Sarah O. Wang Bullies Scott Goold

Attorney Wang Distorts Facts about Scott Goold

When First Hawaiian Bank (FHB) informed Scott Goold he had been qualified to interview, Scott immediately notified FHB technical recruiter Kathy Oyadomari than he suffered a disability and required pain medication. Oyadomari refused to discuss Scott's situation, as documented.

HECO Taught Scott Goold Not To Trust Asian Women

Scott Goold was recruited by Lori Yafuso, Scott's Japanese IT manager at Hawaiian Electric Company (HECO). Scott told friends and collegues he believed Lori to be the best manager of his career. Lori rated Scott as their Top Performer:

YOU have been a great asset to our team and it is your personality and humble nature that makes all of us so comfortable working together. We have had contractors on the DBA team before, but never with the synergy and positive energy that you bring with you. I believe you have had the greatest influence in our success and glad that we selected the right contractor. You have definitely made your mark here at HECO and have set the bar very high for future contractors!

Thank you for being you...keep doing what you do...keep that good karma flowing!
Lori

Lori told Scott she was inexperienced. Scott encouraged Lori; he trusted his manager. Lori however misled Scott. Scott asked about culture. Lori did not inform Scott of HECO's strict substance abuse policy. Lori instead provided only partial information in the Code of Conduct. Scott's medication is legal and prescribed. Scott therefore believed he was in compliance with HECO expectations. (see p29)

Lori was also required to consult with Scott, as well as all staff, about medications that might interfere with performance — prior to beginning work. Lori did not with Scott. Lori cheated Scott. Lori hurried through the onboarding process to save HECO money. Lori got Scott fired. Lori never apologized to Scott. Lori in fact never spoke to Scott again after termination. Lori treated Scott as a drug criminal.

When contacted by HR about the job offer, Scott informed Elizabeth "Liz" Dear about his disability, injuries and medication. Scott says Liz told him he would be fine.

In Dear's Sworn Declaration, March 18, 2021 [download], Liz stated, Scott's "statements are also false and untrue. I never advised Mr. Goold that 'his use of medical cannabis would not be a problem.' It is certainly not true that I 'knew of the falsity' of any statement I made, or that I made any statement 'without knowledge of its truth or falsity.' Nor did I ever attempt to 'induc[e] Plaintiff to undergo drug testing.' As stated above, I simply told Mr. Goold that I would let my supervisor know he had a medical card." (see p3-4)

Scott specifically contacted Liz to get assurance about his medication. Scott sought certainty. Had Liz been uncertain, Scott would have asked to speak with someone else. Liz induced Scott not to ask anyone else. Liz induced Scott to submit to the drug screen under false pretenses.

However, why didn't Liz Dear know the "truth or falsity" of her advice? Just as HECO was required to properly train contracted employee Scott Goold, HECO was obligated to train contraced employee Liz Dear in corporate substance abuse policy. Liz coordinated drug screens, and fell under policy guidelines as did Scott. HECO apparently failed to train Liz about [marijuana] cannabis or medical cannabis, which is the most used illicit substance. How incompetent is Hawaiian Electric? Now you understand the Lahaina disaster.

HECO's attorneys contradicted Dear's sworn declaration in their reply to the Hawai'i Civil Rights Commission. They wrote, "Dear told Goold, 'I don’t believe it will be a problem, but I will inform my supervisor of the situation and if there are any issues, someone will get back to you.'"

Seems Liz Dear certainly induced Scott Goold to undergo drug testing, as nobody got back to him before Scott submitted to the screen. Had Liz Dear been honest, and truly not known, she would have said, "I don't know. Ask my supervisor." Liz never apologized to Scott.

Additionally, HECO SAP 5.2 states, "Failure to report the use of medically prescibed controlled substances (including medical marijuana) may result in administrative and disciplinary action up to and including termination of employment." (Emphasis mine)

Scott Goold DID NOT FAIL to report his medically prescibed use of cannabis. HECO admitted Scott Goold reported his use prior to testing. Liz Dear admitted Scott Goold reported his use prior to testing.

Scott Goold was the ONLY individual to act ethically, honestly, competently and professionally. HECO failed Scott; Lori Yafuso failed Scott; Liz Dear failed Scott.

Scott Goold therefore did not trust an Asian woman, such as Kathy Oyadomari at First Hawaiian Bank, when she said he would be fine or not to worry or that FHB would accommodate his medical or disability needs. Scott wanted to be sure this time. Wouldn't you? It takes a medical patient like Scott at least 30 days to change medication. How's the expression go?

Fool me once, shame on you; fool me twice, shame on me!

