Wingspan Portfolio Advisors - A snapshot in Corporate Corruption, Abuse, and Racism

UPDATE:  Wingspan CEO  Steve Horne has been OUSTED after the company failed to make even its FIRST payment on a reported $18.8 million dollar loan. Housing Wire also reports that Steve Horne attempted to regain control of the company and he failed at this measure too. Apparently investors grew nervous about the missed loan payment and other 'questionable' decisions Steven Horne made as Wingspan CEO, including devoting Wingspan's philanthropic resources to the singing career of a family member. It is stated Steve Horne mixed personal expenses with business expenses. 

One notable quote from the Housing Wire article announcing Steven Horne's ouster was this:

“It appears Wingspan does not care for their employees, families nor the community as they also did not inform Brevard County workforce of the layoffs,” one former Wingspan employee at the Melbourne location told HousingWire.

The former employee, who wished to remain anonymous, also told HousingWire that Wingspan created a hostile work environment in Melbourne, which caused clients to abandon the extension of their contracts, leading to the layoffs


Well, well.. It's not news to me that Wingspan took its way of doing business down to Florida and was rebuffed. From my experience, these guys have always done business in a nasty, ruthless manner. Look at the reviews many of their Florida employees have given them. They do business in a "Texas" Fashion which is no holds barred, fuck everyone, profit over people type of fashion and Florida simply wasn't having that shit. They started to lose contracts left and right.

Executives Justin Belter, Melanie Pellegrino, Jason Dickard, and several others (including Director Kevin Conn) all left right before Steven Horne was ousted. They all left around the same time. Suddenly. Out the Blue. Now that sounds like these guys were PUSHED OUT but who knows. That's a strange way to leave all of a sudden. Especially around the same time. From what I heard the bankers wanted entirely new leadership so they most likely were forced out.

Can Anyone say "POETIC JUSTICE" and Can I Get An "AMEN"!


Looks like Justin Belter, Jason Dickard and another Wingspan Executive named Cesar Hernandez have hurriedly started another company called Agility 360 in Carrollton, TX with a fancy website and they are putting out 'press releases' notifying the public they have hired 'each other'..lol.  The website is so new it hasn't even been rated by my security software. After reading all of the fancy wording about what this company does I pretty much gather it does a whole lot of nothing. 


According to the Agility 360 Website the company --> "resolves and prevents operational challenges for banks, lenders, insurers and investors resulting from economic fluctuations, regulatory demands, and industry re-positioning. Our unique engagement model increases operational adaptability while reducing financial, operational and compliance risk or exposure.


And again I don't know about you but that sounds like they are doing a whole lot of 'nothing'. Pretty much sitting pretty in jobs where they try to give 'advice' about something they know 'nothing about'. Maybe the flashy website and over the top language will work for them. The poor bastards just might make a good go of it. They are going after big banks after all, and white folks with money aren't known for being the smartest tools in the shed. Some are quite stupid in fact. Just look at how many have been fooled out of large sums of money by Nigerian hustlers. So the large corporations just may send a lot of business their way. They probably won't care that these so-called 'experts' started this company after damn near driving their last company into financial ruin. 


You can read more about Steve Horne's ouster here --> http://www.housingwire.com/articles/31581-sources-wingspan-ceo-and-founder-steve-horne-
ousted


THIS JUST IN -> WINGSPAN PORTFOLIO ADVISORS FILES FOR CH. 7 BANKRUPTCY PROTECTION. THE COMPANY LOSES MORE THAN $47 MILLION DOLLARS IN 30 MONTHS. Lists Employees, The United States Department of Treasury, The IRS, Collin County, Dallas County, Denton County and others, as UNSECURED CREDITORS. (Bankruptcy Filing Post is below)
End of Update



"They've taken off their robes, and now they sit in corner offices in business suits;
however they still think THE SAME"
*
"For they WILL be evil people. For plain human people, both power and money can corrupt. For corporate "people" with no innate sense of fairness and no instilled morality, the corruption is a certainty."






















Be careful about the employment you take. Especially in Texas. A state known for Oil, Cowboys, Start-ups and Crooks.

A bad employer can do more than hurt you emotionally, financially, or cripple any other career prospects. A truly bad employer can make you withdraw from the Job Market entirely. The experience one gains from working with a ruthless and cutthroat employer can leave one permanently scarred.

I speak from experience. More people should speak from experience. I had over several years of work experience when during a period of unemployment after a layoff, I heard about a small company in Carrollton, TX which was hiring for Bank of America as a third party vendor. That small company was Wingspan Portfolio Advisors, located at 4100 Midway, Suite 1110, Carrollton, TX 75007. After interviewing for a position with the company, I was hired on the spot.

The first few weeks working at Wingspan felt ok. The work was not too difficult and the management told us constantly we could become permanent with hard work. So we worked hard. All of us. However, in a short time, I began to notice what I felt were very unethical business practices by the company. I was instructed to lie on more than one occasion when speaking to Bank of America customers regarding loan documents. Management was non supportive and were at times outright racist against the African American employees. I, along with others, started to notice many white employees being hired permanent whereas the black employees were not even though their work was of high quality. Management also became openly hostile to black employees as well.

I left the company feeling disillusioned with Corporate America.

The last few days I worked at the company and I saw the warped mentality and lack of ethics of managers who treated the blacks with such contempt and back-handedness; and it became so depressing I didn't know if I could ever work for another company again.

I had a realization that Corporate America is the white man's domain. It is his world. We only play in it. For the first time in my life, I understand the importance of African Americans to become entrepreneurs in higher numbers than we are currently. We will never be treated as complete equals working for white people in traditional corporate America. No matter our work ethics, values, education or experience we will always be pushed to the second tier. I became resentful of corporate America and to this day liken Corporate America to crooks and crony capitalism.

It took months of health issues from the stress from the job, dealing with the racist comments such as when one of the managers referred to the black employees as "roaches" openly and to one male employee in particular as "nigger". When you experience that you will never get over it. It will mold your perception of white people, especially Southern Rednecks in positions of power, forever.

That is why I wrote this blog. Don't let white people no-matter what titles "THEY" give "THEMSELVES" take your dignity. Stand up for your dignity. At the end of the day, they may take your job, but don't let them take your dignity.

