Professional Documents
Culture Documents
1. Personal
FrB 0 7 zctg
City County
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4. What is the reason (basis) for your claim of employment discrimination?
rac'e' yott shottltl t:heck the box nert
EXAMPLE, iJ'-yott.feel thut v-ott r\'€r€ trecfied w'orse tltart sotneotle else becattse of
FOR ancl notional origin' )'ou shoultl
yo,''n'n" treatetl tlorse for severcrl re(lsotls' sttclt tts your sex' religiort
to Ruce. 1'ort feel in sonteone' else's cotttplairtt' orfiled ct charge rd'
IJ
c:heck all that appl)'' If complairrccl aboiLt discritrtirtcttirtn' ltttrticipatetl
next to Retoliatiott'
tltreaterted or taken' '-ott ihottd chec'k the bor
'-ott
rliscrimincttion, ctntl cr negatit'e action vlos
tr Pregnancy (typically a
tr Age F-Disability tr National Origin (Colot tr Religion f,Retaliation
fl.Ruc" ['1Sex Information; circle which type(s) of genetic information
is involved:
diftbrence in skin shacle within thc samc race) E Genetic
education or testing)
Genetic scrvices (genetic services mcans counseling'
i. genetic testing ii. Family medical history iii'
genetic information?
If you checked genetic information, how did the employer obtain the
A) Date:- Action:
6. What reason(s) were giyen to you for the acts you consider discriminatory? By whom? Title?
7. What reason(s) were given to you for the acts you consider discriminatory? By whom? flis or IIer Job Title?
8. Describe who was in the same or similar situation as you and how they were treated. For example, who else applied
for the same job you did, who else had the same attendance record, or who else had the same performance? Provide the
race, sex, age, national origin, religion, or disability of these individuals, if known, and if it relates to your claim of
discrimination. For example, if your complaint alleges race discrimination, provide the race of each person; if it alleges
sex discrimination, provide the sex of each person; and so on. Use additional sheets if needed.
Of the persons in the same or similar situation as you, who was treated better than you?
Full Namc Race, Sex, Aee, h{ational Oriein, Relision or Disabilitv Job Title Description of Treatment
A.
same as you?
situation as )-ou' who w'as treated the
Of the persons in the same or similar
Fuli Name Race. Sex, Age. National origin'
["iigi"' or bisability Job Title Description of Treatment
11. Did you ask your employer for any assistance or change in working condition because of your disability?
p(Yes tr No
12. Did you ask your employer for any changes or assistance to do your job because of your disability?
frYes tr No
If "Yes," when did you ask'? How did you ask (verbally or in writing)'?
Who did you ask'? (Provide full name and job title of person)
14. Have you filed a charge previously in this matter with EEOC or another agency?
Yes E No(
15. If you have filed a complaint with another agency' provide name of agency and date of filing:
16. Have you sought help about this situation from a union, an attorney, or any other source? Yes
( No E
Provide name of organization, name of person you spoke rvith and date of contact' Results' if any'i
Please check one of the boxes below to tell us what you would like us to do with the information
you are providing on this
job discrimination, you must do so either within 180 days from the day you
Questionnaire. If you would like to file a charge of
knew about the discrimination, or within 300 days from the day you knew about the discrimination if the employer is located
in
a place where a state or local government agency enforces laws similar to the EEOC's laws' If you do not file a charge
of discrimination within the time limits, you will lose your rights' If you would like more information before filing a charge
or you have concerns about EEOCts notifying the employer, union, or employment agency about your charge, you may
wish to check Box 1. If you want to file a charge, you should check Box 2'
BOX L E I want to talk to an EEOC employee before deciding whether to file a charge' I understand that by checking this box,
I hur" t ot filed a charge with the EEOC' I also understand that I could lose my rights if I do not file a charge in time.