Wang Claims Scott Goold Not Disabled

Shortly after HECO fired Scott, his Korean friend Wha notified him she was suffering breast cancer. Imagine Wha in the place of Scott at HECO. Would Lori, Liz, and HR director Shana Buco allow Wha to be fired, lose her healthcare insurance and be humilated over her cancer treatments, as HECO did with Scott? Nobody believes women, especially Asian women, could be so cruel. What then expains how these women treated Scott?

HECO blamed Scott. Likewise, defending FHB, Attorney Wang made the argument to Hawai'i Civil Rights Commission (HCRC) investigator Kendell E. Kuehn that Complaintant (Scott Goold) had failed; his fault somehow — that Scott "cannot establish a first prong of the prima facie case, i.e., that he had a disability ... Complaintant's Charge provides no evidence of a physical or mental impairment that substantially limits one or more major life activities. All that is contained in the Charge are conclusory assertions that Complaintant has a 'disability' involving a mobility issue."

In Scott's application to FHB [download, see p4], the company asked if Scott had ever been laid off or any other involuntary reason for leaving any former employee. Scott answered honestly:

Yes. I was badly injured, suffered a disability. Doctors recommended opioid medication. Fearful of addiction and impact to job performance, I used an alternative medication. Hawaiian Electric initially told me I would be fine. Then they fired me. Left me extremely sad and depressed. We had a perfect fit. My manager and coworkers respected and loved me. Strange way to treat an honest, ethical employee. Loved my job and coworkers. Still brings me to tears when I think about the lost opportunity for all of us.

NOTE: Scott's application shows there were FOUR candidates for the DA II position. Scott was not allowed a technical interview. There were 24 candidates for the ETL Developer III position — still open when FHB notified Scott he would not be granted a technical interview.

FHB had announced to the selection team that Scott Goold received a "score of 0" for the position. Zero? Doesn't fit, does it? [download, see p1]

FHB technical recruiter Kathy Oyadomari did not want Scott Goold to provide more detailed information about his medical situation (9.23.21 below). Kathy in fact asked Scott to stop. Attorney Wang was aware of Kathy's communication to Scott. She included the email thread in FHB's response to HCRC (see Exhibit 5): DOWNLOAD Goold SWR Filed with U.S. EEOC

HCRC investigator Kendell E. Kuehn did not request additional medical information. Kuehn asked ONLY three questions of Scott Goold. Kuehn wrote to Scott Goold, June 3, 20223, "Note: your other case (#20793) against Hawaiian Electric is with our Executive Director for his review." HCRC required Scott Goold to provide medical and disability information to support claims in Case #20793. See Scott Goold Injury History.

Attorney Wang never requested Scott Goold provide additional medical or disability information. Wang however made this deceptive claim — blaming Scott as the corporate defense. This example shows how FHB, Oyadomari and Wang mistreat employees who suffer disability. No Aloha Spirit !!!

And any employee who asks about policy, the fact they might use medical cannabis, or claim a disabiity, may be sufficient for FHB to reject the candidate. Sensitive position and First Hawaiian Bank bullies, intimidates and creates a hostile environment. Regarding gay behavior, President Bill Clinton developed a "Don't Ask; Don't Tell" policy.

Sooner or later, if an employee wants the job, they'll have to tell.

Scott Goold FLAGGED as "Ace Applicant"

In FHB's automated scoring and evaluation system, the Oracle Taleo application rated Scott Goold to be an "Ace Candidate" for the DA II and ETL III position at least 16 times.

Keri Kawatachi changed Scott's status from NEW to Not Selected for the ETL Developer III position on January 31, 2022, without ever granting Scott a technical interview — and the position remained open. [download, see p1]

Wang Highlights Scott Goold's Brief Tenure at HECO

FHB attorney Sarah Wang mentioned to HCRC that Scott Goold "included less than one year as a SQL Server Database Admninistrator for Hawaiian Electric Company." Scott's supervisor had rated Scott as their employee who "had the greatest influence in our success."

To FHB, Scott's tenure at HECO was a negative. Shows the damage HECO did to Scott's career, and the flawed FHB candidate evaluation process.

Wang Claims Mr. Asian Outscored Scott Goold

FHB attorney Sarah Wang stated Scott's application "received a score of 54 based on [Scott's] answers to the eligibility and banking experience/qualifications questions for the DA II position."

Scott Goold's resume highlights PhD work in statistics, probabiility and samping. Based on the culture in Honolulu, Scott believes the selected applicant was an Asian male, about 45 years of age. The candidate selected by FHB ("Mr. Asian") received a score of 75 [download].

