Norwegian Geo-Services Company Corrupt Governance / Compliance do not Respond to Whistleblowing
How a Dysfunctional, Corrupt and Non-Responsive Compliance Program Harms the Reputation of the Company, Industry, and its Professionals by Covering-up a Conspiracy to Utter Forged Documents used to Terminate a Whistleblower under False Pretenses.
When I felt that my own professional and personal reputation had been defamed, I submitted a thorough formal grievance challenging the management of my employer directly to substantiate their orally and written aspersions. I am now a former employee. I am a USA citizen who was sponsored to live and work in England on a Tier 2 visa, along with my wife and dependent children. The Company that I worked for was an affiliate of a Norwegian Geo-Services company (NGS and NGSUK). When I tried to find redress through practicing my legal right under employment and contract law to initiate the grievance procedures (outlined within the UK Company Policy Handbook), this right was impeded through management’s conscious efforts to bypass the processes and laws governing my employment as a foreign worker. My rights were manipulated and denied and the health and safety of my family placed in danger through these same consciously violent acts. I was a foreign worker with no ties to the local community to find support. The Company and its Core Values is where I had placed my trust. But, this trust was betrayed categorically. The workplace was toxic and dehumanizing. When I finally did submit my workplace grievance, it pointed to multiple social and contractual breaches by the Company. But, I would not leave without defending my rights, dignity and reputation as a professional. I tried to follow the rules. My former employer presented me with an unprofessional, defamatory letter that contradicted most every rule of professionalism and civility. It was cowardly and an abuse of position. I responded to these aspersions upon my character and professionalism in the form of a grievance. Within my written grievance, I affirm:
A main motivation for my response in the form of a grievance is that one should never allow a defamatory statement to go unchallenged. Silence is perceived as acceptance. If one does not respond about what has been said and written about them – especially at a professional level – then it must be true. – Steven D. Kalavity, 20 September 2013 Grievance Document
Employer personnel files contain the documentation that is needed to provide an accurate view of an employee’s employment history. The documentation supports the employer’s decisions and must be of a legal standard to protect the employer in a potential lawsuit. Most employee personnel files will never be tested in this way. But, this is the standard and basis for maintaining such records. The personnel file contents demonstrate the employer’s rationale behind hiring, promotions, transfer, rewards and recognition, and termination decisions. Outcomes are the derivative of processes and are only valid to the extent that the processes followed legal and compliant practices as prescribed in policy which is guided by employment law. My grievance was grounded in the belief – no, my firm knowledge – that my personnel file data was intentionally defamatory and the byproduct non-compliant processes. However, rather than resolve the issue professionally in accordance to Company policy and procedures, my former employer decided to amplify the non-compliance and process – utter – knowingly defamatory forged documents which would be used to justify terminating the target of health-harming abusive behaviors on false pretenses. This would allow those with entrusted power to act irresponsibly and contrary to their duties to uphold policy and the law and most important, escape any accountability.
Ten months after I left England, I submitted a subject access request to NGSUK citing the UK Data Protection Act 1998. I discovered that defamatory and inaccurate personnel records populated my personnel file contents. This was done intentionally by NGSUK to create a false history of my employment which would obviously would harm me for future opportunities. This was the basis for my filing a grievance in the first place and why defamation was specifically an issue that was brought up. Another key issue brought up within my grievance document was that NGS Core Values were being ignored. NGS Core Values and NGS Code of Conduct are specifically mentioned within the terms and of my original employment contract. I knew that management had breached these terms and conditions through their deliberate and destructive decisions focused on me. I was a target of workplace gang-bullying, harassment and discrimination. My reliance on Core Values was of principal importance because of the fact that I was a USA citizen working in a foreign country guided by foreign laws. The Core Values represented the common understanding of how decisions would be determined. The UK Company also sponsored me on a Tier 2 visa. How could a UK Company legally sponsor a USA citizen whom they believed was a poor performer? The Tier 2 visa is designed for filling positions that cannot be easily filled by local talent.
