Date: July 20, 2024
To: Azariah Workman, Keith Wilson, CEIHRServices, MyServiceNow, Payroll, HR Compliance, Corporate Benefits Team, Supervisors, and all relevant management
CC: EthicsPoint, Executive Leadership, Legal Counsel
From: Thomas D. Coates
Subject: Urgent Clarification Needed on Payroll Reductions and Unresolved Issues

Dear Cox HR, Payroll, Compliance, Benefits, and Management Teams,

I am writing to urgently request clarification and collective accountability regarding the reduction in my pay and hours for the pay period ending July 5, 2024. Despite multiple inquiries to various members of HR, Payroll, Benefits, and management, I have yet to receive a clear or unified explanation for why my pay was cut, why my hours were reduced, and the basis for these adjustments. It is imperative that all responsible parties provide a detailed response to the following:

• Why was my pay reduced for the pay period ending July 5, 2024?
• What is the reason for the reduction in my hours for this period?
• What is the specific explanation for the overall decrease in my compensation?
• Is this reduction related to any retaliation for raising concerns about payroll and absences miscalculations?
• Is it standard procedure to make such deductions under these circumstances?

I have repeatedly asked for this information from multiple departments and individuals. The lack of a coordinated, substantive response has created significant uncertainty and stress. These changes were made prematurely, before any resolution or determination regarding my short-term disability and leave status.

Furthermore, there has been a consistent lack of follow-through and responses to important requests that I have made regarding my employment, compensation, and protected leave rights. This is not an isolated failure of one person, but a systemic breakdown in communication and compliance across multiple teams and leadership levels.

Date: July 26, 2024
To: Chauntriss Herring, Debra Cornish, Kia Painter, HR Compliance Team, Corporate Benefits – Disability Team, Payroll, MyServiceNow, Supervisors, Executive Leadership, EthicsPoint
CC: Legal Counsel, All Relevant Stakeholders
From: Thomas D. Coates
Subject: Immediate Attention Required: Multiple Unresolved Issues
Claim Number: 630441559501

Dear Cox Compliance, Benefits, Payroll, HR, and Executive Leadership Teams,

I am writing to express my deep frustration and disappointment with the ongoing lack of action regarding my numerous requests and reported issues, despite having contacted EthicsPoint and all responsible parties within Cox Communications. The following is a brief history of the most flagrant requests that have been ignored, which I believe constitute significant process and compliance failures by multiple individuals and teams:

• Payroll Discrepancies: I have repeatedly requested investigations into payroll discrepancies that significantly impact my financial stability. Despite providing detailed documentation and evidence of errors to Payroll, HR, and Compliance, these requests have been consistently ignored.
• Disability and Leave Requests: I have submitted multiple requests for disability accommodations and leave to HR, Benefits, and Compliance, all of which have been either ignored or inadequately addressed. My short-term disability claim is still active and pending with MetLife, and I am in constant communication with my Claims Specialist and Medical Providers (Thomas Coates Claim Number: MLE-105####).
• Immediate Pay Cut: My pay was unjustly cut before any corporate policy or guidelines were scheduled to take effect, without any explanation or communication. This action violates both company policy and federal guidelines, and was not addressed by Payroll, HR, or Benefits.
• Unaddressed HR Cases: Despite multiple submissions to HRIS, HR Compliance, and management, my cases within the HR system remain unresolved. The following are current open requests in the HR system:
  • General Inquiry case for Thomas Coates - 00812404 (HRC1147319), Ready, Created 36 days ago
  • General Inquiry case for Thomas Coates (HRC1149551), Ready, Created 25 days ago
  • Performance: Compensation for Thomas Coates - 00812404 (HRC1149024), Ready, Created 29 days ago
  • Leave Of Absence case for Thomas Coates - 00812404 (HRC1152131), Work in Progress, Updated July 25, 2024
  • General Inquiry case for Thomas Coates (HRC1148762), Ready, Created 11 days ago
  • General Inquiry case for Thomas Coates (HRC1148753), Ready, Created 30 days ago

I am now escalating this matter further and will be filing formal complaints with the following agencies due to the inaction and non-compliance observed by all named parties:

• Office of Civil Rights and Compliance Programs (OCCPL)
• Wage and Hour Division (WHD)
• Virginia Employment Commission
• Equal Employment Opportunity Commission (EEOC)
• Americans with Disabilities Act (ADA)

As per federal case law and regulatory agency guidance, there are three essential elements in a claim of retaliation:

1. Protected activity.
2. Adverse action.
3. Causal connection.

My situation clearly demonstrates all three elements, and the lack of coordinated response from the full range of responsible parties only underscores the systemic nature of the failures. I respectfully request immediate resolution and collective accountability.

Confidentiality Notice:
The information contained in this communication is confidential and intended for the use of the recipients named above. This information should not be shared, disclosed, or distributed in any form without the explicit consent of the sender. Any unauthorized review, use, disclosure, or distribution is prohibited and may violate applicable laws, including but not limited to ADA and HIPAA requirements. Please ensure that this communication reaches all responsible parties and is not disregarded by any individual or department.

• The above correspondence and escalation efforts are evidence of ongoing retaliation, failure to accommodate, and non-compliance with ADA, FMLA, and wage laws, as well as potential HIPAA violations, by multiple individuals, teams, and leadership levels.
• These records are memorialized as part of the permanent EEOC record and are subject to cross-agency audit and enforcement.
• The Complainant respectfully requests that the EEOC and all agencies require sworn affidavits from all personnel involved in these communications and records, and that all records be preserved for independent review.

The above correspondence, as memorialized from July 20 and July 26, 2024, demonstrates ongoing and unresolved payroll, leave, and retaliation issues, and collective non-compliance by all responsible parties. These communications are submitted for entry into the EEOC record and for cross-agency review and enforcement.