Tuesday, October 2, 2018

Please feel free to contact me if you need help

Two weeks ago, someone wrote me anonymously to complain of sexual offenses by a partner at a law firm. I wanted to help this person, but I couldn't put the partner or firm on this website due to a lack of personal knowledge or corroborating evidence. Doing so could be unfair to the accused party and libelous (I need to be careful because some firms are vicious when trying to cover up mistreatment, as you can see from O'Melveny's two threatening letters.) After some thought, I came up with a solution that was very well-received by the person who wrote me.

If you are being assaulted, discriminated against or harassed at a law firm, or if you witness such things, I can help. At the very least, I can be a witness to what you are going through, and perhaps do more. Please feel free to contact me, including anonymously via untraceable email systems like proton mail. Please note that if you contact me, I would not be acting as your attorney and there will be no attorney-client relationship. But I will help.

Friday, August 24, 2018

CBS's accused sexual assaulter hires O'Melveny

After being accused of assault and/or harassment by a dozen women, Mr. Les Moonves tried to hire both of Harvey Weinstein's former attorneys. But he had to settle for only O'Melveny because Boies told him that they don't do that kind of work anymore.

The reason I'm writing about this is that it represents a little bit of progress. Unlike in the past -- O'Melveny is not disguising its role by calling itself an "impartial" or "independent" "investigator." The two firms hired by CBS to protect its interests did not call themselves "independent investigators" either; the word "independent" was left out. In addition, O'Melveny won't dare repeat its reported threats against victims. Things are slowly getting a little better.
O'Melveny, investigation, sexual harassment, sexual abuse, discrimination, Daniel Petrocelli, Dan Petrocellli, omm

Wednesday, August 1, 2018

O'Melveny & Myers and Allen & Overy -- two firms that reportedly enabled Harvey Weinstein's sexual assaults -- are about to merge

A troubling aspect of Mr. Weinstein's sexual assaults is that they could have been prevented if, back in 2004, O'Melveny did not reportedly humiliate and threaten one of his victims into silence. In some ways, Mr. Weinstein was also the victim of such terrible lawyering. Instead of setting him straight, they enabled and emboldened his worst behavior.

The UK government recently investigated Allen & Overy for silencing another witness. When Zelda Perkins saw Mr. Weinstein “sexually assault[] and attempt[] to rape a colleague,” Allen & Overy reportedly used a “siege mentality” to get her to sign an agreement to "not disclose anything in a criminal case.” She couldn't even talk "to a doctor about the events unless the doctor also signed a non-disclosure agreement (NDA)." (To be fair, there are no reports of anyone threatening Ms. Perkins.) The merger was reported here.
O'Melveny, investigation, sexual harassment, sexual abuse, discrimination, Daniel Petrocelli, omm

Thursday, July 26, 2018

How O'Melveny reportedly whitewashed sexual harassment at Lions Gate

This week, the Wall Street Journal and other sites wrote about alleged sexual assaults by Lions Gate general counsel Wayne Levin. It's a case study of how companies pay O'Melveny to whitewash sexual harassment. 

When the victim complained, Lions Gate hired O'Melveny's Adam Karr to "thoroughly and independently" investigate the allegations. The whitewashing started with Mr. Karr conducting a reportedly sham investigation that "couldn't corroborate [the victim's] allegations." Having exonerated the company, they proceeded to the next step in the whitewashing, paying the victim to keep quiet.

The victim, Ms. Wendy Jaffe, a person of tremendous integrity, has reportedly returned the money, so that she could go public and warn people. “I saw the way they silenced women,” she stated, “and I just couldn’t live with myself.” 

Hopefully this spurious practice -- whereby organizations like Lions Gate or USC are allowed to hire their own "independent investigator" -- comes to an end one day, especially when that investigator is someone with O'Melveny's history.
Rochelle Karr, Adam Karr, investigation, O'Melveny, sexual harassment, sexual abuse, Lionsgate, Lions Gate human resources, omm

Saturday, June 30, 2018

Fixing Vault rankings, by ranking law firms according to their honesty

The career advice website Vault published another set of "best firms to work for" and "best firms for diversity" rankings. In total, there are twenty-four rankings, e.g. there is a ranking for hours, for training, for compensation, for culture, and so on. For each ranking, Vault asks lawyers to grade their own firm. It then uses these grades to rank the firms. For example, if Firm A receives an average grade of 10.0 from its attorneys, and Firm B receives an average grade of 8.5 from its attorneys, Firm A will be ranked higher than Firm B. Thus a firm can attain a high ranking by pressuring its attorneys to lie, and give it undeservedly high scores.