The best way for an individual or company to maintain a stellar reputation, first and foremost, is to be proactive and ensure that one’s decisions are guided by ethical values. Enterprises must be principled and resolute about following such guidance. The UK Companies Act 2006 clearly establishes that directors and secretary (“directors”) have the fiduciary duty to protect the reputation of the company that they direct. Employee’s, present and former, are bound by contractual Confidentiality terms and conditions, such that they will not engage in activities and public disclosures that will negatively impact the business. This, of course, includes the Company’s reputation. The exception to any such public disclosures are protected disclosures, or whistleblowing. Such protected public disclosure is provided through the UK Public Interest Disclosure Act (PIDA) and is specifically referenced within the NGSUK Policy Handbook.
Most people when accused of a crime that they are innocent of will vehemently proclaim their innocence and take action in the moment and not wait over three years to be outraged and file criminal defamation charges in a foreign country. We must concede that the reaction of NGS / NGSUK directors and former secretary is not normal.
At what point are such publications the fault of those charged with guarding the company reputation? Where was the proverbial “line in the sand” in terms of what disparaging commentary would be tolerated? The first and only official condemnation of my postings came in the form of a criminal complaint made by the NGSUK directors more than three years after my first blog post article naming names. Prior to being President and CEO, one of the directors of NGSUK was NGS General Counsel and Legal Compliance. I believe that he oversaw the creation and uttering of the forged documents which became “my accurate personal data.” This General Counsel ascended to be an Executive Vice President and then CEO, in spite of being highlighted as one of the perpetrators within in many published blog post articles. As a member of the Legal Compliance Team, several e-mails were directed to him and his team. All e-mails directed the Compliance Hotline were not answered at all. I did have some exchange with other compliance team members. Between April to September 2016, I complained to the Compliance Team on several occasions. I provided published blog article content and links for their consideration. The final blog article sent specifically to the attention of the Compliance Team and was titled The Crimes of <COMPANY CEO>.
Many of the same claims that were directed to prior CEO within my 2016 blog publications are repeated within future blog post articles, but the new CEO was the focused. My intention was to make sure that the same base complaints pronouncing the truth continued to be broadcast and considered relevant. I continued publishing content and expanding the recipients of my complaints because the many issues important to me were never acknowledged or resolved by parent company agents or, most notably, the directors of the UK affiliate.
I have always requested a thorough third party (police) investigation. That’s all.
If the UK affiliate directors were truly confident of their innocence, they would have invited such an investigation to exonerate themselves. This is what they should have done. An updated report was submitted to UK ActionFraud (police) accusing the directors of criminal behavior. This report was also published online my former website for some time. No one from the UK affiliate ever addressed or sought to clarify the accusations made or asked for the reports removal. Current publications implicate the same people as the articles published and forwarded to the Compliance Hotline in 2016. The CEO reneged on his duty to defend the reputation of the Company in 2016, as the e-mails below clearly show. So, who bares responsibility for damage to that reputation in 2018? The Companies Act 2006 states that it was always the responsibility of its directors.
o1 November 2013 to 4 December 2013
First Contact with Philip Landau with Landau, Zeffertt, and Weir Employment Solicitors (LZW) was on 11 October 2013 through an article he had penned comment space. Philip Landau was formally engaged 22 October 2013.
Philip Landau Counseled me from 11 October 2013 through the eventual signing of a settlement agreement 5 December 2013. Almost two-months to negotiate a settlement?
Why am I able to blog about a settlement contract negotiated and signed by myself and Philip Landau on 5 December 2013? My first blog post article that challenged the UK policy handbook and the signed settlement Confidentiality provisions was published 3 July 2015 on LinkedIn Pulse. I have long contended that this settlement contract is a fraudulent instrument. In September 2018, my former employer initiated criminal defamation proceedings against me in Thailand (where I reside with my Thai wife) to stop the publication of blog articles on a dedicated website which I had viewed as protected public disclosure, or whistleblowing. This site with an IP address in Thailand was taken offline. I had written blog articles about my former counsel, Philip Landau, as well. However, the Confidentiality terms within the 5 December 2013 settlement contract agreement were never invoked in the over three (3) years of pursuing answers and justice from outside England, where the laws of England governed my contract of employment as well as the 5 December 2013 settlement contract.
