November 7, 2020

FORMAL COMPLAINT AGAINST FREDDIE MAC et al

The “scorched earth” report that was promised

Attention:

US Treasury Department IG FHFA IG SEC IG EEOC Senator Chuck Grassley, chairman – Senate Finance Committee Committee on Banking, Housing and Urban Affairs House Oversight and Reform Committee House Financial Services Committee Financial Stability Oversight Council, Department of Treasury GAO National Taxpayer’s Union Kevin McCarthy Mike McCaul Va State Police Whistlebloweraid.org

……………………………………………………..

Ken Gryder Plaintiff

V

Freddie Mac Defendants David Brickman, CEO Jacqui Welch, VP of HR and “inclusivity and diversity” Greg Watchman, VP – Deputy Lead Counsel Allison Tam, IT “manager” Elise Cocks, IT “manager” Mike Heberle, IT “manager” Nick Prodanovich, IT “manager” Rajesh (last name not recorded), Install group “manager” Krishna (last name not recorded) - Win 10 project “manager” JohnMichael Monheim, Lead –Asset Control Room Justin Theiven (spelling), IT “professional” Fahd Choudry, IT “professional” Richard Pham, IT associate Dylan Felderman, IT “professional”

The people involved are listed in Exhibit 1. The Claims

Freddie Mac has engaged in the following illegal behaviors:

1. Gross negligence and mismanagement of the Win 10 migration across the entire enterprise.

2. Wasteful spending and missed deadlines because of the same

3. Intentional infliction of emotional distress (tort)

4. Announced and actual, malicious hazing

5. Hostile work environment

6. Defamation (tort)

7. Harassment and intimidation (tort)

8. Religious discrimination

9. Age discrimination

10. Racial discrimination

11. Sexual harassment (verbal)

12. Contract breach (tort)

13. Retaliation (tort) and violation of EEOC Whistleblower Protection Act 1989

This complaint focuses on the IT section of Freddie Mac in Tysons Corner, Va from July 2019 to the September 11, 2020.

2 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Contents Executive Summary ...... 5 The Defining Statement ...... 6 Part 1 – FHFA and Treasury IG and Congressional Oversight Committees ...... 7 Whistleblower Protection...... 7 Patterns of Abuse, waste and gross negligence ...... 7 The Win 10 Migration – Gross mismanagement and waste ...... 7 China Insider Threat ...... 15 Part 2 – The EEOC violations ...... 16 Religious ...... 17 Homosexual problem ...... 17 Other religious issues ...... 18 Sexual Harassment (graphic content) ...... 19 Age Discrimination ...... 21 Racial Discrimination – The two “standards” of Freddie Mac ...... 22 Experience with other races ...... 24 Gender Abuse against women at Freddie Mac ...... 26 Concerning that e-mail to Elise...... 28 Actual Job Performance - Ken ...... 29 Torts and Legal Issues ...... 32 Joint Employment ...... 32 Breach of Contract ...... 32 Hostile Workplace ...... 34 Sabotage ...... 37 The Fahd and Justin campaign of threats encouraged by JonMichael...... 41 Foul Language and Hostile Work Place ...... 44 Refusal to engage in litigation hold (Obstruction of Justice) VA Bar violation ...... 44 Defamation ...... 44 Patterns of Behavior (historical and present) ...... 45 EEOC- Plaintiff responsibility to report ...... 46 Efforts made to resolve this ...... 46 Damages ...... 46 Losses and injuries ...... 46 Recoveries and compensation demanded ...... 48 Contract Breach ...... 48 Try and Buy Contract...... 48

3 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Punitive Damages ...... 49 Whistleblower Compensation ...... 50 Legal Fees ...... 50 Admission of the cause by Freddie Mac ...... 50 Final Thoughts for Freddie Mac ...... 50 To the IG’s reading this I would ask:...... 52

4 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Executive Summary

I’m a white, 55 year old guy and served as a volunteer Southern Baptist missionary to Nagasaki, Japan for a year, as a college student, 1988-1989. I was jointly employed by Freddie Mac in a limited access controlled room from July 2019 to Sept 11, 2020 on their Win 10 project taking all orders from JonMichael Monheim and Sasha Rajic. I wrote to Elise Cocks, about just part…….. of the hostile workplace problems encouraged by JonMichael Monheim from the start, and intervening on behalf of the new women working in the Asset Control Room of the EUS/IT section of Freddie Mac for their protection from abuse. Over the 14 months of employment, more than once the proper authorities were used to raise concerns but Freddie Mac has a pattern of thumbing its nose at lawful complaints and punishing those who raise the issues. Freddie Mac violated my right to protected opposition to the abuse and retaliated by firing me even after deputy General Counsel and the VP of HR had been engaged nearly 2 months before, refusing to provide whistleblower protections upon multiple written requests.

Fundamentally there are 2 parts to this complaint.

These two parts are both independent of each other but they also interact with each other.

The first part is directed to the Treasury/FHFA and Congressional Oversight Committees for gross negligence, mismanagement and waste at Freddie Mac under IG based whistleblower protections.

The second part is the EEOC arena where Freddie Mac employees literally made me their cause and target for abuse which……greatly contributed to the first problem of gross negligence while still remaining independent in causation of the first. (gas on the fire)

Each side will say, “I’m not interested in the rest of the document, it’s not in my purview” but fact, this complaint is a single thought with 2 major parts supported by facts, dates, evidence and citations in law. It’s very important that ALL parties, the IGs and EEOC read the entire complaint.

One strong thread throughout it this complaint centers on behaviors that are criminally illegal in Va law.

Va § 18.2-372. "Obscene" defined.

The word "obscene" where it appears in this article shall mean that which, considered as a whole, has as its dominant theme or purpose an appeal to the prurient interest in sex, that is, a shameful or morbid interest in nudity, sexual conduct, sexual excitement, excretory functions or products thereof or sadomasochistic abuse, and which goes substantially beyond customary limits of candor in description or representation of such matters and which, taken as a whole, does not have serious literary, artistic, political or scientific value.

Va § 18.2-416. "Abusive Language” defined.

If any person shall, in the presence or hearing of another, curse or abuse such other person, or use any violent abusive language to such person concerning himself or any of his relations, or otherwise use such language, under circumstances reasonably calculated to provoke a breach of the peace, he shall be guilty of a Class 3 misdemeanor.

5 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder The Defining Statement

Hostile workplace.

Is there a succinct event that would quickly bring the reader to an understanding of the hostility of Freddie Mac?

Deon, a former employee, around November 2019, sitting 10 feet from me at the Tysons Corner’s office said:

“I wonder what it would be like to kill someone”

“I wonder if I would feel any remorse if I touched the body”

JonMichael Monheim “Manager” – July 2019

“What goes on in the ACR, stays in the ACR.”

6 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Part 1 – FHFA and Treasury IG and Congressional Oversight Committees

Freddie Mac is 79% owned by the United States Treasury.

Whistleblower Protection

This was asserted in July 17, 2020 long before the retaliatory firing September 11, 2020. Exhibit 6

Exhibits 7, 8, 9 (and 10) all detail the legal protections

Patterns of Abuse, waste and gross negligence

1. See Exhibits 22, 23, 24, 25. Notice the use of “frequency” in Exhibit 25 and “pattern” in Exhibit 24.

2. Around June/July 2020, Sue Beeky, the Corporate Security Officer (CSO) and her deputy, Philip Ramey were summarily fired for failure to pass a corporate level security audit.

3. Around August 2020 a senior level auditor and employee of Freddie Mac, after working there only 2 years, abruptly quit. (Announced by the CEO)

4. In the EUS section of IT in just over one year, Nick Prodanovich took early retirement, Adam Schiff did the same and then in less than a year, Mike Heberle who was supposed to assume Nick’s job, took early retirement. There’s been a strong exodus of long term talent in the IT section of Freddie Mac.

5. Frank Navarro has been CIO only about a year.

6. Jacqui Welch, the VP of HR, purposely refused to respond to my first complaint about harassment July 17, 2020 and Greg Watchman, VP and deputy general counsel on September 16, 2020 refused to obey the litigation hold demands I sent. He has also refused to explain why my contract was cancelled.

The Win 10 Migration – Gross mismanagement and waste

1. Freddie Mac’s original Win 10 Migration budget was $10 million. They have spent over $16 million and the costs continue to rise due to waste and gross mismanagement. Nick Prodanovich lamented how he wanted to get the Win 10 migration started before he left in August 2019. Nick said the project was 2 years behind as of July 2019 and even then it had not started. Now with more than 3 years, it’s STILL NOT finished. Some organizations in the DC area have a 3 year asset renewal life cycle like the IMF. Jim Jacobsen said, “This goes on all the time for Freddie Mac”.

2. Windows 7 “EOL – end of life” was January 14, 2020. The Windows 10 migration should have been completed before that date.

3. Rows of HP G4 computers, brand new in their boxes were seen stacked on the tops of all the shelves in the Access Control Room and had been there for 2 years in July 2019 waiting for the migration. There were hundreds of these boxes each at about $1,100 each.

7 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 4. FHFA carried out an IT audit around October 2020. Do its results mesh with what is being said in this document?

5. The Smithsonian has years of intergenerational computers by Dell and they have a very orderly procedure they use during a migration (which is done each year per model in the summer months) to rotate out the oldest units. (I was the PM on 2 migrations). Common IT practice is to rotate assets around the 3rd year or the 4th year. July 2019, Freddie had not only large numbers of 9470’s, 840 G1, G2 and G3 laptops. The 9470 release date was 2013 as well as the G1 which means that Freddie’s computers were 6 years old. During the year of July 2019 to 2020, we also received 8470 units which were released from HP in 2012.

6. Walking in the door in July 2019, there were no written procedures for imaging. This is a problem on the topic of Configuration Management, stakeholders in the IT section of Freddie Mac (including DRE), productivity, software license management, SECURITY and CAB or “change advisory board” activities. There were models that had to be reimaged as many as 3 times (and Richard Pham and DRE knew this) in July 2019 and this problem still persisted (Mike Barry) even as late as July 2020 with the HP G3 models. No checks of the logs or root cause analysis (RCA) was done by anyone.

7. In the interview, I was given the impression that I would be the person doing the images but because I asked too many questions and made too much criticism of their lack of order and process, JM, Fahd, Justin and Richard set themselves against me from that time (July 2020) until I was fired. I have worked on at least 12 migrations and as PM at the IMF, the Smithsonian and the Government Publishing Office reporting directors, COTR’s and deputy CIO’s and CIO’s on progress, sometimes on a daily basis. When people retaliate for pointing out failures, it means that the failures are much worse than even imagined and that there is corporate culture problem that puts the digital assets of an organization at risk.

8. At an all hands EUS meeting June 26, 2020 there was to be a discussion about getting Zoom video access for vendor calls and yet security documentation openly states at Freddie Mac that Zoom is not allowed. Further, aside from the public announcement on the Internet of Zoom’s security flaws and China, MS introduced a free version of Teams and I provided a link to a Microsoft page that shows the different scenarios in which Teams and Teams or Teams and Skype can talk to each other and how that would be set up on the server/security side. No response.

9. I warned FM NOT to use JIRA for software development (scrum/sprints) because based on deep experience with the most recent employer (before FM) and the news that Marriot’s passport/credit card hack was due to databases that were not encrypted, I told FM that because JIRA uses the “community version” of MySQL from Oracle, it’s NOT possible to encrypt a JIRA database and that having custom code development NOT encrypted, even inside the firewall is NOT a good idea because it will expose the code that is controlling software which supports FM’s $1.8 trillion mortgage portfolio. It takes only ONE mistake to bring down the house. One click in an e-mail brought down RSA.

10. I was hired to work on this migration in July 2019. The migration did not start until October 2019. We all tried to find things to do for 3 months. There has never been a GANTT chart or discussion.

11. All of the Freddie Mac staff are capable of doing the work of a migration so during the duration of employment from July 2019 to September 2020, it’s absolutely unclear why any contract workers were hired for this purpose other than the stated intent of using this entire exercise as a “try and buy” to move the contractors to full time positions so those, especially Asset Control Room under JonMichael, who referred to the room as a “prison” or a “place for punishment/demotion”, could get promoted and move to another area. This is not some corner secret. It was discussed by the full timers many times. While I 8 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder did the work of three, they talked, slept, came to work late, watched videos, played Pokemon, disappeared, took days off, called in “sick”, held pointless “meetings”, discussed benefits and getting promotions, ignored warnings about supply shortages, scheduling, technical issues, slept, took long lunches, discussed restaurants and foods, engaged in sabotage of my work, gossip and generally avoided work as much as possible.

12. Initially, returned computers were to be put through a legal data recovery process but the following problems occurred:

a. Back up space on the server was a continual problem.

b. First they were to be backed up and then around September 2019, OneDrive was introduced for all employees and they were, somehow expected to know where ALL of their data and settings, (including signature files, bookmarks, application specific data….) were located and back that up with no assistance.

c. With OneDrive, then there would be an eventual phasing out of the back up process completely but this did not happen.

d. Fahd explained the back up process to me one time but did not explain all of the points of failure or what to do with them and with his angry temperament, told others I was stupid. He did not have a single note or set of standard operating procedures nor a collection of “what if” troubleshooting section to deal with machines that “weren’t turned on”, “would not connect”, docking station issues and other similar corner cases that caused back up failures.

e. Fahd, Justin, JonMichael and Richard all ran a system of telling pretending to engage in teaching something with no logic, no SOPs, no troubleshooting/fix, no points of contact for escalation, no fullness of the whole picture with all the parts and in a pattern with Erik, myself, Barry, Sayed, Deon, Jerome and Massa, would angrily denounce the person as “stupid” amongst themselves. The sole purpose was a set up and a “gotcha”. This was the main contributor to the mismanagement, failures and the very high turnover in the ACR and the backchannel defamation that can be found in the texts and e-mails both in the FM network and on their personal devices.

f. No planning was done to set a schedule so that imaging and back up would done in a reasonable manner so that both could use the same bench and both would be productive. EVERYTHING in JM’s ACR and by the employees is whimsical and seat of the pants. There is NO order in that room.

g. Upper management changes its mind on everything in the Migration with no announcement or logic. Sasha can attest to this.

h. Fahd came in on the two week rotation at the end of May 2020, late or called in sick and effectively got nothing done and then on the third week came to me asking the status when I had no association with the machines for months and Mike had been assigned to do backups.

i. Justin left a stack of hard drives on his desk for nearly 6 months as seen in Exhibit EF-5.

j. The recovery of data has gone back and forth between OneDrive and using the old legal process with the legal section changing its mind multiple times in one year.

9 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder k. Fahd and JM’s slowness in getting these machines backed up so that the G3’s could be used again has produced very acute supply issues both for the Win 10 migration and for the 3 weekly onboardings of about 60 people total (each week) from May to September 2020.

13. Just about at the precipice of starting the migration of about 8,000 computers (early October, 2019), upper management decided to suddenly change vendors from HP to Dell. (Who does that in IT??)

a. Suddenly now DRE had to create a new image and it had to be tested.

b. Large numbers of machines had to be ordered and unboxed, tagged and associated in ServicNow

c. At first, all versions of HP machines were used for onboarding with Dells going to full time people but the combination of HP, of models, of minis and workstations, the VDI project, the shortages, the asset recovery problems, damaged/repairs all changed direction multiple times in just one year. There is NO game plan all the way at the top.

d. How much does Freddie Mac spend in repairs on laptops? I’ve never seen so much damage any place I’ve ever worked and employees are NOT held accountable. (That includes places like the USDA, IMF, Verizon Business, Dahlgren/Quantico, the Smithsonian and the Government Publishing Office)

e. It is NOT standard procedure in the IT world to work with mixed assets, namely HP and Dell. This presents many unnecessary support problems and NO ONE EVER, switches venders right at the moment a migration is about to start.

f. Adam Schiff also left early (VERP) and thus with Nick of many years and eventually Mike Heberle (August 2020 retirement) about 50 years of Freddie Mac IT experience walked out the door and NO ONE, took a single note or made any transition efforts. (Mostly people in their 30’s left behind) In fact, there was a considerable amount of badmouthing of Nick after he left by Fahd and Justin as well as others. This is the Justin with a high school degree and one year of FM employment vs decades of employment by Nick. This is the same Justin who purposely kissed up to Mike Heberle and Allison Tam to get his promotion and who said he would “get under the table” to get ahead and would put his nose in Allison Tam’s rear end. JM was a blind, rabid supporter/promoter of Justin. Having a bench of only 30 year olds in the EUS is a huge problem. Why did those experienced take very early retirement? What did they know?

g. After getting an image created for the Dells and getting some of them out, they found that they had overheating problems and had to make a BIOS update for the machines to dial back the CPU’s clock speed thus choking the overall performance of…..the brand new Win 10 computers.

h. Since October last year, there has been complete mayhem in trying to keep enough inventory for the migration including workstations (towers $5,000), Dell minis, Dell laptops and the use of HP –G3’s from recycling and returns. Krishna in July 2020 went from 70 machines on the remote migration to 200 with large numbers of Workstations and NEVER consulted with anyone on volume availability or number of machines imaged and ready.

i. Knowing where assets are is a major problem. In the August 2020 physical count, there were 500 tagged assets missing. Fahd dragged his feet intentionally in the months of Jan/Feb 2020 in returning laptops from HQ 4 and even left some over there that were found months later. Some people wanted to hold on longer to their laptops (Win 7) and there was no clear plan, timetable 10 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder or effort to get those machines back even from 2019. When the CCP virus hit and the migration went from on site to mail in, there was no control mechanism for this. I offered to help Mike Heberle to recover these machines in late August by sending mail to the users and he said there was a “team” already to do this. After that and because of an acute shortage of G3’s, many more started coming in suddenly. I know because I unboxed them.

14. The Migration itself

a. Krishna is NOT a project manager at all. She should have had a single source of all employees, all migration assets and the status but she didn’t and she constantly issued tickets for the wrong person, the wrong asset or mostly, duplicates for people who had already been migrated. I had a steady and constant stream of cancellations because of this. Krishna and those above have no GANTT chart, no milestones and simply no managerial skills. The spreadsheet I set up in Teams that had “issuances” for Win 10, “missed appointment/waiting” and “returns” became the center of the Migration control for the entire EUS all the way up to Krishna. (leading from behind as a contractor!)

b. The problem of corner case users (special needs or software) or the fact that they quit or were fired or some managers had given an asset to a subordinate instead of turning it in and requesting another one properly were NOT managed at all by Freddie Mac or by Krishna. It was a major mess and for Install and ACR and Security, it never crossed their minds.

c. The Install group picked up machines, installed some on site, mailed out some, put others on the bench for prep, on desks in the Install area, in their own cabinets on their desks or somewhere else, picked up someone else’s migration and didn’t tell anyone and then….came to ME and said, You lost my machine” (I issued them out) Krishna and Rajesh (with their daily list and Sharepoint) had NO control of what was going on. NO ONE kept records. No one associated in a master list the tracking number. No one wrote down where in a given building, they put a workstation or Mini. No one notified the users. No one kept track of people with 2 or 3 computers or if they only needed one. There was ZERO attention to detail and this problem still persists in terms of cost and security.

d. Freddie Mac, because of Heberle and others, missed the chance to buy thousands of leftover Dell 7400’s both for the migration and the future at a 10% discount in August 2020 even after I told Sasha and Mike Heberle. That caused a stunning supply shortage for the migration in mid September 2020.

15. VDI and the problems

a. In the summer with essentially NO announcement, they began to demand large numbers of machines be sent out for VDI thin client IT people. This meant that large numbers of HP G3 machines had to be reimaged. This threw supplies, both laptops and power bricks, into disarray for Win 10, Win 10 IT and onboarding. More money had to be spent. This includes disposing of 1400 + G2 adapters and then going out and buying them again.

b. Frank Navarro CIO, put out a notice in the FM newsletter asking for people to submit ideas for “automation”. I wrote about my experience with Autopilot and suggested that ……. “when”, the VDI at a person’s home goes down that we have an automated process to reimage it over the network (to their home) via VPN. Within a week, ALL VDI machines were cancelled because they had serious problems with deleting the VDI machines out of SCCM. That means they read 11 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder my idea, tried and found this flaw because to image a machine, you have to take the existing asset out of SCCM. It was so serious that they started hiring contractors to help them fix this issue. Even one recruiter contacted me with a job for $50 per hour for this. Exhibit 45.

c. In the ServiceCenter near the ACR a person named Kunady came by and said, not long before I was fired that he had 291 VDI machines that he would have to swap. That put an ENORMOUS strain on supplies, the Win 10 migration and onboarding. Sasha suggested that they had already been swapped but Kunady’s conversation to me suggested that they would be coming in blocks at a time and given that I was overseeing all of the outgoing and incoming machines, I never saw any such volume of 291 G3 machines coming through after VDI was halted.

d. This entire issue alone puts into the spotlight the lack of planning, forethought, testing, communication and execution from the very top to the very bottom of the IT department and the word was that not only could the machines not easily be deleted from SCCM for reimaging but that where were other problems. My own SCCM credentials were not sufficient to delete one of the machines that came back to the ACR.

16. Asset recovery

a. Assets of every sort were returned and it was not clear which ones were Win 10 and that had return tasks open. This was a very tedious and detailed job that some said Massa was going to do but they never assigned it, explained it or did anything with it so I did it manually before everyone arrived in the morning. That messes up the August Audit and the asset record in ServiceNow. (ITIL, Configuration Management, Security issues)

b. The physical quality of all returns (assets and laptops) is poor and more managers and employees need to be held accountable for the waste. Too many bags smelled like someone’s lunch and had be thrown out. Mice, headsets and locks were thrown out as a rule. How much did that along with the large onboardings, offboardings and then onboardings again of CW’s or even FT’s cost Freddie Mac and by definition the taxpayer via mortgage fees and Treasury obligations?

17. ACR workers – accountability for work

a. One should take a very hard look at the “accomplishments” filings of ALL of the ACR Full time employees.

b. One should take a hard look at the badge swipes and see if these people have really been working 40 hours a week for the last year.

c. One should see how much sick time, vacation time and coming to work mails or texts these people have sent over the last year and see if they’ve been cheating hours.

d. One should quiz ALL of these people on what they’ve been doing at home during their 2 weeks stints since March and the CCP virus.

e. One should quiz them on the long lunches they took, (more than 1 hour) and if they travelled as far as Maryland to any restaurants or lunch trucks. They should also be asked if they went off site, burned an hour and then proceeded to eat their lunch at work.

12 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder f. The auditor should ask FM as a whole why people who mostly working from home, would be given the Summer Friday early release all the way to December.

g. The auditor should as FM why they had everyone go home at noon on “Juneteenth” and told people essentially that they should reflect on their racism.

h. The auditor should ask what in the world Elise, Rajesh, Mike Heberle and JM have been doing “working from home” since March 2020. The same should be asked of Danette who was allowed to stay home and Brian Sosa was brought in. Who exactly was doing what job and where’s the proof?

i. The auditor should ask what all of these people are doing in the ACR and on the other side as well, why there are so many people, what’s the open ticket count, why is the migration still off the rails, why don’t the full timers come in and do the migration and why are the contractors still there when the FT’s, (ACR) are surfing their phones or doing essentially nothing all day long.

18. I saw a document around August that was linked to a report of unclosed/late tickets and it was astounding. I leave it to the auditors to backcheck their SLA’s and the number of tickets left open for all categories.

19. Gross mismanagement

a. There is no planning at any level

b. There is no communication at any level on anything

c. The entire year there are actions taken (from the C office and down) and then reversed and then reversed again. There is NO order. Mistakes therefore are nonstop. Talk to Sasha.

d. The turnover is high both full timers and contractors with large amounts of accumulated experience walking out in the former and people with questionable characters brought on in contracting. Promotions are given to several people with very questionable characters. (JM, Justin and Federman)

e. No one could tell you on the strategic level or the tactical level at any given time, what the goals are for the IT section. (including procurement, Win 10, DRE, help desk, ACR….)

f. Someone should explain to me why my contractor cancelled my contract in March 2020 when FM decided to move ahead with onsite people to support FM and the Win 10 migration. How did FM and Blue Ally miss that?

g. How is that more than once ACR people came to me looking for work, looking to assign other people some of the work I was doing (sabotage), withheld knowledge or assignments from me or that even contractors either on their own or by instruction from FT’s came to me asking for something to do or for training or technical support for their job (Mike, Massa, Brittany, Jerome). It’s really unbelievable that around late August or early Sept 2020, that Massa, a new full timer would come to me and say, “Do you have anything for me to do?” (Richard Pham’s idea “Because you are busy all the time”) Richard even asked me this question one day.