Sarah Wang claimed an "inadvertant oversight" disrupted the usual automated scoring algorithm and prevented scores from being computed for the ETL III candidates. Scott received no score. Why then didn't FHB extend Scott a technical interview?

Ironically, a seasoned IT employee like Scott Goold could debug and fix FHB's database issues. Scott was also willing to work for less ($100,000) than Mr. Asian ($110,000). FHB refused to even interview Scott.

Harvard Business Review concludes it is well-established that, "Man-made algorithms are fallible and may inadvertently reinforce discrimination in hiring practices. Any HR manager using such a system needs to be aware of its limitations and have a plan for dealing with them."

Wang Claims Mr. Asian More Qualified than Scott Goold

In FHB's response to HCRC (p14), Sarah Wang stated, "Moreover, even assuming that [Scott's] qualifications were comparable to the selectee for the DA II position (which they in fact were not), this still would not support a finding of discrimination." (Emphasis in original)

Mr. Asian, local boy, graduated from UH-Manoa in 1994, with a Bachelor's degree. Scott was a PhD candidate at the time at University of New Mexico. Mr. Asian had a 3.5GPA. Mr. Asian did not further additional official university education.

Scott also earned a 3.5GPA completing his Bachelor's of Science in Economics, and Scott earned 3.8GPA in advanced education, including a Master's degree in Financial Administration, both are highly attactive for any banking institution [download, see p7].

Mr. Asian served as a database administrator beginning in 1998 for five different positions or companies [download]. Scott Goold served as a database administrator for the University of New Mexico, State of New Mexico, and various companies beginning in 1993 — most recently, extremely productive at Hawaiian Electric Company. Both applicants listed 2 - 5 years of banking experience.

Sarah Wang, a female Asian, claims White male Scott Goold's qualifications are "not comparable" to the Asian local boy. No reasonable, honest person would make such a claim.

Wang Claims Goold Not Qualified for ETL III Position

Wang further claimed in response to HCRC Scott Goold did not meet the qualifications for the ETL III position (p7). Wang and FHB provide no substantive support for the claim. Appears Wang libeled Scott Goold.

Wang claims a second time in FHB response to HCRC (p12) that Scott Goold "was not qualified for the ETL III position. See Exhibit D." Review Exhibit D. Nothing disqualifies Scott Goold from receiving a technical interview. Keri Kawatachi simply changed Scott's status from NEW to Not Selected. No explanation; no interview. Makes no logical or reasonable sense. [download]

Scott's resume lists Scott Goold as a SR Data Warehouse Analyst in "ETL Techniques, including Extracting, Cleaning, Conforming and Package Deverlopment, [see Scott Goold resume, p2].

Scott's manager, Lori Yafuso, and coworkers at HECO, Greg Sasaki, Lance Ichishita, Sean Nakasone, provided professional accommodation stating Scott was qualified, [see Scott Goold resume, p4-6].

Wang claims FHB's automated scoring algorithm could not calculate a rating. FHB failed to provide any justification for denying Scott Goold a technical interview.

Reasonable people would likely conclude FHB retaliated against Scott Goold for challenging their refusal to provide policy information related to Scott's disabiity and associated medication.

As noted, Police Captain Paul Applegate reported Kauai'i Chief Todd Raybuck stated he "could not trust Japanese people because they do not always tell the truth." Doesn't seem like Japanese people at FHB are telling the truth, does it?

FHB Kathy Oyadomari refused to provide Scott the corporate rules. Why would she or FHB deny his professional request? What is FHB hiding? Was this a trap like Asian women set for Scott Goold at HECO?

TO Be CONTINUED ...

See: HCRC Corruption

Wang Claims Scott Goold Not Qualified

On behalf of FHB, attorney Sarah Wang reported to Hawai'i Civil Rights Commission ("HCRC"") that (p12), "while it is possible that [Scott Goold] may have met the minimum qualifications for the DA II position, [Scott] was not qualified for the ETL III position. See Exhibit D." (Emphais in original)
[DOWNLOAD Exhibit D].

Exhibit D shows that FHB's candidate evaluation system flagged Scott Goold as an "ace candidate" for the ETL Developer III position at least EIGHT (8) times on November 29, 2021.

Sarah Wang claimed an "inadvertant oversight" disrupted the usual automated scoring algorithm and prevented scores from being computed for ETL III candidates. Scott received no score.

HCRC Investigate IV, Ken Kuehn, informed Scott on June 3, 2022, "[FHB] also said you didn’t meet the appropriate qualifications for the ETL Developer III position and that’s why they never contacted you." Scott responded to Kuehn that same day, "What are the 'appropriate qualifications' that I did not meet? The positions remain open today."

