Tagged: procedural protections

TODAY marks a year from the day Arbitrator David L. Gregory of the American Arbitration Association issued his Partial Final Award, which concluded that “William Morris Endeavor Entertainment LLP discriminated against [me] in violation of pertinent federal, state, and local law prohibiting discrimination in employment on the basis of race” and indicated during phase two of our bifurcated proceeding, that I was entitled to the full gamut of monetary damages (e.g. back pay, front pay, compensatory & punitive damages, “reasonable fees and costs, as a pro se non-attorney prevailing party on statutory claims in a case of considerable procedural and substantive complexity,” etc.)

Although the American Arbitration Association knew they did not have jurisdiction to disqualify Arbitrator Gregory after he issued his final decision concerning on the issue of liability, they disqualified him anyway and never provided a reason. Thus, my victory was short-lived due to the fact that AAA conspired to deprive me of my constitutional right to due process and Republican appointed federal judge P. Kevin Castel of the Southern District of New York turned a blind eye to the overall fraud that was being perpetrated in my case at the hands of highly unethical Loeb & Loeb LLP attorneys Michael P. Zweig and Christian Carbone on William Morris’ behalf.

“Given the systemic nature of racism, the courts can no longer enable employers to supersede federal, state and city civil and human rights laws by compelling future employees into ‘mandatory’ arbitration, specifically on issues of ‘discrimination.’ What incentive do these employers have to comply with the civil and human rights laws? As demonstrated by WME, there is no incentive, and until companies are held accountable for their actions, the cycle will only continue.”

Source: July 10, 2011 Letter to P. Kevin Castel Seeking An Expedited Ruling on Defendants’ Motion To Compel Arbitration.

the various Orders rendered by P. Kevin Castel in Washington v. William Morris Agency et al. implicitly say that an employer in America can maintain racially segregated workplaces by implementing various “ostensibly neutral” employment practices, policies and procedures that “freeze” an all-white/”Jewish” workforce without having a “business justification” for doing so.