The AFGE Council 216 should be lobbying Congress to raise the agency’s authorized ceiling 4,000 full time employees rather than 3,000 and increase the budget to $478 million. Civil rights organizations would be on the front lines helping the agency to convince the Congress that such appropriations are needed to enforce the civil rights laws, which protect against discrimination on the job, based on race, color, religion, national origin, sex, age, disability and genetics. Unfortunately, EEOC has mishandled the appropriations already granted by Congress, leaving aggrieved individuals who filed charges or complaints suffering the consequences. In FY 2009, Congress made sure the agency received an extra $23 million dollars to help reduce backlog of cases. All this money did not go to hiring 200 or more investigators. How was the money spent to help tackle the growing backlog of cases? On November 15, 2010, the Federal Labor Relations Authority (FLRA) issued a decision which indicated the agency violated the Fair Labor Standards Act (FLSA) by requiring employees to request compensatory time off in lieu of overtime compensation. The agency is aware that it has an outstanding bill of approximately $7 million dollars or more for intentionally and willfully violating the FLSA. Nevertheless, the agency has failed to put in its budget funding to compensate investigators, mediators, and paralegals for working overtime. I believe the AFGE Council 216 has done very little in requesting that the agency put in its budget the funding to compensate the employees for working overtime. The agency and union have engaged in “featherbedding” which has prevented the employees from being compensated for working overtime. I am going to ask Congress to follow the money. As a civil rights advocate as well as a stakeholder, I am obligated to ferret out “injustice” throughout the federal government and assist in correcting any misconception or misinformation concerning the public’s civil rights; and what action is being taken to protect them from discrimination. I am deeply disturbed after reviewing the EEOC’s Charge and All Statues Statistical Data for FY 1997 through FY 2010, when comparing “no reasonable cause” findings to “reasonable cause” findings. How will the agency effectively process and investigate charges filed under Title II of the Genetic Information Nondiscrimination Act of 2008, when the agency’s own statistical data clearly shows that it is having a difficult time in eradicating discrimination in the workforce with the anti-discriminations laws it enforces before the aforementioned law was passed? I know oftentimes the decision to eradicate discrimination is not pleasantly received by respondents; however, the agency must be a much better job in fulfilling its mission because the public has lost confidence. I want a written response within fifteen (15) days of receipt of letter answers to the following questions. (1) Why are cases with a “reasonable cause” determination transferred to ADR for conciliation and held there for six months or longer until conciliation efforts fail, and no lawsuits filed? (2) Why was the charge filed Charging Party, William F. Keck, a White male, (Charge No. 520-2008-02765) and Charging Party, Ann Judith Yancey, a White female, (Charge No. 520-2008-0221) against Atrium Staffing, LLC. was transferred to the EEOC’s Newark Area Office, and the charging parties issued a “no cause” finding on September 30, 2009, when they both provided sufficient evidence to show that respondent had engaged in lawful employment practices against African Americans? (3) Has there been an independent investigation conducted regarding the racial remarks made by Ms. Electra Yourke, a White female, when she states “that no matter how much experience and/or education a Black person has they don’t qualify for anything.” Ms. Yourke as a public official is liable for her actions. In fact, her remarks were outside of her sworn official duties. Therefore, she has no official immunity under Title 42 § 1983. I am prayerful that the above information will be acted upon immediately in order to gain the public’s trust back “with all deliberate speed”. I hope you will make a difference in combating discrimination more effectively in the workplace. EEOC is not in the business of giving respondents a safe haven to hide when they engaged in unlawful employment practices. The public’s demands are too important to be overlooked. Indeed, you have been given the opportunity to reshape the direction of the agency. I wish you the very best traveling down this road. I hope you will be motivated by the dreams that former civil rights advocates had that equal justice under law might be a reality in the workplace during your tenure. “Injustice anywhere threatens justice everywhere” Rev. Dr. Martin Luther King, Jr. I you have any questions regarding this letter; please contact me at (602) 252-4064. Sincerely, Rev. Oscar S. Tillman President/National Board of Directors NAACP cc: Stuart Ishimaru Constance S. Barker Victoria Lipnic Chai R. Feldblum P. David Lopez Roslyn M. Brock Benjamin T. Jealous Margaret Morgan Sen. Jon Kyl Sen. John McCain Tom Harkin Sen. Barbara Boxer Sen. Dianne Feinstein Sen. Barbara Milulski Sen. Johnny Isakson Sen. John Corny Sen. Charles Schumer Rep. Darrell Issa Rep. Ed Pastor Rep. Barbara Lee Rep. Emanuel Cleaver Latasha Brown Ricardo Jones Walker Harman Randell Pittman Donald Winfield Regina Murry
The Presidents appointee Jacqueline Berrien chair of EEOC is supporting "JIM-CROW II LAWS" at the Rogue EEOC. Black people are not equally qualified for employment by the non-enforcement of the CIVIL RIGHTS ACT OF 1964 as amended by the EEOC. This is what Ms. Berrien has brought to the EEOC nation wide. Ms. Berrien has required the dismissal of a additional 50 complaint per investigator at all EEOC office. If any investigator refuses to dismiss the additional 50 complaints they with be disciplined.
