Otolose Vea v. American Airlines, Inc.

United States District Court Northern District of Oklahoma 333 West 4th Street Tulsa, Oklahoma 74103 Date: ____________________________ Re: Filing of Civil Complaint – Otolose Vea v. American Airlines, Inc. and Transport Workers Union of America Local 514 To the Clerk of Court, I respectfully submit the attached civil complaint for filing in the United States District Court for the Northern District of Oklahoma. This lawsuit is filed following the issuance of a Notice of Right to Sue by the Equal Employment Opportunity Commission. I am filing this case pro se in order to preserve my legal rights. Please accept the attached documents for filing and assign a civil action number. The filing packet includes the following documents: 1. Civil Complaint 2. Statement of Facts and Timeline 3. Motion for Preservation of Evidence 4. Motion for Appointment of Counsel 5. Civil Cover Sheet 6. Summons for American Airlines, Inc. 7. Summons for Transport Workers Union Local 514 8. EEOC Right-to-Sue Letter 9. Witness List 10. Supporting Exhibits Thank you for your assistance. Respectfully submitted, Otolose Vea 10954 E 61st Street Apt 2313 Tulsa, Oklahoma 74133 Phone: 917-707-3689 Email: [email protected] UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF OKLAHOMA Otolose Vea, Plaintiff, v. American Airlines, Inc., and Transport Workers Union of America Local 514, Defendants. Case No: __________ COMPLAINT I. JURISDICTION 1. This action arises under federal law, including the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act of 1964, and other federal employment discrimination laws. 2. This Court has jurisdiction pursuant to 28 U.S.C. § 1331 because the claims arise under federal statutes governing employment discrimination and disability rights. 3. Plaintiff received a Notice of Right to Sue from the Equal Employment Opportunity Commission (EEOC) and brings this action within the required statutory period. II. PARTIES 4. Plaintiff Otolose Vea is a former employee of American Airlines and resides in Tulsa, Oklahoma. 5. Defendant American Airlines, Inc. is a corporation conducting business in Tulsa, Oklahoma, including operating the American Airlines maintenance facility where Plaintiff was employed. 6. Defendant Transport Workers Union of America Local 514 is a labor organization representing employees at the American Airlines maintenance facility in Tulsa, Oklahoma. III. FACTUAL BACKGROUND 7. Plaintiff worked for American Airlines for many years and transferred from Texas to the Tulsa maintenance facility in July 2017. 8. Prior to transferring to Tulsa, Plaintiff did not experience discrimination or workplace harassment. 9. After transferring to the Tulsa facility, Plaintiff began experiencing a pattern of discriminatory treatment, monitoring, and harassment by supervisors and co-workers. 10. Beginning in approximately 2018, Plaintiff raised complaints regarding workplace harassment and discriminatory treatment. 11. These complaints resulted in internal investigations conducted by American Airlines Human Resources. 12. In or about 2017-2018, Human Resources representative Sheila Carlson investigated related to Plaintiff's complaints. 13. In or about 2019-2020, an additional investigation involving Human Resources representative Lori Holman addressed workplace concerns involving Plaintiff. 14. In or about 2024–2025, a further investigation was conducted by Labor Relations investigator Jeanette Gibbs. 15. Despite these investigations, the conduct toward Plaintiff continued and the workplace environment remained hostile. 16. Plaintiff suffers from medical conditions including chronic kidney disease and bladder-related conditions requiring frequent restroom access and medical accommodations. 17. Plaintiff informed management and Human Resources of these medical conditions and provided medical documentation. 18. Despite this knowledge, supervisors repeatedly questioned Plaintiff regarding restroom usage and monitored Plaintiff’s movements during work hours. 19. Plaintiff was subjected to discipline and scrutiny related to restroom use and break periods connected to Plaintiff's medical condition. 20. These actions caused significant emotional distress and contributed to worsening health conditions. 21. Plaintiff sought assistance through union representation from Transport Workers Union Local 514. 22. Plaintiff alleges that the union failed to adequately represent Plaintiff’s interests in addressing grievances and disciplinary actions. IV. COUNT I 23. Plaintiff incorporates by reference all preceding paragraphs as though fully set forth herein. 24. Defendant American Airlines engaged in discrimination and harassment that created a hostile work environment. 25. The conduct described above constitutes unlawful discrimination under federal employment laws. V. COUNT II 26. Plaintiff incorporates all preceding paragraphs. 27. Defendant American Airlines retaliated against Plaintiff for raising concerns and complaints regarding workplace discrimination and harassment. 28. Such retaliation included increased scrutiny, questioning, and disciplinary actions. VI. COUNT III 29. Plaintiff incorporates all preceding paragraphs. 30. Defendant American Airlines failed to provide reasonable accommodation for Plaintiff's disability despite having knowledge of Plaintiff’s medical condition and accommodation needs. 31. Defendant’s conduct violated the Americans with Disabilities Act. VII. COUNT IV 32. Plaintiff incorporates all preceding paragraphs. 33. Defendant Transport Workers Union of America Local 514 failed to adequately represent Plaintiff in connection with grievances and disciplinary matters involving Plaintiff’s employment. 34. The union’s failure to act contributed to the continuation of the discriminatory and hostile workplace environment. PRAYER FOR RELIEF WHEREFORE, Plaintiff respectfully requests that the Court: A. Recognize the pattern of discrimination and retaliation experienced by Plaintiff. B. Require Defendants to produce all investigation records, Human Resources files, emails, and documentation relating to complaints made by Plaintiff. C. Ensure that all relevant records are preserved and not destroyed or altered. D. Hold Defendants accountable for violations of federal employment discrimination laws. E. Award damages and any other relief the Court finds just and proper. Respectfully submitted, [signature] Otolose Vea Date: 7/11/2026 COUNT V Failure to Provide Reasonable Accommodation Americans with Disabilities Act (ADA) 1. Plaintiff incorporates by reference all preceding paragraphs of this Complaint as if fully set forth herein. 2. Plaintiff suffers from serious medical conditions including chronic kidney disease and bladder-related conditions that require frequent restroom access and medical accommodations. 3. These medical conditions substantially limit one or more major life activities, including normal bodily functions and daily physical activities. 4. Plaintiff informed Defendant American Airlines of these medical conditions and provided medical documentation supporting the need for reasonable accommodation. 5. Despite having knowledge of Plaintiff’s medical condition and need for accommodation, management and supervisors repeatedly questioned Plaintiff regarding restroom usage and monitored Plaintiff’s movements during work hours. 6. Plaintiff was subjected to discipline and scrutiny related to restroom use and break periods that were connected to Plaintiff’s medical condition. 7. Defendant American Airlines failed to provide reasonable accommodation for Plaintiff’s disability and instead subjected Plaintiff to monitoring, questioning, and disciplinary actions. 8. The conduct of Defendant created a hostile and discriminatory work environment and caused emotional distress and worsening of Plaintiff’s medical condition. 9. As a direct and proximate result of Defendant’s actions, Plaintiff suffered damages including emotional distress, medical complications, loss of employment opportunities, and other damages recoverable under federal law. WHEREFORE, Plaintiff respectfully requests judgment against Defendant American Airlines for violations of the Americans with Disabilities Act and seeks all remedies available under federal law, including damages, costs, and any other relief the Court deems just and proper. UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF OKLAHOMA Otolose Vea, Plaintiff, v. American Airlines, Inc., and Transport Workers Union of America Local 514, Defendants. Civil Action No.: _______________________ (To be assigned by the Court) STATEMENT OF FACTS AND TIMELINE Plaintiff Otolose Vea submits the following summary of facts and timeline describing the events that led to this lawsuit. Employment History Plaintiff worked for American Airlines for more than twenty-eight years as a Maintenance Facility Mechanic. During her career, Plaintiff was known as a dedicated employee who took pride in her work. Plaintiff transferred from the Dallas–Fort Worth facility to the Tulsa Maintenance Base in July 2017. Shortly after the transfer, Plaintiff began experiencing workplace harassment, increased scrutiny, and questioning related to her medical condition. 2018 – Workplace Harassment Begins In 2018, management and coworkers began questioning Plaintiff regarding her restroom usage and physical condition. Plaintiff was asked to verify whether she was handicapped in order to use parking accommodations. Plaintiff was also questioned regarding the frequency of her restroom use despite having medical conditions that required frequent restroom access. Plaintiff began to feel that she was being monitored and singled out. 2019 – Restroom Restrictions and Monitoring In or around 2019, Plaintiff was told she could not use certain restroom facilities. These statements caused embarrassment and emotional distress. At various times Plaintiff was told that restroom use was restricted or questioned when a union representative was present, despite no written rule in the American Airlines policy or the TWU Local 514 collective bargaining agreement prohibiting restroom use. 2020 – Continued Monitoring The monitoring of Plaintiff's activities continued, including questioning regarding breaks and restroom use. The situation caused increasing stress and anxiety for Plaintiff. April 2024 – Family Caregiver Support Due to Plaintiff’s declining health and increasing stress, Plaintiff’s son, John Vaai, became her primary caregiver in April 2024. John Vaai began assisting Plaintiff with medical care, transportation to medical appointments, medication management, and daily living needs. October 2024 – Break Discipline Incident In October 2024, Plaintiff and coworker Victor Knoll took a scheduled fifteen-minute break together while working on the same assignment. Despite both employees taking the same break, management disciplined Plaintiff and questioned her whereabouts. Victor Knoll was not disciplined. Plaintiff’s daughter, Asena Vaai, was on the phone with Plaintiff during this time and witnessed the events as they occurred. December 2024 – Family Relocation In December 2024, Plaintiff's daughter Asena Vaai relocated from Texas to Tulsa to assist with Plaintiff's care due to worsening health conditions. The stress of the workplace situation and medical complications had become overwhelming for the family. Medical Impact Plaintiff suffers from serious medical conditions including chronic kidney disease, fatigue, and a medical device implanted to assist with bladder control. These conditions require frequent restroom access and ongoing medical care. The stress caused by the workplace harassment significantly worsened Plaintiff's physical and emotional health. Union Representation Issues Plaintiff repeatedly sought assistance from Transport Workers Union of America Local 514. However, Plaintiff was not provided adequate representation. No grievance was filed regarding the restroom restrictions or the break discipline incident. Union representatives present at meetings did not defend Plaintiff's rights under the collective bargaining agreement. Family Impact The events described above placed a significant emotional and financial burden on Plaintiff and her family. Plaintiff's children relocated and became caregivers to ensure her safety and medical care. Plaintiff had dedicated more than twenty-eight years of service to American Airlines and did not wish to retire or leave her position under these circumstances. Conclusion Plaintiff brings this action seeking justice, accountability, and relief for the discrimination, harassment, and lack of representation she experienced during her employment. Plaintiff respectfully requests that the Court review the evidence and allow this matter to proceed so that the full facts may be heard. Respectfully submitted, Otolose Vea 10954 E 61st Street Apt 2313 Tulsa, Oklahoma 74133 Date: 3/14/2026 UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF OKLAHOMA Otolose Vea, Plaintiff, v. American Airlines, Inc., et al., Defendants. Case No: ________________ RECORD PRESERVATION REQUEST / LITIGATION HOLD NOTICE Date: ____________________ To: American Airlines, Inc. 3900 N Mingo Road Tulsa, Oklahoma 74116 and Transport Workers Union of America Local 514 11945 E Pine Street Tulsa, Oklahoma 74116 Please be advised that a civil action has been filed in the United States District Court for the Northern District of Oklahoma regarding the above-referenced matter involving Otolose Vea. Because litigation is pending, you are hereby requested to preserve all documents, records, and electronically stored information relating to Otolose Vea and the events described in the complaint. This preservation request includes, but is not limited to: • personnel and employment records • disciplinary records • Human Resources files and communications • Labor Relations investigation files • communications and records involving Human Resources personnel including: – Sheila Carlson, Human Resources (2017–2018) – Lori Holman, Human Resources (2019–2020) • Labor Relations investigation records including: – Jeanette Gibbs, Labor Relations Investigator (2024–2025) • union grievance records and communications involving TWU Local 514 • emails and electronic communications • internal communications between management, Human Resources, Labor Relations, and union representatives • meeting notes or memoranda referencing Otolose Vea • security or surveillance recordings • any other documents relating to the allegations in the complaint Any routine document destruction or deletion policies must be suspended with respect to these materials. Please confirm that steps have been taken to preserve all relevant information related to this matter. Respectfully, Otolose Vea UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF OKLAHOMA Otolose Vea, Plaintiff, v. American Airlines, Inc., and Transport Workers Union of America Local 514, Defendants. Civil Action No.: ______________________ (To be assigned by the Court) MOTION FOR APPOINTMENT OF COUNSEL Plaintiff Otolose Vea respectfully moves the Court for the appointment of counsel to represent Plaintiff in this matter. In support of this motion, Plaintiff states as follows: 1. Plaintiff has filed this civil action alleging employment discrimination, harassment, retaliation, disability discrimination, and failure of union representation arising from Plaintiff's employment with American Airlines. 2. Plaintiff has received a Notice of Right to Sue from the Equal Employment Opportunity Commission and has filed this action within the required time period. 3. Plaintiff has attempted to locate legal representation but has not yet secured counsel willing to take the case. 4. Plaintiff respectfully submits that the legal issues in this case are complex and involve federal employment discrimination laws, union representation duties, and evidentiary issues. 5. Plaintiff's health condition and financial limitations make it difficult to effectively litigate this case without legal assistance. 6. Plaintiff believes the claims have merit and that the interests of justice would be served by the appointment of counsel. WHEREFORE, Plaintiff respectfully requests that the Court appoint counsel to represent Plaintiff in this matter or otherwise assist Plaintiff in securing legal representation. Respectfully submitted, Otolose Vea 10954 E 61st Street Apt 2313 Tulsa, Oklahoma 74133 Phone: 817-707-3689 Email: [email protected] Date: 3/11/2026 EFFORTS TO OBTAIN COUNSEL Prior to filing this action, Plaintiff made multiple attempts to obtain legal representation from private attorneys and law firms that handle employment discrimination matters. Plaintiff contacted several attorneys seeking assistance with the claims described in this complaint. Despite these efforts, Plaintiff was unable to secure representation. Examples of attorneys or law firms contacted include: • Ironside Law Firm – contacted on or about December 2025 – representation declined • BIWD Law Firm – contacted on or about January 2026 – no response • Solomon Law Firm – contacted on or about January 2026 – representation declined Plaintiff believes the complexity of the case and the resources required to pursue litigation against a large corporation may have contributed to these denials. Because Plaintiff has been unable to obtain counsel and lacks the financial resources to retain an attorney privately, Plaintiff respectfully requests that the Court consider appointing counsel. U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Oklahoma City Area Office 215 Dean A McGee Avenue, Suite 524 Oklahoma City, OK 73102 (405) 666-4360 Website: www.eeoc.gov DETERMINATION AND NOTICE OF RIGHTS (This Notice replaces EEOC FORMS 161, 161-A & 161-B) Issued On: 01/30/2026 To: Otolose Vea 10954 E 61st Street APT 2313 Tulsa, OK 74133 Charge No: 564-2025-03390 EEOC Representative and email: DENNIS PETON EQUAL OPPORTUNITY INVESTIGATOR [email protected] DETERMINATION AND NOTICE OF RIGHTS The EEOC issues the following determination: The EEOC will not proceed further with its investigation and makes no determination about whether further investigation would establish violations of the statute. This does not mean the claims have no merit. This determination does not certify that the respondent is in compliance with the statutes. The EEOC makes no finding as to the merits of any other issues that might be construed as having been raised by this charge. NOTICE OF YOUR RIGHT TO SUE This is official notice that the EEOC has dismissed your charge and has issued you notice of your right to sue the respondent(s) on this charge. If you choose to file a lawsuit against the respondent(s) on this charge under federal law in federal or state court, your lawsuit must be filed WITHIN 90 DAYS of your receipt of EEOC’s official notice of dismissal. You should keep a record of the date you received the EEOC’s official notice of dismissal. Your right to sue based on this charge will be lost if you do not file a lawsuit in court within 90 days. (The time limit for filing a lawsuit based on a claim under state law may be different.) If you file a lawsuit based on this charge, please sign-in to the EEOC Public Portal and upload the court complaint to charge 564-2025-03390. On behalf of the Commission, Digitally Signed By: Holly Waldron Cole 01/30/2026 Holly Waldron Cole Area Office Director Cc: NA NA 11945 E. Pine Street Tulsa, OK 74116 Marla Johnson TWU Local 514 11945 E. Pine Street Tulsa, OK 74116 Please retain this Notice for your records. INFORMATION RELATED TO FILING SUIT UNDER THE LAWS ENFORCED BY THE EEOC (This information relates to filing suit in Federal or State court under Federal law. If you also plan to sue claiming violations of State law, please be aware that time limits may be shorter and other provisions of State law may be different than those described below.) IMPORTANT TIME LIMITS – 90 DAYS TO FILE A LAWSUIT If you choose to file a lawsuit against the respondent(s) named in the charge of discrimination, you must file a complaint in court within 90 days of the date you receive EEOC’s official notice of dismissal. You should keep a record of the date you received EEOC’s official notice of dismissal. Once this 90-day period has passed, your right to sue based on the charge referred to in this Notice will be lost. If you intend to consult an attorney, you should do so promptly. Give your attorney a copy of this Notice, and the record of your receiving EEOC’s official notice of dismissal (email or envelope). If your lawsuit includes a claim under the Equal Pay Act (EPA), you must file your complaint in court within 2 years (3 years for willful violations) of the date you did not receive equal pay. This time limit for filing an EPA lawsuit is separate from the 90-day filing period under Title VII, the ADA, GINA, the ADEA, or the PWFA referred to above. Therefore, if you also plan to sue under Title VII, the ADA, GINA, the ADEA, or the PWFA, in addition to suing on the EPA claim, your lawsuit must be filed within 90 days of your receipt of EEOC’s official notice of dismissal and within the 2- or 3-year EPA period. Your lawsuit may be filed in U.S. District Court or a State court of competent jurisdiction. Whether you file in Federal or State court is a matter for you to decide after talking to your attorney. You must file a “complaint” that contains a short statement of the facts of your case which shows that you are entitled to relief. Filing this Notice is not enough. For more information about filing a lawsuit, go to https://www.eeoc.gov/employees/lawsuit.cfm. ATTORNEY REPRESENTATION For information about locating an attorney to represent you, go to: https://www.eeoc.gov/employees/lawsuit.cfm. In very limited circumstances, a U.S. District Court may appoint an attorney to represent individuals who demonstrate that they are financially unable to afford an attorney. HOW TO REQUEST YOUR CHARGE FILE AND 90-DAY TIME LIMIT FOR REQUESTS There are two ways to request a charge file: 1) a Freedom of Information Act (FOIA) request or 2) a “Section 83” request. You may request your charge file under either or both procedures. EEOC can generally respond to Section 83 requests more promptly than FOIA requests. Since a lawsuit must be filed within 90 days of EEOC’s official notice of dismissal, please submit your FOIA and/or Section 83 request for the charge file promptly to allow sufficient time for EEOC to respond and for your review. To make a FOIA request for your charge file, submit your request online at https://eeoc.arkcase.com/foia/portal/login (this is the preferred method). You may also submit a FOIA request for your charge file by U.S. Mail by submitting a signed, written request identifying your request as a "FOIA Request" for Charge Number 564-2025-03390 to the District Director at David Davis, 1222 Spruce St Rm 8 100, St Louis, MO 63103. To make a Section 83 request for your charge file, submit a signed written request stating it is a "Section 83 Request" for Charge Number 564-2025-03390 to the District Director at David Davis, 1222 Spruce St Rm 8 100, St Louis, MO 63103. You may request the charge file up to 90 days after receiving EEOC's official notice of dismissal. After the 90 days have passed, you may request the charge file only if you have filed a lawsuit in court and provide a copy of the court complaint to EEOC. For more information on submitting FOIA requests, go to https://www.eeoc.gov/eeoc/foia/index.cfm. For more information on submitted Section 83 requests, go to https://www.eeoc.gov/foia/section-83-disclosure-information-charge-files. NOTICE OF RIGHTS UNDER THE ADA AMENDMENTS ACT OF 2008 (ADAAA) The ADA was amended, effective January 1, 2009, to broaden the definitions of disability to make it easier for individuals to be covered under the ADA/ADAAA. A disability is still defined as (1) a physical or mental impairment that substantially limits one or more major life activities (actual disability); (2) a record of a substantially limiting impairment; or (3) being regarded as having a disability. However, these terms are redefined, and it is easier to be covered under the new law. If you plan to retain an attorney to assist you with your ADA claim, we recommend that you share this information with your attorney and suggest that he or she consult the amended regulations and appendix, and other ADA related publications, available at: http://www.eeoc.gov/laws/types/disability_regulations.cfm. "Actual" disability or a "record of" a disability If you are pursuing a failure to accommodate claim you must meet the standards for either "actual" or "record of" a disability: ☐ The limitations from the impairment no longer must be severe or significant for the impairment to be considered substantially limiting. ☐ In addition to activities such as performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, thinking, concentrating, reading, bending, and communicating (more examples at 29 C.F.R. § 1630.2(i)), "major life activities" now include the operation of major bodily functions, such as: functions of the immune system, special sense organs and skin; normal cell growth; and digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive functions; or the operation of an individual organ within a body system. ☐ Only one major life activity need be substantially limited. ☐ Except for ordinary eyeglasses or contact lenses, the beneficial effects of "mitigating measures" (e.g., hearing aid, prosthesis, medication, therapy, behavioral modifications) are not considered in determining if the impairment substantially limits a major life activity. ☐ An impairment that is “episodic” (e.g., epilepsy, depression, multiple sclerosis) or “in remission” (e.g., cancer) is a disability if it would be substantially limiting when active. ☐ An impairment may be substantially limiting even though it lasts or is expected to last fewer than six months. “Regarded as” coverage An individual can meet the definition of disability if an employment action was taken because of an actual or perceived impairment (e.g., refusal to hire, demotion, placement on involuntary leave, termination, exclusion for failure to meet a qualification standard, harassment, or denial of any other term, condition, or privilege of employment). ☐ “Regarded as” coverage under the ADAAA no longer requires that an impairment be substantially limiting, or that the employer perceives the impairment to be substantially limiting. ☐ The employer has a defense against a “regarded as” claim only when the impairment at issue is objectively both transitory (lasting or expected to last six months or less) and minor. ☐ A person is not able to bring a failure to accommodate claim if the individual is covered only under the “regarded as” definition of “disability.” Note: Although the amended ADA states that the definition of disability “shall be construed broadly” and “should not demand extensive analysis,” some courts require specificity in the complaint explaining how an impairment substantially limits a major life activity or what facts indicate the challenged employment action was because of the impairment. Beyond the initial pleading stage, some courts will require specific evidence to establish disability. For more information, consult the amended regulations and appendix, as well as explanatory publications, available at http://www.eeoc.gov/laws/types/disability_regulations.cfm. CHARGE OF DISCRIMINATION Form 5 (06/24) This form is affected by the Privacy Act of 1974. See attached Privacy Act Statement and other information before completing this form. CHARGE PRESENTED TO: AGENCY CHARGE NO. EEOC 564-2025-03390 Oklahoma Attorney General's Office, Office of CR Enforcement Name (indicate Mr., Ms., Mrs., Miss, Dr., Hon., Rev.): Otolose Vea Phone No.: (817) 707-3689 Year of Birth: 1962 Mailing Address: 10954 E 61st Street APT 2313 Tulsa, OK 74133 Named below is the Employer, Labor Organization, Employment Agency, Apprenticeship Committee, or State or Local Government Agency that I believe discriminated against me or others. Name: Transport Workers Union of America Local 514 No. Employees, Members: 501+ Employees Phone No.: (918) 437-4300 Mailing Address: 3900 N. Mingo Tulsa, OK 74116, UNITED STATES OF AMERICA Name: No. Employees, Members: Phone No.: Mailing Address: DISCRIMINATION BASED ON: Age, Color, Disability, National Origin, Race, Sex DATE(S) DISCRIMINATION TOOK PLACE Earliest: 10/01/2024 Latest: 09/12/2025 Continuing Action THE PARTICULARS ARE: I began my employment on or about June 2, 1993, as a mechanic with American Airlines. I joined the Transport Workers Union upon employment. At all times I perform my duties in a satisfactory manner and am a member in good standing with my labor union. I filed a complaint of discrimination against my employer, after they issued me an unfounded discipline. They conducted an investigation, and I was cleared of any wrongdoing. I requested the union file a grievance on my behalf 10/01/24 after receiving the first discipline via a request to James Holt TWU 514 Chairman. On 10/02/25 I received a second discipline from my employer. I made a second request for union representation James Holt to file a grievance on my behalf. Both requests have gone unanswered and TWU 514 failed to provide me the union representation I am due. Subsequently, despite my good standing with the union, I was denied representation to remove the disciplinary actions from my file. I believe that I have been discriminated against because of my disability, in violation of the Americans with Disabilities Act of 1990, as amended, and my age (63) in violation of the Age Discrimination in Employment Act of 1967. I also believe that I have been discriminated against because of my race (Pacific Islander), national origin, and color, in violation of Title VII of the Civil Rights Act of 1964, as amended. I want this charge filed with both the EEOC and the State or local Agency, if any. I will advise the agencies if I change my address or phone number and I will cooperate fully with them in the processing of my charge in accordance with their procedures. I declare under penalty of perjury that the above is true and correct, and that I have read each page of this form. [Signature] Charging Party Signature & Date If a state or local Fair Employment Practices Agency (FEPA) requires notarization, you may need to sign the charge in the presence of a notary. If so, please do so here. I swear or affirm that I have read the above charge and that it is true to the best of my knowledge, information, and belief. [Signature] Notarized Signature of Charging Party Subscribed and sworn to before me this date: Signature of Notary ________________________________ Printed Name _____________________________________ CP ENCLOSURE WITH EEOC FORM 5 (06/24) PRIVACY ACT STATEMENT Under the Privacy Act of 1974, Pub. Law 93-579, authority to request personal data and its uses are: 1. FORM NUMBER/TITLE/DATE. EEOC Form 5, Charge of Discrimination (09/24). 2. AUTHORITY. 42 U.S.C. 2000e-5(b), 29 U.S.C. 211, 29 U.S.C. 626, 42 U.S.C. 12117, 42 U.S.C. 2000ff-6. 3. PRINCIPAL PURPOSES. The purposes of a charge, taken on this form or otherwise reduced to writing (whether later recorded on this form or not) are, as applicable under the EEOC anti-discrimination statutes (EEOC statutes), to preserve private suit rights under the EEOC statutes, to invoke the EEOC's jurisdiction and, where dual-filing or referral arrangements exist, to begin state or local proceedings. 