The criminal defamation claims were dropped by my signing a new settlement agreement in Thailand proffered by the same Company who signed the 5 December 2013 settlement contract. The main difference is that the new settlement contract signed in Thailand does not include protection for whistleblowing (Public Interest Disclosure Act 1998 [PIDA]). Which settlement contract takes precedence? To me, this confirms the illegitimacy of the 5 December 2013 settlement contract negotiated and signed on my behalf by Philip Landau. It also makes me question the legitimacy of the new settlement contract signed in Thailand. My former employer, an English Company, has a Thai law firm / lawyer on retainer to monitor my publications.
In October 2014, about a year after I had initially contacted Philip Landau, I submitted a subject access request (SAR) to my former employer citing the Data Protection Act 1998 (DPA). As part of my request, I received my Company personnel file. What I discovered were forged documents supporting a performance based termination. Because all lawyers involved were compromised to utter forged documents to support this settlement contract agreement, I could not rely on normal avenues of legal redress. I complained vociferously to the Information Commissioner’s Office (ICO). But, they could take no action because of the binding nature of settlement agreements. I began publicly disclosing these issues in blog articles (LinkedIn Pulse), 3 July 2015. I submitted a report to UK ActionFraud (police) 24 August 2015. ActionFraud has never investigated my allegations. ActionFraud have relegated my reporting of crimes as the product of a disgruntled former employee. But, beyond the fraud perpetrated against me and my family, there required conscious deceptions made to UK government agencies, such as UK Border Agency and also the Information Commissioner’s Office (ICO). I was a foreign worker on a Tier 2 visa.
It appears to me as though Philip Landau uttered forged documents created by my former employer to affect an illegal settlement contract used to terminate my employment for being a whistleblower. That’s why no one wants to invoke its non-disparagement clauses!
Communications between Philip Landau and myself prior to negotiations, 11 October 2013 to 31 October 2013, are chronicled in the blog post article, “Philip Landau Represented Me?”
The fact that I am a Tier 2 visa holder should be very important. But, its importance is minimized, along with the health harming aspects of being a target of workplace gang-bullying (mobbing). Mobbing implies upper management involvement in the harassment and bullying. Philip Landau put the health, safety and well-being of me and my family at risk through advancing an inappropriate settlement contract agreement predicated on poor performance. Philip Landau also participated in the defamation and professional blacklisting . Is it even legal for a Company to both sponsor an foreign worker on a Tier 2 visa (shortage occupation list) who the Company believes is a poor performer? I always alleged that the Company performance management system was abused by the bullies to threaten and intimidate their target – whistleblower.
The settlement contract negotiations led by Philip Landau initiate with my employer remarking that they would be completely happy with my remaining employed. However, later that month, there is pressure to have me sign the agreement and place me on “garden leave” to get me out of the office. I was complaining of being bullied and harassed – gang-bullied – to someone seasoned in such abhorrent workplace behaviors. (So, of course my employer is happy with my staying!) Landau never really talks about the bullying, harassment, discrimination, and defamation claims. I had already paid Philip Landau (LZW) when negotiations commenced. I had also mentally prepared myself to get out of danger and leave my job. Philip Landau was supposed to be helping me accomplish this in the most advantageous way for me.
My employer engaged law firm Watson, Farley, and Williams’ lawyer Rhodri Thomas, to represent them in the negotiations. My Employer often used the firm Watson, Farley and Williams. In fact, Watson, Farley, and Williams, advised on the processing of the Tier 2 visa application for me and my dependent family members “leave to remain.” My employer had written a letter of sponsorship to UK Border as recently as 15 July 2013. Also, ACAS (Advisery, Conciliation, and Arbitration Service) explicitely states that when grievances and disciplinary issues coincide, they can be discussed at the same time. This settlement contract negotiation bypassed both the prescribed (Company) grievance and disciplinary procedures. Further, if grievance procedures constitute part of the employment contract, as it did in my case, such an settlement offer is another breach of contract by my employer. The submitted 20 September 2013 formal grievance had identified many others.