BOX 2 rvant to charge of di scrimination, and I authorizc the EEOC to look rnto thcr di scrimination I described above
file a
understand that the EEOC must give the employer, uruon, or employment agency that I accuse of discrimination
about the charge, including my name. I also understand that thc EEOC can only accepl charges of job discrimination hased on race.
colclr. religion. sex, national disability, , genetic information, or retaliation tbr discrimination.
PRIVACY ACT STATEMENT: This form is covered by the Privacy Act of 1974: Public Law 93'579, Authority Ior requesting personal data and the uses thereof are:
1) F0RM NUMBEH/IITLHDATE. EEOC lntake Questionnaire (9/20/08).
2) AUTH0RITY,42U.SC S2000e-5(b) 29US.C $211,29U.SC S626 42USC 121171a)
3) PRtNCIPAL PURPOSE. The purpose of this questionnaire is to solicit information about claims of employment discrimination, determine whether the EEOC has
jurisdiction over those claims. and provide charge filing counseling, as appropriate. Consistent with 29 CFR 1601 12(b) and 29 CFF 1626 B(c) this questionnaire
may serve as a charge if it meets the elements of a charge.
4) ROUTINE USES, EEOC may disclose information from this form to other state, local and federal agencies as appropriate or necessary to carry out the
Commission's functions, or if EEOC becomes aware of a civil or criminal law violation. EE0C may also disclose in{ormation to respondents in litigation, to
congressional offices in response to inquiries from parlies to the charge, to disciplinary committees investigating complaints against attorneys representing lhe
parties to the charge, or to federal agencies inquiring about hiring or security clearance mattels,
5) WHETHER DISCLOSURE lS MANDATOBY OR VOLUNTAHY AND EFFECT 0N INDIVIDUAL F0R NOT PROVIDING INFORMATION. Providing this information
is voluntary but the failure to do so may hamper the Commission's investigation of a charge. lt is not mandatory that this form be used to provide the requested
information,
STATUS OF ETVIPLOYMENT
C-HEC.4 ONE: I\IOT WORKINQ NAME OF EMPLOYER
HARM: Dischar-se.
BACKGROUND INFORMATION:
I, Ashley Lynn Beckford. applied for and was hired as a "Production Assistant/ On-Air personality', by the Respondent, Free Speech
Systems. LLC. in June 2016. Alrrost immediately upon my hire, I hegan to bc sub;ected to harassment and discrimination, due to my
race, (Black - Afiican-American), my color, I was subjected to diffcrent terms and conditions of employment. in comparison to my non_
Black African-American peers, w,hen it camc to my salary/wages and benefits (travel), and in regards to my dress, includin-s my hair style.
I also was subiected to harassment and racial slurs by Respondent's management and some peer collea-sues. as well as subjected to sexual
harassment and a hostile. sexually offensive rvork environment, while employed with the Respondent. please see attached document.
STATEMENT:
On April 26. 2017, after abour 10 7z months of employment and atier asking Respondent's managemeni fbr a raise and adequate oftice
li-ehting in March 2017,l was discharged and terminated from my position with the Respondent as a ,,production Assistant/On_Air
Personality."
To my knowledge, I'm aware that I was the only Black Afiican-American female emplo),ee that ever the Respclndent in the production
Department. Io my knowledge, I ant aware that there were two (2) other Black Afiican-American male employees who worked for the
Respondent's Production Department, who were also subjected to discrimination, and ultimately terminated.
RESPONDENT'S REASON FOR ADVERSE ACTION: I was intbrmed by Lydia Hernandez, Human Resources Direcror (Race
White/Fiispanic). and Rob Dew. News Director (Race
- ..write-ups.,.
- White), rhat I was bein-s terminated due ro ea..rr'u.
DISCRINIINATION STATEN{ENT: I believe that I have been discriminated against. due to my race (Black * African-American). and
color, subjected to dift'erent terms and conditions of employment with re_cards to my salary/wases, and benefits (travel), my dress.
including my hair style. and also subjected to harassment, sexual harassment and a sexually oft'ensive work environment by the
Respondent'smanagementandalsobysomeofmypeercolleagues. IbelievetheRespondent'sactions,behaviorandconductwerein
violation of Title VII of the Civil Rights Act of 1964, as amended, the Equal Pay Act of I 963, as well as The Tsxas Commission on
Human Rrghts Act.