4. ROUTINE USES. This form is used to provide facts that may establish the existence of matters covered by the EEOC statutes (and as applicable, other federal, state or local laws). Information given will be used by staff to guide its mediation and investigation efforts and, as applicable, to determine, conciliate and litigate claims of unlawful discrimination. This form may be presented to or disclosed to other federal, state or local agencies as appropriate or necessary in carrying out EEOC's functions. A copy of this charge will ordinarily be sent to the respondent organization against which the charge is made. 5. WHETHER DISCLOSURE IS MANDATORY; EFFECT OF NOT GIVING INFORMATION. Charges must be reduced to writing and should identify the charging and responding parties and the actions or policies complained of. Without a written charge, EEOC will ordinarily not act on the complaint. Charges under Title VII, the ADA or GINA must be sworn to or affirmed (either by using this form or by presenting a notarized statement or unworn declaration under penalty of perjury); charges under the ADEA should ordinarily be signed. Charges may be clarified or amplified later by amendment. It is not mandatory that this form be used to make a charge. NOTICE OF RIGHT TO REQUEST SUBSTANTIAL WEIGHT REVIEW Charges filed at a state or local Fair Employment Practices Agency (FEPA) that dual-files charges with EEOC will ordinarily be handled first by the FEPA. Some charges filed at EEOC may also be first handled by a FEPA under worksharing agreements. You will be told which agency will handle your charge. When the FEPA is the first to handle the charge, it will notify you of its final resolution of the matter. Then, if you wish EEOC to give Substantial Weight Review to the FEPA's final findings, you must ask us in writing to do so within 15 days of your receipt of its findings. Otherwise, we will ordinarily adopt the FEPA's finding and close our file on the charge. NOTICE OF NON-RETALIATION REQUIREMENTS Please notify EEOC or the state or local agency where you filed your charge if retaliation is taken against you or others who oppose discrimination or cooperate in any investigation or lawsuit concerning this charge. Under Section 704(a) of Title VII, Section 4(d) of the ADEA, Section 503(a) of the ADA, Section 207(f) of GINA, and 42 USC 2000gg-2(f)(1) of the PWFA it is unlawful for an employer to discriminate against present or former employees or job applicants, for an employment agency to discriminate against anyone, or for a union to discriminate against its members or membership applicants, because they have opposed any practice made unlawful by the statutes, or because they have made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under the laws. The Equal Pay Act has similar provisions and Section 503(b) of the ADA prohibits coercion, intimidation, threats or interference with anyone for exercising or enjoying, or aiding or encouraging others in their exercise or enjoyment of, rights under the Act. January 30, 2026 Otolose Vea 10954 E 61st Street Apt. 2313 Tulsa, OK 74133 Re: Otolose Vea v. Transport Workers Union of America AFL-CIO Local 514 Charge No.: 564-2025-03390 Dear Otolose Vea: I am writing to you about the above-referenced Charge of Discrimination. As you know, the employer denies they discriminated against you. We provided you with a copy of the employer’s position statement which asserts a legitimate nondiscriminatory reason for its employment action. A message from the Public Portal indicated you should provide a response to the position statement within 30 days of its release. The EEOC did not receive a response to rebut the proffered nondiscriminatory reason asserted by Respondent. The evidence obtained during the investigation, thus far, does not indicate that further investigation will result in a violation. Accordingly, I will recommend to the Director that EEOC terminate the ongoing investigation and close the Charge. If the Director agrees, you will shortly receive a Determination and Notice of Rights, which will explain that you have 90 days from the date of that Notice to file a private lawsuit in federal court if you wish to proceed further with these claims. If you have questions or believe there is supplemental information that will be relevant to the final determination, please provide it within 10 days of the date of this letter. I can be reached by email at [email protected] or by phone at (405) 666-0368. If supplemental information is not provided within 10 days, or if the information fails to rebut the position statement, then I will recommend to the Director to proceed with issuance of the Determination and Notice of Rights through the Public Portal. Sincerely, DENNIS PETON EQUAL OPPORTUNITY INVESTIGATOR January 30, 2026 Otolose Vea 10954 E 61st Street, Apt 2313 Tulsa, OK 74133 Re: Otolose Vea v. Transport Workers Union Of America AFL-CIO Local 514 Charge No.: 564-2025-03390 Dear Otolose Vea: The evidence presented by you is insufficient on which to proceed with further investigation. As a result of our review of the matter, we have decided to dismiss the charge. Predicated on our review of the available evidence, we do not believe it can be established that the employer discriminated against you based on National Origin, race, color, disability, age, or any other reasons prohibited by the laws we enforce. Rather, the investigation yielded that you failed to meet the burden of proof responsibility required by federal law. Finally, we decline to take further action on the charge because there are no indications that further investigation or other use of our resources will result in sufficient evidence to establish a violation of the federal laws we enforce. You will be issued a Dismissal and Notice of Rights to Sue. The dismissal notice will describe your right to pursue the matter by filing a lawsuit in federal court within 90 days of your receipt of the notice. Sincerely, Dennis Peton EEOC Investigator UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF OKLAHOMA TULSA DIVISION Otolose "Rose" Vea, Plaintiff, v. American Airlines, Inc., and Transport Workers Union Local 514, Defendants. Case No. ______________________ PLAINTIFF'S WITNESS LIST Plaintiff Otolose "Rose" Vea may call the following witnesses to testify at trial: 1. Victor Knoll Testimony regarding the break incident and workplace observations involving Plaintiff. 2. Elvis Hull Testimony regarding workplace environment and observations related to Plaintiff's employment. 3. Asena Vaai Testimony regarding Plaintiff's medical condition, workplace stress, and communications with American Airlines management. 4. John Vaai Testimony regarding Plaintiff's medical condition, caregiving observations, and the impact of workplace stress on Plaintiff's health. Plaintiff reserves the right to call additional witnesses if necessary. Respectfully submitted, Otolose "Rose" Vea Plaintiff, Pro Se Address: 10954 E61 St Tulsa, Oklahoma Phone: 47 107 3699 Email: [email protected] Date: 3/11/2026 WITNESS STATEMENT OF ELVIS HULL I, Elvis Hull, provide this statement based on my personal knowledge and observations while working at the American Airlines maintenance facility in Tulsa, Oklahoma. I worked in the same department and workplace environment as Otolose Vea, and during that time I observed situations where she appeared to be treated differently from other employees. In approximately 2018–2019, I witnessed an incident where Otolose Vea was disciplined and told that she was not allowed to use the ladies’ restroom in our department. The restroom in question was a public restroom used by employees in the work area. To my knowledge, there was no rule in the American Airlines policies or the Transport Workers Union (TWU) contract that banned an employee from using a public restroom in the workplace. At that time, Otolose Vea had a shop steward named Troy Ott who represented her regarding the restroom restriction. I also observed that management frequently questioned Otolose Vea about her whereabouts in the work area, which I did not see happening to other employees. I personally was not questioned about my whereabouts in the same way. I further observed that Otolose Vea appeared concerned about being seen sitting down during work hours, because management might assume she was taking an extended break. Because of this concern, she would sometimes sit in her work cart during winter weather or hot conditions rather than sit in other areas, apparently to avoid being accused of taking additional break time. I observed these types of workplace issues continuing over a period of several years, from approximately 2018 through 2025. During that time, I was aware that Otolose Vea attended meetings with management and the Transport Workers Union (TWU) regarding concerns she had reported. Despite those meetings, it appeared to me that the issues she was experiencing in the workplace continued and were not resolved. I provide this statement truthfully based on my personal observations while working in the same workplace environment. I declare under penalty of perjury that the information in this statement is true and correct to the best of my knowledge. Witness Name: Elvis Hull Signature: Elvis K. Hull Date: 3-11-2026 Phone Number: 817-480-3978 Vaai, Asena From: Schmitz, Cathy Sent: Thursday, September 11, 2025 1:29 AM To: Holt, James - AmericanAirlines; Linda Dill Subject: EE#375022 Otolose Vea Good morning, James I have a team member that you spoke with on the phone, on afternoon of 9/10/2025 @ 2:00 pm team member is Mrs. Otolose Vea, and she was requesting a letter stating that there was no grievance file on her behalf for a step 1 writeup, thought the company HR Representative Jeanette Gibbs stated to you and the Shop Steward that was representing her Kenneth Miller, there should have been a grievance filed for her, after I researched the TWU514 grievance form using her employee number and her last name, there was never a grievance file by you or Shop Steward Kenneth Miller in behalf of Mrs. Vea, can you please provide Mrs. Vea the information she is requesting along with all notes and filings of her 32J investigation that you and Mr. Miller sat in on the day of October 1, 2024, as well the step 1 writeup which you and Mr. Miller sat in on as well, over a break incident on October 2, 2024. After speaking to Mrs. Vea, she feels that as team member she is not being represented properly or being taken seriously. So, I am asking if you please provide her the information she is requesting, as well as a letter stated from you that there was no grievance, and that her situation was overlooked. Thank you! Cathy Schmitz | [email protected] American Airlines® | Planner Tulsa Base | Hangar 5&6 Drop-in, OTS, & SV/MODs TULE Dock 6A, 6B, 6C | Maintenance Planner Shop Steward TWU 514 | (539)283-5655 October 1, 2024 Otolose Vea #375022 Re: Level 1 On Monday, September 18th, you were observed by a supervisor during your scheduled work hours. As a result, you were conducted an investigation due to a probable rule violation. At 6:00 a.m. you were seen walking back to work outside Hangar 5 and at 9:55 am you were seen sitting outside Hangar 5 while the flight was scheduled for Hanger 5. At the time of the review, you stated that flight 905734 was Hanger 5 and you were on your pre-clearance. Upon completion of your certification, you will be asked to reschedule and attend an online re-certification course; the Company expects every team member to comply with all in-vicinity rules as per the Company’s Rules of Conduct. Due to the circumstances your conduct, you are being issued a “Level 1” under the Performance Improvement Program. It is imperative that you correct this behavior to align with Company standards, rules and regulations. We encourage you to carefully consider the consequences of your actions and consequences may include Rules and Procedures, since failure to adhere could lead to further corrections, including discipline. 9/30/24 On 9/30/24 at 7:55am I witnessed Rose still sitting in her classroom and her where her assigned teacher had been there at 8:36 Jan 22/24. She had not seen her. However Mr. Smith had told staff that he would have been here 40 minutes before. I conducted 321 was conducted about breaktimes being 15min and policies and would [Redacted] Results for search: VBA <table> <tr> <th>Sta_CountID</th> <th>Exploit or Grant Date</th> <th>Source</th> <th>Class</th> <th>Grant Date</th> <th>Expires</th> <th>Status</th> </tr> <tr> <td>/9906011</td> <td>158983</td> <td>Vesely, A.</td> <td>Closed Company</td> <td>closed</td> <td>2010-02-04</td> <td></td> </tr> <tr> <td>/2503091</td> <td>07/4536</td> <td>Erdman, D. et al.</td> <td>closed</td> <td>2010-05-14</td> <td></td> <td></td> </tr> <tr> <td>/2405030</td> <td>765225</td> <td>Thomson, J Closed St.</td> <td>Closed</td> <td>2010-05-14</td> <td></td> <td></td> </tr> <tr> <td>/0505028</td> <td>150077 (Likemeyer)</td> <td>Chenitz, S.</td> <td>closed</td> <td>2010-02-15</td> <td></td> <td></td> </tr> <tr> <td>/1505038</td> <td>158983</td> <td>Vesely, A.</td> <td>Closed WO</td> <td>On May 22, 2011 this document has been closed by order of the Patent Office.</td> <td></td> <td></td> </tr> <tr> <td>/2406075</td> <td>150037 (Likemeyer)</td> <td>K. O’Mara</td> <td>closed</td> <td>2010-05-14</td> <td></td> <td></td> </tr> <tr> <td>/0004057</td> <td>500116</td> <td>Mahoney, K.</td> <td>Closed WO</td> <td>On April 1, 2009 it was determined that the grant had been reversed.</td> <td></td> <td></td> </tr> <tr> <td>/0005001</td> <td>158782 (Likemeyer)</td> <td>Closed</td> <td>National Security Grant</td> <td></td> <td></td> <td></td> </tr> <tr> <td>/0005036</td> <td>500116 Mahoney, K.</td> <td>Closed DE</td> <td>World has been Revoked in several countries, including the United States. It is currently listed as Closed.</td> <td></td> <td></td> <td></td> </tr> <tr> <td>/0005002</td> <td>158778 (Likemeyer)</td> <td>Global Corporation Inc</td> <td>Closed Compliance Policy filed on Oct 10, 2011. It will be assigned and issued.</td> <td></td> <td></td> <td></td> </tr> <tr> <td>/0005074</td> <td>500116 Mahoney, K.</td> <td>Closed Compliance Policy filed on Oct 10, 2011. It will be assigned and issued.</td> <td></td> <td></td> <td></td> <td></td> </tr> </table> Find Case: [Imp. Num. Case ID. Name, Key] Find Case [Filing Num, Case ID, Name, Keyw] <table> <tr> <th>Case Number</th> <th>Filing Date</th> <th>Casenr</th> <th>Status</th> <th>Court</th> <th>Results for search: VISA</th> </tr> <tr> <td>/9908001A</td> <td>159003</td> <td>Verbly A</td> <td>Closed Company</td> <td>Dist Ct</td> <td>Offenses: Possessing R/F</td> </tr> <tr> <td>/7600225</td> <td>Thomasenvy I Closed St.</td> <td>On arrest pending trial</td> <td>Dist Ct</td> <td>Possessing R/F</td> </tr> <tr> <td>/1505094</td> <td>Jaytoks I Closed WD</td> <td>On arrest pending trial</td> <td>Dist Ct</td> <td>Obstructing Law Officers</td> </tr> <tr> <td>/50116</td> <td>Thomsonw I Closed WD</td> <td>On arrest L2009</td> <td>Dist Ct</td> <td>Obstructing Law Officers</td> </tr> <tr> <td>/057716</td> <td>Chandw I Closed WD</td> <td></td> <td>Dist Ct</td> <td>Obstructing Law Officers</td> </tr> <tr> <td>/0001585</td> <td>Superte</td> <td></td> <td>Dist Ct</td> <td>Would have been classified but not charged</td> </tr> <tr> <td>/0005275</td> <td>Misuse of Closed Company by person or CF, while on SPY leave</td> <td></td> <td>Dist Ct</td> <td>Unlikely</td> </tr> </table> Fw: Intake Interview Follow-Up for 564-2025-03390 3 messages Otolose Vaai <[email protected]> To: Cici Nunya <[email protected]> Thu, Sep 11, 2025 at 6:06 PM Sent from Yahoo Mail for iPhone Begin forwarded message: On Monday, September 8, 2025, 2:22 PM, DENNIS J. PETON <[email protected]> wrote: Dear Otolose Vea, Thank you for talking with me today and sharing the details of your race/color/age/disability employment discrimination allegations. Based on the information you provided in the interview; we believe it may be established that Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, or the Americans with Disabilities Act was violated with sufficient supporting evidence. Many of the examples you provided could rise to the level of violating the Federal Laws we enforce. We want to reiterate that since you want to file the charge this is your right, and we will definitely do so on your behalf. However, if this does not meet the elements of prima facie, this case would be dismissed by the EEOC and a Dismissal and Notice of Right to Sue (NRTS) Letter would be issued to you. This would give you the opportunity to file a lawsuit in State or Federal Court within 90 days of receiving the notice of rights letter. Please be aware that Federal Law requires charges to be filed no more than 300 days from the last day of harm. If we do not have your signed Charge of Discrimination (COD) form within 7 days of our uploading the form to the portal, then this case will be administratively closed, and you would not receive your NRTS Letter. At the conclusion of our conversation, you wanted additional time to submit evidence that meets the burden of proof responsibility required by Federal Law. The evidence can be emailed to me directly. We agreed on a deadline of 09/15/2025 to do so, but if we do not hear from you by then, this inquiry will be administratively closed. Also, please provide the contact information for the Transport Workers Union. Please contact me if you have any more questions or need any further information. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Book time to meet with me Begin forwarded message: On Friday, September 12, 2025, 10:27 AM, Otolose Vaai <[email protected]> wrote: Dennis Here are the paper work needed hopefully it is everything you need Cathy Schmitz is the Shop Stewart 918-520-4212 only able to provide these information to me. and she does not know in-depth only her can have access to show that evidence that 514 TWU James Holt (Jimmy Holt) Chairman 514 TWU did not FILE Grievance 514 TWU website and who send the Email to Jimmy Holt (James Holt) Stating that he did not file grievance after looking it up in the TWU Website Which i provided in this email Screenshot along with my daughter Asena Vaai 758746 Show proof she has her grievance file in the TWU 514 Grievance website Attach to this email as well. I did file out the portal please let me know if everything in the portal is done or need to be loaded let me know? i did fill it out. Also have Text with Jimmy Holt Chairman 918-378-2079 WHO i send a text on 09-11-2025 and 09-10-2025 None has been sent. [Quoted text hidden] 6 attachments OTOLOSE SEARCH GRIEVANCE IN 514 TWU WEBSITE.jpg 91K OTOLOSE SEARCH GRIEVANCE 514 TWU LAST NAME VEA.jpg 91K EXAMPLE DAUGHTER GRIEVANCE 758746 EMPLOYEE ASENA VAAI.jpg 90K TWU SHOP STEWART CATHY SCHMITZ LOOKING UP MY GRIEVANCE AND REQUESTING JAMES HOLT CHAIRMAN TO SEND.jpg 301K OTOLOSE VEA ASKING JIMMY HOLT (JAMES HOLT) SEND THE LETTER HE DID NOT.jpg 116K OTOLOSE VEA TWU 514 UNION.jpg 157K OTOLOSE SEARCH GRIEVANCE IN 514 TWU WEBSITE.jpg 91K OTOLOSE SEARCH GRIEVANCE 514 TWU LAST NAME VEA.jpg 91K EXAMPLE DAUGHTER GRIEVANCE 758746 EMPLOYEE ASENAA VAAI.jpg 90K TWU SHOP STEWART CATHY SCHMITZ LOOKING UP MY GRIEVANCE AND REQUESTING JAMES HOLT CHAIRMAN TO SEND.jpg 301K OTOLOSE VEA ASKING JIMMY HOLT (JAMES HOLT) SEND THE LETTER HE DID NOT.jpg 116K OTOLOSE VEA TWU 514 UNION.jpg 157K Fw: [External] Re: COD Draft Signature Requested for 564-2025-03390 3 messages otolose <[email protected]> To: Cici Nunya <[email protected]> Mon, Dec 22, 2025 at 6:43 PM Sent from Yahoo Mail for iPhone Begin forwarded message: On Monday, October 27, 2025, 9:50 AM, otolose <[email protected]> wrote: Good morning, just following up on any other inquiries you would need from me to go ahead and start the case or information you would need from me, please let me know. Thank you Sent from Yahoo Mail for iPhone On Friday, September 19, 2025, 8:28 AM, DENNIS J. PETON <[email protected]> wrote: Good morning. You do not need to schedule another appointment. It looks like you submitted multiple inquiries for the same issue. It will be closed as a duplicate. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: otolose <[email protected]> Sent: Thursday, September 18, 2025 9:18 AM To: DENNIS J. PETON <[email protected]> Subject: [External] Re: COD Draft Signature Requested for 564-2025-03390 Dennis Do I need to set up an appt I have an email just want to make sure I’m not missing anything Reminder of Scheduled Interview U.S. Equal Employment Opportunity Commission You recently submitted an inquiry about alleged employment discrimination by American Airlines to EEOC. We noticed that you have not yet scheduled an interview to discuss your claim. Appointments open up daily; please continue to check for an available appointment. If you are unable to schedule an appointment, EEOC will contact you prior to your charge filing deadline and provide you with the opportunity to file a timely charge. Please go to the soon as possible to schedule an interview with EEOC. Please visit [redacted] as soon as possible to provide additional information about your inquiry. Providing additional information is On Friday, September 12, 2025, 3:11 PM, DENNIS J. PETON <[email protected]> wrote: Please sign the attached charge document and return it to me. Thank you. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 12:25 PM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 Dennis Discipline dated on 1st and 2nd incidents against me by Company American Airlines: Supervisor Facilities Maintenance - Stephanie Coon Email: [email protected] Cell phone: 918-6459233 started Date 10-01-2024 and started 10-02-2024. 1st Seek I ask to the union to file grievance dated 10-01-2024 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email:[email protected] 2nd Incident I ask to [blank] for grievance Date 10-02-2024 another dis[blank]one I seek again same day 10-02-2024 with Chairman 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email:[email protected] American Airlines Employer HR Name: Sr Specialist HR Investigations Jeanette Gibbs Cell Phone: 682-275-0581 Email: [email protected] Close and resolve investigation 02-06-2025. Just wanted to let you know HR has my all the files stated about the 1st incident 10-01-2024 and 2nd Incident with Chairman TWU 514: Jimmy Holt (James Holt) I am not allowed to have copies. HR email: [email protected] Cell: 918-808-5570 I attach it to this email. Thank you On Friday, September 12, 2025 at 10:59:08 AM CDT, DENNIS J. PETON <[email protected]> wrote: When did you first get the discipline from your employer and when did you first seek the union to file a grievance on your behalf? When did your employer complete their investigation and resolve the situation? I need at least the Month and year. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 10:27 AM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 CAUTION: The sender of this message is external to the EEOC network. Please use care when clicking on links and responding with sensitive information. Forward suspicious emails to [email protected]. Dennis Here are the paper work needed hopefully it is everything you need Cathy Schmitz is the Shop Stewart 918-520-4212 only able to provide these information to me. and she does not know in-depth only her can have access to show that evidence that 514 TWU James Holt (Jimmy Holt) Chairman 514 TWU did not FILE Grievance 5TWU website and who send the Email to Jimmy Holt (James Holt) Stating that he did not file grievance after looking it up in the TWU Website Which i provided in this email Screenshot along with my daughter Asena Vaai 758746 Show proof she has her grievance file in the TWU 514 Grievance website Attach to this email as well. I did file out the portal please let me know if everything in the portal is done or need to be loaded let me know? i did fill it out. Also have Text with Jimmy Holt Chairman 918-378-2079 WHO i send a text on 09-11-2025 and 09-10-2025 None has been sent. On Monday, September 8, 2025 at 02:22:39 PM CDT, DENNIS J. PETON <[email protected]> wrote: Dear Otolose Vea, Thank you for talking with me today and sharing the details of your race/color/age/disability employment discrimination allegations. Based on the information you provided in the interview; we believe it may be established that Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, or the Americans with Disabilities Act was violated with sufficient supporting evidence. Many of the examples you provided could rise to the level of violating the Federal Laws we enforce. We want to reiterate that since you want to file the charge this is your right, and we will definitely do so on your behalf. However, if this does not meet the elements of prima facie, this case would be dismissed by the EEOC and a Dismissal and Notice of Right to Sue (NRTS) Letter would be issued to you. This would give you the opportunity to file a lawsuit in State or Federal Court within 90 days of receiving the notice of rights letter. Please be aware that Federal Law requires charges to be filed no more than 300 days from the last day of harm. If we do not have your signed Charge of Discrimination (COD) form within 7 days of our uploading the form to the portal, then this case will be administratively closed, and you would not receive your NRTS Letter. At the conclusion of our conversation, you wanted additional time to submit evidence that meets the burden of proof responsibility required by Federal Law. The evidence can be emailed to me directly. We agreed on a deadline of 09/15/2025 to do so, but if we do not hear from you by then, this inquiry will be administratively closed. Also, please provide the contact information for the Transport Workers Union. Please contact me if you have any more questions or need any further information. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 7422 405-666-0368 US EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Book time to meet with me 3 attachments image001.png 28K otolose <[email protected]> To: Cici Nunya <[email protected]> Sent from Yahoo Mail for iPhone Begin forwarded message: On Friday, September 19, 2025, 8:28 AM, DENNIS J. PETON <[email protected]> wrote: Good morning. You do not need to schedule another appointment. It looks like you submitted multiple inquiries for the same issue. It will be closed as a duplicate. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: otolose <[email protected]> Sent: Thursday, September 18, 2025 9:18 AM To: DENNIS J. PETON <[email protected]> Subject: [External] Re: COD Draft Signature Requested for 564-2025-03390 Dennis Do I need to set up an appt I have an email just want to make sure I'm not missing anything U.S. Equal Employment Opportunity Commission You recently submitted an inquiry, [redacted], about alleged employment discrimination by American Airlines to EEOC. We noticed that you have not yet scheduled an interview to discuss your claim. Appointments open up daily; please continue to check for an available appointment. If you are unable to schedule an appointment, EEOC will contact you prior to your charge filing deadline and provide you with the opportunity to file a timely charge. Please go to the [redacted] soon as possible to schedule an Please visit [REDACTED] as soon as possible to provide additional information about your inquiry. Providing additional information is [REDACTED] Sent from Yahoo Mail for iPhone On Friday, September 12, 2025, 3:11 PM, DENNIS J. PETON <[email protected]> wrote: Please sign the attached charge document and return it to me. Thank you. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 12:25 PM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 Dennis Discipline dated on 1st and 2nd incidents against me by Company American Airlines: Supervisor Facilities Maintenance - Stephanie Coon Email: [email protected] Cell phone: 918-6459233 started Date 10-01-2024 and started 10-02-2024. 1st Seek I ask to the union to file grievance dated 10-01-2024 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] 2nd Incident I ask to [REDACTED] for grievance Date 10-02-2024 another dis[REDACTED]ine I seek again same day 10-02-2024 with Chairman 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] American Airlines Employer HR Name: Sr Specialist HR Investigations Jeanette Gibbs Cell Phone: 682-275-0581 Email: [email protected] Close and resolve investigation 02-06-2025. Just wanted to let you know HR has my all the files stated about the 1st incident 10-01-2024 and 2nd Incident with Chairman TWU 514: Jimmy Holt (James Holt) I am not allowed to have copies. HR email: [email protected] Cell: 918-808-5570 I attach it to this email. Thank you On Friday, September 12, 2025 at 10:59:08 AM CDT, DENNIS J. PETON <[email protected]> wrote: When did you first get the discipline from your employer and when did you first seek the union to file a grievance on your behalf? When did your employer complete their investigation and resolve the situation? I need at least the Month and year. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 10:27 AM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 CAUTION: The sender of this message is external to the EEOC network. Please use care when clicking on links and responding with sensitive information. Forward suspicious emails to [email protected]. Dennis Here are the paper work needed hopefully it is everything you need Cathy Schmitz is the Shop Stewart 918-520-4212 only able to provide these information to me. and she does not know in-depth only her can have access to show that evidence that 514 TWU James Holt (Jimmy Holt) Chairman 514 TWU did not FILE Grievance 5 TWU website and who send the Email to Jimmy Holt (James Holt) Stating that he did not file grievance after looking it up in the TWU Website Which i provided in this email Screenshot along with my daughter Asena Vaai 758746 Show proof she has her grievance file in the TWU 514 Grievance website Attach to this email as well. I did file out the portal please let me know if everything in the portal is done or need to be loaded let me know? i did fill it out. Also have Text with Jimmy Holt Chairman 918-378-2079 WHO i send a text on 09-11-2025 and 09-10-2025 None has been sent. On Monday, September 8, 2025 at 02:22:39 PM CDT, DENNIS J. PETON <[email protected]> wrote: Dear Otolose Vea, Thank you for talking with me today and sharing the details of your race/color/age/disability employment discrimination allegations. Based on the information you provided in the interview; we believe it may be established that Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, or the Americans with Disabilities Act was violated with sufficient supporting evidence. Many of the examples you provided could rise to the level of violating the Federal Laws we enforce. We want to reiterate that since you want to file the charge this is your right, and we will definitely do so on your behalf. However, if this does not meet the elements of prima facie, this case would be dismissed by the EEOC and a Dismissal and Notice of Right to Sue (NRTS) Letter would be issued to you. This would give you the opportunity to file a lawsuit in State or Federal Court within 90 days of receiving the notice of rights letter. Please be aware that Federal Law requires charges to be filed no more than 300 days from the last day of harm. If we do not have your signed Charge of Discrimination (COD) form within 7 days of our uploading the form to the portal, then this case will be administratively closed, and you would not receive your NRTS Letter. At the conclusion of our conversation, you wanted additional time to submit evidence that meets the burden of proof responsibility required by Federal Law. The evidence can be emailed to me directly. We agreed on a deadline of 09/15/2025 to do so, but if we do not hear from you by then, this inquiry will be administratively closed. Also, please provide the contact information for the Transport Workers Union. Please contact me if you have any more questions or need any further information. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Book time to meet with me 3 attachments image001.png 28K cici Nunya <[email protected]> To: [email protected] --------- Forwarded message -------- From: otolose <[email protected]> Date: Mon, Dec 22, 2025 at 6:44 PM Subject: Fw: [External] Re: COD Draft Signature Requested for 564-2025-03390 To: Cici Nunya <[email protected]> Sent from Yahoo Mail for iPhone Begin forwarded message: On Monday, October 27, 2025, 9:50 AM, otolose <[email protected]> wrote: Good morning, just following up on any other inquiries you would need from me to go ahead and start the case or information you would need from me, please let me know. Thank you Sent from Yahoo Mail for iPhone On Friday, September 19, 2025, 8:28 AM, DENNIS J. PETON <[email protected]> wrote: Good morning. You do not need to schedule another appointment. It looks like you submitted multiple inquiries for the same issue. It will be closed as a duplicate. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: otolose <[email protected]> Sent: Thursday, September 18, 2025 9:18 AM To: DENNIS J. PETON <[email protected]> Subject: [External] Re: COD Draft Signature Requested for 564-2025-03390 Dennis Do I need to set up an appt I have an email just want to make sure I'm not missing anything U.S. Equal Employment Opportunity Commission You recently submitted an inquiry, about alleged employment discrimination by American Airlines to EEOC. We noticed that you have not yet scheduled an interview to discuss your claim. Appointments open up daily; please continue to check for an available appointment. If you are unable to schedule an appointment, EEOC will contact you prior to your charge filing deadline and provide you with the opportunity to file a timely charge. Please go to the ____________ as soon as possible to schedule an interview with EEOC. Please visit ________ as soon as possible to provide additional information about your inquiry. Providing additional information is Sent from Yahoo Mail for iPhone On Friday, September 12, 2025, 3:11 PM, DENNIS J. PETON <[email protected]> wrote: Please sign the attached charge document and return it to me. Thank you. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Discipline dated on 1st and 2nd incidents against me by Company American Airlines: Supervisor Facilities Maintenance - Stephanie Coon Email: [email protected] Cell phone: 918-6459233 started Date 10-01-2024 and started 10-02-2024. 1st Seek I ask to the union to file grievance dated 10-01-2024 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] 2nd Incident I ask to file for grievance Date 10-02-2024 another discipline I seek again same day 10-02-2024 with Chairman 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] American Airlines Employer HR Name: Sr Specialist HR Investigations Jeanette Gibbs Cell Phone: 682-275-0581 Email: [email protected] Close and resolve investigation 02-06-2025. Just wanted to let you know HR has my all the files stated about the 1st incident 10-01-2024 and 2nd Incident with Chairman TWU 514: Jimmy Holt (James Holt) I am not allowed to have copies. HR email: [email protected] Cell: 918-808-5570 I attach it to this email. Thank you On Friday, September 12, 2025 at 10:59:08 AM CDT, DENNIS J. PETON <[email protected]> wrote: When did you first get the discipline from your employer and when did you first seek the union to file a grievance on your behalf? When did your employer complete their investigation and resolve the situation? I need at least the Month and year. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 10:27 AM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 CAUTION: The sender of this message is external to the EEOC network. Please use care when clicking on links and responding with sensitive information. Forward suspicious emails to [email protected]. Dennis Here are the paper work needed hopefully it is everything you need Cathy Schmitz is the Shop Stewart 918-520-4212 only able to provide these information to me. and she does not know in-depth only her can have access to show that evidence that 514 TWU James Holt (Jimmy Holt) Chairman 514 TWU did not FILE Grievance 514 TWU website and who send the Email to Jimmy Holt (James Holt) Stating that he did not file grievance after looking it up in the TWU Website Which i provided in this email Screenshot along with my daughter Asena Vaai 758746 Show proof she has her grievance file in the TWU 514 Grievance website Attach to this email as well. I did file out the portal please let me know if everything in the portal is done or need to be loaded let me know? i did fill it out. Also have Text with Jimmy Holt Chairman 918-378-2079 WHO i send a text on 09-11-2025 and 09-10-2025 None has been sent. On Monday, September 8, 2025 at 02:22:39 PM CDT, DENNIS J. PETON <[email protected]> wrote: Dear Otolose Vea, Thank you for talking with me today and sharing the details of your race/color/age/disability employment discrimination allegations. Based on the information you provided in the interview; we believe it may be established that Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, or the Americans with Disabilities Act was violated with insufficient supporting evidence. Many of the examples you provided could rise to the level of violating the Federal Laws we enforce. We want to reiterate that since you want to file the charge this is your right, and we will definitely do so on your behalf. However, if this does not meet the elements of prima facie, this case would be dismissed by the EEOC and a Dismissal and Notice of Right to Sue (NRTS) Letter would be issued to you. This would give you the opportunity to file a lawsuit in State or Federal Court within 90 days of receiving the notice of rights letter. Please be aware that Federal Law requires charges to be filed no more than 300 days from the last day of harm. If we do not have your signed Charge of Discrimination (COD) form within 7 days of our uploading the form to the portal, then this case will be administratively closed, and you would not receive your NRTS Letter. At the conclusion of our conversation, you wanted additional time to submit evidence that meets the burden of proof responsibility required by Federal Law. The evidence can be emailed to me directly. We agreed on a deadline of 09/15/2025 to do so, but if we do not hear from you by then, this inquiry will be administratively closed. Also, please provide the contact information for the Transport Workers Union. Please contact me if you have any more questions or need any further information. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me Fw: [External] Re: COD Draft Signature Requested for 564-2025-03390 3 messages otolose <[email protected]> To: Cici Nunya <[email protected]> Mon, Dec 22, 2025 at 6:43 PM Sent from Yahoo Mail for iPhone Begin forwarded message: On Monday, October 27, 2025, 9:50 AM, otolose <[email protected]> wrote: Good morning, just following up on any other inquiries you would need from me to go ahead and start the case or information you would need from me, please let me know. Thank you Sent from Yahoo Mail for iPhone On Friday, September 19, 2025, 8:28 AM, DENNIS J. PETON <[email protected]> wrote: Good morning. You do not need to schedule another appointment. It looks like you submitted multiple inquiries for the same issue. It will be closed as a duplicate. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: otolose <[email protected]> Sent: Thursday, September 18, 2025 9:18 AM To: DENNIS J. PETON <[email protected]> Subject: [External] Re: COD Draft Signature Requested for 564-2025-03390 Dennis Do I need to set up an appt I have an email just want to make sure I'm not missing anything U.S. Equal Employment Opportunity Commission You recently submitted an inquiry, about alleged employment discrimination by American Airlines to EEOC. We noticed that you have not yet scheduled an interview to discuss your claim. Appointments open up daily; please continue to check for an available appointment. If you are unable to schedule an appointment, EEOC will contact you prior to your charge filing deadline and provide you with the opportunity to file a timely charge. Please go to the soon as possible to schedule an interview with EEOC. Please visit [redacted] as soon as possible to provide additional information about your inquiry. Providing additional information is Sent from Yahoo Mail for iPhone On Friday, September 12, 2025, 3:11 PM, DENNIS J. PETON <[email protected]> wrote: Please sign the attached charge document and return it to me. Thank you. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 12:25 PM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 Dennis Discipline dated on 1st and 2nd incidents against me by Company American Airlines: Supervisor Facilities Maintenance - Stephanie Coon Email: [email protected] Cell phone: 918-6459233 started Date 10-01-2024 and started 10-02-2024. 1st Seek I ask to the union to file grievance dated 10-01-2024 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] 2nd Incident I ask to [REDACTED] for grievance Date 10-02-2024 another discipline I seek again same day 10-02-2024 with Chairman 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email:[email protected] American Airlines Employer HR Name: Sr Specialist HR Investigations Jeanette Gibbs Cell Phone: 682-275-0581 Email: [email protected] Close and resolve investigation 02-06-2025. Just wanted to let you know HR has my all the files stated about the 1st incident 10-01-2024 and 2nd Incident with Chairman TWU 514: Jimmy Holt (James Holt) I am not allowed to have copies. HR email: [email protected] Cell: 918-808-5570 I attach it to this email. Thank you On Friday, September 12, 2025 at 10:59:08 AM CDT, DENNIS J. PETON <[email protected]> wrote: When did you first get the discipline from your employer and when did you first seek the union to file a grievance on your behalf? When did your employer complete their investigation and resolve the situation? I need at least the Month and year. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 10:27 AM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 CAUTION: The sender of this message is external to the EEOC network. Please use care when clicking on links and responding with sensitive information. Forward suspicious emails to [email protected]. Dennis Here are the paper work needed hopefully it is everything you need Cathy Schmitz is the Shop Stewart 918-520-4212 only able to provide these information to me, and she does not know in-depth only her can have access to show that evidence that 514 TWU James Holt (Jimmy Holt) Chairman 514 TWU did not FILE Grievance 514TWU website and who send the Email to Jimmy Holt (James Holt) Stating that he did not file grievance after looking it up in the TWU Website Which i provided in this email Screenshot along with my daughter Asena Vaai 758746 Show proof she has her grievance file in the TWU 514 Grievance website Attach to this email as well. I did file out the portal please let me know if everything in the portal is done or need to be loaded let me know? i did fill it out. Also have Text with Jimmy Holt Chairman 918-378-2079 WHO i send a text on 09-11-2025 and 09-10-2025 None has been sent. On Monday, September 8, 2025 at 02:22:39 PM CDT, DENNIS J. PETON <[email protected]> wrote: Dear Otolose Vea, Thank you for talking with me today and sharing the details of your race/color/age/disability employment discrimination allegations. Based on the information you provided in the interview; we believe it may be established that Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, or the Americans with Disabilities Act was violated with sufficient supporting evidence. Many of the examples you provided could rise to the level of violating the Federal Laws we enforce. We want to reiterate that since you want to file the charge this is your right, and we will definitely do so on your behalf. However, if this does not meet the elements of prima facie, this case would be dismissed by the EEOC and a Dismissal and Notice of Right to Sue (NRTS) Letter would be issued to you. This would give you the opportunity to file a lawsuit in State or Federal Court within 90 days of receiving the notice of rights letter. Please be aware that Federal Law requires charges to be filed no more than 300 days from the last day of harm. If we do not have your signed Charge of Discrimination (COD) form within 7 days of our uploading the form to the portal, then this case will be administratively closed, and you would not receive your NRTS Letter. At the conclusion of our conversation, you wanted additional time to submit evidence that meets the burden of proof responsibility required by Federal Law. The evidence can be emailed to me directly. We agreed on a deadline of 09/15/2025 to do so, but if we do not hear from you by then, this inquiry will be administratively closed. Also, please provide the contact information for the Transport Workers Union. Please contact me if you have any more questions or need any further information. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 7? 405-666-0368 Book time to meet with me 3 attachments image001.png 28K otolose <[email protected]> To: Cici Nunya <[email protected]> Mon, Dec 22, 2025 at 6:44 PM Sent from Yahoo Mail for iPhone Begin forwarded message: [Quoted text hidden] [Quoted text hidden] 3 attachments image001.png 28K image001.png 28K cici Nunya <[email protected]> To: [email protected] [Quoted text hidden] Fw: Reminder: Time-Sensitive EEOC Final Decision for EEOC Charge 564-2025-03390 / Decisión final urgente de la EEOC por el cargo 564-2025-03390 1 message otolose <[email protected]> To: Cici Nunya <[email protected]> Sat, Feb 7, 2026 at 11:21 PM Sent from Yahoo Mail for iPhone Begin forwarded message: On Saturday, February 7, 2026, 11:06 PM, EEOC <[email protected]> wrote: U.S. Equal Employment Opportunity Commission The Equal Employment Opportunity Commission (EEOC) has issued a final decision regarding EEOC Charge 564-2025-03390, which can be found in the document titled DETERMINATION AND NOTICE OF RIGHTS in the EEOC Public Portal. This email, as well as the DETERMINATION AND NOTICE OF RIGHTS, is official notice that the EEOC has dismissed the above-referenced EEOC charge and that the Charging Party has the right to sue the respondent(s) on this charge in court within 90 days of receipt of this notice. The DETERMINATION AND NOTICE OF RIGHTS also provides additional information related to filing suit under the laws enforced by the EEOC, including important time limits. Please note that the 90-day deadline for Charging Party to file a lawsuit is set by law and failure to file a lawsuit in that time may result in the inability to move forward with a lawsuit. You should log into the EEOC Public Portal, download and read the DETERMINATION AND NOTICE OF RIGHTS as soon as possible. You should also keep a record of the date you received this notice and save the downloaded DETERMINATION AND NOTICE OF RIGHTS. This email is an official notification from the Equal Employment Opportunity Commission (EEOC) regarding charge 564-2025-03390. Please do not reply to this email. Notice of Confidentiality: This email may contain privileged and confidential information, including information protected by federal and state privacy laws. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution, or duplication of this communication is strictly prohibited and may be unlawful. If you are not the intended recipient, please contact (800) 669-4000 and destroy all copies of the original message and attachments. La Comisión para la Igualdad de Oportunidades de Empleo (EEOC, por sus siglas en inglés), ha emitido una decisión final con respecto al cargo de dicha Comisión 564-2025-03390, que se encuentra en el documento titulado Determinación y Notificación de Derechos en el Portal Público de la EEOC. Este correo electrónico, así como la Determinación y Notificación de Derechos, es un aviso oficial que indica que la EEOC ha desestimado el cargo mencionado anteriormente y que la parte acusadora tiene derecho a demandar a los responsables de este cargo en un tribunal en los 90 días posteriores a la recepción de este aviso. La Determinación y Notificación de Derechos también proporciona información adicional relacionada con la presentación de la demanda bajo las leyes aplicadas por la EEOC, incluyendo límites de tiempo importantes. Por favor, tenga en cuenta que la fecha límite de 90 días para que la parte demandante presente la demanda está determinada por ley y que, en caso de no presentarla en ese plazo, podría dar como resultado la incapacidad de seguir adelante con esta. Debe registrarse en el Portal Público de la EEOC, descargar y leer la Determinación y Notificación de Derechos lo antes posible. Además, deberá tomar nota de la fecha en la que recibió este aviso y guardar la Determinación y Notificación de Derechos descargada. Este correo electrónico es una notificación oficial de la EEOC relacionado con el cargo 564-2025-03390. Por favor, no responda a este correo electrónico. Aviso de confidencialidad: La información contenida en este correo electrónico puede contener información privilegiada y confidencial, incluida información protegida por las leyes de privacidad federales y estatales. Está destinada únicamente al uso de la(s) persona(s) nombrada(s) anteriormente. Si usted no es el(la) destinatario(a) previsto(a), se le notifica que cualquier revisión, difusión, distribución o duplicación de esta comunicación está estrictamente prohibida y puede ser ilegal. Si usted no es el(la) destinatario(a) previsto(a), póngase en contacto con el (800) 669-4000 y destruya todas las copias del mensaje original y los archivos adjuntos. Fw: [External] Re: COD Draft Signature Requested for 564-2025-03390 3 messages otolose <[email protected]> To: Cici Nunya <[email protected]> Sent from Yahoo Mail for iPhone Begin forwarded message: On Monday, October 27, 2025, 9:50 AM, otolose <[email protected]> wrote: Good morning, just following up on any other inquiries you would need from me to go ahead and start the case or information you would need from me, please let me know. Thank you Sent from Yahoo Mail for iPhone On Friday, September 19, 2025, 8:28 AM, DENNIS J. PETON <[email protected]> wrote: Good morning. You do not need to schedule another appointment. It looks like you submitted multiple inquiries for the same issue. It will be closed as a duplicate. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: otolose <[email protected]> Sent: Thursday, September 18, 2025 9:18 AM To: DENNIS J. PETON <[email protected]> Subject: [External] Re: COD Draft Signature Requested for 564-2025-03390 Dennis Do I need to set up an appt I have an email just want to make sure I'm not missing anything Reminder of Scheduled Interview U.S. Equal Employment Opportunity Commission You recently submitted an inquiry, [REDACTED], about alleged employment discrimination by American Airlines to EEOC. We noticed that you have not yet scheduled an interview to discuss your claim. Appointments open up daily; please continue to check for an available appointment. If you are unable to schedule an appointment, EEOC will contact you prior to your charge filing deadline and provide you with the opportunity to file a timely charge. Please go to the [REDACTED] as soon as possible to schedule an interview with EEOC. Please visit [as soon as possible] to provide additional information about your inquiry. Providing additional information is Sent from Yahoo Mail for iPhone On Friday, September 12, 2025, 3:11 PM, DENNIS J. PETON <[email protected]> wrote: Please sign the attached charge document and return it to me. Thank you. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 12:25 PM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 Dennis Discipline dated on 1st and 2nd incidents against me by Company American Airlines: Supervisor Facilities Maintenance - Stephanie Coon Email: [email protected] Cell phone: 918-6459233 started Date 10-01-2024 and started 10-02-2024. 1st Seek I ask to the union to file grievance dated 10-01-2024 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] 2nd Incident I ask to file for grievance Date 10-02-2024 another discipline I seek again same day 10-02-2024 with Chairman 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] American Airlines Employer HR Name: Sr Specialist HR Investigations Jeanette Gibbs Cell Phone: 682-275-0581 Email: [email protected] Close and resolve investigation 02-06-2025. Just wanted to let you know HR has my all the files stated about the 1st incident 10-01-2024 and 2nd Incident with Chairman TWU 514: Jimmy Holt (James Holt) I am not allowed to have copies. HR email: [email protected] Cell: 918-808-5570 I attach it to this email. Thank you On Friday, September 12, 2025 at 10:59:08 AM CDT, DENNIS J. PETON <[email protected]> wrote: When did you first get the discipline from your employer and when did you first seek the union to file a grievance on your behalf? When did your employer complete their investigation and resolve the situation? I need at least the Month and year. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 10:27 AM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 CAUTION: The sender of this message is external to the EEOC network. Please use care when clicking on links and responding with sensitive information. Forward suspicious emails to [email protected]. Dennis Here are the paper work needed hopefully it is everything you need Cathy Schmitz is the Shop Stewart 918-520-4212 only able to provide these information to me, and she does not know in-depth only her can have access to show that evidence that 514 TWU James Holt (Jimmy Holt) Chairman 514 TWU did not FILE Grievance 51 TWU website and who send the Email to Jimmy Holt (James Holt) Stating that he did not file grievance after looking it up in the TWU Website Which i provided in this email Screenshot along with my daughter Asena Vaai 758746 Show proof she has her grievance file in the TWU 514 Grievance website Attach to this email as well. I did file out the portal please let me know if everything in the portal is done or need to be loaded let me know? i did fill it out. Also have Text with Jimmy Holt Chairman 918-378-2079 WHO i send a text on 09-11-2025 and 09-10-2025 None has been sent. On Monday, September 8, 2025 at 02:22:39 PM CDT, DENNIS J. PETON <[email protected]> wrote: Dear Otolose Vea, Thank you for talking with me today and sharing the details of your race/color/age/disability employment discrimination allegations. Based on the information you provided in the interview; we believe it may be established that Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, or the Americans with Disabilities Act was violated with sufficient supporting evidence. Many of the examples you provided could rise to the level of violating the Federal Laws we enforce. We want to reiterate that since you want to file the charge this is your right, and we will definitely do so on your behalf. However, if this does not meet the elements of prima facie, this case would be dismissed by the EEOC and a Dismissal and Notice of Right to Sue (NRTS) Letter would be issued to you. This would give you the opportunity to file a lawsuit in State or Federal Court within 90 days of receiving the notice of rights letter. Please be aware that Federal Law requires charges to be filed no more than 300 days from the last day of harm. If we do not have your signed Charge of Discrimination (COD) form within 7 days of our uploading the form to the portal, then this case will be administratively closed, and you would not receive your NRTS Letter. At the conclusion of our conversation, you wanted additional time to submit evidence that meets the burden of proof responsibility required by Federal Law. The evidence can be emailed to me directly. We agreed on a deadline of 09/15/2025 to do so, but if we do not hear from you by then, this inquiry will be administratively closed. Also, please provide the contact information for the Transport Workers Union. Please contact me if you have any more questions or need any further information. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73[?] 405-666-0368 Book time to meet with me 3 attachments image001.png 28K otolose <[email protected]> To: Cici Nunya <[email protected]> Sent from Yahoo Mail for iPhone Begin forwarded message: [Quoted text hidden] [Quoted text hidden] 3 attachments image001.png 28K image001.png 28K image001.png 28K cici Nunya <[email protected]> To: [email protected] [Quoted text hidden] Fw: Time-Sensitive EEOC Final Decision for EEOC Charge 564-2025-03390 / Decisión final urgente de la EEOC por el cargo 564-2025-03390 1 message otolose <[email protected]> To: Cici Nunya <[email protected]> Fri, Jan 30, 2026 at 8:56 PM Sent from Yahoo Mail for iPhone Begin forwarded message: On Friday, January 30, 2026, 2:39 PM, EEOC <[email protected]> wrote: U.S. Equal Employment Opportunity Commission The Equal Employment Opportunity Commission (EEOC) has issued a final decision regarding EEOC Charge 564-2025-03390, which can be found in the document titled DETERMINATION AND NOTICE OF RIGHTS in the EEOC Public Portal. This email, as well as the DETERMINATION AND NOTICE OF RIGHTS, is official notice that the EEOC has dismissed the above-referenced EEOC charge and that the Charging Party has the right to sue the respondent(s) on this charge in court within 90 days of receipt of this notice. The DETERMINATION AND NOTICE OF RIGHTS also provides additional information related to filing suit under the laws enforced by the EEOC, including important time limits. Please note that the 90-day deadline for Charging Party to file a lawsuit is set by law and failure to file a lawsuit in that time may result in the inability to move forward with a lawsuit. You should log into the EEOC Public Portal, download and read the DETERMINATION AND NOTICE OF RIGHTS as soon as possible. You should also keep a record of the date you received this notice and save the downloaded DETERMINATION AND NOTICE OF RIGHTS. This email is an official notification from the Equal Employment Opportunity Commission (EEOC) regarding charge 564-2025-03390. Please do not reply to this email. Notice of Confidentiality: This email may contain privileged and confidential information, including information protected by federal and state privacy laws. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution, or duplication of this communication is strictly prohibited and may be unlawful. If you are not the intended recipient, please contact (800) 669-4000 and destroy all copies of the original message and attachments. La Comisión para la Igualdad de Oportunidades de Empleo (EEOC, por sus siglas en inglés), ha emitido una decisión final con respecto al cargo de dicha Comisión 564-2025-03390, que se encuentra en el documento titulado Determinación y Notificación de Derechos en el Portal Público de la EEOC. Este correo electrónico, así como la Determinación y Notificación de Derechos, es un aviso oficial que indica que la EEOC ha desestimado el cargo mencionado anteriormente y que la parte acusadora tiene derecho a demandar a los responsables de este cargo en un tribunal en los 90 días posteriores a la recepción de este aviso. La Determinación y Notificación de Derechos también proporciona información adicional relacionada con la presentación de la demanda bajo las leyes aplicadas por la EEOC, incluyendo límites de tiempo importantes. Por favor, tenga en cuenta que la fecha límite de 90 días para que la parte demandante presente la demanda está terminada por ley y que, en caso de no presentarla en ese plazo, podría dar como resultado la incapacidad de seguir adelante con esta. Debe registrarse en el Portal Público de la EEOC, descargar y leer la Determinación y Notificación de Derechos lo antes posible. Además, deberá tomar nota de la fecha en la que recibió este aviso y guardar la Determinación y Notificación de Derechos descargada. Este correo electrónico es una notificación oficial de la EEOC relacionado con el cargo 564-2025-03390. Por favor, no responda a este correo electrónico. Aviso de confidencialidad: La información contenida en este correo electrónico puede contener información privilegiada y confidencial, incluida información protegida por las leyes de privacidad federales y estatales. Está destinada únicamente al uso de la(s) persona(s) nombrada(s) anteriormente. Si usted no es el(la) destinatario(a) previsto(a), se le notifica que cualquier revisión, difusión, distribución o duplicación de esta comunicación está estrictamente prohibida y puede ser ilegal. Si usted no es el(la) destinatario(a) previsto(a), póngase en contacto con el (800) 669-4000 y destruya todas las copias del mensaje original y los archivos adjuntos. Please help I am Writing behalf of Otolose Vaai Dale Please look into this she is located in Tulsa she has been in hospital Twice due to Stress during these years of harassment 7 years. Management have wrote her up Six times that she is not aware of. Union at Tulsa base shop Stewart Kenneth Miller is aware but this has still continue due to her Blood pressure high. I am afraid something might happen to my mother. This is Asena Vaai daughter of Otolose Vea she is Located at Tulsa Facility Mechanic Maintenance as a Painter. This department she has been going thru under a lot of stress, and harassment under Supervisor watch. Who constantly watch her every move at the Facility down to her break time Mins & Lunch Mins. 31 years in the company since she transfer into this department back in 2017 since then I have experience her harassment on the phone when she calls me on her breaks with sadness and stress. People in her department have constantly ask her is she on break? She has even got kick out of every break room where people have told her she can’t be on her phone. I can’t bare to hear people and supervisors constantly tell her to not be in certain area cause she on break or on lunch she can’t sit anywhere for 15mins?. Currently now her supervisor has or is harassing my mother and her name Stephanie Coon facilities of Maintenance we just had a loss in the family. Any loss that is near to us I have heard over the phone she is sent to HR questioning her loss? Step Daughter in Hawaii she was pulled in Hr with questions & we just had another loss her brother in law pass away Supervisor Stephanie Coon was not going to pay her until she came back to work to code my mother she has receipts stating they were suppose to code my mother two weeks ago until this morning she just got back driving from Texas and Stephanie Coon her supervisor will not code her until she comes back from the funeral. It’s been tremendous records of things this department has been putting her thru a lot. And in hops letting you know that this has to stop. Her Facility Maintenance TWU are aware of what she is going thru. I know as well but it just seems as if it keeps happening I just need to let someone who can help my mom In comfort of her heart to be at ease if anyway you can let me know to speak or with me or my mother Im located in DFW she is in Tulsa I’ve witness a lot of this over the phone when she has to vent to me on her breaks or lunch. Please help her out in hopes to ease her mind and her heart Thank you Asena Vaai {Quoted text hidden} Fw: [External] Re: COD Draft Signature Requested for 564-2025-03390 3 messages otolose <[email protected]> To: Cici Nunya <[email protected]> Mon, Dec 22, 2025 at 6:43 PM Sent from Yahoo Mail for iPhone Begin forwarded message: On Monday, October 27, 2025, 9:50 AM, otolose <[email protected]> wrote: Good morning, just following up on any other inquiries you would need from me to go ahead and start the case or information you would need from me, please let me know. Thank you Sent from Yahoo Mail for iPhone On Friday, September 19, 2025, 8:28 AM, DENNIS J. PETON <[email protected]> wrote: Good morning. You do not need to schedule another appointment. It looks like you submitted multiple inquiries for the same issue. It will be closed as a duplicate. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: otolose <[email protected]> Sent: Thursday, September 18, 2025 9:18 AM To: DENNIS J. PETON <[email protected]> Subject: [External] Re: COD Draft Signature Requested for 564-2025-03390 Dennis Do I need to set up an appt I have an email just want to make sure I'm not missing anything U.S. Equal Employment Opportunity Commission You recently submitted an inquiry, [ ], about alleged employment discrimination by American Airlines to EEOC. We noticed that you have not yet scheduled an interview to discuss your claim. Appointments open up daily; please continue to check for an available appointment. If you are unable to schedule an appointment, EEOC will contact you prior to your charge filing deadline and provide you with the opportunity to file a timely charge. Please go to the [ ] soon as possible to schedule an interview with EEOC. Please visit as soon as possible to provide additional information about your inquiry. Providing additional information is Sent from Yahoo Mail for iPhone On Friday, September 12, 2025, 3:11 PM, DENNIS J. PETON <[email protected]> wrote: Please sign the attached charge document and return it to me. Thank you. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 2nd Incident I ask to [blacked-out] for grievance Date 10-02-2024 another dis[blacked-out]one I seek again same day 10-02-2024 with Chairman 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] American Airlines Employer HR Name: Sr Specialist HR Investigations Jeanette Gibbs Cell Phone: 682-275-0581 Email: [email protected] Close and resolve investigation 02-06-2025. Just wanted to let you know HR has my all the files stated about the 1st incident 10-01-2024 and 2nd Incident with Chairman TWU 514: Jimmy Holt (James Holt) I am not allowed to have copies. HR email: [email protected] Cell: 918-808-5570 I attach it to this email. Thank you On Friday, September 12, 2025 at 10:59:08 AM CDT, DENNIS J. PETON <[email protected]> wrote: When did you first get the discipline from your employer and when did you first seek the union to file a grievance on your behalf? When did your employer complete their investigation and resolve the situation? I need at least the Month and year. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 73102 405-666-0368 Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 12:25 PM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 Dennis Discipline dated on 1st and 2nd incidents against me by Company American Airlines: Supervisor Facilities Maintenance - Stephanie Coon Email: [email protected] Cell phone: 918-6459233 started Date 10-01-2024 and started 10-02-2024. 