Thursday, June 7, 2018

Another threatening letter from O'Melveny

After hearing about the USC matter, I corresponded and spoke with a reporter to do what little I could to warn USC sexual abuse victims about O'Melveny's purported impartial investigations. This led to another threatening letter from O'Melveny.

As with their threatening letter of last April -- I reminded them that truth is an absolute defense, and asked them to identify specific false statements instead of making blanket accusations [Addendum: I also followed up two weeks later.] However, I refused to stop warning people, and rejected their vicious offer of an "agreement to cease and desist . . . to avoid . . . incurring liability." I told them that if they introduce themselves as litigators who will do whatever they can to defend their client against discrimination or sexual abuse victims, there would be nothing to add. But I feel a need to say something when O'Melveny presents itself as impartial because, based on its past, it may not act objectively in such investigations. One of the biggest reasons I made this blog was to warn victims whose complaints are investigated by O'Melveny.

But if readers are wondering why this blog doesn't have more nasty details, this is why. I want to protect others with sunlight, but I don't want get sued with only "he said, she said" evidence in my hands. As it turns out, there are enough news reports of O'Melveny's nasty misdeeds to give you a window without me having to take such risks.
Brian Boyle, Martin Checov, Apalla Chopra, O'Melveny, investigation, sexual harassment, Adam Karr, USC sexual abuse, omm

Friday, June 1, 2018

More whitewashing

After being sued by a flood of victims over sexual abuse that it allegedly concealed for decades, and after a police investigation -- the University of Southern California is starting damage control by using its long-time attorney O'Melveny to conduct an "independent investigation." Given O'Melveny's past in sexual abuse matters, I believe they will act as USC's advocate and do whatever they can do minimize USC's liability.

And by the way, USC has a unique history of using legal tricks against victims. Not only does it force employees to sign a document that takes away their right to sue in court if they're sexual harassed or discriminated against -- it's trying to create new case law to eliminate employees' right to take ERISA claims to court. It's one of few universities to use such tactics, as universities usually have higher standards.

[Addendum: Someone accused me of soliciting clients with this post. I'm not and I don't work in this area. But there are hundreds of other attorneys who help sexual abuse victims (and be sure USC won't use these victim advocates to "investigate.") I wrote this post after being up for four hours, pondering how one introduces vicious defense attorneys as "independent" investigators.]
Apalla Chopra, investigation, sexual abuse, sexual harassment, O'Melveny, USC, omm

Saturday, May 12, 2018

Why I created this blog, and how to reach me

A comment reminds me to explain why this blog exists, and how to reach me. 

If anyone would like to contact me, my email address is agblog1@outlook.com. We can also speak by phone if you would prefer (310-560-7240). That being said, I'm not looking for publicity. Last June I met with a reporter who offered to write an article, but I later declined to stay out of the spotlight. I hesitate to shove these issues in people's faces; I simply wanted to make a site that people could find if they were in a bad spot and needed information. But please feel free to write me with whatever is on your mind. I would be happy to hear from you and answer any questions you may have. 

On why this blog exists . . . I was that person, some might say a naive fool, who entered law school with idealistic notions. My first job in the law was under the circumstances below, and I felt I had to do something to prevent this sort of thing from happening to others. A lawsuit in private arbitration wouldn't do that. That was done by many prior victims, and it merely enriched defense lawyers who spent a year charging a fortune to read emails, write, take depositions and so on before ending the matter with a private settlement. But a little sunlight might.

Six months after I wrote the first post, the #MeToo movement used this same approach to achieve results they would have never attained by petitioning an often unsympathetic judiciary or biased arbitrator. More recently, law students are using social media to ask schools to ban firms with mandatory confidentiality and arbitration clauses, which was an issue I wrote about in the blog's very first post. [Addendum: As a result of this effort, O'Melveny reportedly stopped forcing employees to sign such a document.] Last week, Michael Cohen was exposed for attempting to profit off of his purported connections to government officials, a troubling thing I saw at O'Melveny and wrote about last August (and I'm glad that in Mr. Cohen's case it turned out to be gullible clients as I hoped.) So it's reassuring to see others object to these sorts of things; it feels good to be on the right side of the zeitgeist.