Disclaimer: As we live in a litigious society where Freedom of speech is often threatened and the wronged are "intimidated" into silence, let me add that the views contained within this article and Blog (all posts) are based on the  experiences and observations of the writer and others who have chosen to come forward to let their voices be heard. All comments, descriptions, headings referencing the personal character of Blog subjects and any other subjects on this blog, are based on the personal opinions, experiences and observations of the Blog Writer and other Third Parties who contributed. You are not expected to accept my word as "Hard Fact", but to read and make up your OWN MIND. In the Words of Fox News "I Report and You Decide".

This blog is a personal, informal blog where I converse in a casual conversational tone with you, the reader, as I would a friend being informed of my experiences. Again, all statements are based on my "personal Experiences", and please be reminded that as they are personal experiences, they are factual to me, but you, the reader, are meant to be informed of my experiences and left to decide on your own accord.  

Thank you for reading. 

If You Want Career Advancement, Don't Work For Wingspan Portfolio Advisors

Unless you're not a minority.

Only a favored few can advance at Wingspan Portfolio Advisors. I witnessed this when I would see people, overwhelmingly whites, with no education or experience, advance quickly ahead of minorities who had both the education and mortgage experience. No one really would say anything out of fear of losing their jobs. Justin Belter and Melanie Pellegrino had all power in determining who would move ahead to that next promotion.

I can remember applying with many of my highly qualified minority coworkers for position openings that would become available. One day after clearly being very impressed with my qualifications, the HR Director at the time (Wingspan has gone through several) went specifically to Mr. Belter's office to get his "permission" to promote me. I had never seen anything like that. Isn't HR suppose to make those decisions going off of qualifications? Why didn't the HR Director at Wingspan Portfolio Advisors see something wrong in white males, who consistently had far less qualifications than black employees for the positions they were being awarded, say something? Because he would have been terminated. Good Ol'boys are called Good Ol'boys because they are expected to go along with the program. They benefit as well as everyone in their clique. At the end of the day the HR director of a small, micromanaged company like Wingspan, where the managers are 99% white males, southern born and bred, wanted to keep his job as well. So he simply "followed orders" and overlooked the qualifications of so many hardworking minority candidates who he knew never had even the remotest chance of moving up at Wingspan Portfolio Advisors.

33 year old "Senior VP" Justin Belter
at Wingspan Portfolio Advisors


 I also can't understand why anyone would send the intimate pictures of himself with his spouse smoking "guda" and drinking and getting SLOBBERED back to their boss, the EVP Jason Dickard? I have never seen anyone so close to their boss where they would post this kind of a picture to be seen not just by the EVP Jason Dickard but by ALL STAFF..

Photo Removed as my dignity will not allow me to show the poor woman in such a drunken state.

I SIMPLY CANNOT POST THE PICTURE OF JUSTIN BELTER'S WIFE GETTING HAMMERED HOLDING A $4.00 BOTTLE OF CHEAP WINE IN SOME SLEAZY GETUP DOWN IN MEXICO WITH HER LEGS GAPED WIDE OPEN LIKE SHE'S EITHER WAITING ON "HER JOHN" OR "A PAP SMEAR" THAT MR. BELTER HIMSELF POSTED ONLINE. 

I HAVE MORE SYMPATHY FOR THE WOMAN THAN EVEN HE DOES.. AND THAT SAYS A LOT AS "HE" MARRIED HER.

SHAME ON THE DOTING "HUSBAND" TO PUT HIS WIFE, IN SUCH A COMPROMISING SITUATION AS BEING DRUNK AND OUT OF SORTS, ON DISPLAY. THIS SHOWS HIS ARROGANCE. AND ALSO HIS STUNNING STUPIDITY.

WAY TO RESPECT YOUR TRASH JUSTIN BELTER. AND TO THINK THESE WERE THE PICTURES HE SENT WINGSPAN'S "TOP REDNECKS" TO GET AHEAD. SHAME. EVIDENTLY IT WORKED. AND TO THINK "THIS" WAS THE GUY WE HAD TO GO TO AND TRUST HIS "JUDGEMENT".. HA! NOW THAT'S LAUGHABLE. ABOUT AS LAUGHABLE AS MELANIE PELLEGRINO SNAGGING A VP SLOT WHEN SHE DOESN'T KNOW HER ASS FROM A DOOR KNOB.



Way To Keep "It Classy",  Mr. Senior VP..
Why Put Your Wife Out There Like That?

We Could Have Done Without Seeing Your "Gut" dude.. Geez.
Wingspan Sure has high standards in promotions.. 
Is There a Labor Shortage of VP's?



Now who all wants to bet that if a black employee, ANY BLACK EMPLOYEE, at Wingspan would have sent pics of himself and his wife getting wasted like this to our managers, the VP's, that we would have automatically been rewarded not just with one promotion, but two all the way up to a SENIOR VICE PRESIDENT. Damn Near Overnight.

And who all wants to bet that if a black male, had managed to knock up his wife their would have damn near been a public company broadcast to cheer the guy on? Nah.. It wouldn't have happened. While "WE" were busy trying to keep our damn jobs, the white males of Wingspan were living the LIFE. While "WE" were being threatened, harassed and Terminated over any minor issue, The white males were clearly not held to the same standards. There was a serious double standard. 


This is where white privilege comes into play. In Corporate America, white corporate leaders look at younger white male employees as "Sons". There is an race based "affinity" there and because of this they are quicker to excuse errors, character flaws and lapses in judgment and open doors of economic advancement that would not be opened to fellow black employees. Black employees are simply viewed as "employees". The procedural aspect as it pertains to write ups, terminations, evaluations, etc. are mostly for "black employees". The white boys get "babied". They get away with much more. Far more than black employees would ever hope to get away with simply because of their white skin. 98% of Corporate Leaders in this country are WHITE MALES. They simply want people who look them sitting beside them in positions of power at the decision table. For wrong or right, this puts white males at an automatic advantage in corporate America. The "Affinity Advantage". Where everyone in leadership looks mostly like them. And desires them to share their positions of power with.
There are numerous studies on the internet and off which reinforce what I am saying. The power structure in this country has always been exclusively white and male. This creates a tremendous advantage for those starting off who are white and male. They are quickly trusted to handle greater responsibility than those who classify as minorities. Simply because they "Resemble" the existing power structure. That's why you can have scenarios where black employees are told if they leave work without permission they will be terminated, whereas white employees can leave work without permission and not face termination. The rules apply to both. However, they are only enforced with black employees.
For all of the purported "racial progress" we have supposedly made in this country, all one has to do is take one look at the board rooms and corporate leadership across this nation and they will realize America still has a long way to go. These positions are still overwhelmingly filled with WHITE MALES. I'm tired of being offered lower pay and lesser responsibility because I am a black minority than white males with the same and often fewer qualifications than I. Like Malcolm X said they say "go to school and get a degree" and when you get the degree they say "you're over-qualified". And without the degree they say "you're under-qualified". It's like you're damned if you do and damned if you don't if you're not a white male. Justin Belter started off with no experience, had average work quality and in a few years time was made Senior VP. From the pictures posted you can see how he spent a lot of his time. This is WHITE PRIVILEGE. Edward Snowden, the NSA Leaker and high school dropout, who managed to score a job making $122,000 a year with only his GED has NOTHING on this man when it comes to WHITE PRIVILEGE.