1st Seek I ask to the union to file grievance dated 10-01-2024 514 TWU Chairman: James Holt (Jimmy Holt) Cell phone: 918-378-2079 Email: [email protected] Thank you. [Quoted text hidden] cici Nunya <[email protected]> Wed, Oct 30, 2024 at 6:04 AM To: "Gibbs, Jeanette" <[email protected]> Yes that is fine will do 8-8:30 [Quoted text hidden] cici Nunya <[email protected]> Wed, Oct 30, 2024 at 6:05 AM To: "Gibbs, Jeanette" <[email protected]> Sorry 8am is fine. On Wed, Oct 30, 2024 at 5:46 AM Gibbs, Jeanette <[email protected]> wrote: [Quoted text hidden] Hello 10 messages cici Nunya <[email protected]> To: [email protected] Thu, Oct 24, 2024 at 11:21 PM Hello Yes please call me 918-922-4931 I'm available Fridays please let me know when we can schedule to talk? Or you can call me. Thank you Asena Vaai Gibbs, Jeanette <[email protected]> To: cici Nunya <[email protected]> Fri, Oct 25, 2024 at 10:42 AM Hello. Are you available today at 12 p.m. CDT? Thank you. Jeanette [Quoted text hidden] This email came from outside American. Please avoid clicking links, opening attachments or interacting with emails from unknown senders. If unsure, click the 'Report Phishing' button in Outlook/Webmail menu bar. cici Nunya <[email protected]> To: "Gibbs, Jeanette" <[email protected]> Fri, Oct 25, 2024 at 12:11 PM Sorry I miss your message I am available at 1pm if you are ok with that? [Quoted text hidden] Gibbs, Jeanette <[email protected]> To: cici Nunya <[email protected]> Fri, Oct 25, 2024 at 12:15 PM Hello. 1 pm will work but I only am available for 30 minutes because I have a call at 1:30. If you’d prefer to talk on Monday, I’m available then and will have more time. [Quoted text hidden] Fri, Oct 25, 2024 at 12:17 PM cici Nunya <[email protected]> To: "Gibbs, Jeanette" <[email protected]> Sounds good Anytime after 8am I am available. Monday is better [Quoted text hidden] Fri, Oct 25, 2024 at 12:58 PM Gibbs, Jeanette <[email protected]> To: cici Nunya <[email protected]> Hi Asena. How about Monday at 9 a.m. CDT? Will that work for you? If not, please let me know what time you’d prefer. Talk soon and have a great weekend! [Quoted text hidden] Fri, Oct 25, 2024 at 1:23 PM cici Nunya <[email protected]> To: "Gibbs, Jeanette" <[email protected]> Yes 9am is fine. [Quoted text hidden] Fri, Oct 25, 2024 at 1:24 PM Gibbs, Jeanette <[email protected]> To: cici Nunya <[email protected]> Perfect. We’ll talk then. Have a great weekend! [Quoted text hidden] Fri, Oct 25, 2024 at 1:37 PM cici Nunya <[email protected]> To: "Gibbs, Jeanette" <[email protected]> Thank you. Same to you [Quoted text hidden] Mon, Oct 28, 2024 at 10:31 AM cici Nunya <[email protected]> To: "Gibbs, Jeanette" <[email protected]> 11-4-2024 is fine Morning Otolose Vea said it is ok. [Quoted text hidden] RE: Statement 12-18-24 Tuesday From Gibbs, Jeanette <[email protected]> Date Thu 12/19/2024 9:58 AM To Vea, Otolose <[email protected]> Hi. I'll call from a 618 number instead. Sorry. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 2:20 PM To: Gibbs, Jeanette <[email protected]> Subject: Re: Statement 12-18-24 Tuesday Yes 817-707-3689 union rep will with is on the call. From: Gibbs, Jeanette <[email protected]> Sent: Wednesday, December 18, 2024 2:15 PM To: Vea, Otolose <[email protected]> Subject: RE: Statement 12-18-24 Tuesday Ok. What number should I call? Also, will your union reps be on the call with you? Thank you. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 2:04 PM To: Gibbs, Jeanette <[email protected]> Subject: Re: Statement 12-18-24 Tuesday 10:00a.m. Please From: Gibbs, Jeanette <[email protected]> Sent: Wednesday, December 18, 2024 1:57 PM To: Vea, Otolose <[email protected]> Subject: RE: Statement 12-18-24 Tuesday Hi Otolose Thank you for your email. Are you available for a call tomorrow morning to discuss what you referenced in your email? Please let me know when you're available. Thank you. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 1:51 PM To: Gibbs, Jeanette <[email protected]> Subject: Statement 12-18-24 Tuesday Hello, Here to write a statement today. Co-workers can mention who Victor Knoll only knows what is really going on in the shop. Currently these co workers all sleep and watch TV on breaks it's in our shop break room upstairs under management watch. Supervisor Stephanie Coon listens to these co workers just to give me hard time. Victor knoll is a witness to what the shop and management are trying to do me. I just want this stop. These people don't know how this is effecting me mentally and physically it's not helping me coming to work. Outlook RE: Restroom From Gibbs, Jeanette <[email protected]> Date Tue 2/25/2025 3:39 PM To Vea, Otolose <[email protected]> Hello Rose. Please know no employees are forbidden from using restrooms on the property; if this was understood or communicated to you in a previous conversation, I would like to clarify that you may use any of the ladies’ restrooms in your location you deem necessary for your personal comfort. As for the grievance issue, please check with your union steward for any updates as that is a separate and distinct process regulated by your contract. Sincerely, Jeanette From: Vea, Otolose <[email protected]> Sent: Thursday, February 20, 2025 6:41 AM To: Gibbs, Jeanette <[email protected]> Subject: Re: Restroom Hello, Just want to understand that you address me not being ban from the restroom in 2019 it was 29F that was given to a union rep Troy 2019 written up against me from the person and the supervisor wanted me to no longer use that bathroom in the shop. Or are you addressing now of 2024 ??? The case is close but nothing has been addressed about grievance of the write 32J letter that I still have proof between victor and myself the union have both stated no grievance is being filed?? I don’t get any closer of that either??? From: Gibbs, Jeanette <[email protected]> Sent: Tuesday, February 18, 2025 6:36 AM To: Vea, Otolose <[email protected]> Subject: Automatic reply: Restroom Hello. Thank you for your email. Unfortunately, I am out of the office on business and will return Friday, February 21st. Therefore, my access to Outlook will be limited and my response may be delayed. If your matter is urgent, please contact my director, Skylah Hicks, at (682) 278-4696. Sorry for any inconvenience, and thank you for your patience. Sincerely, Jeanette Outlook Fw: Requesting Documents Please From Vea, Otolose <[email protected]> Date Tue 1/13/2026 4:47 PM To [email protected] <[email protected]> From: Carlson, Sheila <[email protected]> Sent: Tuesday, February 25, 2025 9:09 AM To: Vea, Otolose <[email protected]> Subject: RE: Requesting Documents Please Hi Rose, We don’t provide any copies- if you want to come by and review what is in your pfile, you and your Supervisor can let me know and I’ll pull the pfile for you and book the conference room for you two to sit and look at the file. From: Vea, Otolose <[email protected]> Sent: Tuesday, February 25, 2025 9:04 AM To: Carlson, Sheila <[email protected]> Subject: Requesting Documents Please Hello, Sheila Please send me all of Personal Documents that has been filed under my name I was referred to you for this request. Let me know if you’re able to send it through email or if I can come by and pick it up. Thank you Otolose Vea TT Twa Troy mess... call video pay Contact Photo & Poster phone +1 (918) 645-0973 FaceTime Notes Outlook RE: Restroom From Gibbs, Jeanette <[email protected]> Date Tue 2/25/2025 3:39 PM To Vea, Otolose <[email protected]> Hello Rose. Please know no employees are forbidden from using restrooms on the property; if this was understood or communicated to you in a previous conversation, I would like to clarify that you may use any of the ladies' restrooms in your location you deem necessary for your personal comfort. As for the grievance issue, please check with your union steward for any updates as that is a separate and distinct process regulated by your contract. Sincerely, Jeanette From: Vea, Otolose <[email protected]> Sent: Thursday, February 20, 2025 6:41 AM To: Gibbs, Jeanette <[email protected]> Subject: Re: Restroom Hello, Just want to understand that you address me not being ban from the restroom in 2019 it was 29F that was given to a union rep Troy 2019 written up against me from the person and the supervisor wanted me to no longer use that bathroom in the shop. Or are you addressing now of 2024 ??? The case is close but nothing has been addressed about grievance of the write 32J letter that I still have proof between victor and myself the union have both stated no grievance is being filed?? I don’t get any closer of that either??? From: Gibbs, Jeanette <[email protected]> Sent: Tuesday, February 18, 2025 6:36 AM To: Vea, Otolose <[email protected]> Subject: Automatic reply: Restroom Hello. Thank you for your email. Unfortunately, I am out of the office on business and will return Friday, February 21st. Therefore, my access to Outlook will be limited and my response may be delayed. If your matter is urgent, please contact my director, Skylah Hicks, at (682) 278-4696. Sorry for any inconvenience, and thank you for your patience. Sincerely, Update From Gibbs, Jeanette <[email protected]> Date Tue 11/19/2024 9:38 AM To Vea, Otolose <[email protected]> Hello Otolose. I hope you're doing well. I wanted to give you an update about the complaint you submitted to the company. Please know the investigation is still open, and we are diligently working to gather all necessary information to ensure a thorough and impartial examination of the matter. Please rest assured we are committed to providing updates as the case progresses and will let you know in writing as soon as possible once the investigation is closed. Due to privacy reasons, however, I will not be able to share specific details related to the outcome. In the meantime, if you have any further questions or would like more frequent updates on the case status, please do not hesitate to give me a call or send me an email. Have a great day! Jeanette Your Concerns From Gibbs, Jeanette <[email protected]> Date Thu 2/6/2025 12:55 PM To Vea, Otolose <[email protected]> 1 attachment (82 KB) Closing Letter.pdf; Hello Rose. Please see the attached closing letter. Have a great day! Sincerely, Jeanette February 6, 2025 VIA EMAIL Otolose (Rose) Vea [email protected] Dear Rose, The Company has concluded its investigation into the concerns you shared. We appreciate that you brought these concerns to our attention as the Company takes all reports alleging violations of the Company's Work Environment Policy seriously. Due to the confidential nature of our investigative process, and out of respect for the privacy of team members implicated or involved in an investigation, the Company cannot disclose the outcome of its investigation or share any remedial measures that may have been taken. However, I can confirm that your concerns have been thoroughly reviewed, appropriate action has been taken, and the investigation is now closed Respecting one another is a core value of our culture. American Airlines does not tolerate harassment, retaliation, or other inappropriate behavior. Employees who witness or experience acts of discrimination, harassment, retaliation, or other inappropriate behavior at work or while engaged in workplace activities should immediately report that information to a member of management, their People Business Partner or call the EthicsPoint Helpline at 1-877-422-3844. Sincerely, Jeanette E. Gibbs Sr. Specialist, Team Member Experience - Investigations Vea, Otolose From: Gibbs, Jeanette Sent: Tuesday, February 11, 2025 4:13 PM To: Vea, Otolose Subject: Restroom Hello Rose. As noted in the letter I sent in a separate email, the investigation into your concerns is now closed. Unfortunately, in my email, I failed to address a comment you made during our meeting. In our meeting, you mentioned an incident in 2019 wherein you claim you were advised that you could not use a particular bathroom. Please know you are not forbidden from using that bathroom. Although I was not involved in that 2019 incident, I apologize for any misunderstanding. Sincerely, Jeanette Vea, Otolose From: Gibbs, Jeanette Sent: Tuesday, February 25, 2025 3:40 PM To: Vea, Otolose Subject: RE: Restroom Hello Rose. Please know no employees are forbidden from using restrooms on the property; if this was understood or communicated to you in a previous conversation, I would like to clarify that you may use any of the ladies’ restrooms in your location you deem necessary for your personal comfort. As for the grievance issue, please check with your union steward for any updates as that is a separate and distinct process regulated by your contract. Sincerely, Jeanette From: Vea, Otolose <[email protected]> Sent: Thursday, February 20, 2025 6:41 AM To: Gibbs, Jeanette <[email protected]> Subject: Re: Restroom Hello, Just want to understand that you address me not being ban from the restroom in 2019 it was 29F that was given to a union rep Troy 2019 written up against me from the person and the supervisor wanted me to no longer use that bathroom in the shop. Or are you addressing now of 2024 ??? The case is close but nothing has been addressed about grievance of the write 32J letter that I still have proof between victor and myself the union have both stated no grievance is being filed?? I don’t get any closer of that either??? From: Gibbs, Jeanette <[email protected]> Sent: Tuesday, February 18, 2025 6:36 AM To: Vea, Otolose <[email protected]> Subject: Automatic reply: Restroom Hello. Thank you for your email. Unfortunately, I am out of the office on business and will return Friday, February 21st. Therefore, my access to Outlook will be limited and my response may be delayed. If your matter is urgent, please contact my director, Skylah Hicks, at (682) 278-4696. Sorry for any inconvenience, and thank you for your patience. Sincerely, Jeanette Vea, Otolose From: Gibbs, Jeanette Sent: Thursday, December 19, 2024 9:58 AM To: Vea, Otolose Subject: RE: Statement 12-18-24 Tuesday Hi. I'll call from a 618 number instead. Sorry. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 2:20 PM To: Gibbs, Jeanette <[email protected]> Subject: Re: Statement 12-18-24 Tuesday Yes 817-707-3689 union rep will with is on the call. From: Gibbs, Jeanette <[email protected]> Sent: Wednesday, December 18, 2024 2:15 PM To: Vea, Otolose <[email protected]> Subject: RE: Statement 12-18-24 Tuesday Ok. What number should I call? Also, will your union reps be on the call with you? Thank you. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 2:04 PM To: Gibbs, Jeanette <[email protected]> Subject: Re: Statement 12-18-24 Tuesday 10:00a.m. Please From: Gibbs, Jeanette <[email protected]> Sent: Wednesday, December 18, 2024 1:57 PM To: Vea, Otolose <[email protected]> Subject: RE: Statement 12-18-24 Tuesday Hi Otolose Thank you for your email. Are you available for a call tomorrow morning to discuss what you referenced in your email? Please let me know when you're available. Vea, Otolose From: Gibbs, Jeanette Sent: Wednesday, December 18, 2024 2:23 PM To: Vea, Otolose Subject: RE: Statement 12-18-24 Tuesday OK. Thank you. We’ll talk tomorrow. I’ll be calling from 682-275-0581. From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 2:20 PM To: Gibbs, Jeanette <[email protected]> Subject: Re: Statement 12-18-24 Tuesday Yes 817-707-3689 union rep will with is on the call. From: Gibbs, Jeanette <[email protected]> Sent: Wednesday, December 18, 2024 2:15 PM To: Vea, Otolose <[email protected]> Subject: RE: Statement 12-18-24 Tuesday Ok. What number should I call? Also, will your union reps be on the call with you? Thank you. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 2:04 PM To: Gibbs, Jeanette <[email protected]> Subject: Re: Statement 12-18-24 Tuesday 10:00a.m. Please From: Gibbs, Jeanette <[email protected]> Sent: Wednesday, December 18, 2024 1:57 PM To: Vea, Otolose <[email protected]> Subject: RE: Statement 12-18-24 Tuesday Hi Otolose Thank you for your email. Are you available for a call tomorrow morning to discuss what you referenced in your email? Please let me know when you’re available. Thank you. Jeanette Vea, Otolose From: Gibbs, Jeanette Sent: Wednesday, December 18, 2024 2:16 PM To: Vea, Otolose Subject: RE: Statement 12-18-24 Tuesday Ok. What number should I call? Also, will your union reps be on the call with you? Thank you. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 2:04 PM To: Gibbs, Jeanette <[email protected]> Subject: Re: Statement 12-18-24 Tuesday 10:00a.m. Please From: Gibbs, Jeanette <[email protected]> Sent: Wednesday, December 18, 2024 1:57 PM To: Vea, Otolose <[email protected]> Subject: RE: Statement 12-18-24 Tuesday Hi Otolose Thank you for your email. Are you available for a call tomorrow morning to discuss what you referenced in your email? Please let me know when you’re available. Thank you. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 1:51 PM To: Gibbs, Jeanette <[email protected]> Subject: Statement 12-18-24 Tuesday Hello, Here to write a statement today. Co-workers can mention who Victor Knoll only knows what is really going on in the shop. Currently these co workers all sleep and watch TV on breaks it's in our shop break room upstairs under management watch. Supervisor Stephanie Coon listens to these co workers just to give me hard time. Vea, Otolose From: Gibbs, Jeanette Sent: Wednesday, December 18, 2024 1:58 PM To: Vea, Otolose Subject: RE: Statement 12-18-24 Tuesday Hi Otolose Thank you for your email. Are you available for a call tomorrow morning to discuss what you referenced in your email? Please let me know when you’re available. Thank you. Jeanette From: Vea, Otolose <[email protected]> Sent: Wednesday, December 18, 2024 1:51 PM To: Gibbs, Jeanette <[email protected]> Subject: Statement 12-18-24 Tuesday Hello, Here to write a statement today. Co-workers can mention who Victor Knoll only knows what is really going on in the shop. Currently these co workers all sleep and watch TV on breaks it's in our shop break room upstairs under management watch. Supervisor Stephanie Coon listens to these co workers just to give me hard time. Victor knoll is a witness to what the shop and management are trying to do me. I just want this stop. These people don't know how this is effecting me mentally and physically it's not helping me coming to work. Vea, Otolose From: Gibbs, Jeanette Sent: Tuesday, November 19, 2024 9:39 AM To: Vea, Otolose Subject: Update Hello Otolose. I hope you’re doing well. I wanted to give you an update about the complaint you submitted to the company. Please know the investigation is still open, and we are diligently working to gather all necessary information to ensure a thorough and impartial examination of the matter. Please rest assured we are committed to providing updates as the case progresses and will let you know in writing as soon as possible once the investigation is closed. Due to privacy reasons, however, I will not be able to share specific details related to the outcome. In the meantime, if you have any further questions or would like more frequent updates on the case status, please do not hesitate to give me a call or send me an email. Have a great day! Jeanette Vea, Otolose From: Carlson, Sheila Sent: Tuesday, February 25, 2025 9:09 AM To: Vea, Otolose Subject: RE: Requesting Documents Please Hi Rose, We don't provide any copies- if you want to come by and review what is in your pfile, you and your Supervisor can let me know and I'll pull the pfile for you and book the conference room for you two to sit and look at the file. From: Vea, Otolose <[email protected]> Sent: Tuesday, February 25, 2025 9:04 AM To: Carlson, Sheila <[email protected]> Subject: Requesting Documents Please Hello, Sheila Please send me all of Personal Documents that has been filed under my name I was referred to you for this request. Let me know if you're able to send it through email or if I can come by and pick it up. Thank you Otolose Vea Book time to meet with me From: Otolose Vaai <[email protected]> Sent: Friday, September 12, 2025 10:27 AM To: DENNIS J. PETON <[email protected]> Subject: Re: Intake Interview Follow-Up for 564-2025-03390 CAUTION: The sender of this message is external to the EEOC network. Please use care when clicking on links and responding with sensitive information. Forward suspicious emails to [email protected]. Dennis Here are the paper work needed hopefully it is everything you need Cathy Schmitz is the Shop Stewart 918-520-4212 only able to provide these information to me, and she does not know in-depth only her can have access to show that evidence that 514 TWU James Holt (Jimmy Holt) Chairman 514 TWU did not FILE Grievance TWU website and who send the Email to Jimmy Holt (James Holt) Stating that he did not file grievance after looking it up in the TWU Website Which i provided in this email Screenshot along with my daughter Asena Vaai 758746 Show proof she has her grievance file in the TWU 514 Grievance website Attach to this email as well. I did file out the portal please let me know if everything in the portal is done or need to be loaded let me know? i did fill it out. Also have Text with Jimmy Holt Chairman 918-378-2079 WHO i send a text on 09-11-2025 and 09-10-2025 None has been sent. On Monday, September 8, 2025 at 02:22:39 PM CDT, DENNIS J. PETON <[email protected]> wrote: Dear Otolose Vea, Thank you for talking with me today and sharing the details of your race/color/age/disability employment discrimination allegations. Based on the information you provided in the interview; we believe it may be established that Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, or the Americans with Disabilities Act was violated with sufficient supporting evidence. Many of the examples you provided could rise to the level of violating the Federal Laws we enforce. We want to reiterate that since you want to file the charge this is your right, and we will definitely do so on your behalf. However, if this does not meet the elements of prima facie, this case would be dismissed by the EEOC and a Dismissal and Notice of Right to Sue (NRTS) Letter would be issued to you. This would give you the opportunity to file a lawsuit in State or Federal Court within 90 days of receiving the notice of rights letter. Please be aware that Federal Law requires charges to be filed no more than 300 days from the last day of harm. If we do not have your signed Charge of Discrimination (COD) form within 7 days of our uploading the form to the portal, then this case will be administratively closed, and you would not receive your NRTS Letter. At the conclusion of our conversation, you wanted additional time to submit evidence that meets the burden of proof responsibility required by Federal Law. The evidence can be emailed to me directly. We agreed on a deadline of 09/15/2025 to do so, but if we do not hear from you by then, this inquiry will be administratively closed. Also, please provide the contact information for the Transport Workers Union. Please contact me if you have any more questions or need any further information. Kind regards, Dennis J. Peton Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee, Ste. 524 Oklahoma City, OK 7[ ] 405-666-0368 Book time to meet with me 3 attachments image001.png 28K otolose <[email protected]> To: Cici Nunya <[email protected]> Sent from Yahoo Mail for iPhone Begin forwarded message: [Quoted text hidden] [Quoted text hidden] 3 attachments image001.png 28K image001.png 28K cici Nunya <[email protected]> To: [email protected] [Quoted text hidden] Question? Vaai, Asena To: Holman, Lori; Vea, Otolose +1 Tue 10/15/2024 10:13 AM View more Hello On the behalf of Otolose Vea she was admitted into the his due to illness cause from work related 10-2-24 You did work a case back in 2020 and this is an on going matter in her department. We are now in 2024 Please reach out to Otolose Vea currently she is on vacation is wanting to hear back on options she can take as to being off on I.D. She currently has specialist appointments if anything needed to fill out for form? She is needing to be off I.D. She is not capable of returning back to work please reach out or a number she can call you back on? Otolose Vea 817-707-3689 or please email back we are both tag into this email as well. Mines 918-922-4931 Asena Vaai Thank You -Asena Vaai DFW Maintenance Control Center Line Maintenance Planner I AA® American Airlines Vaai, Asena To: Holman, Lori; Vea, Otolose +1 Tue 10/15/2024 10:44 AM View more Okay she is on a scheduled appointment at this time 11:30a.m. Due to the circumstances on the behalf Otolose Vea she is requesting for a conference call if she and I can call you after she gets out will that be fine? Holman, Lori To: Vaai, Asena Cc: Vea, Otolose; Miller III, Kenneth Tue 10/15/2024 10:38 AM View less I am in back to back meetings and calls for the rest of today. I do have time available tomorrow at 11:30 central time and she can call me than. She can reach me on my office number shown in my signature below and I can review what options are available to her. Lori Holman Pronouns: She/Her Manager, Team Member Relations /People Business Partner, Safety Integrated Operations Office: 682-278-4701 NAVEX You are now in an EthicsPoint Secure Area | File a Report YOUR REPORT KEY IS: 389024918001 WRITE THIS DOWN AND KEEP THIS IN A SAFE PLACE! You will need your report key and the password you selected to check on your report in the future or to make a follow-up. PLEASE ALLOW 5-6 BUSINESS DAYS FOR PROCESSING AND REVIEW Begin checking after 5-6 business days and then continue to check periodically to see if the organization has any additional questions for you to answer regarding your report. HOW TO FOLLOW-UP ON A REPORT Go to aa.ethicspoint.com OR Call our toll-free hotline at 1-877-422-3844 Please help I am Writing behalf of Otolose Vaai cici Nunya <[email protected]> to Dale-TWUS14 Dale Please look into this she is located in Tulsa she has been In hospital Twice due to Stress during these years of harassment Kenneth Miller is aware but this has still continue due to her Blood pressure high. I am afraid something might happen as a Painter. This department she has been going thru under a lot of stress, and harassment under Supervisor watch. Wh company since she transfer into this department back in 2017 since then I have experience her harassment on the phone on break? She has even got kick out of every break room where people have told her she can’t be on her phone. I can’t sit anywhere for 15mins?. Currently now her supervisor has or is harassing my mother and her name Stephanie Co phone she is sent to HR questioning her loss? Step Daughter in Hawaii she was pulled in Hr with questions & we just I back to work to code my mother she has receipts stating they were suppose to code my mother two weeks ago until thi comes back from the funeral. It’s been tremendous records of things this department has been putting her thru a lot. Andre thru. I know as well but it just seems as if it keeps happening I just need to let someone who can help my mom In con DFW she is in Tulsa I’ve witness a lot of this over the phone when she has to vent to me on her breaks or lunch. Please Thank you Asena Vaai 6:08 iMessage Yesterday 1:47 PM [email protected] That's my email Thank you Today 6:53 AM Hello, can you send my letter today, please? Good morning miss Rose yes ma'am Thank you morning Schedule appointment 6 messages cici Nunya <[email protected]> Tue, Oct 29, 2024 at 12:08 PM To: "Gibbs, Jeanette" <[email protected]> Hello Otolose Vea would like to do a in person interview with two representative Chairman Union and Shop Stewart. If November 4th is still available? Thank you Gibbs, Jeanette <[email protected]> Tue, Oct 29, 2024 at 7:00 PM To: cici Nunya <[email protected]> Hello Asena. I am available on November 4th. However, your mother will have to contact the union and ask them to be present for the meeting. Would 8 a.m. or 8:30 am work for your mom? We'll meet in the HR office in TUL. I'll see if we can use their conference room. Have a good night. Jeanette [Quoted text hidden] This email came from outside American. Please avoid clicking links, opening attachments or interacting with emails from unknown senders. If unsure, click the 'Report Phishing' button in Outlook/Webmail menu bar. cici Nunya <[email protected]> Tue, Oct 29, 2024 at 7:13 PM To: "Gibbs, Jeanette" <[email protected]> Okay Otolose Vea will contact them for the meeting . Okay yes the time is fine. [Quoted text hidden] Gibbs, Jeanette <[email protected]> Wed, Oct 30, 2024 at 5:46 AM To: cici Nunya <[email protected]> Hello. Do you prefer 8 am or 8:30 am? Vea, Otolose From: Vea, Otolose Sent: Tuesday, February 25, 2025 9:04 AM To: Carlson, Sheila Subject: Requesting Documents Please Hello, Sheila Please send me all of Personal Documents that has been filed under my name I was referred to you for this request. Let me know if you’re able to send it through email or if I can come by and pick it up. Thank you Otolose Vea 2/10/26, 5:18 AM REPORT DETAILS Report Submission Date 10/15/2024 Reported Company/Branch Information Location - TUL-MB Tulsa Maintenance Base (Hangar) City/State/Zip: Tulsa, Oklahoma, United States ) What Is your relationship to American Airlines Group? Employee How did you become aware of the Helpline? Employee Please identify the person(s) whose misconduct you are reporting: Jared Hedges - manager Stephanie Coon - supervisor Nick Nicholls - supervisor Are they based in a different location than the one you provided? No Which American Airlines Group company do they work for? American Airlines Is a supervisor or manager involved in the misconduct? Yes If yes, then who? Jared Hedges, manager Stephanie Coon, supervisor Nick Nicholls, supervisor Has the misconduct been previously reported to management? Yes Please provide the date(s) and time(s) this issue occurred: October 2, 2024 How long do you think this problem has been going on? More than a year How did you become aware of this violation? I heard it Details Asena is calling regarding her mother, Otolose Vea, mechanic facilities maintenance. Otolose works with a partner, Victor Knoll, mechanic facilities maintenance, in area 755. On September 30, 2024, took a break from 8 AM to 8:15 AM. Victor had to walk to a different area to get tools and Otolose sat down to wait on him. Jared and Stephanie approached Otolose and said that she had been on break that she needed to go back to her work area. Otolose said that she was not on break and she was waiting on Victor. Jared and Stephanie said they had been watching Otolose since 7:55 AM. So Victor with her the whole time. Victor asked why Jared and Stephanie were only asking Otolose, because they had been together. On October 2, Otolose found out that she was written up for taking Victor drive to a different area to use the restroom. Otolose took bereavement time in April and she was questioned about it. Otolose had to fly to Hawaii. Sheila Carlson, HR manager, asked Otolose if she wrote the obituary herself. The funeral home sister-in-law instead of daughter-in-law, so she had to call and have that corrected for the bereavement to be approved. Otolose took bereavement again on September 11, and she was told that the would not be approved until Stephanie saw the obituary. The obituary was turned in, but the pay has still not been processed, as of October 15. On October 2, when Stephanie gave Otolose the write-up, she said that she did not want to give Otolose the write-up, but that she had to because jared wanted a promotion. Otolose went to talk to t (name unknown). After work, Otolose went to the hospital and she was admitted. Otolose is still admitted in the hospital as of today, October 15. Uploaded Files 1. IMG_5478.jpeg Otolose Vea was written up and not Victor Knoll my partner. We are both partners why weren't we both being question? 2. IMG_5481.jpeg Admitted after these write and accusation. 