This is a investigation I conducted while being harassed by members of EEOC management: Elisabeth Grossman, Rosemary Wilkes, Spencer Lewis and others. Because it was based on Race discrimination. How many Blacks recieved any money from the settlement? Maybe 4 out of 54. Whom recieved the money??? How other all the related cases against Tavern of the Green??? Why did the EEOC hide Cause finding in ADR and why??? What happened to the Male on Male sexual harassment related Cause findings, Ms. Grossman store away for over a year in ADR??? Ricardo Jones Senior Federal who exposed Tavern on the Green Terminated by Electra Yourke and Kevin Berry of the EEOC-NYDO??? The New York Times of July 2, 2008, had a story about a similar sexual harrasment lawsuit in NY. Here are some details from the story: Martha Nyakim Gatkuoth, a refugee from Ethiopia, found a job as a hostess at a famed restaurant tucked within Central Park: Tavern on the Green. In the beginning, she says she enjoyed her work, but slowly found herself to be a victim of continuous sexual harrassment. “I was asked to perform sexual favors in great detail by this manager,” she said. “And when I refused, I was told that I was not going to get the schedule I wanted. It resulted in my paycheck being cut.” Ms. Gatkuoth said that when female employees passed through the kitchen to get to their lockers, they often faced a torrent of bawdy commentary from the kitchen crew. “Sometimes they would say: ‘When are you going to get pregnant? That’s all women are good for,’ ” she said. “Sometimes there’d be a big group of people, and the manager would make a comment about your private parts and get a laugh out of everybody.” “Most of the time it was in private; I’d be by myself,” she said. “He’d just come and grab my butt and slap it. It’s a big place and there’s a lot of places where things go on that most of the customers don’t go to.” “He’d make statements like, ‘Why do you think so and so gets this schedule?’ I’d wonder whether they were threatened the same way I was threatened.” Ms. Gatkuoth said that despite her anguish, she felt she could not leave the job. As the eldest child of parents who had died in the violence and tumult of East Africa, she needed steady work to help send her two brothers in the United States to college and a 15-year-old brother still in Africa to boarding school there. For more than a year, during the job, she did not tell anyone about what was happening at the restaurant. She was too embarrassed, she said. And now she feels embarrassed that she was embarrassed. “How could I have let this happen?” she said. “Is it something in me that someone saw as a weakness? I became more angry with me.” “You always think it’s just happening to you and that’s what makes it worse,” Ms. Gatkuoth said. “A lot of women suffer silently. But I think if this becoming so public could help other women out there, then it was worth it.” Ms. Gatkouth filed a complaint with the EEOC against the sexual harrasment. initially filed the criminal complaint with the Manhattan district attorney — his office dropped the case — and then a lawyer suggested she contact the commission. The E.E.O.C. interviewed more than 50 workers. She is now the lead complainant in the commission’s federal discrimination lawsuit, in which Tavern on the Green agreed to a $2.2 million settlement last month. The lawsuit contains coarse and graphic words to describe the demands and demeaning language that Ms. Gatkuoth and several other female employees said they faced. Kam S. Wong, a lawyer for the E.E.O.C., said the director of operations was so intimidating and forceful that many workers were scared to speak up.
