For example, on a survey conducted by Family Lives in the U.K., more than 80% of the participants reported that workplace bullying affected their family life. Therefore, the “spillover” effect of workplace bullying on the victims’ personal lives cannot be ignored and constitutes an important consequence of workplace bullying which has been largely neglected by the current literature. Negative job-related feelings such as anger, frustration, despair, and hopelessness can compromise parenting abilities in such a way that the stress resulting from workplace bullying may indirectly affect their children’s psychological well-being and behavior by altering their parenting practices. ~
In the absence of truth, power is the only game in town.
Richard John Neuhaus
Victory is always possible for the person who refuses to stop fighting.
The image which heads this blog article is the screen capture from a Google™ Image search of PGS #Pedersen. By any standard, leadership entrusted with advancing the company, as well as its directors and management’s, reputation would not allow being associated with such imagery and accusations. Therefore, any settlement contract that is intended to end an employment relationship on fair, equitable and reasonable terms, yet allows the employer and its agents open to such public ridicule and criticism would not seem to accomplish its intended objectives. In fact, the outcome of this settlement has apparently left Norwegian marine seismic service company, Petroleum Geo-Services (PGS) and its UK affiliate, PGS Exploration (UK) Limited (PGSUK), agents impotent in constructively resolving such an online tirade. The PGS/PGSUK legal compliance lawyer, Rune Olav Pedersen (PGS #Pedersen) is responsible for this contract and all of the online postings which it has inspired. PGS #Pedersen was the principal agent who oversaw the resolution of a grievance addressing workplace bullying/mobbing, harassment, defamation, as well as a litany of other indiscretions, mostly regarding the abuse of position. Agents were allowed to not abide by UK laws and PGS policy. The grievance concentrated on acts perpetrated by three (3) PGSUK executives, Simon Cather (PGS #Cather), PGS Marine Contract President – Africa, Edward von Abendorff (PGS #Abendorff), VP Marine Contract Sales – Africa, and David Nicholson (PGS #Nicholson), Human Resource (HR) Manager EAME.
PGS #Pedersen is but one of the alleged PGS/PGSUK criminal and corrupt agents who participated in gang violence intended to protect liars and cheaters and silence my voice. He along with his co-conspirators have been accused, although none have formally retorted or denied these published accusations. My publications became necessary when PGS/PGSUK corrupt executives, the board, and compliance team did not do what their legal agency requires. Their objective has not been legal compliance, but rather covering-up illegal executive behaviors. PGS/PGSUK agents have either lied or ignored my queries. The accused were allowed to not investigate – or rather, produce a fabricated investigation which was withheld from me to exonerate themselves. I believe that the settlement contract proffered to me by PGSUK was not legal. How is it possible to illegally create and process a false narrative supported by false instruments, misrepresentations, and the withholding and destruction of key data/information to affect a legal agreement? How is it legal for any agent, my own nor any agent of PGSUK, to accept and process such false instruments, misrepresentations, and the withholding and destruction of key data/information on my behalf? Common sense would tell most that any such agreement is obviously compromised. But, that is before the corrupted power of misappropriated PGS resources and money enters into the equation. When this happens, no legal or compliant outcome is possible. PGS #Pedersen oversaw the workplace violence and plunder of a whistle blower,
It was PGS #Pedersen who allowed my legal right to file a grievance be obstructed (perverting the course of justice), false documents stating a false narrative to be created and processed (fraud and forgery), and finally withheld a medical recommendation which denied me a medical check-up that may have confirmed that their acts of bullying and harassment were in fact health harming (assault?). PGS #Pedersen did all this while advancing a settlement contract with the specific intent of allowing PGS executives to escape justice and accountability. The formation of such an agreement required a lot of shenanigans on the part of PGS agents. Such a conspiracy and confidence fraud required enlisting a long-term customer and third- party agent, Rhodri Thomas, of legal firm Watson, Farley and Williams, to not carry out normal due diligence and to tell one narrative to the UK Border Agency on the one hand, while telling another juxtaposed narrative to forward an illegal settlement on the other. My (compromised) legal counsel and agent, Philip Landau and Holly Rushton also allowed false instruments and false data to be advanced and processed. This simply is not legal. They were acting as double-agents. Therefore, based on these facts, as well as my former counsel’s lack of support in rectifying such issues and the many queries raised, I was only left to wonder. How much did PGS agents pay you, Philip Landau? None of these “professional lawyers” answer my questions or have retained and provided substantive documentation of the negotiation processes they were clandestinely involved in. More revealing, no lawyer involved has taken any legal action to stop my publications that accuse them of criminal behavior. Their solution is to have me blocked on social media! That’s the only option that their legal training has allowed them? (It is as if the truth might put them in jail!)
Power does not corrupt. Fear corrupts… perhaps the fear of a loss of power.
You take my life when you do take the means whereby I live.
William Shakespear, The Merchant of Venice. Act iv. Sc. 1
When people think of rape, they think it as a sexual
crime. However, studies have shown over and over again that rape is a
crime of power. The legal definition of rape is the
unlawful sexual intercourse with a person against their will. The
essential elements of the crime of rape are sexual penetration, force,
and lack of consent of the other person. However, a broader dictionary
definition of rape is to plunder or violently seize or steal from
another. By this definition, rape is also not only about sex, but even
more so about power. Within this more extensive definition of rape, there
is the power dynamic of control and dominance at its core. The violent
sex act becomes the projection and outcome from the abuse of power,
whereby something is violently taken-away without the consent of the
target. Beverly McPhail of the University of Houston asserts that rape
“occurs due to multiple motives rather than the single motivation. These
multiple motivations include, but are not limited to, sexual gratification,
revenge, recreation, power/control, and attempts to achieve or perform
masculinity.” Such dominance is demonstrated within heterosexual prison
inmate populations. In prisons, inmates are held within sexually
unnatural, repressive, and humiliating environments. Inmates resort to a
system of (masculine) dominance over the weaker inmates that includes sexual
All forms of workplace harassment are about the abuse of power and
authority. Harassment involves intentionally targeting someone associated
with a protected group with behavior that is meant to alarm, annoy, torment or
terrorize them. Hierarchical authoritative power is too often
demonstrated through corrupt and abusive social and political dominance.
Workplace bullying is demonstrated through such behaviors targeting individuals
outside a protected group. Workplace mobbing is bullying of an
individual by a group. Workplace mobbing is emotional abuse that involves
“ganging up” by co-workers, subordinates or superiors, to force someone out of
the workplace through rumor, innuendo, intimidation, humiliation, discrediting,
and isolation. Workplace mobbing is also referred to as malicious,
nonsexual, nonracial, general harassment. Perpetrators of workplace
violence or rape rely on the same corrupted power structures that support, and
too often promote, all forms of workplace violence. One of the most severe
ramifications of abused power is the loss of control and disempowerment which
the targets of such abhorrent behaviors experience. More to the point,
the legal protections that are supposed to be afforded to targets of violence
are denied through the intentional abuse and perversion of illegally sanctioned
authoritative agency power, such as PGS #Pedersen allowing non-compliant and
illegal acts be carried-out as a PGS agent for legal compliance.
There is something very understandable about gang violence. The fact is that people are more likely to do something if they think they can get away with it. Large numbers provide some statistical likelihood of not getting caught. However, more importantly, within the workplace, it is the concentration of power and misused agency authority to preserve such corrupted power which makes justice so difficult to realize for targets of abuse. When internal governance and compliance do not fulfill their legal agency responsibilities, organizations become lawless. Non-compliant behavior is too often rewarded directly or indirectly through favoring those who look the other way from witnessing bad behavior. These bystanders and witnesses of bad behavior who remain silent accommodate all corruption. Too often HR is used as a conduit to pay “bribes” and to reward people for their complicity. Money can also be laundered and funneled for seemingly benign bonuses or promotions. Power and money with no third-party oversight is simply a formula for rampant corruption, which is seen too often these days within every industry. Harassment and bullying are epidemic, yet justice for such abrogation of civility and workplace policy is rarely realized. Internal governance is a façade that the corrupt create and misuse for self-preservation of power. Corrupt corporate agents only need to publish core values or responsibility reports.
Authoritative power can decide which scandals are investigated and
punished. Authoritative power can also allow themselves to misuse
shareholder value to do it. When a report was made to UK Action Fraud,
PGS/PGSUK voiced no concern about allegations made against executives.
The UK Information Commissioner’s Office (ICO) who administer over compliance
to the Data Protection Act 1998 (DPA) have no authentication process and
therefore data controllers, such as PGSUK can lie with impunity. (And
they have, thus far.) Accusing Terje Bjøseth (PGS #Bjolseth), PGS SVP HR
and Per Arild Reksnes (PGS #Reksnes), then PGS EVP Marine Contract, and PGS #Cather
of forging a memo stating my acceptance of a false narrative does not warrant
concern as it is regarded as an “employment issue.” Even though a
person’s employment represents to them a significant amount of money and such
fraud is in fact stealing that money, enterprise agent’s access to money and
resources to stave off accountability is never in short supply! PGS
#Pedersen and his accomplice within “compliance” are automatically trusted
because of their hierarchical authority and the money and resources that it
controls. It has nothing to do with truth or legal compliance.