3. IMG_5484.jpeg I was not on break Victor Knoll was grabbing tools as I have medication and medical condition on this particular day. 4. IMG_5488.png Was not approve and this was sent on 9-5-2024 recent one they question me for a letter and had to wait until I brought the letter for bereavement in order to be paid? They did not approve si 5. IMG_5489.png Had resend this to Stephanie Coon on the day of funeral still not approve 6. otolose vea chart.pdf My doctor please I am asking to be off on time of matter have been off using my vacation since 10-2-24 until now 10-15-24 was on FMLA before these dates in the moment I am getting FMLA off during this investigation it is now 10:15-24 still waiting 7. IMG_S640.png Stephanie Coon brought bereavement to question along with HR 8. IMG_0605.png 9. IMG_5480.jpeg Letter on 9:30-24 from Stephanie coon and manager Jared Hedges 10. IMG_5479.jpeg Signed Write up level this was suppose to grievance by Union chairman Jimmy Holt & Kenneth Miller shop steward Follow-Up Notes 10/15/2024 11:06 AM Crew Chief Dan Adams - Mistreating Stalking my work area consistently, also been parking his tug around watching job assignment. Making me feel uneasy, unsafe, easy to concentrate her own assig Dan Adams been asking me to do other projects that no one in the shop 2920 are doing extra work with in 8 hours shift, and even overtime. Because, of this incident Otolose Vea felt very uneasy, stress, and afraid knowing that since I was ignore April 4, 2018 by American Airlines this is a continue battle, and struggle with Discrimination & On January 4, 2020 12:30 p.m. I wasn't feeling right (Myself) my daughter Asena Vaai mention to get help, and call 911 instead I call my doctor Pete Jones - Soon after I receive a call that i have High BI stuck taking prescriptions which is very upsetting to me. Note: Provided Otolose Vea Assignment Sheet that is Require to put in as the shop record 2920 she has been doing since July 31, 2018 of my transfer. My QUESTION is this assignment is log sheet that system was due 1/17/2020 enter into the system at 2/06/2020 almost a 2 week project i've only enter 28.00 hours as is rightfully the hours and labor time i put in. Rather this should have been enter get no question about how the time and labor has been work on within an 8 hr shift within 2 week project labor?? if Crew Chief Dan Adams never written me up for insubordinate,inappropriate matter, or even brought up any work assignment i did wrong. Why would Crew Dan Adams, and Supervisor Nick Nichol Harass Otolose Vea about her Work Assignment, Work Ethics, Qualification if i'm doing the same work as everyone else in the shop? Why aren't the others being Q&A? American Airlines Colleagues listed below are my Witness Located in Shop# 2920 and Asena Vaai is located in 2580 due to the Pandemic noon was able to provide statements to write but is willing to question that happen since 2018 but since you only want for yr of 2020 these two were present, and even phone call as the incident happen. Since, my transfer from Dallas Fort Worth Station in Augt have been by my side since my first incident April 4, 2018 They are aware of mistreating and Discrimination & Harassment No leaders, Nor Human Resource, Union is helping the situation because it went on my sick in 2 Bryce Davis 482459 Asena Vaai 758746 None of these witness listed above were even interview in the past April 4, 2018. Which were waiting for someone be heard that Supervisor Nick Nichols, and Crew Chief Dan Adams have been treati DISCRIMINATION & HARASSMENT ) Listed Below are the Colleagues that Crew Chief Dan Adams Dont seem to worry about, or ask to do any assignment Cook Jones 190606 - Cook All Day Bobby Duck 590943 - Gym Everyday Brad Baker 317857 - Gym EveryDay Tom Arnold 303521 Provided the Assignment of Otolose Vea in the Shop# 2920. Rather it's being put in wrong? or right? This is a 3 week High Priority Project need of explaining where everyone in the shop is putting Cor being Discrimination & Harassment January 23, 2020 Current Incident - Shop# 2920 Otolose Vea Occupation 01-08-2000 Company 03-1993 - Listed top 5 in the shop 2920 (Discriminated & Harassment) Only Color Female. Crew Chief Dan Adams 482975 Occupation 05-12-2001 Company 03-10-1997 Incident 05-05-2019 Witness - Corey Holmes 747533 Saw (Unknown person) Take a picture of Otolose Vea in her Work Area North End TEO Building 2460 Incident 05-05-2019 Witness - Asena Vaai 758746 (Myself) saw Kurt Martin 509318 took a picture of Otolose Vea paint job on a Door North End TEO Building 2460 5:30 a.m. February 3, 2020 Crew Chief - Dan Adams Announce a hot project is in need to be done this week. Previous to this meeting Incident January 28, 2020 Tuesday Morning 6:30 a.m. Crew Chief Dan Adams pull Otolose Vea aside and mention - Work Ethic (DISCRIMINATION female of Color) January 28, 2020 7:30 a.m. Supervisor - Nick Nichols > Bystander Unknown Witness I was unaware and had to meet up with Supervisor Nick Nichols to talk about - Work Ethics Note: Supervisor Nick Nichols never introduce bystander (Unknown Witness) I walk into this meeting unaware door was shut. Supervisor Nick Nichols said, "Otolose Vea you would have to attend the morning meetings." I ask, 'why?' Supervisor Nick Nichols said, 'Inventory' Otol doesn't give out any recognition its better for me to get right to my work area, and work.' Supervisor Nick Nichols said,'We in this shop 2920 don't do recognition.' Note: My reason not attending to the meeting that Supervisor Nick Nichols mention above as listed. Didn't give me a chance to speak. Not only that they have given me 2 big assignments to myself si shop with no help needed which i never deny any assignment. But other people in the shop gets help with 2 or 3 persons to a assignment? From Crew Chief Dan Adams Happen listed Below: There are meetings every morning at 6:00 a.m. I've decided not to attend to a meeting where both of my superior have put this myself in a spot Dir Harassment in work environment that suppose to be safe, at this moment is not safe. January 28, 2020 05:30 a.m. My daughter was the first notify after this incident happen Asena Vaai. Witness - Victor Knoll (Aware of the Incident) Crew Chief Dan Adams - Where do you get your skills? Crew Chief Dan Adams - He reach Out to Dallas Fort Worth to find out what Otolose Vea Qualification was. Crew Chief Dan Adams - Mention to Otolose Vea you have zero skills. Crew Chief Dan Adams - Mention to Otolose Vea all Hot Projects are only subject to those who have skills. Note: After this incident - Otolose Vea - Doctor Visit on January 4, 2020 Dr Pete Jones - 918-425-8600 February 3, 2020 7:45 a.m. Crew Chief Dan Adam approach to Otolose Vea mention to her about incident that happen in January 31, 2020 when Victor Knoll was present with Otolose Vea at the time. Instead Crew Chief Dan Adams - On this day February 3, 2020 7:40 a.m. he approach Otolose Vea in this morning asking, "Where were you?" Otolose Vea responded she was on break. Crew Chief Dan Adam said, "Otolose Vea you were gone for 2 hours?." Otolose Vea said, "Why didn't you mention this in front of Victor Knoll." Note: This point Otolose Vea was feeling frantic, disgust, overwhelm, emotion as to why Crew Chief Dan Adams only worry about my Where about? even on break and lunch hours every day not to m even Stalk me around, as my assignment is already given with no assist Dan Adams continues to talk me around. February 3, 2020 7:45 a.m. Otolose Vea - Crying and mention to Crew Dan Adams why do you pull me alone and speak to me, why wasn't this mention with Victor Knoll during overtime January 28, 2020 don't speak to me alone. Otolose Vea - Frantically Crying this morning call my daughter (Asena Vaai) come to work. She was currently at home didn't start work on this day until 14:15. Union REP - Troy Ott Witness - Bryce Davis 482459 Myself - Asena Vaai Already told Human Resource - Sheila Carlson Note: my daughter Asena Vaai don't have no opinion in this matter she is a witness who can only stand on this. Its February 11, 2020 Nothing been done from our Human Resource Sheila Carlson? I r only state that this need to take the proper action by investigating the shop 2920. Dan Adams Crew Chief -intimidating Otolose Vea. Stalking Otolose Vea. Having people like Shelby Morgan taking pictures of Otolose Vea Parking, and Work Area. even call crew chief Dan Adams ever Otolose Vea Dallas Fort Worth about her Qualification. That was being mention to union Troy Ott, and Chairman Travis Scott. 10/28/2024 6:09 AM First Incident since 2020 Bereavement Has been filed with Human Resource. Lori Holman on Email. Date Wed June 5,2024 Time: 9:06a.m. Location: Text Mobile Supervisor Stephanie Coon ask to bring a Letter for Funeral Dated 06-06-2024,06-07-24, 06-10-24. Which Email was sent to Admin As well 08 39A M. Admin Received Same Morning on 08:41A.M. As Stated, that this needed to be approve by Supervisor Stephanie Coon as Email: CC to Ronnie Hill Human Resource. Otolose Vea Left on Sunday 06-09-2024 Had to make it back to Resume back on June 11,24 Tuesday. Supervisor: Stephanie Coon On Time: June 12,24 Wed 09:00a.m. Location: Text Mobile Stated to bring shop steward and meet at HR Office. Daughter: Asena Vaai was witness too while being on the Phone I ask my Mother Otolose Vea Why? Otolose Vea stated she did not know. As I heard Shop steward in the Background as she is being g 10:30-11:00a.m. after lunch. Shop Steward: Kenneth Miller Chairman: Jimmy Holt Supervisor: Stephanie Coon HR: Michelle Cox HR: Question Otolose Vea letter was written by Otolose Vea herself. As Otolose Vea stated to HR no it was not. HR: Question Otolose Vea you stated it was your Stepdaughter as Written on the letter it is Mother In-law Otolose Vea Response: it must have been a mistake did you call the funeral home to verify? Why am I being questioned? No, I did not write this letter Myself. My question as a daughter: Why did any of Both Unions defend her as to why she is being questioned? Or what is the cause? No one defended Otolose Vea. Or why Did HR call the funeral home to ve 1st Break Incident Since 2020 Started on 06-17-2024 Time: 08:30a.m. Location Breakroom TEO Supervisor Stephanie Coon found Otolose Vea sitting and question her is you on break? Otolose Vea response Yes, I am on Break. Supervisor Stephanie Coon Proceed to state that you are over your photo was being presented about Otolose Vea Cart Vehicle Park at Hanger by the bathroom. Otolose Vea stated Yes, use the bathroom and had to grab tools for my task that was around 08:00a m. c Breakroom to sit down still have 5Mins left into my break. Stephanie Coon Supervisor Differ as someone took a photo of Otolose Vea and sent it to Stephanie Coon Supervisor as she stated and assu not on her break 2ND Incident since 2020 Bereavement Brother-In-law in Texas Date: 09-05-24 Email was sent to Admin For the following Bereavement days 09-11-24, 09-12-24, 09-13-24 and no Response from Supervisor Stephanie Coon. 2nd email responded Admin 09-05-2024 Approval is still awaiting from Supervisor Stephanie Coon as another email was sent on the Day 09-11-24 Supervisor Stephanie Coon Time: 12:10a.m. No response on work Email Supervisor Stephanie Coon Text Mobile 09-11-2024 stating to bring the document from Funeral. At this point Otolose Vea is in Texas 09-12-24 without no Approval from Admin or Supervisor Otolose funeral with her Family and Kids Asena Vaai, and John Vaai Grandkids Can Witness to that. Otolose Vea continue to worry about work and what Management or HR will do. As Her daughter we told O has been Sent to Admin we will deal with it when you get back. Stated from daughter Asena Vaai. 09-16-2024 Otolose Return back to work driving back from Texas when Supervisor Stephanie Coon text 08:30-a.m. to bring Document from Brother In-law for payroll will close in couple hours Nothir Otolose Vea return back to work 09-16-2024 without no cause or as to why Management had to wait for Document on Bereavement for Otolose Vea Borther In-law Supervisor Stephanie Coon Date: 09-30-24 Time 09:56a.m. Wanted a conference meeting next to Supervisor office 11:30a.m. For 32J Shop Steward: Kenneth Miller Chairman: Jimmy Holt Supervisor: Stephanie Coon Otolose Vea was unaware or This write up and still don't know what this 32J as for as Managers stated it was over Otolose Vea Break. Chairman: Jimmy Holt stated in this meeting that she was banned from the Bathroom 29F, and all other write ups are not work relation, All write ups are Harassing Otolose Vea. Supervisor Stephanie Coon stated response to Chairman & Otolose Vea that the bathroom Ban was long time ago. Otolose Vea- Thought to herself how did Stephanie Coon know about it when she was not supervisor back in 2020 it was Nick Nichols that was supervisor. Otolose Vea- Stated in the meeting it is long time ago but it is still happening now You are still reporting me going to the bathroom to HR cause I have a medical issue. Supervisor Stephanie Coon: Response is What is your medical Restriction? Otolose Vea: Response is none of your business. Daughter remark: Why is the supervisor asking my mother about her medical condition in front of the Union? Or questioning her medical at all? Incident Break 10:01-24 On this day 10-01-2024 Otolose Vea was assigned with partner Victor Knoll both were assigned on the same Task to Paint at Hanger 5 Task was Paint "Keep Clear" on the Doors in Hanger 5. Incident Started around 7:55-8:00a.m. around this time Both went on Break Otolose Vea was in her Vehicle Cart in Hanger 3 shade, and Victor Knoll went up stairs in the Break Room Paint Shop# 292 Around 08 15 - 08:25a.m. Victor Knoll had to grab Tools for the assignment that is Paints, and Brush for Him and Otolose Vea as Victor Knoll told Otolose Vea he would grab. During this time Otolose Vea went to Their work area in Hanger 5 to set up. As Victor Knoll went to grab tools, but Otolose Vea had to go pick him up from grabbing Tools 08:25-08:30 Drove back fro to Hanger 3 sit down wand wait for Victor Knoll. 08:35A.M. - Management Jared Hedges & Supervisor Stephanie Coon BOTH Saw Otolose Vea sitting and assume she was still on her Break. Management Stated I Seen you on break since 7:55A M. – 08:40a.m. Which is not true Both Victor Knoll and Otolose Vea were not in there work area Otolose Vea went to set up there area in Hanger 5 Return to pit is still walking from Hanger 3 with there tools. So Otolose Vea was told by both Management to go back to your work Area. Instead Otolose Vea went to Victor Knoll in Hanger 3 Paint shop 2920 To fir Otolose Vea that Management was looking for you and Crew Chief said the same thing. Otolose Vea stated she didn't know why Management was looking for Otolose Vea as Victor Knoll stated you a they looking for you I'm Grabbing paint and brush. Supervisor Stephanie Coon & Manager Jared Hedges differ stated Otolose Vea being on a long break instead. Another Letter was written by Stephanie Coon Supervisor for this matter being on Break Coon also did not want to give the letter to Otolose Vea stated in front of Shop Steward (Unknown) Automotive and Otolose Vea that Supervisor Stephanie Coon was given a instruction to write up Oi Manager Jared Hedges wanted promotion for Manager Level 6. Date-10-02-2024 Stated by Stephanie Coon Supervisor told Otolose Vea that the write up will be done by HR Letter stated from Supervisor Stephanie Coon be receive by HR. This day no Shop Steward Shop Steward from Automotive came to represent Otolose Vea 10-02-24 in HR room Otolose Vea made a phone call to Chairman Jimmy Holt on what to do. Instead Chairman Jimmy Holt responded ahead and sign this write up and grievance will be in place when Shop Steward Kenneth Miller come back 10-03-2024. Till this day 10-28-2024 there is no update on grievance. Grievance is supposed to be That she was not on break and that Otolose Vea and Victor Knoll were working together on this day Both should have got written up Not just Otolose Vea Till this day no of any Grievance being put in place for this matter. Follow-Up Questions/Comments 10/24/2024 9:12 PM posted by Organization Hello Asena, My name is Jeanette Gibbs and I have been assigned to investigate the Ethicspoint complaint you filed regarding your mother. Please email me your availability so we can schedule some time to discuss the matter. A discussion would be held over the phone. My email address is [email protected]. Thank you. Jeanette 2/6/2025 5:52 PM posted by Organization Thank you again for your report. We have now completed our investigation. To protect the privacy of our team members, we cannot share with you the details or outcomes of the investigation. But r an important role in helping the company prevent misconduct and improve. We do not tolerate retaliation against anyone who acts in good faith by reporting suspected crimes or policy violations. Contact EthicsPoint immediately if you know of any retaliation not previously r Chat Transcripts There are no chat transcripts for this incident. Stephanie T office today? Thu, Aug 8 at 6:35 AM Need bid sheet from you today. Thanks! Fri, Sep 6 at 7:30 AM Hi Rose - please grab a union steward and come see me please reply to text so I know you received this Wed, Sep 11 at 12:41AM Hello Stephanie, can you approve to HR email for My brother-in-law request his passed away and I request for tomorrow and Thursday and Friday Stephanie T his passed away and I request for tomorrow and Thursday and Friday please Wed, Sep 11 at 7:35 AM Please bring documentation Wed, Sep 11 at 9:06 AM Ok Mon, Sep 16 at 6:27 AM Please bring over your proof of bereavement. Payroll closes in a few hours. Mon, Sep 16 at 7:53 AM 8:01 ST Stephanie T OK, I'll bring it Mon, Sep 30 at 9:56 AM Hi Rose. Please be in the conference room next to my office at 11:30 for your 32J. Thanks! Wed, Oct 2 at 8:23 AM Please be in the conference room next to my office at 9:00 to sign the letter. Thanks Ok I should say receive the letter. I sign it. + RE: Request bereavement off From Center, Tulsa administration <[email protected]> Date Fri 12/6/2024 1:57 PM To Coon, Stephanie <[email protected]>; Vea, Otolose <[email protected]> Cc Center, Tulsa administration <[email protected]> Hi Otolose, Your timesheet shows you were coded and paid Bereavement for 9/11-13. I am sorry for your loss. <table> <tr> <th>Auth</th> <th>Detail</th> <th>Clocks</th> <th>Time Code Summary</th> <th>Hour Type Summary</th> <th>Default Shift</th> </tr> <tr> <td></td> <td></td> <td>WRK 8:00<br>REG 8:00, UNPAID 0:41<br>0800-1430</td> <td></td> <td></td> <td></td> </tr> <tr> <td></td> <td>09/09/2024 Mon</td> <td>06:50 14:31</td> <td></td> <td></td> <td></td> </tr> <tr> <td></td> <td>09/10/2024 Tue</td> <td>06:59 14:33</td> <td>WRK 8:00<br>REG 8:00, UNPAID 0:34<br>0800-1430</td> <td></td> <td></td> </tr> <tr> <td></td> <td>09/11/2024 Wed</td> <td></td> <td>BER 8:00<br>REG 8:00, UNPAID 0:30<br>0800-1430</td> <td></td> <td></td> </tr> <tr> <td colspan="6">Time Code<br>08:00 - 14:30 Eligible Time Codes=BRK,GAP,Code=BER (Flores, Britney, 09/16/2024 08:09 AM)<br>per Stephanie Coon</td> </tr> <tr> <td></td> <td>09/12/2024 Thu</td> <td></td> <td>BER 8:00<br>REG 8:00, UNPAID 0:30<br>0800-1430</td> <td></td> <td></td> </tr> <tr> <td colspan="6">Time Code<br>08:00 - 14:30 Eligible Time Codes=BRK,GAP,Code=BER (Flores, Brittney, 09/16/2024 08:09 AM)<br>per Stephanie Coon</td> </tr> <tr> <td></td> <td>09/13/2024 Fri</td> <td></td> <td>BER 8:00<br>REG 8:00, UNPAID 0:30<br>0800-1430</td> <td></td> <td></td> </tr> <tr> <td colspan="6">Time Code<br>06:00 - 14:30 Eligible Time Codes=BRK,GAP,Code=BER (Flores, Britney, 09/16/2024 08:09 AM)<br>per Stephanie Coon</td> </tr> <tr> <td></td> <td>09/14/2024 Sat</td> <td></td> <td>OFF</td> <td></td> <td></td> </tr> <tr> <td></td> <td>09/15/2024 Sun</td> <td></td> <td>OFF</td> <td></td> <td></td> </tr> </table> Lana Tandoy Tulsa Administration Center || TEL 539-283-2698 || FAX 539-283-2189 From: Coon, Stephanie <[email protected]> Sent: Friday, December 6, 2024 1:22 PM To: Vea, Otolose <[email protected]> Cc: Center, Tulsa administration <[email protected]> Subject: RE: Request bereavement off Approved. From: Vea, Otolose <[email protected]> Sent: Wednesday, September 11, 2024 12:11 AM To: Coon, Stephanie <[email protected]> Cc: Center, Tulsa administration <[email protected]> Subject: Fw: Request bereavement off Hello Stephanie, Please let me know for approval of my Brother in-law bereavement 09-11-24, 09-12-24, 09/13/24 Phone- 817 707 3689 Otolose Vea Thank you Hello, I am so sorry for your loss. This is just pending supervisor approval. Sarah Talkington Admin Rep. TUL Admin Center Main: 539-283-2698 From: Vea, Otolose <[email protected]> Sent: Thursday, September 5, 2024 8:52 AM To: Center, Tulsa administration <[email protected]> Subject: Request bereavement off Hello My name is Otolose Vea employee 375022 my brother in law pass away yesterday 9/04/24 Wed. Bereavement date requesting is 09/11/24 Wed 09/12/24 Thursday 0/13/24 Friday. Thank you Otolose Vea 8:02 ST Stephanie T Hi Rose. You are missing punches for 3/14. Were you off? Wed, Jun 5 at 9:06 AM Hi. I forgot to remind you but please bring some proof with you for your daughter-in-law. Thanks and I’m sorry for your loss. Tue, Jul 9 at 10:39 AM Hi Rose. It’s Steph. Can you please pop by my office today? Need bid sheet from you today. Thanks! May 2, 2018 Personal & Confidential Rose Vea #375022 Dear Rose: American Airlines has concluded its investigation into your complaint regarding harassment in the workplace. I want to thank you for your patience and cooperation during the investigation, particularly in light of the sensitive nature of the matter. After careful consideration of all available information, the Company was unable to substantiate these allegations. Rose, American Airlines is committed to providing a safe work environment where all employees feel secure, involved, valued and respected. Hence, if you should be aware of any conduct that violates the Company's rules of conduct and/or policies, please report the incident immediately in any of the following methods: • Team Member Services, EthicsPoint Line, 1-877-422-3844 • www.aa.ethicspoint.com • Any manager or anyone to whom your boss reports. Thank you for bringing this matter to our attention. We encourage you to contact us again with any further concerns. Sincerely, Sheila Carlson, SPHR, SHRM-SCP People Business Partner (918) 292-1681 American Airlines 4-4-2018 Human Resource Formal Complaint: Involving 2 co-worker, Crew Chief First 1. Shelby Morgan is spreading rumors about co-workers and their job assignments, and taking pictures of employees while they are working and reporting it to the crew chief. Dan Adams and Rose Vera observed and saw this firsthand when I first transferred here from Texas, July 31st 2017. Second 2. Recognition, Good job, accomplishments daily, weekly, monthly. Up on completion during our morning meeting, I would like to have a collaborative report during this time to help others know how well I am working to achieve our common goal as a professional and a team player. And if I receive acknowledgment from our customer through emails, or supervisor send letters, etc., I would like to have Continued: Formal Complaints 4-4-2018 copy for myself. not just verbal, or Discrimination. It is very important to me. Also to know how well I am doing. 3. Harassing, following me around, Conclusion: I also observed her being Shelby Morgan, spouse/husband in the parking lot looking at my license plate on my vehicle, because I am permitted in handicap parking legally and medically timeline February 15, 2018 Last: Shelby Morgan Co-Worker Crew Chief Don Adams has being following me around. First incident was witness by another employee. Second I note they being being a co-worker and a Crew Chief together twice in same week during third time, Wednesday and Thursday AM morning. I feel, Harass, I sense discrimination base on my age category and me being female in my area or field. Continued: Formal Complaints 4-4-2018 Conclusion: I, Rose Vea am from a diverse culture. I speak more than one language therefore, we can learn and work and respect one another. Signed, Alden Vea 4-4-2018 Footnote: TRANSFER FROM Fort Worth July 31, 2017 Harbor Complaint To 1. Rumors about co-workers and job assignments and taking pictures while I'm working. 2. Mistreatment Human Resource Manager is Job Assignments and 3. Complaint made to Rose Vea Observer and Rose Vea went back and she then went back with told me area chief with some job assignment about most some performed by other co-worker during first two weeks on first base in July 2017. 4. Resource collaboration 5. Meetings with them & meeting with all your crew. 6. Well I feel my growth of control and accomplishment bring more of my accomplishments to the future. Footnotes Xfer from Texas Facts 31, 2017. front during the meeting, but also giving me a copy of my recognition from the Customer and also not just acknowledging me but the way type of code By the way type of code be cause this is very important to me, especially because I am at a new Base. It would help me to know how well I am adapting. Well I am now out of my new shop. Conclusion 3. Shelby f On my arrival I am from a diverse population I am different because I speak a different language. More than one language. Nick 2009 supervisor "I also observed looking for your car her morning for Tucker having a shell of his son spouse at your becoming parking. Looking for license when I noticed contact on vehicle. I have been harassed, I sense discrimination; but so on the cause of my age. While, was working at work this stew." March 23, 2020 Otolose Vea 11129 E. 41st Street, Apt 1815 Tulsa, OK 74146 Otolose Vea v American Airlines Charge No: 564-2020-00766 Dear Ms. Vea: This is in reference to your recent written correspondence or intake questionnaire in which you alleged employment discrimination by the above-named respondent. The information provided indicates that the matter complained of is subject to the statute(s) checked below: [X] Title VII of the Civil Rights Act of 1964 (Title VII) [X] The Age Discrimination in Employment Act (ADEA) [ ] The Americans with Disabilities Act (ADA) [ ] The Equal Pay Act (EPA) [ ] The Genetic Information Nondiscrimination Act (GINA) The attached EEOC Form 5, Charge of Discrimination, is a summary of your claims based on the information you provided. Because the document that you submitted to us constitutes a charge of employment discrimination, we have complied with the law and notified the employer that you filed a charge. Before we investigate your charge, however, you must sign and return the enclosed Form. To enable proper handling of this action by the Commission you should: (1) Review the enclosed charge form. Make corrections on a separate piece of paper. (2) Sign and date each page of the charge in the bottom left hand block where I have made an "X". For purposes of meeting the deadline for filing a charge, the date of your original signed document will be retained as the original filing date. (3) Return the signed charge to this office. Please sign and return the charge within thirty (30) days from the date of this letter. Under EEOC procedures, if we do not hear from you within 30 days or receive your signed charge within 30 days, we are authorized to dismiss your charge and issue you a right to sue letter allowing you to pursue the matter in federal court. Please be aware that after we receive your signed Form 5, the EEOC will send a copy of the charge to the agency listed below as required by our procedures. If that agency processes the charge, it may require the charge to be signed before a notary public or an agency official. Office of Civil Rights Enforcement Office of the Attorney General State of Oklahoma 313 N.E. 21st Street Oklahoma City, OK 73105 Please use the “EEOC Charge No.” listed at the top of this letter whenever you call us about this charge. Please also notify this office of any change in address or of any prolonged absence from home. Failure to cooperate in this matter may lead to dismissal of the charge. Please also read the enclosed brochure, "What You Should Know Before You File A Charge With EEOC," for answers to frequently asked questions about employee rights and the EEOC process. If you have any questions, please call me at the number listed below. If you must call long distance, please call collect. Sincerely, Donna G. Noel Donna Noel, Investigator (405) 231-4361 Office Hours: Monday - Friday, 8:00 a.m. - 4:30 p.m. Intake Hours: Monday - Friday, 8:30 a.m. - 3:00 p.m. www.eeoc.gov Enclosure(s) Copy of EEOC Form 5, Charge of Discrimination CP Counseling Form What You Should Know Brochure What You Should Do Handout EEOC Online Charge Status System Tip Sheet CHARGE OF DISCRIMINATION This form is affected by the Privacy Act of 1974. See enclosed Privacy Act Statement and other information before completing this form. Charge Presented To: Agency(ies) Charge No(s): FEPA EEOC 564-2020-00766 Oklahoma Attorney General's Office, Office of CR Enforcement and EEOC Name (indicate Mr., Ms., Mrs.) Ms. Otolose Vea Home Phone (Incl. Area Code) (817) 707-3689 Date of Birth 1962 Street Address 11129 East 41st Street Apt 1815, Tulsa, OK 74146 City, State and ZIP Code Named is the Employer, Labor Organization, Employment Agency, Apprenticeship Committee, or State or Local Government Agency That I Believe Discriminated Against Me or Others. (If more than two, list under PARTICULARS below.) Name AMERICAN AIRLINES No. Employees, Members 500 or More Phone No. (Include Area Code) (918) 292-2698 Street Address 3800 N. Mingo Road, Tulsa, OK 74116 City, State and ZIP Code DISCRIMINATION BASED ON (Check appropriate box(es).) RACE COLOR SEX RELIGION NATIONAL ORIGIN RETALIATION AGE DISABILITY GENETIC INFORMATION OTHER (Specify) DATE(S) DISCRIMINATION TOOK PLACE Earliest 01-09-2019 Latest 01-09-2020 CONTINUING ACTION THE PARTICULARS ARE (If additional paper is needed, attach extra sheet(s)): 1. I filed a previous internal complaint of discrimination and harassment with my employer. I feel no investigation was done before a finding was issued. I again am experiencing discrimination and harassment of the same kind. I am the one person questioned about my work assignment and work ethics. I was forbidden to use a certain female restroom because of the color of my skin. Crew Chief, Dan Adams, stalks and watches me do my job assignment, creating an uneasy safe environment for me to work. Mr. Adams has Shelby Morgan taking pictures of my car in the parking lot and my work area. I have been questioned about my job qualifications. No other employee not of my race, age and color is subjected to this treatment. 2. I believe I have been retaliated and discriminated against because of my sex (Female), my race (Tongan), my national origin (Pacific Islander) the color of my skin (Brown) in violation of Title VII of the Civil Rights Act of 1964, as amended. I want this charge filed with both the EEOC and the State or local Agency, if any. I will advise the agencies if I change my address or phone number and I will cooperate fully with them in the processing of my charge in accordance with their procedures. I declare under penalty of perjury that the above is true and correct. __________________________ Date Charging Party Signature NOTARY – When necessary for State and Local Agency Requirements I swear or affirm that I have read the above charge and that it is true to the best of my knowledge, information and belief. SIGNATURE OF COMPLAINANT SUBSCRIBED AND SWORN TO BEFORE ME THIS DATE (month, day, year) CHARGE OF DISCRIMINATION This form is affected by the Privacy Act of 1974. See enclosed Privacy Act Statement and other information before completing this form. Charge Presented To: Agency(ies) Charge No(s): FEPA EEOC 564-2020-00766 Oklahoma Attorney General's Office, Office of CR Enforcement and EEOC State or local Agency, if any 3. I believe I have been discriminated against because of my age (58) in violation of The Age Discrimination in Employment Act of 1967, as amended. I want this charge filed with both the EEOC and the State or local Agency, if any. I will advise the agencies if I change my address or phone number and I will cooperate fully with them in the processing of my charge in accordance with their procedures. I declare under penalty of perjury that the above is true and correct. Date Charging Party Signature NOTARY – When necessary for State and Local Agency Requirements I swear or affirm that I have read the above charge and that it is true to the best of my knowledge, information and belief. SIGNATURE OF COMPLAINANT SUBSCRIBED AND SWORN TO BEFORE ME THIS DATE (month, day, year) PRIVACY ACT STATEMENT: Under the Privacy Act of 1974, Pub. Law 93-579, authority to request personal data and its uses are: 1. FORM NUMBER/TITLE/DATE. EEOC Form 5, Charge of Discrimination (11/09). 2. AUTHORITY. 42 U.S.C. 2000e-5(b), 29 U.S.C. 211, 29 U.S.C. 626, 42 U.S.C. 12117, 42 U.S.C. 2000ff-6. 3. PRINCIPAL PURPOSES. The purposes of a charge, taken on this form or otherwise reduced to writing (whether later recorded on this form or not) are, as applicable under the EEOC anti-discrimination statutes (EEOC statutes), to preserve private suit rights under the EEOC statutes, to invoke the EEOC's jurisdiction and, where dual-filing or referral arrangements exist, to begin state or local proceedings. 