The Stats show what action or inaction the EEOC has taken. The Top Cop of the nation said" America is "a nation of cowards" when discussing race. That sentiment from the country's first African-American attorney general, Eric Holder, has stirred up pundits, bloggers and readers. If as a nation we're in denial about Race then what else are we in denial about? Sex, Age, Religion, National Origin, Equal Pay and Disablity. If the EEOC is supporting the dispariaties in employment which their Stats show then how can this economy grow? Please go back and read the articles I have written. I spent 9 years at the EEOC as a Senior Federal Investigator in NYC. Search my name on the internet and read the articles. My lawsuit has been sealed by the US asst Attorney. See why the Attorney General's office doesn't want you to know the truth about the Rogue EEOC who work hand in hand with the DOJ.
It was shown under the heading of "The Sinister and Obscene State of Affairs at the EEOC". Beginning of letter To: Mr. Sam Wright, Jr., President Federal Employees Against Discrimination, Inc. Hi Mr. Wright: I have sent you some of the evidence of incredibly irrational, discriminatory, and fraudulent actions of the EEOC Administrative Judge, Kurt Hodges, on USDA Class Action Case #020077. As I informed you there is a lot more evidence of similar actions by the officials of the Office of Federal Operations (OFO) of EEOC as well as by this AJ. Today, I received the decision of OFO, signed by its Director, Carlton Hadden, in which my appeal (EEOC Appeal #01A52527) against the self-evidently corrupt, classist, racist, elitist, illegal, and unconstitutional settlement agreement of the Asian/Pacific Class Action Case (Basu et. al., class agents), has been dismissed and AJ's (Culbertson) complacent and corrupt approval of the agreement has been affirmed. The OFO did not address the most important questions and problems of the contents of the agreement being in violation of the Title VII and other civil rights acts and laws, which were raised in my appeal brief. It maneuvered to get around these most important matters, by denying me the right to raise them, as by the Parties' illegal and unconstitutional change of definition of the class, I would not be considered a class member, even though the USDA held my individual cases of employment discrimination in abeyance, for more than three and a half years, because of my being an Asian American and hence a member of that class!!! So, the EEOC went even beyond the USDA in violations of the law, perversion of facts and logic, and bizarre racist-discriminatory rationalizations, in order to avoid addressing or adjudicating the most important legal, constitutional, and substantial issues and problems Even the USDA had not denied me the status of being a class member and entitlement to the relief. In its brief, USDA had clearly stated that I was personally entitled to relief and was not excluded from the class. Now, the OFO decision is denying even that status to me, in order to circumvent and bypass the issues of legality and constitutionality of the settlement agreement! This action of OFO is further confirmation of the conclusions of my various reports and analyses, in which I have identified the role of cross-institutional classist-racist-elitist mass psychological and cultural factors being the most important ones in the dismal civil rights and equal opportunity reality in this country. No matter what formal regulatory or procedural changes or reforms are made, these mass psychological and cultural factors will inevitably subvert, pervert, and discriminatize them. I had written a proposal for investigation of the role of these factors, in the civil rights and discrimination problems in the USDA, by some highly qualified, experienced, and advanced social psychologists, trained in the methods of social psychoanalysis. Some of these psychologists, e.g. Dr. Douglas LaBier, located in the Washington, DC area, have conducted large scale studies in various government agencies and have found widespread problems of severe psychopathology in the management. I believe that EEOC is also infected with such widespread psychopathology. Such studies are of utmost importance for identification of the nature and causes and solution of the problems. I can modify my proposal, written for USDA, to one for the EEOC, if you wish to pursue this matter. Although the discrimination, collaboration, and conscienceless misprocessing of minorities' cases and appeals at the EEOC and OFO are long-standing, these have gotten much worse under the current Republican administration. All the petty little zombified officials, including those of the EEOC, are exploding with venom, pettiness, and intoxication with the powers of injustice