I declttre under the penaln' of perjun' tlrcil the foregoing is trtte and
DATE S!QNA oF. TIVE
PA6E I oF2-
Feb 07,2018
PRIVACY ACT by the Law 93-579 and uses of the persoual data ue given be1ow.)
l. FORM NUMBER/TITLE/DATE: EEOC FORM 131. EEOC AFFIDAVIT, November 2009.
2. AUTHORITY: 42 USC 2000e(9), 29 USC 201. 29 USC 621, 42 U.S.C. 12117. 42U.S.C. 2000ff-6.
3. PRINCIPAL PURPOSES: Provides a standardized formt for obtaining swom statemeats of informtion relevant to a chage
of discrimination.
Name
No. Employees, Members Phone No. (lnclude Area Code)
Street Address
City, State and ZtP Code
04-26-2017
RETALIATION AGE DISABILITY GENETIC INFORMATION
OTHER (Specify)
THE PARTICULARS ARE (lf additional paper is needed, attach ertra sheet(s)):
E CONTINUING ACTION
HARM: Discharse
BACKGROUND INFORNTATION:
I, Ashley Lynn Beckfbrd. applied fbr and w,as hired as a ,,production Assistant/ On_Air personality,.
by the Respondent, Free
Speech Systems. LLC, in June 2016. Almost immediatelv upon my hire. I began to be subjccted to harassment
ancl discrimination,
due to my race, (Black - Atiican-American). my color, I wai subjected to ditterenr
terms and conditions of employment. in
comparison to my non-Black Atiican-American peers. when it came to my salary/wages
and benefits (travel), and in regards to my
dress, includin-e my hair style. I also was subjected to harassment and racial
slurs by*Respondent,s management and some peer
colleagues, as well as subjected to sexual harassment and a hostile. sexrrally offensive *ork e.,,rironment,
rvhile cmployed with thc
Respondent. +*Please see attached document.*,k
STATENIENT:
On April26,201'7 , after about 0 r/2 months of employment and atter askin-s Respondent' S management for a ralse
and adequate
of flce in March 20 l I was and terminated tiom with the AS a 'Production
I want this charge filed with both the EEOC and the State or local Agency, if any. NOTARY
will advise the agencies if I change my address or phone number and I will
I - When necessary for State and Local Agency Requirements
cooperate fully with them in the processing of my charge in accordance with their Timothy Jackson
procedures.
I swear or affirm that I have read the above charge and
I declare under penalty of perjury that the above is true and correct. that it is true to
the best of my knowledge, information and beliefl
SIGNATURE PLAINANT
(
KC (month. day,
TO
Pui:iic, S:oie cf
Party Ccm ;r. Ercire s i8-28-2021
EEOC Form 5 (1 1/09)
I want this charge tiled with both the EEOC and the State or local Agency, if any. I NOTAHY - When necessary for State and Local Agency Requirements
will advise the agencies if I change my address or phone number and I will
cooperate fully with them in the processing of my charge in accordance with their Timothy Jackson
procedures.
I swear or affirm that I have read the above charge and it is true to
I declare under penalty of perjury that the above is true and correct. the best of my information and belief.
SIGNATURE
ft
x 0 v SU
(month,
Pafty Signature
City of Austin, Equal EmPloYment/
Fair Housing Office
Mailing: P. 0. Box i088, Austin, Texas 78761
'/8702
Physical: 1050 East l ith Street, Suite 200, Austin, Texas
Phone: 512-974-3251 (Voice) I 512-914-3278 (Fax)
CHARGING PARTY
Vs.
RESPONDENT
'\/ L-L-.-r
/lt
Although your charge was filed under Title VII (EEOC), this is to advise you of your right to
pursue a lawsuit in State Court under the Texas Commission on Human Rights Act' as
amended TTCHRA).