During my employment at Wingspan, the white males would literally walk in off the street, get hired (sometimes without even valid ID's), hung over from the night before, bitch all day about how inept management was, leave without permission early which for blacks would be terminable offenses, and HR, Justin Belter, Melanie Pellegrino and Jason Dickard would consistently take these guys and try to groom them for management. These same guys who honestly could have cared less about the job. That was the mindset of Wingspan Portfolio Advisors.

I would observe my white male coworkers not only bitch and moan about management, but become openly hostile with management and they would be coddled. I would observe the quality of their work and see how many people would have to work to correct their work, and yet they kept their jobs and had promotions ready for them if they wanted them.

I would see white employees who had trouble doing the job go under training one, two, and up to three times until they would be transferred to an easier position or have a position created for them. These opportunities were never afforded equally to black employees.

The Human Resources clerk at the time was a black male and he had access to the pay scale of all employees. He stated he became so disgusted at the enormous pay disparity he resigned. He said he simply couldn't work at Wingspan Portfolio Advisors anymore making less than white guys who had less experience and who had just started to work there.This is what many employees did. They just quit. The few who dared to complain had their days numbered. They would quietly be dismissed.

There was not just a little double standard at Wingspan Portfolio Advisors. There was an enormous double standard at Wingspan Portfolio Advisors. This was whispered about in circles by the black employees. We could see what was happening. However, many of us simply wanted to keep our jobs and Wingspan was the type of company that if you complained of racism, they would find a way to terminate you. For any reason. Justin Belter did this to other employees. He watched one black female until she came to work late one minute and he walked over and terminated her employment. On the spot. She had been a good worker. But she had taken exception to the way Melanie Pellegrino had yelled at her and she was tired of the verbal abuse. This was all it took to remove her. This showed the rest of us that we were not expected to have any dignity while working at Wingspan Portfolio Advisors.

These guys were extremely dirty. Very underhanded and cut throat and racist. They held racist biases against blacks, were uncomfortable working with blacks, and were suddenly, thanks to Wingspan Portfolio Advisors, in powerful positions where they managed black employees and where they could act out on their biases and prejudices and wield undue influence in the lives of their black employees. There was a LOT of verbal abuse. Racist jokes. With blacks being referred to once by Melanie Pellegrino as "roaches" and of course Justin Belter calling a black male coworker a "Nigger" forcing the guy to storm out the building.

Yet these guys were promoted. They were white males in Texas and of course they could do no wrong. No one can tell me that there is not a double standard in Texas. Blacks are at the bottom of the Totem Pole when it comes to Promotions, Hiring, Pay, etc. I know that there are good companies out there, however, I do strongly believe that what I experienced while working at Wingspan Portfolio Advisors is reflective of the work experience of many minorities, especially black minorities, who work in the state of Texas. I initially thought that Dallas would have been different. If this is as "good as it gets" in Texas, then I might as well get the hell out because I can't imagine being someplace where the racism is any worse.

I was wrong to believe that the lone one or two black faces in management, that you will find at any company in Texas or otherwise, meant that the company was inclusive of blacks. This is often not the case and these "lone rangers" who have been selected to grace the offices of management at these companies are usually just "Tokens". Tokens to be propped up before a court to show that the company can't possibly be racist. In Wingspan's case there was Kevin Conn. Yet Wingspan was very racist and unbelievably it was usually Kevin Conn they went to and ordered to perform very questionable terminations and other employment related matters when it came to the black employees. This earned Kevin Conn the reputation of a "Snake" in black circles.

I never did get comfortable working under Justin Belter, Melanie Pellegrino or Jason Dickard, because these guys would look at me and other black workers like a deer looks at Headlights. They were clearly uncomfortable working with black people. I now believe, looking back, that they had honestly never really been around blacks. They seemed very uncomfortable and would stand at a distance and stare at us.

I would often see Jason Dickard as well, walking the floor, with a scowl on his face, looking side to side, from black employee to black employee. This too made me very uncomfortable. But I labored on. The black employees of Wingspan Portfolio Advisors, I can honestly say, put forth five times the work as white employees, who were largely nonchalant and laid back. They would play. They would joke with each other. They would come to work out of dress code all the time. And we would later hear that they had been promoted. There would be no fan fare. Just whispers.

The racism at Wingspan Portfolio Advisors was "insidious". It was deeply rooted. Sometimes overt. Very subtle. The constant promotions of the lesser qualified white candidates would be whispered about. This was done on purpose. The company knew what it was doing. This hurt a lot of black employees deeply. Probably more deeply than the pay disparity which was also taking place at Wingspan Portfolio Advisors. I can honestly say that on this one, HR was complicit in the racism because every white employee that started at Wingspan Portfolio Advisors, many of them right out of college, working alongside black employees who also held college degrees and had years of mortgage experience as well, started off at a much higher pay rate than what we were earning.

These white employees were open about their salaries. They must have thought we all were making what they were. They were naive. Or maybe they weren't and they simply didn't care about the company being sued because of the pay disparity.

The problem with the HR Director going directly to Mr. Justin Belter, who was in his mid 20's at the time, far younger than many others he "managed" who also happened to have far more experience than he did in "everything" pretty much was that Mr. Belter was friends with several of the white males and he was uncomfortable with blacks. Justin Belter also had a reputation for being openly hostile to black employees, even referring to one black male as a "Nigger" forcing the guy to explode and quit on the spot. This resulted in many of the individuals getting promoted, as stated above, having less qualifications than blacks. Some of these people could barely speak a coherent sentence.

