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David Nicholson HR Manager at PGS Exploration (UK) Ltd.

The London Employment Law Racket – Part 9

David Nicholson was the fraudster who set it all in motion and was allowed to devalue PGS ASA. Nicholson remains silent because he is a lying criminal cunt who abused his position to retaliate against a victim of PGS ASA crimes and whistleblower.

The Crimes of Petroleum Geo-Services (PGS) CEO Jon Erik Reinhardsen (4-Sep-2016)


Bullying Business Ethics Geo-services harassment Human Resources marine seismic Marine Seismic Market Marine Seismic Operations mobbing UN Global Compact Uncategorized Whistleblower Workplace Bullying, Harassment & Mobbing

What if ActionFraud took Action?

The London Employment Law Racket – Part 8

Petroleum Geo-Services (PGS) CEO Jon Erik Reinhardsen Should Resign (6-Sep-2015)

Taking a man’s livelihood away from him is akin to killing him [07:30 – 08:00] – It’s a serious crime : Excerpt from – HBO Dave Chappelle Unforgiven [Full Show]
Pouring Salt on the Wound: Psychologists Identify the Effects of ‘Institutional Betrayal’


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Corrupt HR and Employment Solicitors should be Jailed

The London Employment Law Racket – Part 7

PGS ASA denied a foreign worker and his family who were victims of crimes due process so that they and other Norwegian companies could continue lying and deceiving the global oil and gas industry. Norway is a principal exporter of corruption that enriches the few at the expense of the many.
PGS ASA was allowed to break the laws of Norway and bribe lawyers to participate in a confidence fraud proffering an illegal termination settlement contract. Under Norway’s Working Environment Act (WEA), Confidentiality clauses that limit an employee’s right to blow the whistle are illegal.
Global legal firm Watson Farley & Williams help corrupt corporations such as PGS ASA and Equinor launder money and dispose of whistleblowers illegally through processing illegal contracts for criminals to avoid accountability. The employment law racket is well-funded by stolen money. Apparently, if you want to make it as an employment law firm in England, you have to accept bribes and harm victims of fraud and abuse. Silenced whistleblowers are defamed and blacklisted. SDK has encountered no principled employment lawyer (solicitor/barrister) interested in justice within England. Are they all owned by corrupt corporations?
This is not the world that SDK believes in. Norway did not only defraud a victim of crimes so that criminal pieces of shit like Rune Olav Pedersen, current PGS ASA CEO and President, and Jon Erik Reinhardsen, former PGS ASA CEO and President, could enrich themselves and stay out of prison, but Norway robbed my children of opportunity through allowing the defrauding, defamation, and employment blacklisting. This does not even include the psychological abuse of the constant lies and denials of wrong doing allowed through their collective silence. Arrogant little Norway allows their executives to cheat the world through finding and bribing corrupt, complicit, and greedy agents around the world.
Norway laws do not apply to their own corporate and political elite. Norway has allowed corrupt PGS ASA to defraud the United Kingdom, United States of America, and Thailand government immigration offices through illegally processing foreign passports that were terminated under false pretenses by the illegal termination settlement contract. Norway also allowed PGS ASA for create and process forged documents to support the illegal basis for termination. Norway is complicit to illegal blacklisting of USA citizen, SDK, from employment in the now very corrupted industry that employs criminal sycophants that protect the corrupt corporatist. Companies are protected by the network of corrupt lawyers enabled by the Norwegian political regime. Companies associated with PGS ASAs collective silence and their not invoking contractual non-disclosure clauses to protect reputations and value says it all.
Norway has allowed corrupt PGS ASA to break data protection laws through the continued processing of false personal data which has been shared globally. Norway has been complicit in allowing PGS ASA to defraud their own Norwegian Data Protection Authority and the UK Information Commissioner’s Office who oversee data protection laws compliance. Norway has allowed PGS ASA to send fraudulent documents outside the EEA in violation of data protection laws. PGS ASA has been allowed to violate US Federal wire and mail fraud laws.
PGS ASA crimes have been exposed for years. However, PGS ASA has been allowed to obstruct and pervert the course of justice through being allowed to ignore Norway whistleblower protection laws. SDK began publishing legally protected content online on the LinkedIn Pulse platform 3 July 2015. PGS ASA could not invoke the contractual Confidentiality terms and conditions prohibiting disparaging PGS ASA and stakeholders because the termination settlement contract was a fraudulent instrument. So, PGS deleted content directed to the Compliance Office through the PGS LinkedIn comment space. Eventually, SDK was restricted from LinkedIn through complaints by the corrupt who were again allowed to avoid legal due process.
PGS ASA has also been allowed by Norway to extort SDK into silence through false criminal defamation claims in Thailand. Again, Norway allowed PGS ASA to force SDK to sign another illegal non-disclosure agreement to silence the truth and allow Norway rampant corruption to pollute the global oil and gas industry. The problem is that SDK knows all of this is illegal! A year ago (February – July 2020), PGS ASA was demanding through emails to the US, that I appear to answer bogus criminal defamation claims in Thailand!
These false claims and threats sent by email are also crimes. However, PGS ASA after terrorizing my Thai relatives with their illegal claims and extortion is again silent. PGS ASA also included the Federal Courts of Harris County in the US state of Texas as a resolution venue for their false criminal defamation claim under Thailand laws. PGS ASA included this venue because my US address whilst working and living abroad was in Harris County, Texas (Houston). SDK has been waiting for PGS ASA and Equinor to show their contracts to a US Federal Court in Texas. Even PGS ASA and Equinor know this would send their Norwegian and US conspirator racketeers to jail.


