Sarah Cole and Kristin Morgan
Committee Co-Chairs
Disability Advocacy Committee
Division for Diversity, Equity and Inclusion
University of Virginia
P.O. Box 400881
Charlottesville, VA 22904

Dear Ms. Cole and Ms. Morgan,

I am reaching out in hope of your guidance and support regarding a challenging and ongoing situation with my employer, Cox Communications. I have been meticulous in documenting these experiences, which include a consistent pattern of actions I believe violate both ADA protections and fundamental workplace rights. However, facing a large organization with vast resources, I find myself at a disadvantage—particularly as I am currently unwell, with my health impacted by the very issues I am trying to address.

I am pursuing formal recourse through various channels, including the EEOC, the Office of Federal Contract Compliance Programs (OFCCP), the U.S. Department of Labor’s Wage and Hour Division (WHD), and the Civil Rights Division of Virginia. I have also filed ADA-specific complaints, but I am reaching the limits of what I can accomplish alone.

The issues at hand are multifaceted and complex. Despite my careful documentation of each incident—along with a thorough indexed inventory of correspondence, events, and responses—I am simply no match for the extensive resources that Cox can bring to bear. I am sharing some of the key elements of the case below, in the hope they may illuminate why I feel this matter deserves attention and support.

• A Broad Pattern of Retaliation and ADA Non-Compliance: Over several months, I have documented repeated requests for reasonable accommodations that have been denied, ignored, or mishandled by Cox. Despite assurances of ADA compliance, their practices have left me unsupported and unable to fully perform my duties safely.
• Multiple Charges Across Federal and State Agencies: This situation has necessitated charges filed with the EEOC, OFCCP, WHD, and ADA enforcement channels, reflecting a significant degree of concern. I have done everything in my power to seek remedy through official means.
• Violation of Internal Policies: Beyond federal guidelines, Cox has failed to uphold its internal policies on employee support, ADA accommodations, and equitable treatment. I have documented instances where these policies were cited in communication but not followed in practice, adding to the inconsistency and confusion.
• Serious Impact on Health and Well-Being: This prolonged pattern of neglect has affected my health, as noted by my medical providers. I am currently managing significant stress due to a lack of accommodations and recent payroll discrepancies during medical leave, which only compound my struggles.
• Extensive Digital and Forensic Evidence: I have gathered a substantial body of evidence, including email trails and system logs, which reflect unauthorized changes in the company’s HR systems. These records support my claims and demonstrate areas where Cox’s actions contradicted both internal policies and regulatory expectations.
• Systemic Issues within the Organization: This situation involves not only my immediate supervisors but also senior HR administration. Their involvement points to potential systemic issues within Cox, which may be affecting other employees facing similar situations.
• Alignment with Federal Priorities on Disability and Workplace Rights: This case aligns with current federal initiatives to address disability rights, workplace discrimination, and retaliation, and I believe it reflects the type of advocacy that groups like the Disability Advocacy Committee may find compelling.
• Groundwork for Broader Examination: Given the number of recent terminations in my division, there may be grounds for a broader investigation into Cox’s practices. This pattern could indicate larger organizational behaviors that warrant scrutiny beyond my individual case.

I deeply value the mission of the Disability Advocacy Committee to foster an equitable and inclusive environment for individuals with disabilities. My situation has highlighted the impact of systemic neglect on individuals who seek nothing more than an accessible, respectful workplace. Unfortunately, I am now reaching a point where I fear that my personal resources—emotional, physical, and financial—are insufficient to counter the barriers I am encountering.

If the Disability Advocacy Committee can offer any guidance or support in moving this forward, I would be deeply appreciative. I am committed to seeing this through to help prevent similar struggles for others who, like me, are trying to uphold their right to a fair and accessible work environment.

Thank you very much for your time and consideration. I am available to discuss further and provide any additional documentation you may need.

Thomas Coates

EEOC Charge Number: 12K-2025-00001.