Still, it's unfortunate that the legal system is so broken that people should rather complain on social media. Take as an example Ms. Ashley Matthau. She had faith in the system and got a lawyer after being sexually assaulted. Then she found herself in a meeting with her lawyer, her assaulter, and the assaulter's lawyer O'Melveny -- where she was reportedly humiliated by O'Melveny's threat to drag her by her hair if she did not comply. The majesty of the law. One can imagine how emboldened Mr. Weinstein became watching this, seeing the woman he assaulted degraded like this. Who knows how many of Mr. Weinstein's later acts this spurred; how many of those assaults would have been prevented if -- instead of relying on the legal system -- Ms. Matthau complained on Twitter. 

On the future, I don't anticipate updating the blog further. I had put it to bed last August, until hearing about news that prompted the later posts. But I will update it if I learn of anything relevant.

Saturday, March 31, 2018

The late Judge Reinhardt's time at O'Melveny

After reading an article on the passing of Judge Stephen Reinhardt, I googled around a bit to learn more about this fascinating person. Apparently he used to work at O'Melveny, and these were his experiences:

Sunday, February 11, 2018


I just read that Wynn Resorts hired O'Melveny to investigate allegations of sexual misconduct by Steve Wynn. Guess has also hired O'Melveny to perform "an extensive and impartial investigation" into alleged sexual harassment by Paul Marciano (and Guess legal head Anne Deedwania used to work at O'Melveny). Assisting with the Guess investigation is Glaser Weil, the firm men hire when accused of sexual harassment in the #MeToo era.

Interestingly, the Wynn article digresses to assure readers that Daniel Petrocelli will not be involved (he's the O'Melveny attorney who reportedly used violent imagery to threaten one of Harvey Weinstein's victims); it states the investigation will be led by Apalla Chopra. I don't know anything about Mr. Petrocelli as I never spoke a word with him. But I sat right next to Apalla Chopra and overheard the callous way she talked about victims -- sometimes with comments so shocking and disconcerting that I had to get up and go for a walk to get my mind off of it. I left the law because of the things I saw at that firm.

O'Melveny also wrote an article offering to help clients build a culture that "rejects sexual harassment."  

If O'Melveny is being paid to investigate your company, and you are a victim, I hope you find this blog, take caution and consider hiring an attorney before participating in any way. Based on my observations, O'Melveny may not be objective in these investigations; and they may use every maneuver and legal technicality to marginalize the victims, protect the wrongdoers and minimize liability for the organization.

[Addendum: Both Wynn and Guess later replaced O'Melveny.] 
O'Melveny, investigation, sexual harassment, sexual abuse, discrimination, Apalla Chopra, Eric Amdursky, Adam Karr, omm

Monday, October 30, 2017

O'Melveny reportedly threatened one of Harvey Weinstein's victims

Someone sent me this New York Times link. I do not know if it's true, but I wouldn't be surprised. Based on my observations -- the firm does not value laws that protect victims, and instead sees them as something to be gamed via maneuvering, intimidation, legal technicalities and/or forced confidentiality.

Thursday, August 31, 2017

You have to pretend a lot

This will probably be the last entry, as I've moved on. But I did want to share these remaining thoughts, in case someone went to the trouble of finding this blog to learn of another's experiences.

I remember the first day I started at O'Melveny. I was excited to be there. The marble floors in the lobby glimmered, the wood furniture seemed warm and comfortable, the view from the 18th floor was beautiful, and the people seemed interesting. Fast forward five years and I disliked walking into the building. The industrial carpeting, the modular particleboard furniture, the boring and detached view though a window that needed to be cleaned, and everyone seemed to cope by either being passive aggressive, bullies or just beaten down. It's interesting how you can view the exact same thing so differently. I spent some time trying to understand why my perspective changed. Sure, these experiences played a big role, but there was another minor thing. 