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London Law Firms Global Corruption Cover-up

The London Employment Law Racket – Part 6

Petroleum Geo-Services (PGS) CEO Jon Erik Reinhardsen Should Resign (6-Sep-2015)

When corrupt firms are caught using illegal / fraudulent non-disclosure agreements, they just ignore it. Corrupt organizations and their paid legal firms pervert the course of justice so that they all can collect the more abundant corrupt money.

Individual Carl Richards was then illegally provided SDK sensitive personal data used in September 2018 by Thailand legal firm Duensing – Kippen to deliver two (2) criminal complaints. PGS Exploration (UK) Limited and Carl Richards BOTH filed criminal defamation complaints against whistleblower, SDK.

Hiring lawyers and litigation is expensive. Corrupt organizations have the money to buy legal protection because they steal money from victims through inside deal making that leave whistleblowers and victims of abuse robbed of justice. Morally debased “professionals” are allowed to ruin lives because ActionFraud (police) are inept at properly handling and punishing white-collar crime that is at the base of all injustice in society.

If those entrusted with upholding the law consistently abuse their authority and break the law, corruption prospers. Every one of the corrupt lawyers and executives mentioned within SDK blog articles have a legal and contractual obligation to protect their own professional reputation as well as the the reputations of the firms they hold agency to. They ignore and run away from this responsibility through the fraudulent and illegal use of non-disclosure agreements. Non-disclosure agreements and contractual Confidentiality terms and conditions are included to protect organization reputation and value. Through conspiracy and fraudulent silence, firms are allowed to ignore upholding the fraudulent instruments they formed to extort money from victims, launder money for their corrupt clients, and embezzle money from their stakeholders.

ActionFraud and the Serious Fraud Office need to wake-up and deal with the rampant corruption. It is not complicated! Investigate reports of fraud and organized crime. Not investigating reports is a gift to the corrupt who prosper on law enforcement white-collar crime negligence. Not investigating whistleblowing -fraud reports creates more crime that hurts victims.


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Why do Firms Help the Corrupt to Further Harm the Abused Whistleblowers?

The London Employment Law Racket – Part 5

PINTEREST: Ben Kelly London DTN Counsel Accused Criminal
Contact London Landau Law
Google: pgs asa ben kelly

DTN General Counsel Ben Counsel is an Accused Criminal who is protected by a corrupt business and legal professional community


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Corrupt PGS Company Secretary Candida Pinto & HR Manager David Nicholson

YOUTUBE: Don’t Fall For Manipulated Google Search Results

The London Employment Law Racket – Part 4

Any questions or comments in respect of the Code of Practice can be submitted to [email protected].
PINTEREST: Landau Law – London, Employment Law
PINTEREST: Landau Law Employment Law for Employees London
PINTEREST: Philip Landau London Lawyer Settlement Contracts

Accused Criminal Former PGS Exploration (UK) Limited Company Secretary Candida Pinto

The unethical and illegal use of non-disclosure agreements (NDAs) to illegally silence then terminate whistleblowers.

Accused Criminal Former PGS ASA HR Manager David Nicholson

Whistleblowing in the workplace: learning points for HR, Part 3 (UK)

LinkedIN – Candida Pinto, LLB, MBA

LinkedIN: David Nicholson, former PGS UK HR Manager

PINTEREST: Ben Kelly London DTN Counsel Accused Criminal

What to do when you spot your employer doing something illegal
Three quarters of whistleblowers ‘retaliated against’ by their employer


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Watson Farley & Williams Pinnacle of Corruption

The London Employment Law Racket – Part 3

Only when there is retaliation for reporting non-compliant or criminal activity does one become a whistleblower. Up until that point, individuals place their trust in the policy and values that the institution promulgates. Employers have a duty of care responsibility to their employees embedded within any signed contract. SDK has been publishing legally protected content online since 3 July 2013. Accused perpetrators of crimes have never explicitly denied nor challenged published allegations of wrong-doing. The effort by the accused institutions has been to silence the accusations rather than address them substantively.

