First Hawaiian Bank Application Process . End Discrimination in Hawaii . Live Aloha

FHB Seeks to Interview Scott Goold

Employee has a flaw, not a perfect human being. Does the employee disclose the imperfection now or later in the application process? Will the employer DQ a flawed worker? Or if the employee waits, will the employer be angry with the candidate for not disclosing the issue sooner? How does a potential candidate know?

Scott Goold had been fired traumatically by Hawaiian Electric Co. (HECO). If FHB has a similar policy, they will reject a medical cannabis patient. It takes Scott at least 30+ days to clear his system of THC-COOH, which is the biolgical byproduct from using medical cannabis. Even if Scott stops medicating immediately, he will fail a pre-employment drug screen at minimum for a 30+ day period. What does Scott do?

And if Scott asks, the fact he uses medical cannabis, claims a disabiity, may be sufficient for FHB to reject his candidacy. Sensitive position. Regarding gay behavior, President Bill Clinton developed a "Don't Ask; Don't Tell" policy.

Sooner or later, if Scott wants the job, he'll have to tell.

Safety-Sensitive vs. Non-Safety Sensitive Employees

Scott is a non-safety-sensitive (NSS) employee — sits at a desk, back room, no dangerous tasks. Many companies do not object NSS employees being prescribed medical cannabis. Safety-senstive positions like truck drivers, employees who work with flammable materials, fire arms or dangerous chemicals are restricted. No question. Gray area for an employee like Scott.

Sooner or later, if Scott wants the job, he'll have to ask.

Narcotic medications, such as opioids, are also more accepted than medical cannabis. Asians, in particular, express extreme opposition to cannabis — prescribed, legal or not.

Scott wants this job. Change to an opioid? Risk addiction or side-effects? Is he safe to ask Kathy Oyadomari for claritication? Remember, Scott asked HECO HR agent Liz Deer. She told him that he would be fine. HECO HR director Shana Buco led Scott to believe he would be fine. Can he trust Asian women after the HECO experience?

Critical First Impressions

Insecure and defensively, Scott Goold has an initial conversation with FHB Kathy Oyadomari, FHB's technical recruiter. If Scott pisses her off, he loses the job:

On Jul 13, 2021, at 6:39 PM, Kathy Oyadomari wrote:

Hi Scott,

Thank you for your interest in employment at First Hawaiian Bank. We received your application for the Database Administrator II. I was contacting you to coordinate a phone interview for the position. Please respond to this email or return my call at 525-8192.

Thank you,

Kathy

Kathy Oyadomari | Technical Recruiter
999 Bishop Street, Honolulu, HI 96813 P (808)525-8192 |
F (808)525-5798 | koyadomari@fhb.com

-----Original Message-----
From: Scott Goold
Sent: Tuesday, July 13, 2021 11:49 PM
To: Kathy Oyadomari

Subject: EXT: Re: First Hawaiian Bank - Database Administrator II

*** This message originated outside of First Hawaiian Bank’s email system. Please verify the sender before opening attachments, clicking on links, or providing information. For suspicious email please contact Information Security. ***

Aloha e Kathy,
Appreciate hearing from you. I suffer some injuries and have a minor disability getting around (mobility issue). Doesn’t impact or negatively effect work performance; no accommodation requested. My doctors prescribe opioid pain relievers or medical cannabis sometimes in the evening to reduce pain so I can sleep. Never medicate before or during work hours. What is FHB’s policy on medical cannabis?

Thank you for getting back to me!
Scott

After a couple back & forth emails, FHB Kathy Oyadomari denies Scott Goold's request.

Hi Scott,

It would be good to review the Database Administrator II job posting in order to have a better idea of what the job requires.
[The Job Post does not discuss Scott's medical or disability issue.]

FHB treats its employment policies as confidential within the bank and generally does not provide such policies to candidates prior to hire.
[Kathy Oyadomari refused to provide Scott Goold medical information related to his disability. How does this employee decide how to proceed?]

If you should be a successful candidate and hired by FHB, FHB provides reasonable accommodations to employees with disabilities, provided the accommodations do not impose an undue hardship.

Scott Goold was the "successful candidate with HECO. HR staff Liz Deer and Shana Buco led him to believe the company would provide "reasonable accommodation.

HECO fired Scott Goold. They did not accommodate. They did not discuss. HECO threw Scott Goold outta da building ... "get out immediately. Do not finish assigments; do not respond to emails or phone calls. Exit the building immediately" — as if Scott Goold was radioative or a COVID19 carrier.

Should Scott Goold go through FHB's process, be offered the job, and then take the risk of losing another job ... be humiliated, embarrassed and traumatized again?

Scott Goold now has become a "trouble employee." Kathy may consider Scott to be difficult. Her tone suggests she is losing patience with him. In addition, Scott had to reveal senstive history other candidates would not be forced to admit:

I’ve had negative experience with my disability in Hawaii previously. Can you please provide FHB’s policy in writing before I consider moving forward? Verbal conversations got me in trouble — humiliating me, embarrassing me and my family.

Kathy may now perceive Scott as paranoid, distrusting ... "verbal conversation got him in trouble" ... "what trouble? Who is this guy?"

Where's the Aloha Spirit?

Most people would think a company with Aloha Spirit would simply send Scott Goold a copy of their policy. FHB never did provide a copy to Scott. HECO was supposed to provide Scott with their Substance Abuse Policy (SAP), while he was employed with the company. They never did.

What's the point of a legal or illict drug policy if employers don't share the policy with employees? How can employees know expectations? How can the company protect other employees or the firm? Not Aloha Spirit, certainly. Seems negligent and unreasonable.