At Wingspan Portfolio Advisors my white coworkers were consistently moved ahead of me, and not just me, but many other minorities with relative ease. The position I had applied for with several other highly qualified black candidates went to a white G.E.D. recipient who had a criminal background, absolutely no mortgage experience and who "enunciated" like she was educated in the back of a Barn; and to boot she had an absolutely awful attitude. She was argumentative with everyone and nasty with everyone. Go Figure.. She won out for the promotion over several minority candidates who had more qualifications than her in every category one could imagine.

This is what we experienced working as black employees for Wingspan Portfolio Advisors. SHEER RACISM. 

I take it that very small, redneckish companies work far different than the much larger established ones where one's merit, experience and education holds more weight.

After Being Allowed to Play God with the Career Advancements of many of his higher (than himself) qualified minority subordinates, this guy jet sets off to a beach in Mexico.. When the vast majority of minorities working for Wingspan were without vacation time, sick time, health insurance and where we were constantly threatened if we missed "One Day" of work we would be terminated. Yet this guy starts with all the rest of us and because he is one of the "FEW" white guys working at Wingspan at the time, he is essentially quickly promoted to be an Overseer of all the rest of us who were even more highly qualified than he was..

YEAH..IF YOU ARE A MINORITY.. HERE'S YOUR WELCOME TO TEXAS.

If you are one of the JP Morgan Folks out of Florida, Welcome to the Texas Way of Doing Business.
Wingspan Portfolio Advisors is again, a "very" small company where the management team are all related and very insulated from policies, rules and procedures other team members down the chain have to follow.

For the HR director to essentially overlook my qualifications, so that my lesser (than myself) qualified manager could pick and choose which "favorites" would get promoted showed that you cannot expect fairness at this company.

No matter the lies they consistently give in those meetings they have every 15 minutes which are often about nothing, where they often repeat what they said in the meeting 15 minutes prior; don't believe a word of it. These guys can't be trusted to do what's right. It's just a bunch of classless rednecks parading around as cultured and educated individuals and this couldn't be farthest from the truth.

My Racist Company Fires Minorities. What Can I Do About It?



by CBSNews

Dear Evil HR Lady, I work for a small family business where HR functions are handled by accounting and the department manager. I manage a very small workforce that contributes a great deal to the bottom line. I have recently conducted interviews for a position that is soon to be available. The problem is that the best candidate is a minority, and the owners of the business are racist. They are not overtly racist, they just put the microscope on every minority I hire, especially minority women. My direct supervisor is not a member of the family, but everyone else above me is. I feel that I would not be helping this candidate to hire her since I can guarantee that I will be asked to terminate her before her probationary period ends for "unsatisfactory performance." If I do not hire because my higher ups are racist, then am I guilty of discrimination? I have decided to hire the most qualified person, who is a minority, but I can count the calender days until I am instructed to terminate. What do I do?

Well, this is a sticky situation, isn't it? If the economy were humming along at full speed, I'd tell you to forget about these losers you work for and find a new job. Employers who don't treat their employees fairly soon end up without any good employees, because the good ones leave. That will happen to these people eventually, but in a bad economy, it's easier to keep people who normally wouldn't put up with you. However, I would start looking for a new job anyway because this isn't a place you want to be associated with.

But for the here and now, you need to take control of the situation. Your department contributes to the bottom line. That means other people are dependent upon your work for their paychecks. That gives you some leverage. Let's use it.

First, you need to have clear, objective, quantitative measures for success. This is a critical point. It needs to be established, in writing, what is expected of the new hire. Personally, I'm a fan of SMART objectives. These are objectives that are:

S--Specific M--Measurable A--Achievable R--Relevant T--Time Frame

Once you've written these up, get them approved by your boss and (to be safe) your boss's boss, who is part of the racist family. You need to have their approvals in writing, so that when the time comes you can effectively defend your new hire. Be careful with the SMART objectives: Make sure they're what you want to live and die by, because you'll have to do just that.

With the SMART job objectives in hand, go ahead and make an offer to your best candidate. Go over the details with her and explain that in the past many people have been terminated during the probationary period. Explain that these objectives are new, that they are designed to make sure everyone is on the same page, but again, that other people have been terminated during the probationary period. (And not that you asked, but I really dislike probationary periods. Having a probationary period says, "There will become a time in which you are no longer an at-will employee," but we'll deal with that some time in the distant future.)

To be fair to the candidate, you need to let her know that there is a possibility she'll be terminated. This is especially important if she's leaving another job. Explain that this is not going to be an easy job and that the family sometimes has a hard time accepting outsiders.

Then bring the candidate on board and work with her to make sure she meets the SMART objectives. If the powers that be want to fire her, you'll have solid evidence in your little hand that she has met all of the objectives. When they say, "But it's the probationary period, we can fire anyone at any time," you can say, "Yes, that's true, but this function is critical for the bottom line of the company. If I terminate someone who is clearly meeting the objectives we all agreed on, it's going to look like racial or gender discrimination. If she sues, we'll most likely lose, because how would we defend ourselves? Terminating her would be a poor business move, since she is meeting all the objectives."

Using the "we" form instead of "you" will help soften the blow that you're telling these people they're racist idiots. In fact, they probably won't pick up on it. All you're saying is that it "looks" like discrimination. If they still insist that she be terminated, this is where you need to draw your line in the sand. You need to refuse to terminate the person.

If the family wants to terminate, fine. But, don't you dare be the one who delivers the news. Why? Because often a defense in discrimination lawsuits is that the company can't possibly be racist/sexist/ageist/whateverist because the same person who hired did the firing. The argument is that if there were a problem with illegal discrimination, the person never would have been hired in the first place. Don't give them the opportunity to hide behind you.

I realize that this opens you up for termination. This stinks. But remember, you're a strong contributor to the bottom line. Remind them of that. Stand firm. Don't give in to the temptation to do something wrong to preserve yourself. Sometimes, you've just got to do what's right.

http://m.cbsnews.com/fullstory.rbml?catid=44940168&feed_id=76&videofeed=43CBS News Link
Wingspan Portfolio Advisors Blogspot

Wingspan Portfolio Advisors Sued For Discrimination, Retaliation & Abuse of Its Black Employees


Denny et al v. Wingspan Portfolio Advisors, LLC


Plaintiffs:Roslyn Denny  and Bonita Winslow 
Defendant:Wingspan Portfolio Advisors, LLC
Case Number:3:2011cv01094
Filed:May 24, 2011
Court:Texas Northern District Court
Office:Dallas Office
County:Dallas
Presiding Judge:Sidney A Fitzwater
Nature of Suit:Labor - Other Labor Litigation
Cause:28:1332 Diversity-Employment Discrimination
Jurisdiction:Federal Question
Jury Demanded By:



Plaintiff



Access Link Below For More Information:
http://dockets.justia.com/docket/texas/txndce/3:2011cv01094/206264/

I Stand With Apple Over FBI Backdoor.