13 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder h. Since the HP docks were taken out then mobile (home docks) and on site docks had to be bought for the Dell machines. Onsite they opted for Human Scale and I unboxed and tagged pallets of these. Around May/June 2020 they had Abel Moving come in and do the installations but then they stopped and now there are pallets of assets laying around the Install room in limbo.

i. Dell Mini’s were handed out but when they came back, the power bricks, unique against ALL other assets, were not and so I told Sasha the last week I was there to order more.

j. Because we were constantly in crisis mode on G3 and Dell machines of all sorts, just before Mike Heberle left and while I was unboxing in the hallway, we had a conversation where I offered to send “return your computer” mails to 20 people per day to accelerate that process and I suggested that they buy as many Dells as they could since there was a model close out and they were 10% off. He said he would order more but FM delayed and the schools in NOVA bought everything and FM was unable to buy any Dells of the closeout 7400 model. I also sent a mail to Sasha about this and said something in person knowing it would directly impact the Win 10 migration.

k. At least once a week and many times more, there was a mistake of name or ticket number on the sheet given from HR for onboarding new hires. It never stopped even with Hiep intervening. He was beside himself sometimes because of the mistakes.

l. It looks like they are hiring some sort of IT Risk manager (Sept 2020), right when I was fired. Odd timing. Exhibit 44

20. Waste

a. I told them in June to order supplies (locks, bags, mice, power bricks, computers….) in a 3 month block because of the supply chain being interrupted with China. They ignored me and so from that time until 9/11, we had “shock” orders for these supplies with on instance of the wrong backpacks coming and confirmation of acceptance coming about a WEEK after some had already been issued for onboarding (because we flat ran out).

b. Having prepacked about 40 bags with a given wireless headset, wired ones came in and I indicated that I would swap them to save money. I was told by JM NOT to do this and yet the price different for those few was in the thousands of dollars. Elise Cocks and Rajesh Khatri sent a mail to me saying more or less “Good call” (for swapping and saving money) June 2020

c. In the summer of 2020, Justin instructed that 1400+ G2 chargers be disposed of and less than a month later, “management” decided that they needed G2 chargers for the VDI machines and proceeded to go out on the market and buy them again. The present HP G2 charger is about $20 retail and we were issuing around 60 HP machines per week or more (over 100 when the VDI machines were sent out) 1400 x $20 = $28,000.

d. In July 2019 when I first got there, Brian Sosa and I opened and tagged at least 2 pallets of HP docks. Because of the sudden change in October to Dell, by July 2020, with the switch to the “Human Scale” docks, I had accumulated 13 boxes, 50 each of HP docks which if rated at about $100 per unit (Walmart price) 13 x 50 x $100 = $65,000. Watch the video in Exhibit EF-6. That’s them in those boxes on the right piled high…..waiting for disposal.

14 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder In short, there is NO excuse for the waste, lack of planning, the inability to complete a simple project after 3 + years (really?), the loss of control of essentially everything, the inability to execute, the lack of accountability to anyone, the lack of leadership and most of all the next major section that was gas on the fire (after I speak about China for a minute), the EEOC violations that made Freddie Mac, the most hostile place I’ve worked in here or Japan, white collar or blue collar.

China Insider Threat

While working at the World Bank in 2016, a Chinese national spearphished me via instant message within the Bank for access for unnamed people to the IFC Docs, multinational, multi-billion dollar project database. I turned her in to Info Security and was fired for blowing the whistle. My stance as an IT person is that it takes ONE mistake to bring down the house. In early Fall 2020, you can see that there is concern from Congress about the DOD and AI and at the Treasury (starting at mark: 1:20) saying, “We need to innovate when it comes (to) the DOD especially when it comes to AI……..We’ve to refocus when we look at the Treasury Dept. They have a team for Iran and for North Korea but they have no team in there…….when it comes to China” https://www.youtube.com/watch?v=6hRwETkX3sw

Notice that in that report they mention, that Congress’s goal, on page 8, is, “Ensuring no U.S. taxpayer dollars support any PRC state-owned enterprises.” https://gop-foreignaffairs.house.gov/blog/china-task-force-report/

Freddie Mac has employees in places that are concerning.

First are Dr. Dina Guo and Jun Li with the latter being Dina’s boss and who is the Multifamily quantitative analytics senior director. Dina is the AI specialist from Wuhan, China and so her name is not really “Dina”. http://www.freddiemac.com/careers-blog/innovation/20200505_spinning_data_exhaust_into_gold.html

China has very serious problems with their “multifamily” towers and Potemkin cities. The rent deferral to December 2020 across the U.S. by the CDC is going to put pressure on Freddie Mac and the Treasury. It’s very striking that an AI person and her boss are both Chinese in this critical area at Freddie Mac. Of all the nationalities in the DC area, there happens to be two people in (AI), in multifamily, who are both Chinese.

Second is Ling Wu who is also in the “Multifamily” section as “Capital Markets Senior Director”. In a Freddie Mac newsletter, her bio read:

“Both of my parents graduated from the top engineering school in China and did research work on military related projects.” “In 2002 she joined Freddie Mac multifamily program management office. David Brickman in the “risk management group” was one of her first clients. In 2006 Ling left Freddie Mac and gained experience executing CDO’s. In 2009 she returned to Freddie Mac and worked in Freddie Mac’s second K deal.”

Why does this matter? See Exhibit 23.

Freddie Mac (and Fannie Mae) has a terrible history of misconduct with firing the CEO David Glenn in 2003, firing their Chief risk officer in 2004 after he warned about the subprime loans and then with the firing of three

15 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder officers in 2011 (CEO for the second time). Some of these issues came about because of CDO’s and yet here we have Ling Wu who was directly involved with the present CEO and with CDO’s in the past. The CDO’s were the topic of a Congressional hearing in 2008 and a criminal lawsuit in 2011 (SDNY) for what took place. Then in an audacious whitewash by the Brookings Institute in 2016, we have a person writing as if no one knew how this all took place concerning the 2008 failure:

“What is especially shocking, though, is how institutions along each link of the securitization chain failed so grossly to perform adequate risk assessment on the mortgage-related assets they held and traded. From the mortgage originator, to the loan servicer, to the mortgage-backed security issuer, to the CDO issuer, to the CDS protection seller, to the credit rating agencies, and to the holders of all those securities, at no point did any institution stop the party or question the little-understood computer risk models, or the blatantly unsustainable deterioration of the loan terms of the underlying mortgages.” https://www.brookings.edu/wp-content/uploads/2016/06/11_origins_crisis_baily_litan.pdf

The point here is that there is a pattern of misconduct and now there may be more dangers from the inside facing Freddie Mac with 3 Chinese in the multifamily unit, one with CDO and CEO experience and 2 others with AI experience. If the DOD is concerned about AI, perhaps the FHFA and Treasury should be also.

This is cause for concern.

The same can be said, again, for multifamily renters when the CDC rent moratorium ends December 2020. Exhibit 46.

Part 2 – The EEOC violations

“Freddie Mac does not tolerate discrimination in our workplace.” Greg Watchman, VP, deputy general counsel, August 21, 2020

Before we begin here with the various categories of violations and detail, I cite SWIERKIEWICZ v. SOREMA N. A.(2002) which states that “direct evidence at the time” of the “complaint must plead a prima facie case of discrimination even though discovery might uncover such direct evidence.” The decision also states that I must, “give the defendant fair notice of what the plaintiff's claim is and the grounds upon which it rests”.

Yeh, ok.

Now you know why the subtitle of this document is called “scorched earth” and why I said that in my mail (as you’ll see in the exhibits soon) to Elise Cocks. I was WELL AWARE that I would have to take this abuse for a LONG time in order to gather the evidence to prove, beyond a doubt that there are PATTERNS, that it’s against their own policies, that they knew about and took NO action to correct it and ultimately when a single e-mail was sent detailing ONLY a portion of the outrageous behaviors (which are fleshed out in full detail in this complaint), that by their own volition, they chose to retaliate EVEN AFTER deputy general counsel said they would not in writing in an e-mail.

One theme that will ring loudly is their utter disdain for contractors at Freddie Mac.

Exhibit 10 demonstrates EEOC protection against retaliation

16 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

Religious

I grew up in a Baptist church. In college I joined the “concert choir” and during the Spring Break of my second year, toured Tennessee churches with the Emory and Henry concert choir. We also sang Christmas songs on the steps of the Va Governor’s office in December 1984 and met the governor. Changing to VCU later, I joined the University of Richmond Baptist Student Union in 1987 via a friend of a friend introduction. In 1988, when on a retreat to Eagle Eyrie in Lynchburg for BSU weekend, there was an announcement of summer and semester missions for volunteers. I signed up for the semester offering to go to Nagasaki, Japan. Instead of one semester, I stayed in Nagasaki for a year with the Baptist church. I was also the first bricklayer for Habitat for Humanity in 1987 for the Richmond chapter prior to going to Japan and was on the executive founding board. Black children in Church Hill, Richmond, threw rocks at me while I was raising the corners of the foundation by myself on a new house in preparation for the 100 house, Jimmy Carter Habitat march down the East coast.

Mike Barry who worked with me at FM is a Catholic. He is witness to many events I outline and he also is a victim of the abuses but said, “Just let it go”. He constantly used wireless headsets to drown out the abuse at Freddie Mac and stayed away from others many hours of the day for the same reason.

Homosexual problem

Exhibit EF-4 – homosexual picture on the wall Exhibits 29 and 30

A workplace of any sort is supposed to be religion free in any of its dealings with employees from the top of the organization. A workplace is not a place for agendas or the promotion thereof to the detriment of the other. FM would surely never allow a Protestant preacher to teach to the Bible at lunch time to anyone who freely wanted to participate of their own will. It simply would not happen and yet FM intentionally promotes homosexuals with gay month, meetings and even with pictures on the wall entering the building and worst of all, in the new employee onboarding room. Nobody has the right to do that. Religious discrimination STARTS at the onboarding room of Freddie Mac. Mike Barry has commented to me the same. “Can you believe that? I took a picture.”

The fundamental teachings of Judaism, Christianity and islam all stand against this. Managing the duties of a given job at FM have NOTHING to do with sex unless FM is planning to give on site demonstrations or allow people to go into a room to engage in sexual behavior, naturally unthinkable propositions. Yet, this point demonstrates the utter disconnect between any promotion of sexual actions in the workplace and the actual work people are hired to do. Even a causal/free will meeting at lunch on the benefits of male/female marriage would NOT be allowed at FM, further proving the point.

From a Judeo-Christian point of view, several Biblical statements are made which are very clear about male female relations.

Genesis 2:24 “Therefore shall a man leave his father and his mother, and shall cleave unto his wife: and they shall be one flesh.” (repeated again in Mark 10:7 and Ephesians 5:31)

Judges chapters 19,20 and 21: Homosexuals try to attack a man which eventually results in a 3 day Israeli civil war and 65,000 people dead along with the near complete destruction of the tribe of Benjamin.

Genesis 5:2 “He made them male and female and blessed them” 17 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

Leviticus 18:22 “You shall not lie with a male as with a woman; it is an abomination”

Deuteronomy 22:5 “A woman shall not wear anything that pertains to a man, nor shall a man put on a woman’s garment, for all who do so are an abomination to the LORD your God”

Further, from a secular point of view, we would not be at this point of “gay marriage” ( a complete lie given that consummation can only be achieved with opposite sex organs and Mark 10:9 “What God has joined together, let no one separate”) if the first test tube baby had not been born in the 1970’s.

We all……arrived here by the exact same biological method. We all have one of the two sets of chromosomes that set us apart. This, is science. XX and XY are immutable in the life of a person.

If certain people don’t want their “bedrooms to be legislated” then they need to keep their personal affairs out of the workplace.

Freddie Mac has caused me enormous stress every time I see this display on the wall. FM has NO right to push homosexuality on any employee. An individual’s personal activities that are NOT part of work, have NO place in the organization. FM discriminates against me and all other persons who hold these religious values by not merely allowing but promoting these immoral behaviors. It is unlawful to do so.

Freddie Mac is obviously very hostile to my Christian beliefs, a Constitutional First Amendment violation, which is in stark contrast to this example brought out by SHRM (HQ in Alexandria, Va) concerning the policies at Ford Motor Inc: Exhibit 31

Other religious issues

Some of this overlaps with “hostile work place” and “sexual harassment”. Those main points will be made in their respective sections so as to not be repetitious, nonetheless, the claims overlap.

1. Mike Barry and Fahd Choudry had an early conversation near the beginning of the contract on religion that was civilized and Faud and others found out that Mike is Catholic and I was raised Baptist.

2. Three times in July 2019, Justin said, “I like satan”. This was intentional and during the end of the month lunch at Tara Thai with Blue Ally, on the question “how’s it going?”, this was reported.

3. Justin, while at the main window sitting and with JonMichael standing at his laptop on the shelf, said, “I am the anti-christ”. JM reacted physically but said nothing. JM had already been informed of the offensive “I like satan” and that it needed to stop.

4. July/Aug 2020 - Justin and Brian Sosa are having a conversation at the main window where they are sitting and Justin began talking about demons. Sosa was unnerved and objected saying, “No you don’t want to call them” but Justin pushed harder asserting the point saying, “I’m trying to be friends with demons, bro”.

5. Justin made a point of saying that he hates Christmas more than once.

18 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 6. JonMichael and Justin, more than once talking to Mike Barry, said, “yeh if God exists” and laughing about it.

7. In the spring of 2020, upon completion of a certain task, Richard Pham said to me, “I’m your lord and savior”.

8. When the Christmas party came around after hearing all of the foul talk (outlined elsewhere in this document) and the fact that Jon is an atheist, Fahd is muslim and Justin is a Satanist, I told Jon I was not attending the FM Christmas party. (What would be the point? It makes no sense.) Jon M told me I would either go or I would have to make up the time for the Christmas party so, I had to work extra time to make up for not going to the Christmas party that week to get 40 hours.

9. More than once the words “Jesus Fxxx” were used by Justin and at least one other.

10. The blasphemous use of “God dxxx” was used by several people over the time working there.

11. Around August 2020 Fahd approached me, seeing that Mike took the stance of just “laughing” things off to get rid of offensive people and talk (as he told me “just ignore it”), Fahd, knowing my values, started, for no reason, a topic on Ouija boards and telling me that someone died because of participating in some ritual. He knew that would offend me and was provoking for a reaction.

Freddie Mac is the antithesis of sound corporate management on this matter.

Sexual Harassment (graphic content)

See info in Exhibit 49.

Justin

1. Speaking to JM in July/August 2019, Justin said 2 different days that he wanted to put his nose up JM’s rear. On the second time, he said, “Ooh I smell raspberries”. JM appreciated the devotion and thought it was funny. I had to speak to JM on the side and reminded him that a person with this kind of character (Justin) will not go far in life.

A year later (2020), he was talking about putting his nose up Allison Tam’s rear end, (a senior manager above Elise, Rajesh, Mike Heberle and Nick/Adam) and Mark McClelland said to Justin, “Your nose is getting browner by the minute”. Justin said, “Did I get the peanuts off?” and then laughed as loudly as possible to draw attention to himself.

2. 8/7/20 “Everything has a price. I would hang under a desk for the right price” “You know you would Mark”

3. 10/30/19 – Justin is talking about masturbation in the ACR to others.

4. Spring 2020 “If Fahd had less beard, I would take a strong interest in him”

5. 8/6/2019 Justin and JonMichael are talking about someone’s “dong” on a particular TV show.

19 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 6. Justin spent a long while discussing his lesbian sister and her partner who had decided to cut off her breasts to become “binary”.

7. Notice how others, also from Ohio like Justin, have similar problems. Exhibit 42

Fahd

1. Fahd said to Sayed (both Muslim) “Would you marry me?” Sayed was aghast.

2. Fahd, JM, Justin and Richard were discussing around July/August 2019 a Japanese “metal” band called “Baby Metal”. Fahd said, “I’d like to get tickets to the front row so I can look up their skirts.”

3. Fahd tells Justin he wants to “come all over him”.

4. Fahd, with Justin came near me to say, “You know if there was going to be a mass shooting, it would be the CWs who would do it.” I registered a complaint in person with JM and a few days later, Fahd started the provocation again to retaliate saying to Justin, “If I were a girl, what would be a good name for me”. I walked out the room and when I came back Fahd mouthed off to Justin, “I was only talking about the birds and the bees”.

5. Alexis (Lexi) was at the window in 2019 and was discussing setting a user name for a portal of some sort (gaming?) for personal use and Fahd suggested using the name “booty”.

6. August 2020, Fahd told Brittany that they would “pass her around” after she met with Sasha.

7. August 2020 before Brittany and Massa came to work, Fahd asked Sasha, “What’s a good name for a stripper?” (I don’t know – Sasha)

Dylan

See Exhibit 33 for parallel case

1. I announced I was going to the bathroom to the FT’s and Dylan said at the window, “Do you need any help with that?”

2. Dylan attempted to thump Dimitri in the crotch while they were both standing at the window. 6/26/20

3. 7/14/20 “I’ve got your pee pee” “Their mother raises them to be pussies” Fahd responds, “Those boxes are for anything you need that’s small.”

4. Dylan walked in around the Spring of 2020 and said to Sasha, “You know how you eat Chinese food and then get hungry? I wonder if gay sex is like that”. Hiep was nearby and started talking about having both sex organs and having sex with yourself. I left the room for about 20 minutes to get away from them. There was a silence when I got back. They knew.

5. Dylan, on 6/12/20, walked in first thing to the ACR room and said to Justin, “I came, she came and then I had a cigarette”

(One wonders if the people in the corner office or on video calls with Treasury/FHFA, speak this way.) 20 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

Other employees

1. Keith (contractor in ACR not Install) and Deon talked about the school experience of a girl on a roof in DC with 2 guys and “She was caught when the dick fell out of her mouth” 10/30/19

2. Deon, 10/28/19 “Dumfries (Va) girls are easy”

3. Erik Lundgren who was a contractor for a while went shopping online for a tent for a vacation and said that he was going to go to Nags Head and he needed the tent on the beach so his wife could give him a blow job. Also said, “I’m so hungry I could eat the ass of a rhino”. (2019)

4. You hear the “P” word in Deon’s audio recording January 2020, Exhibit EF-3

5. Deon and Sayed discuss in great depth about how to have sex with a black woman. They discussed graphically how to “get her motor started”, they discuss the difference between having sex with a “thick” and a “thin” black woman and their preferences and Deon in particular gives examples of the different sounds of sex depending on the person.

Age Discrimination

1. This was a campaign of harassment against me at 55 years of age and retaliatory firing was done by people all in their 30’s.

2. Their illegal actions are a direct reflection of this new “millennial” generation and FM’s “inclusivity” policies.

3. I did the work of 3 people, while they played with the cart in the hallway, slept, disappeared, watched movies, came late, left early, took long lunches, talked incessantly, played Pokemon, watched videos, “worked from home??”

4. They continually and maliciously let it be known that I was a contract worker and they were full time. This is a classic mark of arrogance of today’s younger generation.

5. I was a migration junior project manager at the IMF, project manager at the Smithsonian and Government Publishing Office and I was reduced to wiping laptops and opening boxes MOST of the time in this job by this arrogant group of millennials.

6. No access to the ACR and yet Massa Sita comes and has full access while I handle 1 ton of laptops per week but no access to my own office. Others noted this – very embarrassing. She is fresh out of VCU. I at 55, having worked in a SCIF at Dahlgren Naval Surface Air base and after having fixed an encrypted mail issue for the program manager of a 5 year $126 million contract to test the F-35 (SAP clearance) as well as past holding of Public Trust at the USDA, am not given access to my own work room for over 14 months!

7. I had no vacation and yet this group called in sick in volumes I’ve never seen in my life.

8. Giving young people 12 weeks of leave for family leave is gross discrimination for older people who do not have new children.

21 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

9. You hire Massa straight out of college with full benefits but your 30 year olds haze and harass me for year creating a toxic environment and ruining any chance of ever coming on as a regular employee.

10. You gave Friday’s off, full benefits, paid holidays without the 3 week miss that I had, long lunches, phone surfing, no productive work done with no consequences, movie watching, endless chatter, arriving late/leaving early (no consequences), poor quality work, you give raises and bonuses, training opportunities, early release near holidays and many other benefits to the 30 somethings but I got nothing the entire time and had to work overtime most weeks just to make 40 hours.

Racial Discrimination – The two “standards” of Freddie Mac

See Exhibit 32 for law on this.

Racial “inclusivity” is a sham of the first order. It gives protection for behaviors that are highly disruptive to the work environment based on skin color. Keep in mind, if any white person used the “n” word at Freddie Mac, they would be fired THAT day!

1. Danette Dixon told Adam Schiff, “It’s like being on a plantation around here”.

2. Danette complained about being singled out for not coming to work on time or talking on her phone repeatedly over months to Adam Schiff when in fact, she was doing exactly that.

3. Sitting at the front desk with the service window down, Danette said, “I wish I could stay like this all day” where she had nothing to do and could either surf her phone or lay her head on that desk. Indeed, that day she did exactly that.

4. Deon, Danette and Britany talked on their phones while working. Sosa listened to rap music that included “Mother F” and Keith engaged in day trading all the time. Danette sometimes walked around the room with an Apple Face Time call. One standard for people of color. Another for everyone else.

5. Danette was allowed to do imaging. I was blocked from it in spite of having experience on 12 previous computer migrations in other organizations. During this time, she slept on the imaging bench. See Exhibit EF-2 – the picture of her sleeping.

6. Take note of the fact that Nascar driver Kyle Larson was suspended until 2021 for using the “n” word in Exhibit 38.

7. Danette used the “n” word in the office. See exhibits 37 and 38 about the legality of this.

8. When Sayed was still working at FM, Brian Sosa, Keith Wilson, Deon and Richard Pham all gathered around Sayed’s desk and:

a. Keith Wilson used the “n” word (contractor) - black guy

b. Sosa and Deon talked about how to ghost messages on a text connection so that when a person was engaged in a hookup with another person, their own woman would not find out. A long

22 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder story about a loose woman at an apartment and how people “hooked up” with her ensued. Keith also talked to Deon about a specific roof location at a school in DC they both knew where girl would go up there with more than one guy for sodomy purposes.

c. Richard, Brian and Deon all coerced Sayed to go to DC to a strip club and went on about this for some time.

9. Deon was the worst about talking on the phone of all people, talking for nearly an hour in some cases. Deon was proud that he had a child each with 2 different women and said just before Thanksgiving 2019, “I hope I don’t get anyone pregnant during this break”. His boy would make trouble for him at school and he would have to talk to the principal or a teacher or the boy himself. He also got into arguments with either of his “women” on the phone at given times. It was so bad that I had to bring wired headphones to my iPhone to drown him out.

10. Deon constantly talked about going to clubs in DC that were “lit”. He simply could NOT come to work, stay quiet and do his job. He constantly had to put himself “out there” and his lifestyle of partying, making babies, NON STOP talking, rap music/singing, talking on the phone or engaging in filthy discussions.

11. I took care of cancellations. Fahd along with JonMichael in one of their usual campaigns against me, accused me of losing the machines that came into the ACR room and produced a long list for Deon to back check. I asked for the list. They would not give it to me so as Deon was struggling to figure how and where to look for things, (ITAM certified but I am not), I asked for him to just send me a copy. Using my experience and Service Now, in just over 1 hour, I sent back his spreadsheet with the status of nearly all of the machines. The next day, Fahd and others were very angry at me for preempting their cunning attack and Deon claimed that he did the work himself but Sayed said, “Dude, no you didn’t. Ken sent you that list with all of the work done.” Deon denied my work to Sayed.

12. Deon listened to rap/hip hop music a lot and would sing a lot with this music. This was another reason to use my iPhone to drown him out. He would also dance around the room and sometimes would come by and tap me on the shoulder to say, “Ken I think I missed my calling” and it seemed he actually believed this. I thought I was going to lose my mind and I had to leave the room to recover more than once. I cannot stand people talking on the phone at work wantonly as I’ve seen black people do in more than one job site (and not Asians, Latinos or whites). I cannot stand the lyrics of hip/hop or rap (including the lunatics that pass by my home at 1 am) and I also very strongly dislike …..country music. These forms of “music” are intellectually destructive but rap music is foul and denigrating to blacks and to women and I hate it with a passion. It’s extremely offensive, hypocritical and illegal in the workplace.

(Look up on Youtube Branford Marsalis and his song “The Peacocks” if you need to know my tastes.)

13. From some recording of some “show” at a club (?) in DC, Deon played the person’s performance out loud to Sayed. Jon Michael was right there when this was being played as his voice can be heard at the beginning of the recording. Take note of the use of the “n” word and other foul language. Listen to audio file Exhibit EF-3. Take note of the industry/legal stance on this. Exhibits 37, 38.

Especially take note of the Philly looters language from this news article and the parallel to Deon’s language in these two: Exhibit EF-3 and Exhibit 41.

14. Deon and Sayed discuss in great depth about how to have sex with a black woman. They discussed graphically how to “get her motor started”, they discuss the difference between having sex with a 23 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder “thick” and a “thin” black woman and their preferences and Deon in particular gives examples of the different sounds of sex depending on the person. (sexual and racial harassment)

15. Sitting next to Sayed around Thanksgiving 2019, Deon, for reasons unknown, said, “I wonder what it would be like to kill someone. I wonder if I touched the body if I would feel any remorse.” Mike Barry heard this from the other side of the room on the imaging bench and came to me and said, “Did you just hear this guy say he wants to assassinate someone??!! I said, “yes I know. Stunning isn’t it”. Mike and I discussed this again days before I was fired and Brittany was made aware. Sasha was made aware but nothing was done by anyone at Freddie Mac. I had chest pains in a phone call in late December with Blue Ally thinking about coming back to work, partly because of this statement. That and the later hit from Fahd in July 2020 “you know why we hated you when you came to work here” were really big hits that caused physical stress (chest pains then too).

Deon was not fired. He left on his feet, not his head. He was never told he was a “security threat”. I was told this and I was fired. This is FM’s version of “inclusivity” for white, straight males who get the job done.

16. Brian Sosa was forced to take a new position and come to the office because Danette became pregnant and was set to “work from home”. She “called in sick” ….from home more than once. She took off several days for a “death in the family” according to conversations in the ACR. She is entitled to 12 weeks of paid leave this December when the child comes along. There is no clear understanding of what she does every day “from home”. .

17. Jerome Wilson was harassed by Fahd Choudry. He told me about this more than once and said that he told Sasha that he would take legal action if something wasn’t done. Jerome was given another job outside the ACR in the Install group. He was not fired for reporting Fahd to management.

18. Install group – all black guys, continually came to me in the ACR to find laptops that they lost during the migration. This was on average one request per day. I issued them out, gave them a spreadsheet and they still lost the machines. It was not my job and yet Qasim and even Rajesh via Jose, would come to me to find their lost machines which I did continually. No one was fired while I was doing their job.

19. Sayed was reprimanded for coming to work late. I was early all the time and had to wait to be let in.

20. None of these people of “color” were fired. I was. This is the meaning of Welch’s “inclusivity” and “diversity” at Freddie Mac. Disruptive and blatantly illegal behaviors are protected to the point of retaliation by Freddie Mac’s Greg Watchman, Jacqui Welch and Elise Cocks.