This is all gaslighting. My employer wants to illegally terminate me for blowing the whistle. Philip Landau, LZW (at the time, now with Landau Law) and Rhodri Thomas, Watson, Farley and Williams are complicit in this conspiracy. Note, I say that, “I am the only one playing by the rules.”
The Company opens with the attitude that they are happy with my staying. I was claiming being a target of health harming gang-bullying. Of course they want me to stay! Philip Landau answered very few questions. At this point, the outcome had been predetermined on the 25 October 2013 Memo. I was being forced to endure the health-harming workplace until I signed a settlement agreement. I told Philip Landau about visits to the GP and that the GP would assign an “unfit note.” Philip Landau would do nothing. I would remind him about the Tier 2 visa issues, and Philip Landau would do nothing! In the end, my employer just wanted me out of the office! I signed the contract, but was placed on “garden leave.” I was in a foreign country with my family! How depraved can my employer and solicitor be?!
OHN Report Withheld from me During Negotiations while Philip Landau was Engaged as my Counsel/Solicitor. This OHN Report is not being processed as my personal data. I submitted a subject access request to the OHN.
In October 2014, I submitted a subject access request citing the UK Data Protection Act 1998 to discover what personal data was being processed by my former employer about me. I was shocked to find forged instruments relating a false narrative. The Information Commissioner’s Office could not help me. The data had been signed-off by Philip Landau, my solicitor, as well as my employer and their hired counsel at Watson, Farley and Williams.
The entire grievance pivoted around defamation and misuse of the Company performance management system. Human Resources (HR) was being weaponized by the Company in their health-harming gang-bully – mobbing campaign. On the final day before signing the ill-fated settlement agreement, I sought assurances that the personal data being processed about me was fair and accurate. The assurance provided to me was a conspiratorial misrepresentation. On 22 December 2014, the Company wrote me a threatening letter regarding my questioning the integrity of the data being processed in my name. The Company agreed to process a 5 December 2014 e-mail citing many – not all – of the problems in my personal data. Isn’t this an acknowledgement that forged documents were uttered to process the settlement agreement?
This is why I want a criminal police investigation. I contend that this was all a conspiracy to defraud and defame a whistleblower and terminate his employment illegally, but make it all look legal. I have been blogging for the legal justice that I was denied me by the Company since 2013. The Company, with Philip Landau’s help, was able to deny my legal right to proceed through grievance procedures and not be held accountable for many, many policy and ethical breaches.
Philip Landau has never explained what happened in spite of several requests.
It is high time that scrutiny is placed on the use of [Non-disclosure Agreement] NDAs in circumstances in which there is a clear imbalance of power between parties. Evidence suggests that they are used as a tool of abuse to scare victims into silence and suppress vital evidence from emerging.Kevin Hollinrake, MP,
Non-disclosure agreements are being abused to scare victims into silence, says Yorkshire MP
Professionals have a responsibility to reveal unethical or illegal conduct by corporate board of directors’ and / or company executives. In fact, it is the definition of professionalism which supersedes technical proficiency.
It shall be your duty as a geophysicist, in order to maintain the dignity of your chosen profession to [abide by the Code of Ethics].
Demonstrate and promote fair and reasonable standards in the treatment of people who are operating within their sphere of influence
A lawyer’s task is to promote justice and prevent injustice.
[Lawyers should always] uphold the rule of law and the proper administration of justice
Whistleblowers who are victims of crimes and abuse are attacked for being true Professionals!
Berit Osnes was an employee board of directors member on the Audit Team. She never responded to my concerns of PGS Compliance Team corruption. Rune Olav Pedersen was General Counsel and Legal Compliance prior to his rapid ascension to PGS CEO and President. He has been a principal in the alleged fraud, bribery, extortion, and embezzlement scandal. Terje Bjolseth, SVP Global HR is also a compliance team member, received the original 20 September 2013 grievance and signed the alleged forged 25 October 2013 MEMO.
