Did I really “voluntarily” resign

... or did the ARS offer no other options (“Constructive Discharge”) during the EEOC-mediated settlement meeting, when they refused to separate me from my abusive supervisor, (even though they were aware of the supervisor’s unlawful activities, since every woman research scientist in Alaska’s ARS Unit had been filing complaints against him for many years)...

Were actionable discrimination complaints ignored by USDA

... or (in 2009 at the EEOC depositions) did the USDA’s Office of the General Counsel (OGC) classify my ARS supervisor’s unlawful activities as petty slights and annoyances (rather than actionable discrimination, which should have been immediately dealt with), thereby allowing his abuse to continue against all of ARS’s women research scientists in Alaska...

Does ARS routinely discriminate against women research scientists

... or is the ARS’s promotion system (RPES) somehow valid, even though it does not use objective measurable criteria when choosing which scientists are promoted, (and results show that fully qualified women scientists are not being recruited, promoted, and/or retained at the same rate as their male counterparts under the RPES system)...

Does ARS routinely discriminate against science technicians

... or does ARS have a legitimate reason for excluding agency scientists who lack a Ph.D. from being listed as co-authors, even when the technicians are required (by journal guidelines) to receive authorship credit...

Would USDA’s “Cease and Desist” have failed if these weren’t all true

Think about it...

The Agency had the power to unlawfully discriminate and retaliate against all of Alaska’s women research scientists in ARS (year after year, despite properly filed grievances by the women), solely because Civil Rights laws in this country are so poorly enforced.

Fortunately, our First Amendment right to Free Speech is harder to circumvent.

This website still exists because the documents are true.