It has been difficult to come to terms with the reality that so many former co-workers and other so-called “professionals” would chose to be criminals to support criminal actors to move-up within such a corporate (criminal) hierarchy. Former co-workers have been allowed to breach the terms and conditions of their employment contracts so that a corrupt and criminal power structure could remain. These dishonorable minions are encouraged and rewarded to lie and mislead stakeholders. And so they are promoted as criminals within a criminal organization whilst all the time pretending to be otherwise. SDK refuses to accept this as a new reality for himself. More importantly, we must not stop fighting for children everywhere who need to believe that being and acting good and kind will reap more benefit than breaking the rules and being cruel through the abuse of positions of power.

If strong victims of crime do not stand-up for themselves and speak truth to power, then they themselves succumb to and allow the very evil inflicted upon them to propagate. Evil recruits the incompetent, morally weak and submissive. Those who truly want to eradicate such evil from our children’s future must be courageous, principled and strong. We must trust that truth and good will always prevail over evil. I have no fear of publishing the truth because I know how scared the oppressors really are. Their collective silence reverberates fear. No one is principled enough to stand-up for themselves. They know how weak and guilty they are because they signed the same policy and allegiance to core values as SDK did.

The pathetic unprofessional and dishonorable know that they have breached their contractual commitments to follow the law and values prescribed within their contractual terms and conditions. (If they don’t, then they are morons.) Membership in professional organizations also prescribe similar professional ethical standards of behavior. However, collectively, these unprofessional have all agreed to protect evil and violence, and thus allow the good and innocent to be tormented. These unprofessional would rather destroy the profession and its professionals that accept their mediocrity in a good and fair system. (SDK refuses to allow pathetic criminal pieces of shit to escape, at the very least, unexposed.) The unprofessional lack values and principles and endeavor to project themselves as something that they are not.

What Are Your Obligations as the Director of a Company?

The unprofessional are deceivers – sheep in wolves clothing – who know that they cannot really “win” as a wolf. Revealed as a wolf, they would be easily “slain”. They would not be followed. A principled evil person would proudly proclaim his/her actions of intention. Sheep do not act on principle. The unprofessional follow and are subservient to evil, because being subservient requires no courage nor conscience. Those who serve evil are protected by that evil. But, when called out, evil leadership demurs. They cannot protect themselves, much less the sheep that follow them. And so the silence by those named within SDK publications continues. Their silence perverts the course of justice and any due retribution for becoming subordinate to the unprincipled and evil deception that defines who they really are – scared minions with no integrity. Criminals on the lam.

In the UK, the Solicitors Regulation Authority requires all regulated legal service firms to appoint Compliance Officers for Legal Practice (COLPs). Despite the COLP requirement, little is actually known about how compliance roles operate within legal service firms. If that’s the situation in the UK, where anti-corruption legislation is advanced and compliance is robust, what can be expected from law firms and lawyers in countries where enforcement and compliance lag far behind?

Clients should require their law firms to have robust compliance programs

In fact, in many cases bystanders may stand to gain more social capital if they lend their support to the narcissist. So it is usually a combination of greed for gain and an instinct for self-preservation that eclipses any ethical or moral considerations in the bystander.

How Narcissists Use DARVO to Escape Accountability

When you have something to say, silence is a lie.

Jordan B. Peterson, 12 Rules for Life: An Antidote to Chaos

I get asked all the time, what’s the single most important thing we can do to combat abuse? And most of the time when people ask that question, they’re thinking policy: What policy provision do we need in place? But the single most important thing you can do [isn’t policy]. It’s to communicate that it matters, because that’s what changes the culture around you. That’s what communicates to predators that they will not be harbored and they won’t be safe. That’s what communicates to the people who would mishandle or cover up allegations of abuse that there will be consequences if they don’t report it properly. And that’s what communicates to survivors that [they’re] going to be heard and listened to, and it’s safe to speak up. If you did not communicate that, you haven’t done the most basic thing you need to start to change the culture around you.

Interview: Rachael Denhollander


Bullying Business Ethics Geo-services harassment Human Resources marine seismic Marine Seismic Market Marine Seismic Operations mobbing UN Global Compact Whistleblower

Watson Farley & Williams Profits from Corruption and Human Rights Abuses

This website and all the publications it hosts, along with website SeismicRiskManagement,com and Pinterest exists because those mentioned within the posts are criminals who want to continue to lie to their investors, competitors. and even their employees. Confidentiality contracts, such as the one SDK signed with PGS ASA, are intended to prohibit disparaging publications. Corrupt lawyer Rune Olav Pedersen, PGS ASA President and CEO, obviously has no integrity nor competence in honoring legal contracts. The exception to prohibitions in publishing disparaging content is whistleblowing. PGS ASA and its co-conspirators, pervert the course of justice by NOT abiding by their contract terms. They allow the reputation and value of their enterprise to be diminished so that evil and corrupt incompetent management and staff can remain in place. It is obscene. Decent and honest professionals should not do business with these corrupt companies that distort the free market and empower the dishonest and evil to shape the industry for their benefit.