21. While waiting in a seat near the outside prep bench one morning in the winter, a guy named Gary who works in networking, came along and began touching and looking at my long wool coat on the hangar by itself. Exhibit EF-7 He then looked back and saw me watching him messing with my coat and quickly walked away. Bonnie and Sasha were shocked by this.

Experience with other races

Jerome was assigned the task, before taking the Install job, of issuing out the Win 10 migration machines in Service Now on a daily basis. Noticing he was struggling with this, I went over to him and very quickly could see that he lost track of issued and those to be issued which meant that around 100 machines would have to be hand checked and rescanned and then compared to what the status was in Service Now so, I stopped what I was

24 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder doing and showed him, as we worked together every step from the scanning to the export of the existing ones in Service Now to an Excel sheet to the sorting to the “diff” to see what was left. We took our time so as to not rattle him further and once he had the asset tags of those few that were outliers and ……understood the point, I stepped away. He was greatly appreciative of this.

Second, when Deon first came to work at FM, he said he had no money and talked about his son so I picked him up in my car at lunch and took him to Tyson’s Corner where we bought not one take out but 2 separate ones at the Food Court. He ate one and took the other home for his son.

A day or two later, I went to Walmart and bought 2 bags of non perishable (except the apples) groceries and put them in the bin above his desk. In an odd move for a black man who grew up in DC, he gave a man hug in appreciation. He did NOT however take them home for 2 days and then I found out he was offering them to coworker Sayed so since I came to work early, I secretly took the remainders out to my car and on the way home gave them to a food bank at a church near where I live. I was livid that he was giving these to a coworker when I thought he was in actual need. Using parlance from yesteryear, I got “punked”.

Third, Tony Little on the Install side came to me nearly once a day month after month when the Win 10 remote aspect started up and so I never turned him down in looking for laptops, some of which were literally at his desk next to him.

Fourth, when Brittany came in and thought that getting her timesheet started in Oracle was no big deal, I intervened because she would not get paid and made sure that her permissions and the times were entered and submitted as quickly as possible.

Fifth, working at Norfolk Southern in Roanoke, Va years ago, there was a black guy who came in and had money problems and was skipping lunches until his first pay day so on the way out going back to Charlottesville (because that was my commute), I went over to a Little Ceasar’s, bought a pizza and a 2 liter drink, went back to work and delivered it to him. The blasted Jamaican provoked me by putting out his hands and saying, “Thanks”. It would be a few weeks later that this same black guy made a physical threat to me after surfing the Internet for hours looking for a 40 inch television during work hours while NS said to me, “You’re doing twice as many migrations as any of these other guys.” I was fired because I complained about these 2 and a white guy talking about sodomy, prostitution and how to make a wife into a lesbian. I was called into the white boss’s office after reporting this to the female PM and he said to me red faced angry, “I could fire you. We can find people like you any time”. I can still see that face in my mind. He was angry because…..when I was in the interview, he said the migration (remote machines from Buffalo, NY to FL) was 2 years behind and if Atlanta heard one more complaint, there would be a big problem. (Sound familiar?) That 10 story NS office building in Roanoke was shut down and sold after I was fired. Obama made that “You didn’t build this speech” 2 blocks away from there when I was on that contract.

Sixth, years ago at the Smithsonian as the project manager on 2 Win 7 migrations, my employer would not properly pay one of my employees, a 50 year old black man and I was sending him along with others across the National Mall to do 3 migrations per day at various museums. One day he came in and told me that he had to go to the local hospital and they told him he was ill because of nutritional problems. My wife and I felt really bad for this guy so she packed another lunch in another bag and I put it in a desk, early, at work so he could just pick it up with no one noticing. I was assaulted (pushed in my chest) by the president of my contracting company. I went to the IG and CIO and because of filing that protected complaint, was fired by the president. During the final meeting he said, “It only matters if it matters to you. What are you going to do, have me arrested?” Then I told him I went to the IG and was fired on the spot about 10:30 in the morning.

The point? I have a long history of quietly helping black people in the jobs I have. 25 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

Yet Oprah Winfrey has this to say about whites via her Book Club:

“There are white people who are not as powerful as the system of white people — the caste system that’s been put in place — but they still, no matter where they are on the rung, or the ladder of success, they still have their whiteness. It means that whiteness still gives you an advantage, no matter.” https://www.breitbart.com/entertainment/2020/08/03/oprah-hosts-white-guilt-session-whiteness-gives-you-an- advantage-no-matter-what/

Freddie Mac’s “diversity and inclusivity” policy is a farce.

Gender Abuse against women at Freddie Mac

In the fictional movie Lincoln Lawyer, the AG in California brings to court a case where a prostitute is a victim of violent physical abuse and in his opening lines in the trial in that movie, he says, “….you’re going to hear from the victim herself about her lifestyle, one that we would not condone.” Movies are meant for large numbers of people so that the creators can make millions of dollars and as such, they must be written in a way that they resonate with people’s values. Schindler’s List, Act of Valor, the first Dirty Harry and others come to mind.

Freddie Mac has practices/events that are unacceptable to woman that “I do not condone” and probably your FM handbook and EEO law does not either, hence, it was reported to Elise Cocks and was met with retaliatory firing. Starting with Elise herself, in the minutes just before an all hands Friday EUS meeting being held on TEAMS video/audio in the summer of 2020, there was chatter amongst the early arrival people and about 2 minutes before the meeting, Elise said the word “twerking” and then……..everything went silent until the meeting actually started.

Aside from the headlines that have come up pointing out Miley Cyrus on this topic, the same word has been used recently concerning a Netflix film of underage girls which caused an uproar in 3 ways.

1. Internet condemnation everywhere.

2. A criminal indictment in Texas: “A grand jury in Tyler County, Texas has indicted Netflix for "promotion of lewd visual material depicting a child" https://www.zerohedge.com/political/netflix-indicted-over-lewd-visual-material-depicting-child-cuties

3. Large cancellations of Netflix subscriptions in September 2020: ““#CancelNetflix trended on social media for days, and more than 660,000 people signed an online petition vowing to cancel their Netflix subscriptions.” https://www.theblaze.com/news/netflix-cancellations-surge-cuties-boycott

“Antenna reported that Netflix lost five times as many subscribers in September’s first couple of weeks — a few days into the protest — than the company lost in all of August. https://nypost.com/2020/10/24/netflix-subscription-cancellations-skyrocket-after-cuties-backlash/

26 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Is this a word that the female directors (Allison Tam) or higher up use in their conversation at Freddie Mac? Unfortunately, we are stuck with female “leaders” in the public space who have a “Fahd –like” disrespect for women like none other than Kamala Harris in Exhibit 19.

Specifically at Freddie Mac, concerning women we have:

 Justin gets angry at Massa saying that he and Fahd spent 3 days with Massa concerning pivot tables and Justin telling me with force, “Don’t say that name” as if Massa is stupid because she, who has good critical thinking skills, asks questions to a pair of misogynistic walking threats who have NO notes, NO training materials, NO goals, NO training experience, NO standard operating procedures and engage in some erratic “gotcha ya, you’re stupid” exercise concerning Excel.

 “Welcome to the dungeon, welcome to the prison, this is where you are going to rot” – spoken to Brittany and Massa. Is this part of Freddie Mac’s “onboarding SOP”????

 Fahd: “You’ll meet with Sasha for a while and then we’ll pass you around.” (said with a smile – Fahd)

 Fahd suggests the name “booty” as a user name for a portal to Alexis. (One wonders the reaction of Jacqui Welch if Greg Watchman or David Brickman said that to her and one wonders how is the corner office different from the IT section in the very same Freddie Mac building at Tysons, Va)

 During the last week of employment Richard Pham coerced Massa Sita to push him on a cart from the loading dock to the cage area door in the hallway of Freddie Mac. (I was unboxing returns at the time)

 In last September, Richard Pham and Dimtri spent nearly an hour talking to Massa Sita in an isolated section of the Install section while I was sorting return accessories for disposal. Richard had the audacity at 31 years old (with Massa about 22) to say “well in my generation” is if he were some sort of “senior” in anything to her. No work was done, no training, no assignments. It was just Richard bragging, pontificating and flirting with Massa on FM time, wasting her gifts and abilities. JonMichael is AWOL in all of this.

 In the latter part of August, during a Monday ACR meeting via Teams, JM went around to Massa and said, “What do you have planned this week?” Stunning, gross negligence and mismanagement. Who hires a person and then asks this kind of question?

 Massa assumed that work would be professional and sometimes did not wear jeans given that she was to be an analyst and yet there was NO game plan for her or any kind of training in ServiceNow (based on SQL for which she had academic training). Richard Pham told her to ask me for work. (A full timer is telling another full timer to go to a jeans wearing, box opener (me) on contract, to give her something to do.) I was issuing out Win 10 machines so I had her issue some of my machines via ServiceNow, I explained the subtleties and most importantly, because I knew that she studied SQL at VCU, I asked her questions about databases, tables and joins and how it was that the ServiceNow page she was seeing and the information contained therein could be the way it was. Via this discussion, she connect the actual with the theoretical (particularly on the “joins” question of 2 tables to produce that page) and thus my goal was accomplished in a short, hands on lesson. NO ONE else did that.

 Fahd and Massa were seen sitting at the main window watching some sort of horror videos (BLM?) late one afternoon and it was VERY clear that Fahd was doing this to shock Massa for the thrill of abuse.

27 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder  Massa, for a college graduate has a polished demeanor slightly beyond her years as well as critical thinking and composure. It’s unusual. Most 20 year olds are …..idiots. FM, Elise and JM failed to mentor and guide a person who has early signs of managerial potential.

 Fahd, days before Massa and Brittany came in said to Sasha, “What’s a good name for a stripper?” (Sasha “I don’t know”) Fahd, “I hate the name ‘Summer’”. Does this event require explanation? Then again, Kamala Harris said on CNN April 22, 2019 said, “We should not be criminalizing women who are engaged in consensual opportunities for employment”. One wonders what those “sex workers” are doing with all of their “consensual” freedom under the yoke of the pimp, humiliation and the possibility of a life threatening disease. Sasha, Fahd and Richard, very likely go to strip bars in NJ or Las Vegas based on conversations. Brian Sosa and Deon tried to encourage Sayed to go to one in DC at one point.

 Fahd in August 2019 said that he wanted to see the Japanese girl “metal” band, “Tiny Metal” and “get a front row seat” so that he could “look up their skirts”. (At age 30+ with no wife)

 Some…….muslim men have a problem with women and the contrast between Fahd and Qasim is NIGHT and DAY! Fahd has a Pakistani background (2nd gen). There is a famous case in the UK about this under the name “Huddersfield Grooming Gang” in ….Wikipedia which says, “The Huddersfield grooming gang was a group of men who were convicted of sexual offences against girls in Huddersfield, West Yorkshire, United Kingdom. The first 20 men convicted are all of Asian – mainly Pakistani – origin.” Reuters reported in 2016, “A powerful Pakistani religious body that advises the government on the compatibility of laws with Islam on Thursday declared a new law that criminalizes violence against women to be “un-Islamic.”

 Thus….given the satanic words of Justin and the threats against me by Fahd, both outlined elsewhere in this overall complaint, the misuse of Massa’s time by Richard Pham and the rabid protection of all of these corrupting forces by JonMichael, all gave rise to the e-mail I sent to Elise Cocks. The abuse I endured for a year was enough but to endure this continual barrage of “white, straight man –bad” environment in the U.S., it simply was too much to stand by and watch, after seeing the threats to Deon, Sayed, Jerome, Barry and myself, the same abuse be applied to the women coming into the ACR. “Diversity and inclusivity” are a farce at Freddie Mac. An appeal, in writing, was made to a female manager to protect female employees AFTER making with the VP of HR (a female of color) and corporate counsel for my own job protection and for this, I got fired in retaliation.

Concerning that e-mail to Elise.

 Several FM employees huddled in 2019 around Sayed to coerce him to go to a strip club in DC.  Fahd asked about a good name for a stripper to Sasha in the summer of 2020.  Justin said he would brown nose Allison Tam (graphically) and “get under the table” to get a pay raise  The “other” Keith Wilson (not the Marine) and Deon discussed a girl sodomizing 2 guys and getting caught while on the property of some school in DC  Erik spoke about buying a tent to have his wife sodomize him at Nags Head  Fahd said that Brittany would be “passed around” after she talked with Sasha on her first day  Fahd said that he wanted to look up the skirts of the girl band “Baby Metal”  Fahd and Richard referred to the ACR as a prison/dungeon to the new girls  Justin said, “Don’t say that name (Massa) because we spent 3 days on pivot tables and she doesn’t get it”.  Richard and others spoke about taking vacations to Vegas and going to strip clubs.

28 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder  Elise used the word “twerk” on Teams with many already gathered just before an all hands, Friday EUS meeting and the audio went immediately silent after that until the beginning of the meeting.  Fahd suggested to Alexis that she create the username “booty” for some portal of personal use in the discussion.

If anything, I had a duty to report this to protect Massa and Brittany not merely by common sense or the employee handbook but by law. How is this acceptable behavior by an organization holding $1.9 trillion on mortgages and is 79% owned by the United States Treasury?

I stated in the mail to Elise near the end that “my debriefing report will be scorched earth”. Exhibit 18 demonstrates that this is common English and is in fact characterized by some as an “idiom”, similar to “it’s raining cats and dogs”.

Surely you are shocked at what’s been reported here and do you notice that NO one has been left out? It seems that such completeness of writing against Freddie Mac, fits the idiom.

Actual Job Performance - Ken

Why is this section in this document?

 I was never reprimanded for poor performance.  I performed above the call of duty as shown in this section.  I was fired in retaliation for filing a complaint and not for performance.  Everything mentioned here is true. There are no embellishments.

1. In the final few weeks I worked there I was issuing and receiving (via ServiceNow) 300+ computers per week or by weight (3.4 pds per unit average) or half a ton. (1,000 + pounds) 200 Win 10, 50+ onboarding for new hires and 50+ returns from boxes. Yes, I did this by myself. I also cleaned the Win 10 and onboarding machines (250+ per week) before issuing them.

2. Except for some really heavy car crashes/accidents on 95 and 495, I arrived at work before 7 am, every day for the entire time I worked there. I arrived before everyone except for Lam in the break/fix section and I had to wait to be let in to start my job. I drove 90 miles to and from Garrisonville every day. I waited every day for the full timers to get to work. Once inside, I started work immediately.

3. Because of “early release” on Friday and because of Justin’s sabotage campaign to either come late to work or leave even earlier on Friday than the release time, I worked 1-2, 10 hour days every week so that I could make 40 hours per week. The filed accomplishments reflects actual work done.

4. Was told in 2 different “assessment” meetings that I was doing a “good job at finding something to do”. I had to find my own work to do every single day I worked there. Twice Justin tried to assign a duty of mine to another person in 2020, once on returns to give them to Brian Sosa and attempting to give unboxing to Brittany on a Friday when he knew my schedule was packed and Mark and I already had a Tuesday/Thursday pattern in place. Mark even questioned Sasha as to why Justin and JM were doing this after Mark and I had worked this job together for several months, effectively and efficiently.

29 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 5. Late 2019, developed a system that allowed the finding of returned laptops instantaneously so they could be put on the network and the user could recover their data from their old Win 7 computer. This “finding” led to a tacit reputation amongst the entire EUS that crescendoed right up to the firing.

6. Employees came to me to ask for work assignments.

7. Warned Rajesh not to use Jira because uses the community version of MySQL and that cannot be encrypted. Having the SCRUM/Sprints of code development lost or that information could give insights to FM software code.

8. See the weekly accomplishments filed to Sasha for details on my work.

9. Around July, I arrived before 7 am, checked my mail and responded to Rajesh about the preparation of a laptop and coordination with the Install group to get an urgent set up done. The response to Rajesh’s mail was sent before 7 am. Rajesh wrote a compliment later in the day.

10. For performance, speak to Bonnie, Hiep, Brian, Qasim, Jerome, Dallas, Lam, Tony and Lexi. Keith the Marine noted the difficulties I was having and offered to go to management on my behalf about 2 weeks before being fired.

11. I was not allowed to image computers because of the retaliation by ACR members and yet, throughout the entire YEAR, I was the technical support for Mike Barry including sharing the notes that I took in the very beginning and because of his slowness, I helped physically move the laptops to speed up his imaging. Around August, after unboxing, sorting and saving old CAT 5 cables, I rewired his entire workstation bench with longer cables to speed up the swap process near the floor sliding stands.

12. As mentioned elsewhere, I bought 2 lunches for Deon and brought groceries because I thought he had money problems when he first arrived.

13. I continually sent, always of my volition/effort, various updates to Sasha on a range of items that were of relevance to him. Several of those mails were titled, “minor update” but ended up being a bit long. Information included actual counts, burn rates of supplies/laptops of every sort and inflows/outflows of various sorts. I sent one mail around April/May to suggest buying 3 months of supplies on a block because of a WSJ article that spoke about the Chinese supply chain issue in Feb (CCP virus). I was ignored and then was lectured about the EXACT same thing by Justin around July/August.

14. In the beginning, Erik issued Win 10 machines and then messed it up and got fired. Then Sayed and he was fired and then Jerome and he messed this up (and I helped him fix his count and explained HOW to fix it) and he moved to the Install group. Then Danette did it and then got pregnant and started “working from home” so then I took over. It started with 70 and then eventually ballooned to 200 per week. I had to watch the G3 and Dell supplies of raw machines and those imaged so I was of my volition, in constant contact with Sasha, Mike and Mark McClelland (for returns/recycle of G3’s) to make sure I had the right mix of workstations, mini’s, Dells and G3’s.

Based on the Project Manager (Win 7) experience I had on 2 migrations at the Smithsonian, I realized Krishna, Rajesh, the Install group and the ACR were all losing track of the migration because they did not have a single sourced Excel sheet. I said this to Sasha. As I began issue out machines, the Install group constantly came back to me saying that I lost something. My reputation as a “finder” had already been somewhat established but now it was fully cemented so EVERY single day for at least a month, I spent time, looking for the computers issued out that the Install people misplaced. 30 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

For every day’s migration, I was already putting the units on individual pallets in the Install area with the sheet that contained the asset tag, the user name and the ticket number, all of which were copy/paste sourced from a spreadsheet that came from Sasha which was edited from the one he obtained from Krishna. There were NO mistakes. All assets had a ticket with them.

I decided then to create a TEAMS channel, adding the Install people and Qasim and Sasha and putting my actual Excel sheet of machines I issued embedded in the Teams chat itself. That started off with about 4 people and on the day I was fired, there were about 20 people and Qasim had given the channel a formal name. It got to the point that after I issued the machines, an Install person (Brian W or Hamzah) would take my sheet, backcheck, approve and then I would announce in the Teams channel to all.

Because of cancellations/reschedules and my need to move things around with only having 3 pallets for 5 days, after one day, I started putting the leftovers on a “back pallet” and scanning them every day. I realized this would be easier in the Teams spreadsheet so I added a tab and then updated that tab on a daily basis. I also explained this in person to Rajesh. The main sheet itself in Teams had far more detail including the old machine so that new and old for Win 10 were on the same row and one could track the ingress and egress for each user which is, as you can see, the job of the PM Krishna. (Yes, leading from behind)

Further, because Mark and I were involved for some time in unboxing returns, I added a third tab to this Teams spreadsheet so that if users claimed they sent their machine back and it has passed the 3 day quarantine hold, it would be there in the sheet and set as “returned” in ServiceNow while being on the returns shelf in the ACR for data recovery and then either evaluated for reimaging (G3) or disposed of. This was extremely convenient for all because one only needed to open the spreadsheet to see real time data of the root of the migration itself.

15. Because we were constantly in crisis mode on G3 and Dell machines of all sorts, just before Mike Heberle left and while I was unboxing in the hallway, we had a conversation where I offered to send “return your computer” mails to 20 people per day to accelerate that process and I suggested that they buy as many Dells as they could since there was a model close out and they were 10% off. He said he would order more but FM delayed and the schools in NOVA bought everything and FM was unable to buy any Dells of the closeout 7400 model.

16. My work from October 2019 to the CCP virus was partially centered on Win 10 returns but by the time I was fired 9/11/20, I was doing returns from the service center, returns by Transfer Order, returns by mail/boxes (including unboxing 70-100 at a time), returns from the Install people, cancellations, issuing each week’s Win 10 set (in a very narrow window on Friday because of early release or Justin’s sabotaging and leaving even earlier), issuing for 3 onboardings per week (FT and CW), packing the onboarding bags, swapping assets that were defective or were VDI return/swaps, looking for assets for the Install group, looking for assets for the security person (offsite), answering requests/ taking orders from Qasim, Rajesh and Krishna directly (and they were NOT my managers or even in my group) and issuing random one off requests. I also unboxed assets of all sorts and in some cases tagged and associated them in ServiceNow.

In those last weeks I was doing the work of about 3 people.

On that last Friday, they pulled a sabotage move on me again with EVERYONE, with NO notice, taking lunch at 11 am when they knew that Sasha had given me the Win 10 list at around 9 am. (No badge 31 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder access to my work room for over 14 months) Around 11:30 Rajesh came to me with a request from Krishna to immediately issue 8 machines, not telling me that they were for a particular use and needed to be HP so I issued Dells because it was a Win 10 upgrade. Rajesh then told me and I had to swap all of these around noon and I did and took lunch. After a 30 minute lunch with the machines on a cart he said that I did not issue one, a common behavior at FM (“gotcha” attacks). We counted the units on the cart right there in front of him and there were in fact 8 units. I believe Rajesh is a patent holder from a previous line of work.

17. Hiep gave me an Amazon $25 gift card in late August 2020 for keeping the onboarding process under control for him. Exhibit 48. The onboarding process involves many people. For my part, I made sure we had the right bags, accessories and laptops and that they were issued on time. To the highest level of FM, a mail was sent from an employment vendor about the quality of FM’s onboarding process on the second page of Exhibit EF-8. Angelo Poulikakaos of Proviti says, “…your ability to quickly respond and establish a contingency plan on such short notice is impressive……this has allowed us to stay on schedule relative to our commitments to Freddie……you guys did an exceptional job.”

Torts and Legal Issues

Joint Employment

Exhibit 3 outlines the rules on this. I was fired by Elise Cocks and JonMichael Monheim in retaliation for this e-mail reporting abuse. FM did not merely “supervise and control” my “schedule or work conditions to a substantial degree” but instead they had ABSOLUTE control and they abused that as well. I spoke with Blue Ally maybe 4 times between January 1 and Sept 10, 2020. All “supervision, direction, hours of work, discipline and discharge” were controlled directly by Freddie Mac and in particular, JonMichael Monheim which he and others abused.

Jim Jacobsen of Blue Ally himself said on 9/13 in a phone call that he told Elise, the faults that brought about the firing by Elise “had nothing to do with Blue Ally” and he is right. Further, October 28, 2020, Jim called and indicated that he “lost money on the end of the contract” because it was terminated early. I’ve had more contact with Jim at Blue Ally SINCE I was fired than the entire time I worked there!

Elise, in her own response said that I should talk to Blue Ally about the issues that I raised at Freddie Mac. That makes no sense. All of the faults and suffering were solely due to Freddie Mac and the e-mail is a protected objection by EEOC law to what took place there. Blue Ally has NO connection with the actions of Freddie Mac full time employees which are blatantly illegal and in violation of Freddie Mac’s own handbook. Exhibit EF-11.

Breach of Contract

Original Job Offer – Exhibit 2

Specified in job offer Actual Performs PC imaging Blocked from doing this Provides Mobile Device Activation Never did it Monitors and routes tickets Never did this Tests new operational hardware and OS Never did this Develops and executes Project Plans Never did this 32 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Reports on Service Delivery Never did this Visio Process Workflow Never touched Visio Reviews completed tickets for completeness Rarely had tickets Provides input to Desktop Tech Best Practices Never happened Knowledge of Workspace One Never touched this

Actual Work:

 Unboxing non stop  Wiping machines and LCDs because there was nothing to do for 2 months  Tagging and association in ServiceNow  Receiving returns and cancellations  Issuing for onboarding and Win 10  Packing backpacks with accessories  Counting and testing power bricks  Counting headsets for disposal  Answering Mike Barry’s question about imaging problems while being blocked from imaging  Sorting stinky/dirty laptop bag returns and accessories  Constantly counting assets and reminding FT’s that things were running out quick

1. I did not agree in any contract to be stood down the 3 weeks of Thanksgiving, Christmas and New Year’s without pay.

2. I did not agree to this in the contract. “You do a good job of finding something to do” – JM and Sasha huddle room review – 2 different times.

3. I NEVER agreed to be given orders or any attempt of “management” by Fahd or Justin or anyone else and the agreement which started with Nick and Adam in the interview (both of whom retired) driveled down to JM and Sasha and it was agreed upon in two different huddle meetings that this was the hierarchy.

4. I never agreed to work on a contract that was a paragon of gross mismanagement, waste and negligence.

5. I never agreed to work in an organization that had 2 sets of rules (one with the Employee Handbook and the other the ACR according to JonMichael Monheim) with the latter being, “what goes on here, stays in here”. The retort to this is that JM said, “If you have a problem, let me know”. I did, 3 times while I worked there and the problems were not fixed. I then went to Elise and was fired by Elise and JM in retaliation for reporting problems.

6. I never agreed to work more than 40 hours a week because people intentionally came late to work, took long lunches, left early or took early release near holidays or on Friday, in order to just make 40 hours a week.

7. I never agreed to work in a place that is referred to by employees as a place of demotion, punishment, “dungeon”, “prison” or a place “where you rot”.

33 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 8. I never agreed to a job where I would actually be deskilled. This the first occurrence of this in my entire life.

