Employer Fakes Gruesome Active Shooter Drill Without Telling Anyone, Resulting in Mayhem

Employer Fakes Gruesome Active Shooter Drill Without Telling Anyone, Resulting in Mayhem

John Channels was hired by a real life employer to ambush its Nebraska office building simulating a mass shooting with an assault rifle holding blank cartridges and actors covered in fake blood. However, only two in the building knew of the active shooter drill, which led to a traumatizing show, and ended with Channel’s arrest for terroristic threats.

Catholic Charities, who were new to the building, had ordered an ambush on their building simulating a mass shooting on May 19. This “drill” began with Channels, wearing a dark hoodie and mask, firing blanks into the air and banging on the windows of a conference room from outside of the building. This caused genuinely terrified workers to flee the conference room and stumble on hired actors bleeding fake blood in the hallway.

Employees rushed to the building’s exits and many called 911. The police was not alerted ahead of time about the drill so they responded as if it were a legitimate active shooter incident. Channels was later arrested on five charges of terroristic threats, a separate gun count and was placed on bail at $300,000.

Prosecutors note that Channels was lucky no one was seriously injured. It was also uncovered that Channels had gone around asking ‘’hysterical” employees if they wanted to purchase a gun from him and lessons.

Channels’ attorney pointed out that the hysteria brought on by Channels was ultimately what Catholic Charities had ordered, “be real life-like.” Also, Channels had explained the exercise to the supervisors ahead of time in detail including requesting employees be kept in the dark and they okayed it.

Catholic Charities has denied asking for the drill to be so elaborate and claimed Channels had misrepresented himself and did not follow agreed upon procedures including alerting law enforcement of the drill. Channels, however, apparently did attempt to alert the Omaha police through written notice.

Channels’ attorney plans to depose Catholic Charities’ supervisors to prove Channels wasn’t the mastermind in order to eliminate the terroristic threats charges. Channels was taken into custody before obtaining written proof that Catholic Charities ordered the drill. In the end, Channels not only faces charges for the drill incident but also for allegedly sexually assaulting a girl and for production of child pornography, which he was arrested for in May.

Catholic Charities will also likely face legal liability for the horrendous effect this had to most of its employees.

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National Origin & Race Discrimination – Case Example

If you have been harassed, discriminated, or retaliated against based on a protected category such as national origin, give our law firm a call at 310-400-5891 for your free confidential consultation

Mari and Claudia are Hispanic and both suffered harassment and discrimination based on their national origin by their employer.

Mari and Claudia were subjected to national-origin based harassment including being told: “Speak English only, I don’t understand Spanish,” and “You are in America, you have to speak English only.” They reported the illegal “English Only” policy but no corrective action was taken.

Mari and Claudia went on to file a complaint with the Equal Employment Opportunity Commission (EEOC) for harassment and discrimination based on national origin. Right after filing the EEOC complaints, Mari and Claudia’s employment was terminated in retaliation.

California’s Fair Employment and Housing Act prohibits an employer, including any supervisor, from harassing an employee based on national origin. We helped Mari and Claudia get justice for the racial harassment and retaliation they endured.

If you have been harasseddiscriminated, or retaliated against based on a protected category such as race or national origin, give us a call at 310-400-5891 for your free intake.

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Pregnancy Medical Leave – Case Example

Pregnancy Discrimination Case Example

Vero is a young woman who experienced shocking pregnancy and disability discrimination at work. When she went on a temporary disability leave due to pregnancy complications, she was written up for falling behind on her work while on leave!

To add insult to injury, Vero’s employer ordered her to work overtime to make up for the disability time she missed, when her medical condition would not allow her to. The overtime forced on her made her medical condition worse!

Vero then complained in writing that her being written up for missing time off of work was retaliation and complained to the DFEH. One month later she was fired while she still had 9 days left on her disability leave note and 40 days before she was supposed to give birth.

We obtained justice for Vero for her employer’s despicable and outrageous wrongful termination.

If you believe you have been wrongfully terminated, retaliated, or discriminated against based on a protected category such as pregnancy, disability or medical condition, give us a call at 310-400-5891 for your free consultation.

Learn more about Disability Leave / Medical Leave Law

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University of Texas Professor Wins $3M Pregnancy Discrimination Lawsuit

Professor Pregnancy Discrimination News

University of Texas at Austin engineering professor, Evdokia Nikolova, has been awarded $3 million by a jury for being discriminated against based on sex and pregnancy when she applied for tenure. 