The London Employment Law Racket – Part 3

The Watson Farley & Williams racket is to make illegal behavior appear legal – for the right price! Only corrupt moneyed corporations have such money to spend to illegally retaliate against whistleblowers. Corrupt actors misappropriate and steal resources from shareholders, deceive stakeholders, and preserve an incompetent power structure incapable of competing in a fair market. They do everything professional organizations define as unprofessional and unethical.

Data Protection Act 2018

148 Destroying or falsifying information and documents etc.

(1)This section applies where a person—
(a)has been given an information notice requiring the person to provide the Commissioner with information, or
(b)has been given an assessment notice requiring the person to direct the Commissioner to a document, equipment or other material or to assist the Commissioner to view information.
(2)It is an offence for the person—
(a)to destroy or otherwise dispose of, conceal, block or (where relevant) falsify all or part of the information, document, equipment or material, or
(b)to cause or permit the destruction, disposal, concealment, blocking or (where relevant) falsification of all or part of the information, document, equipment or material,
with the intention of preventing the Commissioner from viewing, or being provided with or directed to, all or part of the information, document, equipment or material.
(3)It is a defence for a person charged with an offence under subsection (2) to prove that the destruction, disposal, concealment, blocking or falsification would have occurred in the absence of the person being given the notice.

Corrupt actors cede power that they are not entitled to and protect co-conspirators and facilitators of non-compliant and criminal acts through bribery, embezzlement and money laundering schemes paid for “legal” advice intended to manipulate and obstruct due process.

This definition crystallizes most of the elements of bullying; the frequency of the bullying, the evolving bullying process and the negativity which results. But it does not reference the power imbalance between the bully and the one bullied; nor does it reference those who observe the bullying but do not intervene; the bystanders. For, as every whistleblower knows, it is the bystanders who underwrite bullying.

The Invisible Hand: When the Firm Becomes the Bully


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A Texan’s Run-in with Criminals in Weybridge, England (Republish)

Text first published 4 January 2018. Publication was referenced within PGS ASA sponsored criminal defamation claim against SDK by Thai Legal firm Duensing – Kippen. PGS ASA never claimed a breach in Confidentiality terms and conditions contained within contracts governed by the laws of England. SDK publications are legally protected public disclosure (whistleblowing). PGS ASA sponsored claims are illegal retaliation.

Texas has yet to learn submission to any oppression, come from what source it may.

~ Sam Houston

Well when you’re down on your luck and you ain’t got a buck in London you’re a goner.

~ Gary P. Nunn, London Homesick Blues

I lived and worked in Weybridge, England with my wife and two children from 26 September 2010 until 24 December 2013.  I am a USA citizen and was sponsored to work with PGS Exploration (UK) Limited, 4 The Heights, Brooklands, Weybridge, KT13 0NY (PGSUK), on a Tier 2 visa.  I left Weybridge and my employment after being gang-bullied.  I am now certain that I was also a target in a confidence fraud game involving my former employer, their contracted legal firm, as well the legal advisor whom I engaged.  My Weybridge story is about a foreign worker who blew the whistle on executive non-compliance and corruption.  I mostly wanted the harassment and bullying to end.  At its core, this is a story about lies and betrayal in the workplace.  It is a tragic tale about how easily co-workers will support, directly and indirectly, those with corrupt authoritative power.  The herein mentioned professionals are trained and experienced and knew full well that their actions were evil, non-compliant, and illegal.  Yet, certain employees were allowed to make the collective decision to bypass their company policies and national laws to aid and abet in crimes against a former colleague.  These individuals conspired to carry out actions that they knew would cause me, and also my family, physical, psychological, financial, and professional damage.  They decided to solve the executive corruption problem through bribes, forgeries, and fraud.  They have continued to pervert the course of justice through silence.  A self-entitled corporate executive class has positioned themselves above the law.  They spend other people’s money to protect and promote agents in their syndicate from responsibility.  This must stop and there needs to be a police investigation, accountability, and justice.  Weybridge, and surrounding communities, benefit when all know that no one is above the law.

The first lesson that targets of bullying (and gang-bullying) need to understand is that the human resources (HR) entity within organizations which publishes and distributes company policies and procedures is part of the enterprise hierarchical power structure and not above it.  In other words, if there is corruption and non-compliance, HR is usually an enabler because of their placement and authoritative power within the organization hierarchy.  It is part of the calculus which toxic management understands.  This is why too often targets of bullying find no relief, and often bring more harm to themselves, if they complain about harassment and bullying through HR.  HR is weaponized to protect those in the upper echelons of an organization and not to police them.  In well managed and compliant organizations, HR will follow policy and behave compliantly because top management demands it.  However, harassment and bullying generally do not proliferate within well-managed and compliant organizations.  Further, there is a substantive argument that harassment and bullying are corrupt behaviors in of themselves which negatively impact most every aspect of enterprise performance.  Beyond this, workplace bullying and harassment is often antecedent to more consequential corruption.  Because the misuse of the HR function is essentially sanctioned, targets of abuse can be robbed of income and then maligned in their industry without resources to fight back against such repugnant practices carried out in corrupt organizations.  Justice can only really come from outside the power structure.