FACT: I am a US citizen. PGS Exploration UK Limited, 4 The Heights, Brooklands, Weybridge, England, KT13 0NY [PGSUK] sponsored my Tier 2 visa to work in England from 27 September 2010. PGSUK then applied for my leave to remain (renewal) 15 July 2013. PGSUK also sponsored my dependent wife and two children
2013 PGS Exploration UK Limited Directors are executives of Norwegian parent company Petroleum Geo-Services ASA (PGS) [recently changed to PGS ASA].
- Jon Erik Reinhardsen, PGS President & CEO
- Gottfred Langseth, PGS EVP & CFO
- Christin Steen-Nilsen, PGS Chief Accountant
- Candida Pinto, PGSUK lawyer (before 13 September 2013)
- Carl Richards, PGSUK lawyer (after 13 September 2013)
This is public information which directors agree to be shared with the public, including potential customers. I do not believe that directors have the legal authority to prohibit publishing their public information online as it relates to protected public interest disclosures (UK Public Interest Disclosure Act – PIDA), or whistleblowing, relating to the public alleged corrupt and criminal acts. Responsible directors should investigate allegations. Demand police investigation.
I have evidence that PGSUK is uttering forged documents as personal data used to illegally terminate a whistleblower. PGSUK also has provided duplicitous information to UK Border Agency.
Companies House data is public information which directors agree to be shared with the public, including potential customers. I do not believe that directors have the legal authority to prohibit publishing their public information online as it relates to protected public interest disclosures (UK Public Interest Disclosure Act – PIDA), or whistleblowing, especially as it relates to alleged corrupt and criminal acts perpetrated by COMPANY DIRECTORS!
Law abiding and responsible directors should investigate whistleblowing allegations.
Corrupt corporate hierarchies have virtually unlimited resources at their disposal that can be aimed to disempower and silence their victims.
Victims of Corporate Crime and Abuse do not Possess the Legal Authority to Hold Those with Entrusted Corporate Power Accountable, only Government Law Enforcement Does.
I’ll be the first to admit that, public safety, it’s a new thing for this agency.Alan Steen
I stood there amazed. I found it all hard to believe, that I, Des Nilsen, had actually done all that.Dennis NilSEN, Scottish serial killer and necrophile
First, organizations might desire leaders but they structure themselves in ways that kill leadership.Gareth Jones, The Real Thing (interview)
When you were thinking rationally, you made a decision that was supposed to manifest your values. But then in the heat of the moment you skipped it. Now, this isn’t some hard activity we’re talking about. It doesn’t take much skill to close the computer, stand up, and walk away. But even though it’s simple, it’s anything but easy.CARL RICHARDS, Time off is a prerequisite for good work (Not a reward for it)
Toxic Workplace Culture Information for Foreign-worker Whistleblowers
WHY I WANT A POLICE INVESTIGATION
Initially Reported to ACTIONFRAUD 24 August 2015 – Never Investigated! This further damages the victim of crimes and harms all stakeholders dependent on knowing the truth and seeking justice.
My first contact with Philip Landau was made online following my reading an article published by him. It was this public professional expertise and notoriety which gave me a feeling of trust in contacting him and eventually engaging him. Philip Landau advised me from 11 October 2013 to 5 December 2013. Within my short initial inquiry seeking guidance, I highlighted:
- I was a foreign worker being sponsored by a UK Company on a Tier 2 visa
- I was being harassed, bullied and discriminated against (nationality) in the workplace
- I believed that the UK company employer sponsor had breached their duty of care, duty of trust and confidence contractual obligations and had violated the Health and Safety Act 1974, as well as other things.
- I had initiated the grievance process but was being proffered a settlement contract prior to a grievance hearing and I stated my UK employer was trying to “buy me off.”
Was this protected public disclosure or whistleblowing?
I was a foreign worker, US citizen, being sponsored by a UK Company on a Tier 2 visa. I was being bullied and harassed in the workplace and had submitted a grievance 20 September 2013 complaining of those issues. The bullies were framing a performance based termination, as if I were a UK/EEA resident worker. My grievance complained about abuse of the performance management system as a weapon used to bully, harass and intimidate me.
Philip Landau, was provided with a Redacted Copy of my 20 September 2013 Grievance Document Presented to the UK Company Employer Sponsor of my Tier 2 Visa.