Saturday, July 1, 2017

Vault tells minorities to join shrinking and demographically stagnant firms

So Vault ranked O'Melveny & Myers as the third best law firm for diversity

Below is a chart from Vault's own database showing the percentage of white male equity partners at O'Melveny over the last decade, along with the same information for the industry as a whole. While the rest of the industry decreased this number from 80% to 75% -- O'Melveny was stuck at 80%. (Which is especially bad when you realize its starting class was always about one-third white male. Imagine the number of prejudiced decisions required to consistently turn a 33% white male population into an 80% white male population.) This performance gets you third place at Vault.

Saturday, June 3, 2017

Don't complain about torture or discrimination to Bank of America's General Counsel David Leitch

I received a few emails and phone calls in response to the prior post. Some shared similar experiences at this firm -- situations where someone naively believed the marketing and stood up to unfair acts, only to be fired. One told me about how this happened to a friend, and how it was unforgettable because it left his once spry friend a "broken man" (I wasn't surprised as I saw a similar thing myself.) Others offered general sympathy and support.

But would you believe the General Counsel of Bank of America bothered to write? I applied for a job at his organization, and he emailed to say he wouldn't help because Brian Boyle was his friend. He couldn't just quietly blacklist me. He had to make sure I knew it was a consequence of criticizing his friend. But shouldn't lawyers be allowed to criticize torture? And Mr. David Leitch holds a diversity role at Bank of America. Shouldn't he listen to the full story before siding with friends? Is that how the bank handles all complaints, by prejudging them? The next day O'Melveny sent that baseless but threatening letter, suggesting Mr. Leitch was involved in that too. Whatever. I ignored it and had no intention of writing about any of this until a month later -- when Bank of America's Diversity and Inclusion Business Council actually gave O'Melveny & Myers its annual diversity award

In trying to make sense of this sequence, I discovered that Mr. Leitch worked in the Bush Administration during the torture memo period. According to these three websites, another key person on the bank's diversity council is Lani Quarmby -- who also worked in the Bush Administration during the torture memo period. She left that job exactly when Brian Boyle left -- to follow Mr. Boyle to O'Melveny. (And Brian's group has lots of such connections. Another partner in his group, Greg Jacob, who also seems to like Guantanamo, worked in the Office of Legal Counsel when it issued the torture memos. Yet another partner in his group, Danielle Oakley, worked for Jay Bybee, the person who signed the torture memos.) 

It's disheartening to see social and regulatory pressures create such disingenuous diversity efforts. According to the site above, the third key person on the bank's diversity council is Amy Littman. She started her career advocating for employers accused of mistreating employees. In contrast, there are people who devote their lives to advocating for diversity -- but they will never get such jobs because their sincerity disqualifies them. If discrimination is so ingrained in your business that the EEOC regularly sues you, build a proper diversity group.
David G. Leitch Bank of America, Amy Littman, Lany Quarmby, Bank of America diversity, Bank of America human resources 

Friday, April 21, 2017

O'Melveny's threatening letter

Their General Counsel Martin Checov sent me a letter on April 18. The letter does not comment on torture, their deficient human resources department, or their retaliation against employees who complain. And it does not contain an apology. 

Instead, they observe me networking for a job and accuse me of stealing these people's contact information from O'Melveny. They threatened legal action if I did not confess and return the data by April 24. They apparently contrived what would technically be a crime in an attempt to harm my life. I replied immediately, reminded them that they have absolutely no digital evidence of this (I wouldn't even know where to find such a list in their systems, never mind downloading it) and provided the public sources I had used.

Friday, March 10, 2017

O'Melveny & Myers, discrimination and its torture attorney Brian Boyle

I write this post for peace of mind, and to do what little I can to create some good in the world.

On April 30th, 2015, after three years with this firm during which I received nothing but praise from others -- I told Brian Boyle that I did not want to work with someone who had made an anti-Muslim comment. Brian's first response a few days later was to tell me he would terminate me. He started winding down my work, and I accepted it and prepared to move on (anti-Muslim comments were not that unusual and I guess this wasn't the place for me).

But this changed when I discovered his past. Brian used to be a Guantanamo Bay torture attorney who made statements so cruel they would make Dick Cheney or John Yoo give pause. I felt I had to attempt to stand up to him. I asked for help from the firm's diversity group, reaching out to Leader of Diversity and Inclusion Mary Ellen Connerty and Diversity and Inclusion Partner Walter Dellinger. I provided a detailed chronology of events, and wrote the memo below O'Melveny always marketed its diversity efforts, its annual "diversity days" and its committees. They would do something about this.