9. I never agreed to work for over a year where I didn’t have badge access to my own office nor in a place where I would have to wait like a dog for people to open the door for me at all hours of the day. I also never agreed to be compared to some crook from years ago who took and sold FM assets (hence no access), to be denied access while Massa, fresh out of school was given access or to be told by Richard 3 different times when waiting to be buzzed in (July/August 2020), “I’ll think about it”.

10. I never agreed to have my contract cancelled in March 2020 because Blue Ally and JM failed to talk to each other.

11. I never agreed to be given directions by Krishna, Qasim or Rajesh in relation to the Win 10 migration or in particular to the affairs and needs of the Installation group. I also never agreed to be their “finder” for machines that they continue lost or could not keep track of and I certainly did not agree to be the “fix it” guy for the assignments given to Jose the Install contractor (by Rajesh, Mike Heberle or Qasim) and yet, all of this occurred. I also did not agree to answer to the security section to help them find lost assets that I had nothing to do with and yet I did.

12. An HR person around October 2019 told me in person that everyone is subject to Freddie Mac’s code of conduct. I did not agree to suffer any violations of this: Exhibit EF-11.

13. I did not agree to be fired in retaliation for Freddie Mac’s failures: Exhibit 10

Hostile Workplace

See Exhibits 32, 33, 34, 35, 36

Some of what is said here will apply to religious and sexual harassment claims as well.

Justin (a high school graduate level intellect)

1. At the outset, Justin repeatedly over about a 2 month period went around the room to JM and Fahd and others asking if there was an apocalypse, “Who would you eat first?” and then ensuing on a long, forced conversation with loud, attention hoarding cackle laughing.

2. Justin said, 3 times during the month of July 2019, “I like satan”.

3. 8/13/19 and 8/17/19 in the disposal room, Justin tried to induce me to steal a laptop bag. 8/28/19, he tried to induce me to steal a cable. Sayed was fired for piling on too many eggs at the cafeteria and not paying for them. (stealing)

4. 10/2019 – Deon needed access to certain portals to do his job and Justin said to Deon, “You don’t have access yet so you are a worthless piece of shit and you’re fucked.”

5. June 11, 2020 in response to a question from JM, “Fuck yea” and then talking on a topic later, “…..so you can fuck it up and get blamed for fucking it up”

34 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 6. July 13, “Why the fuck would you want that?” “What the fuck” “Send them a fucking workstation”

7. July 17 11:15 to noon looking at the new Ford Bronco commercials on the Internet, “You’re never going to get rid of that fucking thing.” “It doesn’t even have a fucking hitch. Sorry, not a fucking hitch”

8. July 27, 2020 Non stop “f….” that day from Justin

9. July 28, 2020 “Why spend the fucking money when you have the solution in house?” (Dylan on the same day with Justin, “Fucking manager, stupid fucking meeting”) Justin – “What the fuck” “Why isn’t Benton fucking doing it?” “What the fuck is going on?”

10. August 2020, “Nice as fuck. Brand new fucking television” “(the) ending ruined the whole fucking show”

11. During Summer 2019, Mike Barry asked, “Who made these burritos?” Justin: “I did. I pooped, didn’t wash my hands and then made them.”

12. Sept 4 talking about equipment, “damn cable and Mother f********* motherboard”

13. One day I came to work to find that Justin had purposely put a LCD stand in my chair just to provoke.

14. In the Fall of 2019, I went to my chair on the bench around lunch to find Mark McClelland sitting my seat eating lunch. Both Mark and Justin thought it was funny and Justin said, “Frank is thinking about making everyone’s spot a ‘hoteling’ space.” The “Frank” in this case is the CIO so somehow Frank is aware of my particular seat in the ACR ……via his “messenger/enforcer” Justin??

15. In June 2020, seeing the problems with the CCP virus and ordering supplies, I wrote a mail to Sasha suggesting that FM buy about 3 months of supplies because of the article I read on supply chain disruption in China so as to protect the pace of onboarding and the pace of the Win 10 migration. In August, Justin lectured me about with the EXACT same words as if they were his own.

Fahd

1. Late August 2020, talking to Massa, “I’m a fucking moron”

2. Fahd and one other watched the movie “Kung Fu Hustle” nearly in its entirety during work hours.

3. “We hate CW’s”

4. “You know how you can tell I’m angry? If I say ‘what the fuck’, it means I’m not that angry but if I’m quiet, then I’m really angry.”

5. “You know why we hated you when you first came to work here?”

JonMichael

1. “We like to haze CW’s” Exhibit 27 and 28

2. “We like to beat CW’s” Exhibit EF-1 – picture of his beating stick

35 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 3. “What happens in the ACR stays in the ACR.”

4. “If God exists”

5. Talking down to CW’s “Sayed, you’re young and you have so much to learn”

6. “Where is Sayed, I’m going to stab him” Exhibit 43. Do we not see literally an international uproar because of the stabbings in France and Turkey and Indonesia (former PM) egging this on? (Oct 2020) How is this acceptable language at Freddie Mac?

7. During an all hands EUS meeting around May 2020 JonMichael said, “We don’t need a baseball bat”

8. “Throw things at Mike Heberle since he’s leaving”

9. In June/July 2020 during a meeting via Teams only to the CW’s, “Be nice to Massa because we’ll be getting feedback from her”

10. The last Friday I worked there. Sasha, “What’s going on?” JM “More of the usual”. (JM was called into the office because of the mail sent to Elise by me. That comment was directed at me.)

11. Concerning Massa before she came in and if she was a permanent employee (question by FT on the Monday meeting) “After a year we’ll see if she’s a good fit or not”

12. While the full timers came late, left early, took long lunches, called in sick and dodged work, I had to send a mail when I arrived and another one when I left, every single day and if there was a car crash, I would have to make up 15 minutes or more.

Richard Pham

1. “Stay in your lane” - A 30 year old telling a 55 year old (me) or Mike Barry that “It’s good to stay in your lane.”

2. Use of foul language on a regular basis

3. Three different times and not in sequential days when I needed to get buzzed into the ACR and Richard was at the window (2020), he said, “I’ll think about it”

In General

1. All the cw’s have this “hazing” experience before they become FT’s (several people have said this)

2. There was incessant “Pokemon” playing on the phone and discussions during the first few months of the contract.

3. Mother F…..er was used in the ACR as well.

4. The full timers spent considerable amounts of time discussing pay, raises, days offer, bragging about vacation time and whining that they wanted a raise while literally doing nothing all day.

36 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 5. People watched Amish movies and engaged in online shopping during work hours. They watched nearly all of Kung Fu Hustle. (HK movie)

6. When Brittany and Massa were brought in, 7/27/20 Fahd, “Welcome to the prison” Richard, “Welcome to the dungeon”. When Brittany came in Fahd said, “This is your new cage where you’ll rot for 40 hours a week”. Fahd then said, “I’ll give you to Sasha and then we can pass you around”

Sabotage

1. 8/13/19 and 8/17/19 in the disposal room, Justin tried to induce me to steal a laptop bag. 8/28/19, he tried to induce me to steal a cable. He was trying to get me fired. In 2020, he tried to induce me to leave the ACR and move to the Install group. He has a high school degree and ZERO managerial authority.

2. JM, Fahd, Justin and others continually withheld relevant work information from me the entire time I worked there.

3. Mike Barry never made 40 hours a week because of Freddie Mac’s policies.

4. I was blocked by JM from working hours to make up for lost holidays in the same week.

5. I was told that overtime might be possible coming on to this contract. JM blocked and gave all of it to full timers.

6. I was blocked from imaging computers and yet Mike Barry came to me the entire time for technical help and physical assistance because of his weak physical abilities. (57)

7. Early release came in May 2020 and the entire time, Justin and others went out of their way to sabotage my schedule. They knew that I came to work before 7 am and yet they would show up as late at 8:15. This was done with great malice and as for the Friday release, more than once they conspired to leave even earlier to cause me to lose a 40 hour week and they would do so with NO discussion, announcement or notice. They knew I was angry about this having to work 10 hour days to get 40 hours in a week. One day, they left Fahd holding the stick and he was very angry for having to stay until about 2:30 so I could get my 40 hours. In August, Sosa and Justin left early with no notice on a Friday after coming late several mornings that week. (Justin) Richard Pham picked up on this habit of sabotage as well. Mark did not but he knew EXACTLY what was going on. JonMichael was fully aware because I complained about it and he protected all of them. Exhibit 39

What was said in the job offer and interview (with JM there) and what was going on in that ACR were day and night; a complete blindside. These were not variances. This was a massive lie and a racket.

8. On the Friday before Labor Day 2020, everyone in the room, with no announcement decided to go all the way to Maryland to a food truck at 11 am. Fridays, with early release were very busy days because I would have Win 10 issuances, interruptions by the Install group to “find” machines they lost and the Monday onboarding assets for Hiep all in a Window between 9/10 am and 2 pm with a 1-2 pm all hands meeting and a 30 minute lunch. The list from Krishna sometimes was very late on Friday and the HR list for onboarding would sometimes come at 11 pm or even 1:50 pm.

37 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 9. Upon returning to my seat late 2019 after lunch, Mark McClelland was sitting in my chair at my spot on the bench eating lunch with Justin. Justin declared as if he and CIO Frank Navarro were on a first name basis, “Frank has decided that Freddie Mac may go to a hoteling scenario so no one has an assigned seat.” So, this gave Mark and Justin the right to conspire to sit in my seat for what offense??? Justin and Mark thought this was very funny. Within a few days, I also came to work and found on my seat alone, a huge LCD stand in my seat, again, done just to provoke me and to try to get me to quit Freddie Mac. Notice the parallel of this high school graduate’s judgment campaign here and the “Don’t say that name” statement about Massa. Fahd carried on this way as well (look at their mail and text messages) against me, Sayed, Mike and Jerome. Fahd tried to induce me to attack Mike after he left work for not having the right thumb drives for imaging old systems that had just come in but in fact, Mike had been imaging new Dell workstations for weeks and there was no reason for him to have them especially since Justin was the controller of that asset.

10. “You’re good at finding things to do” and yet I was blocked from unboxing and tagging new Dell computers. By taking away my job, they could undo the ugly long list of accomplishments I struggled to achieve to KEEP MY JOB!

11. Fahd constantly attacked my reputation. He attempted in 2019 via Rajesh, to blame me for not carrying out cancellations on numerous machines in ServiceNow (thanks to Krishna and arrogant users who refused their migration appointments). He, JM and Sasha conspired to have Deon back check a large spreadsheet of machines that I had already cancelled in ServiceNow. When I heard them assign this to him, I asked for the sheet to fix my own work and Sasha blocked me so when they left, I asked Deon just to send me the copy. It was very evident that he was struggling with the assignment. Using techniques in ServiceNow and Excel, I updated the status of Deon’s list and gave it back to him in about an hour. The anger by the full timers was palpable. Clearly it was a trap and the next day when Sayed, told Deon that I did his job for him, Deon vigorously denied it but they both knew.

12. In the last two weeks of May when Fahd was supposed to be at work backing up machines, he came late or called in sick. Then 6/11/2020, he came to me demanding to know what was going on with all of the “pending legal release” machines. I had not touched that job in months and I found out that Mike had been doing it. Fahd was looking to blame me for “lost” machines. (Notice in July he said, “you know why we hated you….”) Justin had instructed, using a list provided by Sasha, to sort out machines that were set for disposal and put them all on a pallet. I did and yet somehow now Fahd indicated that in this huge set stacked 20 units high in piles on the pallet, that 8 units had to be found for data retention.

I had used a roll of shrink wrap to manually go around the stacks so they wouldn’t fall when they used the pallet jack. Now I had to take them off and begin looking around. About that time as Mark was getting ready to ship 2 boxes to his own mobile users, he put his box and materials on my loose stacks and one entire stack of 20 + laptops toppled into the floor. His first words were, “That’s not my fault”. Then he did it again and knocked over a second stack. Richard was near the main window, Mike was about 5 feet from the event and Fahd was nearby. The room had a moment of silence waiting for my reaction. It was a taunt to provoke me to anger.

Mike offered to help stack them up but I refused. Their collective energy to provoke me and get me fired was directed at me. The silence was almost in slow motion. The room stood still.

From that day, Mark disengaged his cooperation with them against me. He spoke to me differently. He acted his age with me and we were productive. I didn’t say anything to anyone. He did that of his own volition. Mark even added me to the Win 10 Teams chat group. It was evident on his face (surprise) that others were sabotaging me on this acces. 38 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

13. Around the next to last week before I was fired, after Mark and I had worked months together on unboxing units (keeping the back room empty and returns done in a timely manner after the quarantine), JM shows up on site and decides, with no notice or consultation to unbox everything (even early) in the back room and takes Brittany back there with him to do this. I always asked Mark if this “day’s” units were all brought out (twice a week) so there was nothing pending. They unbox 137 machines, bring them into the ACR and then do NOT update the status in ServiceNow so they are technically still in the users’ hands. I waited several days for Brittany to do this since they seemed to be sabotaging my work and workflow and she did nothing so I took over the job again.

Then Justin sent me an email telling me that they would be opening boxes on Friday instead of Tuesday Thursday, again without consulting with me or Mark on our work and the system we had in place for months. They knew from Sasha’s reports that I was having a hard time getting work done on Friday because they were already cutting out late and the sheets from HR and Krishna were coming at a time that put enormous pressure there to get it done. To put this in perspective, Erik and Dannette both worked to issue Win 10 machines (2019 and 2020 respectively) at the rate of about 100 units per day. I issued, 100 machines for the Win 10 migration, in just over 2 hours!

JM knew this and he knew how I felt about Justin because in early 2019 I told him directly that a person who speaks of brownnosing him (JM), graphically and “ooooh I smell raspberries” is NOT FIT for any kind of promotion in life in any job. I also told him that having worked with very technical MS and Linux people over the years (CIO’s, directors, masters and PhD’s) that Justin was not a very technical person. JM went on a cheerleading rant on behalf of Justin which is precisely why Justin was promoted to “professional” and probably was put in for the CEO’s award that’s given to about 14 people a year.

Now as to Justin’s mail, I told him that I would concede to this change, that I had not been consulted, that we had a firm working system in place that was on time (with Mark) and ….that I reported only to Sasha and JM. Justin wrote something back the next day. I didn’t bother to read it.

Mark asked Richard on the day before I was fired, “Why are we changing this around? Everything has been working just fine.” I cleared the back room of 5 cart loads unboxing that last week (usually did 2- 3), rearranged everything for the following week into a corner and reported this Mark and then scanned all of them in to ServiceNow, returned them and posted them to the 3rd tab in the Teams Chat spreadsheet I created (with the 20 members including Sasha, Qasim and Rajesh) on Thursday 9/10/20.

Friday, 9/11/20, I stayed 15 minutes late and issued everything for Win 10 and I think for the onboarding as well. (for Monday)

14. Recall from the previous section: Justin said 9/4/20, one week before I was fired, “I get what Jon is going after but I have my own goals so fuck you Jon” in the ACR while JM was offsite. Fahd himself and others said that JM “might get fired” and Fahd said, “If you have something, you should go to Rajesh” at the same time he had said, “you know why we hated you” in the second week of July 2020. Again, Justin bragged about leaving JM out of mail to Mike Heberle in 2019 for Saturday work on Human Scale installations. It’s very odd that Adam called Justin, one month after retirement, that it seems that he and Heberle went out for lunch around the time of Heberle’s departure and that Justin ingratiated himself with Allison Tam after saying the same about her (“brown nosing/wiping the peanuts” to Mark McClelland with Sosa nearby) and that he would “get under the table” to make more money.

39 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 15. When Sosa had his duties taken away and given to Danette and he had to come to work, there was an attempt by Justin to give the transfer order/Win 10 onsite/service center return job to Sosa which I had been doing for months. (Remember, I had to look for work to do to keep my job the entire year. – Ask Mark about how many machines I wiped in 2019 and his “you like wiping these don’t you” comments constantly. There were also attempts to give some of my work to Brittany. There was no order, discussion but just sabotage.

16. Summer 2020, when Jerome was still in the ACR, I was leaving before they did on some days and so one day I saw the company newsletter and Mike and Jerome’s pictures with Sasha in the background showed up for “working so hard during the CCP virus”. Elise and others did this on purpose in spite of the fact that I was providing “help desk” support for Mike’s imaging issues and fixed Jerome’s entire week of Win 10 issuance ticket problems (literally one by one with scanning again, spreadsheets and ServiceNow) and yet a week later, Jerome was at his desk surfing his phone because he had nothing to do and I was busy of my own volition the whole time. What a campaign!

17. In late December and early 2020, Fahd was on the Win 10 group for HQ 4. The HQ2 people brought their returns every day but Fahd sabotaged me by bringing everything on Friday (before the early release and before I was issuing for onboarding and Win 10 migrations). Then Fahd would tell others that I was not doing my job when he brought machines in as late as the next week and then demand answers as to why I had not finished. Sasha saw this. Later in 2020, they even found some of Fahd’s returns that he had left in HQ 4 for months.

18. In the July 2020 “You know why we hated you” attack, he said, “I like to push things to the limit to test everyone to see if they will fire me.”

19. JM singled out the CW’s in a Monday meeting around early July saying “Massa is coming on board and I want you to support them. I’ll be getting feedback” (That was just to us.) So I wrote a mail to Massa suggesting that she take advantage of Udemy for free at FM and to consider taking 4 graduate classes for a masters certificate in security at George Mason because no one respects an undergraduate in the job market and that would be cheap, not mention, FM would probably pay some or all.

Surely this got back to JM and others. So when I heard that Justin/Fahd were “teaching pivot tables” to Massa and heard her insightful questions, I suggested that she ask for ServiceNow training because she mentioned to me that she went to VCU (so did I) and that she studied SQL (so did I at Montgomery College) and because that it made no sense to do reports/analysis by pulling data out of SN and into Excel when queries in Service Now would surely do this. (Another reason why I connected the dots that day she asked me for work and I explained ServiceNow, SQL and the issuance of Win 10 machines as a single thought)

Again, this got around. On her first day in, Fahd brought her in and I passed them as they were coming out of the elevator, myself going in. Fahd said nothing….no introduction 3 feet away. When I came back from that break to my desk, Fahd introduced Massa to EVERYONE in the room except me. He did the same “non introduction” kind of maneuver a second time. It took about 3 weeks of coming in/working from home before I finally just introduced myself.

This is very remarkable because only days before when Fahd said, “You know why we hated you when you first came in. He knows (Justin). It’s because you didn’t introduce yourself when you first came to the ACR.”

40 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder So here Fahd retaliates yet again with a new hire by purposely introducing Mike on the other side of the room and then moving on. Nothing at the elevator, nothing in the room.

Hence you should not be surprised in my mail to Elise when I said I would never work for FM again and that it’s the most unprofessional place I’ve ever been.

There is something seriously wrong with you people.

The Fahd and Justin campaign of threats encouraged by JonMichael

See Exhibit 32 for law on this. Cornell’s Law dictionary definition is also relevant: Exhibit 26

In the rest of this document, efforts are made to provide evidence of wrongdoing against tort laws or EEOC regulations in this personnel section (as opposed to the IG section and other violations). This section is a good example of intimidation, retaliation, malicious hazing harassment and intentional infliction of emotional distress all of which are torts.

However, this next discussion is set apart because it’s difficult to categorize and is unique compared to all other offenses outlined in this complaint. It is a prime set of evidences that demonstrate the malicious and recklessness of the employees actions against me and others. Section 18.2-416 criminal code

Around the end of August, Nick Prodanovich who was JM’s manager put in for early retirement and during one of the last EUS meetings, he discussed the group activity in Loudon county for everyone. He went on to explain that because of legal issues, contractors were not included but “We love you” were his words. One point before we get the main issue, Fahd Choudry was notorious for coming into the ACR and starting a sentence with “You know what I hate….?” or “You know what makes me angry…?” over the 14 months of working there. In August 2020, he also, just walking across the floor said, “I hate most people” and Massa said, “I like my phone”.

So directly after that meeting, Fahd and Justin purposely drew near but not enough to suggest that they were speaking to me and Fahd, in direct response to Nick’s statement shouted, “We hate CW’s”.

This is against the backdrop of JM’s “CW beating stick”, JM’s statements, “We beat contractors (8/26/19), “We like to haze CW’s” ,“We like to beat CW’s with a rubber hose” and both Richard and Sasha’s admission that “hazing” is part of the process one goes through as a CW before becoming a full time employee and that’s just the way it is. One said, “Everyone goes through it”.

(Sasha said to me in August, “I wish we had gotten rid of that stick”.)

On 8/16/19, in an oblique message to me, Fahd said to Justin, “Justin, I just want to tell you that you totally suck”

There is an intentional structure for harassing people that is viciously protected and intentionally encouraged by JonMichael Monheim, a guy who bragged about being a drug runner (mule) for his boss at another organization before joining Freddie Mac.

A month or two later, again Fahd and Justin were together at a distance and Fahd said, “You know if there was going to be a mass shooting, it would be the CW’s who would do this”.

41 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

I took extreme offense at this. Defaming my character as a CW to suggest that I would be involved in a mass murder of other people is just unbelievable. I complained about this to JM and about a week later, Fahd retaliated again by coming near where I was working with Justin and asking Justin, “If I was a girl, what would be a good name for me?” Fahd did this provoke me because he knew of my Baptist background. Fahd at one point this year, scowling and out of the blue, walked from the main window to my desk to tell me alone “clean your desk”. I also told JM to take Fahd off of the arrival mail that we had to send each day because “I’m not reporting to him” and JM pushed further by putting Fahd on site with no one else and by saying “He’s a senior”. Clearly JM had the intention of hiring contractors to do the dirty work so that they could all be promoted out.

In the spring of 2020, Fahd was the last person on site and he made up procedure whereby people would leave in 15 min increments. He purposely told Mike Barry to go first. There were no other full timers in the ACR room. Then, with Jerome Wilson sitting on the bench about 10 feet from me, Fahd came over and with a smile said, “You know how you can tell I’m angry? If I say ‘what the fuck’, that means I’m only a little bit angry but if I’m silent, I’m really angry.”

This was directed at both Jerome and myself. Jerome made a very strong complaint to Sasha threatening to go to outside (lawyer/Feds?) sources to stop the attacks from Fahd and certainly it’s one of the main reasons why Jerome moved to the Install group. I believe it was so bad that he had conversations with Rajesh about this.

Fahd in 2020, out of the blue said to someone,”If you like something hilariously perverted….” and then went on.

Everyone knows about Fahd. Sasha said to me about a month before being fired that “Fahd hated me too when I first came here” and yet Sasha is the senior lead in the ACR under JM. Sasha and I got along.

However, Sasha went to Hawaii with Fahd in 2019. Thus when there is problem with Fahd or Justin, there’s no one to turn to and hence Elise had to be contacted with the mail that was sent.

The second week of July, Fahd approached me and said, “You know why we hated you when you first came here?”

Who is Fahd? Who is he to make these kinds of statements to me personally? Notice the connection from a year before when he shouted, “We hate CW’s”. (Do you hate them while you’re watching the movie Kung Fu Hustle on company time while I do the work??) Who exactly is the “we” and why is there more than one person on some campaign against me? How is this legal? Why am I’m being threatened by “we” at Freddie Mac which is holding $1.9 trillion in U.S. mortgages and is nearly 80% owned by the federal government? http://www.freddiemac.com/investors/financials/pdf/2019er-4q19_release.pdf

Why then did I write that letter to Elise to keep Fahd away from Massa Sita, the 22 year old “greenie” from VCU?

The EEOC says that punitive damages are available when there is malice and that it “depends on the employer’s state of mind”.

What was Freddie Mac thinking in keeping Fahd, Justin and JM on the payroll?

Fahd continued by saying, “He knows” with Justin laughing nearby and Fahd indicating he was one of the others in the “we”. Fahd said, “We hated you because you came and would not introduce yourself”. 42 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

That’s notable because the first day that Massa came on site, I was entering the elevator and Massa and Fahd were coming out and Fahd said nothing. Then in the room later, while sitting at the desk, Fahd went around the room to everyone and introduced Massa and purposely skipped me. Such petty ostracism and yet it made her appearance every day very awkward and I assume this was engineered not just by Fahd but by Justin and JM as well. I say this because the last day I worked there when Sasha asked JM what was going on, JM said, “Same as usual” and he was called in because of the e-mail about him sent to Elise.

I few times in my life something has happened that is so terrible that I feel “struck”. For the next 2 Mondays, because I could not get this out of my mind, I left work early. I had chest pains because of the stress induced by this attack. I said something to Sasha about this and then again, in hearing distance, Fahd goes to Sasha and says, “I don’t care if I’m fired”. “Sasha, I need someone to love me”, and he went on with it, embellishing to heighten the sarcasm and retaliation yet again as was his pattern. He had said previously during the “we hate you” lecture that he intentionally pushed the limits to see how far he could go in Freddie Mac and that they would not fire him. Non stop taunting.

Jerome left the ACR altogether and in the Fall of last year, Sayed said more than once to Fahd, “Dude, what is your problem??!” Fahd made threats in anger to Sayed early on that “better not make any mistakes”. This is the same Sayed of whom JM said, “Where is Sayed, I’m going to stab him” as he walked past my bench location. For reasons unclear (and both Sayed and Fahd are muslim), they decided to meet in the late Fall of 2019 on a weekend outside of work. It seems that Fahd provoked Sayed so much that Sayed picked up Fahd and body slammed him on the sidewalk, given this is how Sayed told the story and Fahd did not deny it.

Fahd came to me in the early summer after Mike Barry (imaging computers) had left and was angry that Mike did not have a large number of a particular kind of USB drives to image older workstations and indicated that he was going to make a complaint. (That would be to JM) It was nothing but defamation. Mike had been imaging the new Dell workstations for weeks at the direction of Sasha and thus was using a different stick for the purposes. Fahd was looking for fault that he could report against Mike and I stopped him with the facts. The next day, Mike was surprised to hear that Fahd was attempting this.