Even though some of Philip Landau’s initial advice seemed odd, I needed to trust him because I was a target of health harming workplace bullying and foreign worker. I had to do something and trust someone.
I feel that Philip Landau violated that trust categorically. He has never addressed my published concerns or private e-mails. Philip Landau has remained silent and will not simply explain what happened?
- Philip Landau counseled to NOT follow the grievance procedure and to instead move toward an “enhanced settlement” with the UK employer sponsor of my Tier 2 visa.
- Philip Landau minimized the importance and significance of being on a Tier 2 visa, my legal basis for being employed in England/UK, and my claims of discrimination based on nationality
- Philip Landau never spoke directly about the prime motivation behind the presenting the grievance which were the health and safety concerns to me and my family being a target of workplace gang-bullying/mobbing.
Pre-Settlement Communications with Landau, Zeffertt and Weir Law (Philip Landau) [10 October 2013 to 30 October 2013]
The entire premise of my grievance was my disputing my UK employer’s attempt to place me on a Performance Improvement Plan (PIP). I Recognized it as a tactic of bullies and knew there was no documented basis to support a legitimate PIP. It appears as though Philip Landau helped create the documented basis out of whole cloth with my UK Company employer and Tier 2 visa sponsor.
I eventually did sign a settlement contract agreement.
My employment with the UK Company Tier 2 sponsor was terminated by the settlement agreement forwarded by Philip Landau and his assistant, Holly Rushton on 31 December 2013.
Sensing retaliation/blacklisting by my former employer, I submitted a subject access request citing the UK Data Protection Act 1998 (DPA) while in Houston, Texas. The contents of my UK Company personnel file contains defamatory forged instruments supporting a performance based termination. Philip Landau and Holly Rushton will not explain how this is possible? I do not know how a performance based termination is legal for a Tier 2 visa holder.
I had only seen one (1) of the documents being processed within my UK Company personnel file prior to my receiving the personnel file in late 2014 in Houston, Texas. This one (1) document, a letter from my employer dated 24 July 2013, was the basis for my 21 page grievance supplemented by another 45 pages of evidence to support my presented argument. The 20 September 2013 grievance document is not being processed in the body of my personnel file and is only referenced within the signed settlement contract agreement. Only the settlement contract agreement bares my signature. It stands to reason that the dated documents were referenced and processed during settlement contract agreement negotiations, along with the grievance document, especially since defamation and misuse of the performance management system were specifically cited within the grievance document. The most significant alleged forged document is dated while Philip Landau was engaged as my representative solicitor on 25 October 2013.
The Norwegian Geo-Services Company (NGSC) UK affiliate employed legal firm Watson, Farley & Williams (WFW) to counsel and review my Tier 2 visa application and dependent family members documentation. It was my claim that the Norway Company and UK affiliate BOTH owed ME and MY FAMILY a Duty of Care, and this duty was not fulfilled..
20 September 2013 Grievance Document Presented to Norway / UK Company executives and also to my hired solicitor, Philip Landau. Philip was formally engaged (paid for services) on 22 October 2013.
The 24 July 2013 Ambush Letter:
I believe that Philip Landau must have been complicit in Uttering Forged Instruments. He has never explained the personnel records to me.
(Part 1, Part 2, and Part 3) was included with the 20 September 2013 presented grievance. However, the 11 September 2013 scheduled meeting was rescheduled for 20 September 2013. Among other things, this letter shows a collective conspiracy of intent by UK Company directors and secretary to bypass the UK government UK Border Agency legal reporting requirement and use forged defamatory personnel file records to harm and illegally process a termination of a Foreign Worker Whistleblower on a falsified basis. The personnel file references the 11 September 2013 meeting that never happened and omits the 20 September 2013 grievance document, except within the settlement contract agreement. Landau was reminded of this in the 24 October 2013 e-mail. I have to believe that Landau was complicit in uttering forged instruments/documents used to terminate my employment. Landau has never offered an explanation.
