Formal Request for Full Investigation – EEOC Intake

Date: April 21, 2025

To: U.S. Equal Employment Opportunity Commission (EEOC)
Attention: Intake Supervisor / Investigations Division

This formal submission requests that the EEOC treat the January 2, 2025 termination of Thomas Coates by Cox Communications as a distinct, fully investigable act of **retaliation**, **disability-based discrimination**, and **constructive discharge**, despite overlapping historical context. The events leading up to the termination include—but are not limited to—documented ADA accommodation requests, protected activity disclosures, and executive-level notifications ignored by the company.

• Continuing Violation Doctrine: The history shows a cumulative buildup of retaliatory behavior culminating in a wrongful discharge.
• Materially Distinct Adverse Action: The termination is a final, separate act with new harms and legal implications.
• Causal Nexus Expansion: Previous requests and protections were ignored, and their suppression led directly to my termination.
• Derivative Retaliation Claim: Retaliation need not be a standalone moment—it can evolve from prior friction into new, unlawful actions.

Cox Communications has continued to engage in **discriminatory conduct**, including false payroll reporting, improper W-2 alterations, and active retaliation through benefit misclassification, including coordination with MetLife. MetLife has similarly participated in **retaliatory delay**, disregard for ADA-required accommodations, and inconsistent standards regarding disability review. These acts occurred well after the original charge and require their own investigation.

Cox Communications has a long-standing history of similar violations across jurisdictions, as shown by the following relevant federal lawsuits.

This case involves issues falling under the jurisdiction of multiple federal entities: the EEOC, DOL (FMLA and wage protections), IRS (payroll discrepancies), and DOJ (civil rights violations). I also possess a full evidence library containing internal communications, Workday logs, audio recordings, and legal submissions—all of which I am ready to submit under subpoena or evidentiary review.

I am requesting that this charge of wrongful termination, grounded in retaliation and disability-related discrimination, be treated as a **new and standalone EEOC investigation**. The supporting evidence not only meets but exceeds the threshold for a formal cause finding and multi-agency review. I ask for full acknowledgment of this charge and confirmation of investigative assignment.