Skip to the content
PGS ASA, Watson Farley & Williams and Landau Law have Engaged in Multiple Criminal Acts Against USA Citizens under their Duty of Care to Escape Responsibility for an Unsafe and Illegal Work Environment.
PGS ASA Paid Bribes to Lawyers, Human Resources Professionals, and Pertinent Employee’s who participated in the voilent workplace harassment and discrimination to escape the English Justice system and send their victim to the US with false/illegal personnel records intended to illegally professionally blacklist a whistleblower from future employment in the industry.
Unfortunately and remarkably, the geophysics profession has become debased by un-professionals who benefit from breaching their employment contracts through embracing unethical business practices which violate policy, Core Values, and the Code of Conduct in order to protect criminals presiding over unsafe and violent workplace conditions. “Professional” organizations such as the Society of Exploration Geophysicists (SEG) and the European Association of Geoscientists and Engineers (EAGE) have also placed fees for membership and convention booths above the integrity and future of the profession and professionals, which is their fundamental purpose.
In the UK employees must receive legal advise for termination settlement contracts to be valid. In the UK, termination settlement contracts that restrict an employee’s right to whistleblow are illegal – unenforceable. SDK paid Landau Zeffertt & Weir Solitors [principal Philip Landau, now with Landau Law] to advise on the grievance procedure which SDK had initiated with his employer, PGS Exploration (UK) Limited, 4 The Heights, Weybridge, England, KT13 0NY. The grievance met the standard of legally protected disclosure, or whistleblowing.
Landau recommended an illegal settlement contract. In other words, SDK never received LEGAL advise, but was instead targeted in a confidence fraud by Landau and associate employment solicitor, Holly Hobson (formally Rushton). SDK communications with Landau and Hobson show that they ignored the grievance documents contents and instead assisted PGS Exploration (UK) Limited defrauding and professional blacklisting through uttering defamatory forged records to support a performance based termination settlement contract.
Watson Farley & Williams had also advised PGS Exploration (UK) Limited and SDK through the Tier 2 work permit application process. This application process was successful and PGS Exploration (UK) Limited moved SDK and his USA-Thai citizen family members from Malaysia to England. The Tier 2 visa application process was successfully repeated in July 2013 when PGS Exploration (UK) Limited renewed their sponsorship of SDK and his dependent family members so all could legally remain in England as a family.
The grievance document delivered to PGS ASA management in Norway claimed violations in the UK Health and Safety Act 1974 and the UK Equality Act 2010. The grievance documented egregious violations in the PGS ASA Code of Conduct and Core Values. The grievance document cited defamatory and unsubstantiated personnel file records that did not adhere to the documented performance management system PGS claimed to follow. SDK was being bullied and harassed in the workplace and he wanted the abuse to stop. The distressing workplace conditions were impacting the health and well-being of he and his family who were owed a duty of care.
The grievance documented specifically accused three individual perpetrators: SDKs immediate supervisor, Edward von Abendorff, his superior, Simon Cather, and the Human Resources Manager, David Nicholson, of illegal practices and breaches in policy. In spite of this, Nicholson continued to be allowed to threaten and obstruct proceeding through the legal grievance process. Nicholson was allowed to proffer an illegal termination settlement contract prior to proceeding to the next step in the documented grievance procedure.
Following Nicholson’s illegal proffering of the termination settlement contract obstructing SDKs legal and contractual right to proceed through the grievance process, SDK contacted Philip Landau, whom he discovered through a published article. SDK did not accept the termination settlement contract at first offer and attended the grievance hearing chaired by Per Arild Reksnes (Cather’s superior) and Terje Bjolseth (Nicholson’s superior). SDKs co-worker and resident of England agreed to be SDKs witness during the proceeding. Landau was made aware of all of these facts.
Employees of PGS Exploration (UK) Limited all had to read and sign confirmation of understanding the PGS UK Personnel Handbook which, among other things, documented the grievance procedure. However, John Barnard witnessed these procedures not being followed and participated in the confidence fraud instead, along with Landau and Hobson (Rushton). SDK is a USA citizen and PGS intentionally obstructed his right to have his legitimate grievances addressed. PGS bribed global legal firms Watson Farley & Williams and LZW Solicitors along with PGS SDK co-workers and HR personnel to cooperate in the illegal termination of a foreign worker whistleblower.
PGS Exploration (UK) Limited employed global legal firm Watson Farley & Williams to negotiate the illegal termination settlement contract. Watson Farley & Williams Solicitor Rhodri Thomas participated in the gaslighting and confidence fraud of USA citizen, SDK whom PGS Exploration (UK) Limited sponsored on a Tier 2 visa, along with his dependent family members who were allowed to legally live in England, as well. The gaslighting forced false choices. SDK had to plan his move to the USA rather than resolve the harassment and discrimination issues brought-up within the SDK delivered grievance.
Landau and Hobson allowed PGS human resources to communicate from England to the US, in violation of Data Protection Principles about the terms of the illegal termination settlement contract before it was signed. SDK had to plan his move with his family from Weybridge to Houston to the point that it would have been financially and logistically irreversible. Further, the only thing keeping SDK in England was the PGS sponsored job. Why would anyone want to stay where they were being harassed and discriminated against? The financial liability for discrimination and harassment claims are unbounded, unlike an illegal termination settlement contract based on poor performance (supported by forged false records).
PGS was sponsoring US citizen SDK on a Tier 2 Special Occupation List visa at the time. PGS and Watson Farley & Williams used one set of data for the visa application process and another for the termination settlement contract, thus defrauding UK Border Agency, USA Immigration and Thai Immigration and misusing personal data/passports. The objective of the fraudsters was to limit SDKs choices and force him to accept an option that would not allow him legal due process within the English system of justice. Two days before signing the illegal instrument Landau “advised” on, SDK considered rejecting the settlement agreement and moving forward to tribunal. However, PGS has never issued a legally required response to the grievance. Yet, such a forged response exists with SDKs PGS personnel file?
The confidence fraud was the epitome of discrimination where PGS did not consider USA citizenship legally on the one hand, but could have never succeeded in their fraud without their victim being a foreignor who would be forced to leave the England and then be unable to get justice. PGS bribed lawyers to obstruct legal due process.
PGS, Watson Farley & Williams, and Landau-Hobson ignored health and safety laws and all contributed to endangering the well-being of SDK and his family. The fraudsters ignored the many claims of unsafe and unhealthy work conditions made within the grievance document. The PGS, Watson Farley & Williams, and Landau-Hobson fraud also withheld from consideration an occupational health nurse report which substantiated the claims made within the grievance. Breaching health and safety regulations is also a criminal offence. Companies have a common law duty to ensure the working environment is safe for employees. Employers who do not provide such a work environment can face consequences, including fines or prison sentences.