When I asked a question in August about Massa to Justin, he said, “Don’t say that name. We have been working on pivot tables for 3 days and she doesn’t get it” (Thus Massa like everyone else except JM, Fahd, Justin and Richard are all stupid –a year long observed trend) A couple of weeks later, Fahd was sitting at the front desk with Massa and he as showing her some sort of violent videos because she verbally reacted to them. Fahd also provoked with the question to her (8/11/20) “How do you feel about unknown racism?”. No work or training was being done but this was JM’s fault, just as leaving her with Richard who hit on her in the Install room for over an hour with Dimtri joining in or Richard having Massa push him on a cart through the hallway and past me while I was unboxing returned Win 7 laptops like children on a playground. Massa had no discernable assignments. She came to me in September asking for something to do because other FT’s told her I was busy all the time and would have work for her to do (as a contractor???) In one weekly meeting JM asked her, “What are your work plans for this week?” (to a newly hired college graduate!)

This is JonMichael’s ACR and it’s the reason I sent the mail to Elise. It’s bad enough the threats and harassment I endured but once females were involved and young people who have no experience with these kinds of people, it was time to step in to protect them. Keep in mind too that Nick who had been with FM for more than 20 years, was said to have wanted to fire Fahd earlier, partly for some misconduct on a trip to Atlanta on business.

In that same “You know why we hated you…” attack, Fahd also said that JM might not be along for very long and he attempted to coerce me to bypass JM and to go to Rajesh because “he understands and is technical”. 43 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Justin was a similar kind of back stabber by bragging in 2019 how he left JM off of a mail about human scale installations on a Saturday but included Mike Heberle, JM’s boss. Justin said 9/4/20, one week before I was fired, “I get what Jon is going after but I have my own goals so fuck you Jon” in the ACR while JM was offsite.

With this kind of outrageous behavior and the date proximity to my firing (9/11), you can see why I wrote an e- mail of concern about issues and Massa’s safety/future at Freddie Mac as a new hire (as well as Brittany) and this does not include the sexual statements that I outline in this document which are utterly incongruent with female employment but then this follows JM’s statement “what goes here, stays in here”.

Just to let you know:

1. None of this would pass the “corner office” rule 2. There is one Freddie Mac, not two 3. There is one employee handbook for everyone 4. What’s been said in Teams, personal phone texting and in mail is probably much worse

Foul Language and Hostile Work Place

There is an ocean’s difference in a few off color words and what happened here at Freddie Mac. One organization similar to Freddie Mac is Goldman Sachs with a balance sheet of $1.14 trillion who took the following stance against foul language far less egregious than FM as seen in the WSJ, Exhibit 34.

Refusal to engage in litigation hold (Obstruction of Justice) VA Bar violation

Exhibits 14 and 15 show these efforts. The refusal suggests a conspiracy to cover up wrongdoing and that would be a violation of Exhibit 13 or the Va Bar rules of lawyer conduct.

Defamation

1. JM and Elise have both told Jim Jacobson that I’m a “security threat” to FM because of using the term “scorched earth” in the following sentence to Elise.

“….my contract ends in December and I will ABSOLUTELY NEVER work for FM again in my lifetime. My “debriefing”report will have even more detail and will be scorched earth.”

I stated clearly that the “report” (meaning this very document) would be “scorched earth” and I think that with the stunning details, I’ve followed through.

2. Fahd and Justin came near me to say, “You know who would likely bring a gun in here and mow everyone down like the post office? (Who?- Justin). It would be the CW’s.

3. It’s very clear that there was a campaign against me given the “We hate CW’s” early in the contract and the second week of July, Fahd saying “You know why we hated you when you first came here?” The sheer volume of attacks is recorded both in FM’s Teams, e-mails and other communications and in the personal devices of the defendants listed here. Three times, counsel has been told to engage in a litigation hold and refuses to do this. There is a stunning amount of defamatory material to be brought and will be by subpoena in court.

44 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Concerning litigation holds for materials that will show defamation, Litigation hold letters were sent for both FM and personal mail/texts to Greg Watchman and to JonMichael Monheim. Freddie Mac has run a severe risk of obstruction of justice (Exhibit 14) for refusing to do this and is frowned upon in practice. Exhibits 15, 16 and 13

Patterns of Behavior (historical and present)

The EEOC speaks of patterns of behavior in Exhibit 24 and of frequency in Exhibit 25. The Dept of Labor echoes the frequency statement in Exhibit 40. For Freddie Mac, moving to the present and not published reports from the past, in this precise case, we see the following patterns. Exhibit 22 talks about criminal patterns in general. Exhibit 12 is relevant here.

Women

- Twerking, “booty”, strippers, look up skirt, “pass her around”, brown nose Allison Tam, welcome to the prison, dungeon

Intimidation

- Fahd – threatening Sayed (and the body slamming of Fahd after hours), Jerome, myself, “hate CW’s”, “you know why we hated you”, “CW’s are likely to cause a mass shooting”

Threats

- “You suck”, “beat CW’s with a rubber hose”, “CW beating stick”, “don’t need to use a baseball bat” (JM), “We like to haze CW’s”

Foul Language

- F word, MF phrase, P word, rants of the F word multiple times in one sentence loud for everyone hear

Religious attacks

- I like satan, I’m the anti-christ, I hate Christmas, I like demons, GD and Jesus F

Homosexual

- Picture on the wall to the entrance near gym, picture in the onboarding room, “need help” (bathroom), promotion of homosexuals in June, (comments in sexual section)

Racial

- The “n” word use, rap/denigrating music, talking on the phone including FaceTime, sleeping on the job, sex with thin/thick black women and the sound, how to hook up,

45 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Waste

- No planning, no schedule, no order, years late, over budget, assets lost, duplicate work, tickets not closed, appalling indecision, failure to recovery/track assets, employee turnover, total lack of accountability, Win 7 deadline, years behind schedule, start/stop/change direction

Sexual

- “If you had less beard”, “I like to come all over you”, “I came/she came”, Chinese food and gay sex, do you need help (going to the bathroom), “get under the table”, brownnosing (ooh raspberries and 2nd – Allison Tam)

Retaliation

- Start time/door opening, leave time on Friday, sabotage, Deon “fix” list of cancellations, hoteling – taking my seat, LCD stand in seat, Mark and stack of laptops, “I’ll think about it” – opening ACR door to get in, inducement to steal, Fahd’s personal attacks, blocked from imaging, attempted reassignment of work to others

Failure to act

- Multiple efforts to multiple people over more than a year, multiple mails and then the firing

EEOC- Plaintiff responsibility to report

The legal responsibility is to report is outlined in Exhibit 4.

Efforts made to resolve this

The actions taken long before the firing are outlined in Exhibit 5.

Exhibits 6,11,14 and 17 also show the efforts in the e-mail chains with FM general counsel.

Also, the question of “why the contract was cancelled” is not answered. Exhibit 20

Damages

Losses and injuries

1. I was deskilled in this job for the first time in nearly 40 years of work.

2. I’m out of a job and have been since 9/11/20 and during this CCP virus time.

3. Exhibit EF-10 shows benefits that I missed by not being brought on full time and why wouldn’t I have been when I was doing the work of 3 people and coming in EVERY day before ALL of the full timers??? This was a try and buy contract. Everybody knows that. I lost the opportunity to be full time

46 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder employed for the next few years with all of the benefits and upward mobility that Justin and Dylan obtained, all because your people attacked or to use JM’s words that he put on Massa, “if she’s a good fit or not”. How does one “fit” with animals?

4. No awards for extra work done Exhibit EF-8. No award for foresight, planning, warnings of issues coming up, forecasting, suggestions.

5. Resume damage and having to explain this to future employers. Contract ended? Recruiters are not stupid. Serious reputation damage here.

6. Defamation. Let’s cut the baloney here. Put all of the texts and e-mails out there from FM and from private phones and accounts and then we’ll see the campaign against me in full view. “Scorched earth report”? That’s a “threat”?? Elise is a slanderer. Deon fanaticizes about killing but he’s not fired. Pure retaliation.

7. Lost benefits – health care for myself and my wife

8. I have collection agencies calling me.

9. Never had a paid holiday and lost 3 weeks last Christmas with NO pay because of FM greed. No paid sick days, no personal days, no early release days (had to work 10 hour days just to make 40 hours).

10. No first time homebuyer discount. We had a condo until 2004 and have been renting since then. I’m 55 and the wife was on the first mortgage as first time buyer, not me.

11. Stress on my wife. She took care of her mother for 3 years and mother in law died March 2020. She has not had a research job all that time. (patent holding medical PhD)

12. Lost sleep. When those attacks came on, there were some days when I got 4 hours of sleep and then came to work. I’ve had acid, a few times of not being able to urinate properly, headaches and I had chest pains in late December thinking about coming back to work, in mid July 2020, late August/early Sept and a bit recently as I’ve written this document. A couple of times my eyes have watered on the way from the car to the Walmart in Garrisonville thinking about what you people have done to me (thoughts while walking). Two Monday’s following the July 2020, “You know why we hated you”, I could not take FM and left work at 2 pm and then made up the time later in the week. I spent more than 2 weekends dealing with that attack. The chest pain is NEVER about physical work. It’s the people and that kind of stress you people put on me is a threat because I and my 20+ cousins on my father’s side have genetic high cholesterol (above 300 with high HDL).

47 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Recoveries and compensation demanded

This is between Ken Gryder and Freddie Mac.

No third party participation will be accepted in the resolution of this matter except, as needed, my own legal counsel.

There is such a thing as a straight, white, Christian in this country and one hardly needs to lift a finger to see the attacks from all angles on these people in this country in the news continually. One wonders how doing the work of 3 people, coming to work early and helping everyone is somehow “white privilege”. The Protestant work ethic is real. It started in kindergarten getting on the bus and my mother on the first day saying, “Now get on the bus and do your best at school.” 1970 Landmark Christian School, Henrico County, Va

We begin with Exhibit 47 for “Damages Available”

Contract Breach

1. Exhibit 3 and the discussion in the legal section of this document detail all of the contract breaches. Exhibit EF-9, the PDF shows the timesheet and the contract end date of 1/03/21 in the Oracle timesheet portal of Freddie Mac with Monheim as the approver of earnings (Joint Employment).

I am thus entitled to all back pay and benefits to the end of this contract.

Try and Buy Contract

1. It is well established:

a. Freddie Mac has a practice of using contracting as a means to hire full time employees.

b. ACR employees referred to the ACR as “a place for punishment”, “demotion”, “a prison” and “a dungeon” and they regularly complained that they wanted to get out and do another job. As such, because of this and their daily lethargy, lack of accomplishments in their reports, surfing their phones, talking, sleeping, disappearing for long periods, calling in sick, coming in late, taking long lunches, talking about promotions and better pay, it was very clear that with the contractors continually busy, we were to be hired so that they could move up and out. Hiep adamantly stated that he never wanted to return and that it was a place of demotion.

c. Richard and others referred to the fact that employees in the ACR had been contractors and were brought on later as full time employees including Fahd and Sasha (and probably Richard).

d. The fact that Justin was moved all the way to “professional” in just over a year, is further proof as is Dylan’s move on the Install side all the way to DRE/scripting/OS.

e. There was nothing told or written to me to suggest that my work performance was substandard and thus I would be ineligible for becoming a full time employee.

f. JM, Fahd, Justin and to some extent Richard and Mark, all worked to sabotage my entire work experience at FM and in certain ways, made the workplace SO toxic that they were hoping I would quit or be fired. This is especially true of Fahd and Justin’s campaign against me. JM 48 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder furthered this by saying once about Massa and her year at FM “If she’s a good fit”, a stance which I excoriated in the mail to Elise considering the year’s experiences with these people and what Justin said about Massa and the pivot table issue. The sabotage was extensive, effective and resulted in the retaliatory firing. Fahd himself said to me the second week of July 2020, “I like to see how far I can push things without getting fired.”

2. Locating replacement employment during this CCP time, approaching Christmas and into next year with all of the political and economic turmoil has never been more pronounced.

3. All opportunities for growth and promotion that are afforded others as well as benefits (even a SINGLE paid day off) are lost.

4. How does one explain this to a recruiter or future employer? It multiplies the difficulty of finding a job because of the marquee name of Freddie Mac, causes questions about MY integrity and causes damage to my resume and my reputation.

5. Reinstatement or employment at Freddie Mac again in my lifetime is impossible.

6. Freddie Mac, as outlined abundantly in this document, caused the loss of opportunity for full time employment and did so with great malice. Richard himself, an unmarried 30 year old know it all said, “stay in your lane”.

I am thus entitled to “front pay” from January 2021 to the end of 2022 including the benefits at the FM rate. Exhibit EF-10 and Exhibit 30 on damages

Punitive Damages

1. Limitations – In Exhibit 47, the EEOC states, “In cases involving intentional age discrimination, or in cases involving intentional sex-based wage discrimination under the Equal Pay Act, victims cannot recover either compensatory or punitive damages….”

2. Limitations – In Exhibit 47, the EEOC states, “Federal law places a cap on the amount of damages an employee can receive for compensatory damages (out-of-pocket costs and pain and suffering combined) and punitive damages. The caps are based on the size of the employer”

 employers with more than 500 employees: $300,000 (cap)

3. This case involves: torts violations, retaliation, sexual harassment, racial discrimination, religious discrimination, sabotage and malice, breach of contract, defamation, hostile workplace, a history of patterns and the refusal to fix the problems, known employees that should have been fired long ago, hazing, intentional infliction of emotional distress, harassment and other offenses all of which fall outside of the barrier to punitive damages. The acts by FM employees clearly were both malicious and reckless and were protected, promoted and encouraged by FM employees and managers.

4. Exhibit 30 shows case law where the plaintiff was awarded front pay and compensatory damages for religious harassment. This case CLEARLY exceeds the faults highlighted in the 2004, 1st circuit Johnson v Spencer Press of Maine case in a range of categories. (Justin “I am the anti-Christ”, Deon “I wonder what it would feel like to kill someone”)

49 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder I am thus entitled to all $300,000 in punitive and compensatory damages.

Whistleblower Compensation

Whistleblowers are entitled to percentages of recoveries made by regulatory agencies. Clearly the reckless mismanagement of security (fired the CSO and deputy), the VDI debacle and the Win 10 migration (in every sense) qualify both with the Department of Treasury and FHFA’s IG sections for oversight.

I’m thus entitled to 30% of any penalties leveled against Freddie Mac either or both by FHFA and the U.S. Department of Treasury.

Legal Fees

All legal expenses, legal fees ABOVE and beyond the demands already made.

Admission of the cause by Freddie Mac

See Exhibit 21

Final Thoughts for Freddie Mac

As I was putting this complaint together, I have been most offended by Fahd’s “you know why we hated you when you first got here” attack. I was not able to pull it together from that early week in July 2020 until I was fired. It was like an arrow shot through a bird. However, I stumbled upon the following quote in my notes made by Justin to Deon in October 2019 just after Deon came on board regarding access to certain portals:

“You don’t have access yet so you are a worthless piece of shit and you’re fucked.”

I don’t know why but that statement has impeded my ability to write this complaint. There is something profound about this statement that makes me angry beyond everything else I’ve been through at Freddie Mac. It’s going to be in the back of my mind until I piece together what offends me like nothing else I’ve experienced by an adversary anywhere.

You have 4 people in your organization that are unfit for employment in any organization in America.

JonMichael Monheim

Richard Pham

Justin Theiven

Fahd Choudry

50 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder I’ve managed people. I’ve seen a lot over the years but I’ve never met people like this anywhere in the U.S. or Japan. My patent holding, PhD wife has met one at NIH, 2 at UVa and 2 at Walter Reed who are close to this level.

“I hate CW’s” - August/Sept 2019 - Fahd (with Justin near him)

“You know why we hated you when you first came here?” - July 2020 – Fahd (with Justin near him)

In this “prison” or “dungeon” as your own employees called it, I was subjected to self appointed, self righteous millennial dregs/useless failures of society in a second Freddie Mac set up and angrily protected by JonMichael and fully functional EVEN with MONTHS of no appearance from Purcellville, Va. whom you promoted along with what could be said is the worst employee at Freddie Mac. That’s the cabal, “we” in July 2020 speaking.

No consideration for the project, no amount of effort, no amount of care or energy made any difference. That racket existed and THRIVED with impunity all of which brings about the obvious question

What did I do to you?

Seriously.

Given everything that happened, what did I do to deserve this?

I’ll bet that you’re angry at the people/agencies that I sent this to but, I have experience where going to the “authorities” is the straight road to being fired because “risk management” is a euphemism for “cover up”.

Similar Experiences:

Norfolk Southern – employees are talking about sodomy, prostitution and how to make a wife into lesbian – complained at the behest of management to the “ethics” dept and was fired.

USDA – black woman would NOT stop harassing me for nearly a year. Went to the USDA GIPSA police and EEOC and was fired and blocked to this day from filing a complaint.

World Bank – Chinese national spearphishes me 2 days for unauthorized access to IFC DOCs and “other confidential databases” for unnamed people via…..WB IM. I turn her over to InfoSec and am fired.

Company “Z” before FM – they take a Win 10 Dell, use Clonezilla to back it up, make a disk and then use it to image other computers with no key. Company has DOD civilian contracts for DHA and ISO 27001 and NIST- 800 audits it can’t pass. I write a 12 page proposal to fix this in ONE day, send it out and get demoted and then fired for going to the DOD IG. (Settlement is in the courts now because of a third party glitch)

Smithsonian – COTR demands that I update her master spreadsheet for 32 museum sites all active at the same time (32 spreadsheets) on a DAILY basis. I speak to my boss (president) about doing this every few days and he says, “You can’t push Randy” and then putting his hands on my chest, pushes me and says, “But I can push Randy”. I go to the IG and when the CIO happened to be in DC from Herndon, I tell him about the assault. I get fired for going to the IG. I get the SLA later and it says that the COTR and TOM, in writing, were supposed to do that update, not me. IG and their lawyers will NOT talk to me even via Congressman Wittman.

51 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Freddie Mac – July 17,2020 – wrote some of the issues out to the VP of HR – Jacqui Welch (black woman in charge of “diversity and inclusivity”) and got no response. (As a white, I guess I’m not “included”.) Greg Watchman says he will NOT put a litigation hold on relevant mails and texts.

You’re probably angry for filing complaints with people outside of FM.

I made my concerns known. Everyone in that ACR knew exactly what was going on. Others outside the EUS/ETX group knew because Jacqui never responded to either of my mails. No one can be trusted in these matters.

I guess people think I’m stupid.

To the IG’s reading this I would ask:

- Is it acceptable when, on the topic of the Win 10 gross mismanagement, someone says, “it goes on all the time, I’ve seen this for 16 years.”?

- Is all of this fitting for an organization that is holding nearly $2 trillion in mortgages?

- Would you fire a person who is doing the work of 3, for making a complaint about misconduct on a project that is more than $6 million over a $10 million budget and more than 2 years behind?

- Are they really on the path to exiting conservatorship or are we just seeing more of the same gross negligence and retaliation that stretches back to at least 2004?

- Are Freddie Mac’s digital assets secure given this circus including the firing of the CSO and deputy recently?

- Would you tolerate any of these episodes/attacks and these kinds of employees in any other federal agencies that you oversee?

- What kind of risk does this pose to the nation’s mortgage market?

- What is the multifamily risk with the December CDC balloon payment threat coming and with Chinese nationals running the multifamily section of Freddie Mac, including the AI section?

- What is the take by the FHFA and Treasury on Deon fantasizing about killing and remorse?

- Where in the federal code does it say that Freddie Mac shall promote homosexuality and the related filth in the face of Christians who reading Psalm 139:1-6, understand there is THE manager “who knows your thoughts from afar” and thus, are the first to arrive at work, the first to help others and the first to put the employer’s needs first? What matters more, focusing on the Win 10 migration or idle speculation if gay sex is like Chinese food and “if I had both sex organs would I fuck myself?”

52 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Are your sensibilities offended?

Let me leave you with a few final thoughts.

1. Apology? No, do NOT do that. Absolutely do not!

2. Payment – make it soon. I’m running out money.

3. I had to add one more short video of something that happened 11/6/20 Exhibit EF-12 while I was doing final edit on this. I’m going to need to have this checked, soon.

4. I have purchased, in case there is some misunderstanding: www.closefreddiemac.com

5. Counter suit?? Please, make my day.

Ken Gryder

PO Box 634 Garrisonville, Va 22463 703-225-8028

…………………… Freddie Mac Exhibits

Contents External File Exhibits ...... 56 EF-1 Beating Stick picture ...... 56 EF-2 Danette sleeping ...... 56 EF-3 Deon and the “n” word audio recording ...... 56 EF-4 Gay pictures on the wall ...... 56 EF-5 Hard disks not backed up for months ...... 56 EF-6 HP docks being disposed of ...... 56 EF-7 Long Winter Coat ...... 56 EF- 8 Award and Onboarding Compliment from vendor ...... 56 EF- 9 Contract weeks to the end ...... 56 EF- 10 Freddie Mac benefits...... 56 EF- 11 Freddie Mac code of conduct ...... 56 Exhibit 1 The People Involved ...... 56 Exhibit 2 Original Job Offer ...... 57 Exhibit 3 Joint Employment Law ...... 58 Exhibit 4 What action did you take? The EEO law ...... 58 53 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 5 Efforts to resolve this issue over the 14 months of work ...... 59 Exhibit 6 First mail to Jacqui Welch, VP HR ...... 61 Exhibit 7 Whistleblower protection - FHFA ...... 63 Exhibit 8 Dept of Treasury protections for contractors – Whistleblowers ...... 64 Exhibit 9 Office of Special Counsel on whistleblowing ...... 65 Exhibit 10 EEOC retaliation protection ...... 65 Exhibit 11 Second mail to Jacqui Welch because of no response ...... 67 Exhibit 12 Hostile Work environment description in law ...... 68 Exhibit 13 Va Bar rule 3.1 ...... 68 Exhibit 14 Deputy Counsel VP Greg Watchman – All mails ...... 69 Exhibit 15 Second Litigation hold of personal assets, not just Freddie Mac ...... 74 Exhibit 16 Demand for litigation hold ignored – Legal Risks ...... 75 Exhibit 17 All mails to Elise Cocks about issues ...... 77 Exhibit 18 Use of “scorched earth” ...... 83 Exhibit 19 The wrong example for women – Kamala Harris ...... 83 Exhibit 20 Why was contract cancelled? Greg Watchman asked ...... 84 Exhibit 21 Freddie Mac Admission of the Cause ...... 84 Exhibit 22 Patterns in criminal behavior ...... 85 Exhibit 23 Patterns of Illegal Activity at Freddie Mac ...... 85 Exhibit 24 EEOC patterns of harassment ...... 89 Exhibit 25 Standard of Harassment ...... 90 Exhibit 26 Cornell Legal Dictionary – “Harassment” defined ...... 90 Exhibit 27 Hazing, interference in work – hostile workplace ...... 90 Exhibit 28 State Council of Higher education for Va - Hazing ...... 90 Exhibit 29 Religious discrimination against Christians – EEOC example 2020 ...... 90 Exhibit 30 Religious harassment case...... 91 Exhibit 31 Ford Motor and religious accommodation ...... 91 Exhibit 32 Abusive Language law 18.2-416...... 91 Exhibit 33 Dylan Felderman and the Spencer Press case parallel ...... 92 Exhibit 34 Foul language and Goldman Sachs ...... 92 Exhibit 35 Cursing in the workplace ...... 92 Exhibit 36 Public Cursing ...... 92 Exhibit 37 Use of the “N” word – hostile workplace ...... 92 Exhibit 38 Using the “N” word – Nascar driver suspended ...... 93 Exhibit 39 Sabotage ...... 93 Exhibit 40 Sabotaging another person’s work - Department of Labor, EEOC ...... 93 Exhibit 41 DC Language Like Deon (rioter language) ...... 95 54 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 42 Ohio sexual Abuse- Raid ...... 96 Exhibit 43 Stabbing and the seriousness ...... 96 Exhibit 44 IT Risk Management Professional (Sept 2020) Job opening ...... 96 Exhibit 45 Freddie Mac’s VDI problem ...... 98 Exhibit 46 Rental payment failure December 2020 ...... 98 Exhibit 47 Damages available ...... 101 Exhibit 48 Amazon Gift Card from Hiep for Onboarding work ...... 103 Exhibit 49 Sexual harassment – Obscene language ...... 103

55 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder External File Exhibits

EF-1 Beating Stick picture EF-2 Danette sleeping EF-3 Deon and the “n” word audio recording EF-4 Gay pictures on the wall EF-5 Hard disks not backed up for months EF-6 HP docks being disposed of EF-7 Long Winter Coat EF- 8 Award and Onboarding Compliment from vendor EF- 9 Contract weeks to the end EF- 10 Freddie Mac benefits EF- 11 Freddie Mac code of conduct EF – 12 Event while finishing editing

Exhibit 1 The People Involved

1. JonMichael Monheim – asset “manager” 2. Justin Thieven – (spelling) - ACR “professional” 3. Fahd Choudry - ACR “professional” 4. Sasha Rajic – ACR senior 5. Richard Pham – ACR associate 6. Mark McClelland – ACR mobility specialist 7. Danette Dixon – ACR associate 8. Brian Sosa – procurement ACR associate 9. Mike Barry – contractor 10. Brittany – contractor 11. Erik Lundgren – former contractor 12. Keith – former contractor 13. Deon – former contractor 14. Sayed – former contractor 15. Adam Schiff – retired – procurement manager 16. Hiep Pham – Onboarding/Install lead 17. Dylan Felderman – Install professional now DRE VDI specialist 18. Elise Cocks – license manager 19. Qasim – Install lead- senior 20. Rajesh – Install manager 21. Krishna – Win 10 project manager 22. Allison Tam – IT manager over Rajesh and Elise 23. Mike Heberle – retired – IT manager under Allison (now Elise?) 24. Jerome Wilson – contractor who left the ACR to Install group

56 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 25. Tony Little – contractor – Install group 26. Keith Wilson – contractor – Install group

Exhibit 2 Original Job Offer

22721 – IT Business Associate/ IT Asset Management / Installation Support Professional Start: ASAP End: 3/20/20

Position Overview

The IT Asset Management Professional role provides Desktop and Mobile Device Platform hardware and software installation, discovery and compliance solutions within a large-scale distributed computing environment, under minimal direction of a Team or Senior Lead. The successful candidate will also provide desktop and mobile asset management support for the delivery of Desktop and Mobile Platform hardware and software installations. In addition, the successful candidate shall demonstrate the ability to define, execute and report technical projects per plan. The role will also have a significant focus on supporting Mobile Devices as well as Service Plans and options. The successful candidate should possess working knowledge of Service Ticketing systems for processing service delivery as well as SharePoint, Excel or MS Access for the generation of management reports, monitoring status and assessing progress metrics.