4. ROUTINE USES. This form is used to provide facts that may establish the existence of matters covered by the EEOC statutes (and as applicable, other federal, state or local laws). Information given will be used by staff to guide its mediation and investigation efforts and, as applicable, to determine, conciliate and litigate claims of unlawful discrimination. This form may be presented to or disclosed to other federal, state or local agencies as appropriate or necessary in carrying out EEOC's functions. A copy of this charge will ordinarily be sent to the respondent organization against which the charge is made. 5. WHETHER DISCLOSURE IS MANDATORY; EFFECT OF NOT GIVING INFORMATION. Charges must be reduced to writing and should identify the charging and responding parties and the actions or policies complained of. Without a written charge, EEOC will ordinarily not act on the complaint. Charges under Title VII, the ADA or GINA must be sworn to or affirmed (either by using this form or by presenting a notarized statement or unsworn declaration under penalty of perjury); charges under the ADEA should ordinarily be signed. Charges may be clarified or amplified later by amendment. It is not mandatory that this form be used to make a charge. NOTICE OF RIGHT TO REQUEST SUBSTANTIAL WEIGHT REVIEW Charges filed at a state or local Fair Employment Practices Agency (FEPA) that dual-files charges with EEOC will ordinarily be handled first by the FEPA. Some charges filed at EEOC may also be first handled by a FEPA under worksharing agreements. You will be told which agency will handle your charge. When the FEPA is the first to handle the charge, it will notify you of its final resolution of the matter. Then, if you wish EEOC to give Substantial Weight Review to the FEPA's final findings, you must ask us in writing to do so within 15 days of your receipt of its findings. Otherwise, we will ordinarily adopt the FEPA's finding and close our file on the charge. NOTICE OF NON-RETALIATION REQUIREMENTS Please notify EEOC or the state or local agency where you filed your charge if retaliation is taken against you or others who oppose discrimination or cooperate in any investigation or lawsuit concerning this charge. Under Section 704(a) of Title VII, Section 4(d) of the ADEA, Section 503(a) of the ADA and Section 207(f) of GINA, it is unlawful for an employer to discriminate against present or former employees or job applicants, for an employment agency to discriminate against anyone, or for a union to discriminate against its members or membership applicants, because they have opposed any practice made unlawful by the statutes, or because they have made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under the laws. The Equal Pay Act has similar provisions and Section 503(b) of the ADA prohibits coercion, intimidation, threats or interference with anyone for exercising or enjoying, or aiding or encouraging others in their exercise or enjoyment of, rights under the Act. RE: Asena Vaai 4 messages DONNA NOEL <[email protected]> To: cici nunya <[email protected]> Mon, Oct 5, 2020 at 12:57 PM What is your charge number. I am currently assigned to your mothers case only. From: cici nunya <[email protected]> Sent: Sunday, October 04, 2020 4:48 PM To: DONNA NOEL <[email protected]> Subject: Asena Vaai You mention that my case was closed and agreed if you can please send me the supporting documents? Or let me know it's sent 9189224931 cici nunya <[email protected]> To: DONNA NOEL <[email protected]> 564-2020-00590 that is my case number [Quoted text hidden] DONNA NOEL <[email protected]> To: cici nunya <[email protected]> Mon, Oct 5, 2020 at 1:12 PM The Investigator assigned is James Habas, you can reach him at 405-666-0367 or via email at [email protected]. He will be able to accommodate your request and inquiry. Respectfully, Donna G. Noel Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee Ave, Suite 524 Oklahoma City, OK 73102 Direct dial (405) 666-0363 Fax (405)231-4125/4140 [Quoted text hidden] cici Nunya <[email protected]> To: "JR, Vaai" <[email protected]> [Quoted text hidden] Fw: 564-2020-01980 1 message john Vaai <[email protected]> To: Cici Nunya <[email protected]> Tue, Sep 29, 2020 at 10:07 PM Sent from Yahoo Mail for iPhone Begin forwarded message: On Tuesday, September 29, 2020, 8:52 AM, DONNA NOEL <[email protected]> wrote: Good morning, Our office has received this charge alleging age discrimination. You currently have an open charge for investigation under age discrimination. If you have continued work issues, they can possibly be investigated under the open charge by amending the charge. However, after careful review of the mail-in, I don’t find an adverse action due to the work assignment. Unfortunately, we can be subjected to other duties and responsibilities by our employer. If you feel they over excessive and have proof no other person is being subjected to this act. We need to amend charge to include these acts. Because you already have an open charge, this charge will be considered duplicate and closed. If you need to discuss this matter with me, I can be reached at the number below. Respectfully, Donna G. Noel Federal Investigator U.S. Equal Employment Opportunity Commission Oklahoma City Area Office 215 Dean A. McGee Ave, Suite 524 Oklahoma City, OK 73102 Direct dial (405) 666-0363 Fax (405)231-4125/4140 Fw: Ethics Point Case From Vea, Otolose <[email protected]> Date Tue 1/13/2026 3:55 PM To [email protected] <[email protected]> From: Vea, Otolose <[email protected]> Sent: Monday, March 30, 2020 5:09 PM To: Holman, Lori <[email protected]> Subject: Re: Ethics Point Case That's fine I will. From: Holman, Lori <[email protected]> Sent: Monday, March 30, 2020 7:53 AM To: Vea, Otolose <[email protected]> Subject: RE: Ethics Point Case Otoloose, I have had a conflict arise at our scheduled time tomorrow. Would it be possible for you to call me at 8:15am my time instead of 9:00am tomorrow morning? Thank you, American Airlines Lori Holman Manager, Team Member Relations – Integrated Operations Office: 682-278-4701 Mobile: 817-239-2037 From: Vea, Otolose Sent: Wednesday, March 25, 2020 3:36 PM To: Holman, Lori <[email protected]> Subject: Re: Ethics Point Case Hello, Currently I am in Fiji time different one day ahead and 8hrs behind from your time. Thursday or Friday if I don't reach I'll call at 9:00a.m. your time on both days that's 2:00a.m. my time in Fiji to speak with you. My number to reach me I still can get calls is 817-707-3689 Thank you. From: Holman, Lori <[email protected]> Sent: Monday, February 17, 2020 8:39 AM To: [email protected] <[email protected]>; Vea, Otolose <[email protected]> Subject: Ethics Point Case Otolose, I wanted to let you know that I have received your Ethics Point case and will be investigating your concerns. Do you have some time on Thursday or Friday of this week that we can speak by phone so that I can get a better understanding of those? Let me know what time will work for you and the best phone number on which to reach you. Thank you, American Airlines Lori Holman Manager, Team Member Relations – Integrated Operations Office: 682-278-4701 [EXTERNAL] Fwd: Fw: otolose vea two witness statement From cici Nunya <[email protected]> Date Tue 2/10/2026 3:11 AM To Vea, Otolose <[email protected]> --------- Forwarded message -------- From: Vea, Otolose <[email protected]> Date: Tue, May 5, 2020 at 3:05 PM Subject: Fw: otolose vea two witness statement To: [email protected] <[email protected]> From: Vea, Otolose <[email protected]> Sent: Monday, May 4, 2020 3:51 PM To: Holman, Lori <[email protected]> Subject: Re: otolose vea two witness statement okay, that's fine but just heads up Bryce Davis and I went to HR Sheila Carson back in 2018, MYSELF and my daughter Asena Vaai went to HR again this year 2020 to Sheila Carlson. I just thought this would have help. Like, I said this has happen way to long and wish this would have been dealt with back in 2018 when the incident first started. That's fine Thank you Otolose Vaai From: Holman, Lori <[email protected]> Sent: Monday, May 4, 2020 7:57 AM To: Vea, Otolose <[email protected]> Subject: FW: otolose vea two witness statement It is extremely important that you (and your daughter) extricate yourself from this investigation. Any statements that you receive from potential witnesses directly and forward to me, could be considered coerced and thus will taint the outcome of the investigation. I am looking into your concerns and will follow our normal process for conducting investigation, but it is imperative that neither you, or anyone in your family, reach out to potential witnesses. Thank you, Lori Holman Manager, Team Member Relations – Integrated Operations Office: 682-278-4701 From: FedEx Office [mailto:[email protected]] Sent: Saturday, May 02, 2020 6:01 PM To: Holman, Lori <[email protected]> Subject: otolose vea two witness statement This email came from outside American. Please avoid clicking links, opening attachments or interacting with emails from unknown senders. If you suspect this is a phishing attempt, click the 'Report Phishing' button in the Outlook/Webmail menu bar. Charge Number# 564-2020-00766 Otolose Vea 2 messages cici nunya <[email protected]> To: [email protected] Fri, Feb 21, 2020 at 5:07 PM Feb 21, 2020 U.S. Equal Employment Opportunity Commission 215 Dean A. Mcgee Ave., Suite 524 Oklahoma City, OK 73102 Donna Noel, I, Authorize, my daughter Asena Vaai to write this letter, and any terms of concern on my behalf towards case EEOC Charge Number - 564-2020-00766. Summary, - First, Attachment with Otolose Vea Original Complaint Conclude from the Company dated May 02, 2018, and HR written statement April 04, 2018, last two letters along with Otolose Vea written statement draft to HR. Second, Attachment with Otolose Vea Log Sheet of the project 2 1/2 Weeks. Victor Knoll - SHOP 2920 fleet person is aware of this incident, but isn't a good witness stand he sided with Supervisor Nick Nichols, and Crew Chief Dan Adams. Bryce Davis - Employee# 482459 can validate this incident Feb 4, 2020 written below: _Crew Chief - Dan Adams Harassment towards Otolose Vea where about, qualification, background check to Dallas Fort Worth Airport Station._ Previous, Incident in the Year of 2019 Supervisor - Nick Nichols wanted to file F29 on Otolose Vea from using the Ladies Restroom same restroom that Two ladies listed below were using at the time. Facility Maintenance Coordinator - Debbie Repp (w) 918-292-3130 Production Assistance - Margie Sweet (w) 918-292-2338 Union Chairman Rep involve - Resolved John Carlile Current January 10, 2020 File report with American Airlines company Ethic Point key# 534621151701 - Not Responded or made changes Feb 3, 2020 Witness Bryce Davis 482459 Union Rep involve Troy Ott (918) 645-0973 On, this same day Feb 3, 2020 Daughter Asena Vaai, Otolose Vea (Herself) Went to HR File a report on the incident that Crew Dan Adams, and Supervisor Nick Nichols have continue to Discriminate/Harassment towards Otolose Vea in her Work Area, Qualification, Background, Ethic, Female, National Origin, Age. - Have not responded HR Its Feb 21, 2020. Feb 11, 2020 Written a letter to the whole partnership of the company as attachment. Not Responded Note: Otolose Vea is listed top 5 only Female of Color in her shop# 2920 as her Company time June 2, 1993, and Occupation Jan 08, 2000 time with American Airlines. Since Otolose Vea transfer from Dallas Fort Worth in 07-31-2017 has, and continues to be discriminated, Harass at American Airlines work environment. Attach Example of how Otolose Vea log in Sheet work area if it's put in wrong or right is required to log in there time on regular shift, and overtime shift? Questionable how everyone listed have put in Labor time more than Otolose Vea Labor Time. Reminder Otolose Vea been entering her log in time since her Transfer back in July 31, 2017 Dallas Fort Worth to Tulsa Base of American Airline. SHOP# 2920 SR. Manager Sam Neal (w) 918-292-2321 Manager Richard Hedges (w) 918-292-3385 Fill in Manager Daniel Marks (w) 918-292-1981 Listed below Otolose Vea Witness - SHOP# 2920 Since 2018 aware of Otolose Vea Discrimination/Harrassment in the Shop# 2920 also confirm other Employees with same qualification as Otolose Vea that are not doing anything, or as equal as she is in the shop continues to work alone most times. While others are working in pairs, or triple, and isnt being question on there where about, and qualification, skills from Crew Chief Dan Adams, and Supervisor Nick Nichols. Bryce Davis - Employee# 482459 Cameron Stringfellow - Employee# 509480 Terrico Durant - Employee# 455998 Two Union Reps Represented Otolose Vea, and is aware of Crew Chief Dan Adams Misconduct Behavioral towards Otolose Vea who is still being Treated with Discrimination/Harassment differently from other guys in the shop# 2920 Travis Scott - Chairman (m) 918-638-1104 Troy Ott - Union Rep (m) 918-645-0973 Otolose Vea Superiors are Involve Discrimination/Harassment towards Otolose Vea Since April 4, 2018 - Current Feb 21, 2020 SHOP# 2920 Crew Chief - Dan Adams - Employees# 482975 Supervisor - Nick Nichols Employees who same qualification aren't being treated equal as Otolose Vea listed below: Cook Jones - Employee# 190606 Cook All Day Bobby Duck - Employee# 590943 Gym on company time Brad Baker - Employee# 317857 Gym on company time Tom Arnold - Employee# 303521 The guys listed above have not been question from Crew Chief Dan Adams, or Supervisor Nick Nichols same qualification as Otolose Vea different treatment in the work environment. Last, this has been a constant Discrimination/Harassment towards Otolose Vea since April 4, 2018 now currently she is taking Prescription attachment high blood pressure, and continues to seek help from counseling info listed below. February 3, 2020 Counselor Director of Behavioral Health Services - Kim Beair 918-809-6953 Otolose Vea Doctor - Pete Jones 918-425-8600 Conclusion: Spoken in person these are just few, and hopefully it helps if anything that is needed email or call 918-922-4931 Otolose Vea cell is 817-707-3689. Thank You Asena Vaai Otolose Vea Feb 21. 2020 4:48 p.m.  3 attachments Otolose Vea Complaint April 4, 2018.pdf 1890K Otolose Vea Assignment Log Sheet.pdf 1246K Daughter Letter on my behalf Otolose Vea Feb 11, 2010 Letter sent to American Airlines Company.pdf 2178K DONNA NOEL <[email protected]> To: cici nunya <[email protected]> Please find attached documents that require your signature to complete the filing of a charge of discrimination. The charge data is a summary of the data you sent. If you don't agree with the language please let me know, we can do a "see attached" which will allow you to prepare your statement. If there are no changes return the signed documents so we can notify the employer. Some of the examples presented don't support discrimination as outlined by the Commission. You identified witnesses but you did not provide their statement, you can include them when you return the documents. From: cici nunya <[email protected]> Sent: Wednesday, March 11, 2020 9:10 AM To: DONNA NOEL <[email protected]> Subject: Charge Number# 564-2020-00766 Otolose Vea Feb 21, 2020 U.S. Equal Employment Opportunity Commission 215 Dean A. Mcgee Ave., Suite 524 Oklahoma City, OK 73102 Donna Noel, I, Authorize, my daughter Asena Vaai to write this letter, and any terms of concern on my behalf towards case EEOC Charge Number - 564-2020-00766. Summary, - First, Attachment with Otolose Vea Original Complaint Conclude from the Company dated May 02, 2018, and HR written statement April 04, 2018, last two letters along with Otolose Vea written statement draft to HR. Second, Attachment with Otolose Vea Log Sheet of the project 2 1/2 Weeks. Victor Knoll - SHOP 2920 fleet person is aware of this incident. but isn't a good witness stand he sided with Supervisor Nick Nichols, and Crew Chief Dan Adams. Bryce Davis - Employee# 482459 can validate this incident Feb 4, 2020 written below: Crew Chief - Dan Adams Harassment towards Otolose Vea where about, qualification, background check to Dallas Fort Worth Airport Station. Previous, Incident in the Year of 2019 Supervisor - Nick Nichols wanted to file F29 on Otolose Vea from using the Ladies Restroom same restroom that Two ladies listed below were using at the time. Facility Maintenance Coordinator - Debbie Repp (w) 918-292-3130 Production Assistance - Margie Sweet (w) 918-292-2338 Union Chairman Rep involve - Resolved John Carlile Current January 10, 2020 File report with American Airlines company Ethic Point key# 534621151701 - Not Responded or made changes Feb 3, 2020 Witness Bryce Davis 482459 Union Rep involve Troy Ott (918) 645-0973 On, this same day Feb 3, 2020 Daughter Asena Vaai, Otolose Vea (Herself) Went to HR File a report on the incident that Crew Dan Adams, and Supervisor Nick Nichols have continue to Discriminate/Harassment towards Otolose Vea in her Work Area, Qualification, Background, Ethic, Female, National Origin, Age. - Have not responded HR Its Feb 21, 2020. Feb 11, 2020 Written a letter to the whole partnership of the company as attachment. Not Responded Note: Otolose Vea is listed top 5 only Female of Color in her shop# 2920 as her Company time June 2, 1993, and Occupation Jan 08, 2000 time with American Airlines. Since Otolose Vea transfer from Dallas Fort Worth in 07-31-2017 has, and continues to be discriminated, Harass at American Airlines work environment. Attach Example of how Otolose Vea log in Sheet work area if it's put in wrong or right is required to log in there time on regular shift, and overtime shift? Questionable how everyone listed have put in Labor time more than Otolose Vea Labor Time. Reminder Otolose Vea been entering her log in time since her Transfer back in July 31, 2017 Dallas Fort Worth to Tulsa Base of American Airline. SHOP# 2920 SR. Manager Sam Neal (w) 918-292-2321 Manager Richard Hedges (w) 918-292-3385 Fill in Manager Daniel Marks (w) 918-292-1981 Listed below Otolose Vea Witness - SHOP# 2920 Since 2018 aware of Otolose Vea Discrimination/Harrassment in the Shop# 2920 also confirm other Employees with same qualification as Otolose Vea that are not doing anything, or as equal as she is in the shop continues to work alone most times. While others are working in pairs, or triple, and isnt being question on there where about, and qualification, skills from Crew Chief Dan Adams, and Supervisor Nick Nichols. Bryce Davis - Employee# 482459 Cameron Stringfellow - Employee# 509480 Terrico Durant - Employee# 455998 Two Union Reps Represented Otolose Vea, and is aware of Crew Chief Dan Adams Misconduct Behavioral towards Otolose Vea who is still being Treated with Discrimination/Harassment differently from other guys in the shop# 2920 Travis Scott - Chairman (m) 918-638-1104 Troy Ott - Union Rep (m) 918-645-0973 Otolose Vea Superiors are Involve Discrimination/Harassment towards Otolose Vea Since April 4, 2018 - Current Feb 21, 2020 SHOP# 2920 Crew Chief - Dan Adams - Employees# 482975 Supervisor - Nick Nichols Employees who same qualification aren't being treated equal as Otolose Vea listed below: Cook Jones - Employee# 190606 Cook All Day Bobby Duck - Employee# 590943 Gym on company time Brad Baker - Employee# 317857 Gym on company time Tom Arnold - Employee# 303521 The guys listed above have not been question from Crew Chief Dan Adams, or Supervisor Nick Nichols same qualification as Otolose Vea different treatment in the work environment. Last, this has been a constant Discrimination/Harassment towards Otolose Vea since April 4, 2018 now currently she is taking Prescription attachment high blood pressure, and continues to seek help from counseling info listed below. February 3, 2020 Counselor Director of Behavioral Health Services - Kim Beair 918-809-6953 Otolose Vea Doctor - Pete Jones 918-425-8600 Conclusion: Spoken in person these are just few, and hopefully it helps if anything that is needed email or call 918-922-4931 Otolose Vea cell is 817-707-3689. Thank You Asena Vaai Otolose Vea Feb 21. 2020 4:48 p.m. Prescription Information ATORVASTATIN 50 MG TABLET Take 1 tablet by mouth everyday at bedtime Receipt & Refill Information CVS Pharmacy STORE #154 PHONE 618-2247 REC: 3839005 $0.00 3 attachments 30day letter.docx 48K C case CP Counseling Form Fillable.doc 53K vea00766.doc 141K Question? Vaai, Asena To: Holman, Lori; Vea, Otolose +1 Tue 10/15/2024 10:13 AM View more Hello On the behalf of Otolose Vea she was admitted into the his due to illness cause from work related 10-2-24 You did work a case back in 2020 and this is an on going matter in her department. We are now in 2024 Please reach out to Otolose Vea currently she is on vacation is wanting to hear back on options she can take as to being off on I.D. She currently has specialist appointments if anything needed to fill out for form? She is needing to be off I.D. She is not capable of returning back to work please reach out or a number she can call you back on? Otolose Vea 817-707-3689 or please email back we are both tag into this email as well. Mines 918-922-4931 Asena Vaai Thank You -Asena Vaai DFW Maintenance Control Center Line Maintenance Planner I AA® American Airlines Vaai, Asena To: Holman, Lori; Vea, Otolose +1 Tue 10/15/2024 10:44 AM View more Okay she is on a scheduled appointment at this time 11:30a.m. Due to the circumstances on the behalf Otolose Vea she is requesting for a conference call if she and I can call you after she gets out will that be fine? Holman, Lori To: Vaai, Asena Cc: Vea, Otolose; Miller III, Kenneth Tue 10/15/2024 10:38 AM View less I am in back to back meetings and calls for the rest of today. I do have time available tomorrow at 11:30 central time and she can call me than. She can reach me on my office number shown in my signature below and I can review what options are available to her. Lori Holman Pronouns: She/Her Manager, Team Member Relations /People Business Partner, Safety Integrated Operations Office: 682-278-4701 DECLARATION OF ASENA VAAI I, Asena Vaai, declare the following based on my personal knowledge: I am the daughter of Otolose Vea. I am providing this statement to explain events related to my mother’s hospitalization and the work-related circumstances that contributed to it. On or about October 1, 2025, my mother was referred to and admitted to Saint Francis Hospital because she was not feeling well. Our family was not informed in advance that she would later be admitted to a mental health facility. According to my mother, she did not fully understand what the doctors were explaining to her at the time. Shortly afterward, she was admitted to a mental health hospital. Prior to this hospitalization, my mother had been experiencing significant stress related to her employment at American Airlines, including repeated meetings with Human Resources, management, and union representatives. These meetings involved scrutiny regarding workplace breaks and questions about her whereabouts during work hours. My mother felt she was being singled out, as other employees, including her partner Victor Knoll, were not questioned in the same manner. My mother also suffers from a medical condition affecting her bladder, which requires frequent restroom use. This condition caused embarrassment and additional stress at work. Despite the union being aware of her medical condition for years, she felt her rights were not adequately defended. My mother was also repeatedly asked to provide documentation related to funeral leave, even though such requirements were not clearly stated in American Airlines policy or the TWU union contract. I also work for American Airlines. In my own experience, I have never been asked to provide similar documentation after the loss of a family member. Based on what I observed and what my mother communicated to me, the combination of these work-related issues significantly affected her emotional and mental well-being. I declare under penalty of perjury under the laws of the United States that the foregoing is true and correct. Executed on March 10, 2026. Asena Vaai ((Attention)) to American Airlines From Vaai, Asena <[email protected]> Date Wed 10/2/2024 11:22 PM To Isom, Robert <[email protected]>; Gatten, Nathan <[email protected]> Cc Vea, Otolose <[email protected]>; [email protected] <[email protected]> 1 attachment (1 MB) FedEx Scan 2020-04-22_12-45-58.pdf; American Airlines, This is Asena Vaai writing on behalf of my mother Otolose Vaai or Vea she goes by. Her Location: Tulsa Base of American Airlines Location# 2920 Facility Mechanic Maintenance. Supervisor: Stephanie Coon Mabager: Jared Hedges. A case was being brought on her 2020 which I have it attach to this email below. And, please forgive me if I have tag my mother and TWU organization to this email along for my wrong to speak my peace on Otolose Vaai As a daughter I've watch this company failed my mother in such a way that she continues to work for a company that deliberately do her wrong. In the worst way ever currently this company has took my mother to the Hospitals, treatments, and two surgeries No one seems to hear my mother cries day in and day out. Otolose Vea works for a company that has put her out in every break area, bathroom, and down to questioning her bereavements in our family, Without no explanation or cause she has been written up six times without any knowledge which none are work relations. But still no one want to do anything about it. I have ask Otolose Vea time and time to leave the company but she has so much years on her back that she refuse to leave this company of 31 years and yet no one hear her cries of harassment. I am bringing everyone here to realize my mother is at the hospital due to so much stress No one does not seem to care. I am here to look into Jared Hedges and Steaphanie Coon of two managements in my mother department don't realize she has been race-fully profile and harass back in 2020 we in 2024 I was on the phone when Jared Hedges and Stephanie Coon came to look for Otolose Vea taking her 15min break it has got to my attention that these two management wrote her up And not her Partner Victor on 09-30-24 Monday. We have been thru this route before but I will my mother statement in 2020 to allow yall to see this department has done so much work in hate and continue to harass my mother for 7 years to long. I am asking someone to look into this department and the wrongful things they continue to do to this women my mother I have kept my peace far to long. Enough is enough I will not loose my mother over this company and she has been admitted to the hospital as I am writing this email. Sad 💔 Notes: Yes we have went through all protocols HR, Union, Co-Workers department, Myself are aware of this wrong doing. Ethic Point have been notified 09-30-2024 Below is the case that already open to my mother. Here is a summary of what did happen before I left on my vacation, due to nothing being done/ and investigated from the people that I've already put in since this incident started back in year of 2018, but you only ask for the year of 2020 here it is. Example of my log in sheet, location, hours, and job function I have been logging these in since I transfer from DFW. Crew Chief Dan Adams - Mistreating me Stalking my work area consistently, also been parking his tug around watching my job assignment. Making me on the edge, and uneasy, unsafe, hard to concentrate my own assignment. Crew Chief Dan Adams been asking me to do other projects that no one in the shop 2920 are doing as in extra work with in my 8 hours shift, and even overtime. Because, of this incident I have always felt very uneasy, stress, and afraid knowing that since I was ignore April 4, 2018 by American Airlines I continue to battle, and struggle with Discrimination & Harassment. On January 4, 2020 12:30 p.m. I wasn't feeling right (Myself) my daughter Asena Vaai mention to get help, and call 911 instead I call doctor Pete Jones - found out I Have High Blood Pressure, is stuck taking prescriptions which is very upsetting to me. Out of all the years being with AMERICAN AIRLINES never dealt with this matter until I came to Tulsa Maintenance Base. ○ Note: Provided Otolose Vea Assignment Sheet that is Require to put in as the shop record 2920 I have been doing since July 31, 2018 of my transfer. My QUESTION to the why am I being Harass? if Crew Chief Dan Adams never written me up for insubordinate,inappropriate matter, or even brought up any work assignment that I did wrong. Why would any of My leaders Crew Dan Adams, and Supervisor Nick Nichols Discriminate & Harass me about my Work Assignment, Work Ethics, Qualification if I am doing the same work as everyone else in the shop? Why aren't the others being Q&A? ○ American Airlines: These Colleagues listed below are my witness Located in Shop# 2920 and 2580 IMPORTANT RED FLAG have been in the Tulsa Base longer, and newest is Asena Vaai. Since, my transfer from Dallas Fort Worth Station in August 08 2017 They have been by my side since my first incident April 4, 2018 They are aware of mistreating and Discrimination & Harassment No leaders, Nor Human Resource, Union is doing the thing. Due to the Covid 19 Bryce Davis, and Asena Vaai are in Self Quarantine, and willing and able to answer any question you need. Wasn't able to grab a statement from both, like I said they are willing to answer anything about any of the incidents. • Bryce Davis 482459 • Asena Vaai 758746 None of these witness listed above were even interview in the past April 4, 2018. Which were waiting for someone be heard that Supervisor Nick Nichols, and Crew Chief Dan Adams have been mistreating myself ( DISCRIMINATION & HARASSMENT ) Listed Below are the Colleagues that Crew Chief Dan Adams Dont seem to not worry about, or ask to do any assignment at all (ask for the log sheet). • Cook Jones 190606 - Co All Day • Bobby Duck 590943 - Gym Everyday • Brad Baker 317857 - Gym EveryDay • Tom Arnold 303521 Provided the Assignment in the Shop# 2920. Rather it's being put in wrong? or right? This is a 3 week High Priority Project need of explaining where everyone in the shop is putting Company Time In? If I'm being Discrimination & Harassment. January 23, 2020 Current Incident - Shop# 2920 Otolose Vea Occupation 01-08-2000 Company 03-1993 - Listed top 5 in the shop 2920 (Discriminated & Harassment) Only Color Female. Crew Chief Dan Adams 482975 Occupation 05-12-2001 Company 03-10-1997 Incident 05-05-2019 Witness - Corey Holmes 747533 Saw (Unknown person) Take a picture of myself in a Work Area North End TEO Building 2460 Incident 05-05-2019 Witness - Asena Vaai 758746 saw Kurt Martin 509318 took a picture of Otolose Vea paint job on a Door North End TEO Building 2460 5:30 a.m. February 3, 2020 Crew Chief - Dan Adams Announce a hot project is in need to be done this week. • Previous to this meeting Incident January 28, 2020 Tuesday Morning 6:30 a.m. Crew Chief Dan Adams pull me aside and mention my - Work Ethic (DISCRIMINATION female of Color) January 28, 2020 7:30 a.m. Supervisor - Nick Nichols > Bystander Unknown Witness that was also in the room At the time I was unaware but was told that I needed to meet up with Supervisor Nick Nichols to talk about my - Work Ethics Note: Supervisor Nick Nichols never introduce bystander (Unknown Witness) in the room but went forward with the conversation about me not attending to the morning meetings at 6:00a.m. I walk into this meeting unaware door was shut. Supervisor Nick Nichols said, "Otolose Vea you would have to attend the morning meetings." Otolose Vea ask, 'why?' Supervisor Nick Nichols said, 'Inventory' Otolose Vea said,'Meeting doesn't give out any recognition its better for me to get right to my work area, and work.' Supervisor Nick Nichols said,'We in this shop 2920 don't do recognition.' ° Note: My reason for not attending to the meeting that Supervisor Nick Nichols mention above as listed. Didn't give myself speak on my defense. From Crew C[illegible] Dan Adams Happen listed Below: H[illegible]could anyone in like myself in my position attend to a meeting where both of my superior have put this me in a spot Discriminated & Harassmentin work environment that suppose to be safe, at this moment Otolose Vea is not safe. January 28, 2020 05:30 a.m. Witness - Victor Knoll (Aware of the Incident) Crew Chief Dan Adams - Where do you get your skills? Crew Chief Dan Adams - He reach Out to Dallas Fort Worth to find out what Otolose Vea Qualification was. Crew Chief Dan Adams - Mention to Otolose Vea you have zero skills. Crew Chief Dan Adams - Mention to Otolose Vea all Hot Projects are only subject to those who have skills. Later on during the week Union rep Troy Ott And Chairman Travis Scott Already spoke to him about how Dan Adams Wasn't right for this, and needed to be stop. Dan Adams Had Mention to them both that he exactly did look at Otolose Vea background, which put Troy Ott and Travis Scott in a situation to let him know it wasn't up to him the company gave Otolose Vea this position. Note: After this incident - Otolose Vea - Doctor Visit on January 4, 2020 Dr. Pete Jones - 918-425-8600 February 3, 2020 7:45 a.m. Crew Chief Dan Adam approach to Otolose Vea mention to her about incident that happen in January 31, 2020 when Victor Knoll was present with Otolose Vea at the time. Instead Crew Chief Dan Adams - On this day