Sarah Wang and FHB NEVER provided an explanation WHY Scott Goold did not qualify on November 29, 2021, and the position was still OPEN on June 3, 2022 — nearly SEVEN (7) months later. FHB not only refused to hire Scott Goold, a qualified candidate; FHB denied Scott Goold a technical interview.

Of course FHB's behavior is retaliatory. It's also racial discrimination.

Why didn't FHB extend Scott a technical interview? Former UH professor, Jonathan Okamura, explains local culture as described by another UH professor, "I would like to think that we never vote that way (based on ethnicity) in a multiethnic society, but we always do. Japanese support Japanese, haoles support haoles, Chinese support Chinese."

As a White male, FHB, Kathy Oyadomari and Sarah O. Wang appear to view Scott Goold as a "haole" — which is like "White Nigger." Aloha spirit does not approve of people using the N-word with Black folks. Asians in Hawai'i enjoy and have normalized using the H-word with White males.

Japanese Olympian to Paris Seeks Scott Goold Help

Scott Goold doesn't just "support haoles." Scott provided training for Asian Olympic athletes: Chinese women in volleyball, and Japanese women in track. Honami Maeda will run in Paris 2024. Honami asked Scott to return to New Mexico to assist her training. Scott is multi-cultural and kind; not tribal.

Honami represents Japan in the Women's Marathon, Aug. 11th. Wish her well. She's a true champion. 頑張って

UPDATE 8.11.24: Japan was scheduled to have three runners in the women's marathon, but Honami withdrew due to a fractured right femur on Saturday, August 10th. Sad for Honami !!! She's a great competitor and amazing human being.

First Hawaiian Accused of Cheating Customers

Shamis & Gentile, P.A. warns that some banks have illegally collected millions of overdraft fees from their clients. If YOU believe your bank has charged you a fee that is improper for any reason, Shamis Gentile PA will try to get them back! Contact Shamis Gentile PA today.

Scott Goold notified Shamis Gentile PA and readerss that he applied for a job with First Hawaiian about year ago ... never been treated so poorly!!! Will never again apply to work for FHB; will never bank at FHB. There is an absence of aloha and professionalism at FHB.

Scott Goold Sought Settlement with FHB

Ms. Sarah Wang and First Hawaiian Bank refused all attempts to negotiate, compromise or seek resolution. Scott Goold filed a civil complaint with the First Circuit Court on October 13, 2022.

ATTN: Sarah Wang, First Hawaiian Bank

July 8, 2022

Aloha e Ms. Wang,
It is my understanding investigator Kendell Kuehn completed a limited review of our dispute and forwarded a recommendation to dismiss to Director Hoshijo. This lack of leadership and responsibility hurts FHB and our family. We are prepared to file a complaint for retaliation with the circuit court, if necessary. We also consider this step to be unfortunate and a burden on all parties. The purpose of EEOC and HCRC is to resolve conflict at the lowest level. Skirting their duty only harms our local business community.

I have a friend who banks for his employer at FHB. He routinely informs me that the lack of staff at FHB is maddening: long lines, confusion and frustration! And in this difficult environment, FHB continues to advertise for a specialist to develop ETL solutions, yet refuses to even interview me. I’m very good performing this work. A jury will not look on the behavior of FHB favorably!

I took a screen shot of the two available positions listed on the FHB website today:

I served as a union representative for about 10 years. Managed about 15 major disputes in my time. Only one ended up in legal action (arbitration). We won, but it was emotionally difficult on all of us. Taught us the importance of bargaining and negotiating.

I was also known as being fair. Didn’t simply take the side of labor. Sometimes, it was clear the worker was the problem; not management. In such situations, I worked to get the employee training or counseling. Management benefited keeping a good employee. We marched forward successfully together.

In one case, a female worker, Suzi, kept failing to meet the reasonable requirements of her job. After being written up numerous times, management presented her with a 30-day notice of intent to terminate. She came to me. I successfully negotiated “one more” chance. If Suzi could satisfy the job requirements in the 30-day time period, the termination notice would be dropped.

I met with Suzi at her home. We coordinated with a friend who could assist her ... she had a disabled adult son who caused her to miss work or be late. Suzi did well for two weeks. Then another incident occurred. She came in the next day, cleared her personal belongings, and submitted her resignation. All of us were sad … but Suzi acknowledged that she had been treated fairly.

That’s ALL any of us want in America — to be treated fairly.

Up to you now. I believe you mentioned willingness to mediate. I do not trust HCRC and sent you a memo at the time. I would be willing to work with EEOC or a third-party.

Otherwise, it appears this dispute will move forward to the circuit court. Please let me know if you are interested in discussing.

Thank you!

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."

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]