The likelihood of getting away with a crime is also greatly
enhanced with a gang of complicit co-conspirators hiding from the truth.
When corrupt power wants to suppress the truth, it is made easy for them.
The truth is that shareholders and customers actually finance the deceit of
misused resources through apathy. Therefore, the solution for creating
workplaces free from health-harming and performance hindering harassment and
bullying is for all stakeholders: customers, investors, and competitors, to
demand proof of legal compliance and not just hollow statements.
Toxic workplaces cannot be cured through weak and dysfunctional enterprise
I swore never to be silent whenever and wherever human beings endure suffering and humiliation. We must always take sides. Neutrality helps the oppressor, never the victim. Silence encourages the tormentor, never the tormented.
When policemen break the law, then there isn’t any law – just a fight for survival.
Billy Jack character (Billy Jack, 1971)
When the principal enterprise/corporate agents entrusted with the role of
legal and policy compliance are themselves entwined in the illegal and corrupt
behavior that they are appointed to govern, it is impossible for any outcome to
be legal and compliant. Nowhere is such a workplace culture of harassment
and violent mobbing behavior more manifest than within Norwegian marine seismic
service company Petroleum Geo-Services (PGS). My former employer.
And newly appointed PGS CEO, PGS #Pedersen, is an integral proponent of this
toxic culture where corrupt acts by board members and executives are financed
by their deceived stakeholders and customers. What the deafening PGS
board and executive silence around such allegations makes clear is their very
direct involvement at every level in conspiring to carry-out an intentional and
organized cover-up. PGS #Pedersen is placed front and center in both
carrying-out and covering-up these nefarious activities. Because of PGS
#Pedersen’s direct involvement, it is also no surprise that he has now become
the CEO. He is in place to shield the depth of PGS corruption. No
credible or honest person would accept this role and not feel compelled to
reveal the truth behind such allegations. In fact, it is the
responsibility of key executives and the board of directors to uphold PGS and
their own reputations in the eyes of stakeholders. Ignoring and remaining
silent in addressing such allegations is unprofessional, irresponsible, mean,
There is legal non-compliance to be uncovered, if only an honest investigation were carried-out. Workplace bullying is referred to as the hidden epidemic. Workplace bullying and harassment top the list of workplace hazards. Such workplace violence is corruption by almost any reasonable definition. It is the first tool of corrupt management to rid the workplace of whistle blowers, complainers, and even threatening talent. Human Resources departments become weaponized to rid employees that threaten corrupt management. HR departments also become a money laundering operations that pay out rewards to the incompetent and pliant employees who support the corruption. HR departments are the avenue used to pay off the settlements that protect perpetrators of violence. Payrolls are used as bribes to coerce others to support the corrupt and perform duties which are against the law or transgress workplace policies and procedures. Targets of the corrupt, violent, and health-harming effects of workplace bullying seldom find justice. Much of this is because the concept of corporate governance is too often utter idiocy in practice. Corrupt organizations simply do not adhere to their own corporate governance protocols. Isn’t that what corruption is? Corrupt executives are allowed to maneuver and manipulate processes to protect themselves from any deserved legal or civil liability because corrupt executives allow themselves this non-agency authority to rig the system to their favor through bypassing local laws and company policies.
For over two-years I have been exposing PGS board and executive corruption and hypocrisy to which PGS #Pedersen has played a principal role. I have tried to use the legitimate company processes for redress. There have been lies, threats, but mostly silence in response to my phone calls and emails to compliance team members. When a group of adults are allowed to conspire, coordinate, and engage in workplace mobbing, involving fraud, with the explicit intent of harming and robbing targets of their professional livelihood and reputation, it should resonate with all stakeholders. Such violent plunder and theft is intended to harm and destroy the targets of abuse while protecting the rapists. It is the most evil and despicable kind of corruption. Stakeholders need to understand that corruption impacts the reputation and performance of all professionals and the markets that employ them. I implore all stakeholders and decent people to demand that PGS #Pedersen, board, and executive chronicle and explain how their decisions and actions followed legal compliance and policy. PGS #Pedersen was obliged to uphold legal compliance under his agency for PGS. The fact that he did not carry out his legal duties also implies very clearly that he is corrupt beyond measure. I am an enemy of the corrupt board and management because I wanted them to follow the rules, policies and the law (of Norway and England). I am an enemy of the corrupt board and management because they have misused company resources, diminished the profession, and deceived customers. They have sanctioned all this to harm me and my family. No agent from PGS/PGSUK has publicly challenged my truthful narrative. (They dare not expose themselves to rational dialogue.) I need the help from stakeholders who care about a fair and level playing field offering the best products and services to step up and challenge corruption. Challenge corruption, deception, and make the industry more safe and fair by not doing business with opaque organizations who cannot demonstrate their core values or responsible behavior. This is the plea of all victims of crime: Justice.
Fighting corruption is not just good governance. It’s self-defense. It’s patriotism.
No oppression is so heavy or lasting as that which is inflicted by the perversion and exorbitance of legal authority.
In discrimination cases, where there has been a breach of the Equality Act 2010 by the employer, the two most important categories are injury to feelings and loss of earnings. Unlike unfair dismissal, there is no limit on the amount of compensation that can be awarded in discrimination cases.
What responsibility do employers, such as EM Law, hold to perform proper and ethical due diligence of their employees for matters directly related to their professionalism and ethics? EM Law employs employment lawyer, Rhodri Thomas. Thomas has been publicly accused of being a principal in a criminal conspiracy to defraud, defame, and blacklist a foreign worker whistleblower, Steven Kalavity (SDK). Thomas did this as a practicing senior employment lawyer with global law firm Watson Farley and Williams (WFW). Norwegian based multi-national corporation Petroleum Geo-Services (PGS) UK subsidiary, PGS Exploration (UK) Limited, 4 The Heights, Weybridge, Surrey, KT13 0NY (PGSUK), engaged WFWs Thomas to “negotiate” the final terms and conditions of an employment termination settlement contract agreement (SCA). The signing of this “negotiated” SCA ended SDKs career 5 December 2013. SDK is a USA citizen who was sponsored and employed on a Tier 2 visa by PGSUK. The SCA contained contractual Confidentiality clauses intended to prohibit parties from disparaging one another. However, the exception is the publication of protected content, or whistleblowing, as defined by the UK Public Interest Disclosure Act 1998 (PIDA).
SDK has published over one-hundred articles and several more image files disparaging PGS and its stakeholders, including WFW and Thomas, since signing the SCA. One only has to conduct a simple Google™ search to find several of these published images and articles of protected public disclosures. Obviously, the SCA formed by Thomas is a total disaster. The sheer number of publications show that Thomas is an incompetent buffoon of a lawyer who did not protect the PGSUK. Or the publications show that Thomas is a criminal who was bribed to misuse his credentials to protect corrupt and criminal directors and executives. So, why would EM Law hire a lawyer who was either incompetent or a criminal? EM Law, in the view of SDK, has become a co-conspirator in the defrauding of multiple international government agencies, corporate shareholders, and of course the foreign-worker whistleblower through bribes or negligence. Their failure of due diligence has perverted the course of justice and deceived customers. What evil depravity must exists when law firm employs and helps criminals who have intentionally hurt a law-abiding foreign worker and his family, including young children?
Silence implies consent. The UK Limitation Act 1980 allows one-year from publication date for a party to file a defamation law suit. One test to determine whether EM Law is an unethical law firm that protects criminals and perverts the course of justice is through reviewing if Thomas has ever initiated any litigation on behalf of his clients or himself for the numerous online publications. SDK first began publishing content online regarding WFW Thomas’ confidence fraud 3 July 2013 on the LinkedIn™ platform. The confidence fraud would have never been successful except for the fact that SDK was a foreign worker. But, the fact that SDK was a USA citizen and sponsored Tier 2 visa meant that PGS, and WFW broke multiple laws more than the one’s that were being covered-up. Herein lies the problem. The SCA that Thomas was involved with was illegal and this is why it is impotent. It is why Thomas will not respond nor comment on any accusatory publication. No one is compelling Thomas to invoke the Confidentiality terms and conditions. Why would EM Law rather protect an accused criminal, Thomas, than help a foreign worker whistleblower, SDK? The accusations with evidence have been posted online since 20 September 2015! Why isn’t EM Law not a co-conspirator in the (alleged) defrauding of the UK Information Commissioner’s Office (ICO), the UK Border Agency, and whistleblower SDK? SDK believes that they are.