I Stand With Apple Over FBI Backdoor.

My Info Was Stolen In An OPM Database Hack. I don't Trust Them With A Backdoor To The Apple IPhone.

My info was stolen during a hack of the OPM's database. The OPM is the federal government's personnel department. They sent me a letter with a PIN# to sign up for a three year identity theft protection. After that I'm on my own. With millions of other Americans whose personal information was swiped. Probably by China. 

I see people on here bashing Apple for standing firm. You people disgust me. All just mindless sheep. All the govt has to say is 'TERROR! TERROR!' And you bend over like sheep and take it up the ass. You let the government violate all sorts of constitutional rights and privacy protections. 

We are giving up our freedoms out of FEAR. 

And the government KNOWS all they have to say is 'TERROR! TERROR' and they can access all of our information and invade our privacy and violate our rights. 

This won't be the first time the government will want to access an iPhone. It doesn't even have to be terror related. All they would need to do is utter the magic word 'TERROR! TERROR! BEEEE AAAFFFRRRAAAIID'! And we will allow them to do whatever Their hearts desire. This is wrong. The government will start to link EVERY ACT to terror. Because the American people no longer questions their motivations. 

I even doubt these nutcases were terrorists. They killed a bunch of people but they weren't backed by any government. They were just deranged lunatics. 

Even if they were terrorists should every single person in the world lose their right to privacy? Even those who are law abiding?

The government couldn't keep my info safe. They won't keep this Backdoor to an iPhone safe either. They will destroy apple. 

If a company creates back doors to its security system this will frighten millions of people away. There was another young entrepreneur who had created a very secure email system. The government came to him with demands to open up his system to let them peek inside. He refused. He shut down his company. 

The government can abuse these measures and WILL abuse these measures. I'm law abiding but I'm sorry... I don't want the government peeking in at all times on me when I'm not violating any laws. I value my privacy.

You may not. But I do.

I Stand With Apple.



Wingspan Portfolio Advisors Blogspot 
Agility 360 Carrollton Texas

Formation Beyonce Youtube Video Link - WATCH Beyonce Formation Video!

Beyonce Formation Video
(The Formation Video Link Is Below)
Way To Go Beyonce!!! 

I enjoyed both the Video and Beyonce's Super Bowl Halftime Show Performance and I applaud Beyonce for taking the time (and the risk) for speaking out against the injustice faced by black minorities. I'm saddened that black people are suppose to be 'silent' about the high percentages of black men who die in police custody or at minor traffic stops. This is shocking to MANY blacks, myself included, who don't have the platform that Beyonce does to draw attention to this matter. 

I found myself last night looking over images of dead, bloated black bodies floating in the waters of New Orleans, or simply being left to rot on the ground after the water had gone. No one cared. I often find myself getting so angry and so emotional. 

Now with the Flint Water Crises I find myself wondering are black people being willfully exterminated in America? Is this genocide? 

I put nothing past America. Or as many blacks think of America - Amerikkka. 

Poor blacks face so many injustices in this country everyday, our blackness sometimes can feel overwhelming. It's the first thing many people see when they see US. And the last thing many people remember about US. There is no Justice in America (for the Black Person). There is JUST US.  Instead of attacking this woman for voicing her concerns through song and melody - why not look into the reasons WHY Beyonce felt the need to speak out on these issues. It wasn't to capitalize off of black pain. Beyonce and Jay Z have both given millions of dollars to charitable causes in the Black Community. Right Now Beyonce is building a $7 Million Dollar Housing Establishment for poor minorities in Houston. Beyonce and Jay Z spent Thousands bailing out those unjustly arrested in Ferguson, Mo as well. 

So please don't attack this woman and claim she is 'capitalizing' off of black pain. She's not. She's given so much money and this shows where her heart is at. There also would not have been a need to reassert to the world that she takes pride in her natural features. White people like to say "oh well, if we did this there would be an uproar". As a black person living in America, I can say to white people - YOU DO THIS EVERYDAY. The women who are love interests in most Block Buster Hollywood movies are WHITE women. The Women who gloss the covers of your magazines are mainly WHITE WOMEN. With White European features. These are the women who have been pushed by your societies to the world as the 'Standard of Beauty'. Black women and dark skinned women have been under attack for their black, natural features. So Beyonce rightfully expressed 'Self Love' in how she looks. Her nose with 'Jackson Five Nostrils' and the Afro her daughter sports as well. Somehow the woman expressing 'self love' has angered white people. Are black people not suppose to LOVE THEMSELVES? Especially when we have been vilified across all fronts.

Again, this is not about 'hating' anyone. Or pushing hate. As a marginalized and oppressed group in America - this video simply offers a different perspective than the one that is constantly pushed on black people by the dominant society. It offers hope. Courage. Self Love and Perspective. 

I applaud Beyonce. Nothing in this video was hostile to cops or white people. Black women would not feel the need to reassert to the public that their features are beautiful if they weren't constantly bashed in the United States for being less than desirable. Simply because they are black with dark skin and black features. 

I, for one, find black women BEAUTIFUL. 

ENJOY!

https://www.youtube.com/watch?v=LrCHz1gwzTo&feature=share

or

https://youtu.be/LrCHz1gwzTo



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White Chicago Cop Rialmo Sues Estate Of Poor Black Teen ,Quintonio LeGrier, He Killed For Causing Emotional Distress

My cousin just called me besides herself with grief and anger after reading this story on cnn.com. The father of the black teen, who was the one that apparently called the police to help subdue his son was so overtaken with grief he could barely speak. His son was shot dead by a white Chicago Police officer who came to the residence. His son was mentally ill. Also, an errant bullet struck the neighbor who let in the police and she died as well. The man has sued the City of Chicago for several million dollars (as he should) for causing the death of his son and now, obviously in my opinion, motivated by MONEY, the white (part hispanic) Chicago police officer has lawyered up and he's suing the teen's family. Evidently he wants to get in on the GREEN. His wife is noted for making a comment "Well, if they can sue we can too". WTF?! 