February 3, 2020 7:40 a.m. he approach Otolose Vea in this morning asking, "Where were you?" Otolose Vea responded I was on break. Crew Chief Dan Adam said, "Otolose Vea you were gone for 2 hours?" Otolose Vea said, "Why didn't you mention this in front of Victor Knoll." Note: This point I am feeling frantic, disgust, overwhelm, and emotion as to why Crew Chief Dan Adams only worry about my Where about? Dan Adams has my number to text or call, instead he continues Stalking any area that I'm assign too, making Intimidation comments and gets away with it. February 3, 2020 7:45 a.m. Otolose Vea - This particular morning Crew Dan Adams I ask, "why do you pull me alone and speak to me?", "why wasn't this mention with Victor Knoll during overtime?" January 28, 2020 I did mention to Daladams,"Don't speak to me alone any more." Otolose Vea - Frantically Crying this morning I call my daughter (Asena Vaai) come to at work.She was currently at home didn't start work on this day until 14:15. Scary moment I had this been a different phone call i don't know what to do at any situation like this. Below were all at the scene Union REP - Troy Ott Witness - Bryce Davis 482459 Daughter - Asena Vaai Already told Human Resource - Sheila Carlson Note: On this same day February 3, 2020 this was reported to Sheila Carlson and Its February 11, 2020 Nothing been done from our Human Resource Sheila Carlson? I'm asking why? I can only state my side of the story everything else need to take the proper action by investigating the shop 2920. Dan Adams Crew Chief -Continues to Intimidating my work area, Stalking me, Having people like Shelby Morgan taking pictures of my Work Area, even call Dallas Fort Worth about my Qualification why?. • Current February 3, 2020 I am seeking help Counselor Director of Behavioral Health Services – Kim Beair 918-809-6953. • February 28, 2020 Follow up - Dr. Pete Jones 918-425-8600 On February 19, 2020 Was put on a project alone and not only was this project special but Dan Adams had me at the walls of all the management to prep, and paint knowing there was a previous project that I was already working on before Dan Adams put me at the walls of management I call my daughter on this day letting her know where my assignment was and that I was the only person painting in this area, and Bryce Davis had help me on this particular day knowing this wasn't refuse I had to use a ladder doing this project. On February 20, 2020 Nick Nichols saw me walking towards the morning meeting 6:00a.m. I could barely walk on this day and Nick Nichols question me, and ask me I should leave early this was the day that Doug Parker came to the base and donated millions towards the base remind you I had to paint the management office on this particular day. But, due to my circumstance I was sent home. On February 22,2020 wasn't able to get up and walk I call in sick from 02-26-2020 all the way till my vacation started on 03-02-2020 Incident of me coming to work was so embarrassing at this point that I didn't know what to do, or how to deal with how my superior makes me feel as an employee not only am I the only one being treated, but I don't see anyone else doing anything that I'm going thru in this department. This is about it Thank You return phone call From Cox, Michelle <[email protected]> Date Thu 10/3/2024 1:38 PM To Vea, Otolose <[email protected]> Good Afternoon, I have returned your call and left you a voicemail this morning. You can reach me at the numbers listed below. Thank you, Michelle Cox Sr. Specialist, Team Member Relations Office-539-283-2068 Mobile-682-364-9447 Supporting TUL-MIA-MCO-TPA [email protected] American Airlines Cover your face Wash and sanitize Keep your distance Stay home if you feel ill Behalf of Otolose Vea From Vaai, Asena <[email protected]> Date Sat 10/5/2024 8:09 AM To Cox, Michelle <[email protected]> Cc Vea, Otolose <[email protected]> Hello This is Otolose Vea daughter I am writing on the behalf of her. Currently Otolose Vea has been admitted in the hospital she is not doing well. My question to you is due to her being in the hospital due to work relation because she is under in a lot of stress other medical issues due to work related is there an option for her being paid on the time she is out? She was admitted on 10-02-24 her doctor is not allowing any of her family to see her, we can only contact her thru phone. If you need to talk to her to verify please let me know and I will give you the number to reach out to her? My number to reach me is 9189224931. Thank you Asena vaai RE: Please Excuse the day is needed FMLA 10-3-24 From Center, Tulsa administration <[email protected]> Date Sat 10/5/2024 9:01 AM To Vea, Otolose <[email protected]> Cc Center, Tulsa administration <[email protected]> Good morning, We have sent a request to WorkBrain Leaves to correct your FMLA balance. We have received your FMLA requests for the 10/03-10/07 and we will get these coded for you once your balances have been updated. Please allow 24-48 hours to see this reflected on your timesheet. Thank you, Tyler Conn Admin Representative, TUL Admin Center TAC: 539-283-2698 American Airlines You are why we fly From: Vea, Otolose <[email protected]> Sent: Friday, October 4, 2024 12:45 PM To: Center, Tulsa administration <[email protected]> Subject: Please Excuse the day is needed FMLA 10-3-24 Please FMLA me 10-3-24 was not sure if I did it on my time. Please if not to code me Thank you Otolose Vea Re: Vacation on behalf of Otolose Vea From Vaai, Asena <[email protected]> Date Mon 10/7/2024 8:42 AM To Tulsa Admin, Z1087709 <[email protected]>; Cox, Michelle <[email protected]> Cc Coon, Stephanie <[email protected]>; Vea, Otolose <[email protected]>; Hedges, Jared <[email protected]>; Miller III, Kenneth <[email protected]>; Scott, Travis <[email protected]> Thank you so much. Will do From: Tulsa Admin, Z1087709 <[email protected]> Sent: Monday, October 7, 2024 1:36 PM To: Vaai, Asena <[email protected]> Cc: Coon, Stephanie <[email protected]>; Vea, Otolose <[email protected]>; Hedges, Jared <[email protected]>; Miller III, Kenneth <[email protected]>; Scott, Travis <[email protected]> Subject: RE: Vacation on behalf of Otolose Vea Good morning Asena, I’m sorry to hear about your mother. I have her timesheet updated to reflect her VAC from 10/07-10/25. She will need to provide a return to work note from her doctor stating when she can return to work and state whether or not if she has any restrictions when her doctor mentions that she’s able to return to work. I have opened up a medical leave case for her to have the doctor’s fill out for her leave of absence. Attached is the FMLA paperwork her doctor will need to fill out. Once the doctor has completed the paperwork please have them fax the completed paperwork to 412-324-3426 or get a copy of the paperwork and hand deliver it to us and we’ll be able to help attach the paperwork to her case. Once the documents have been attached to her case it’ll take ARC 3-5 business days to process the documents. Send a Nonstop THANKS! Sara McDonald Lost Time Administrator, Tulsa Admin Center TAC: 539-283-2698 FAX: 539-283-2189 American Airlines You are why we fly "Don’t have a good day, have a great day!" Cc: Coon, Stephanie <[email protected]>; Vea, Otolose <[email protected]>; Hedges, Jared <[email protected]>; Miller III, Kenneth <[email protected]>; Scott, Travis <[email protected]>; Center, Tulsa administration <[email protected]> Subject: RE: Vacation on behalf of Otolose Vea +Looping in @Tulsa Admin, Z1087709 My best to you and yours, Tao Atkins Tulsa Admin Center TAC: 539-283-2698 American Airlines You are why we fly “I’m not worried about the world anymore. I’ve seen the world be by friend. I’ve seen the world turn on me. At the end of the day, I’ve always been with me. God has always been with me.” - SR From: Vaai, Asena <[email protected]> Sent: Monday, October 7, 2024 8:17 AM To: Center, Tulsa administration <[email protected]>; Cox, Michelle <[email protected]> Cc: Coon, Stephanie <[email protected]>; Vea, Otolose <[email protected]>; Hedges, Jared <[email protected]>; Miller III, Kenneth <[email protected]>; Scott, Travis <[email protected]> Subject: Vacation on behalf of Otolose Vea Hello On behalf of my Mother Otolose Vea. Please approve her vacation days starting 10-7-24 if she is coded FMLA to please update for Vacation starting 10-7-24 Thru 10-25-24 Three weeks of vacation. She has been admitted to the Hospital not able to contact anyone besides her family. Please reach out if anything 918-922-4931 cell. Thank You Asena Vaai [EXTERNAL] Document Received Confirmation From [email protected] <[email protected]> Date Wed 10/9/2024 12:04 PM To DL_TUL_MAINTENANCE_ARC <[email protected]>; Vea, Otolose <[email protected]> 10/09/2024 The following is a status message for Otolose Vea (Emp No: 00375022) for case number 732545581. Please let this serve as your confirmation that your documents provided for your leave request has been received by the Absence and Return Center. Since the privacy of your information is important to us, uploaded document(s) are not available for viewing once the upload has been completed. Case managers process cases in the order in which they are received. Your case manager will be in touch with you as soon as they can make a determination on your case or need additional clarification. Please be advised — You must have an open case for documentation added to a case to be reviewed. If your case has already been denied, records added after the denial will not be reviewed by a case manager. You must file a new request in Absence Tracker. Updates will be sent via company email unless you requested a different manner at the time you applied for a leave. To view the current status of your leave request, go to: https://aa-selfservice.ess-absencetracker.com FOR: OTOLOSE VEA FMLA PAPERWORK American Airlines Employee's Serious Health Condition Family and Medical Leave Act (FMLA) Healthcare Provider Certification (HCPC) Form DO NOT SEND COMPLETED FORM TO THE DEPARTMENT OF LABOR. FAX COMPLETED FORM TO: (412) 324-3426. The Family and Medical Leave Act (FMLA) provides that an employer may require an employee seeking FMLA protections, due to a need for leave caused by a serious health condition, to submit a medical certification issued by the employee's health care provider. 29 U.S.C. §§ 2613, 2614(c)(3); 29 C.F.R. § 825.305. The employer must give the employee at least 15 calendar days to provide the certification. If the employee fails to provide complete and sufficient medical certification, his or her FMLA leave request may be denied. 29 C.F.R. § 825.313. Information about the FMLA may be found on the WHD website at www.dol.gov/agencies/whd/fmla. SECTION I: COMPLETED BY EMPLOYER Either the employee or the employer may complete Section I. This form asks the health care provider for the information necessary for a complete and sufficient medical certification, which is set out at 29 C.F.R. § 825.306. You may not ask the employee to provide more information than allowed under the FMLA regulations, 29 C.F.R. §§ 825.306-825.308. Additionally, you may not request a certification for FMLA leave to bond with a healthy newborn child or a child placed for adoption or foster care. Employers must generally maintain records and documents relating to medical information, medical certifications, recertifications, or medical histories of employees created for FMLA purposes as confidential medical records in separate files/records from the usual personnel files and in accordance with 29 C.F.R. § 1630.14(c)(1), if the Americans with Disabilities Act applies, and in accordance with 29 C.F.R. § 1635.9, if the Genetic Information Nondiscrimination Act applies. (1) Employee name: Otolose Vea First Last Employee Number: 00375022 Case Number: 732545581 (2) Employer name: American Airlines Date: 10/07/2024 (mm/dd/yyyy) (List date certification requested) (3) The medical certification must be returned by 10/22/2024 (mm/dd/yyyy) (Must allow at least 15 calendar days from the date requested, unless it is not feasible despite the employee's diligent, good faith efforts.) (4) Employee's job title: TWU Maintenance Mechanic Facilities - Base Job description (☐ is / ☐ is not) attached. Employee's regular work schedule: _______________________ The Company's description of the Essential Job Functions is listed on the last page of this form. SECTION II: COMPLETED BY HEALTH CARE PROVIDER Please provide your contact information, complete all relevant parts of this Section, and sign the form. Your patient has requested leave under the FMLA. The FMLA allows an employer to require that the employee submit a timely, complete, and sufficient medical certification to support a request for FMLA leave due to the serious health condition of the employee. For FMLA purposes, a "serious health condition" means an illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider. For more information about the definitions of a serious health condition under the FMLA, see the chart on page 5. You may provide other appropriate medical facts including symptoms, diagnosis, or any regimen of continuing treatment such as the use of specialized equipment. Please note that some state or local laws may not allow disclosure of private medical information about the patient's serious health condition, such as providing the diagnosis and/or course of treatment. This form is employee and case specific. DO NOT reproduce for other employees or submit for another case. PART A: Medical Information Limit your response to the medical condition(s) for which the employee is seeking FMLA leave. Your answers should be your best estimate based upon your medical knowledge, experience, and examination of the patient. After completing Part A, complete Part B to provide information about the amount of leave needed. Note: For FMLA purposes, “incapacity” means the inability to work, attend school, or perform regular daily activities due to the condition, treatment of the condition, or recovery from the condition. Do not provide information about genetic tests, as defined in 29 C.F.R. § 1635.3(f), genetic services, as defined in 29 C.F.R. § 1635.3(e), or the manifestation of disease or disorder in the employee’s family members, 29 C.F.R. § 1635.3(b). For definitions of a Serious Health Condition, see page 5. (1) Briefly describe appropriate medical facts related to the condition(s) for which the employee seeks FMLA leave (e.g., use of nebulizer, dialysis): Otolose Vea was struggling with medical conditions requiring prolonged inpatient hospitalization. Patient came into the hospital with hallucination, severe anxiety, mobility to sleep, and cognitive impairment. (2) Provide your best estimate of how long the condition lasted or will last: ___ Days, ___ Weeks, ___ Months, ___ Years (3) Check the box(es) for the questions below, as applicable. For all box(es) checked, the amount of leave needed must be provided in Part B. ☒ Inpatient Care: The patient has been or is expected to be admitted for an overnight stay in a hospital, hospice, or residential medical care facility. Admission Date: 10/02/2024 (mm/dd/yyyy) Discharge Date: 10/9/2024 (mm/dd/yyyy) ☐ Incapacity plus Treatment: (e.g. outpatient surgery, strep throat) Due to the condition, the patient has been or is expected to be incapacitated a minimum of four full consecutive calendar days from ___/___/______ (mm/dd/yyyy) to ___/___/______ (mm/dd/yyyy). The patient was seen on the following date(s): ___/___/______, ___/___/______, ___/___/______ (mm/dd/yyyy) The patient will be seen for follow-up on this date: ___/___/______, ___/___/______, ___/___/______ (mm/dd/yyyy) The condition (☐ has / ☒ has not) also resulted in a course of continuing treatment under the supervision of a health care provider (e.g. prescription medication (other than over-the-counter) or therapy requiring special equipment). ☐ Pregnancy: The condition is pregnancy. List the expected delivery date: ___/___/______ (mm/dd/yyyy). ☐ Chronic Conditions: (e.g. asthma, migraine headaches) Due to the condition, it is medically necessary for the patient to have treatment visits at least twice per year. Treatment received on: ___/___/______ (mm/dd/yyyy) and ___/___/______ (mm/dd/yyyy). ☐ Permanent or Long-Term Conditions: (e.g. Alzheimer’s, terminal stages of cancer) Due to the condition, incapacity is permanent or long term and requires the continuing supervision of a health care provider (even if active treatment is not being provided). ☐ Conditions requiring Multiple Treatments: (e.g. chemotherapy treatments, restorative surgery) Due to the condition, it is medically necessary for the patient to receive multiple treatments. ☐ None of the above: If none of the above condition(s) were checked, (i.e., inpatient care, pregnancy) no additional information is needed. Go to page 4 to sign and date the form. This form is employee and case specific. DO NOT reproduce for other employees or submit for another case. Employee Name: Otolose Vea Employee Number: 00375022 Case Number: 732545581 PART B: Amount of Leave Needed For the medical condition(s) checked in Part A question #3, complete all that apply. Several questions seek a response as to the frequency or duration of a condition, treatment, etc. Your answer should be your best estimate based upon your medical knowledge, experience, and examination of the patient. Be as specific as you can. Terms such as "lifetime," "unknown," or "indeterminate" may not be sufficient to determine FMLA coverage. Part B refers to questions 4-8 on this page. (4) Due to the condition, the patient had or will have planned medical treatment(s) (scheduled medical visits) on the following date(s): 1) ___/____/______, 2) ___/____/______, 3) ___/____/______ (mm/dd/yyyy) Additional Dates: (5) Due to the condition, the patient (☐ was / ☐ will be) referred to other health care provider(s) for evaluation or treatment(s). State the nature of such treatments: (e.g. cardiologist, physical therapy) ________________________________ Provide your best estimate of the beginning date ___/____/_____ (mm/dd/yyyy) and end date ___/____/_____ (mm/dd/yyyy) for the treatment(s). Provide your best estimate of the duration of the treatment(s), including any period(s) of recovery (e.g. 3 days/week) We recommend patient take off for weeks from work to complete recovery. Please choose and complete the information for ONLY ONE of the following Three Leave Types (6) CONSECUTIVE LEAVE (CONTINUOUS): Due to the condition, the patient (☐ was / ☐ is / ☐ will be) incapacitated for a continuous period of time, including any time for treatment(s) and/or recovery. Provide your best estimate for this leave period: Beginning Date 10/2/2024 (mm/dd/yyyy) and End Date 11/9/2024 (mm/dd/yyyy) for the period of incapacity. (7) INTERMITTENT LEAVE: Due to the condition, it (☐ was / ☐ is / ☐ will be) medically necessary for the employee to be absent from work on an intermittent basis (periodically), including for any episodes of incapacity i.e., episodic flare-ups. Provide your best estimate of how often (frequency) and how long (duration) the episodes of incapacity will likely last. Episodes of incapacity are estimated to occur ____ times per (☐ week / ☐ month / ☐ year) and are likely to last approximately ________ (☐ hours / ☐ days) per episode. For this intermittent leave request, provide your best estimate: Beginning Date ___/____/_____ (mm/dd/yyyy) and End Date ___/____/_____ (mm/dd/yyyy) for the period of incapacity. (8) REDUCED SCHEDULE: Due to the condition, it is medically necessary for the employee to work a reduced schedule. (This option is not available for flight crew.) Provide your best estimate of the reduced schedule the employee is able to work: from ___/____/______ (mm/dd/yyyy) to ___/____/______ (mm/dd/yyyy) the employee is able to work: (e.g., 5 hours/day, up to 25 hours a week) This form is employee and case specific. DO NOT reproduce for other employees or submit for another case. Fax completed form to (412) 324-3428 American Airlines Revised 1.23.2024 Employee Name: Otolose Vea Employee Number: 00375022 Case Number: 732548581 Do not complete this section if leave is requested by a California based team member. If you are a chiropractor completing this form, please respond to the following two questions per 29 CFR 825.125(b)(1). For chiropractic use only: Has Subluxation of the spine has been demonstrated to exist by x-ray? _____Yes _____No If yes, date of x-ray: _______________________ Is the patient being treated by manual manipulation of the spine of subluxation of the spine? _____Yes _____No PART C: Essential Job Functions: If provided, the Essential Job Functions are listed on the last page of this form and may be used to answer this question. If the employer fails to provide a statement of the employee's essential functions or a job description, answer these questions based upon the employee's own description of the essential job functions. An employee who must be absent from work to receive medical treatment(s), such as scheduled medical visits, for a serious health condition is considered to be not able to perform the essential job functions of the position during the absence for treatment(s). (9) Due to the condition, the employee (☐ was not able / ☐ is not able / ☐ will not be able) to perform one or more of the essential job function(s). Identify at least one essential job function the employee is not able to perform: Patient unable to perform any job functions Signature of Health Care Provider ____________________________________________ Date ________________ Health Care Provider’s name: (Print) Menezerd Rehimi, M.D. HCP License #: ______________________ Health Care Provider’s business address: 6655 South Yale Ave, Tulsa, OK Type of practice / Medical speciality: Psychiatry Telephone: (918) 481-4000 Fax: (918) 491-5613 E-mail: ____________________________ This form is employee and case specific. DO NOT reproduce for other employees or submit for another case. Fax completed form to (412) 324-3426 • An overnight stay in a hospital, hospice, or residential medical care facility. • Inpatient care includes any period of incapacity or any subsequent treatment in connection with the overnight stay. Incapsity Plus Treatment: A period of incapacity of more than three consecutive, full calendar days, and any subsequent treatment or period of incapacity relating to the same condition, that also involves either: o Two or more in-person visits to a health care provider for treatment within 30 days of the first day of incapacity unless exhausting circumstances exist. The first visit must be within seven days of the first day of incapacity; or, o At least one in-person visit to a health care provider for treatment within seven days of the first day of incapacity, which results in a regimen of continuing treatment under the supervision of the health care provider. For example, the health provider might prescribe a course of prescription medication or therapy requiring special equipment. Pregnancy: Any period of incapacity due to pregnancy or for prenatal care. Chronic Conditions: Any period of incapacity due to or treatment for a chronic serious health condition, such as diabetes, asthma, migraine headaches. A chronic serious health condition is one which requires visits to a health care provider (or nurse supervised by the provider) at least twice a year and recurs over an extended period of time. A chronic condition may cause episodic rather than a continuing period of incapacity. Permanent or Long-term Conditions: A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective, but which requires the continuing supervision of a health care provider, such as Alzheimer’s disease or the terminal stages of cancer. Conditions Requiring Multiple Treatments: Restorative surgery after an accident or other injury; or, a condition that would likely result in a period of incapacity of more than three consecutive, full calendar days if the patient did not receive the treatment. PAPERWORK REDUCTION ACT NOTICE AND PUBLIC BURDEN STATEMENT If submitted, it is mandatory for employers to retain a copy of this disclosure in their records for three years. 29 U.S.C. § 2616; 29 C.F.R. § 825.500. Persons are not required to respond to this collection of information unless it displays a currently valid OMB control number. The Department of Labor estimates that it will take an average of 15 minutes for respondents to complete this collection of information, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. If you have any comments regarding this burden estimate or any other aspect of this collection information, including suggestions for reducing this burden, send them to the Administrator, Wage and Hour Division, U.S. Department of Labor, Room S-3502, 200 Constitution Avenue, N.W., Washington, D.C. 20210. DO NOT SEND COMPLETED FORM TO THE DEPARTMENT OF LABOR. RETURN TO THE PATIENT. This form is employee and case specific. DO NOT reproduce for other employees or submit for another case. AFTER VISIT SUMMARY Otolose Vea MRN: 70297819 10/5/2024 Saint Francis Hospital Trauma Emergency 918-494-2200 Instructions Your medications have changed START taking: cephALEXin (KEFLEX) colchicine (COLCRYS) oxyCODONE-acetaminophen (PERCOCET) Review your updated medication list below. Read the attached information 1. Gout Easy-to-Read (English) 2. Gout (English) Pick up these medications at WALGREENS DRUG STORE #15773 - TULSA, OK - 3063 S SHERIDAN RD AT SHERIDAN ROAD & 31ST oxyCODONE-acetaminophen Address: 3063 S SHERIDAN RD, TULSA OK 74129-1017 Phone: 918-384-0260 Pick up these medications from any pharmacy with your printed prescription cephALEXin • colchicine Today's Visit You were seen by Aaron High, MD Reason for Visit Arm Swelling Diagnoses • Wrist pain, acute, left • Gout Lab Tests Completed CBC with Differential CMP pH and Lactic Acid Level with Reflex if Indicated Today's Visit (continued) Imaging Tests X-Ray Hand Left PA and Lateral X-Ray Radius Ulna Left Routine X-Ray Wrist Left Navicular Routine Done Today Venous Imaging Arm Left (Unilateral/Limited) Medications Given colchicine (COLCRYS) Last given at 6:50 PM ibuprofen (ADVIL,MOTRIN) Last given at 6:50 PM morpHINE sulfate Last given at 5:22 PM ondansetron (ZOFRAN) Last given at 5:21 PM Blood Pressure Weight Temperature Pulse 159/76 230 lb (104.3 kg) Temporal 71 Respiration Oxygen Saturation 23 92% What's Next You currently have no upcoming appointments scheduled. Contact Information for Follow-up Follow up with Pcp Unknown Discharge Follow-Up Other Specified Provider/Location: Follow up at Laureate OP clinic for med management Follow Up Instructions: Oct 22, 2024 1:00 PM OCT 14 Patient Evaluation with John Nichols, LMFT Monday Oct 14, 2024 10:00 AM (Arrive by 9:30 AM) Bring your insurance card, photo ID a complete list of all OTC and prescribed medications and supplements, as well as any completed paperwork Laureate Outpatient Therapy 6655 S YALE AVE Tulsa OK 74136-3326 918-491-5675 OCT 22 Patient Evaluation with Dawn Ballew, APRN-CNS Tuesday Oct 22, 2024 1:00 PM (Arrive by 12:30 PM) Bring your insurance card, photo ID a complete list of all OTC and prescribed medications and supplements, as well as any completed paperwork Laureate Psychiatry 6655 S Yale Ave Tulsa OK 74136-3326 918-491-3700 Lab Results Since Admission <table> <tr> <th>Procedure</th> <th>Component</th> <th>Value</th> <th>Ref Range</th> <th>Date/Time</th> </tr> <tr> <td>ANA [534086150]</td> <td>Specimen: Blood</td> <td></td> <td></td> <td>Collected: 10/04/24 1852<br>Updated: 10/07/24 1501</td> </tr> <tr> <td colspan="5"><b>ANA Screen</b> <br>Comment: ANA screening includes testing for the following antibodies: Sm, RNP, SSA, SSB, Scl 70, Jo 1, DsDNA, and Centromere B.</td> </tr> <tr> <td colspan="5">Negative</td> </tr> <tr> <td colspan="5"><b>Comment</b></td> </tr> </table> Narrative: Testing performed by Phadia Immunocap ELIA. <table> <tr> <th>Procedure</th> <th>Component</th> <th>Value</th> <th>Ref Range</th> <th>Date/Time</th> </tr> <tr> <td>Cyclic Citrul Peptide Antibody, IgG [534086152]</td> <td>Specimen: Blood</td> <td>CCP</td> <td>2</td> <td>&lt;7-Negative,<br>7-10-Equivocal,<br>&gt;10-Positive U/ml</td> <td>Collected: 10/04/24 1852<br>Updated: 10/07/24 1501</td> </tr> <tr> <td colspan="5"><b>Comment</b></td> </tr> <tr> <td colspan="5">Comment: Result indicates no CCP antibody detected.</td> </tr> </table> Narrative: Testing performed by Phadia Immunocap ELIA. <table> <tr> <th>Procedure</th> <th>Component</th> <th>Value</th> <th>Ref Range</th> <th>Date/Time</th> </tr> <tr> <td>Selenium Level [533906396]</td> <td>Specimen: Blood</td> <td>Selenium Level</td> <td>95.1</td> <td>23.0 - 190.0 ug/L</td> <td>Collected: 10/03/24 1209<br>Updated: 10/06/24 0640</td> </tr> </table> Lab Results Since Admission (continued) Procedure Component Value Ref Range Date/Time Comment: INTERPRETIVE INFORMATION: Selenium, Serum or Plasma Elevated results may be due to contamination from skin or other collection-related issues, including the use of a noncertified metal-free collection/transport tube. If contamination concerns exist due to elevated levels of serum/plasma selenium, confirmation with a second specimen collected in a certified metal-free tube is recommended. Serum selenium levels can be used in the determination of deficiency or toxicity. Plasma and serum contains 75 percent of the selenium measured in whole blood and reflects recent dietary intake. Selenium deficiency can occur endemically or as a result of sustained TPN or restricted diets and has been associated with cardiomyopathy and may exacerbate hypothyroidism. Selenium toxicity is relatively rare. Excess intake of selenium can result in symptoms consistent with selenosis and include gastrointestinal upset, hair loss, white blotchy nails, and mild nerve damage. This test was developed and its performance characteristics determined by ARUP Laboratories. It has not been cleared or approved by the US Food and Drug Administration. This test was performed in a CLIA certified laboratory and is intended for clinical purposes. Performed By: ARUP Laboratories 500 Chipeta Way Salt Lake City, UT 84108 Laboratory Director: Jonathan R. Genzen, MD, PhD CLIA Number: 46D0523979 Rheumatoid Factor [534086151] (Normal) Specimen: Blood RHEUMATOID FACTOR <13.0 0.0 - 60.0 IU/mL Collected: 10/04/24 1852 Updated: 10/04/24 2026 CT Head With and Without Contrast [533906398] Collected: 10/04/24 1220 Updated: 10/04/24 1224 Narrative: CT HEAD W WO CONTRAST HISTORY: Psychosis Mental status change, unknown cause. Technique: Pre and postcontrast 2.5 mm axial imaging through the head performed. 