Norway’s Irresponsible Equinor, Telenor & PGS ASA Top Corruption List
Norway’s Corruption Problem Denies USA Citizen Whistleblower Due Process and Protects Criminals
The responses received from the Donald Trump White House are not completely generic. Read the two responses and you can see that they are different. The White House had no reason to answer. The Prime Minister of Norway does. After all, it is the people of Norway who are mostly being robbed by the corrupt management of majority state-owned corporations Equinor and Telenor. The common denominator is non-state owned corrupt PGS ASA. The population of Norway is only 5.433 million compared to the population of the USA which is 328.2 million.
No response has ever been received by those whom are publicly disparaged and accused of crimes. All of those named within publications are supposed to be protected by contractual Confidentiality clauses which prohibit such online published disparagement. Of course, the cover-up has persisted because their contract is fraudulent. It is they who have abused their power through remaining silent and not protecting company value and reputation.
SDK, USA Citizen and Victim of Illegal Norwegian Corporation Whistleblower Retaliation
Fraudulent Contracts Confidentiality Clauses Cannot Protect Norwegian Company Reputation and Value
Second Letter to USA President Trump White House
I wrote a letter from this portal to President Donald Trump. I am grateful for the response that I received. When people cry out for justice, receiving a simple acknowledgement is sustaining. For the past several years, I have been ignored. Exposing corruption and injustice is often what we are told to do as good citizens. What is not told is how brutal retaliation can be toward whistleblowers and their families. When doing the right thing and playing by the rules is more dangerous than robbing the public that you are supposed to serve, there is a problem.
I have been the victim of workplace mobbing. It has been stated that the workplace mobbing is like workplace bullying on steroids. Workplace mobbing is often used as a tactic to oust victims of harassment. The only difference between harassment and bullying is whether or not you are in a protected class.
Because I was a USA citizen working in a foreign country, I considered that I was not just bullied, but harassed and discriminated against. But, it was worse than that. I was denied my legal due process to challenge and stop the abusers. Instead, corporate boards of directors denied a USA citizen his human rights and created false defamatory employment records to blacklist him.
In the process, Norwegian company PGS ASA has been able to continue lying to and robbing investors. I cannot accept a world for my children where evil corruption prevails over honest hard work.
I have written multiple letters. I have written reports to board of directors of Norwegian companies Equinor, Telenor, and PGS ASA and never received a response. Apparently, robbing stakeholders is more time consuming than leading the free world.
As a US citizen working in a foreign country, I became a whistleblower. Not by choice, really. I was duped into believing leadership wanted to do the right thing. I have since written to the Norway police, the UK police, and even the FBI. Nobody answers and nobody investigates.
I have written to the Prime Minister of Norway. I have written to so many people, the White House actually provided a bit more than a simple acknowledgement.
Norwegian state owned (67%) oil company, Equinor this year “lost” lots of money in overseas operations. Much of this was in the USA. Here’s the thing, I KNOW that the Chairman of the Board for Equinor is a criminal. Jon Erik Reinhardsen has been in my cross-hairs for years. I have published multiple online articles where he is the topic. Reinhardsen has never invoked contractual Confidentiality clauses prohibiting disparagement because his contract with me was fraudulent and supported by defamatory forged documents.
I want the FBI to compel Reinhardsen to publicly explain the 25 October 2013 Memo about ME. And then I want him put into handcuffs. But, only if it coincides with the laws he has broken in order to harm a USA citizen whistleblower and his family.
Thank President Trump. Being bound by the lies of corrupted power is like being a hostage. Please free me and my family from the unlawful retaliation.
Ethical guidelines should provide guidance on how employees can communicate with the board to report matters related to illegal or unethical conduct by the company. Having clear guidelines for internal communication will reduce the risk that the company may find itself in situations that can damage its reputation or financial standing.
The Norwegian Code of Practice for CORPORATE GOVERNANCE (2007)
PGS UK Contract of Employment Confidentiality / Whistleblowing Terms and Conditions
This restriction shall continue to apply after the termination of a member of staff’s employment without limit in point of time but, both during employment and after its termination, shall cease to apply to information ordered to be disclosed by a court or tribunal of competent jurisdiction or otherwise required to be disclosed by law or to information which becomes available to the public generally (other than by reason of the member of staff breaching this confidentiality obligation). Nothing in this paragraph 2.9 will prevent a member of staff making a “protected disclosure” within the meaning of the Public Interest Disclosure Act 1998 where they are lawfully entitled to do so.
Each member of staff also agrees that he/she will not, during the course of his/her employment or at any time thereafter either make or publish, or cause to be made or published, to anyone in any circumstances any statement (whether of fact, belief or opinion) which directly or indirectly disparages, is harmful to or damages the reputation or standing of the Company or any of its directors, officers, employees, agents or shareholders.
PGS UK Personnel Handbook: 2.9 Confidentiality (2013)
Telenor Board of Directors:
This letter relates to current Telenor director, Jon Erik Reinhardsen and Telenor Chief Compliance Officer, Silke Hitschke. Reinhardsen and Hitschke should be investigated for criminal retaliation and human rights abuses against a foreign worker whistleblower. If the whistleblower allegations are confirmed true, then Reinhardsen and Hitschkeshould be terminated from their roles with Telenor and prosecuted under relevant laws and jurisdictions. Reinhardsen and Hitschke are accused of violating the laws of several countries: Norway, United Kingdom (England), United States of America (US), and Thailand.
On 18 May 2020, PGS ASA (PGS) UK Head of Legal, John Francas demanded that disparaging and defamatory publications be removed from the Internet. This was the last e-mail directly received by USA citizen and whistleblower, Steven Kalavity (SDK). Prior to receiving this e-mail, Francas had e-mailed that SDK was in breach of two compromise agreements signed in Thailand on 11 November 2018 to stop the processing of two criminal defamation claims citing Thai criminal law. One claim was sponsored by PGS Exploration (UK) Limited, Weybridge, England, KT13 0NY (PGSUK) and the other by former PGSUK secretary, Carl Richards, who resigned from PGS as PGS UK Head of Legal 25 May 2018. The Directors of PGSUK are currently Rune Olav Pedersen, PGS CEO and President; Gottfred Langseth, PGS CFO and EVP and Christin Steen-Nilsen, PGS SVP Chief Accountant. PGSUK is an English company and its two contracts with SDK are governed by the laws of England.
SDK is the victim of crimes perpetrated against him and his family in retaliation for whistleblowing. For several years, US citizen SDK was employed by different subsidiaries of Norwegian company, Petroleum Geo-Services (PGS) globally. In 2013, SDK was sponsored and employed with contract by PGSUK. This original employment contract (OEC) was governed by the laws of England. At that time, the PGSUK Directors were Reinhardsen, PGS CEO and President, Langseth, Steen-Nilsen. Through 13 September 2013, the PGSUK secretary was Candida Pinto. Richards assumed the role after 13 September 2013. Through e-mail responses to Francas, SDK pointed out to PGS that their copying of SDK passport to initiate the Thailand litigation was a US federal crime, as were his e-mailed extortion threats. Similarly, the Thailand legal firm representing current PGSUK directors illegally copied SDK passport information and received SDK in-country residence information so that Duensing – Kippen could stalk and harass SDK and his Thai relatives. Francas and PGS Data Protection Officer (DPO), Daphne Bjerke, had been provided with SDK personal identification data for the explicit purpose of confirming identity to process a subject access request (SAR), citing the new General Data Protection Requirement (GDPR) delivered to PGS in June 2018.
The Thai compromise agreement was signed by SDK under the threat of criminal prosecution in Thailand, with a possible 2-5 years prison sentence. The compromise agreements main function was to have evidence of criminal behavior de-published and to scare SDK into silence. Under Norwegian law, such agreements are illegal. PIDA states that contracts which are designed to silence protected qualified disclosure – whistleblowing – are not enforceable. PGS has always known that I was a US citizen. The Thai compromise agreement was written to be enforceable in Harris County / Houston, Texas, USA. Reinhardsen remains a Director and Chairman of PGS US subsidiary, Petroleum Geo-Services, Inc. (PGSUS), along with Langseth, Steen-Nilsen. PGS has no offices in Thailand. But, if the Thailand agreements are illegal extortion/blackmail, Reinhardsen, Langseth, Steen-Nilsen, Pedersen, Mysen, Richards, and Francas should be held accountable for the misrepresentation. If the SCA is not a legal contract, but an illegal instrument intended to defame and silence a whistleblower, how can the Thailand compromise agreements not be fraudulent as well?