Responsibilities Include:

• Monitors Service and Incident Ticket Queues and routes priority Tickets accordingly • Documents and completes Service and Incident Tickets appropriately • Reviews completed Tickets for completeness and accuracy • Follows Desktop Technology Best Practices and Procedures • Manages Desktop and Mobile hardware inventory, including monitoring and maintaining equipment inventory levels • Evaluates equipment for reuse • Processes below standard equipment for disposal • Performs PC imaging to Support On-Boarding or Migration Sessions • Performs Data Retention Processes • Provides Mobile Device Activation and Support • Provides PC and Mobile Hardware • Supports PC Tech Refresh Processes • Provides input to Desktop Technology Best Practices • Tests new operational hardware, software and operating systems • Executes and provides IT support for Moves • Develops and executes Project Plans • Understands Service Delivery Metrics • Reports on Service Delivery

Basic Requirements • Bachelor’s Degree in business, Information Systems or related discipline • Minimum of 3 years of relevant experience • Demonstrates Excellent Customer Service

57 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder • Operates as a Self-Starter • Shows ability to work in a Team environment • Demonstrates ability to follow operational procedures • Demonstrates ability to update operational procedures under direction • Plans and executes tasks as scheduled • Possesses strong Verbal and Written Communication skills • Demonstrates Working knowledge of PC Hardware and Software Installation Options and Configuration Settings • Displays Working Knowledge of Incident Management and Service Ticketing Systems • Working knowledge of Asset Management Principles and Controls • Working knowledge with Mobile Device Hardware Setup and Configuration • Working knowledge of Mobile Device Service Activation and support • Working knowledge of the following is required: Windows 7, Windows 10, MS SCCM, MS Office 2016, Office 365

Top 3 Personal Competencies • Be accountable for strong individual and team performance • Treat obstacles as challenges to overcome, not excuses • Deliver prompt and high-quality customer service

Preferred Skills • Working knowledge of the following: Active Directory and AppSense • Working knowledge of Workspace One; Apple iOS; and Android • Working knowledge of the following OS and Tools would be a plus: Service Now, Bit Locker, Symantec Endpoint Protection, Apple iOS; Excel; Access; Visio; and Eracent • Bachelor’s degree in Business, Information Systems or related discipline • CITAM Certification • ITIL Foundation • A+ Certification • Visio Process Workflow Exhibit 3 Joint Employment Law https://www.employmentlawlandscape.com/2020/02/nlrb-joint-employer-final-rule-good-news-for-employers/

Under the final rule, a business will be deemed a joint employer only if it “shares and codetermines” one or more of the essential terms and conditions of employment of another employer’s employees. The final rule defines an employee’s essential terms and conditions as their “wages, benefits, hours of work, hiring, discharge, discipline, supervision, and direction.” Such terms and conditions are shared or codetermined by a business if the business possesses and exercises such substantial and direct and immediate control that it warrants a finding that it “meaningfully affects matters relating to the employment relationship.

Exhibit 4 What action did you take? The EEO law https://www.eeoc.gov/laws/guidance/enforcement-guidance-retaliation-and-related-issues

58 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder In Faragher, 524 U.S. 775, and Ellerth, 524 U.S. 742, the Supreme Court created an affirmative defense to discriminatory harassment liability based in part on an employee's failure "to take advantage of any preventive or corrective opportunities provided by the employer."

If an employee's internal complaint were not protected, therefore, an employee would be in a catch-22: either complain to the employer about offensive conduct experienced or witnessed before it becomes severe or pervasive (taking the risk that the employer would be permitted to fire her for complaining), or wait to complain until the harassment is so severe or pervasive that she is certain she will be protected from retaliation (taking the risk of further harm, and that her failure to complain sooner will relieve the employer of liability even if a court later finds there was a hostile work environment). Under Faragher and Ellerth, "the victim is commanded to 'report the misconduct, not investigate, gather evidence, and then approach company officials.'"[62]

Therefore, even reporting an isolated single incident of harassment is protected opposition if the employee "reasonably believes that a hostile work environment is in progress, with no requirement for additional evidence that a plan is in motion to create such an environment or that such an environment is likely to occur."[63] Likewise, it is protected opposition if the employee complains about offensive conduct that, if repeated often enough, would result in an actionable hostile work environment.[64]

3. Range of Individuals Who Engage in Protected Activity

Anti-retaliation protections extend to many individuals, including those who make formal or informal allegations of EEO violations (whether or not successful), those who serve as witnesses or participate in investigations, those who exercise rights such as requesting religious or disability accommodation, and even those who are retaliated against after their employment relationship ends.

Exhibit 5 Efforts to resolve this issue over the 14 months of work

1. Having started July 2019, around the end of that month, I notified JonMichael that Justin had said, “I like satan”, 3 different times in 3 different weeks and that this was not acceptable.

2. Diana Calingo of Blue Ally called for a lunch and during that time, I told her about the satan comments and about the utter disarray of the migration as well as that I was coming to work before everyone else and that I was constantly trying to find things to do. She laughed in my face. She is no longer working at Blue Ally, I’m told.

3. Fahd around August/September came into the room and said, “I hate CW’s” very near me with Justin cackle laughing as loudly as possible both for emphasis and days later, drawing near to me but at “safe” distance to pretend nonchalance, Fahd said to Justin, “If there’s going to be a mass shooting here, it’ll likely be the CW’s who do this. I was livid and I went again to JM to say something about this.

4. A week or two later, Fahd and Justin did this again starting an inflammatory discussion near me saying to Justin, “Justin, if I was a girl, what would be a good name”, knowing all the while my Protestant background and provoking me. I informed JM about this retaliation as well. Fahd later mouthed off yet again saying, “I was only talking about the birds and the bees”.

5. JM was standing right behind Justin at the main window in the Fall of 2019 when Justin said, “I am the anti Christ”. JM physically reacted but said nothing to Justin.

59 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 6. When Deon made the statement about killing people, Mike Barry came across the room from the imaging bench and asked, “Did you just hear him say that he wants to assassinate someone? (yes). I relayed my deep concerns in November 2019 to Sasha, the onsite manager under JM. I said the same again in the summer of 2020

7. On the way into the building from the CW parking deck about ¼ mile from my workbench, upon coming in, on certain days there was a Security guard with glasses who would say, “What’s up boss?” and I told him about the satanic talk, the hazing, the harassment, the “kill someone” statement, the “brown nosing” comments, the foul language so FM’s security people were aware of this all the way up to the CCP lockdown. I also told another guard (female) about issues and the “You know why we hated you” threat by Fahd and obtained her front desk phone number mid July 2020. I also spoke to guards at the mail desk in the middle of the building (in front of the main cafeteria) at least twice about my concerns. Even though I did not leave the building or cross the “Maginot line” as it were, they made me swipe my badge so they would know who I am (after I refused to give my name for fear of getting fired). That was before February and the CCP virus.

8. I called the “hotline” one time and felt that this was a cul-de-sac to get rid of me like they did at Norfolk Southern when the manager taunted me to speak to them after employees were talking about sodomy, prostitution and how to make a wife into a lesbian. What’s the point?

9. In the Fall of 2019, I stopped by the HR section of Freddie Mac on the way to the CW car park and had a conversation, obliquely, not giving name or telling details, about the problems I was having in the ACR and while it was clear that the employment handbook applied to all, it was also very clear, that if I said something, I would be fired.

10. Around the end of December 2020, Blue Ally called to say that the insurance had changed and that I needed to sign up. I mentioned to them at the time I was having chest pains about the thought of going back to a place where Deon made essentially a death threat. That made no difference.

11. In the spring of 2020, I mentioned some of the issues going on at Freddie Mac via e-mail. No response.

12. At some point in July 2020, I mentioned to Sasha that Fahd and Justin had conspired with Fahd saying, “You know why we hated you when you first came here.” Sasha was not amused. Mentioning this again in August 2020, Sasha dismissed it saying, “They’re just being childish” and at some point near there, “Fahd hated me too when I first came here as a CW”. In the Fall of 2019, Fahd and Sasha travelled to Hawaii together.

Let’s set the record straight. In August 2019 when Nick Prodanovich went out of his way at an EUS Friday all hands meeting to say “we love CW’s” because we were not allowed by FM policy to go to Loudon for his sendoff activity, Fahd entered the ACR with Justin nearby and near my desk and nearly shouted directly after that meeting, “We hate CW’s”. That connects the dots with July 2020, again with Fahd and Justin, the comments by Justin that he and Fahd did not want to hear Massa’s name, the comment in the Fall of 2019 that JM wanted to “beat CW’s with a rubber hose”, the existence of his “CW beating stick” and his comment that he wanted to “stab Sayed”. It connects everything to paint the picture of a hostile workplace for the entire time and the threat it posed to the women coming in.

13. Sasha lamented in September 2020 about the CW beating stick Exhibit EF-1, “I wished we had gotten rid of that thing.” I think there might be writing on the stick itself.

60 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 14. I sent 2 mails to Jacqui Welch, Freddie Mac’s VP of HR, Diversity and Inclusion and Greg Watchman, deputy counsel, VP for Freddie Mac responded to the second one saying she did not get the first one. Exhibit 14

15. Opportunities were NOT missed to fix this. They were avoided, with malice and forethought.

What actions did you take to try to resolve this issue?

Start with the next exhibit right here. Exhibit 6 First mail to Jacqui Welch, VP HR

Real Life Jul 17, 2020, 4:36 AM [email protected] to Jacqueline_M_Welch

Concerns at Freddie Mac

Jacqui

Although I'm not giving my name at this time for fear of being fired in retaliation, I am asserting on this date both EEO and federal regulatory whistleblower protection.

I write to start this conversation to ask, very seriously, if there are TWO Freddie Macs governed by 2 sets of ethics or only one. For many, many months, I really feel like there are 2 separate entities.

One would immediately claim that I should "use official channels". My boss knows my concerns going back 2019, security knows about some of them and I spoke casually with a FM HR person last fall was given the very distinct impression that I would be fired.

I have been fired at other organizations both public and private for complaining.

At one federal agency, a black woman harassed me for a year and the EEO blocked me from filing a complaint. When I could not take any more, I filed a complaint to the police in that agency and an EEO complaint that day and was fired about 11 am and lost my public trust clearance. Even under FOIA, they will NOT tell me why I was fired, including the federal police.

At a public organization, I complained about employees in my space talking about sodomy, prostitution and how to make a wife into a lesbian and was fired a week later. I used their "ethics hotline" and they denied any wrongdoing.

This is why I'm speaking to you and not your "ethics hotline".

I think the following are legal problems for FM and I'm not, in this first mail, telling you everything because I fear that you will find me quickly and yes I'll be seeking legal counsel soon.

61 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 1. One employee, three different times, three different weeks said, "I like satan" last year. This year he said, in front of the manager, "I am the anti-Christ"

2. The same employee said he wanted to brown nose the boss, "sticking his nose up.... oooh I smell raspberries"

3. He recently was accused by another employee of brown nosing a manager who is 2 levels below the C level office and he responded saying, "Should I wipe the peanuts from my nose"

3. The "n" word has been used by two black employees two different times and the "n" word, denigration of women and "MF" has been heard by people playing rap music several times by two different people both recent and late last year.

3. I was informing my manager I was stepping out to the bathroom (and there's a particular reason based on a secure location as to why I made this notification) and another employee said, "Can I help you with that?" (last year)

4. That same employee attempted to thump a crotch of a male employee and he has said, "I wonder if gay sex is like when you eat Chinese food and you get hungry again quickly" and he walked in the office and spoke to the "brown nose" employee recently witht his opener, "I came, she came and I smoked a cigarette"

5. The use of the "f" word is very strong along with GD and shit.

(I ponder how the rules for the corner office could be any different from the rest of FM and I mean that with utmost seriousness. I'm really sick and tired of this.)

6. "If God exists" has been said by many employees including the manager.

7. One employee last year said he wanted to get front row seats to the band "Tiny Metal" (A Japanese heavy metal girl band) so he could "look up their skirts".

8. One employee said to me after we successfully concluded a task, "I'm your lord and savior"

9. One employee said,"What's your favorite stripper name?" and the two ensued in a discussion.

10. One employee cornering myself and another employee says, "You know how you can tell I'm angry? If I'm just a little bit angry, I say what the fuck, but if I'm really angry, I stay silent. (The other employee asked to be moved to another section in our dept.)

I have a few examples which are much worse than this but will save them so I can see how I can report and get something done without getting fired. I also have examples of gross mismanagement and waste. I am aware of contact points of federal oversight.

I left work early one day because of the stress recently.

I've worked in some terrible places but this is the most hostile I've ever seen or experienced in all of my years of work. I assure you that the vulgarity is worse than what I've reported so far but something said last year will probably be new in your experience in HR. It borders on the profound. I've told others outside of FM and they were shocked.

I need written, guaranteed, legal protection before going further. 62 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

- Concerned employee

Exhibit 7 Whistleblower protection - FHFA

https://www.fhfa.gov/AboutUs/Policies/Pages/Prohibited-Personnel-Practices.aspx

Whistleblower protection

 Take or threaten to take a personnel action because of whistleblowing  Take or threaten to take a personnel action because of the exercise of a lawful appeal, complaint, or grievance right https://www.fhfa.gov/AboutUs/Policies/Pages/Whistleblower-Protections.aspx

Whistleblower Protection Enhancement Act of 2012 (WPEA)

The Whistleblower Protection Act (WPA) prohibits taking or not taking a personnel action (or threatening either) with respect to any employee or applicant because of any disclosure of information by an employee or applicant which he or she reasonably believes evidences a violation of any law, rule, or regulation or gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety,

Employees who engage in whistleblower retaliation may be subject to discipline from the Merit System Protection Board, if the Office of Special Counsel (OSC) can show that an employee’s whistleblowing was a “significant motivating factor” in an agency’s decision to take adverse action against an employee. The new standard is lower than previously required. This part of the WPEA places the liability for attorneys’ fees in a disciplinary action on the agency, where previously it had been placed on the OSC.

……………………. https://www.fhfaoig.gov/ReportFraud

FHFA has been placed in the extraordinary role of regulator and conservator of two Enterprises, which support over $5 trillion in mortgage loans and guarantees, and the American taxpayers have invested $187.5 billion in these Enterprises. All Americans have a stake in FHFA’s success and effectiveness.

Please contact FHFA-OIG if you have any information regarding:

 Possible waste, fraud, abuse, mismanagement, or other misconduct involving FHFA employees, programs, operations, contracts or subcontracts;  Possible violations of Federal laws, regulations, rules, or policies pertaining to FHFA or to any of the regulated entities; or  Possible unethical activities involving employees of FHFA or of the regulated entities.

63 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 8 Dept of Treasury protections for contractors – Whistleblowers

https://www.treasury.gov/about/organizational- structure/ig/pages/new%20employee%20orientation/whistleblower-protection.aspx

The Whistleblower Protection Act of 1989 provides the right for every employee to make whistleblowing disclosures and ensures protection from reprisal….. (when there is) reason to believe that there has been misconduct, fraud, waste or abuse is encouraged to report these matters. The Whistleblower Protection Enhancement Act of 2012 expands rights and obligations to prevent and report retaliation for whistleblowing, and requires each agency’s OIG to appoint a Whistleblower Ombudsman. Here at Treasury OIG, our Office of Counsel performs that duty. If you have any questions about your rights as a whistleblower, your rights to be free of retaliation, or any other issue relating to ethics and standards of conduct, please contact Counsel.

Eric M. Thorson Inspector General

https://www.treasury.gov/about/organizational- structure/ig/pages/new%20employee%20orientation/whistleblower-protection.aspx

Whistleblowing is defined as the disclosure of information that an employee reasonably believes is evidence of a violation of any law, rule, or regulation, or gross mismanagement, gross waste of funds, abuse of authority, or a substantial danger to public health or safety. Although each employee is encouraged to bring such matters to the attention of his/her management officials, other sources are available to receive such disclosures. An employee can confidentially report these matters to our own Hotline….. The Whistleblower Protection Act of 64 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 1989 provides the right for every employee to make whistleblowing disclosures and ensures protection from reprisal.

Exhibit 9 Office of Special Counsel on whistleblowing https://osc.gov/Documents/Outreach%20and%20Training/Handouts/Know%20Your%20Rights%20When%20 Reporting%20Wrongs%20Handout.pdf

Protected reporting of:

 a violation of any law, rule, or regulation,  gross mismanagement,  a gross waste of funds,  an abuse of authority,  a substantial and specific danger to public health or safety

Exhibit 10 EEOC retaliation protection

https://www.eeoc.gov/facts-about-retaliation

“….an employer is not allowed to do anything in response to EEO activity that would discourage someone from resisting or complaining about future discrimination.” https://www.eeoc.gov/retaliation-making-it-personal

A manager may not fire, demote, harass or otherwise "retaliate" against an individual for filing a complaint of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination. The same laws that prohibit discrimination based on race, color, sex, religion, national origin, age, disability and genetic information also prohibit retaliation against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding.

EEOC found that management was openly hostile towards an employee's protected EEO activity. Specifically, the employee's manager described the employee's discrimination allegations as "unprofessional," and his higher level manager found them "highly offensive" and "bad for morale." During the subsequent EEO proceeding, coworkers revealed an overall feeling of distrust and concern about the employee after his initial complaint. EEOC noted that the first-level manager saw this growing tension, but failed to ensure that coworkers understood and respected the employee's right to file a complaint.

https://swartz-legal.com/hazing-in-the-workplace/

Retaliation includes any adverse action that your employer might take against you because you exercised your legal rights. For example, if your employer demotes you because you filed a discrimination complaint, your demotion might constitute unlawful retaliation. Retaliation might include docking your pay, giving you a less-favorable shift or job assignment, denying you a scheduled bonus or raise, or firing you.

65 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder …………… https://www.eeoc.gov/laws/guidance/enforcement-guidance-retaliation-and-related-issues#A._Protected

The first question when analyzing a claim that a materially adverse action was retaliatory is whether there was an earlier complaint or other EEO activity that is protected by the law (known as "protected activity"). Protected activity includes "participating" in an EEO process or "opposing" discrimination. These two types of protected activity arise directly from two distinct statutory retaliation clauses that differ in scope. Participation in an EEO process is more narrowly defined to refer specifically to raising a claim, testifying, assisting or participating in any manner in an investigation, proceeding or hearing under the EEO laws, but it is very broadly protected. By contrast, opposition activity encompasses a broader range of activity by which an individual opposes any practice made unlawful by the EEO statutes. The protection for opposition is limited, however, to those individuals who act with a reasonable good faith belief that a potential EEO violation exists and who act in a reasonable manner to oppose it.

….an individual is protected from retaliation for opposing any practice made unlawful under the EEO laws. Protected "opposition" activity broadly includes the many ways in which an individual may communicate explicitly or implicitly opposition to perceived employment discrimination. The manner of opposition must be reasonable, and the opposition must be based on a reasonable good faith belief that the conduct opposed is, or could become, unlawful.

Advising Employer of Intent to File, or Complaining Before Matter is Actionable. It is also a reasonable manner of opposition for an employee candidly to tell the employer of her intention to file a charge with the EEOC or a complaint with a state or local FEPA, union, court, employer's human resources department, higher-level manager, or company CEO.

Protected opposition includes actions such as: complaining or threatening to complain about alleged discrimination against oneself or others.

 Resisting sexual advances or intervening to protect others EXAMPLE 8

Protected Opposition - Resisting Supervisor's Sexual Advances

In response to a supervisor's repeated sexual comments to her, an employee tells the supervisor "leave me alone" and "stop it." A coworker intervenes on her behalf, also asking the manager to stop. The employee's resistance and the coworker's intervention both constitute protected opposition. A materially adverse action by the supervisor in retaliation would be actionable.[75] https://www.eeoc.gov/facts-about-retaliation

“….an employer is not allowed to do anything in response to EEO activity that would discourage someone from resisting or complaining about future discrimination.” https://www.eeoc.gov/retaliation-making-it-personal A manager may not fire, demote, harass or otherwise "retaliate" against an individual for filing a complaint of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination. The same laws that prohibit discrimination based on race, color, sex, religion, national origin, age, disability and genetic

66 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder information also prohibit retaliation against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding.

EEOC found that management was openly hostile towards an employee's protected EEO activity. Specifically, the employee's manager described the employee's discrimination allegations as "unprofessional," and his higher level manager found them "highly offensive" and "bad for morale." During the subsequent EEO proceeding, coworkers revealed an overall feeling of distrust and concern about the employee after his initial complaint. EEOC noted that the first-level manager saw this growing tension, but failed to ensure that coworkers understood and respected the employee's right to file a complaint.

Exhibit 11 Second mail to Jacqui Welch because of no response Real Life Aug 9, 2020, 7:56 PM

[email protected] to Jacqueline_M_Welch

Jacqui,

I find it stunning that you choose not to respond to my mail of July 17 regarding my concerns at Freddie Mac. It suggests to me several probabilities.

1. You and upper management are part of the problem. 2. Your "ethics" at FM are a farce. 3. Your "inclusivity/diversity" claims are also a farce. 4. There are 2 FM organizations and that one side can do essentially whatever they feel like.

An employee just the other day told another employee, "You're the worst brown noser I've ever met" and the other replied, "I would do anything for money if the price were right including going down under the desk."

Is sodomy for better pay or a promotion part of your "inclusivity" policy? Is this your definition of "tolerance"??

What I don't understand is why there is one set of rules for the corner office and another for a different part of FM. Then again, maybe you C levels and VP's talk this way to each other and think it's funny.

I'm not amused by your vignette about the muslim woman with a problem (Iraq example) that you suggest should go to the EAP or what I bluntly call the pyschoquacks. I take that as a veiled threat at me because of the religious discrimination issues that I raised in my previous mail and I've seen another large organization do this to my when it comes to a large university engaging in racial and female discrimination as well as grant fraud with NIH and Pfizer. Lawyers look for ways to cover up wrongdoing. That's incredibly stupid.

I'll be more direct in this mail. I invoked whistleblower protection in my last mail (gave notice to FM via that mail to you) concerning the EEOC, the IG of FHFA and the IG of the Treasury.

Now if you are not willing to communicate with me, and I can tell you that my first draft OUTLINE is 5 pages alone, I'll just file full complaints with these entities and let you all figure out what to do. This business of

67 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder personal attacks, extremely vulgar sexual statements and the CONSTANT use of the "F" word are absolutely going to stop.

I would add that it's really pathetic to watch people in this world rely on psychoquacks and pills for issues that are legal and greatly interfere with work productivity. I did some research in that area a few years ago in preparation for a book I'm writing, (2 years of research to be exact) and it was the darkest reading I've ever done in my life. Eugenics, sterilization, testing (of all types), lobotomies, shock treatments, the Holocaust, segregation, abortion, Mathusian ideas...... are all one massive continuum because they all interacted with each other in some way or another. I'm deeply offended by your EAP comment not just because of what you said but because you don't know what G. Stanley Hall, the first PhD pyschoquack in the US said about women and what he said about blacks. I stumbled on to it in my research and it is both stunning and UTTERLY appalling. In some ways, I think it's worse that Darwin's association of blacks and monkeys in his comments on evolution and that...... is saying quite a lot.

I was not made aware when I was hired that that people who make vulgar sexual comments, attack Chrisitianity, harass people with impunity, open state that they will haze certain employees (and then actually do it for months on end), make threats and so on, that these are part of FM's "inclusivity" and I would be VERY surprised if Brickman would see it that way if he saw my report.

Either you grant me whistleblower protection, or I move ahead with the full complaint to the EEO, the FHFA and the Treasury (and yes I know employee issues are only for the EEOC and yes, I have a LOT of material that fits their ...... specific areas of investigation aside from employee issues).

They will not stop and I'm not going to keep on living this way. This is the worst place I've ever worked. I've never read anywhere in any journals or lawyer sites or news sites or ever heard of, as a worker or manager of such behaviors and gross mismanagement that I've seen at FM. It's the worst ever and I'm a voracious reader. (That book I'm working on has 1100 references and is about 600 pages long).

I won't wait much longer. I'm absolutely going to seek monetary compensation for what has happened here.

- Very concerned employee Exhibit 12 Hostile Work environment description in law https://swartz-legal.com/hazing-in-the-workplace/

To prove that you have suffered from hostile environment harassment, you must be able to prove the following elements:

 The behavior or actions must be discriminatory in nature;  The behavior or actions must be pervasive and frequent over a period of time;  Your employer does not investigate or address the behavior after you have complained; and  The behavior and actions are severe enough to create a hostile work environment.

Exhibit 13 Va Bar rule 3.1

Meritorious Claims And Contentions

68 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder A lawyer shall not bring or defend a proceeding, or assert or controvert an issue therein, unless there is a basis for doing so that is not frivolous, which includes a good faith argument for an extension, modification or reversal of existing law.

