Name: Michael Ayele (a.k.a) W

Affiliation: Michael A. Ayele (a.k.a) W ORCID.: https://orcid.org/0000-0002-5780-6457

Location: UConn Storrs

Request Date Start: Withheld.

Request Date End: Withheld.

Details: What I am requesting for prompt disclosure are records in your possession detailing your discussions about [1] the decision of the Equal Employment Opportunity Commission (EEOC) to process Michael A. Ayele (a.k.a) W Freedom of Information Act (FOIA) Request Case No.: 820 – 2022 – 013978 as if Tara Cable had previously filed a charge of employment discrimination pursuant to Title VII of the 1964 and 1991 Civil Rights Act even though there is no concrete evidence to suggest that she has ever done this; [2] Michael A. Ayele (a.k.a) W as a Black man who has had his written publications on the decision of Tara Cable not to file a charge of employment pursuant to Title VII of the 1964 and 1991 Civil Rights Act (i.e: EEOC FOIA Request Case No.: 820 – 2022 – 013978) filtered and distorted in such a way, which failed to recognize that (i) women who come forward to report the sexual harassment they’ve experienced at the workplace should have their complaints seriously investigated by their Human Resources (H.R) Department; (ii) women who file a complaint with the EEOC are more likely than not to have previously initiated contact with their H.R Department and received an unsatisfying response to their concerns; (iii) women who file a complaint with the EEOC are more likely than not to have experienced retaliation at their place of employment; (iv) women who file a complaint with the EEOC could face retaliation even if they inform the EEOC of the chauvinism, the discrimination, the misogyny and the sexism they have experienced at their place of employment; [3] the policy(ies) implemented by your local/state government, which explicitly encourages your female employees to file a Civil and/or a Criminal complaint with the U.S judicial branch of government (the courts) instead of filing a complaint with the EEOC and waiting for them (the EEOC) to refer the charge of employment discrimination to the Department of Justice (DOJ) for prosecution in the event they’ve been subjected to treatment that could be considered chauvinistic and/or discriminatory and/or misogynistic and/or sexist at the workplace; [4] the policy(ies) implemented by your local/state government, which explicitly encourages your female employees to file a Civil and/or a Criminal complaint with the U.S judicial branch of government (the courts) instead of filing a complaint with the EEOC and waiting for them (the EEOC) to issue a “Right to Sue” letter in the event they’ve been subjected to treatment that could be considered chauvinistic and/or discriminatory and/or misogynistic and/or sexist at the workplace.

Please see the attached document that will be sent via email to Kayla Postler and Megan Philippi for additional information requesting records from UConn on the subject of EEOC FOIA Request Case No.: 820 – 2022 – 013978 as Published on Zenodo with the Digital Object Identifier (DOI).: 10.5281/zenodo.8375.

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