Introduction

I have blood relatives spanning one hundred years, and in their best interest, I believe my life experiences should be shared with the world. It is my belief that GOD does not wish the following issues to fade quietly into the night but to be brought brightly into the light.

Concerns and Experiences

What concerns me is not the way things are, but the way people think things are. I filed discrimination claims with the Equal Employment Opportunity Commission (EEOC) against a military defense contractor and EEOC as well as the Office of Federal Contracts Compliance (OFCC) claims against one of this nation's leading higher education Catholic universities and received (not unexpected) unfavorable federal court proceeding results from both agencies.

My concerns are in the area of fair and equal (or the lack thereof) practice in employment opportunities for male Americans of African descent. I worked for two of the largest employers in the area: one a military defense contractor and the other a higher education Catholic university. Both employers released me during economically hard times (as life's history has it, Blacks were the last hired and the first fired)—the first after 16 years of excellent service in 1993 for alleged workforce reduction, and the other after 10 years of excellent service in 2005 for alleged performance issues.

EEOC Case

In the case of EEOC, the director and its leading attorney were both Americans of African descent. However, the perceived notion is that both individuals would view this from an objective standpoint as an opportunity to potentially help correct past employment practices by employers that utilize government funds and discreetly discriminate against various protected class minority employees.

This activity continually goes untested, and while the disservices I experienced only perpetuate the status quo practices of the past by both EEOC and the employers, EEOC performed as I had anticipated. With the defense contractor, the findings resulted in there being reasonable cause to believe I had been discriminated against. However, the agency's leading attorney, when it came to negotiating a fair and reasonable settlement amount, favored the employer and refused to negotiate. He recommended I pursue outside legal counsel, and I was provided a letter of the right to sue the employer.

I didn't have a chance in hell of overcoming big business and the relationship private attorneys have with big business. A couple of private attorney firms only conceded to the same standards as EEOC and lacked the will to negotiate. Where are the adjudicators for the people who will judge rightly in every matter brought before them? Due to a lack of financial resources and the inability to appeal the summary judgment after five years of legal proceedings, the case was ultimately dismissed. Employers continually go untested, and the disservices to protected class employees serve as notice that nothing will come of filing a complaint against your employer. Little did I know the learning experiences throughout this process would come in handy some ten years later.

OFCC Case

In the case of OFCC, the director and its leading investigator were both white women minorities. The perceived notion is that both individuals would view this from an objective standpoint as an opportunity to potentially help correct discriminating employment practices by employers that discreetly discriminate against the various protected class minority employees. I repeat again: where are the adjudicators for the people who will judge rightly in every matter brought before them?

The OFCC leading investigator did exceptionally well; however, due to circumstances beyond the investigator's control, the ultimate findings were politically manipulated in favor of the university. The action by the director allows the employers to continually go untested and was a disservice to protected class employees. The university was granted a summary judgment finding by the legal justice system.