SDKs employment with PGS ended with the signing of a termination settlement contract agreement (SCA) the end of 2013. The SCA was similarly governed by the laws of England. Both the OCE and SCA contained contractual Confidentiality clauses which are intended to prohibit an employee from publicly disclosing information that disparages a company or any of its stakeholders. Being contracts governed by the laws of England, they cited the UK Data Protection Act 1998 (DPA) intended to protect the integrity of personal data being processed by data controllers – employers, as well as the Public Interest Disclosure Act 1998 (PIDA) which is intended to protect retaliation for whistleblowing. PIDA is supposed to protect whistleblowers from adverse actions or retaliation by their employers. Making a disclosure in the public interest, or whistleblowing is different from simply disparaging content. Workers are to be protected when the public disclosure consists of information where the worker reasonably believes that there has been a criminal offence, breach of a legal obligation, a miscarriage of justice, a danger to the health and safety of any individual, damage to the environment, or the deliberate attempt to conceal any such acts.
Such Confidentiality clauses are sometimes misused by corrupt organizations to retaliate and silence whistleblowers so that they cannot expose wrong-doing. If SDK published online that Telenor Director, Reinhardsen was a “lying criminal asshole” or that Hitschke were a “lying criminal bitch”, this would be a breach of both the Confidentiality terms and conditions in both the OEC and SCA and PGSUK could take legal action against SDK citing a breach of contract governed by the laws of England. In fact, SDK has published such content online multiple times since July 2015. Reinhardsen is the former PGS CEO and President and Hitschke a former PGS Compliance Officer. Reinhardsen and Hitschkehave never been held accountable to invoke contractual Confidentiality terms and conditions intended to protect company – PGS or Telenor – reputation and value. It can be reasoned that no invocation implies admission that the accusations that Reinhardsen and Hitschke are criminals. The publications may be disparaging, but the published accusations and evidence are reasonably thought to be true and therefore protected. So, why doesn’t the Telenor Board of Directors compel Reinhardsen and Hitschke to invoke the Confidentiality clauses to protect Telenor shareholder value and reputation? Why is Telenor not abiding by the Norwegian Code of Practice for Corporate Governance?
It was an event of 13 June 2013 that has been the catalyst of SDKs online qualified public disclosure which began 3 July 2015. On 13 June 2013, SDK was called to a surprise ambush meeting – a tactic used by toxic workplace bullies and harassers. The ambushers were David Nicholson, PGS UK HR Manager, SDKs immediate supervisor, Edward von Abendorff, VP Marine Contract Africa – Sales and his superior, Simon Cather, Marine Contract Africa Region President. Following the abusive ambush meeting that did not follow PGS policy, SDK requested minutes of the meeting, how the meeting comported to PGS policy, and a request to file a grievance. The right for an employee to file a grievance is provided under the laws for England and contract. PGS did not comply with any of SDKs requests. On 24 July 2013, in lieu minutes from the 13 June 2013 ambush meeting, Nicholson delivered an ambush letter signed by him on behalf of PGSUK Directors, Reinhardsen, Langseth, Steen-Nilsen. These events have been the impetus of a whistleblower’s pursuit of truth and justice which the PGS sponsored litigation was intent on obstructing.
In fact, the ambush letter was intended to obstruct SDKs legal right to submit a grievance and proceed through the grievance procedures. SDK was being mobbed and harassed, lied to constantly and having information withheld, as a sponsored Tier 2 visa foreign worker! PGS had a legal duty of care responsibility to ensure the health, safety and welfare for SDK and his family. Workplace bullying and harassment are listed on the top of the list for workplace hazards. The subject of the ambush letter was the Investigation for possible implementation of a Performance Improvement Plan with a scheduled discussion on 11 September 2013. The 11 September 2013 meeting was rescheduled for 20 September 2013. On 13 September 2013, PGS UK Head of Legal, Richards, replaced Candida Pinto, PGS UK In-house Lawyer, as PGSUK Secretary. On 20 September 2013, SDK delivered a grievance document (“Grievance”) to PGS executives regarding acts perpetrated by PGSUK executives.
On 15 July 2013, PGS applied to renew their sponsorship for SDK to and his family to remain in England. A Tier 2 visa requires that the foreign worker possess skills not available in the EEA / resident (non-immigrant) labor market. In other words, SDK would not have been issued a Tier 2 visa if he was a poor performer. The ambush letter was retaliation for intending to raise a grievance over workplace bullying, defamatory performance ratings, and the non-compliant ambush meeting. SDK did not fully realize it at the time, but the Grievance met the PIDA criteria of whistleblowing. In response to the Grievance, PGS proffered an SCA. In the UK, the employee must seek the counsel of a lawyer prior to signing any SCA that will end their employment. Any seasoned English employment lawyer should have recognized the Grievance as whistleblowing. But, my counsel, Philip Landau and Holly Rushton did not. Landau recommended that SDK pursue an enhanced SCA and not proceed through the steps prescribed within the PGS UK Personnel Handbook.
PGS contracted legal firm Watson, Farley and Williams (WFW) to negotiate the terms and conditions of the final signed SCA. Senior Employment lawyer, Rhodri Thomas also seemed not to recognize the 21-page Grievance as whistleblowing either? One would think that Thomas, Landau, and Rushton would have recognized issues with an SCA for a foreign worker for performance, especially when the Grievance specifically cited misuse of the performance management system, bullying, harassment, discrimination (Equality Act 2010), and a breach of contractual duty of care responsibilities (Health and Safety Act 1974). SDK was reluctant to sign the SCA as the negotiations just did not seem right. SDK was also desperate to extricate himself and his family from the hostile sponsors. SDK made one non-negotiable demand: the contents held within SDKs professional personnel file had to be true and accurate. Landau, Rushton, and Thomas (PGS) promised that it was on 4 December 2013 as condition for SDK signing the final SCA on 5 December 2013.
In October 2014, SDK submitted his first SAR to PGS citing the UK Data Protection Act 1998 (DPA). GDPR replaced DPA in 2018. Through an SAR, data controllers, such as employers, provide data subjects with copies of the personal data that they process for a data subject, or employee. The principal data processor for the 2014 SAR was Nicholson. The same Nicholson who had been accused of malpractice, defamation, bullying, and harassment within the Grievance. When SDK received the contents of his PGS professional personnel file it was discovered that PGS was processing forged and inaccurate defamatory personnel records. None of the pertinent documents were signed by SDK. In fact, most were signed by only Nicholson. However, there was one significant document, a 25 October 2013 Memo (“Memo”) signed Bjølseth, who was Nicholson’s superior, and PGS EVP Marine Contract, Per Arild Reksnes, who was Cather’s superior. Neither Bjølseth or Reksnes were agents of PGSUK.
SDK complained through several e-mails to PGS Nicholson, PGS UK HR Officer Laura Haswell, and Bjølseth from November – December 2014. On 22 December 2014, Nicholson again signed and delivered an extortion letter again on behalf of PGSUK. The extortion letter threatened legal action for a breach in the SCA against SDK if he did not cease disputing the obviously fake contents of his PGS personnel file. SDK emailed several complaints to the Information Commissioner’s Office (ICO) who oversee DPA compliance. ICO would not investigate! In August 2015, SDK submitted his first report to UK ActionFraud (police). The UK police also did not investigate. However, SDK believed then as he believes now that he was defrauded and defamed by a criminal corporate international conspiracy including PGS, WFW Thomas, as well as LZW Landau and Rushton.
On 3 July 2015, SDK published online the LinkedIn™ Pulse platform his first protected public disclosure. SDK published on 6 September 2015 and 20 September 2015 articles stating explicitly that Reinhardsen should resign as CEO and President of PGS for malpractice and mismanagement. No breach of the SCA was ever invoked, in spite of the threats made within the 22 December 2014 letter. In April 2016, SDK submitted another SAR to the PGS Compliance team. In spite of the several articles published on LinkedIn™ by that time, PGS did not comment or deliver any data to SDK for the 2016 SAR. In June 2016, SDK submitted a complaint to the PGS Compliance Hotline claiming that PGS bribed lawyers to process forged defamatory documents used to terminate foreign worker SDK on false pretenses. SDK suppled substantive documented evidence. Hitschke, and the other members of the Compliance team, Bjølseth and Pedersen, issued the following response to SDKs substantive complaint:
20 May 2016
PGS has followed up your complaint through the Compliance Hotline in accordance with our procedures. No deviation from PGS’ procedures of guidelines were uncovered and none of the documents paced in your personal employee folder was found to contain false or misleading information about you. No evidence found indicate that you were defrauded. The case dealing with your complaint is hereby closed.
SDK began posting more questions and facts in the PGS LinkedIn™ comment space. PGS again did not cite violations in the Confidentiality terms and conditions. PGS did not chose to respond by non-public e-mails, but instead deleted the comments and questions. Eventually, through PGS (stakeholder) complaints, SDK was restricted from LinkedIn™ and essentially silenced. PGS was allowed to avoid litigation under the Confidentiality terms and conditions guided by the laws of England. PGS has intentionally ignored SDKs questions and concerns. Not acknowledging, or the silent treatment, is an attempt by abusers to control and harass. It does not represent anything positive. Not acknowledging is very harmful. Not only does it demonstrate immaturity and meanness, but such behavior can have serious health consequences for the other person who will tend to feel extremely distressed. Common symptoms are headaches and digestive problems, along with fatigue and insomnia. PGS stated that there was an investigation. This was a blatant lie and cover-up. No answers were provided for the multitude of questions asked of PGS Compliance. SDK also shared articles and links with PGS, WFW, and LZW personnel (Landau, Rushton, Thomas, etc.) through the internal LinkedIn™ messaging service. PGS’ fraudulent response also defamed SDK to the entire LinkedIn™ and oil and gas professional community.