In order for you to protect your right to pursue a larvsuit under the
'
you must file your
Lawsuit before the two-year Statute of Limitations has run, which is
If you want to secure a State Right to Sue Notice, please, do so in writing' The City of Austin'
Equal Ernployment/Fair Housing Office will administratively close your charge and you must send
your request to the Texas Workforce Commrssion Civil Rights Division.
I acknowledge that I have read the foregoing statement, and understand its contents' I
acknowledge that I have received a copy of this statement and that a copy rvill be retained in
the records of the City of Austin, Equal EmploymentiFair Housing Office.
'/
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Date .ture
6J2 07 /8
Date Investigator's Si
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Production Assistant
Free Speech Systems, LLC
June 16,2$16 -April 26,2017
Race: To my knowledge, I was the only AfricanAmerican wonurn ever to work at Free Speech
Systems, LLC. I was at the forefront of InfoWars news reports as a broadcast news analyst,
during the Trump election season and tansition period. BothAfrican American men ever to work
for the production team were fired within the same monttr, July 2017 (termination due to race/
as
color). I believe that certain actions, such me, \rrere taken against me because I
am a black indiYidual.
Color: I was repeatedly mocked for my skin tone, and I was denied promotions to match the
salary of other coworkers who did less work in a similarjob.
Equal Pay/Compensation: I was paid less than my colleagues who did similar work, less
difficult work and/or less hours.
Sex: Joseph Jennings, Alex Jones and several other supervisors and colleagues commonly leered
at women inthe office, made sexual geshnes and advances.
Disability: I have myopia and astigmatism, which affects my ability to work. I was not afforded
a normal level of office lighting in which to do my work.
Political affiIiation: I wanted to hold President Trump accountable for his actions,like a fair and
balanced news network, but I was reprimanded if I ever questioned his actions, even though I
heavily campaigned on Trump's behalf for InfoWars.
Hostile work environment: I was intimidated by the constant open carry and display of guns by
co-workers in the workplace. My supervisors and peer colleagues often brandished guns to scare
away crared fans (exhemely hostile work environment), which made me feel uncomfortable and
unsafe at work every day.
A. Date: April2612017
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LLC
Discrimination - Fired from Frce Speech Systems
Action: Racial
Roh Dew' Lydia Hernandez
Name aud Title of Person(s) Responsihle:
I was immediately attacked with fabricated write-ups from multiple managers until they
had sufficient evidence to fire me with the appearance of having cause'
I received continuous write-ups for the same behavior that other workers, including
me, had been previously able to do without negative consequences, in order to build
a case against my work ethic. I was threatened into sisning documeutation without any
review on my part or addition of my aocount of the alleged incidents.
Name and Title of Person(s) Responsible: Rob Ilew, News DirectorrAlex Joneso
CEO, Marcos Morales, Nightty News Editor, Buckley Hamman,Ilirector of
Operations
Rob Dew referued to me as a coon, which is a racial slur for a person who is of African
descent. I was walking througb the darkened warehouse/photogaphy space, throwing
away the rernn mts of my dinner and a paper plate into a fiash can. He switched on the
light jumped back away from me, and shouted, "It's a coon!" When I became angry, he
said that he had meant a raccoon, but did not apologize.
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the office on a
Alex Jones was meeting with Daria the Russian operative in
four hours reporting on
Saturday. I was prepari"g * leave the offtce, after spending
that day's pro-liie march activities when Alex Jones said:
"I should give you a r&ise"'
for a pay increase'
but I never received a raise. Instead, I was fired after directly asking
Owen kept referring to black people as "colored" on-air (at least 3 separate
occasions) despite my continued assertions that it was not the correct term,
and that I was offended by his usage of the term to refer to people of African descert'
Darrin McBreen received two gifts of fihess shoes (sneakers), one of which was laden
with swastikas, from a fan of Info$/ars and Donald Trump, which he proudly displayed to
me (display of racially-offensive symbols - hostile work environment). He wore one of
the pairs (withoutthe swastikas) often, but showed me the swastikas shoes once.