            *            *            *

Date:   July 13, 2015
To:      O'Melveny & Myers LLP [Director of Human Resources Stacie Straw]
Re:      Chair of the Financial Services practice

       Please note that the purpose of this communication is to express a negative statement. Please accept my apologies in advance for this unpleasant letter.

       According to the articles below, in 2004, as lead attorney charged with defending the Guantanamo Bay detentions, Brian Boyle unequivocally told a federal court that there was nothing "remotely like torture" at Guantanamo Bay (It is now publicly acknowledged that there was torture and detainment of people who had no real connection to the war; in fact, the since-repudiated government memos authorizing such torture were written back in 2002.[1]) Brian also told the court that information gained via torture is admissible evidence. Further, he said that any person, with any inadvertent connection to the war, could be captured anywhere in the world and sent to Guantanamo. For example, an “old lady in Switzerland” could be captured and sent to Guantanamo if she donated money to an orphan charity that, unbeknownst to her, turned out to be connected to the Taliban. A teacher in London could be captured and sent to Guantanamo if one of his students turned out to be part of a family that had a connection to the Taliban.

       Brian's statements are not limited to court proceedings; they are his personal views. For example, he spoke in 2005 on The Diane Rehm Show. In this interview, he criticized the Geneva Convention's protections, stating, "this can't be Marquess of Queensberry [the rules for boxing matches]. The interrogation techniques that are permitted with respect to Geneva POWs are exceedingly limited. And I think there is no reason therefore to apply to protections of Geneva" to Guantanamo detainees. He also criticized his debate opponent’s "habeas litigation" because it was "having undesirable consequences on the performance of the mission at Guantanamo, undesirable consequences for the gathering of additional intelligence from the detainees down there . . .."

       Please allow me to provide an example, to explain why this issue is important. I am currently litigating in the Iranian civil and criminal courts to recover properties that were embezzled from my late murdered father (and please note I have specific permission from the U.S. Treasury's Office of Foreign Assets Control). In this effort, I have encountered viciousness, threats and attempts to use anti-Americanism against me. But I also encountered idealistic people who believe in the rule of law in Iran, even if it benefits an American. There are different kinds of attorneys and judges in the world – some promote civility and the rule of law; others use their position to create a more corrupt and lawless world.

       As lead attorney with the power to supervise Guantanamo Bay, Brian was put in a historic position. He could have used his authority to protect the rule of law, and the idealism that our country creates. Instead, he argued that the United States should be as lawless, arbitrary and brutal as any despotic regime.

       In my opinion, this history shows that Brian might not use authority in an honest and responsible manner. In addition, Brian seems to dehumanize people, particularly people with a connection to Islam. I suspect that dishonest use of pretext and dehumanization manifested in his interactions with me, as detailed in the e-mail of July 3. But regardless of his interactions with me, for the above reasons, I do not believe he should be given management authority at a firm with the standards of O'Melveny & Myers.

[1] For background, see Jens David Ohlin, The Torture Lawyers, 51 Harv. Int'l L.J. 193 (2010) or Michael P. Scharf, The Torture Lawyers, 20 Duke J. Comp. & Int'l L. 389 (2010).

Excerpt from and citations to articles mentioned above:

"I don't think anything remotely like torture has occurred at Guantanamo," the Justice Department's Brian Boyle insisted in a similar hearing the next day, adding that a few rogue soldiers had been reprimanded for isolated incidents. Carol D. Leonnig, The Stories of Torture Sounded Made Up. They Weren't, Washington Post (Jan. 18, 2009).

At a hearing on December 1, US District Judge Richard J. Leon asked the government’s lawyer whether a detention based solely on evidence obtained by torture would be illegal, because, in the judge’s words, “torture is illegal. We all know that.” Principal Deputy Associate Attorney General Brian Boyle responded that if a status review tribunal determines that such evidence is nevertheless reliable, “nothing in the due process clause (of the Constitution) prohibits them from relying on it.” Don Knowland, US defends “evidence” obtained through torture at hearing for Guantanamo prisoners (Jan. 11, 2005), found at http://www.wsws.org/en/articles/2005/01/guan-j11.html

Judge Leon then asked whether there were any limitations on the use of evidence obtained through torture. Boyle said that the US would never implement a policy that would ban using information gathered by torture carried out by a foreign power. In other words, the US can turn over alleged terrorists to repressive foreign governments to be tortured, and then feel free to use the tainted results thus obtained. Id.

