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Philip Landau was hired to represent my interests while he was with Landau, Zeffertt, and Weir Solicitors (LZW) in October 2013.

I am a US citizen who was sponsored by PGS Exploration UK Limited, 4 The Heights, Brooklands, Weybridge, KT13 0NY on a Tier 2 visa.

On 20 September 2013 I initiated the company grievance procedure complaining of being a target of workplace bullying, harassment, discrimination, and defamation. A grievance hearing was scheduled for 14 October 2013, however, one of the accused bullies, the HR Manager, proffered me a settlement contract agreement to end the grievance procedure on 10 October 2013. I declined the offer and sought legal advice. I read an online article by Philip Landau and contacted him 11 October 2014 and provided him with a redacted copy of the grievance.

Philip Landau was Provided with a Copy of the 20 September 2013 grievance document, UK Company Personnel Handbook, and Copy of Company Core Values Prior to Settlement Contract Agreement Negotiations on my Behalf

Landau Law (London, UK Employment Solicitors) website Stress at Work

UK Company Personnel Handbook – Stress at Work Policy

Excerpts from 20 September 2013 Grievance Emphasizing “Stress”:

Norway / UK Company Core Values

Occupational Health Nurse Employee Evaluation Report – This Report was Withheld from the Employee During Settlement Contract Agreement Negotiations

DEMAND UK, NORWAY, USA LAW ENFORCEMENT INVESTIGATION

I believe that the HR personal data processors for the UK affiliate of a Norwegian geo-services company continue to process/utter non-compliant defamatory forged instruments. I also believe this was done to illegally blacklist a whistleblower. HR1 and HR2 worked in the UK HR office. HR3 worked at the USA affiliate of the Norwegian geo-services company in 2013 & 2014. C/should HR3 have legally been provided with personal data for a UK employee/Tier 2 visa holder? HR Manager in 2014 stated (Information Commissioner’s Office/ICO) HR3 was a UK company personal data processor. However, what if the personal data is inaccurate defamatory non-compliant forged documents? What if HR3 was a USA affiliate personal data processor? DPA Principle 8 would be violated, wouldn’t it? No clear answers have been provided.

Current CEO & President of Norwegian geo-services Company and Director of UK Affiliate. Also was former general counsel and legal compliance (2013) at time of key events.

CFO & EVP of Norwegian geo-services company
and Director of UK affiliate company, 2013-present

Chief Accountant of Norwegian geo-services company and Director of UK affiliate company, 2013-present

SVP Global Human Resources of Norwegian geo-gervices company who I believe denied me a fair and legal grievance process. Instead, he protected his abusive and corrupt subordinate, HRM, from accountability for misconduct/harassment and misuse of the performance management system. He signed and processed a forged document (Memo) to support a false narrative as an illegal basis for a defamatory performance based termination, thus defrauding me and my family. This processing also defrauded the UK Border Agency. If the documents and basis for termination were true, then the UK affiliate would have been illegally sponsoring a poor performer and displacing settled UK/EEA worker. By uttering the forged documents, he has also misrepresented this data to the UK Information Commissioner’s Office (ICO) and Norwegian Data Protection Authority (DPA) as true and accurate. He uttered defamatory forged instruments outside the EEA/UK and shared with the US data processor (to confirm), also in violation of DPA. If HR3 is actually UK data processor, this was misrepresentation to both US/UK immigration.

Former Employee Representative board of directors member (EBD) of Norwegian geo-services company I do not believe fulfilled fiduciary duties and responsibilities under the Norwegian Corporate Governance Code of Practice. Evidence suggests that EBD conspired with the compliance team members to cover-up non-compliant/illegal behaviors. The EBD was copied on substantive e-mails sent to to the Norwegian geo-services Company compliance team that were never answered. Thus, EBD perverted the course of justice in allowing the continuation of abuse and blacklisting to damage the whistleblower’s professional reputation and also place the health and safety his family in danger. EBD is not a model for female executive leadership, but a co-conspirator in non-compliant and criminal activity.


EVP of Norwegian geo-gervices company was superior of subordinate accused of misconduct and non-compliant behavior within a presented grievance document. This EVP protected his abusive and corrupt subordinate, SS, from accountability for misconduct/harassment and misuse of the performance management system. He signed and processed a forged document (Memo) to support a false narrative as an illegal basis for a defamatory performance based termination, thus defrauding me and my family. This processing also defrauded the UK Border Agency. If the documents and basis for termination were true, then the UK affiliate would have been illegally sponsoring a poor performer and displacing settled UK/EEA worker. By uttering the forged documents, he has also misrepresented this data to the UK Information Commissioner’s Office (ICO) and Norwegian Data Protection Authority (DPA) as true and accurate. He uttered defamatory forged instruments outside the EEA/UK and shared with the US data processor (to confirm), also in violation of DPA. If HR3 is actually UK data processor, this was misrepresentation to both US/UK immigration.

Secretary and lawyer with UK Company affiliate when grievance was presented. This secretary was in the forefront of involvement in proffering and managing the legal processes for what I allege is a fraudulent settlement contract agreement which terminated my employment. This settlement contract agreement purposefully denied me my rights under UK employment law and contract to proceed through the legal grievance procedures outlined within the UK company personnel handbook. Forged documents were created and uttered to support a performance based termination, thus defrauding the UK Border Agency through illegally sponsoring a poor performer and displacing settled EEA workers.

Former CEO & President of Norwegian geo-services Company and Director of UK affiliate company in 2013.

The UK affiliate company has removed the Occupational Health Nurse Report from my Personnel File, as noted in correspondence to UK affiliate HR personal data processors in late 2014 when they processed a subject access request (SAR) citing the Data Protection Act 1998 (DPA).


The UK affiliate still does not address the propriety, legality or compliance issues around the 13 June 2013 Ambush Meeting. I have challenged the processes and also state that I do not have documented performance issues. If I did, how could I qualify for the Tier 2 shortage occupation list position? The 13 June 2013 Ambush Meeting minutes were never provided to ME. I wanted firm documentation to reference. The UK affiliate company authored the 24 July 2013 Ambush Letter. My presented 20 September 2013 formal grievance was my entitled response.

The OHN Report was received through issuing an Subject Access Request to the OHN. The report was never provided to me nor discussed during negotiations . It again confirms that there was an unscheduled meeting 13 Jun 2013 (i.e., Ambush Meeting). The grievance was not against my boss so much as challenging the propriety of the 13 June 2013 meeting and for my immediate supervisor to provide evidence to support the assertions made during the meeting. The meeting was hosted by the HR Manager and the boss of my boss also attended. My issues was with all three of them with respect to the meeting and performance management discussions, which I believed were unfounded (as the 20 September 2013 grievance discussed).
The Human Resource Manager never delivered this OHN report and instead withheld this report from me during negotiations. I could have made the GP appointment, but there was a rush to have me sign the settlement agreement contract. I was on garden leave from 5-31 December 2013 near the offices of the UK affiliate company and could have easily made the appointment. My solicitor, Philip Landau was complicit in the withholding of this important OHN health report.