Name and Title of Person(s) Responsible: Darrin McBreen, Video and Graphics
Producer
Although I was hired as an underpaid production assistant, InfoW'ars, specifically the so-
calledNews Director Rob Dew, assigned me to interview attendees as a debut reporter at
a Democratic watch party for the first presidential debate at Scholz Garten inAustin, TX.
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I was exFemely nervous to attend the even! but I sensed that I was at risk for losing my
job if I didn't comply. (I had good reason to assume that my job would be at risk
because
I was constantly told to "keep my head down,, after the only other two black people ever
to work onthe production staffat InfoWars - Jakari Jackson and Gabe Goldiamond _
were fired in close proximity for seemingly no causejust weeks before.)
My cameraman, Josh Owens, who had worked at InfoWars for years, compared to my
less than three month tenure, consistently pressured me to engage with the Hillary
Clinton supporters as a black Trunrp promoter. I was subsequently subjectto multiple
people hurling insults and racial slurs at me, including ..Uncle Tom,o, by one of the gay
white male attendees. Alother Clinton supporter, a white lesbian woman, told me tlrat
she knewmore about black issues than I did because she is married to a black woman,
who was also present. (This was all captured on video, and I suggested that night that
the footage should not be uploaded to the youtube channel because the interactions
weren't newsworthy and had no political value. Rob Dew insisted on uploading it to
exploit the racial attack on me for InfoWars to profit. Now, the existence of these clips is
still hurting my professional reputation as ajournalist.)
I went back to the InfoWars' office in tems, incredulous at how I was being racially
attacked because ofmy support for apolitical candidate, andAlex Jones, taking
advantage of my fragility at that mometrt, forced me to share what had happened to me
on the air for YouTube and other social media that same oight" feigning his own tears of
empalhy.
After the broadcast, I was withAlex Jones, Rob Dew and several otlrer staffmembers in
Rob Dew's office (which also seats several other desks for staffers). I was talking about
how I didn't agree with the white woman who had said that she knows about the black
community better than I do because she has a black wife. Alex Jones was still pretending
to feel sympathy for my plight as a black female Trump supporter, and he put his arm
around my shoulder to initiate a u'side hug." After he pulled me into his side, instead of
removing his amn from my shoulder, he allowed his arm to slide down my back and he
grabbed my butt with his right hand. SimultaneouslS he was commenting to those in the
room, "Who wouldn't want to have a black wife?" to response to my somment.
I felt embarrassed and nervous, but I knew that he had specifically touched my behind at
that moment as a sly come-on that other people may aot notice. It was exbemely ironic
because it was the lesbian white worvrn with the black wife who had mentioned earlier
that night, on camera, howAlex Jones is a womanizer who loves Grey Goose. I didn't
know then that later on that same night" he would be drunk enough to feel confident
about fondling his female staffers. (Most of the staf[was drinking alcohol that night in
the office, as was the usual on late aightr. Alex Jones was in possession of his fiademark
mugs and paper cups, which his staffers often alleged contained alcohol-infused
beverages.)
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The aforementioned videos from 9126116 showthe events inrmediately before the sexual
harassment/molestation thatAlex Jones perpetrated against me. Alex Jones himself
wanted my camera maq Josh Owens, to uptoad the rmedited videos to the Alex Jones
channel on YouTube (very rare for this to happen' but I had no say in the matter), despite
my objections.
Even so, the very next morningAJ asked Rob Dew, one of my directmanagers, to delete
the videos from &e AJ YouTube channel because he was afraid that he would be sued (by
the women in the video) as a result of rnaking the videos public. By that time, the videos
had already been downloaded and re-uploaded on multiple YouTube channels, and the
fact that these videos are still there is hurting my professional reputation'
Action: Staffmembers offended me using racial slurs, by repeatedly using the term
o'Fat blackbitchD
The term "fat black bitch" was repeatedly mentioned and laughed about in the
office because of this article: https://www.infowars.com/black-lives-matter-oreanizer-
trigsered-by-white-people-demands-money-for-be!og-a-fat-black-bitEh/
The callous, racist attitudes of my coworkers caused me to cry at work that day.