This brief history shows the obstacles a disabled employee faces. This interaction also shows the added stress, frustration and uncertainty a medical cannabis patient suffers. In Scott Goold's experience on O'ahu, Asian managements does not have the cajones to simply speak honestly, directly and transparently about their corporate rules.

Kaua'i County Lawsuit By Asian Employee

Kauai County agreed to pay $350,000 to settle a lawsuit accusing Police Chief Todd Raybuck of discriminating against Captain Paul Applegate for being Japanese American.

“Chief Raybuck proceeded to squint his eyes and repeatedly bow to plaintiff, stating that he could not trust Japanese people because they do not always tell the truth,” the lawsuit said. “He then stated that the Western culture ‘tells it like it is,’ whereas the Japanese culture says ‘yes, yes, yes’ to your face even when they think the person’s idea is stupid.”

Scott Goold's horrific experience with HECO taught him that Asian females did in fact say, "‘yes, yes, yes’ to his face" — then the company fired him. Applegate testified the chief said he "could not trust Japanese people because they do not always tell the truth."

Due to the HECO incident, Scott Goold didn't trust that female HR agents would speak truthfully. He sought FHB's policy in writing up front. FHB Kathy Oyadomari then refused to provide Scott the corporate rules. Why would she deny his professional request? What is FHB hiding? Is this a trap like Asian women set for Scott Goold at HECO?

TO Be CONTINUED ...

See: HR Behavior

FHB Database Administrator II

Scott Goold is technically-qualified and proficient in this lengthy list of requirements. Scott has some 20 years of experience — senior level and grade. He simply wanted to be sure his disability and prescribed, legal pain medication would not be an issue. FHB Kathy Oyadomari refused to provide the corporate policy.

The Unique Mythology of Pele: Hawaiian Goddess of Fire

Remember, after Scott made numerous requests, Kathy Oyadomari growled impatiently, It would be good to review the Database Administrator II job posting in order to have a better idea of what the job requires.

Read FHB's Job Post. Does it answer Scott Goold's questions about either a disability or medical cannabis?

The Post states, "We pride ourselves on our company culture and core values: Caring, Character, and Collaboration." Does it appear to you that Kathy Oyadomari CARES about Scott Goold? Where's the Aloha Spirit?

Positions to which you have applied:
Database Administrator II
Location
Kamehameha Industrial Center (00002)
Department
Data Management Department (0030616)

Database Administrator II
Grade 9

Department
Data Management Department (Honolulu, Oahu)

Work Schedule
Monday - Friday 8:00AM - 5:00PM (hours may vary)

Responsibilities
Are you interested in working alongside a group of dynamic thinkers, innovators, and leaders who thrive together as a team? Looking for a fun, collaborative, and challenging environment where you are empowered to make decisions? Would you like the opportunity to grow professionally and personally within a forward thinking company? If so, you've come to the right place. At First Hawaiian Bank, we invest in you. We offer an award winning training and development program to set you up for success. We pride ourselves on our company culture and core values: Caring, Character, and Collaboration.

Under general supervision of the manager/supervisor and with the assistance of senior staff, the Database Administrator II determines data and application requirements and coordinates the implementation of database solutions (SQL Server and/or Oracle); provides users with ongoing database support, including assistance with reporting, tuning, development (including ETL), analysis, design, testing, conversions, interfaces and other system implementation activities. Also provides administrative and operational support in accordance with established policies and procedures.

Required Qualifications
3 years SQL or Oracle database experience.
Bachelor’s degree, preferably in Management Information Systems or Computer Science, or three years of equivalent work experience.

Preferred Qualifications
Three years of equivalent work experience.
Intermediate knowledge of SQL programming language.
Intermediate knowledge of procedure or scripting language.
Powershell
Javascript
Python
PHP
ASP

Able to design and build databases (Oracle and/or SQL Server).
Proficient in developing database specifications and documentation.
ETL development (Informatica, etc.). MDM -- Master Data Management, fueled by CLAIRE: AI/ML-enhanced entity. Know some Python
iPaaS -- Integration platform as a service

RDBMS
SSIS -- integration services
SSRS -- reporting
SSDT -- Data Tools
Visual Studio 2019
R or Python -- machine learning
CRM -- customer relationship management
ERP -- enterprise resource planning
API -- application planning interface
Hadoop -- non relational
Informatica PowerCenter for ETL
Informatica PowerCenter Repository to store ALL data
Informatica PowerCenter Server to execute commands
Alooma -- real time data ETL
Security: SOC2 type II -- System and Organization Controls 2
ISO27001 -- international standard on how to manage information security
HIPAA -- Health Insurance Portability and Accountability Act
GDPR -- General Data Protection Regulation

Data warehouse development and support.
Knowledge of business intelligence and analytic software tools.
Familiar with database and data warehouse tuning and administration tools.

Familiar with building schema, tables, procedures, and permissions.
Six schemas: flat, heirarchical, node, relational, star and snowflake.
Fact and Dimensions

Active Directory

Able to gather technical and business requirements and develop feasible solutions.

Good interpersonal skills and is able to work well with end-users in assisting them with system and application problem resolution.

Knowledgeable in project life cycle requirements (PLC) and able to apply them to application development projects.

Good written and verbal communication skills in order to address user concerns, document systems and procedures, prepare evaluations and proposals and provide reporting to management.

Athena Long shares the history and folklore surrounding the captivating and beautiful goddess. Legend states Pele’s journey began in Tahiti. She then took an arduous voyage looking for a new home. Throughout the Pacific Ocean, she ran into numerous obstacles. She eventually arrived in Hawaii and proclaimed it as her domain. Her effect is strongly noticed in the majestic landscapes shaped by volcanic eruptions. Her reputation is one of strength, ardour and destruction.