Boyle’s statements reveal just how far the US government has gone in rejecting longstanding guarantees against arbitrary confinement. He underscored this position in a similar hearing held on November 30 before US District Judge Joyce Hens Green, who is handling the bulk of the law suits filed by the Guantanamo detainees. Boyle argued that the detainees “have no constitutional rights enforceable in this court.” . . .  Michael Ratner, a prominent human rights lawyer with the New York-based Center for Constitutional Rights, immediately reacted to Boyle’s statements: “Never in my 30 years of being a human rights lawyer would I have ever expected to be in the state we’ve arrived at now.” Id.

At the November 30 hearing, Judge Green expressed skepticism about the absence of meaningful limits on the definition of an enemy combatant. She asked Boyle, “If a little old lady in Switzerland writes checks to what she thinks is a charitable organization for Afghanistan orphans, but it’s really supporting . . . Al Qaeda, is she an enemy combatant?” Boyle responded in the affirmative. In other words, the longstanding legal requirement of wrongful intent in committing an offense is no longer required to incarcerate someone. Id.

In response to another hypothetical question from Judge Green, Boyle asserted the military could imprison a Muslim teacher merely because his class included a member of a family with Taliban connections. Boyle also asserted the government could detain a man who did not report his suspicions that his cousin might be an Al Qaeda member. Judge Green pointed out that the Supreme Court in Rasul authorized the military to detain people only for the express purpose of preventing their return to the battlefield and preventing them from continuing to wage war. Regarding Guantanamo prisoners acknowledged by the government to have been arrested or seized in Britain, Bosnia or Zambia, Green queried, “What’s the purpose of detaining someone who never came within 1,000 miles of a battlefield? What, quote, ‘battlefield’ is the United States trying to prevent the detainees from returning to? Back to Africa? Back to London? Back to some acreage of land somewhere?” Boyle responded that the boundaries of a war on terrorism are unlimited. Id.

Guantanamo and U.S. Detainee Policies, The Diane Rehm Show, Jun. 20, 2005, available at http://thedianerehmshow.org/shows/2005-06-20/guantanamo-and-us-detainee-policies

310: Habeas Schmabeas 2007, This American Life, Mar. 10, 2006, available at http://www.thisamericanlife.org/radio-archives/episode/310/transcript

            *            *            *

I waited, but human resources never contacted me. Instead, they suddenly shipped me to St. Louis to sit with Brian in a war room, where I had to be quiet to avoid harming the case. This was not a coincidence; in the past three years I had never worked with Brian, or in this matter's area of law, until this case.

Having disarmed my complaint, they sicced Adam Karr on me, a litigator who defends employers accused of discrimination. His first question was whether I wanted to drop the complaint, and he then made it clear via browbeating that I should keep quiet ("I'm not an ombudsman I'm an attorney for the firm." "I don't have to answer that I'm not responding to a subpoena." "I hope I don't hear from you again. You'll be an employee with a pattern of complaining." "It seems like you don't want to work here." [These may not be word-for-word accurate quotes as I'm going from memory, but they're very close.])

After that I was moved into Brian's subgroup even though it was outside of my area of expertise (although Brian was the department head, he worked in ERISA whereas I previously worked in bank regulatory and consumer finance.) In that group, I was treated like a persona non grata and told my career and compensation were at a dead end.

I tried to stay positive, but apprehension started to linger as I wondered what they would do next. My office was on the floor where they tell employers how to legally get rid of complaining employees, and where they defend schools accused of allowing rape and other sexual misconduct. Almost every day I overheard such machinations against victims. Sometimes I would wake up in the middle of the night with feelings of dread and panic. Curious for another perspective, I spent thousands of dollars on therapy, where I was constantly told that I needed to leave that environment.

Eventually I realized it was pointless. During my February 27 review I glanced at the document to see there would be no raise or promotion. I wasn't surprised; although I made one-fifteenth of the average partner's 2016 profits, worked a grueling schedule and consistently received good reviews -- Brian hadn't given me a raise or promotion in five years. So I sat there quietly. Brian asked if I saw the tear sheet that lists the raise or promotion. Yes, saw it. He then spent about 20 seconds showing how his outstretched arms could reach from one side of my unusually small office to the other, while his junior partner cackled (comments about my lower "status" were common.)