I informed my supervisor Rob Dew (who later called me a coon and referred to Robert
Jacobson as a Resident Jew), but he didn't take any action against the perpetrators.
Lee Ann McAdoo apologized that day for "riggering" me, and I saved the
letter (amounts to offensive jokes, slurs, epithets, ridicule, mockery and name
calling in reference to my race/color).
Name and Title of Person(s) Responsible: LeeAnn McA.doo, Robert Dew, PauI
Joseph'lVatson, Owen Shroyer
Alex often spent his time shirtless, and endlessly leering, with or without a shirt, at
female guests and employees while creating a disgusting, hostile environment
that openly
encourages his staff(roughly 90% men) to stare at and make inappropriate comments
toward women.
J. Date: Ongoing
I was never given a budget to travel despite promises at hiring. I was doing more
reporting work outside the office than my other coworkers. I had to do rnany of same
broadcast analyst duties (working repeatedly as an oo air news presenter) as my white
European coworkers hired at the same time. In addition, I had production assistant tasks
to complete as well.
Joseph Jennings would look at pornography at work, which was easily viewable to
others. He and other coworkers told me that he was the human resources director, when I
first began working ttrere, which was a lie. I was coofirsed about how to report his
behavior. His inappropriate way of dressing at the office (never used belts despite his
obese body) meant that he constantty showed his butt crack, which was another form of
sexual harassment, because he didn't change it despite it's offensiveness being brought to
his attention by female and male coworkers alike.
L. Date:Ongoing
I was hired at an initial compensation rate of $25,000 per year as production assistant'
with no openness to negotiate, which was less than 50% of the pay to my white co-
workers who did less work. I was immediately expected to complete the duties of
assistant producer, rryorter, video editor and broadcast news analyst (on air mdio
broadcast and YouTube personality) with at least 50 hours per week and on-call. I had
experience at two major media companiss, The Associated Press and the Voice of
America before working at InfoWars.
Name and Title of Person(s) Responsihle: Robert Dew, News DireetorrAlex Jones,
CEO
6. What reason(s) were given to your for the acts you consider discriminatory? By whom?
Title?
Unequal PaylCompensation
I was told by Lydia Hernandez, Human Resources Director, that I was being paid the typical rate
for my job title. However, I was working more hours and completing more tasks, essentially
doing much more work, than my job title specified. I explained all of that in a porffolio when I
requested my salary increase.
Race/Color
I complained to Marcos Morales, InfoWars Nightly News Video Editor, about Owen referring to
people ofAfrican descent as colored. He told me that Owen isn't racist, and that no one at
InfoWars is a white supremacist.
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discriminatory? By whom?
7. \ilhat reason(s) were given to your for the acts you
consider
Sexual Harassment
(Studio
Video Editor' excused Joseph Jennings'
Marcos Morales, lnfoWars Nightly News
by saying that his actions were part of the company
Manager) daily sexual harassment behavior to have
and Rob Dew' News Directoq that I needed
culture. I was told by Morales, Jennings
tough skin and ignore the harassment'
FullName: Julian
Race: White
10 of 13
Sex: Male
Age: 20
National Origin: USA
Religion: Christian
Disability: Unknown
Job Title: Assistant Producer
rate of financial compensation (salary)'
Description of Treatment: He was hired at a higher
He had less experience than me' and he was
although he was hired six months later than me'
more pay'
given L" ,*" job as me, with less responsibilities and
Date: Ongoing
I was offended by several co-workers ridiculing and mocking Robert Jacobson for his
religion (multiple instances of hateful rhetoric, insults, put-downs and so-called jokes,
including the creation of a meme to denigrate Jewish people)' This personally affected me
because my own family includes several Jewish people. These racist attacks were predominately
perpetrated by Michael Zimmerman and Joseph Jennings, who would actually show offthe racist
memes, but it was encouraged by the entire operation.