17 August 2016
The PGS internal audit team has investigated your complaints following your report to the PGS Compliance Hotline. The investigation confirmed that PGS policies and legal requirements were followed in the matter you have raised for our attention. Following the investigation, we have closed the matter in accordance with our procedures for handling reports to the PGS Compliance Hotline. The results and conclusion have been delivered to you by the Hotline service. PGS will as such not make further comments in this matter and further posts by you on our LinkedIn site related to the matter may be removed by us.
Because PGS, WFW, and LZW (Landau Law) took no legal action with respect to the published content on LinkedIn™ that disparaged their professional performance, SDK was able to re-published the articles which had been on LinkedIn™ on a private site, nopgs.com. Unfortunately, SDK had over 4600 personal professional connection and also hosted a Marine Seismic Survey group with over 1560 members when PGS decided to lie to the professional community on LinkedIn™ and got SDK restricted. PGS irresponsibly, from both the professional and contractual perspective, did not engage and resolve the issue, but continued the criminal conspiracy and cover-up that continues to damage whistleblower SDK and his family. Nothing within the Compliance Hotline team issued statement is true. The Compliance Hotline team (Bjølseth, Pedersen, Hitschke), are obstructing justice and protecting the criminal cabal of which they are all part. None of document contents pertinent to SDKs termination bare his signature and are unverifiable. The documents cannot possibly be compliant, because they are forgeries!
The fake personnel file documents reference events that never happened and documents that do not exists. No one with qualified privilege from PGS has signed the documents with SDKs personnel file. The only other official communications directly from PGS regarding SDKs published online content came from Francas in May 2019. Most threatening correspondence was received from Duensing – Kippenlawyer Tippaya Moonmanee. Moonmanee had no direct knowledge of events. PGS provided Duensing – Kippen with an illegal power of attorney to avoid the laws of England which bound her clients. England has no criminal defamation statute and content published more than one-year was protected from defamation claims by the UK Limitation Act 1980. The reason that PGS needed to use the Thailand legal system, and not the English legal system, is because there is obviously a problem with the SCA contract. Telenor’s Reinhardsen and Hitschke are both implicated in the alleged assault, fraud, forgery, bribery, embezzlement and extortion intended to knowingly harm a whistleblower and his family. This is why conspirators did not conduct a valid investigation and real report.
Following the meeting, I asked David Nicholson, UK HR Manager, if minutes of the meeting had been taken to record the content and context of the meeting. I was told that the meeting was informal, and as such no minutes of the meeting were formally transcribed and distributed to participants. (Although, HR had annotated notes of the meeting while the meeting was in progress.)
I not only disagreed with the base assertions made during the meeting (and subsequent letter), but I was additionally distressed at the intimidating urgency and tone of the meeting that I was called to moments before it occurred. (There was an apology for my being ambushed into such an intimidating arena.)
Excerpt from 20 September 2020 SDK Grievance
During SCA negotiations, Nicholson requested that SDKs health be assessed by Occupational Health Nurse (OHN), Maggie Bream. The OHN delivered the assessment report for SDK to Nicholson. Landau was made aware of this. The OHN report contradicts the PGS false narrative contained within the forged defamatory documents that supported a performance-based termination and dismissed harassment, bullying, and discrimination claims. Nicholson never delivered the final report to SDK, as the OHN requested. (SDK acquired a copy of the OHN report following the 2014 SAR.) The PGS UK Personnel Handbook and UK law has provisions for stressed employees. In spite of this, PGS, Landau, Rushton and Thomas did not consider the OHN report during SCA negotiations? They did not consider news about the physical and mental impact that the PGS toxic work conditions and ongoing gaslighting had on SDK and his family, even though the Grievance which is cited within the final SCA explained these negative effects. Workplace harassment and bullying can create stress and anxiety. It is one of the most significant contributors of stress-related health problems, including debilitating feelings of anxiety, panic attacks and clinical depression. In some instances, bullying can even lead to suicide.
The reason why PGS, WFW (Thomas) and LZW (Landau and Rushton) have not cited any breach in the SCA is because they also know that the SCA is not a legitimate contract. SDKs was denied legal due process and representation because PGS bribed LZW to support their crimes. SDK continues to be denied this basic human right in addition to the human rights of the parties all processing fake personal data. The fake SCA negotiations – gaslighting – lasted from 10 October 2013 until 5 December 2013, when SDK eventually signed the SCA. Toxic organizations misuse HR and promotions as a payment for covering-up executive crimes. It starts a cycle where incompetence and unethical behavior is rewarded. Toxic workplaces cheat to hide incompetence. In a functional and just system, Reinhardsen and Hitschkewould first likely never exist. But, if such alleged criminal conspirators were thoroughly and fairly investigated, Reinhardsen and Hitschkewould be dismissed, and possibly tried, and sent to prison.
Telenor’s fifty-four percent (54%) Norwegian citizen owned. The Telenor compliance and governance system that does not investigate Reinhardsen and Hitschke is dysfunctional. A system that does not conduct thorough due diligence and rewards the corrupt is not serving stakeholders. It is the very definition of corruption. It is the most abhorrent kind of behavior. The victims of executive harassment and discrimination are shocked the policy and values which underpin the contractual relationship are not followed. It is both a breach and a betrayal of the employer – employee relationship. All workplace bullying is supported by incompetent and insecure hierarchical authoritative leadership. It is incompetence that drives most all corruption. Toxic workplaces do not exist under strong ethical leadership. Strong ethical leadership is competent, competitive and confident that any challenge to their company reputation and value will likely never happen and if it does, they only need to respond appropriately.
This abuse of power or position can cause such chronic stress and anxiety that people gradually lose belief in themselves, suffering physical ill health and mental distress as a result. Workplace bullying affects working conditions, health and safety, domestic life and the right of all to equal opportunity and treatment.
In 2013, I could have never even imagined the corruption and criminal behavior that was being orchestrated to silence and harm me and my family. Being lied to, harassed, bullied, mobbed and gaslighted by the compliance and governance professionals from several foreign organizations for any period of time is very distressing. Reinhardsen and Hitschke have been obstructing justice and harassing SDK and his family for years. As a US citizen, the threats and extortion made through e-mail and post, obstruction of justice, abuse of power and misrepresentations constitute violations in the US federal Racketeering Influenced and Corrupt Organizations Act (RICO). Unfortunately, whistleblowers are too often brutally retaliated against even when there are laws designed to protect them. When PGS lawyers Pedersen, Richards, Mysen and Francas, WFW lawyers Thomas and Aulak, and most abhorrently, the whistleblowers own counsel, Landau and Rushton, are bribed to obstruct justice without penalty, compliance programs are merely a façade. Consider being in a foreign country as a sponsored contracted worker?
Reinhardsen and Hitschke are part of a criminal conspiracy to continue to defraud, defame, physically and financially damage a whistleblower and his family. Reinhardsen and Hitschke have been allowed to not invoke the Confidentiality terms and conditions which would reveal this criminal conspiracy. Invoking the contractual Confidentiality terms and conditions of the SCA would expose that Reinhardsen and Hitschke oversaw the bribing of lawyers and the embezzling of company funds to pay for the mischief. The original SCA was illegally proffered in retaliation for blowing the whistle and to silence the whistleblower. The illegal retaliation, silence and harassment of a whistleblower must end. Demand that Reinhardsen and Hitschke explain the 2016 remarks and produce their investigation report.