and their infliction on the weakest sections of the populations, first and foremost being the minorities. The professional environment at OFO has gotten much worse under its current director, Hadden. He is clearly one of those grotesque Orwellian creatures, like Clarence Thomas and Rehnquist. I recommend that your organization, USDA Coalition of Minority Employees, and NAACP should jointly launch a campaign to replace Mr. Hadden, as the Director of OFO. Some conscientious officials of OFO, who are very rare, are aware of his diabolical leadership and had encouraged me to request an investigation of his mismanagement by the EEOC Inspector General (IG). The IG had rejected my request and refused to conduct such an essential investigation. Even though I am skeptical of the generally classist and racist court system in this country, I would have sued the EEOC, if I had not been discouraged from doing so, after what they did to your cases. Personally, I am now considering to leave this country for good. I do not wish to continue living in a country where minorities are treated as second or third class citizens and where ultra-Orwellian organizations, like the EEOC, operate with total impunity, committing huge injustices, crimes and sins, routinely and systematically, in the name of "justice", "equal opportunity", and "civil rights". Fazal Rahman End of letter
DECEMBER 07, 2010 AT 2PM EST, I RICARDO E JONES SR, FILED A LAWSUIT AGAINST THE GANGSTERS OF THE EEOC AND ITS CORRUPT UNION IN FEDERAL DISTRICT COURT OF THE SOUTHERN DISTRICT OF NEW YORK. HERE ARE THE FOLLOWING NAMES: Jacqueline A. Berrien, Stuart J. Ishimaru, Spencer Lewis, Kevin J. Berry, Luis Graziano, Ricardo Cuevas, Electra Yourke, Lisa Sirkin, Elisabeth Grossman, Nicholas Inzeo, Joann Riggs, Gabrielle Martin, Levi Morrow, and former employees Rosemary Wilkes, Nancy Boyd all in their official capacities.
The truth about corruption and fraud at the EEOC. Alyssa Rosenberg, your article in Government Excutive.com didn't come close to the truth. Many at the EEOC are in fear for the only means to do their toes, nails and hair. They sell their own people out daily for the aforementioned. The small fish do it for just their salaries. The Managers and Attorneys receive other forms of payment from top law firms and corporations/companies. If anyone thinks the EEOC isn't corrupt then they're blind or corrupt themselves. Someone has to stop this corruption. The question is whom??? CBS made contact with me but no story. What does that mean???
Send letter to Barack Obama, Chuck Schumer, Mike McMahon, and Kirsten Gillibrand about the corrupts, fraud and misconduct at the EEOC-NYDO and EEOC Washington DC. Attorney and Managers taking money and fixing complaints for friends and personal gain. Politicians using their influence to stop investigation at the EEOC against government contractors and Corporation in their district. Jobs given at the EEOC to son of Ex-NFL/AFL quarterbacks and not based on his qualifications (Robert Unitis son of Johnny Unitis of Baltimore Colts) who fixed that job for Unitis from Maryland names starts with B and M??? The civil rights of mostly Black people are being used by corrupt in Politics and government.
Why was Ricardo Jones Terminated and Spencer H Lewis Jr, Transfered from EEOC-NYDO? Ricardo Jones was used as a scape goat for the corruption at EEOC-NYDO. Everyone in the NYDO area knows the truth about Ricardo Jones the only enforcer of Civil Rights and Justice under the law for all??? How about answering Jacqueline Berrien? Are you afraid of the truth?
The EEOC could have fixed the racial problems of this country, but it was infiltrated and/or staffed with segregationist/racial Bigots/Uncle Toms/Aunt Momas and they 're still there today. Many at the EEOC aren't supporter of Civil Rights and/or Rule of Law for all (Justice under the Law). No Civil Rights attorneys work at the EEOC and/or other government agencies. The whole process is just a money making fraud for the corrupt legal attorneys. EEOC has a Black front for sell-outs with White Bigots making decisions. The EEOC could have made America GREAT. Many didn't want things to change. Senator Tom Harkin, Barbara Mikulski,Patty Murry and others are allowing this fraud to go on. The president obama is part of the problem also. Read Sam Wright Jr's Book "Your Betrayed by the US Government". The President and his wife are ex-employment attorneys for Sibley and Austin they know. Jacqueline Berrien(Harvard Law school friend of the first lady) chair of EEOC is just an opportunist just like the others who played at the Black seat. We must force the Senators on the oversite committee to reform the corrupt EEOC and the check and balance agenies OSC,DOJ (Office of civil rights) MSPB and FLRA.