The 25-October-2013 MEMO is a FORGERY. The Memo is not mentioned in a 25-October-2013 e-mail from my solicitor, Philip Landau (LZW). Why not? I believe Landau is compromised and allowing my legal rights to process my grievance to be denied through advocating a settlement agreement.
Landau knew that the copied recipients of the Memo had been accused within my grievance of misconduct, bullying, harassment and discrimination, along with my immediate supervisor. There was no contact from any UK / Norway Company agents, most notably, the hosts following of the 14 October grievance hearing. No minutes or right to appeal were ever provided, as required. How is this possible for an experienced solicitor like Philip Landau?
Two Years Too Late, Subject Access Requests to Watson, Farley & Williams and LZW confirms that Fake Data was used to process my termination settlement contract agreement.
Philip Landau was hired to represent my interests while he was with Landau, Zeffertt, and Weir Solicitors (LZW) in October 2013.
I am a US citizen who was sponsored
on a Tier 2 visa by a UK Company in England.
On 20 September 2013 I initiated the company grievance procedure complaining of being a target of workplace bullying, harassment, discrimination, and defamation. A grievance hearing was scheduled for 14 October 2013, however, one of the accused bullies, the HR Manager, proffered me a settlement contract agreement to end the grievance procedure on 10 October 2013. I declined the offer and sought legal advice. I read an online article by Philip Landau and contacted him 11 October 2014 and provided him with a redacted copy of the grievance.
Philip Landau was Provided with a Copy of the 20 September 2013 grievance document, UK Company Personnel Handbook, and Copy of Company Core Values Prior to Settlement Contract Agreement Negotiations on my Behalf
UK Company Personnel Handbook – Stress at Work Policy
Excerpts from 20 September 2013 Grievance Emphasizing “Stress”:
Norway / UK Company Core Values
Occupational Health Nurse Employee Evaluation Report – This Report was Withheld from the Employee During Settlement Contract Agreement Negotiations
DEMAND UK, NORWAY, USA LAW ENFORCEMENT INVESTIGATION
I believe that the HR personal data processors for the UK affiliate of a Norwegian geo-services company continue to process/utter non-compliant defamatory forged instruments. I also believe this was done to illegally blacklist a whistleblower. HR1 and HR2 worked in the UK HR office. HR3 worked at the USA affiliate of the Norwegian geo-services company in 2013 & 2014. C/should HR3 have legally been provided with personal data for a UK employee/Tier 2 visa holder? HR Manager in 2014 stated (Information Commissioner’s Office/ICO) HR3 was a UK company personal data processor. However, what if the personal data is inaccurate defamatory non-compliant forged documents? What if HR3 was a USA affiliate personal data processor? DPA Principle 8 would be violated, wouldn’t it? No clear answers have been provided.
Current CEO & President of Norwegian geo-services Company and Director of UK Affiliate. Also was former General Counsel and legal compliance (2013) at time of key events.
CFO & EVP of Norwegian geo-services company
and Director of UK affiliate company, 2013-present
Chief Accountant of Norwegian geo-services company and Director of UK affiliate company, 2013-present
SVP Global Human Resources of Norwegian geo-gervices company who I believe denied me a fair and legal grievance process. Instead, he protected his abusive and corrupt subordinate, HRM, from accountability for misconduct/harassment and misuse of the performance management system. He signed and processed a forged document (Memo) to support a false narrative as an illegal basis for a defamatory performance based termination, thus defrauding me and my family. This processing also defrauded the UK Border Agency. If the documents and basis for termination were true, then the UK affiliate would have been illegally sponsoring a poor performer and displacing settled UK/EEA worker. By uttering the forged documents, he has also misrepresented this data to the UK Information Commissioner’s Office (ICO) and Norwegian Data Protection Authority (DPA) as true and accurate. He uttered defamatory forged instruments outside the EEA/UK and shared with the US data processor (to confirm), also in violation of DPA. If HR3 is actually UK data processor, this was misrepresentation to both US/UK immigration.