I told my cousin this will be a groundbreaking case in that if the police officer is awarded money from the estate over this alleged 'Emotional distress' it will open the door for lawsuits around the country in every profession. A customer service agent can sue the a customer who threatens them or curses them or subjects them to emotional distress. A doctor or Nurse can sue their patient for the same. A dog catcher can sue the family of a dog who bites them. The mailman can sue the family whose walkway he slips and falls down on. This can go so many different ways. 

I have no doubt that blood thirsty, racist white people will applaud the lawsuit from this police officer but it can come back to haunt them. They have the MOST MONEY. They will be the LARGEST TARGET. Their kids do dumb shit all the time. Rich white kids (and poor ones too) get into scrapes with the law on an ongoing basis. Their parents are LOADED. If they become combative, curse, use racial epithets, etc. a favorable ruling on this type of case will open up the door to others suing the hell out of their families, etc. 

This should be a very interesting case. 
_________________________________________________________________________________

The Chicago police officer who killed Quintonio LeGrier has filed a lawsuit against the teen's estate.

Quintonio LeGrier


In a counterclaim filed last week, Officer Robert Rialmo alleges the 19-year-old whom he shot dead the day after Christmas assaulted him with a baseball bat and caused him to suffer trauma. He's seeking more than $10 million in punitive damages from LeGrier's estate.

Authorities have said LeGrier died from multiple gunshot wounds after the December 26 shooting. A neighbor, Bettie Jones, 55, was also killed. Police have described Jones as a victim who was "accidentally struck and tragically killed." They've described LeGrier as a "combative subject."

Father: No one helped my son after he was shot by cops 07:59

LeGrier's father and Jones' family have filed wrongful death lawsuits over the shooting.

The officer's lawsuit says Jones' death was LeGrier's fault, not his.

"The fact that LeGrier's actions had forced Officer Rialmo to end LeGrier's life, and to accidentally take the innocent life of Bettie Jones, has caused, and will continue to cause, Officer Rialmo to suffer extreme emotional trauma," the lawsuit says.

The lawsuit provides the officer's moment-by-moment explanation of the incident, stating that the teen swung a baseball bat at him twice, barely missing both times.

The officer had his gun holstered and backed up as he shouted orders for LeGrier to drop the bat, the court document says. It was only after LeGrier continued his approach and ignored the officer's commands that Rialmo opened fire, according to the lawsuit.

Making a point

The shooting came as Chicago officials were in hot water for what critics have called a police culture of "shoot first and ask questions later." As details about the case emerged, Mayor Rahm Emanuel said there were "serious questions" about what happened and ordered changes in how city police officers are trained to handle calls involving people who may have mental health problems.

Chicago mayor: 'Painful and honest reckoning' needed after police shootings

Rialmo's lawsuit gives the officer's side in the controversial case, saying the officer opened fire after LeGrier "took a full swing" at his head, "missing it by inches."

"He told me that he felt the breeze of the bat passing in front of his face, it was that close," attorney Joel Brodsky told CNN affiliate WBBM-TV.

In a statement on Facebook, Brodsky said Rialmo "was taken aback by the speed in which the family of Mr. LeGrier rushed to file a lawsuit."

"He wants to make the point that having a relative killed in an officer-involved shooting is not the same thing as winning the lottery," Brodsky said. "Only the few cases of truly excessive use and abuse of force should be subject to legal actions."

Attorney for estate: Officer is 'trying to deflect'

Bill Foutris, an attorney who represents LeGrier's estate and the 19-year-old's father, said he had a good reason to file a lawsuit against the city quickly: preserving evidence.

"As a result of filing the lawsuit quickly we have gotten well over 40 DVDs of evidence, including police cams and police reports -- all things we would not have had if the suit was not filed when it was," he said. "It would have taken six months to get some of that evidence."

The officer, Foutris said, is trying to steer the conversation away from what happened that day.

"This counterclaim is an attempt to deflect from what the officer did," Foutris said. "He shot a teen four times in the back."

Differing accounts

Chicago's Independent Police Review Authority is investigating the shooting, which happened after officers responded to 911 calls from LeGrier and his father asking for help.

Rialmo's account of what happened contrasts with descriptions in the lawsuits filed by the LeGrier and Jones families.

Antonio LeGrier told CNN he called police after he heard his son.........


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Has Agility 360 in Carrollton, Texas Found Their New Executive Vice President of Corporate Communication?

AGILITY 360 NEW HIRE?

I've seen some of the people Jason Dickard and Justin Belter have promoted. This woman would fit right in with that bunch. Now, if she would only drop the 'n-word' she'd be a shoo-in.





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New York Police Unfairly Evicting Black, Latino Families From Their Homes, Even When They Have Committed NO CRIMES



February 5, 2016

Sarah Ryley, special to ProPublica

The morning of May 4, 2011, Jameelah El-Shabazz watched out the window of her Bronx apartment as a team of police officers fanned across the rooftop of Banana Kelly High School. The 43-year-old mother of five said she didn’t think much of the scene — drug raids were common in her neighborhood.

As she did most mornings, El-Shabazz said she went to her bedroom to feed her newborn son and to worship before a shrine of candles and carvings arranged atop her wardrobe. Her most treasured object was a wooden tray her father had brought her from Nigeria. A deity of the Ifa religion, which she practices as a high priestess, was carved on its surface and covered in a residue of finely crushed eggshells. El-Shabazz used the substance, known in her faith as efun powder, to cleanse the shrine. She took fresh clumps of the powder from a cup and began to break it up in her hands.

That’s when the narcotics officers kicked in the door.

Her baby shrieked as the gun-wielding officers tore apart rooms looking for PCP, which an anonymous informant had claimed was being sold from the apartment. They ordered everyone to lie on the ground, then turned to her eldest son, Akin Shakoor, who along with another son was having frequent run-ins with police. El-Shabazz said the officers told Shakoor if he didn’t give up the drugs, “they would take all of my children away from me and make sure that I was put out of my apartment.”An altar in Jameelah El-Shabazz’s apartment in the Bronx. El-Shabazz had to repeatedly fight to keep her apartment after police mistook crushed eggshells for cocaine. (Edwin Torres for ProPublica)

As evidence, police seized 45 paper cups of the eggshell powder, the sacred wooden tray, and a small amount of marijuana. They arrested El-Shabazz, her teenaged sister Najah El-Shabazz, and Shakoor, then 21, and took them outside past the handcuffed residents of four other apartments that were raided that morning.