The EEOC could have fixed the racial problems of this country, but it was infiltrated and/or staffed with segregationist/racial Bigots/Uncle Toms/Aunt Momas and they 're still there today. Many at the EEOC aren't supporter of Civil Rights and/or Rule of Law for all (Justice under the Law). No Civil Rights attorneys work at the EEOC and/or other government agencies. The whole process is just a money making fraud for the corrupt legal attorneys. EEOC has a Black front for sell-outs with White Bigots making decisions. The EEOC could have made America GREAT. Many didn't want things to change. Senator Tom Harkin, Barbara Mikulski,Patty Murry and others are allowing this fraud to go on. The president obama is part of the problem also. Read Sam Wright Jr's Book "Your Betrayed by the US Government". The President and his wife are ex-employment attorneys for Sibley and Austin they know. Jacqueline Berrien(Harvard Law school friend of the first lady) chair of EEOC is just an opportunist just like the others who played at the Black seat. We must force the Senators on the oversite committee to reform the corrupt EEOC and the check and balance agenies OSC,DOJ (Office of civil rights) MSPB and FLRA.
Subject: Re: Proskauer and Rose donating money to Clyde Lo-chin's Steel drum club. Clyde Lo-chin (currently mediator in Tampa, FL EEOC) recruited me (Ricardo E. Jones) and a friends (Robert Brown) of the US Army Reserves to apply for positions at the EEOC-NYDO as investigators on or/about early 2001. Clyde had meetings with us both to prepare us for the interviews with members of management of EEOC-NYDO. I never believed that I was going to be hired despite my background in Law Enforcement and investigation. Clyde said not to worry you'll get hired. I was hired sometime the first week of April 2001. After I was hired Clyde was working on a big case against Ralph Laren Polo involving a large amount of Black employees. Sometime later Clyde asked me to attend one of the settlement conferences at Proskauer and Rose where I meet top negotiator Paul Salvator Esq, and other attorneys for Polo. Later after the conference I was contacted by Paul Salvator of Proskauer and Rose. Paul asked if I had a case with the respondent MBIA. Paul wanted me to set-up a similar conference to settle to case. I did and it settled for $650,000.00 in less than 90 days. Clyde Lo chin had admitted to me that he asked Paul Salvator to have Polo to donate $5000.00 to Clyde's Steele Drum club and he did. Clyde Lo chin has a relationship with Nancy Boyd who at the time of my hirer was Enforcement manager, and later Deputy Director of the EEOC-NYDO. Nancy Boyd was fixing cases for Vice Chair of EEOC Leslie Silverman for the Proskauer Rose Law Firm. Leslie Silverman left EEOC and became a partner of Proskauer and Rose in Washington DC and works with Paul Salvator of Porskauer and Rose of NYC.
EEOC is an advocate for corporate american. There's a conspiracy between govenment lawyers and respondent law firms ie: Jackson Lewis/Proskauer and Rose and many others. They creat work and fix decisions for personal gain. Chair of the EEOC can only be confirmed (by senator Tom Harkin) if she dismisses all Black complaints. The corrupt EEOC union has now withdrawn their ULP against same to FLRA. The ULP(questioned the timing of extra (50) dismissals per investigator per year) and FLRA is a joke to start with. Denial and or dismissing Race (Black)discrimination nationwide won't save the economy. If this criminal action was done to any other group but Black people the public wouldn't accept the government misconduct ie: SEC, SALLY MAE. So much illegal money and positions both government and private sector are involved. The Black elite feel they won't be affacted???
EEOC is an advocate for corporate american. There's a conspiracy between govenment lawyers and respondent law firms ie: Jackson Lewis/Proskauer and Rose and many others. They creat work and fix decisions for personal gain. Chair of the EEOC can only be confirmed (by senator Tom Harkin) if she dismisses all Black complaints. The corrupt EEOC union has now withdrawn their ULP against same to FLRA. The ULP(questioned the timing of extra (50) dismissals per investigator per year) and FLRA is a joke to start with. Denial and or dismissing Race (Black)discrimination nationwide won't save the economy. If this criminal action was done to any other group but Black people the public wouldn't accept the government misconduct ie: SEC, SALLY MAE. So much illegal money and positions both government and private sector are involved. The Black elite feel they won't be affacted???