Also, one must understand that when they identify workplace bullies or bullying, they are also implicating weakness in the management practices and power structure.  Enterprise culture permeates from the top-down.  The company directors and top management are ultimately responsible for ensuring legal compliance within the work place.  Directors must take reasonable care to support the health and safety of employees and workplace bullying and harassment are identified as significant workplace hazards.  Directors can be held responsible for data protection breaches, defamation, libel and providing misleading information.  The company secretary shares additional responsibilities with the directors (UK Companies Act 2006). If a secretary fails to ensure that the directors are acting properly in the conduct of the business, they could be held personally responsible.  Further, the company secretary can also be subject to criminal proceedings if company funds are misappropriated.  PGSUK is an affiliate of Norwegian based Petroleum Geo-Services ASA (PGS).  The directors of PGSUK are executives of PGS who reside in Norway.  The PGSUK secretaries are UK residents.   Understanding the authoritative power structure in an organization is beneficial when confronting bullying and harassment in the workplace. 

Corruption is like a ball of snow, once it’s set a rolling it must increase. Charles

~ Caleb Colton

The disappearance of a sense of responsibility is the most far-reaching consequence of submission to authority.

~ Stanley Milgram

My employment with PGSUK terminated upon my signing a settlement agreement contract.  Such a settlement agreement contract is a legal instrument supported by HR records.  Settlement agreement contracts are very binding and require those offered such contracts to enlist legal advisors.  However, in October 2014, months after having left England, citing the UK Data Protection Act 1998 (SAR), I submitted a subject access request (SAR) to my former employer, PGSUK.  What I discovered was that false instruments supporting a false narrative resided within my personnel file.  These were not disagreements of opinion, but documents citing events that never occurred and excluding events which did.  This is a DPA violation.  I was told that the PGSUK data processors (in HR) who were: David Nicholson, PGSUK HR Manager; Laura Haswell, PGSUK HR Staff; Anne Stokle, PGSUK HR Staff; Gareth Jones, HR Staff and Simon Cather, Marine Contract President – Africa.  Nicholson was resolute about retaining these knowingly false – inaccurate – records and to continue processing them and even sent me a threatening letter telling me to stop my interrogatory. 

I also went round-and-round with the Information Commissioner’s Office staff who oversee DPA compliance sharing with them e-mail evidence proving the PGSUK records being processed were false and inaccurate.  The problem was the fact that I separated with a settlement agreement contract which was approved by a legal advisor who should have recognized that the instruments being processed were bogus and inaccurate.  At the time, I did not really understand the depth and cooperation of the conspiracy behind my termination.  I had thought that a spiteful HR manager, David Nicholson, had created these records after my termination.  However, the dates indicated that this data was processed in forming my settlement agreement contract.  The other error I made was that I did not think one’s legal advisor influenced the data being processed so much.  But, in fact, their role is pivotal.  Therefore, my legal advisor had to have been complicit in both creating the false instruments and processing them to affect the terms of the settlement contract.  Because of this, ICO could not challenge the records or investigate PGSUK.  However, this impediment toward truth and justice did not change the fact that the records were illegal.  I had lived the truth and was not going to concede it to corrupt people and practices.

Arriving to the realization that several corrupt and corrupted individuals were involved in executing my settlement agreement contract supported by knowingly non-compliant illegal records in many ways clarified past events.  I did not arrive to my current understanding of events quickly.  I have ventured in one-step at a time.  I have been publicly exposing PGS/PGSUK corruption since my blog post on LinkedIn™, 3 July 2015, An American, the UK Data Protection Act, Petroleum Geo-Services (PGS) and the Tyranny of “Accurate Data” (3-Jul-2015).  In the 20 September 2015, Petroleum Geo-Services (PGS) CEO Jon Erik Reinhardsen Should Resign 2 (20-Sep-2015), evidence is shared to show that the contents held within my personnel file is not accurate.  On 24 May 2016 I published, The Petroleum Geo-Services (PGS) Ambush Meeting and the Definition of Fraud (24-May-2016), following my contact with PGS compliance hotline, Rune Olav Pedersen, PGS General Counsel and Terje Bjølseth, SVP HR.  My request has been simple: authenticate the records held within my personnel file.  Similarly, I recently published correspondence between myself and my legal advisor (team), Philip Landau and Holly Rushton, in the blog post, The Crimes of @PhilipLandau #London #EmploymentLaw #Solicitor and Petroleum Geo-Services #PGS #CEO #Pedersen (30-Dec-2017).  Landau and Rushton, my legal advisors, will not explain how forged documents were used to process the settlement contract agreement which they advised on.  It is clear that there is a conspiracy and cover-up here.  Links to additional blog articles can be reached at, [ was stolen and illegally destroyed through PGS ASA sponsored litigation in Thailand, December 2018. Content moved/re-published to]

If you prosecute a CEO or other senior executive and send him or her to jail for committing a crime, the deterrent effect in my view vastly outweighs even the best compliance program you can put in place.