Najah was released, court filings say, but Jameelah El-Shabazz and Shakoor sat in cells on Rikers Island for the next week awaiting the results of police lab tests. Finally, the results confirmed what she had told the officers all along: the wooden tray and the 45 paper cups of powder were drug-free. Jameelah El-Shabazz and Shakoor were released from Rikers and fully exonerated.

But El-Shabazz’s battle with New York’s legal system was only beginning. That September, another of her sons called to say the police were back, this time with a lawyer and a court order to seal the Bronx apartment. Her entire family had to leave — immediately.

El-Shabazz was facing a nuisance abatement action, a little-known type of lawsuit that gives the city the power to shut down places it claims are being used for illegal purposes. The case against her was based on the same drug allegations that had been dismissed in May. Incredibly, the filing, signed by a New York Police Department attorney, stated: “recovered during the execution of the search warrant were forty-five (45) paper cups of cocaine.”

The nuisance abatement law was created in the 1970’s to combat the sex industry in Times Square. Since then, its use has been vastly expanded, commonly targeting apartments and mom-and-pop bodegas even as the city’s crime rate has reached historic lows. The NYPD files upward of 1,000 such cases a year, nearly half of them against residences.Barred From Home

Read about the 297 people who gave up their leases or were barred from homes as a result of nuisance abatement actions.

The process has remarkably few protections for people facing the loss of their homes.

Three-quarters of the cases begin with secret court orders that lock residents until the case is resolved. The police need a judge’s signoff, but residents aren’t notified and thus have no chance to tell their side of the story until they’ve already been locked out for days. And because these are civil actions, residents also have no right to an attorney.

Perhaps most fundamentally, residents can be permanently barred from their homes without being convicted or even charged with a crime.

A man was prohibited from living in his family home and separated from his young daughter over gambling allegations that were dismissed in criminal court. A diabetic man said he was forced to sleep on subways and stoops for a month after being served with a nuisance abatement action over low-level drug charges that also never led to a conviction. Meanwhile, his elderly mother was left with no one to care for her.

In partnership with ProPublica, the Daily News reviewed 516 residential nuisance abatement actions filed in the Supreme Courts from Jan. 1, 2013 through June 30, 2014. Our analysis also reviewed the outcomes of the underlying criminal cases against hundreds of people who were banned from homes as a result of these actions.
173 of the people who gave up their leases or were banned from homes were not convicted of a crime, including 44 people who appear to have faced no criminal prosecution whatsoever.
Overall, tenants and homeowners lost or had already left homes in three-quarters of the 337 cases for which the Daily News and ProPublica were able to determine the outcome. The other cases were either withdrawn without explanation, were missing settlements, or are still active.
In at least 74 cases, residents agreed to warrantless searches of their homes, sometimes in perpetuity, as one of the conditions of being allowed back in. Others agreed to automatically forfeit their leases if they were merely accused of wrongdoing in the future.
The toll of nuisance abatement actions falls almost exclusively on minorities, our analysis showed. Over 18 months, nine of 10 homes subjected to such actions were in minority communities. We identified the race of 215 of the 297 people who were barred from homes in nuisance abatement battles. Only five are white.

Runa Rajagopal of the Bronx Defenders, who leads a division that represents people in the civil courts, called the practice a “collective punishment” on the entire family of those accused of a crime, “used by the NYPD to exert power and control largely over communities of color.”

The NYPD declined to answer any questions about specific cases.

Officials emphasized that because these are civil cases, they’re handled separately from criminal cases and thus have lower standards of proof.

“The law does not require criminal conviction, does not require [a] particular disposition of a criminal case, does not even require an arrest of anyone,” said Lawrence Byrne, the NYPD’s Deputy Commissioner of Legal Matters in an interview with the Daily News last year.

Assistant Commissioner Robert Messner, who heads the NYPD’s Civil Enforcement Unit, concurred, saying, “You have to remember, it’s an action about a place. It’s not about people.”

The department’s chief spokesman, Stephen Davis, said in a statement that the suits are intended to prevent crimes from reoccurring at ‘repeat offender’ locations. “Each nuisance abatement order and settlement is signed-off by a judge.” Davis added.

Though a nuisance abatement threatened to force El-Shabazz out of her home, she doesn’t appear to have been the intended target. Two of El-Shabazz’s sons were already known to police when her apartment was raided in 2011.

Akin Shakoor had been arrested at the building at least twice before, in 2009, for misdemeanor possession of drugs. He pleaded both cases down to non-criminal violations. Her other son, Jehadh Shakoor, was arrested in the neighborhood with marijuana in 2008, and with PCP in 2009, and convicted of misdemeanor possession charges. (El-Shabazz said the officers also often harassed a third son, who was an honor student in high school and is now in college.)

The narcotics officer behind nuisance abatement cases against El-Shabazz and others, Detective Peter Valentin, has his own history. The Daily News earlier identified him as themost-sued officer on the NYPD’s 35,000-member force. Valentin was put on desk duty in 2014 for allegedly fabricating buys from confidential informants.

The NYPD has embraced nuisance abatement actions as part of its controversial “Broken Windows” strategy of aggressively pursuing low-level offenders to prevent more serious ones.Judges Frequently Approve Lockouts

The Daily News and ProPublica found that, overall, judges approved the NYPD's request to temporarily lock out residents in 75 percent of cases.​ Borough Judge Approved TCO ​ Bronx Kenneth L. Thompson Jr. 100% ​ Sharon A.M. Aarons 100% ​ Mark Friedlander 100% ​ Wilma Guzman 100% ​ Norma Ruiz 100% ​ Julia I. Rodriguez 96% ​ Alison Y. Tuitt 94% ​ Howard H. Sherman 88% ​ Edgar G. Walker 12% ​ Lucindo Suarez 4% ​ Brooklyn Johnny Lee Baynes 100% ​ Carl J. Landicino 76% ​ Sylvia G. Ash 8% ​ Dawn Jimenez-Salta 5% ​ Manhattan Milton A. Tingling 100% ​ Joan M. Kenney 70% ​ Carol E. Huff 41% ​ Cynthia S. Kern 6% ​ Michael D. Stallman 4% ​ Queens Orin R. Kitzes 100% ​

Source: Daily News/ ProPublica analysis of nuisance abatement cases filed Jan. 1, 2013 — June 30, 2014.

This decades-old approach — which has introduced large numbers of black and Hispanic New Yorkers to the criminal justice system through stop-and-frisks, summonses and misdemeanor arrests — has touched off waves of protests in recent years.

