Hawai'i Civil Rights Commission is Corrupt

FHB Refuses to Inform Disabled Employee

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 doesn't trust that female Asian HR agents will speak truthfully. He seeks FHB's policy in writing up front. FHB Kathy Oyadomari now refuses 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: Legal Bullying

HCRC Investigators Protect Employers

Scott Goold filed a complaint with Hawai'i Civil Right Commission (HCRC). Employee attorneys reported HCRC is pro-employer in Hawai'i and not to expect justice. Below is the entire "investigation" by Investigator Kendall E. Kuehn. Scott Goold answered all three of Kuehn's questions. No futher discussion. Kuehn dismissed the complaint two weeks later. DOWNLOAD HCRC Dismissal Letter

As Scott Goold dual-filed with U.S. Equal Employment Opportunity Commission, HCRC notified Scott that he could request a "substantial weight review (SWR) from U.S. EEOC." DOWNLOAD Goold SWR Filed with U.S. EEOC

Scott Goold submitted an UPDATED SWR with U.S. Equal Employment Opportunity Commission on August 26, 2022." DOWNLOAD Goold SWR Filed with U.S. EEOC

HCRC Investigator IV Ken Kuehn stated to Scott Goold (6.3.2022 below), "[FHB] also said you didn’t meet the appropriate qualifications for the ETL Developer III position and that’s why they never contacted you."

In response, Scott Goold asked Investigator Kuehn, "What are the 'appropriate qualifications' that I did not meet? The positions remain open today."

Neither Investigator Kuehn nor FHB answered what "appropriate qualifications" Scott Goold did not meet for the ETL III position. Scott Goold is a senior ETL developer with over 23 years experince [see Resume, p2]. Scott Goold was highly rated by his manager and coworkers at Hawaiian Electric Company [see Resume, p4-6]. FHB denied Scott Goold a technical inteview. Investigator IV Ken Kuehn dismissed Scott Goold's complaint.

Asians run Hawai'i, and Hawai'i is rated the MOST CORRUPT state in the nation. Thus, Asians in Hawai'i are the MOST CORRUPT in the nation.

KUEHN, KENDELL E :: kendell.e.kuehn@hawaii.gov

HCRC Case No. 21994, Jeffrey Goold vs First Hawaiian Bank

June 3, 2022 at 6:12 AM

Scott Goold:

- I’ve been assigned your case for investigation.
- I have three questions to help clarify your allegations and First Hawaiian Bank’s response.
- Please email your answers as soon as possible.
- Once I have your answers I’ll be able to complete the investigation and submit the findings to our Deputy Director for his review.
- Note: your other case (#20793) against Hawaiian Electric is with our Executive Director for his review.

Ken Kuehn
Investigator IV

Scott Goold response: June 3, 2022 at 7:36 AM

Aloha e Mr. Kuehn,
Thank you for getting back to me. Before I address your questions, the charge before the Commission is that FHB retaliated against me, an individual with a disability, for seeking their substance use policy relative to my disability and possible medications. On July 13, 2021, Kathy Oyadomari contacted me:

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

I responded to Kathy that same day:
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!

Ken Kuehn: Investigator IV, asked:
Q: First Hawaiian Bank said the person hired for the Database Administrator II position had 23 years’ experience in comparable positions--does that sound reasonable to you? If not please explain.

Scott Goold response: June 3, 2022 at 7:36 AM

A: I have about 23+ years of experience. Why was I denied a technical interview?

Ken Kuehn: Investigator IV, asked:
Q: They also said you didn’t meet the appropriate qualifications for the ETL Developer III position and that’s why they never contacted you—did the Technical Recruiter (Kathy Oyadomari) tell you she received your application and would contact you if you met the appropriate qualifications?

Scott Goold response: June 3, 2022 at 7:36 AM

A: What are the "appropriate qualifications” that I did not meet? The positions remain open today:

(Screenshot 6.3.2022)

Ken Kuehn: Investigator IV, asked:
Q: How was the Bank’s refusal to provide a copy of their policy on medical cannabis relative to not being hired?

Scott Goold response: June 3, 2022 at 7:36 AM

A: Believe that is a question for FHB. I disclosed that I have a minor disability. (1) Why did FHB refuse to provide me with their policy? (2) Why did FHB retaliate against me for seeking their policy? (3) Why not simply send me a copy of their policy so I could prepare for an interview? Policies on substance use or abuse are not intended to be secret. The intent of such policy is to alert applicants and employees of the corporate expectations and standards. Why hide this information from me?

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.

Unique Mythology of Pele: Hawaiian Goddess of Fire [source]