Exhibit 14 Deputy Counsel VP Greg Watchman – All mails

August 10, 2020 12: 32 pm

Hello. I am in receipt of your email below to J Welch. Please be advised that she did not receive an earlier email from you. If you wish to make a complaint regarding religious discrimination, please forward your July 17 email to me or provide other information. We’ll be happy to evaluate it. Thanks,

Greg

Greg Watchman Vice President & Deputy General Counsel, Employment Law & Employee Relations Freddie Mac 8200 Jones Branch Drive McLean, VA 22102 (703) 903-3450, cell (703) 623 0660 [email protected] Real Life Wed, Aug 12, 6:35 PM to Gregory

You're not off to a good start. She did receive it because I used the very same mail, so don't do that.

Second, I asked to be granted whistleblower protection and you're ignored it. You are not counsel for the local mom and pop pizza joint. This is Freddie Mac and you only make this worse by ignoring, now for the third time this demand. What's it going to be? Protection or not?

Watchman, Gregory Thu, Aug 13, 2:24 PM

Thanks for your note. I can see you are upset about something, but I don’t know what it is. I don’t have your complaint. In order to help you, I need you to help me by sending me the complaint. Then I can assign an investigator, and that person will be in touch with you to set up a time to discuss your concerns. The investigator will explain the protections offered by Freddie Mac’s non-retaliation policy to you, among other things. If you’re looking for some additional protections, please feel free to raise that with the investigator. Freddie Mac has an EEO policy and strives to keep its workplace free from discrimination, so I hope in that spirit you’ll share your concerns so we can look into them.

69 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

Real Life Sun, Aug 16, 6:23 PM to Gregory

There would be more than one category of discrimination going on that I have to report along with intentional infliction of emotional distress. It comes and goes about every 2 months particularly by 2 people who are what you might call "recidivistic". When they are called out, then they go about making sarcastic comments to provoke a reaction. Additionally, there are serious waste and managerial issues that have been going on for some time and they impact one of the key goals of Freddie Mac at this time. I've never in all of my years of work seen such vulgarity, continual retaliation, poor work ethic, mistakes, laziness, self centeredness, arrogance and most of all unprofessionalism anywhere. I've not even read or have heard of such that I've experienced here. It's just stunning. My outline alone is 5 pages so what I'm going to do is ride the "trough".....one more time until they bring it against me again and then I'll make a long and detailed formal complaint along with the damages that I expect to be paid. I have my reasons for taking this stance and they are complex. I'm also going to put a particular .....word....that I recently found on a legal site which a manager used as a threat and is described in depth, in front of the lawyers and get their stance on the matter. I've experienced harassment before and many other stunning problems but FM is an entire echelon above. No amount of extra effort or focus on the quality of work or similar attempts seems to even have any relevance. The goal by several employees is to get me out so they can go back to their old ways. Thus my concern about the retaliation factor is leaving on my feet or on my head as one Marine coworker put it in another job years ago.

I never knew these people before I came here and yet there are those who have made me their cause. I've had people attack me in other places but this is beyond the pale and, they have admitted as much in their comments particularly on that "word" that I'm going to pass along with examples to the lawyer. In fact, that "word" was spoken early on by a manager as he set the tone for the group and their carte blanche immunity/protection by him as well as even some participation by him.

You will ultimately be given this material in full. It's quiet again for the moment but the pause .....never lasts.

Thanks for the last 3 sentences in your most recent post. That's helpful. An update will follow when the storm returns. Two employees simply cannot contain themselves for very long. (2 months tops)

Watchman, Gregory Mon, Aug 17, 10:21 AM

Thanks for the note. I want to make sure I understand what you’d like to see from us – are you saying you don’t wish to make a complaint at present, but you may do so if things don’t improve? If you do wish to make a complaint, that’s fine, we are happy to look into it. If discrimination is occurring, we very much want to look into it and get to the bottom of it – and take remedial action if it’s appropriate. Please let me know what your preference is. If you’d like to make a complaint, I would just need you to say what the claim is (for example, what type of discrimination or harassment you believe is occurring), and let us know what leads you to that conclusion. You don’t have to put everything in writing; if we understand the outlines of the complaint we can interview you to develop a better understanding of events.

Watchman, Gregory

70 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Fri, Aug 21, 4:24 PM

Hi – Just following up on my note below. My team is at your disposal if you would like us to look into an issue of concern. Freddie Mac does not tolerate discrimination in our workplace.

Watchman, Gregory Fri, Aug 28, 5:39 PM

Hello – I have not heard back from you so I will be closing this matter. Freddie Mac strictly prohibits discrimination in employment. In the event that you have concerns in that area please feel free to reach out to me at any time.

Real Life Sun, Aug 30, 3:18 PM

to Gregory

There is great complexity in my life. At the proper time, I am going to file a full complaint and I'll explain why I've not done so at this minute. I will provide a stunning amount of detail. I've never seen the level of hatred directed at me in all of the jobs I've had. It's the people and it's also protected by Freddie Mac as an organization. You have a culture that does this. This is not simple discrimination and I can prove it. You'll understand everything when I file my complaint because then you'll understand why I'm cornered, temporarily. My complaint will strictly be in writing and in absolutely no other form. I believe that people will probably lose their jobs because of what I have to say. That's not my goal. My goal is monetary compensation in the strict legal sense for what the people and FM have put me through. This is not a game. The timing for the filing is not complete but as I mentioned, it's just a trough right now. These people cannot contain their anger or retaliation and when it comes again, then I'll file the full report. I am a very serious employee. I've been awarded for my work in other places for going the extra mile and I have proof of that. I say these things so as to narrow the range of your thoughts so you and FM understand, this is strictly a legitimate legal matter, that I am a person of good character and that my complaints are grounded in truth and law. Corporations are too quick to retaliate so I have to wait for the moment when the abuse returns and then say "there" and give you full report of everything else. FM will scramble for a defense when they read this. Mentioning what's been said to me to people outside of FM, without using FM's name, has brought immediate frowns even with only 2-3 examples. There's a pause and then the response, "They can't do that to you", "They can't say those kinds of things".

This is not a game. There is a proper time to file the full report. Certain individuals have anger in the way a person drinks water or breathes air. It's in their very fiber and while I've seen lighter versions of this in other places, this is disturbing to the soul. I come home and take notes. I'm organizing them so it will be logical and clear.

You'll understand everything when I make the filing. I have my reasons why I need to take this abuse a bit longer. FM will attempt to retaliate against me and I need the abuse to be complete to the right moment and then I can speak. This is real because of something that was said to me that cut to the heart. By itself, as a single event, it might not be worth the time for contacting upper management but it both summarized the overall problem and was the feather on the top of the pile. A person years ago at another organization made a threat to me with an angry red face because of his blistering incompetence and because I complained about abusive 71 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder coworkers. I still have that image in my mind. At FM, what was said to me, this "feather", has caused a different scar and that's where the demand for compensation will come in. It wasn't red faced but instead via laughter. "Management" is actively participating and stated from the outset that "management" would keep everything contained. There was a specific phrase used which I'll reveal later. I realize this mail is repetitive but that happens when I get into situations like this and I've seen a few especially with lawless people outside and unrelated to any work. That too, I'll explain.

You will be stunned. I just need the right timing for the filing. I have my reasons. There will be compensation and then I'll move on to another job.

Real Life Sun, Sep 13, 5:08 PM

to Gregory

Greg,

I am Ken Gryder. I made a hostile workplace complaint to Elise Cocks and was fired in retaliation on Friday. I was going to save this detailed complaint until the end when my contract ended in December with ALL of the terrible details (hence a "scorched earth report) but now I'm going to file with the appropriate authorities...... LEGAL NOTICE

Freddie Mac is hereby order to preserve from the date of employment to the present:

All Teams messages All documentation All communication All e-mail and e-mail chains All recordings via audio or video All statements and notes and any other form of communication personal and corporate of Freddie Mac employees, vendors, advisors, contractors any other persons that have any connection whatsoever with Ken Gryder......

A written notice will be mailed to you shortly via USPS.

I notified multiple individuals of the issues. They did not take action to stop this. Great detail with evidence will follow, probably by DVD and I will have compensation for what FM did to me and what it's done to my reputation here.

Ken Gryder

Real Life 72 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Tue, Sep 15, 6:58 PM

to Gregory

Legal Notice 2

The following employees of Freddie Mac are hereby ordered to retain, preserve and hold all communication via calls, video, audio and most importantly text message ....on ALL private, personal communication devices, including but not limited to phones, laptops desktops, amongst themselves, amongst Freddie Mac employees and any other persons as well as any disk storage devices including but not limited to thumb drives, hard drives, cloud drives, One Drive, Google Drive or any other type of data storage methodology. This would also include any printed matter, mail matter, matter stored in lockboxes, sent to third parties (applies to all items in this order) or being hidden in any manner or form or destoryed to cause obstruction of justice in the upcoming civil matter against Freddie Mac and its employees.

This includes: Elise Cocks, Mike Heberle, Allison Tam, Justin Theivin (spelling), Fahd Choudry, Massa Sita, Brittany ..., Richard Pham, Dylan Felderman, JonMichael Monheim and his Japanese wife from Nagoya, Brian Sosa, Danette Dixon, Rajesh Khatri and any others who have person communication that concerns Ken Gryder.

Please make sure these individuals are notified of this immediately. A written order will soon follow to your mailbox...... The full complaint is still being edited (at 21 pages with exhibits as of today).

The notes, some with dates, are very depressing because of the statements forgotten. Freddie Mac will be making major adjustments because of this harassment and retaliatory firing. The volume, the intensity, the raw hatred of a year visible now in a single document is so great that I have to walk away for a while to recover and then begin again, the editing. Brickman and you have only gotten a taste/sliver of the total experience.

Ken Gryder

……………………. September 16, 2020

Thanks Ken. I’ve received both your emails. I was out early this week for a medical procedure, but I am back at work now.

Given our remote work arrangement, I would encourage you not to use USPS or a DVD to send your complaint or attachments. That will just end up in an empty office. Email will be the fastest way to reach me, and the fastest way for me to look at your allegations. Until I see your allegations, it is premature to consider what steps the company may wish to take to preserve records, and from whom. Thanks, Greg

Greg Watchman Vice President & Deputy General Counsel, Employment Law & Employee Relations 73 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Freddie Mac 8200 Jones Branch Drive McLean, VA 22102 (703) 903-3450, cell (703) 623 0660 [email protected]

Exhibit 15 Second Litigation hold of personal assets, not just Freddie Mac

------Original Message ------Subject: Litigation Hold - see the attached - you are a defendant From: Date: Fri, September 25, 2020 7:33 am To: "[email protected]" Cc: "[email protected]"

This attachment applies to the employees listed in the document.

Ken Gryder ......

Greg may be the recipient of a Va Bar complaint if he continues to retaliate ....with Freddie Mac's assistance and approval. This is the second notice of a litigation hold.

The litigation hold is non negotiable unless one desires "obstruction of justice" and "destruction of evidence" charges lodge against them.

Retaliation is against the law. ……………………………………………………………………………………..

September 25, 2020

Legal notice to Freddie Mac

(Second) LITIGATION HOLD DEMAND

Freddie Mac is hereby ordered to preserve and retain for future litigation by Ken Gryder against FM the following:

As an organization:

1. All mails, Teams messaging, written materials, notes, communications (all in the original), reports, personnel files, internal and external and all materials relating to any IT audits including but not limited to the most recent FHFA audit and anything relating to regulatory materials to the Treasury, Congress, FHFA, Fannie Mae or any other oversight organization concerning the IT affairs of Freddie Mac including all materials concerning purchases, budgets, expenditures, JIRA sprints, (and anything in 74 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder JIRA), GANNT charts, Excel files, SharePoint files or any other files, softwares, notes and tools related to the Win 10 migration going back 4 years.

2. Likewise the mails and Teams messages of Krishna the project manager, the previous CIO, the present CIO Frank, Allison Tam, Mike Heberle, Rajesh Katri, Elise Cocks, all ACR employees including the contract workers from July 1 2019 to the present, all of the employees of the Install group and the vendors shall be preserved for future litigation. Further, the same shall apply to Nick Prodanovich and Adam Schiff as well as any other employees involved in the Win 10 migration project going back 4 years.

3. The mails, phone records, text messages and all written communications and information from the PERSONAL accounts of:

 Justin Theivin (spelling)  Fahd Choudry  JonMichael Monheim  Brian Sosa  Mark McClelland  Richard Pham  Dylan Federman  Elise Cocks  Mike Heberle

Ken Gryder

Exhibit 16 Demand for litigation hold ignored – Legal Risks https://www.ned.uscourts.gov/internetDocs/cle/2010-07/LitigationHoldTopTen.pdf

The triggering event may be more subtle, like a group of supervisors talking about reported harassment, see, e.g.,Doe v. Norwalk Community College, 248 F.R.D. 372 (D. Conn. 2007) http://www.tandllaw.com/blog/litigation-holds-the-triggers-and-consequences-for-failing-to-preserve-evidence/

410-752-2468

In 2012, when Plantronics received notice of GN Netcom’s antitrust lawsuit against it, the company informed its employees to preserve information that could be relevant to the lawsuit through a litigation hold — an instruction to hold, or stop, their actions involving such potential evidence. The company held training sessions and issued regular reminders regarding proper compliance.

Still, a high-level executive deleted over 40% of his emails and, on several occasions, urged others to do so as well; thousands of emails went missing. When in-house counsel learned about the executive’s actions, the company took steps to recover data, including hiring a forensic expert, whose attempts were unsuccessful.

75 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Despite all of these actions geared toward preserving potential evidence, a Delaware federal judge ruled that the company hadn’t done enough to recover the deleted messages and felt that overall it acted in “bad faith” with the intention “to impair the ability of the other side to effectively litigate its case.” The court imposed $3 million in sanctions on Plantronics to both punish the company and deter others from engaging in this kind of behavior.

Even without actual notice through a letter, though, a party’s duty to preserve potentially relevant information arises whenever litigation is “reasonably anticipated.” Regarding when reasonable anticipation arises, the Sedona Conference, a nonprofit institute dedicated to the advanced study of law and policy, writes:

A reasonable anticipation of litigation arises when an organization is on notice of a credible possibility that it will become involved in litigation, seriously contemplates initiating litigation, or when it takes specific actions to commence litigation.

…………………………. September 16, 2020 1:10 pm

Thanks Ken. I’ve received both your emails. I was out early this week for a medical procedure, but I am back at work now.

Given our remote work arrangement, I would encourage you not to use USPS or a DVD to send your complaint or attachments. That will just end up in an empty office. Email will be the fastest way to reach me, and the fastest way for me to look at your allegations. Until I see your allegations, it is premature to consider what steps the company may wish to take to preserve records, and from whom.

Thanks,

Greg

Greg Watchman

Vice President & Deputy General Counsel,

Employment Law & Employee Relations

Freddie Mac

8200 Jones Branch Drive

McLean, VA 22102

(703) 903-3450, cell (703) 623 0660 [email protected]

76 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 17 All mails to Elise Cocks about issues ------Original Message ------Subject: FW: Strictly confidential mail-3 From: "Gryder, Ken" Date: Fri, September 11, 2020 10:14 am To: "[email protected]"

Whistleblower protected.

From: Gryder, Ken Sent: Friday, September 11, 2020 8:39 AM To: Cocks, Elise Subject: RE: Strictly confidential mail-3

1. My original mail said, “no response needed” 2. Your employees have harassed me for more than a year and Fahd and Justin made a threat in July. They said, “You know why we hated you when you first came here?” (both thought it was very funny and the question was asked more than once by Fahd.) FM was made aware of this. FM may not intimidate, harass or threaten anyone. 3. I will be responding in great detail to the proper authorities in the very near future. 4. Many in FM and Blue Ally have known about these issues since the end of July last year as I reported them to, Blue Ally and different times to JM. FM has a serious personnel problem and I’m going to fully outline these issues in writing very soon. The draft at this time at home is 18 pages.

……………………………………………..

From: Cocks, Elise Sent: Friday, September 11, 2020 8:33 AM To: Gryder, Ken Subject: RE: Strictly confidential mail-2

Ken, we are not your employer. Our contract is with Blue Ally to complete this work and not with you. This will be my last response to this e-mail chain as I am not the appropriate party to address your concerns. Contact your employer today, not me as Blue Ally's customer.

Elise Casucci Cocks, CITAM

IT Asset and License Management, Install & Move Office: 703.450.3146 1767 Business Center Drive Reston, VA 20190

…………………………………………..

From: Gryder, Ken Sent: Friday, September 11, 2020 7:21 AM 77 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder To: Cocks, Elise Subject: RE: Strictly confidential mail-2

Two thoughts.

I’ll speak to the appropriate parties in writing in the very near future about what has been done against me since the first month of employment by FM employees that I did not, outline in my last mail.

Second, I scarcely got the e-mail sent yesterday when in the afternoon, Richard induced Massa, to push him through the hallway on one of the short carts while he rode. We have just over 100 Dell machines for next week’s migration and about 30 HP machines. I have 3 onboardings per week with 50-60 machines, Kunnady is asking for 20 for himself (all HP) and the migration requires above 150 per week and yet there is time for more flirting via a cart ride in the hallway of FM.

The onboardings are on time because of my work. Win 10 issuances are on time because of my work. I unboxed five loads of returns yesterday so the next load is Tuesday and I returned them all in SN and so the returns to recover assets due to the shortage just mentioned, are also on time.

Most of the time, I’m the first person at the ACR every day and I have to wait for the FT’s to get here.

I’ve done nothing wrong here at FM.

FM is in fact my “employer”. FM is “employing” me to get this migration done.

Ken

From: Cocks, Elise Sent: Thursday, September 10, 2020 5:43 PM To: Gryder, Ken Subject: RE: Strictly confidential mail

Ken, as Freddie Mac is not your employer, I ask you to take these concerns to Blue Ally, and if there are have additional concerns, they should reach out to me.

Elise Casucci Cocks, CITAM

IT Asset and License Management, Install & Move Office: 703.450.3146 1767 Business Center Drive Reston, VA 20190

………………………………………………………………………….

From: Gryder, Ken Sent: Thursday, September 10, 2020 8:34 AM To: Cocks, Elise Subject: Strictly confidential mail

78 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Elise,

You do not know me so I need to give a bit of background and then express my concerns for Massa working in the ACR.

In my early days after school, I worked in Japan as an exporter. Everything was done in Japanese and I along with all the employees, hand wrote (early 1990’s) reports in Japanese each day to fax to the president. We sold textile machinery (from foundry to finished product) and partnered with Nissan and Toyota because they made looms before they made cars. I managed a $1M spare parts account for the Americas, Europe and the Middle East and created a 5,000 parts database from scratch (and invoice system) on a Mac 145 B using FileMaker Pro. My wife finished her PhD and was sitting around the apartment with nothing to do every day (Filipina) so we left Japan and she went on to work at NIH, UVA and obtain a patent at Walter Reed for Epilepsy research. This December will be our 27th anniversary. I’ve had to step in twice to stop her bosses from plagiarizing her work (Japan and Walter Reed) and for her boss at UVA who committed grant fraud on a 4 year $1.2 million NIH grant and a $169,000 Pfizer grant that is still being covered up by Ken Cuccinelli who was AG at the time.

I feel very strongly about people who have talent and energy and I think they are both rare and need to be protected.

As for my IT experience, I’ve been on at least 12 migrations since 2003 including the Navy, Kraft Foods, Verizon Business, the USDA, the IMF, the GPO, the USDA and at the Smithsonian, I performed the exact same job as Krishna on not one but 2 back to back migrations (because of MS moving from XP to Win 7 before the final lot in 2013. I lost that job because the COTR made demands I do …..her job….specified in the SLA itself in clear language (summarily update my 37 spreadsheets open – status- in her single spreadsheet every day for a migration across 37 locations in the DMV.) I spoke to my boss, the president of my contracting company suggesting I might do this every 2-3 days (not knowing the SLA at that time) and he said, “You can’t push Randy” and then putting his hands on my chest and pushing me, he said, “but I can push Randy”. I went to the IG and filed a complaint and I happened to see the CIO from Herndon two days later. When I confronted my boss the next week, he said, “It only matters if it matters to you. What are you going to do, have me arrested?” I told I went to the IG and was fired at 11 am that day and had to sit on a bench on the National Mall until the commuter cars started running at the Pentagon back to my home.

I did, Krishna’s job and I know this process top to bottom but here, I open boxes.

That’s because I made statements against FT’s last year for their outrageous behavior and they have retaliated. We will skip most of that because the point here is the protection of Massa.

I have extreme concerns about Massa working with Justin or Fahd.

I made a passing statement about 2 weeks ago about closing orphan tasks on returns and that Massa may be doing this and Justin said, “Don’t say that name. I don’t want to hear it. We spent 3 days with her on pivot tables and she doesn’t get it”.

I’ve seen Fahd and Justin’s “teaching methods” and it reminds me of the episode of Seinfeld where Kramer was fired from a job and the boss said, “These reports…..they make no sense. It’s like you have no business experience at all.”

79 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 1. Jon said in one of our weekly meetings, “So what do you have planned for this week?” to Massa. I can’t believe this. How is a fresh graduate in normal times supposed to report her work when she has no assignments, much less with this CCP virus mayhem? Zero leadership here.

2. She came to me asking if I had an assignment or some work. I’m what you call “a temp”! I did teach her a few things about issuing assets and receiving them in the context of SN and SQL queries to capitalize on her foundation from VCU. Yet, this is a stunning example of zero leadership again.

3. Fahd and Richard spend far too much time in long discussions which are nothing more than long flirting. Her energy, her time, her career trajectory, her growth…..all are being wasted. I sorted dirty bags near the disposal room for an hour last week and Richard “flirted” that entire hour. Even Dimitri seemed interested. Richard had the audacity to say she is in a younger “generation” when he’s about 8 years older than her which points to a large problem in the ACR which is arrogance. (including the pivot table comment)

4. Fahd yesterday seemed to be sitting with her about 4:30 -4:45 and they seemed to be watching some sort of horror videos. I think some might have been BLM riot videos. Watching videos, alone, with a young lady and intentionally trying to shock her. Fahd enjoys provoking people as I shall outline in a minute.

5. Fahd and Justin are the LAST people you want around women.

6. Fahd last year said he wanted to go to a Japanese all girl band concert (Tiny Metal) and “get front row seats so I can look up their skirts”.

7. Fahd just days before Massa came on site, asked another person, “What you think is a good name for a stripper?” and then a conversation ensued.

8. Fahd spoke to Sayed in the Middle Eastern language they know (last year) with Fahd threatening to the point that Sayed switched to English, looked at me down the bench (and talking about Fahd) said, “Dude what is your problem?” (looking for relief from Fahd)

9. They met, probably at Fahd’s behest, at some public place after work last year and Fahd provoked Sayed so much that Sayed body slammed Fahd on the sidewalk. I personally witnessed Fahd’s threatening words to Sayed many times.

10. Fahd said to Brittany that she would talk to (Sasha?) and then she would be “passed around the room”. (That was around her 3rd day of work)

11. Fahd threatened Jerome so much that Jerome warned Sasha of potential legal implications and it is one of the main reasons Jerome is now on Install and not ACR. I saw that too.

12. Fahd purposely cornered Jerome and I (before he left the ACR) and said, “You know how you can tell that I’m angry? If I say WTF, I’m just a little bit angry but if I’m quiet I’m really angry.”

13. Fahd and Justin came near my desk last year with Fahd saying, “If there were ever to be a mass shooting, it’ll probably be the CW’s”. I went to JonMichael for that one.

80 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder 14. When Nick was leaving and there was an event in Loudon for him that temps could not go to, Nick said in the all hands meeting, “We still value all of our CW’s, we just have rules”. Fahd came straight into the ACR after that meeting and loudly declared near me, “We hate CW’s”.

15. Justin has said over the past year:

a. (3 times) “I like Satan” b. I am the anti-Christ c. I like demons

16. Justin said to JonMichael last year that he wanted brown nose JM (said this to him in the ACR) and that he “wanted to put his nose up…. Ooh I smell raspberries”. I had to speak to JM about this and said that Justin is a person of very poor character who will hit a wall one day with this irregardless of the work he does.

17. Justin said to Mark in the last two months again on the brown nosing question that he would “get under the table in order to get ahead and to make more money”.

18. Justin said on another time in the last 2 months to Mark when Mark said that Justin was a brown noser, Justin responded that he would brown nose Allison Tam. (with again the graphic explanation about her backside) and then …….he said, “Do I have peanuts on my nose?”

19. On a personal note, about the second week of July, Fahd came up to me and said, “You know why we hated you when you first got here?” Then he said, “He knows” and Justin was on the verge of bursting out in laughter. Fahd stated that I failed to introduce myself when I was being brought around the ACR with JM.

20. The first day Massa came on site, I was entering the elevator. Fahd was escorting Massa to the room and they walked straight past me without Fahd saying a word. Then later in the room, Fahd took Massa around the room and purposely did not bring her over to my desk just to say hello. I stood back because the oppression in that ACR is so great, I just let the event play itself out. That made later passings in the room very awkward given that I wrote, based on JM’s first statement to “introduce yourself to Massa” via e-mail and I shared with her some ideas about further education that would augment her present degree (before she came in). Finally 2 days ago, she was not near Fahd or Justin and there was a proper introduction. Massa is easily young enough to be my daughter and thus I give advice as I would to such a person.

Thus my concern as a 50+ person who has life experience here an abroad for a young person who seems to have sharp critical thinking skills, a solid SQL base of knowledge and a kind personality towards all employees. She’s a good hire and she has a manager temperament at a very young age which is very unusual. Green? Yes, but now to the point of this mail.

First, if I were in charge, I would not let Justin or Fahd anywhere near Massa. They have serious moral flaws that are dangerous to any female. I am literally concerned about her well being in this organization.

Second, she needs to have her day filled so that potential can be realized. FM is wasting her time right now. At the bare minimum I think she should be assigned to spend part of her day on Udemy or in formal training on Service Now or VMware’s OneSpace. Mark might also be a good teacher for her for mobile and OneSpace. She needs a daily schedule filled with expectations. I think she would rise to that challenge.