Though little heard of, nuisance abatement actions have long been a key component of the strategy. William Bratton, fresh into his first tenure as the city’s top law enforcement official, hailed such actions in a 1995 white paper on quality-of-life policing as “probably the most powerful civil tool available to the police,” allowing officers to “sweep down on a location and close it without warning.”

Since Bratton wrote those words, the number of nuisance abatement actions filed each year has quintupled.... To Continue Reading Article, Please Click Here To Be Redirected To ProPublica

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Afro-Mexicans Turning Their Newly Found Relevance Into Power In Mexico


  

Walter Thompson-Hernandez displays a photograph of his parents, Kerry Thompson and Ellie Hernandez. Thompson-Hernandez identifies as a "blaxican" — another term for Afro-Mexican, the identity soon to be included on the Mexican census for the first time.
With February comes Black History Month in the U.S., a time designated to reflect on the history and contributions of people of African descent in this country. And while the month may invite debate among some, one thing rarely does in the U.S.: the idea of calling oneself, or being described as, black or African-American.

son of an African-American father 
and Mexican mother, created the Instagram
account Blaxicans of LA.


In Mexico, however, it is unusual — so unusual, in fact, that up until now, Mexican citizens were unable to officially recognize themselves as "Afro-Mexican" on national censuses. That is set to change in the upcoming 2020 census, though. Already, a preliminary 2015 survey — conducted in preparation for the 2020 census — found that some 1.4 million people identify as Afro-Mexican.

To learn more about what this might mean — and why these changes are only happening now — NPR's Michel Martin spoke with Luisa Ortiz, CEO of Nova Mexico, a nonprofit organization that works with minorities communities.

NPR also spoke with people of mixed Mexican and African descent; their takes on race and identity can be found on the right side.





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Wu-Tang 'Fan' Martin Shkreli Proves His 'Street Cred' After Crashing The Breakfast Club For Interview

Black Man Builds Multi-Million Dollar Empire Promoting Black Family And Black Marriage

Lamar Tyler is the founder of BlackandMarriedwithKids.com, the largest black marriage and family website on the Internet. To take his course on Traffic, Sales and Profit, please visit BMWK.me/ybwoffer.

Boyce Watkins Examines Hollyweird 'White Men Don't Like Taking Orders From Black Men'

Toyota To Compensate Black, Asian Customers $21 Million For Racial Discrimination


Toyota has decided to compensate minorities with as much as $21 million, following the recent allegations of racial bias. Here’s how the move will add to the brand image of the company in the long


By Ghous Zaman on Feb 6, 2016 at 7:48 am EST

Toyota Motor Corp. (ADR) (NYSE:TM) has decided to compensate its black and Asian borrowers by paying them as much as $21.9 million, following federal regulators' allegation of discrimination. Toyota will settle the allegations of racial bias — which accused the company’s financing department to have excessively charged black and Asian customers in loan premiums. The company will pay 21.9 million to almost 100,000 affected customers, and has further set aside $2 million to be used if the same allegations rise again.

Toyota has been doing a lot to attract minorities to its products. In 2011, the company started featuring blacks and Asians in its ads — to derive company sales.

Moreover, on one occasion, Toyota’s former head of Marketing, Bob Zeinstra, said that the company makes ads for Hispanics, blacks and other minorities too.

Toyota claims to be the number one choice among minorities. The idea to keep minority consumers happy and satisfied has proven beneficial for the company. It is now on track to become the first Japanese company to have earned a record-breaking $25 billion in annual profits.

Following the recent incident, Toyota took initiatives to stop discrimination in its operations. The company has announced to put a restriction on dealers’ allowance of charging an interest rate. Previously, dealers were allowed to charge up to 2.5% interest on auto loans, which has now been reduced to 1.25%.

Toyota has denounced any kind of discrimination against any race or ethnicity,.......  



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DUPED! Toyota Settles Discrimination Lawsuit Over Allegations It Unfairly Marked Up Interest For Black, Asian Car Buyers

Toyota of Mckinney Texas Photo
The Department of Justice and Consumer Financial Protection Bureau (CFPB) reached a settlement agreement with Toyota Motor Credit Corp. that resolves allegations the company discriminated against African-American and Asian/Pacific Islander borrowers in auto lending. 

Toyota agreed as part of the settlement to significantly limit the discretion of its car dealers to use mark ups when it comes to interest rates on Toyota loans. Additionally, $19.9 million will be given in compensation to borrowers who took out loans from January 2011 to January 2016 and had to pay higher mark up because of the alleged discrimination. 

“Toyota’s reforms will level the playing field to ensure that all eligible borrowers – regardless of their race or national origin – can sign auto loans with fair terms and reasonable interest rates,” said Principal Deputy Assistant Attorney General Vanita Gupta, head of the Civil Rights Division. “While dealerships deserve fair compensation for the valuable customer service they provide, federal law protects consumers against higher price mark ups simply because of what they look like or where they come from. We commend Toyota for crafting a new compensation system that strikes an appropriate balance for dealers and consumers.”



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Contract Drilling of Houston Texas Sued For Alleged Racial Discrimination Against Black Employees

Two former employees are suing a Houston-based drilling corporation, alleging violations to Title VII through racial discrimination and unlawful termination. 

Kenneth Davis, Jr. of Alabama, and David Hand, of Mississippi, both African-Americans, filed a lawsuit Jan. 29 in the Houston Division of the Southern District of Texas against Independence Contract Drilling Inc., alleging racial discrimination. 

According to the lawsuit, in 2013, Davis and Hand worked as floor hands for ICD at a facility in West Texas where they were the only two African-American employees at that facility. The suit says the plaintiffs were employees only for the purposes of Title VII requirements and both experienced racism and harassment._

The lawsuit states Davis and Hand went to their boss, Billy Hays, seeking transfers and to hold meetings to deal with the abuse, but there was no solution. Instead, the suit says, both were suspended without pay July 26, 2013, and a few days later, both were terminated for violating ICD’s cell phone policy after Davis and Hand recorded the abuse on their phones. 

Davis and Hand seek a jury trial, back pay and lost benefits, reinstatement or alternative front pay and compensatory damages, plus court and attorney fees. They are represented by attorneys David C. Holmes of Houston and Michael L. Grace of the Grace Law Firm PLLC in Quitman, Mississippi. 

Houston Division of the Southern District of Texas Case number 4:16-cv-00252


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