~ Jed S. Rakoff

Psychopaths are social predators, and like all predators, they are looking for feeding grounds. Wherever you get power, prestige and money, you will find them.

~ Robert D. Hare

Through the period of writing my blog articles responses (silence) from those whom I have exposed have been gauged.  During this time, I have developed a better understanding of what took place.  I know that the final outcome was illegal (forged documents).  Therefore, stepping back and rethinking the events which preceded the settlement contract agreement being proffered in the first place needs to be explored.  The reason that the outcome needed to be illegally altered must be a product of why the settlement agreement contract was proffered in the first place.  I had submitted a formal workplace grievance implicating three principals, my boss, Edward von Abendorff, VP Contract Sales – Africa, his boss, Simon Cather, President Marine Contract – Africa, and David Nicholson, HR Manager, in non-compliant workplace practices that transgressed PGSUK policy and UK employment law.  These actions included defamatory – untrue and harmful – statements and documents intended to impugn and damage me professionally and personally.  Central to this grievance was the abuse of position and misuse of the internal performance management system to demote and terminate me from employment. 

My grievance was researched and confronted these false claims which aligned to tactics used in workplace gang-bullying.  My grievance cited events and data from the work group, referenced PGSUK policy handbook, UK employment law, and literature to demonstrate that I was being harassed and bullied in the workplace.  I believed that PGSUK was in breach of contract in PGSUKs duty of care responsibility in creating a hostile and health-harming workplace environment (health and safety), as well as breach of trust and confidence because principals were departing from policy on multiple levels.  The submission of a formal grievance was prompted by two key events.  The first event was an ambush meeting.  Following this meeting, I requested minutes of the meeting, how the meeting aligned with policy, and informed Nicholson that I wanted to file a grievance.  I was denied all of these requests.  I needed something in writing.  Eventually, Nicholson prepared a letter which covered main points of the ambush meeting.  However, instead of responding to me initial queries, Nicholson added a subject line, Investigation into possible implementation of a performance improvement plan (PIP).

Within the ambush letter, a meeting to discuss the highlighted points was scheduled for 11 September 2013.  This is a very important date in the chain of events leading to my eventual termination from employment.  Mainly, it is important to note that the 11 September 2013 meeting never occurred.  It was rescheduled for 20 September 2013.  Also important to note is that the majority of actions and behaviors referenced within my formal grievance predated 11 September 2013.  The ambush meeting happened in June 2013, and the ambush letter was delivered in July.  In between those two dates, PGSUK had submitted documentation to renew my Tier 2 visa.  This is another key point.  Both the ambush meeting and ambush letter presented defamatory and denigrating content impugning my job performance.  Essentially, I was being told that I was incompetent.  However, these sentiments were not presented to UK Border Agency, an official UK government agency which issued my Tier 2 visa based on the professional shortage occupation list requested by PGSUK so that I could continue working in Weybridge.  This is why I noted that Candida Pinto resigned as PGSUK secretary 13 September 2013 and Carl Richards, PGSUK Head of Legal took over in that role.  So, who would be responsible for the PGSUK actions pre-dating 13 September 2013 in terms of complying with PGSUK policy and UK law?  I never received any content regarding an investigation into implementing a PIP.  I responded to this ambush letter in the form of my written grievance, 20 September 2013.  However, lying to UK Border Agency as a means to employ someone on false pretenses is not appropriate and can be illegal.

Most of the evil of the world comes about not out of evil motives, but somebody saying ‘get with the program, be a team player;’ this is what we saw at Enron, this is what we saw in the Nixon administration with their scandal.

~ Philip Zimbardo

Good manners are cost effective. They not only increase the quality of life in the workplace, they contribute to employee morale, embellish the company image, and play a major role in generating profit.

~ Letitia Baldrige

The objective of gang-bullying is to oust the target from employment.  Had I endured such workplace conditions in the USA, I likely would have quit and moved on sooner and not raised a grievance.  The grievance cited my nationality as factor elevating the abusive workplace bullying behaviors to be harassment.    My family was in a foreign country on visas sponsored by PGSUK so that I could work in their offices.  It would not have been easy or cheap – or even legal – to just quit and leave.  I was working on an employment contract.  All parties had invested a lot for my family to be living in Weybridge.  My Thai wife did not really like Weybridge weather, but did enjoy trips into London and also found a spiritual community at the Thai Buddhist temple in Wimbledon.  Our family would take trips to Wimbledon several weekends while living in England.  My children attended Manby Lodge and then moved to Saint James C of E primary school.  The teachers and administration were professional, attentive and caring to our daughters.  I was very grateful of this.  We all enjoyed taking the train and seeing the sites in England that we journeyed to from Weybridge.  So, my children especially have fond memories of our time living in Weybridge.  I want to make it clear that it was a few bad apples within my workplace which displaced my fonder memories of living in England.  Unfortunately, however, it was not only PGSUK professionals who behaved corruptly.  PGSUK influence through misappropriated resources and lies infected others, as well. 

