Tagged: adverse employment decisions

Based on the pyramid of evidence I’ve presented demonstrating William Morris’ intentional pattern and CONTINUING practice of discriminating against African Americans and people of color in employment spanning 116 years, any “final” decision that doesn’t grant my request for affirmative and permanent injunctive relief, is erroneous as both a matter of law and public policy.

“In sum, Washington has presented and can present no factual basis to support any of his claims. Based largely on vast conspiracy theories, discredited allegations of institutional racism and his own animus, his claims are not only utterly implausible, they are such that no reasonable finder of fact could rule in his favor. Accordingly, under the applicable and governing law, they must be dismissed.” — Michael P. Zweig, November 6, 2012

If I did not present any factual basis to support any of my claims, then please explain to me how David L. Gregory — an arbitrator for the American Arbitration Association and professor in employment & labor law for 31 years — determined in his Partial Final Award on December 17, 2013 that William Morris Endeavor Entertainment discriminated against because of my race in violation of federal, state and local law prohibiting discrimination in employment. What’s crazy to me is that if the AAA disqualified Gregory due to a number of reasons indicating gross arbitrator misconduct after he issued his Award, why didn’t they remove him entirely from arbitrating any further cases on their behalf, particularly those related to employment discrimination and civil rights? It’s all a sham because the AAA served as one of the sponsors for St. John’s University (where Gregory teaches) and NYU’s recent symposium on the 50th Anniversary of the Civil Rights Act of 1964.