Is it because the EEOC is a Black Seat for a set a side for the appearance of change in this countries history of Bigotry and racism. No moral courage and no one in a position of authority can and/or will stop the mis-conducts/corruption/fraud going on at this rogue agency. Overtime funds used for managers travel not the back log of complaints which will only be dismissed anyway. Managers family members hired as consultants and paid at the EEOC. Managers with private consulting firms doing follow-up training. Cases fixed for Attorneys and Management friends at the EEOC. Local attorneys in FEAR of fighting the corruption at EEOC-NYDO. Everyone in the local NYDO area knows the FIX is in at the EEOC-NYDO. The corruption is not only in NYDO but in Washington and the rest of the EEOC also. Manager/attorneys/investigators paid bonuses to dismiss complaints.
The question is why hasn't the Presidents Recess Appointee's STOPPED THE CORRUPTION AND FRAUD AT COUNTRY'S primier civil rights agency the EEOC??? Also why hasn't CBS News exposed the EEOC for the Corruption and Fraud it commits daily??? The details on the fraud and corruption at the EEOC was given to Armen Keteyian CBS News Chief Investigative Correspondent. The truth is the corruption go to the TOP of government and the Senate links to corporate America. Last questions: IS THERE JUSTICE UNDER THE LAW??? FOR WHOM???
The truth about corruption and fraud at the EEOC. Alyssa Rosenberg, (Government Executive.com) her article didn't come close to the truth. Many at the EEOC are in fear for the only means to do their toes, nails and hair. They sell their own people out daily for the aforementioned. The small fish do it for just their salaries. The Managers and Attorneys receive other forms of payment from top law firms and corporations/companies. If anyone thinks the EEOC isn't corrupt then they're blind or corrupt themselves. Someone has to stop this corruption. The question is whom??? CBS made contact with me but no story. What does that mean???
Question for Ben Jealous is why are you not exposing the fraud and/or corruption at the EEOC/MSPB/OFCCP and the DOJ against your Black people as it relates to Race (Black) discrimination in the work place both Federal and/or Private sector? Which you Ben Jealous have information about??? Unemployment among Blacks is twice as high as Whites and/or non-Blacks. The truth about corruption and fraud at the EEOC. Alyssa Rosenberg,(Government Executive.com)her article didn't come close to the truth. Many at the EEOC are in fear for the only means to do their toes, nails and hair. They sell their own people out daily for the aforementioned. The small fish do it for just their salaries. The Managers and Attorneys receive other forms of payment from top law firms and corporations/companies. If anyone thinks the EEOC isn't corrupt then they're blind or corrupt themselves. Someone has to stop this corruption. The question is whom??? CBS made contact with me but no story. What does that mean???
The government i.e. (EEOC/OFCCP/MSPB/DOJ) and members of the current administration are allowing employers to have a free hand to discriminate. In their minds this will help the economy. The question is why are our Senators and Representatives allowing this to happen? Could they have been paid-off and/or owe favors? The above agencies are only processing complaints. Employers know the government isn't interested in Race discrimination.The Mayor of NYC has hired ex-EEOC/OFCCP/IRS managers to fix any complaints filed against the NYC and/or his corporation. The fix goes all the way to Washington DC with other agencies to include the EEOC. Some investigation are just smoke screens to hide corruption. Bloomberg Inc's attorney is the ex-general counsel for the EEOC Washington DC. EEOC for hire before, during and after government service???
During 2009 the Acting Chair of EEOC then Stuart J. Ishimaru came to the NYDO of the EEOC an spoke on Race discrimination. He stated he didn't know how Race (Black) discrimination could be enforced in the future. Spencer H. Lewis Jr, District Director of EEOC in the northeast agreed. This was after a presentation on the progress of lawsuit filed though EEOC for Race discrimination for Asian Officers of the Port Authority Police. Acting Chair Ishimaru couldn't remember when the Civil Rights Act of 1964 was enacted. Ishimaru stated it was 50 years ago. He missed the date by 5 years. He's was the Top Civil Rights gate keeper for the Federal Government on employment related matters. When asked about why only one Black Attorney working for the EEOC in New York he said this is a problem throughout the whole national EEOC. The lack of Black Attorneys. At the time the NYDO of the EEOC had four times as many Asians Attorney as Black Attorneys in the largest Black community in the country.