Alex Jones allegedly uses the term "globalists" as a dog whistle for white supremacists to
refer to Jewish people with a negative connotation. Rob Dew and Owen Shroyer infamously
called Robert Jacobson their'oresident Jew" on ait via YouTube' Rob Dew had earlier called me a
o'colored," so it reasons that they were likely calling
coon and Owen referred to black people as
me a "token black" or "house n-word" when I wasn't in their presence' I have evidence of that
"Jewish individual" meme that Zimmerrnann created as well as the YouTube video of the
"Resident Jew" commentary from Dew and Shroyer.
11 of 13
Of the persons in the same or similar situation as you, who was treated the same as you?
No one was treated the same as me. I was the only dark-skinned African American woman at
InfoWars.
10. What is the disability that you believe is the reason for the adverse action taken against
you? Iloes this disability prevent or limit you from doing anything?
I have two visual conditions, myopia and astigmatism. This limits my ability to have clear vision
without assistance. I can't see under low light conditions, and working under low lighting causes
further damage to my eyesight.
11. Did you askyour employer for any assistance in changing working condition because of
your disability?
The overhead fluorescent light bulbs installed in the ceiling above my desk in my office space
had been unscrewed before I started working there. I asked my employer (Rob DeW News
Director and Buckley Hamman, Director of Operations) to allowthe maintenance crewto screw
the light bulbs back into the fixture so that I could have a nomral level of lighting in my
workspace. The room whsre I was working had very littte light from the or*doors, and I only had
small desk lamp.
12. Did you askyour employer for any changes or assistance to do youriob because of your
disability?
After having an eye exam in January 2017,I asked to change the lighting in February 2017
I asked verbally.
I asked two maintenance workers, then I asked my supervisors, Rob Dew, News Director and
Buckley Hamman, Director of Operations.
I asked for the overhead light bulbs to be screwed back into the fixture. so that I could turn the
lights on and off above my desk.
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to your request?
How did you employer respond
request for typical office
specifically Buckley Hamman' would not honor my
My employer, my eye sight in a
fo,'"a to continue *'fi'g in dim lighting' which affected
lighting. l was
negative waY.
2 7
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Equal Employment Opportunity Commission (EEOC) has determined Try
The ut You Neecl To Know Arul lWry You Should
mediation. Please review the attached pt'"fiil';.-iV;')iiion- ^
for you to try and benefit from mediation!
It", utdread how rn"Oiuiion can work io' Vo''- Wt would like
to the address above or the
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The parties acknowledge that if a settlement is reached as a result of the mediation, the assigned
mediator(s) is required to report to EEOC any benefits received. This information is reported only for
purposes of providing aggregate data to the EEOC for Mediation program evaluation purposes, and the
individualterms of the agreement will not be disclosed to the public.
CONFIDENTIALITY AGREEMENT
CHARGE NO.:
in an effort to resolve the charge(s) filed with the
EEOC'
1. The parties agree to participate voluntarily in mediation
5. Mediation sessions will not be tape-recorded or transcribed by the EEOC, the mediator or any of the participants'
All information or materials provided or created by the mediator including all notes, records, or documents
generated during the course of the mediation shall be destroyed by the mediator after conclusion of the
mediation. Parties or their representatives are not prohibited from retaining their own notes' However, the EEOC
will not maintain any such notes or records as part of its record keeping procedures.
6 lf a settlement is reached by all the parties, the agreement shall be reduced to writing and when signed shall be
binding upon all parties to the agreement. lf the charge(s) is not resolved through mediation, it is understood by
the parties that the charge(s) will be transferred to the investigative unit for further processing.
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RETURN THIS FORM IF YOU AGREED TO MEDIATE**