Former Employee Representative board of directors member (EBD) of Norwegian geo-services company I do not believe fulfilled fiduciary duties and responsibilities under the Norwegian Corporate Governance Code of Practice. Evidence suggests that EBD conspired with the compliance team members to cover-up non-compliant/illegal behaviors. The EBD was copied on substantive e-mails sent to to the Norwegian geo-services Company compliance team that were never answered. Thus, EBD perverted the course of justice in allowing the continuation of abuse and blacklisting to damage the whistleblower’s professional reputation and also place the health and safety his family in danger. EBD is not a model for female executive leadership, but a co-conspirator in non-compliant and criminal activity.
EVP of Norwegian geo-gervices company was superior of subordinate accused of misconduct and non-compliant behavior within a presented grievance document. This EVP protected his abusive and corrupt subordinate, SS, from accountability for misconduct/harassment and misuse of the performance management system. He signed and processed a forged document (Memo) to support a false narrative as an illegal basis for a defamatory performance based termination, thus defrauding me and my family. This processing also defrauded the UK Border Agency. If the documents and basis for termination were true, then the UK affiliate would have been illegally sponsoring a poor performer and displacing settled UK/EEA worker. By uttering the forged documents, he has also misrepresented this data to the UK Information Commissioner’s Office (ICO) and Norwegian Data Protection Authority (DPA) as true and accurate. He uttered defamatory forged instruments outside the EEA/UK and shared with the US data processor (to confirm), also in violation of DPA. If HR3 is actually UK data processor, this was misrepresentation to both US/UK immigration.
Secretary and lawyer with UK Company affiliate when grievance was presented. This secretary was in the forefront of involvement in proffering and managing the legal processes for what I allege is a fraudulent settlement contract agreement which terminated my employment. This settlement contract agreement purposefully denied me my rights under UK employment law and contract to proceed through the legal grievance procedures outlined within the UK company personnel handbook. Forged documents were created and uttered to support a performance based termination, thus defrauding the UK Border Agency through illegally sponsoring a poor performer and displacing settled EEA workers.
Former CEO & President of Norwegian geo-services Company and Director of UK affiliate company in 2013.
The UK affiliate company has removed the Occupational Health Nurse Report from my Personnel File, as noted in correspondence to UK affiliate HR personal data processors in late 2014 when they processed a subject access request (SAR) citing the Data Protection Act 1998 (DPA).
No one deserves to be terrorized for any reason. In the workplace, mobbing is emotional and psychological terrorism deliberately inflicted on an individual with the express purpose of destroying that person emotionally, psychologically, physically, and professionally.VALERIE ROBINS , WORKPLACE BULLYING: MOBBING IS EMOTIONAL & PSYCHOLOGICAL TERRORISM
Mobbing can only persist as long as it is allowed to persist. Organizational leadership plays the most important part in its prevention. By enforcing decency, civility, and high ethical standards in the workplace and by creating a nourishing environment, bullying and mobbing will not surface.NOA ZANOLLI,
Extortion occurs when someone attempts to obtain money or property by threatening to commit violence, accuse the victim of a crime, or reveal private or damaging information about the victim.
Open Letter to the Board of Directors of a Norwegian Geo-Services Company (18 June 2017) was never Acknowledged nor Responded to. Responsible?
Overall, our predictions regarding the correlations between the Dark Triad and bullying were supported. Psychopathy was the most strongly related to bullying, followed by Machiavellianism, and narcissismRELATIONSHIPS BETWEEN BULLYING BEHAVIOURS AND THE DARK TRIAD: A STUDY WITH ADULTS
I was represented by legal counsel, Philip Landau with LZW Law (he now is with Landau Law in London) negotiating a settlement contract agreement for my termination from employment following my submitting a workplace grievance (20 September 2013). Landau was engaged as my solicitor when this memo was created and I believe complicit in the uttering of false instruments used to support an illegal performance based termination of a US citizen employee whistleblower. Landau had been provided with all of the correct information to debunk the contents of this 25 October 2013 Memo.
Narcissistic Boss or Employer: Coping and Survival Tactics
The most dangerous culprits of gaslighting? Malignant narcissists, who, by default, use gaslighting as a strategy to undermine the perception of their victims in order to evade accountability for their abuse.Shahida Arabi, Bestselling Author