Next I was ordered to do a futile assignment -- perform a conflicts check by using Google to find all business connections between 140 combinations of companies, after the conflicts department and library refused to do it.  I was now being given unethical tasks that the administrators wouldn't do, and this at a firm with a history of conflict of interest issues. I couldn't continue this. So I gave up, told them I would quit as soon as I found another job and criticized the handling of my 2015 complaint. I expected them to let me move on quietly. No. The next day, after finishing a task, I checked my email to see Brian had terminated me suddenly with no severance or transition assistance.

You may be wondering why employment lawyers counsel on the nuances of the law -- and the need for a proper human resources function -- when O'Melveny can respond to a complaint this way. Well, O'Melveny doesn't want to worry about those things. Instead, they force you to sign this document. It forces victims of "discrimination or sexual harassment" to use their confidential dispute resolution process -- a process that gets you the treatment above. They cling to this document -- even though it has repeatedly been declared unconscionable by the courts -- because victim silence is key.

I hope this site helps protect others.

Thank you for granting me the dignity of reading my post, and God bless. (And if you're wondering, I've felt fine, wonderful even, since leaving.)

            *            *            *

The following is a public list of O'Melveny & Myers's attorneys and managers provided in the hopes that if they discriminate against you (or are themselves discriminated against) -- this site is found and read before anyone hurts themselves by complaining to the diversity group or human resources. Billy Abbott, Nasser Abu-gheida, Adam Ackerman, Sloane Ackerman, Ruben Aguirre, Nicholas Ahn, Tad Allan, Misty Allen, David Almeling, Cathrina Altimari-Brown, Daniel Ambar, Eric Amdursky, Nima Amini, Alexander Anderson, Brian Anderson, Chris Anderson, Michael Antalics, Nicole Argentieri, Elizabeth Arias, Seth Aronson, Nate Asher, Emily Atwater, Will Autz, Cameron Baghai, Seth Baglin, Matt Bahleda, Caitlin Bair, Charles Baker, Aleksander Bakic, Andrew Banks, Alan Bao, Jeffrey Barker, Shannon Barrett, Amanda Barrow, Marni Barta, Jared Bartie, Olta Bejleri, Thomas Baxter, Laura Bayne, Tony Beasley, David Beddow, B.  Andrew Bednark, Jacob Beiswenger, Brad Berg, Ashley Berk, Brian Berliner, Kurt Berney, Katherine Betcher, Parth Bhatt, Jan Birtwell, Alicja Biskupska-Haas, Jonathan Blake, K.  Lee Blalack II, Robert Blashek, Craig Bloom, Irene Blumberg, Elizabeth Bock, T. Hale Boggs, Daniel Bookin, Jim Bowman, Brian Boyle, Amanda Bradley, Ben Bradshaw, Stephanie Bradshaw, Drew Breuder, Denis Brock, Steve Brody, Eileen Brogan, Benjamin Brooks, Jessica Brostek, Mary Patrice Brown, Ashley Brown, Kurt Brown, Brussels, Greyson Bryan, William Buffaloe, Steve Bunnell, Sharon Bunzel, Allen Burton, Brad Butwin, Courtney Byrd, Joanna Calabrese, Nicole Cambeiro, Daniel Cantor, Jing Cao, Jen Cardelús, Rochelle Carr, Matt Carter, Margaret Carter, David Cartwright, Rob Catmull, Riccardo Celli, Century City, chambers, Winnie Chan, Winston Chang, Hannah Chanoine, Micah Chavin, Martin Checov, Ronald Cheng, Alexander Chester, Lillian Cheung, Herman Cheung, Jae Wan Chi, Eric Chianese, Caroline Chiappetti, Junaid Chida, Anita Choi, John Chong, Apalla Chopra, Joshua Chow, Brophy Christensen, Kelsey Christianson, Andrew Churchill, Matthew Close, Valerie Cohen, Kendall Collins, Mary Ellen Connerty, Brian Cook, Hannah Corning, Rebecca Cottrell, Brian Covotta, Amber Covucci, 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