“Oslo, ACS” <OsloACS@state.gov>, email@example.com, AF Team <firstname.lastname@example.org>, email@example.com, firstname.lastname@example.org, email@example.com, firstname.lastname@example.org
email@example.com, firstname.lastname@example.org, email@example.com, firstname.lastname@example.org, email@example.com, firstname.lastname@example.org, email@example.com, NAulak@wfw.com, firstname.lastname@example.org, email@example.com, firstname.lastname@example.org, email@example.com, firstname.lastname@example.org, email@example.com, ActionFraud <firstname.lastname@example.org>, Carl Richards <email@example.com>, GDPR <firstname.lastname@example.org>, John Francas <email@example.com>, Landau Law <firstname.lastname@example.org>, Rhodri Thomas <email@example.com>, Tippaya Moonmanee <firstname.lastname@example.org>
Equinor Board of Directors: Jon Erik Reinhardsen (Chair), Jeroen van der Veer, Bjørn Tore Godal, Hilde Møllerstad, Tove Andersen, Rebekka Glasser Herlofsen, Finn Bjørn Ruyter, Stig Lægreid, Anne Drinkwater, Jonathan (Jon) Lewis
Equinor Board of Directors and USA Consulate in Norway:
My name is Steven D. Kalavity (SDK). I am a USA citizen and victim of crimes perpetrated against me and my family in retaliation for whistleblowing. For several years, I was employed by different subsidiaries of Norwegian company, Petroleum Geo-Services (PGS). SDK was sponsored and employed by contract by PGS Exploration (UK) Limited, Weybridge, England, KT13 0NY (PGSUK). The original contract of employment (OCE) was governed by the laws of England and cited the UK Data Protection Act 1998 (DPA) intended to protect the integrity of personal data being processed by data controllers – employers, as well as the Public Interest Disclosure Act 1998 (PIDA) which is intended to protect retaliation for whistleblowing. Jon Erik Reinhardsen, is the current Equinor Chairman of the Board of Directors. Prior to 1 September 2017, Reinhardsen was PGS CEO and President. Reinhardsen also served as a director for PGSUK during that time, along with Gottfred Langseth, PGS CFO and EVP, and Christin Steen-Nilsen, PGS SVP Chief Accountant. Current PGS CEO and President, Rune O. Pedersen, replaced Reinhardsen as PGSUK director. Prior to being selected to be PGS CEO and President, Pedersen served as PGS General Counsel and Legal Compliance. Reinhardsen continues to be a director and chairman for PGS US subsidiary, Petroleum Geo-Services, Inc., in Houston, Texas, USA (PGSUS). Langseth and Steen-Nilsen also serve as PGSUS directors.
In September 2018, PGSUK directors, Pedersen, Langseth, and Steen-Nilsen had Thailand legal firm Duensing – Kippen deliver criminal defamation claims to the registered address attached to visa and USA passport. Prior to this delivery in Thailand, PGS UK Head of Legal and PGSUK secretary, Carl Richards, had threatened litigation in Thailand. In fact, Duensing – Kippen lawyer, Tippaya Moonmanee, also wrote to me ensuring that Duensing – Kippen was not representing PGSUK, but only Richards as an individual. Neither Moonmanee nor Richards ever confirmed their identities to me. Both demanded that all published content disparaging Richards be removed from nopgs.com be removed. There were many problems with this demand, which SDK regarded as blackmail/extortion. When the demands were made, Richards was an acting secretary of PGSUK. The OCE already contained contractual Confidentiality clauses that prohibited (former) employee’s from directly or indirectly disparages, is harmful to or damages the reputation or standing of the Company or any of its directors, officers, employees, agents or shareholders. This begged the question, why would a lawyer, Richards, licensed to practice law in England, need the services of a Thai legal firm? Richards had both the authority and duty to invoke OCE breaches to safeguard the reputation and value of PGS.
In August 2016, SDK was restricted from LinkedIN™ because the OCE Confidentiality terms and conditions were never invoked to stop the publishing of content disparaging PGS. Some director, officer, employee, agent or shareholder had complained about the publications to a LinkedIN™ gatekeeper. SDK began re-publishing content and writing new content disparaging PGS on nopgs.com the same month. The PGS Compliance Hotline Team was intentionally e-mailed the article and nopgs.com link, The Crimes of Petroleum Geo-Services (PGS) CEO Jon Erik Reinhardsen (4-Sep-2016). No comment. In late May 2017, Reinhardsen announced his retirement from PGS with his final day being 31 August 2017. While still with PGS, SDK published, Petroleum Geo-Services ASA (@PGSNews) CEO Reinhardsen Perverting the Course (1 June 2017), and then finally, Open Letter to Petroleum Geo-Services ASA Board of Directors (18 June 2017). No disparaged PGS director, officer, employee, agent or shareholder ever invoked a breach in the Confidentiality terms and conditions of the OCE. But, in April 2018, Richards was claiming that SDK had defamed him to a criminal level in Thailand, as defined by laws of the Kingdom of Thailand? It all seemed absurd, but it is real as the sunrise. Richards resigned from PGS 25 May 2018, on the same day that DPA was to be replaced by the new and improved General Data Protection Requirement (GDPR).
In June 2018, SDK submitted another SAR citing GDPR. PGS ASA had assigned Data Protection Officer (DPO), Daphne Bjerke, to address the SAR. John Francas assumed the role of PGS UK in-house counsel after Richards left. Again, PGS stated that no personal data was being processed by them. Francas also threatened to invoke the Confidentiality terms and conditions of the December 2013 signed termination settlement contract agreement (SCA). It should be noted that the subject of all of the online publications disparaging PGS directors, officers, employees, agents or shareholders, challenged the legal validity of the SCA. In fact, SDK publications were intended to be substantive that they could not be ignored. In other words, SDK always wanted PGS to invoke a breach in the contractual Confidentiality terms and conditions! Duensing – Kippen arranged to have the criminal defamation complaints – one on behalf of PGSUK and the other on behalf of Richards – delivered to my registered residence in Thailand immediately after SDK had departed from Thailand. When SDK rushed and returned back to Thailand from the USA, having shortened his planned visit, he learned that PGS had illegally copied SDKs passport without consent and provided that data to Duensing – Kippen. PGS had also provided SDKs registered address information to Duensing – Kippen so that SDK travels could be stalked. Richards claim was also delivered from using the illegally obtained personal data which had been provided to PGS to process the 2018 SAR.
Reinhardsen has been the principal antagonist within my published narratives, which have contended and provided document evidence that I was illegally terminated from employment with PGSUK as a sponsored Tier 2 employee under contract governed by the laws of England for blowing the whistle. PGS retaliated through the use of bribed lawyers who uttered forged defamatory personal data to support a false basis for termination. SDK has reported these concerns multiple times to the UK Information Commissioner’s Office (ICO) and to UK ActionFraud™ (police). However, neither government institution has investigated. SDK publications have shown-up in first-page Google™ search engine results for the company executives and board members. The question for the Equinor Board of Directors is, what due diligence was done in respect to the owners of Equinor – the Norwegian people – prior to Reinhardsen being appointed as Chairman? How is it possible that most every clause of the Norwegian Code of Practice for Corporate Governance could be ignored for the largest Norwegian company which is two-thirds (2/3) owned by the public? A USA citizen and his family want to know? My Thai mother-in-law was so traumatized by the delivery of the criminal complaints that she went into the hospital and almost died! What do you have to say to that, Jon Erik Reinhardsen, you lying criminal cunt? (This phrase has been published with a graphic. Is this disparaging and a breach in PGS contractual Confidentiality clauses governed by the laws of England?) Is publishing that Francas is a “Fuckhead” and a “Fraudster” a breach in the contractual Confidentiality clauses governed by the laws of England? No action has been taken by PGS under English or Norwegian law.
Following PGS’ response to the 2018 SAR and the delivery of the Thai criminal complaints, SDK wrote several queries to directors, officers, employees, and customers of PGS regarding the legitimacy of the claims which cost SDK thousands of US dollars to defend against in Thailand! Richards and PGSUK stated that they would drop the criminal cases in Thailand if SDK agreed to sign another compromise agreement demanding the de-publishing of content three-years after the initial publications were posted without challenge or comment? SDK signed the two Thai agreements 11 November 2018, mostly to soothe my Thai relatives. Even following the signing of the Duensing – Kippen agreements, which caused my family so much harm, no PGS director, officer, employee, agent or shareholder even contacted SDK and directly voiced any concerns about SDKs publications. The contracts were not signed by any director or (former) company secretary. At no time did any PGSUK director or PGS General Counsel, Lars Mysen, and Francas or Richards answer any questions about the litigation:
There was a ten (10) day period following the signing of the Thai agreement to confirm the terms and conditions. I did not believe that PGS or Duensing – Kippen has the legal authority to prohibit my contractual legal right under the laws of England to prohibit whistleblowing. SDK breached the Thai agreement and PGS again threatened to go forward with the two criminal complaints which held 2-5 years prison sentences. A new hearing was scheduled 29 January 2019. During September 2018, prior to PGS and Richards final decision about going forward with new criminal complaints, nopgs.com was stolen and taken down. PGS and Richards decided not to go forward with the new criminal trials. The Thai compromise agreements were ridiculous and were less powerful than the two prior contracts governed by the laws of England. The main difference is that the Thai agreements had no whistleblower protection. Also, the Thai agreements resolution venues were the Kingdom of Thailand and the Federal and state courts of Harris County, Texas (Houston), which was the US residence address attached to SDKs passport. No lawyer licensed to practice law in the US state of Texas was involved with forming the Thai agreements. PGS has no business address in Thailand. However, the PGS US subsidiary where Reinhardsen is a chairman, is located in Houston and they do have legal counsel.
