Tagged: NYSHRL

I’m being penalized for learning the law, and applying antidiscrimination law to the facts of my case.

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.

“The Arbitration Fairness Act also appears to be based on the notions that (1) pre-dispute arbitration clauses impeded the ‘constitutional rights of individuals,’ (2) individuals ‘have little or no meaningful option whether to submit their claims to arbitration,’ and (3) ‘courts have erroneously upheld even egregious unfair mandatory arbitration clauses.’ These longstanding criticisms have all been fully addressed and rejected by the U.S. Supreme Court because of the lack of any evidence supporting them.” — International Institute for Conflict Prevention & Resolution (CPR)

I just found a letter written by the International Institute for Conflict Prevention & Resolution (CPR) opposing the Arbitration Fairness Act. Guess who was and/or still is on the Board of Directors for the CPR???

The same individual who upheld William Morris’ arbitration agreements in manifest disregard of both the law and public policy and then continued to entertain William Morris’ argument that I breached their arbitration agreement by trying to effectuate the public policy goals of the Civil Rights Act of 1964 (and additional federal, state and local antidiscrimination laws) in a public forum due to discovering that the company had been engaging in an intentional and egregious 110+ year pattern and [continuing] practice of discrimination against qualified African Americans in employment, as well as all other areas of its business? That’s right! “Judge” Timothy K. Lewis! smh.

I wonder how many “black” people serve on the board of directors for this organization that most people have probably never heard of…

Arbitrator Gregory did the same thing — most likely due to pressures from the AAA — but this is just further demonstration (e.g. he adamantly refused to read any of our pleadings prior to our first conference call, he submitted a notarized letter stating that he did not know any of the family members of the parties when he worked with the wife of one of the attorneys I’m litigating the case against…a wife who just so happens to be an executive at the American Arbitration Association, etc.) to support that Lewis was never impartial.

Click here to read the letter: https://www.cpradr.org/Portals/0/Resources/ArbitrationFairnessActof2009Letter.pdf.

…did LOEB & LOEB LLP even SAY anything about breach of contract in their Motions for Summary Judgment??? NO!! LMAO!!

And when I unknowingly reached out to Michael P. Zweig before filing my Compliant against William Morris Endeavor Entertainment with the Southern District of New York, did he say anything in his response about arbitration? No.

how can William Morris honestly expect to be in compliance with the Civil Rights Act of 1964 when they don’t even require those in HR to be knowledgeable of our nation’s antidiscrimination law?

Recently, while doing a search for jobs online, I discovered that the New York office was looking to hire someone in their HR department. No where in the job description or requirements did it state they were looking for a person knowledgeable in the country’s various laws on discrimination. I thought that was sort of standard…but then again, since so many companies are maintaining employment practices, policies and procedures that are violating the law, I’m probably wrong.

Source: http://www.indeed.com/viewjob?jk=9ab1b2154693146d. 

PLEASE hurry up and issue your fraudulently procured “FINAL” decision, so this case – as well as my complaint against Loeb & Loeb LLP and the AAA – can officially go back to the Southern District of New York.

If God made man in his own image,  and the first man on this planet was black and from Africa, what color would God be? White? LMAO! #FUCKracism

the AAA and Loeb & Loeb LLP are in bed together….LITERALLY!!!!!

God has a funny way of revealing the truth to us. I can’t wait to share with the world the new evidence I discovered earlier this week which further supports my claims that William Morris, Loeb & Loeb LLP, Michael P. Zweig, Christian Carbone and the AAA are engaging in fraud and sheds light on why the AAA violated their own Rules to disqualify Arbitrator David L. Gregory after he issued his Award on December 17, 2013 finding that William Morris discriminated against me due to my race in violation of pertinent federal, state, and local law prohibiting discrimination.

“Washington cannot cite to a stack of studies on discrimination that have nothing to do with WME and rely exclusively on them in claiming that WME has been engaged in a 100-year-old conspiracy to maintain white/Jewish dominance of the entertainment industry. To accept Washington’’s argument would be to endorse his racial and ethnic stereotyping and to permit a claimant to evade summary judgment based simply upon a generalized and inaccurate view of the entertainment industry and the talent agency workplace. Washington has admitted that WME never treated him differently because of his race; and his claim of disparate treatment fails for that reason alone.” — Michael Zweig of Loeb & Loeb LLP, November 20, 2013

If William Morris were truly innocent of Michael P. Zweig, Christian Carbone and Loeb & Loeb LLP’s criminal and unethical conduct, I think they would have a pretty strong claim for malpractice….

It’s funny to note that this statement was made in direct response to my following statement, in which they quote me in their Final Position Statement [pg. 8]:

Mr. Washington is not alleging that William Morris discriminated against him due to his race, color and/or perceived national origin. Based on the federal, state and city civil and human rights laws, the overwhelming amount of sociological and organizational research on the topic of discrimination in the workplace, and numerous articles published over the decades chronicling this issue of racism in Hollywood in magazines and newspapers including The New York Times, Los Angeles Times, The Hollywood Reporter, Entertainment Weekly and others, this is fact.

I said this in paragraph 172 of my COMPLAINT that was filed with the Southern District of New York on DECEMBER 21, 2010!! I knew then — “based on the federal, state and city civil and human rights laws, the overwhelming amount of sociological and organizational research on the topic of discrimination in the workplace, and numerous articles published over the decades chronicling this issue of racism in Hollywood….” that I uncovered between June and December 2010 — that my claims of pre and post-hiring individual disparate treatment due to my “race, color and/or perceived national origin” were a “fact.” I was not making an “alleg[ation]” against William Morris any longer (e.g. trying to discuss the issue with former COO Cara Stein and HR’s Carole Katz while employed, filing complaint with EEOC, etc.) and the additional evidence I’ve uncovered over the last three years since filing my complaint (e.g. “Exhibit 31” and the “on-going” conspiracy to conceal these “nigger” e-mails) further proves this is a fact — no matter what conclusion Gregory reaches on December 23, 2013.