On 20 September 2013, I delivered my formal grievance personally and through e-mail.  The attendees of that meeting were me, my requested co-worker witness, John Barnard, Abendorff, and the meeting host, Nicholson.  These individuals also were sent a copy by e-mail, as were Cather, his boss, Per Arild Reksnes, EVP Marine Contract; Terje Bjøseth, SVP HR, who Nicholson reported to, and John Greenway, SVP Marine Contract.  Greenway often attended our groups planning and strategy meetings via phone conference from Lysaker, Norway and so I thought his impression and comments would be important and useful.  Barnard had been privy to the several e-mails regarding the original 11 September 2013 meeting and rescheduling, as well.  Barnard was the only one beyond me, and the principal three cited in the grievance, that was in the loop.  I recall Abendorff’s surprise when he first read the grievance and learned that Nicholson and Cather were also named.  I think that the three had prepared for me to complain about only Abendorff.  This would have allowed them to contain and control things even easier.  Now, Norway executives were brought into the resolving the matter. 

A grievance hearing meeting was scheduled for 14 October 2014, a Monday.  On 10 October 2014, Nicholson called me down to his office and offered me a settlement contract agreement to end my employment with PGSUK and forego the grievance hearing.  I rejected the offer.  However, I was made aware that I would require a legal advisor if I did accept a settlement agreement offer to end my employment.  I was reading and came upon an article by Philip Landau and completed an online query prior to 14 October 2014.  I have written about my initial encounter with Landau within the recent blog article, The Crimes of @PhilipLandau #London #EmploymentLaw #Solicitor and Petroleum Geo-Services #PGS #CEO #Pedersen (30-Dec-2017).  Within this article e-mail communications between Landau and his associate, Holly Rushton, and I are shared to show that Landau had been provided with accurate information that contradicts the contents held within my personnel file.  Therefore, I have concluded that Landau and Rushton were not my advocates, but rather were compromised and knowingly forwarded forged documents to advance an illegal settlement contract agreement.  This settlement contract benefited the corrupt interests of the named bullies, as well as the directors/secretary of PGSUK.  These actions allowed corrupt PGSUK agents to escape accountability for overseeing a health harming workplace and breaching several PGSUK policies and even UK employment laws.  Further, PGSUK also enlisted the services of Watson, Farley, & Williams, employment solicitor, Rhodri Thomas, to help facilitate this confidence fraud. 

The trouble with lying and deceiving is that their efficiency depends entirely upon a clear notion of the truth that the liar and deceiver wishes to hide.

~ Hannah Arendt

In any society, fanatics who hate don’t hate only me – they hate you, too. They hate everybody.

~ Elie Wiesel

The creation and processing of forged / false instruments required that usual steps of due diligence and prescribed processing procedures were intentionally neglected.  None of the relevant documents were countersigned by me.  Many were not signed at all.  None of the relevant documents were signed by my boss, Abendorff.  There were no supporting documents to back-up the content.  Mostly, it seems they were authored by Nicholson.  These documents would probably not reach a legal standard for use in a court of law, which is the standard for HR records.  Stokle had arranged the appointments between me and the occupational health nurse, which happened while the negotiations were underway.  However, the generated final report was kept from me and was also not preserved within my personnel files.  Haswell and Jones were discussing moving arrangements for me to move back to the USA while the negotiations were in progress.  Similarly, Thomas, of Watson, Farley and Williams, did not check with individual’s who had processed my Tier 2 visa and note the performance based settlement did not coincide with a SOL Tier 2 visa requirement.  Landau and Rushton did not even address my many queries on these topics.   Everyone except me was seasoned and knowledgeable of the legal standards for legitimate personnel actions, but they instead followed the criminal lead.  And this is why I was their target in the confidence fraud game.  