On/or about late 2006 early 2007 the Legal unit of EEOC-NYDO conducted a training on the uselessness of filing a Race (Black) complaints. Training attend by Legal staff and local attorneys and NELA president Ann Golden her husband attorney Wayne Outten of Law firm of Outten & Golden LLP of NYC other attorneys present. Guest speakers were Top Female attorney from Proskauser & Rose LLP and former Intern/Clerk for federal appellate court (Black Female) both advocated for not filing a Race (Black) complaints to the attendees. In attendance was Regional Attorney Elisabeth Grossman, and Lisa Sirkin supervisory attorney for EEOC-NYDO. Many attorneys were present to include one Black male attorney.
What have the following individuals done about the corruption and/or fraud at the EEOC: On April 7, 2010, Ms. Jacqueline A. Berrien became the EEOC?s chair. Berrien, a Democrat, has served as associate director-counsel of the NAACP Legal Defense and Education Fund since 2004. She previously worked as a program officer in the Ford Foundation?s Peace and Social Justice Program and as a staff attorney with the Lawyers? Committee for Civil Rights and the American Civil Liberties Union. Ms. Feldblum, a Democrat, was also sworn in on April 7. She previously served as a professor of law at the Georgetown University Law Center. She played a leading role in drafting the Americans with Disabilities Act of 1990 (ADA), as well as in passing the ADA Amendments Act of 2008. Feldblum has long been an advocate of workplace flexibility; disability rights; lesbian, gay, bisexual and transgender rights; and AIDS-related issues. Ms. Lipnic, a Republican who previously served from 2002 until 2009 as U.S. assistant secretary of labor for employment standards, where she oversaw the Employment Standards Administration, was sworn in on April 20. Lipnic worked to revise the Family and Medical Leave Act regulations, modify certain overtime regulations under the Fair Labor Standards Act and increase the department?s responses to wage and hour opinion letter requests. Lipnic previously served as workforce policy counsel to the House Republican members of the Education and Labor Committee and was in-house counsel to the U.S. Postal Service. Finally, Mr. David Lopez, who served as a supervisory trial attorney at the EEOC?s Phoenix District Office, was sworn in as general counsel on April 8. He previously worked as a special assistant to then-EEOC Chair Gilbert F. Casellas, as well as an attorney in the Employment Litigation Section of the Civil Rights Division of the U.S. Department of Justice
What about Former EEOC Senior Federal Investigator Ricardo Jones who exposed corruption and fraud at EEOC-NYDO and nationwide??? Terminated by EEOC in retaliation for the following: The Law firm of Jackson Lewis LLP of NYC is involved in corruption with the EEOC's NYDO. If an investigation against Jackson Lewis' clients looks like it will be reasonable cause the management at EEOC-NYDO will suspend the investigation and allows the complaint to be assigned to Mediation(ADR)with no cause finding and/or dismissed. Proskauer Rose LLP Top Law Firm in Country represented NBA and Dallas Mavericks in the Roy Tarpley Jr case. General counsel for the NBA Mr. Gans who threaten me during the pre-determination phase of the investigation that if I (EEOC) went reasonable cause against NBA then they will have Chair Earp-Campbell brought before Congress and beaten-up for same. I told Mr. Gans I didn't care the facts show reasonable cause and know matter what he threatened it wouldn't change. After that the fix was in for NBA and Dallas Mavericks. Commissioner Silverman called Nancy Boyd Deputy Director of EEOC-NYDO to undermine the conciliation. Nancy Boyd had Trial Attorney Michael O'Brien call Mr. Gans and ask for a new position statement because the first one wasn't credible. Spencer H. Lewis District Director then tried to negotiate with Proskauer Rose LLP directly. Then Chair of the EEOC Earp-Campbell had her Admin Asst conduct the conciliation. The fix was in not to litigate the Roy Tarpley Jr v. NBA and Dallas Mavericks. Once the complaint was amended to add Dallas Mavericks Proskauer Rose/Mr. Gans represented Dallas Mavericks also. Conciliation failed and the right to sue was issued. Former EEOC Vice Chair Leslie Silverman to Join Proskauer Rose in Washington, D.C. ... Proskauer Rose. Now we understand!!!