50 cc of Omnipaque 350 injected intravenously. Low-dose scan using automatic exposure control performed. FINDINGS: The brain parenchyma, the ventricles, cisterns are age-appropriate. No acute intracranial bleed or acute ischemia is seen. No extra-axial fluid collections, midline shift or mass effect. There is no abnormal intracranial enhancement. Sinuses and the mastoid air cells are clear. The calvarium is intact. Impression: No significant intracranial abnormality seen. Medication List for Home (Refrigerator List) Continue taking the following medications until directed otherwise by a qualified healthcare professional. <table> <tr> <th></th> <th>AM</th> <th>Noon</th> <th>PM</th> <th>Bedtime</th> </tr> <tr> <td><b>celecoxib 100 mg capsule<br>For: Joint Damage causing Pain and Loss of Function<br>Last Hospital Doses: 100 mg on October 9, 2024 9:19 AM<br>Commonly known as: CeleBREX<br>Take 1 capsule (100 mg total) by mouth 2 (two) times a day for 30 days</b></td> <td></td> <td></td> <td></td> <td></td> </tr> <tr> <td><b>cephALEXin 500 mg capsule<br>For: Infection with Dysregulated Inflammatory Response<br>Last Hospital Doses: 500 mg on October 9, 2024 5:38 AM<br>Commonly known as: KEFLEX<br>Take 1 capsule (500 mg total) by mouth 3 (three) times a day for 7 days</b></td> <td></td> <td></td> <td></td> <td></td> </tr> <tr> <td><b>colchicine 0.6 MG tablet<br>For: Gout<br>Last Hospital Doses: 0.6 mg on October 9, 2024 9:19 AM<br>Commonly known as: COLCRYS<br>Take 1 tablet (0.6 mg total) by mouth every 1 (one) day for 5 days</b></td> <td></td> <td></td> <td></td> <td></td> </tr> <tr> <td><b>escitalopram 5 MG tablet<br>For: Generalized Anxiety Disorder<br>Last Hospital Doses: 5 mg on October 9, 2024 9:19 AM<br>Commonly known as: LEXAPRO<br>Take 2 tablets (10 mg total) by mouth every 1 (one) day for 90 days<br>Start taking on: October 10, 2024</b></td> <td></td> <td></td> <td></td> <td></td> </tr> <tr> <td><b>metFORMIN 500 mg tablet<br>For: Body Weight Gain due to Antipsychotic Medication Use, OBESITY, Type 2 Diabetes<br>Last Hospital Doses: 500 mg on October 9, 2024 9:19 AM<br>Commonly known as: GLUCOPHAGE<br>Take 1 tablet (500 mg total) by mouth 2 (two) times a day with meals</b></td> <td></td> <td></td> <td></td> <td></td> </tr> </table> Medication List for Home (Refrigerator List) (continued) risperiDONE 0.5 mg tablet For: Schizophrenia Last Hospital Doses: 0.5 mg on October 9, 2024 9:19 AM Commonly known as: RisperDAL Take 1 tablet (0.5 mg total) by mouth every 1 (one) day for 30 days Start taking on: October 10, 2024 traZODone 100 mg tablet For: Trouble Sleeping Last Hospital Doses: 200 mg on October 8, 2024 9:16 PM Commonly known as: DESYREL Take 2 tablets (200 mg total) by mouth nightly for 30 days Where to pick up your medications Pick up these medications at WALGREENS DRUG STORE #15773 - TULSA, OK - 3063 S SHERIDAN RD AT SHERIDAN ROAD & 31ST celecoxib • escitalopram • metFORMIN • risperiDONE • traZODone Address: 3063 S SHERIDAN RD, TULSA OK 74129-1017 Phone: 918-384-0260 Pick up these medications from any pharmacy with your printed prescription cephALEXin • colchicine Additional Med Instructions Consult with your physician or pharmacist before taking any medications (over the counter or prescription) that are not listed on this form. Problem List *(Principal) RESOLVED: Psychosis (CMS-HCC) RESOLVED: Kidney stone RESOLVED: Elevated lactic acid level RESOLVED: Hypokalemia RESOLVED: Pyelonephritis RESOLVED: Ureteral stone with hydronephrosis RESOLVED: Hypotension RESOLVED: Sepsis (CMS-HCC) RESOLVED: Acute kidney injury (CMS-HCC) Physicians who cared for you during your hospitalization <table> <tr> <th>Provider</th> <th>Service</th> <th>Role</th> <th>Specialty</th> </tr> <tr> <td>Tessa L Manning, MD</td> <td>—</td> <td>Attending</td> <td>Psychiatry</td> </tr> <tr> <td>Jennifer R Jackson</td> <td>—</td> <td>Licensed Therapist</td> <td>—</td> </tr> </table> You are allergic to the following No active allergies Unresulted Labs <table> <tr> <th>Order</th> <th>Current Status</th> </tr> <tr> <td>DRUG SCREEN PROFILE DRUGS OF ABUSE, URINE</td> <td>Collected (10/03/24 1158)</td> </tr> </table> Community Services The health system provides care throughout eastern Oklahoma. Focusing on the health and wellness of our community, we have listed several crisis and emergency resources that are available for you: • Ambulance / Police / Fire - 911. • Tulsa 211 Referral Line - 211 or www.211tulsa.com. This is a 12 county referral line for help finding appropriate social services. • Tulsa COPES - 918-744-4800. This telephone and mobile crisis unit provides rapid response, effective intervention and ongoing outreach for psychiatric emergency services 24 hours a day, every day to Tulsa county children and adults. • Oklahoma Poison Control ~ 1-800-222-1222 or www.oklahomapoisson.org. Operates 24 hours a day, every day. • Baptist Free Health Clinic ~ 918-869-0516 – Located in Muskogee. No appointment needed, first come basis, Mondays from 4pm to 7pm. • DHS Crisis Hotline ~ 1-800-522-3511 (child and adult); 918-584-1222 (Tulsa county); 1-800-522-7233 (domestic violence); or 1-800-522-9054 (mental health). • Domestic Violence Intervention Services (DVIS) ~ 918-743-5763 DVIS is the only nonprofit agency in Tulsa, Oklahoma and the surrounding communities. • Eastern Oklahoma Development District ~ 918-682-7891 or EODDOK.org is a Muskogee area agency providing resources for the elderly. • Good Shepherd Free Health Clinic ~ 918-683-8080 Appointment must be made by phone on Thursday afternoons from 1-4 pm to see medical personnel Thursday evenings between 6 -9 pm. • Gospel Rescue Mission ~ Muskogee 918-682-3489 – Provides resources for unhoused population. • Green Country Behavioral Health Services ~ 918-683-9484 Muskogee GCBH provides mental health services and addiction services for children and adults in the community. 24hr crisis hotline ~ 918-687-1039 • Kid’s Space ~ 918-682-4204 Muskogee Kid's space coordinates professional onsite medical treatment and services for victims and their caregivers of sexual assault. • Laureate Psychiatric Clinic and Hospital ~ 918-481-4000 or www.laureate.com. A private, not-for-profit free standing psychiatric facility offering a full spectrum of inpatient to outpatient services. • Renaissance Geriatric Psychiatric Unit ~ In Vinita, 918-256-9201 Individuals approximately 55 years of age and older. • SFH-Muskogee Behavioral Health Unit ~ 918-684-3557 Authorization for Aetna to Exchange Protected Health Information 1. Member Information (Information About Person For Whom This Authorization Is Requested.) Last Name: VEA First Name: OTOLOSE "ROSE" Middle Initial: Birthdate (MM/DD/YYYY): 5-4-02 Daytime Telephone Number (include area code): 817.707.3689 Street Address: 10954 E. 61ST ST APT 2313 City, State and ZIP Code: TULSA OK 74133 PLEASE READ THE FOLLOWING CAREFULLY BEFORE COMPLETING YOUR AUTHORIZATION. YOU MAY REFUSE TO SIGN THIS AUTHORIZATION. 2. This form requests your unconditional authorization for Aetna Resources for Living to exchange your Protected Health Information ("PHI") with another person or organization for the following purpose(s) Referral process & requirements, assessment outcomes, providers and treatment recommendations, coordination of care, treatment participation, compliance and progress reports, return to duty coordination, attendance and compliance with aftercare recommendations and monitoring period. 3. The behavioral health and substance use PHI we are asking you to authorize Aetna to exchange is ☑ Evaluation/Treatment ☑ All provider recommendations ☑ Attendance and compliance (or failure to attend and comply) with all provider recommended treatment ☑ Other - Specify: Substance use and/or drug test info 4. By signing this form, you will authorize Aetna Resources for Living to exchange the PHI described above with the following persons or organizations American Airlines Human Resources: Martha Abbott, Angie Anderson American Airlines Lost Time Dept. Sara McDonald American Airlines Supervisor/Manager: My Treatment Provider: Laureate Union EAP and/or Union Rep: American Airlines DPA Office Other: ARC (Absence and Return Center) Other: 5. Expiration of this Authorization ☑ On the following date: 10/31/26 (if left blank, authorization will expire one year from signature date) 6. Please release my records contained within the following dates: Date From: 10/1/24 Date To: 10/31/26 7. IMPORTANT: Your signature below means that you understand and agree to the following: • You authorize Aetna Resources for Living to exchange with the persons or organizations named above, the PHI described above for the purposes stated above. • The protected health information exchanged under this authorization may include diagnosis and treatment information, including information pertaining to chronic diseases, behavioral health conditions, alcohol or substance abuse, communicable diseases, including HIV/AIDS, and/or genetic marker information. These records will be included in the information we exchange with the individual or company designated above. • The information to be exchanged may be protected by law. Information disclosed under this authorization may be re-disclosed by the recipient and no longer protected by federal privacy regulations. • Exchange means Resources for Living will both disclose your health information with the providers/facilities indicated on this form, as well as receive additional health information back from such indicated providers/facilities to accurately coordinate your referral. • Your ability to enroll in an Aetna plan, your eligibility for benefits and payment for services will not be affected if you do not sign this form. • You may revoke the Authorization at any time by notifying Aetna Resources for Living in writing to 10260 Meanley Drive, Second Floor, San Diego, CA 92131. If you do that, it won't have any effect on actions that Aetna Resources for Living takes before we received your notice. • You may receive a copy of this form if you request it in writing from the address listed below. • You have a right to inspect or copy the PHI described above. 8. Signature of Member/Insured or Legal Representative Signature of Member/Insured or Legal Representative: [Signature] Print Name: [Name] Date: [Date] If not the Member, describe relationship to the Member: ☐ Natural or Adoptive Parent of Un-emancipated Minor Child ☐ Other Legal Representative If this authorization is being signed by Member/Insured's legal representative (other than a parent of an un-emancipated minor child), you must furnish a copy of the health care power of attorney, or other relevant document designating you as the representative. Return this completed form to: ________________________ __________________________________________________________ Telephone Number: ________________________ OTOLOSE VEA 10954 E 61ST ST APT 2313 TULSA, OK 74133 Long Term has been denied we have contact union to atleast provide her Enrolment or to see what they could do to Fight NO RESPONSE Since the denial letter 2-12-26 I daughter have text union no response 2-17-26 text no response (120 p.m). Date: March 6, 2026 To Whom It May Concern, My name is Otolose Vea, and I am submitting this statement in support of my appeal of the denial of my Long-Term Disability benefits. I would also like to explain concerns regarding the lack of communication and assistance from my union representatives during this time. Both Tracy Hardin and George Albany of the Transport Workers Union (TWU) have previously handled matters related to insurance and benefits, including Short-Term and Long-Term Disability. However, since the filing of my EEOC complaint and during the time of my Long-Term Disability appeal, my family and I have not received responses to our attempts to obtain information and assistance. My daughter has attempted to reach out to Tracy Hardin by phone and text message in order to ask questions regarding the start date of my Long-Term Disability benefits and to seek guidance during this appeal process. The last time we had direct communication was on January 6, 2026. Since that time, we have attempted to follow up but have not received a response. It is unusual for Mr. Hardin not to respond, as he had previously communicated with us. Because of this lack of response, it has been difficult for my family to obtain information regarding my benefits and the status of my claim. Due to my medical condition, my children have been assisting me with managing my medical care, appointments, and communications related to my benefits. Without assistance from the union during this time, my family has had to manage the appeal process independently while also caring for my health. This statement is provided simply to explain the circumstances surrounding the lack of communication and support during my disability claim and appeal process. I respectfully request that my medical documentation and supporting evidence be fully reviewed in consideration of my Long-Term Disability appeal. Sincerely, Otolose Vea [Image of a sheet of music with musical notes and staffs] February 12, 2026 OTOLOSE VEA 10954 E 61ST ST APT 2313 TULSA, OK 74133 Re: Policyholder: Transport Workers Union of America Local 514 Policy Number: 00001027219400000 Claim Number: 1250083155 Claimant: Otolose Vea Dear Otolose: We have completed our review of your Long Term Disability claim. In order to be eligible for benefits under the policy issued to your employer, an individual must satisfy all of the provisions of the policy. This includes, but is not limited to the following: PRE-EXISTING CONDITION EXCLUSION. This Policy will not cover any Total or Partial Disability: 1. which is caused or contributed to by, or results from a Pre-Existing Condition; and 2. which begins in the first 12 months after the Insured Employee's Effective Date. "Pre-Existing Condition" means a Sickness or Injury for which the Insured Employee received treatment within 3 months prior to the Insured Employee's Effective Date. "Treatment" means consultation, care or services provided by a Physician. It includes diagnostic measures and the prescription, refill of prescription, or taking of any prescribed drugs or medicine. You became insured under this policy on 01/01/2025. Since you stopped working during the first 12 months after that date, we investigated whether or not you received treatment during the 3 months prior to your effective date. The time frame for the pre-existing period would have been from 10/01/2024 to 01/01/2025. Information reviewed and action taken In our review process, all information previously submitted as well as any new documentation is used to make a determination. The documentation contained in your claim file includes, but is not limited to, the following: • Attending Physician Statement completed by Dr Allison Szymansk on 05/30/2025 • Group Continuance of Disability statement completed by Karen Yarusso, PA-C dated 07/11/2025 • Office and treatment notes from Karen Yarusso, PA-C for dates 10/14/2024 to 12/14/2024 • Prescription Records According to the information contained in your claim file, you stopped working on 06/11/2025 due to a diagnosis of hypalbuminemia, malabsorption, chronic kidney disease, swelling in legs, and anxiety. Our investigation concluded you received treatment for this condition during the pre-existing timeframe, as outlined above. Medical records dated 10/14/2024, 10/29/2024, 11/23/2024, and 12/14/2024, show that you treated with Karen Yarusso, PA-C for vomiting, diarrhea, chronic kidney disease, foot swelling, edema, low albumin, anxiety, and Diabetes Mellitus Type II. Summary In summary, the medical documentation contained in your claim file indicates your condition is pre-existing, as defined by this policy. Please note, your claim was reviewed for the pre-existing provision only. In the event the claim would be overturned and reopened upon appeal, a full investigation into eligibility of benefits including Total or Partial Disability would need to be completed. We evaluated this claim by applying the provisions of the policy to the facts and opinions contained in the claim file. Other than what is set out in the policy, we did not rely upon any guidelines, internal rules, protocols, standards or other similar criteria in reaching this claim determination. If you disagree with our decision, you may appeal this determination by following the steps outlined below. Appeal Rights You, your attorney or a person legally authorized as your representative may appeal the denial by requesting a review of your denied claim. To initiate this process, submit your written request for review to us at the following address within 180 days after you receive this denial notice. Claims Shared Services The Lincoln National Life Insurance Company PO Box 2337 Omaha, NE 68103 Fax: 800-922-3503 Please include the following with your appeal: 1. The policy and claim number; 2. Your reason(s) for appealing; and 3. If applicable, any additional documentation to support the appeal, such as medical treatment records, laboratory results, x-rays or other testing results. Once we receive your appeal, we will review the claim and provide you with a full written explanation of the decision within 45 days. You may also request copies of records and other information relevant to your claim free of charge. If your policy is subject to ERISA, you may have other voluntary alternative dispute resolution options, such as mediation. One way to find out what may be available is to contact your local U.S. Department of Labor Office or your state insurance regulatory agency. In addition, once all required reviews of your claim have been completed, you have the right to bring a civil action under law. Please contact us at the number listed below or at [email protected] with any questions. You can also register for our website at www.LincolnFinancial.com to view your benefits and claim status. Sincerely, Victoria M 800-423-2765 ex 3090 Associate, LTD Claims The Lincoln National Life Insurance Company Chinese (Simplified) 注意：如果您说普通话，可以选择免费语言支持服务。请拨打 1-800-423-2765. Chinese (Traditional) 注意：若您講國語，可使用我們的免費語言支援服務。請致電 1-800-423-2765. Tagalog Pansinin: Kung nagsasalita ka ng Tagalog, mayroon kang magagamit na mga libreng serbisyo ng tulong sa wika. Tumawag sa 1-800-423-2765. Spanish Atención: si habla español, tenemos disponibles servicios de apoyo con el idioma sin costo para usted. Llame al 1-800-423-2765. Navajo DÍÍ BAA AKÓ NÍNÍZIN: Díí bee yánílti’go Diné bizaad, saad bee áká’ánida’áwo’déé’ t’áá jiik’eh, ná hólǫ́. Koji’ hódiilnih áqiłóóqéąąqaiłéé. June 25, 2025 OTOLOSE VAAI 10954 E 61ST ST APT 2313 TULSA, OK 74133 Re: Policyholder: Transport Workers Union of America Local 514 Policy Number: 00001027219500000 Claim Number: 1250034834 Claimant: Otolose Vaai Dear Otolose: This letter is to advise you your claim for Short Term Disability benefits has been approved beginning on 05/21/2025. The policy issued to Transport Workers Union of America Local 514, has a 14 day elimination period during which no benefits are payable. Your benefits will begin on 06/04/2025. Your first payment will be received separately within the next business week. Subsequent payments will be issued weekly or biweekly depending on your specific policy language. Based on your Basic Weekly Earnings, your benefit will equal $1,415.00. However, if you are receiving Other Income Benefits including any State specific leaves as defined by your policy, your benefit may be reduced based on policy provisions. At this time your benefits are being allowed to 07/02/2025. This date represents the recovery period that has been suggested by your physician. If you are unable to return to work on this date due to your disability, please provide the attached form to your doctor to complete and return to Lincoln Financial for consideration of additional disability benefits; or provide medical documentation that supports continued disability. Medical documentation may include, but is not limited to, office and treatment notes, physical examination notes, progress notes, testing and/or laboratory results, operative reports, hospitalization records, all types of therapy notes and consultations. This information may be obtained from your physicians and should be provided at your own expense. A note from your physician without any supporting documentation may not be sufficient to approve further benefits. Please contact us at the number listed below or at [email protected] with any questions. Get to know Lincoln’s Online Disability Claims Portal If you haven’t already checked out our secure portal, you’ll want to do so. It is a great resource for information about the status of your claim and is always available. Here you can access forms, check claim and payment status, report your return to work, and upload documents to support the processing of your claim. You can visit www.LincolnFinancial.com to register. Sincerely, Kiara D 800-423-2765x66331 Claims Examiner II, STD 1 The Lincoln National Life Insurance Company Enclosure(s): Group Continuance DISB APS CC: Transport Workers Union of America Local 514 ATTN: Benefits 11945 E Pine St Tulsa, OK 74116 Lincoln Financial Group GROUP CONTINUANCE OF DISABILITY (PLEASE see FRAUD NOTICES attached) TO AVOID DELAY, PLEASE ANSWER ALL QUESTIONS COMPLETELY Transport Workers Union of America Local 514 IS NOT RESPONSIBLE FOR CHARGES INCURRED FOR COMPLETION OF THIS FORM IT IS THE INSURED'S RESPONSIBILITY TO PROVIDE PROOF OF CONTINUED DISABILITY AT HIS/HER EXPENSE. Attending Physician's Statement 1. Patient's Name Otolose Vaai Date of Birth 05/04/1962 2 Diagnosis. Nature of Sickness or Injury (Describe complications, if any) Edema Heart failure Dyspnea CD Anxiety 3a) Date of First Treatment 2007-11-23 b) Date of Most Recent Treatment 2007-11-23 c) Frequency of Treatments spontaneous d) Type of Treatment Rendered medication e) Is surgery scheduled? If so, when? No 4 The patient has been continuously Totally Disabled (unable to perform regular job) from ________ to ________ The patient has been continuously Partially Disabled (some restrictions or light duty) from ________ to ________ If the patient is still disabled, when should the patient be able to return to work? 5 Remarks or Comments 6 List Restrictions and Limitations: 7 Physical Impairment: Class 1 – No limitation – capable of heavy work – No restrictions (1-10%) Class 2 – Medium manual activity (15 – 30%) Class 3 – Slight limitation of functional capacity, capable of light work (35 – 55%) Class 4 – Moderate limitations of functional capacity, capable of sedentary/clerical activity (60 – 70%) Class 5 – Severe limitation of functional capacity, incapable of minimum (sedentary) activity (75 – 100%) 8 Mental Impairments (if applicable) Class 1 – Patient is able to function under stress and engage in personal relations (no limitations) Class 2 – Patient is able to function in most stress situation & engage in most interpersonal relations (slight limitation) Class 3 – Patient is able to engage in limited stress situation & limited interpersonal relations (moderate limitation) Class 4 – Patient is unable to engage in stress situations or engage in interpersonal relations (marked limitation) Class 5 – Patient has significant loss of psychological, physiological, personal & social adjustment (severe limitations) Date 7/14/25 Signed /Degree/Specialty Street Address: 715 W. Oaklend St City, State: BOK 74012 Phone Number: 918 251 2511 Fax Number: 918 258 7790 GROUP CONTINUANCE OF DISABILITY (PLEASE see FRAUD NOTICES attached) TO AVOID DELAY, PLEASE ANSWER ALL QUESTIONS COMPLETELY. Transport Workers Union of America Local 514 IS NOT RESPONSIBLE FOR CHARGES INCURRED FOR COMPLETION OF THIS FORM. IT IS THE INSURED'S RESPONSIBILITY TO PROVIDE PROOF OF CONTINUED DISABILITY AT HIS/HER EXPENSE. Attending Physician's Statement 1. Patient's Name Otolose Weal Vea Date of Birth 05/04/1962 2. Diagnosis, Nature of Sickness or Injury (Describe complications, if any) CKD, swelling in legs, electrolyte abnormalities, anxiety, diarrhea, gout, difficulty with ambulation 3. a) Date of First Treatment 8-21-2023 b) Date of Most Recent Treatment 7-9-2025 c) Frequency of Treatments once a month d) Type of Treatment Rendered medicines, referral to specialist e) Is surgery scheduled? If so, when? no 4. The patient has been continuously Totally Disabled (unable to perform regular job) from 5/12/25 to life The patient has been continuously Partially Disabled (some restrictions or light duty) from __ to __ If the patient is still disabled, when should the patient be able to return to work? never 5. Remarks or Comments: 6. List Restrictions and Limitations: 7. Physical Impairment: [ ] Class 1 - No limitation - capable of heavy work - No restrictions (1-10%) [ ] Class 2 - Medium manual activity (15 - 30%) [ ] Class 3 - Slight limitation of functional capacity, capable of light work (35 - 55%) [ ] Class 4 - Moderate limitations of functional capacity, capable of sedentary/denical activity (60 - 70%) [X] Class 5 - Severe limitation of functional capacity, incapable of minimum (sedentary) activity (75 - 100%) 8. Mental Impairments (if applicable) [ ] Class 1 - Patient is able to function under stress and engage in personal relations (no limitations) [ ] Class 2 - Patient is able to function in most stress situation & engage in most interpersonal relations (slight limitation) [ ] Class 3 - Patient is able to engage in limited stress situation & limited interpersonal relations (moderate limitation) [X] Class 4 - Patient is unable to engage in stress situations or engage in interpersonal relations (marked limitation) [ ] Class 5 - Patient has significant loss of psychological, physiological, personal & social adjustment (severe limitations) Date 7/12/25 Signed [signature] (Attending Physician, No Stamps, please) /Degree/Specialty PA-C Street Address Joe W Oakland St City, State Broken Arrow, OK 74011 Phone Number 918-258-2666 Fax Number 918-258-7790 Broken Arrow Family Clinic Dr. Brian Coder, DO, Jayme Montgomery, CNP Cathleen Griffin, Karen Yarusso, PA, Allison Griffiths, PA-C 705 W. Oakland St. Broken Arrow, OK. 74012-1656 Phone: (918) 251-2666 Fax: (918) 258-7790 March 06, 2026 To Whom It May Concern, Re: Otolose Vea DOB: 05/04/1962 I am writing on behalf of my patient, Otolose Vea, who has been under my care for ongoing medical conditions that significantly affect her ability to function and maintain employment. Ms. Vea has been diagnosed with several chronic and serious health conditions, including chronic kidney disease (stage 3), anemia, edema (swelling of the lower extremities), hypertension, chronic fatigue, and anxiety related to prolonged stress. These conditions require ongoing medical treatment, monitoring and management. Over the course of treatment, Ms. Vea has experienced symptoms that include severe fatigue, weakness, swelling in the legs and feet, reduced stamina, and difficulty maintaining normal daily activities. These symptoms have progressively impacted her ability to perform physical and mental tasks required for regular employment. Ms. Vea's medical condition has also been affected by significant workplace related stress that contributed to a decline in her overall health and required medical evaluation and treatment. The stress and physical complications associated with her conditions have made it difficult for her to safely perform work duties. Due to the severity of her medical conditions, Ms. Vea has functional limitations that interfere with her ability to perform the essential duties of her occupation. These limitations include reduced physical endurance, mobility limitations caused by swelling and fatigue, and the need for ongoing medical care and monitoring. Because of her health conditions, Ms. Vea has also required assistance from family members for transportation to medical appointments, medication management, and daily support. Family members have relocated in order to assist with her care due to the severity of her medical limitations. Based on my medical evaluation and ongoing treatment of Ms. Vea, it is my professional medical opinion that she is currently unable to perform the duties of her occupation or maintain gainful employment. Ms Vea's conditions are chronic in nature and require continued medical care and monitoring. At this time, it is medically appropriate that she remain out of work while continuing treatment. I support Ms. Vea's request for long term disability benefits and recommend that her medical condition be given careful consideration in the review of her disability claim. If additional information is required, please feel free to contact my office. Sincerely, Karen Yarusso-Ankeny PA-C Karen Yarusso-Ankeny PA-s Family Practice Broken Arrow Family Clinic 918-251-2666 Date: March 6, 2026 To Whom It May Concern, My name is John Vaai, and I am the son of Otolose Vea. In April 2024, I relocated from Oklahoma City to Tulsa, Oklahoma in order to live with my mother and provide full-time assistance due to her worsening health condition. Prior to that time, my sister Asena Vaai had moved from Texas in December 2024 to help care for our mother. However, because my mother lives in a small apartment and my sister has four children, there was limited space for them to remain there. Due to these space limitations and my mother's continued need for care, I moved to Tulsa to take over as the primary caregiver for my mother. Since that time, I have been providing daily support and assistance. I help make sure my mother attends her doctor appointments and hospital visits, and I serve as her full-time driver because she is unable to drive herself due to her health condition. I also help ensure that she takes her medications properly each day and that her medications are organized and taken on schedule. In addition, I help monitor her daily health and make sure she is eating properly and maintaining her medical care. My goal is to help my mother focus on healing and to bring some peace and stability to her life after the many years of stress and health issues she has experienced. My mother has been dealing with health challenges since around 2018, and the stress related to her work situation contributed significantly to the decline in her health. Our family has also applied for Social Security Disability benefits on her behalf. At this time, the application is still in progress. We have completed the Social Security interview and are currently waiting for a decision regarding approval. We respectfully ask that her medical condition and the support she now requires be carefully reviewed. Our hope is that this appeal will help provide the support my mother needs while she focuses on her health and recovery. Sincerely, John Vaai Son and Full-Time Caregiver for Otolose Vea 3/6/26 BETTY ESPARZA Notary Public, State of Oklahoma Commission #21002567 My Commission Expires 02-24-2029 Date: March 6, 2026 To Whom It May Concern, My name is Asena Vaai, and I am the daughter of Otolose Vea. In December 2024, I relocated from Texas to Tulsa, Oklahoma because my mother’s health had begun to worsen and she required assistance with her medical care and daily activities. During this time, my mother was experiencing significant health issues and was not doing well physically. I helped by transporting my mother to doctor appointments, accompanying her during hospital visits, and assisting with monitoring her condition during periods when she was struggling with her health. I also helped manage communication regarding her medical care and ensured she attended her medical appointments. Much of the stress and decline in my mother’s health occurred during ongoing issues related to her workplace. Our family later filed a complaint with the Equal Employment Opportunity Commission (EEOC), and a Right-to-Sue letter was issued regarding those matters. During this time, I also attempted to reach out to the TWU union for assistance regarding my mother’s situation and her disability benefits. I left a message for union representative Tracy Hardin requesting guidance and support, but I did not receive a response. To our knowledge, no one from the TWU union has contacted my mother to check on her health or assist with her long-term disability concerns during this time. Because of the lack of response and assistance, our family has had to handle the disability appeal process ourselves while also supporting my mother through her medical condition. I provide this statement to explain the circumstances surrounding my relocation from Texas and the assistance I provided to my mother during this difficult period. Sincerely, Asena Vaai Daughter of Otolose Vea UNITED STATES DISTRICT COURT NORTHERN DISTRICT OF OKLAHOMA Otolose Vea, Plaintiff, v. American Airlines, Inc., and Transport Workers Union of America Local 514, Defendants. Case No: ____________ PRAYER FOR JUSTICE Plaintiff Otolose Vea respectfully requests that this Court review the full history of discrimination, harassment, and retaliation experienced by Plaintiff following her transfer from Texas to Tulsa, Oklahoma. Prior to transferring from Texas in July 2017, Plaintiff did not experience workplace discrimination or harassment. After transferring to the American Airlines maintenance facility in Tulsa, Oklahoma, Plaintiff began experiencing a pattern of discriminatory treatment that continued over several years. Beginning in 2018, complaints were filed regarding workplace harassment and discrimination involving supervisors and co-workers. These complaints resulted in investigations conducted by American Airlines Human Resources. However, the actions taken did not resolve the ongoing issues and the pattern of conduct continued. Investigations referenced include: • 2018 – Investigation handled by Human Resources representative Sheila Carlson • 2020 – Investigation involving Human Resources representative Lori Holman • 2024–2025 – Labor Relations investigation conducted by investigator Jeanette Gibbs Despite these investigations, the discriminatory environment continued, including disciplinary actions against Plaintiff and a failure of union representation to properly address grievances. These events caused severe emotional, physical, and financial harm to Plaintiff and contributed to the decline of Plaintiff's health and ability to continue working. WHEREFORE, Plaintiff respectfully requests that this Court: 1. Recognize the ongoing pattern of discrimination and retaliation occurring from approximately 2018 through 2025. 2. Require Defendants to produce all investigation records, Human Resources files, emails, and documentation relating to complaints made by Plaintiff. 3. Ensure that all relevant records are preserved and not destroyed or altered during the course of this litigation. 4. Hold Defendants accountable for violations of federal employment discrimination laws. 5. Grant such relief as the Court finds just and proper, including damages and any corrective action deemed appropriate. Justice is respectfully requested so that the full truth regarding these events may be examined by the Court. Respectfully submitted, Otolose Vea