Substantial weight is placed on my signing the settlement agreement contract.  However, my signing the settlement agreement is a product of multiple misrepresentations and the withholding of information.  There was a calculated effort to defraud me that all of the fore mentioned legal and HR “professionals” fully understood.   Further, my assignment was in contract sales, and so those above me in the hierarchy understood the law of contract.  Everyone who was directly involved in my ordeal knew exactly what they were doing was immoral and illegal.  Now, they all have a vested interest in maintaining the false narrative.  In one of my more recent blog articles, Petroleum Geo-Services #PGS #CEO #Pedersen and the Management of Gang Rape (28-Oct-2017), I liken these events to being the victim of gang-violence, where the guilt of everyone is known, but the rapists cooperate to keep the truth hidden.  The impact of workplace mobbing on targets is documented to be devastating on multiple levels.  The health harming aspects of workplace bullying was a point emphasized within my grievance document, which by the way, is also not preserved within my personnel record file.  This is without the extra seasoning of crimes perpetrated on a target already dealing with living in a foreign country.  What PGSUK/PGS corrupt agents have done is not inconsequential.  The silence hides the seriousness of their crimes.  What PGS/PGSUK constructed was a completely false claim to replace a more serious claim where directors and executives would be held accountable.  Since my termination, many of the key actors have been promoted.  No negative repercussions, beyond my blog post articles, for their robbery and assault of me and my family. 

In a legal organization, thorough investigations would be carried out to determine if best practices, internal policies, and local laws were adhered to in forming a conclusion.  At PGS/PGSUK no investigations and bogus conclusions are composed to form a false narrative.  In a legal organization employees who departed from such practices demanded in their professional capacities would be reprimanded and possibly disciplined.  Many of the described corrupt actions could warrant summary dismissal.  That is not how things work at PGS/PGSUK.  Within this organization, such violations are rewarded.  Be a crooked general counsel lawyer overseeing legal compliance and screw up a simple settlement contract agreement and one can expect to become CEO!  Others may be lauded within the Company’s responsibility report.  Others will receive promotions and likely stellar recommendations so they may further their careers.  Honest whistle blowers will have their careers halted and be blacklisted robbing them of income and opportunity. This is not the way it is supposed to work.  Maybe many in the communities around Weybridge are capable and looking for an opportunity in an HR, legal, geo-science or IT field.  However, the position they seek is filled by a criminal!  Help me in demanding a full external investigation of PGSUK.  It will improve the neighborhood.  If you are or know a legal advisor who can remedy this situation, please e-mail: [email protected]

Cruelty is all out of ignorance. If you knew what was in store for you, you wouldn’t hurt anybody, because whatever you do comes back much more forceful than you send it out.

~ Willie Nelson

“Truth” in Texas is topic sensitive. If you’re doing a business deal, a true Texan always stands by his word. There is nothing more sacred to Texans than their word, and they will do anything in their power to meet their obligations. But when it comes to tellin’ stories, the whole truth thing blurs quite a bit.

~ Jim Gramon
Petroleum Geo-Services (PGS) CEO Jon Erik Reinhardsen Should Resign (6-Sep-2015)


Bullying Business Ethics Geo-services harassment Human Resources marine seismic Marine Seismic Market Marine Seismic Operations mobbing UN Global Compact Uncategorized Whistleblower Workplace Bullying, Harassment & Mobbing

Watson Farley & Williams’ Neeta Aulak

The London Employment Law Racket – Part 2

PGS ASA CEO & President, as well as former PGS ASA General Counsel, Rune Olav Pedersen, does not consider any of the several images and blog articles posted online since 3 July 2015 disparaging or a breach of the Confidentiality terms and conditions of PGS ASA employment contracts GOVERNED BY THE LAWS of ENGLAND. PGS ASA enlists Global legal firm Watson Farley & Williams to advise them on their employment contracts. Both PGS ASA and Watson Farley & Williams QUIETLY LOVE THESE PUBLICATIONS. How else could they remain published?

HR Is Not Your Friend. Before You Complain At Work, Watch This…

Neeta Aulak is a disgrace to the legal profession and should be investigated for multiple crimes. This employment law racket hurts the honest hard working professional and protects the corrupt and evil corporate elite and their minions. Aulak has a contract that allows her to sue the author, SDK. The problem is that the contract is fraudulent, just like Neeta Aulak “compliance.”

In London, employee’s who are proffered a settlement contract to end their employment are required to seek the advice of a solicitor/lawyer.

This requirement for solicitor advice to accept a settlement offer makes termination by settlement contract an inside game for lawyers. Corporations obviously have an advantage of the purse. Unscrupulous lawyers/solicitors will put on their show understanding always where the money comes from. The most lucrative market is to favor the party that controls the money. This is the racket. It is the perfect recipe for bribery, fraud, and embezzlement to intimidate the hapless employee into accepting terms and conditions that favor the corrupt moneyed corporation. Law firms protect corrupt management and dispose of harassed and abused employees through manipulating the fair and legal processes and raking-in the cash. Corrupt global law firm Watson Farley & Williams is at the pinnacle of this corruption.

This website can only exists because Watson Farley & Williams got caught. Still, Watson Farley & Williams continue to pervert the course of justice and lie with impunity due to a dysfunctional compliance and police system that seems impotent against white collar corporate crime. Watson Farley & Williams’ fraudulent contracts with their confidentiality terms and conditions are never invoked because all lawyers involved know these instruments are to intimidate the abused into silence. They are worthless in a just court room. Neeta Aulak knows this better than most lawyers of “compliance.”