Under Norwegian law (WEA), gagging clauses to prohibit whistleblowing are illegal. Under UK law (PIDA), gagging clauses to prohibit whistleblowing are not enforceable. SDK decided republish nopgs.com and LinkedIN™ content onto marineseismicsurvey.com in February 2019. Following this, Duensing – Kippen lawyer Moonmanee resumed sending legal notices to the registered address where SDK stayed in Thailand. SDK did not believe that the Thai agreements were legal and valid instruments. SDK and PGS were bound by two contracts governed by the laws of England which provided protection to whistleblowers (PIDA). Norway also has their Working Environment Act (WEA) that provides whistleblower protection. So, how was it that executives of a Norwegian company governed by the laws of Norway who serve as directors of an English company governed by the laws of England could legally litigate a criminal defamation case in Thailand citing the laws of Thailand? In May 2019, Francas became the first agent of PGS to have ever contacted SDK directly with regard to the content of online publications on marineseismicsurvey.com. There were many problems with the Thailand agreements. PGS demanded the removal of all content that even mentioned PGS.
The UK Limitation Act 1980 did not allow defamation claims for content published for more than one-year. There could be no defamation claim. There is not limit in time that PGS could have taken action with regard to content disparaging PGS. However, the only reason that there were so many online publications disparaging PGS is because no action had been taken when Reinhardsen was directly disparaged in 2015. PGS did not want to invoke the contractual Confidentiality clauses because the SCA was not a legal contract. The main objective for the SCA was to silence and get rid of the whistleblower without having to address the grievance which identified multiple illegal practices by PGS management and board of directors. PGS obstructed and ultimately denied SDK his legal right to fairly process a workplace grievance, which was actually whistleblowing, which claimed:
On 24 July I received a letter Investigation for Possible Implementation of a Performance Improvement Plan (Appendix 1).
The letter was requested by me in response to an impromptu meeting that I was called to attend on 13-June-2013 with my workgroup Manager, Edward Von Abendorff, Vice-President Marine Contract – Africa, Simon Cather, Regional President, Marine Contract – Africa, and David Nicholson, Human Resource Manager.
During the meeting assertions regarding my performance and competency were discussed. Due to the gravity of these assertions and their impact on both my personal and professional well-being, I felt it imperative that this issue be formalized.
To the extent that Contract Sales – Africa Management has viewed my performance as debilitating to the function of the group, and moreover the deleterious impact of the assessment on my personal and professional well-being causing great uncertainty and stress, I thought that the process should have been managed much better and differently.
PGS management has breached in practice and principle UK Labour Laws, PGS Core Values, PGS UK Personnel Handbook practices, as well as established best practices as presented through PGS contracted training and development courses.
It is my contention that Contract Sales – Africa work environment is unsafe/unhealthy.
Further, the Contract Sales – Africa Manager has breached his trust and authority through exercising negative behaviors consistent with workplace bullying, harassment, discrimination, defamation and negligence.
The predicate for SDKs delivery of a workplace grievance was the receipt of a defamatory letter which impugned SDKs work performance. This official rebuke delivered on behalf of PGSUK directors, Reinhardsen, Langseth, and Steen-Nilsen, was delivered nine days after PGS had renewed SDKs Tier 2 sponsorship which allowed him and his dependent family members to legally remain in England for another three (3) years. Through Tier 2 sponsorship, PGSUK had committed to the government of England that SDK possessed qualifications and skills not available in the resident labor market. How could PGS legally employ a foreign worker who was a poor performer? PIDA defines protected disclosure as information about any failure to comply with legal obligations, miscarriages of justice, or criminal offences. PGS made a concerted effort to deny a victim of injustice voice. And when SDK threatened to disclose PGS indiscretions, PGS retaliated. Settlement contracts contain Confidentiality clauses which prohibit the publication of disparaging content regarding the company. However, settlement contract confidentiality clauses that prohibit protected disclosure are not enforceable under PIDA. SDK was coerced into signing a settlement contract agreement (SCA) which terminated his employment with PGS. The SCA references the presented grievance:
The Employee confirms and warrants that hereby abandons and agrees not to pursue the internal grievance raised by him against the Company by way of his grievance document dated 20 September 2013 (or any analogous or substantially similar or other internal grievance), and agrees that neither the Company, any Group Company nor any of the Related Parties shall have any further obligation to him with regard to such grievance proceedings.
This SCA references the content of the grievance document. However, the quoted content from the grievance document establishes that the grievance was protected disclosure, or whistleblowing. Clauses intended to silence protected disclosure are not enforceable under PIDA. Employees have a legal right to blow the whistle which supersedes a Company’s power to silence such disclosure. The main objective of the SCA that was employed by PGS illegally was to retaliate against a whistleblower and silence legally protected disclosure.
If the SCA is not a legal instrument, then every representation that it is by PGS is fraud. The settlement payment is money stolen from PGS (shareholders). However, this confidence fraud was not perpetrated by PGS alone. PGS hired law firm Watson, Farley, and Williams (WFW) to advise on matters of employment law. WFW was directly involved with advising for the successful Tier 2 application process and fully understood employer responsibilities for sponsorship as well as employee qualifications. As employment lawyers in England, WFW was also fully cognizant of PIDA and DPA. SDK contacted law firm Landau Zeffert and Weir (LZW), specifically named partner, Philip Landau, to advise on the initially proffered settlement agreement. Landau was aware that SDK was a USA citizen and sponsored Tier 2 employee. Landau had been provided with a copy of SDKs submitted grievance documents with names redacted. As a senior level employment lawyer, Landau would have also understood fully PIDA provisions and at least base Tier 2 visa employer sponsorship and employee qualification requirements. The submitted grievance cited managements misuse of the performance management system, SDKs Tier 2 status which provided PGS with undue influence in his employment options as a foreign worker. The submitted grievance cited the UK Health and Safety Act 1974, Equality Act 2010, an employer’s duty of care, duty of trust, defamation, and negligence. Landau advised that I leave by settlement contract agreement and not follow the legally prescribed grievance process described within the Handbook. (Landau was also provided with a copy of the Handbook.)
PGS enlisted WFW to negotiate the final terms and conditions of the settlement agreement on their behalf and SDK enlisted LZW. WFW and LZW never questioned that the letter which was the predicate for the grievance and defamed SDK contradicted PGS’ legal responsibility to qualify foreign workers for Tier 2 sponsorship. None of the experienced lawyers involved with forming the final SCA identified the grievance as protected disclosure. The settlement contract was retaliation for whistleblowing intended to silence the whistleblower, SDK. PGS, LZW and WFW all conspired to cooperate in the illegal retaliation which breached the terms and conditions of the OCE, notably the PIDA provision, and defrauded SDK in forming the SCA. Money paid to these lawyers by PGS to process a knowingly illegal contract is a bribe. PGS, LZW and WFW also all promised that contents of SDKs personal personnel file was legal and accurate on the day prior to SDKs signing the SCA. In fact, SDK would not have signed the SCA without this promise. (The without prejudice email communications memorialized this commitment made by PGS, WFW and LZW.) The SCA was signed prior to SDK and his family leaving England. However, the base terms and conditions of the SCA were not consummated until a few months later when SDK and his family were in the USA. Against SDKs desire during SCA negotiations, international moving expenses would be reimbursed and not paid out as a lump sum. Moving household items from England to Houston, Texas USA took several weeks.
PGS joined the UN Global Compact in December 2013, the day before SDK and his family left from England to the USA. PGS had just finished defrauding and defaming a whistleblower, the UK Border Agency, and the ICO (creating fake personal data). E-mail communications between PGSUK and SDK while he was in the USA, with regard to continuing to misrepresent an illegal or fraudulent instrument as a legal one, would violate several US statutes. Four to five months after signing the SCA and physically relocating to the USA, PGS reimbursed moving expenses. While in Houston, SDK began his job search and sensed that he was being blacklisted. SDK did not want to violate the SCA terms and conditions. But, ten-months after moving to Houston, SDK submitted a subject access request (SAR) citing DPA. The main person who processed the SAR was PGS UK HR manager David Nicholson. Nicholson was a principal accused of malpractice, defamation, and misuse of the performance management system, etc., within the submitted grievance. I copied his subordinate, Laura Haswell, in these communications. What I discovered upon receiving the personal data that PGS was processing as SDKs was a personnel file composed of inaccurate, defamatory, forged documents. No pertinent documents even bore SDKs signature and could not be verified. But, PGS Compliance Hotline Pedersen, Bjølseth and Hitschke provided no clarification? SDK also learned that this fake personal data and the SCA copy had been sent to the PGSUS HR supervisor, Gareth Jones, without my consent and knowledge throughout the period of SCA negotiation. (Nicholson told ICO that Gareth Jones was an employee of PGSUK when he processed the fake data.)