Nikolova had worked for nearly five years at UT-Austin and two years at Texas A&M University, when she applied for tenure for the 2018-2019 academic year. Despite being unanimously approved for tenure by the School of Engineering, UT-Austin dean of engineering school Sharon Wood denied her tenure stating that Nikolova did not have the seven requisite years of teaching, which professors typically have when requesting tenure.

Wood argued that Nikolova was making the request too early because she had taken a “probationary extension” and ”modified instructional duty” for pregnancy and childbirth during 2015-2016 and therefore had not yet met the seven years.

Under various state laws like California’s Fair Employment and Housing Act, employees cannot be punished for taking pregnancy or medical/disability leave.  

Nikolova filed the lawsuit against UT-Austin in 2019. The lawsuit showed how there continues to be discrimination against women and mothers in the workplace. Evidence showed that since Nikolova’s first university interview, nine male professors had received tenure while both women who applied for tenure during the same period were denied. The lawsuit also highlighted the importance of pointing out discrimination in influential institutions like UT-Austin, as it deters other institutions from thinking that discrimination can go unchecked.

The University denied any unfair treatment of Nikolova, but stated it will look to improve processes and implement steps to comply with the verdict.

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National Origin & Race Discrimination – Case Example

A recently handled national origin and racial discrimination case

Lisa is a young woman of Chinese descent. Lisa was subjected to harassment and discrimination at work based on her national origin and race.

Lisa’s boss would make racist comments such as “fucking Chinese people”, constantly saying that there are too many Chinese employees and saying that they needed to stop hiring Chinese people. Lisa’s employer additionally instructed Lisa not to hire certain types of people, such as “blacks.” Lisa protested and complained about the racist comments to her employer.

Instead of trying to cure the discrimination and harassment as required by law, Lisa’s employer retaliated against her and terminated her employment because she protested her boss’ discrimination and harassment.

California’s Fair Employment and Housing Act prohibits an employer, including any supervisor, from harassing or discriminating an employee based on national origin or race. We helped Lisa get justice for the racial harassment and retaliation she endured. We were able to get her a favorable settlement.

If you have been harasseddiscriminated, or retaliated against based on a protected category such as race or national origin, give us a call at 310-400-5891 for your free intake.

Learn more about National Origin / Race Discrimination Law

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Whistleblowing – Case Example

Whistleblower Employment Lawyer

Patty was a wonderful professional who performed her job exceptionally. Patty had complained to her Employer about fraud that was being committed by her boss in violation of the USA Patriot Act. Instead of taking action to address the fraud, the company let the fraud continue unabated. Moreover, management retaliated against Patty by bullying and intimidating her and telling her to look the other way on financial crimes. 

When Patty had to take a medical leave of absence due to a serious medical condition affecting her day-to-day life, management retaliated by not accommodating and instead terminating her employment before she was fully released to work by her doctor. 

Patty’s employer discriminated against her by terminating her employment because of her disability and in retaliation for exercising her rights under the California Fair Employment and Housing Act (“FEHA”) and California Labor Code. 

If you suspect that you have been retaliated against or wrongfully terminated for making complaints of illegal activity, or because of your disability or medical condition, give us a call at 310-400-5891 for your free intake.

Learn more about Whistleblowing Law / Disability & Medical Leave Law in California

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Pregnancy & Disability Leave – Case Example

Pregnancy / Disability Leave

Dalia is a young woman who had consistently performed well at her job. Dalia became pregnant and took a pregnancy leave because of her medical condition. She regularly kept in contact with her employer at all times. She provided doctor’s notes to her employer that she was disabled because she suffered from post-partum depression.

But, out of nowhere, Dalia was suddenly and callously fired the day before her one year work anniversary.  Her employer thought that by terminating her before her 1 year work anniversary, they would be home free to terminate her because California’s Family Rights Act would not apply.  But, they failed to realize that she was protected from their discrimination by other California laws, including the Fair Employment and Housing Act.  

Dalia’s employer unlawfully used her pregnancy and medical condition against her, and terminated her employment to avoid dealing with her medical and parental needs.

If you believe you have been wrongfully terminated based on a protected category such as pregnancy, disability, or a medical condition, or been denied medical leave, give us a call at 310-400-5891 for your free confidential consultation.  

Learn more about Medical Leave / Disability Law

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