What SDK would come to realize much later was that the electronic and standard mailing of fake personal data would constitute US mail and wire fraud. Nicholson, Haswell, and PGS HR SVP Terje Bjølseth continued to factually misrepresent events and relate that the SCA was a legally viable instrument. PGS published their 2013 Responsibility Report around April 2014. The 2013 Responsibility Report includes a letter from CEO Reinhardsen filled with known misrepresentations:
Oil and gas remain essential to the security and stability of modern society, both today and tomorrow. Seismic is a small cog in that great machine, but an important one to help identify new resources and monitor efficient production of the resources we already have.
Finding new oil and gas reservoirs is getting tougher as exploration moves deeper, into more remote and often harsher environments. The structures that we seek to image are getting more complex. Projects and planning take longer and are more demanding than before. Each new frontier brings new challenges to our technology as well as our operations. These changes impact safety and security, and require heightened sensitivity to the world around us.
Our theme for this year’s report is ‘Evolution’ – reflecting those changing challenges and tracking our growth as a corporate citizen. In our second report, we have maintained a commitment to transparency with a focus on the organization and systems. We have made progress, but our journey is by no means complete.
Our key achievements since the last report in 2011 include maintaining an outstanding health and safety
record, strengthening our Anti-Corruption program, as well as our risk management process, securing our ISO 14001 environmental management system certification and reducing energy consumption. In December 2013, PGS signed the UN Global Compact – committing to ten principles in the spheres of Human Rights, Labor, Environment and Anti-Corruption. We followed this up with a new PGS human rights policy in 2014. An international corporation like PGS is built of many people across many nations. Our business affects and impacts on even more. If you are one of them, then I would be very interested to hear your views on how we can continue to improve – whether you are a PGS employee, customer, shareholder or another stakeholder.
Jon Erik Reinhardsen
President and CEO
The Norwegian citizens need to demand that their publicly owned corporations are important to a future of growth and opportunity. Norwegian corporations must be managed in accordance to the Norwegian Code of Practice for Corporate Governance. When accused criminals such as PGS Compliance Hotline members Pedersen, Bjølseth and Hitschke are allowed to defraud and defame a whistleblower along with global citizens inside and outside of Norway, futures are being robbed. Pedersen, Bjølseth and Hitschke were promoted for their lies. Pedersen is now PGS CEO and President. Bjølseth retired without incident. Hitschke is now Telenor SVP Compliance. PGS has acknowledged through their sponsored litigation in Thailand that reputation and value has been damaged. However, the PGS Board of Directors and several in upper management would like to blame a whistleblower and put him in a Thai prison all so they will not have to explain how the SCA was formed and what documents support it? Because PGS and Reinhardsen obstruct SDK from the fair legal process, they cannot stop publications that directly or indirectly disparages, is harmful to or damages the reputation or standing of the Company or any of its directors, officers, employees, agents or shareholders. Reinhardsen cannot do his job to the required standard deserved of investors. The same is true with PGS. Confidentiality agreements cannot be used to prevent employees from speaking up about unethical or illegal activities. Publications that expose Norway’s corporate corruption must continue until corrupt leadership is terminated and rightly prosecuted. Corruption must be replaced with professionalism and honor for a shared prosperity.
NOT INVESTIGATING CORRUPTION IS CORRUPTION! CORRUPTION IS A MONEY LOSER FOR EVERYONE EXCEPT THE CORRUPT.
If Norway does not enforce the provisions of the NORWEGIAN CODE OF PRACTICE FOR CORPORATE GOVERNANCE on EQUINOR and TELENOR that are majority state owned, then Norway is poorly serving its public.
Norway allows a privileged corporate and political elite to cooperate and operate outside the bounds of Norwegian law and export corruption to other countries. Norway does not investigate whistleblower claims and facilitates the harsh and abusive retaliation of whistleblowers, contrary to the laws of Norway and other countries.
PGS ASA and Equinor Board of Directors are so corrupt that they can no longer function to protect their reputation and value. PGS ASA contracts are fraudulent and supported by forged and defamatory documents in order to illegally terminate and black list a USA foreign worker whistleblower. PGS ASA conspired with and bribed lawyers from Watson Farley & Williams and Landau Zeffertt & Weir to utter the forged documents. PGS ASA and the bribed lawyers withheld an Occupational Health Nurse report from their victim placing his family’s health and safety in danger. PGS ASA joined the UN Global Compact immediately following breaching most every principle of the UN Global Compact through mobbing, discriminating, defrauding, and defaming a USA citizen and his dependent family members that they were contractually obligated to exercise a Duty of Care. PGS ASA refuses to litigate in England where they have broken a multitude of laws and engaged in human rights abuses. PGS ASA defrauded UK and Norway data protection agencies and UK immigration Border Agency all to AVOID RESPONSIBILITY! SDK can PROVE ALL OF THIS IN EITHER THE UK or NORWAY. But, Norway is perverting the course of justice and allowing a foreign worker crime victim to not find justice. Jon Erik Reinhardsen knows everything printed is true. But, Norway protects this criminal and robs Norwegians and the global community.
PGS ASA has acknowledged that the Company brand and value has diminished since 2013. In September 2018, PGS ASA and former Secretary of PGS ASA UK subsidiary PGS Exploration (UK) Limited, 4 The Heights, Weybridge, England, KT13 0NY, engaged Thailand law firm Duensing – Kippen to file CRIMINAL DEFAMATION charges and civil charges against former employee and whistleblower, USA citizen SDK who was residing in Thailand.
At the time, PGS ASA and SDK were bound by TWO (2) Contracts GOVERNED BY THE LAWS OF ENGLAND. The contracts governed by the laws of England contained Confidentiality terms and conditions which prohibits former employee’s from publishing content that disparages the Company.
SDK first published legally protected public disclosure (whistleblowing) regarding PGS ASA Board of Directors and Executive Management corruption and fraud 3 July 2015. Initial publications were published on the LinkedIN™ Pulse platform. NO LEGAL ACTION FOR CONTRACT BREACH WAS EVER TAKEN AGAINST SDK. PGS ASA management was not responsive to my claims and never even attempted to contact me. SDK actually made efforts to contact PGS ASA Compliance. (Pedersen was General Counsel and Legal Compliance at the time.)
The contracts governed by the laws of England referenced the UK Public Interest Disclosure Act 1998 (PIDA), as well as the UK Data Protection Act 1998 (DPA). PGS ASA NEVER ABIDED BY THE TERMS AND CONDITIONS OF THE CONTRACT. PGS ASA never investigated the whistleblowing charges. Instead, SDK was further defamed and defrauded by PGS ASA. SDK was restricted on LinkedIN™. PGS ASA never had to address allegations of criminal and corrupt Board of Directors and Executive behavior in a court of law.
In August 2016, SDK started NOPGS.COM and published his legal protected public disclosure on this site, free from the censorship of ignorant social media gate-keepers. SDK regarded this litigation as illegal extortion / blackmail. However, SDK capitulated to take NOPGS.COM offline from November – December 2018. NOPGS.COM was stolen and content destroyed in December 2018 through the PGS ASA sponsored litigation by Duensing – Kippen in Thailand.
PGS ASA Board of Directors and Compliance has now referenced SDKs breach of two agreements that he was forced to sign under threat of criminal prosecution in Thailand. PGS ASA has never clarified the status of the two contracts governed by the laws of England. However, SDK believes that PGS ASA does not have the legal authority to take away his legal rights governed by the laws of England, including the right to legally publish protected disclosure. PGS ASA cannot give power of attorney to a Thai law firm to take away his legal rights. Further, gagging clauses or clauses that restrict publication of protected disclosure are not enforceable under the laws of England.
Rune Olav Pedersen, PGS ASA CEO & President was acting General Counsel and Legal Compliance when it was decided to retaliate against a foreign worker, USA citizen, whistleblower and his family. Pedersen is a trained lawyer and knowingly oversaw serious violent crimes to illegally expel whistleblower SDK. These crimes have included defrauding government agencies in Norway, England, and the USA. More recently, PGS ASA has engaged in bribery, extortion, blackmail, and harassment to AVOID THE LEGAL SYSTEMS OF ENGLAND and NORWAY!
The PGS ASA Board of Directors has allowed the value and reputation of the company and many of its employees to be diminished so they will not have to answer serious questions and be held accountable for their many alleged criminal and non-compliant acts of retaliation against a foreign worker USA citizen whistleblower and his Thai family.
The PGS ASA Board of Directors have been able to avoid the defending fraudulent contracts governed by the laws of England and have instead engaged in illegal litigation and blackmail within the Kingdom of Thailand. PGS ASA has NO business subsidiary in the Kingdom of Thailand. The legal actions are a breach of their legal jurisdiction and the terms and conditions of ongoing contracts.
When PGS ASA contractual Confidentiality terms and conditions in place to protect reputation and value become impotent due to Board of Directors corruption, shareholders, the oil and gas industry and its professionals are irreparably damaged and the lives of innocent whistleblowers and their children destroyed. Norway’s system allows violent corporate criminals to be promoted and enriched and not punished. This injustice is repugnant.