81 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Third…..and now really to the point. I think you should be her mentor. You are a manager. You have accomplished a position in your life and I think the match would be ideal. Further, I really would ask in the strongest possible terms that you take away ALL authority over her from JonMichael. JM, Fahd and Justin (especially Justin) are an unbreakable trio. JM said in a meeting, “We’ll see if she is a good fit after a year”.

Well let’s see. Fahd makes threats and statements of hatred, (in fact that is his favorite intro “You know what I hate” or “You know what makes me angry”), he has a poor view of women, Justin uses “FFFF” and “GD” all the time and declares, in the most serious tones over a year period, his devotion to satan and has this penchant for graphic comments about brown nosing JM and Allison Tam with JM in full knowledge, approval and support of these behaviors (since they haven’t ceased in a year) and somehow THESE PEOPLE are going to determine if Massa is …… “a good fit” ??!!!

I’ve stewed in my juices for a couple of weeks as to whether I should write this mail or not.

I cannot, in good conscience, sit by and see a person with a reasonable amount of potential (and FM must have seen the same because you hired her) and then destroy this person in multiple ways on her first job out of college. That’s not my way.

I managed 10 people on the GPO migration (government publishing office). I was the PM on the Smithsonian migration even during the October 2013 furlough/shut down. We stayed on budget and on time. I understand personnel management.

Massa is not aware of the danger of these people.

JM is a rabid promoter of Justin. I warned JM about the brown nosing and other issues last year and now Justin is a getting accolades….from Allison herself?....and moved to “professional”?

Wow. That really speaks volumes about FM but then JM said when I came in last year the Vegas line, “What happens in the ACR stays in the ACR”.

I leave this in your hands having surveyed who I might present this concern to (Rajesh, Heberle, Tam) believing you are the right person to take the reins over Massa.

This mail requires no response because my contract ends in December and I will ABSOLUTELY NEVER work for FM again in my lifetime. My “debriefing”report will have even more detail and will be scorched earth. I’ve made my point and dearly hope that Massa will be in good hands, will be both encouraged and challenged and will succeed in whatever endeavors she and FM engage in here forward.

I really enjoy seeing people succeed. That’s based a single work experience I had in Osaka many years ago.

If FM fires me for any reason before my contract ends or for writing this mail on Massa’s behalf, I will take legal action for what I’ve suffered which is separate, in large, from the concerns outlined here.

I think that Sasha and Qasim can attest to the quality of my efforts and work at this time should there be any questions.

I’ve defended my woman of nearly 27 years more than once. If people are concerned about “women’s rights”………………….

82 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Ken Gryder – temp…..for a little longer

Exhibit 18 Use of “scorched earth”

CBN news https://www.youtube.com/watch?v=X0kHbpT9jYM

“Democrats are threatening to go scorched earth if republicans install a new justice…..”

FoxNews https://www.youtube.com/watch?v=L2jsHz652ls

“they do scorched earth warfare against supreme court nominees…”

Zerohedge.com - News site https://www.zerohedge.com/political/i-refuse-work-socialist-city-council-seattle-cops-go-scorched-earth-exit- interviews

Exhibit 19 The wrong example for women – Kamala Harris https://www.cnsnews.com/article/washington/cnsnewscom-staff/kamala-harris-we-should-not-be-criminalizing- women-who-are

Sen. Kamala Harris (D.-Calif.), who is now the Democratic vice presidential nominee, said in a town hall broadcast by CNN on April 22, 2019 that she is in favor of decriminalizing sex work.

“So what I don't support is criminalizing these women,” Harris said. 83 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder “But we should not be criminalizing women who are engaged in consensual opportunities for employment,” Harris said.

Exhibit 20 Why was contract cancelled? Greg Watchman asked

Sun, Oct 11, 10:02 PM

to Gregory

I'll need the following information by the close of business Oct 12, 2020.

1. The exact reason(s) why Freddie Mac fired me based on Monheim, Cocks and anyone else's input.

2. I'll need assurance that FM will abide by the two Litigation hold notices I've sent, one for FM materials and another for personal data concerning the people listed on the order will be adhered.

3. Explain why I was fired when I was given written assurance for protection against retaliation.

I'd advise that you take a hard look at VA Bar rules 3.1 - 3.8 before you answer.

Ken Gryder

Exhibit 21 Freddie Mac Admission of the Cause

Wed, Oct 21, 10:48 AM

to me

Ken,

I don’t respond to threatening emails, so please stop with the threats. I’m just a professional doing my job. I’ve tried to be professional and cordial with you, and I expect the same from you. We may disagree on some of the issues, but we can still be respectful to one another.

Without seeing or hearing your concerns in detail, it is very difficult to evaluate what happened here. Nevertheless, you did assert that your exit from Freddie Mac was retaliatory based on a complaint you made to Freddie Mac the previous day. We have looked into that, and have concluded that the situation

84 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder involving your exit was not handled properly. For that, on behalf of Freddie Mac, I’d like to apologize. I’m very sorry for the way that was handled. (bolding – mine)

I’d like to explore with you how we might resolve this. If that would be of interest to you, please let me know.

Greg

Greg Watchman

Vice President & Deputy General Counsel,

Employment Law & Employee Relations

Freddie Mac

8200 Jones Branch Drive

McLean, VA 22102

(703) 903-3450, cell (703) 623 0660 [email protected]

Exhibit 22 Patterns in criminal behavior https://us.sagepub.com/sites/default/files/upm-assets/78467_book_item_78467.pdf

Identifying meaningful and useful patterns

“The purpose of this chapter is to illustrate how crime analysts identify meaningful patterns that are useful for police…….(and) how police can use the results of pattern analysis to implement problem-solving responses.” …………………….. https://link.springer.com/chapter/10.1007/978-3-642-40994-3_33

Learning to Detect Patterns of Crime

“Our goal is to automatically detect patterns of crime. Among a large set of crimes that happen every year in a major city, it is challenging, time-consuming, and labor-intensive for crime analysts to determine which ones may have been committed by the same individual(s).”

Exhibit 23 Patterns of Illegal Activity at Freddie Mac https://oversight.house.gov/legislation/hearings/committee-holds-hearing-on-collapse-of-fannie-mae-and- freddie-mac 85 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder

House Oversight and Reform Committee

Committee Holds Hearing on Collapse of Fannie Mae and Freddie Mac Date: Tuesday, December 9, 2008 - 12:56pm Committee Holds Hearing on Collapse of Fannie Mae and Freddie Mac

Today’s hearing will focus on the collapse of two government sponsored mortgage financing enterprises: Fannie Mae and Freddie Mac.

On September 7, the Treasury Department took control over Fannie and Freddie. The companies have now been given access to $200 billion in capital from the federal government. Our job today is to examine why Fannie and Freddie failed.

As part of our investigation, the Committee obtained nearly 400,000 documents from Fannie Mae and Freddie Mac. These documents show that the companies made irresponsible investments that are now costing federal taxpayers billions of dollars.

One key document is a confidential presentation from the files of Fannie Mae CEO Daniel Mudd. According to this document, the company faced a “strategic crossroads” in June 2005. The document states:

We face two stark choices: (1) Stay the course; or (2) Meet the market where the market is.

“Staying the course” meant focusing predominantly on more secure, prime and fixed-rate mortgages. The presentation explained that this option would “maintain our strong credit discipline” and “protect the quality of our book.”

But according to the confidential presentation, the real “revenue opportunity” was in buying subprime and other alternative mortgages. To pursue this course, the company would have to “accept higher risk and higher volatility of earnings.” This presentation recognized that homes were “being utilized ¦ like an ATM.” It acknowledged that investing in subprime and alternative mortgages would mean “higher credit losses” and “increased exposure to unknown risks.” But the lure of additional profits proved to be too great.

The documents make clear that Fannie Mae and Freddie Mac knew what they were doing. Their own risk managers raised warning after warning about the dangers of investing heavily in the subprime and alternative mortgage market. But these warnings were ignored.

In 2004, Freddie Mac’s chief risk officer sent an e-mail to CEO Richard Syron urging Freddie Mac to stop purchasing loans with no income or asset requirements “as soon as practicable.” The risk officer warned that mortgage lenders were targeting “borrowers who would have trouble qualifying for a mortgage if their financial position were adequately disclosed” and that the “potential for the perception and the reality of predatory lending with this product is great.”

But Mr. Syron did not adopt the chief risk officer’s recommendation. Instead, the company fired him.

86 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder A year later, on November 10, 2005, a top Fannie Mae official warned: “our conclusion has consistently been that the layering of risk in many of these private-label securities has not adequately been reflected in their pricing.”

On October 28, 2006, Fannie’s chief risk officer sent an e-mail to company CEO Daniel Mudd warning about a “serious problem” at the company. He wrote: “There is a pattern emerging of inadequate regard for the control process.”

In another e-mail on July 16, 2007, the same risk officer wrote to Mr. Mudd again, this time complaining that the board of directors had been told falsely that the “we have the will and the money to change our culture and support taking more credit risk.” The risk officer wrote:

I have been saying that we are not even close to having proper control processes for credit, market, and operational risk. I get a 16 percent budget cut. Do I look so stupid?

But these warnings were routinely disregarded. In one 2007 presentation, the management of Fannie Mae told the board:

We want to go down the credit spectrum. ¦ Subprime spreads have widened dramatically to their widest level in years. We do not feel there is much risk going down to AA and A. ¦ We don’t expect to take losses at AA and A level. Eventually, we want to go to BBB. ¦ We want to move quickly while the opportunity is still there.

Taking these risks proved tremendously lucrative for the Fannie and Freddie CEOs. They made over $30 million between 2003 and 2007. But their irresponsible decisions are now costing the taxpayers billions of dollars.

At an earlier hearing, the minority released a report that called Fannie and Freddie “the central cancer of the mortgage market, which has now metastasized into the current financial crisis.” The next day, John McCain made a similar statement during a presidential debate in Nashville, stating that “Fannie and Freddie were the catalysts, the match that started this forest fire.”

The documents do not support these assertions. The CEOs of Fannie and Freddie made reckless bets that led to the downfall of their companies. Their actions could cost taxpayers hundreds of billions of dollars. But it is a myth to say they were the originators of the subprime crisis. Fundamentally, they were following the market, not leading it.

It is also a myth to blame the nation’s affordable housing goals. The bulk of Fannie and Freddie’s credit losses — nearly $12 billion so far this year — are the result of their purchases of Alt-A loans and securities. Because many of these risky loans lack full documentation of income, they did not help the companies meet their affordable housing goals.

At today’s hearing, we will have the opportunity to question four former CEOs of Fannie Mae and Freddie Mac

…………………………

The Economy: Fannie Mae Posts Jump in Earnings For Third Quarter Patrick Barta and John D. Mckinnon. Wall Street Journal, Eastern edition; New York, N.Y. [New York, N.Y]17 Oct 2003: A.2.

87 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Analysts have been closely watching for signs of whether Fannie Mae's gigantic $917 billion mortgage portfolio would be hurt by gyrating long-term interest rates, which started to rise in June after hitting the lowest levels in decades.

Meanwhile, the company faces other long-term threats. In testimony yesterday before the Senate Banking Committee, Treasury Secretary John Snow called for a new Treasury-based regulator that would have strong new powers over almost all aspects of Fannie's and Freddie's safety and soundness, including their minimum capital standards. Mr. Snow and others have been pressing for new oversight of the companies in the wake of recent accounting troubles at Freddie Mac, which resulted in the ouster of numerous senior executives at the company this summer.

Mr. Snow also voiced frank concern for the first time about the risk that Fannie and Freddie will leverage their government ties to grow too large too quickly, and warned that simply moving their regulator to Treasury without strengthening it could raise the risks still further. "In that lies real trouble," Mr. Snow said.

…………………….. https://www.washingtonpost.com/archive/politics/2003/06/10/freddie-mac-ousts-3-top-executives/37c1caa7- 0410-4dda-8945-53e94a2a6e21/

Freddie Mac Ousts 3 Top Executives By Carrie Johnson and Kathleen Day June 10, 2003

Mortgage giant Freddie Mac yesterday fired its president, alleging that he altered and ripped out pages of his notebooks before handing them over to investigators probing the company's accounting.

The McLean company, the nation's second-largest financier of home mortgages, also pushed out its chief executive and chief financial officer in a dramatic management shake-up that rattled Wall Street.

The action by the company's board deepens problems that began in January, when Freddie Mac announced it would have to restate earnings for the past three years. It provides new ammunition for critics who have complained about inadequate oversight of the congressionally chartered company and its Washington-based rival, Fannie Mae. Together the two companies own or guarantee nearly half the country's residential mortgage debt.

Freddie Mac, which employs about 3,800 people in the Washington metropolitan area, said it dismissed David W. Glenn, 59, its president and chief operating officer since 1990, "because of serious questions as to the timeliness and completeness of his cooperation and candor" with investigators examining how the company accounted for complex financial contracts called derivatives.

……………………. https://www.sec.gov/news/press/2011/2011-267.htm

The SEC also charged three former Freddie Mac executives — former Chairman of the Board and CEO Richard F. Syron, former Executive Vice President and Chief Business Officer Patricia L. Cook, and former Executive Vice President for the Single Family Guarantee business Donald J. Bisenius — in a separate complaint filed in the same court. (U.S. District Court for the Southern District of New York.) 88 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder ……………………………… https://www.thewbkfirm.com/industry/ny-federal-court-approves-386-5m-settlement-77m-in-attorney- fees-in-fannie-mae-freddie-mac-bond-price-fixing-suit

NY Federal Court Approves $386.5M Settlement, $77M in Attorney Fees in Fannie Mae, Freddie Mac Bond Price Fixing Suit 13 Aug 2020

Recently a federal district court in New York granted final approval of a $386.5 million settlement, including over $77 million in attorneys’ fees, in a class action brought by investors alleging that various banks engaged in a conspiracy to fix prices of bonds issued by Fannie Mae and Freddie Mac. Investors claimed that the banks were artificially inflating the value of new bonds, overcharging buyers and underpaying sellers.

……………………………… https://kkc.com/blog/qui-tam-whistleblower-awarded-over-9-million-for-reporting-mortgage-fraud/

On August 8, 2017, the Department of Justice announced a settlement in a False Claims Act lawsuit against PHH Corp. PHH Mortgage Corp. and PHH Home Loans (collectively, PHH). As part of the settlement PHH agreed to pay the United States $74,453,802 to resolve allegations that they violated the False Claims Act by knowingly originating and underwriting mortgage loans insured by the U.S. Department of Housing and Urban Development’s (HUD) Federal Housing Administration (FHA), guaranteed by the United States Department of Veterans Affairs (VA), and purchased by the Federal National Mortgage Association (“Fannie Mae”) and the Federal Home Loan Mortgage Corporation (“Freddie Mac”) that did not meet applicable requirements.

As part of the settlement, PHH admitted to the following facts concerning the FHA loans:

Between Jan. 1, 2006, and Dec. 31, 2011, it certified for FHA insurance mortgage loans that did not meet HUD underwriting requirements and did not adhere to FHA’s self-reporting requirements. Examples of loan defects that PHH admitted resulted in loans being ineligible for FHA mortgage insurance included:

 Failing to document the borrowers’ creditworthiness, including paystubs, verification of employment, proper credit reports, and verification of the borrowers’ earnest money deposit and funds to close.  Failing to document the borrower’s claimed net equity in a prior residence or obtain documentation showing that the borrower had paid off significant debts. Including these debts in the borrower’s liabilities resulted in the borrower exceeding HUD’s debt-to-income ratio requirements for FHA-insured loans.  Insuring a loan for FHA mortgage insurance even though the borrower did not meet HUD’s minimum statutory investment for the loan.

Exhibit 24 EEOC patterns of harassment https://www.eeoc.gov/laws/guidance/questions-answers-small-employers-employer-liability-harassment- supervisors

13. Are there other measures that employers should take to prevent and correct harassment?

An employer should keep records of harassment complaints and check those records when a complaint of harassment is made to reveal any patterns of harassment by the same individuals. 89 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 25 Standard of Harassment

Meritor Sav. Bank, FSB v. Vinson, 477 U.S. 57, 67, 106 S.Ct. 2399, 91 L.Ed.2d 49 (1986). Whether the harassment was severe or pervasive “must be answered by reference to ‘all the circumstances,’ including the ‘frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an employee's work performance.’ ”

Exhibit 26 Cornell Legal Dictionary – “Harassment” defined

“In employment law, offensive, unwelcome conduct based on the victim’s protected characteristic, that is so severe or pervasive that it affects the terms and conditions of the victim’s employment. Harassment may take the form of words, actions, gestures, demands, or visual displays, such as photographs or cartoons.” https://www.haddadandsherwin.com/police-misconduct-harassment/

Exhibit 27 Hazing, interference in work – hostile workplace https://swartz-legal.com/hazing-in-the-workplace/

Hazing or workplace bullying is generally defined as abusive behavior by one or more people who target a person or a group of people. It can include verbal abuse, threats and intimidation, or intentional interference with your ability to get your work done.

Exhibit 28 State Council of Higher education for Va - Hazing https://www.schev.edu/docs/default-source/institution-section/GuidancePolicy/model-hazing-policy517.pdf

11) Verbal abuse

16) Psychological hazing, defined as any act which is likely to:

(a)Compromise an individual’s dignity; (b)Cause an individual embarrass mentor shame; (c)Cause an individual to be the object of malicious amusement or ridicule; or (d)Cause an individual emotional distress;

17)Interrogating an individual in an intimidating or threatening manner;

Hazing also includes soliciting, directing, aiding, or otherwise participating actively or passively in the above acts.

Exhibit 29 Religious discrimination against Christians – EEOC example 2020 https://dailycaller.com/2020/09/17/kroger-sued-religious-discrimination-christian-employees-lgbtq-symbol/

90 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder The Equal Employment Opportunity Commission reportedly filed the complaint in the U.S. District Court for the Eastern District of Arkansa on behalf of the two former employees, Brenda Lawson, 72, and Trudy Rickerd, 57. Both worked at a Kroger store in Conway, Arkansas, for several years before being fired last spring,

Former employees of Kroger are suing the company in federal court over claims that they were fired for refusing to wear an apron with an LGBTQ rainbow symbol that would have defied their religious beliefs, numerous sources reported Thursday.

Exhibit 30 Religious harassment case https://www.boardmanclark.com/publications/the-reading-room/religion-in-the-workplace

Employee wins “perceived as” religious harassment case. In Johnson v. Spencer Press of Maine (lst Cir. 2004), the court awarded $300,000 in compensatory damages and an additional $200,000 in front and back pay for religious harassment. The employee was known to be religious and not go along with the general banter of the workplace, especially sexual banter. The supervisor then engaged in a prolonged pattern of sexually suggestive behaviors and overt sexual commentary with repeated remarks about the employee’s religious beliefs and morality. In spite of repeated complaints, the company did not act to stop the supervisor. The court found “extreme” harassment. An interesting facet of the case is that the harassed employee was a member of the Assembly of God, but the supervisor seemed to think he was Catholic and made repeated negative references to Catholics and Catholics’ strict morality. This illustrates that erroneous perceptions can be just as harmful and just as legally actionable as “accurate harassment.” Title VII covers harassment based on discriminatory “perceptions,” and in this case religion was still the basis of the harassment, whether the supervisor had the denomination right or not.

Exhibit 31 Ford Motor and religious accommodation https://www.shrm.org/hr-today/news/hr-magazine/pages/religion-at-work.aspx

At Ford Motor, for example, workers’ religious groups have access to facilities after hours for meetings and communicate through newsletters. “Being able to bring your whole self to work is essential to us,” says Allison Trawick, global manager in Ford’s Office of Diversity and Inclusion in Dearborn, Mich. “That means everyone.” At the centerpiece of Ford’s religious diversity: the Ford Interfaith Network (FIN), one of eight recognized and supported affiliate groups.

Led by a board of representatives of Buddhism, Catholicism, Church of Jesus Christ of Latter-day Saints, evangelical Christians, Hinduism, Islam, Judaism and Orthodox Christianity, FIN welcomes all religious and spiritual groups. Daniel Dunnigan, manager of worldwide volumes and FIN chairman says, “We all value family, integrity [and] personal industriousness and are committed to leading morally upright lives.”

Exhibit 32 Abusive Language law 18.2-416

If any person shall, in the presence or hearing of another, curse or abuse such other person, or use any violent abusive language to such person concerning himself or any of his relations, or otherwise use such language, under circumstances reasonably calculated to provoke a breach of the peace, he shall be guilty of a Class 3 misdemeanor.

91 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 33 Dylan Felderman and the Spencer Press case parallel https://caselaw.findlaw.com/us-1st-circuit/1270405.html

Albert JOHNSON, Plaintiff, Appellee/Cross-Appellant, v. SPENCER PRESS OF MAINE, INC

Johnson recounted one incident in late 1992 in which Halasz told him to “help hold my dick”. Exhibit 34 Foul language and Goldman Sachs https://www.wsj.com/articles/SB10001424052748704895004575395550672406796

The New York company is telling employees that they will no longer be able to get away with profanity in electronic messages. That means all 34,000 traders, investment bankers and other Goldman employees must restrain themselves from using a vast vocabulary of oft-used dirty words on Wall Street,

GS – Balance sheet $1.14 trillion https://www.goldmansachs.com/investor-relations/creditor-information/creditor-website-presentation.pdf

Exhibit 35 Cursing in the workplace https://www.landrumhr.com/blog/june-2016/cursing-in-the-workplace-is-it-legal

“….a company culture in which inappropriate language such as unwanted, deliberate, repeated, unsolicited profanity, cussing, swearing, vulgar, insulting, abusive or crude language is the norm may place the employer at considerable risk.” “Chronic cursers tend to be complainers, and their bad attitude can be infectious. It damages morale, teamwork and productivity.”

Exhibit 36 Public Cursing https://www.breitbart.com/2020-election/2020/10/27/democrat-meltdown-rep-max-rose-attacks-shopper-at- staten-island-store/

Max Rose Attacks Shopper at Staten Island Store

“Sir, I thought you were out of your fucking mind by the way, so don’t worry,” Rose is heard saying to the man in a video posted on the Shorefront News website. (NY-11 Congressman – Max Rose)

Exhibit 37 Use of the “N” word – hostile workplace

Johnson v. Strive East Harlem Employment Group et al, No. 1:2012cv04460 - Document 83 (S.D.N.Y. 2014 https://www.njplaintiff.com/jury-decides-use-n-word-unacceptable-workplace/

92 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder The verdict is in as a jury has answered the often-debated issue of whether or not the use of the N-word is acceptable. The short answer is no. At least not in the workplace.

Many New Jersey residents first heard about this issue from the much-publicized Johnson vs. Carmona and STRIVE case earlier this month. Brandi Johnson brought a four-minute long recorded tirade of her boss, Rob Carmona, to court to play for the jury. Carmona, manager and founder of the STRIVE employment training program, was found guilty of workplace discrimination and operating a hostile work environment.

In the recording, Carmona loudly berated Johnson and repeatedly used the N-word toward her, bringing what had previously been a social discussion into a legal battle on the federal stage.

Carmona’s lawyers argued that he, as a black man himself, used the N-word with a different connotation. His tirade was meant as tough love, but was never intended as discriminatory. Like many others who have argued this point, his legal team tried to show that the N-word can be used as a term of friendship or love when used between members of the same race.

Johnson and her lawyer claimed that the slur was not received as anything other than hostile and discriminatory, regardless of the race of the person using it. Jurors ruled with Johnson and awarded her $30,000 in punitive damages as well as $250,000 in compensatory damages.

This decision brought the discussion into the open where people have asked, “Is there any context where use of the N-word is okay?” Previously, many have thought the N-word was acceptable among friends, or between members of the same race, or in other social contexts. This case now addresses the fact that the N-word, despite its intentions, has the power to hurt, no matter how it is delivered. Therefore, no one, whether white, black, Hispanic, male or female, should use the N-word at all.

Exhibit 38 Using the “N” word – Nascar driver suspended https://www.breitbart.com/social-justice/2020/10/20/kyle-larson-suspended-for-using-the-n-word-reinstated-to- compete-in-nascar-in-2021/

Kyle Larson, Suspended for Using the N-Word, Reinstated to Compete in NASCAR in 2021

Exhibit 39 Sabotage https://work.chron.com/deal-difficult-coworkers-insinuate-malice-17955.html

Malicious behavior

A colleague may blatantly take credit for your work, place undue blame on you or go out of her way to make you look bad in front of a customer, client or supervisor. Also, watch for colleagues who fail to notify you of a meeting, who claim they forgot to include you in an important group email or who talk poorly about other colleagues.

Exhibit 40 Sabotaging another person’s work - Department of Labor, EEOC

93 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center/internal/policies/workplace- harassment/2012

A hostile environment can result from the unwelcome conduct of supervisors, co-workers, customers, contractors, or anyone else with whom the victim interacts on the job, and the unwelcome conduct renders the workplace atmosphere intimidating, hostile, or offensive.

Examples of behaviors that may contribute to an unlawful hostile environment include:

 discussing sexual activities;  using crude language;  sabotaging the victim’s work;

Whether an instance or a pattern of harassing conduct is severe or pervasive is determined on a case-by-case basis, with consideration paid to the following factors:

1. the frequency of the unwelcome discriminatory conduct; 2. the severity of the conduct; 3. whether the conduct unreasonably interfered with work performance; 4. the effect on the employee’s psychological well-being; and 5. whether the harasser was a superior within the organization.

https://www.eeoc.gov/laws/guidance/enforcement-guidance-retaliation-and-related- issues#A._Protected

Workplace Sabotage, Assignment to Unfavorable Location, and Abusive Scheduling Practices

After an employee cooperated in a workplace investigation of a coworker's race discrimination complaint, a supervisor intentionally left a window ajar to prevent the employee from setting the building alarm (one of his job duties) and thereby subjected him to discipline. The supervisor also engaged in punitive scheduling, including shortening off-duty time between workdays and changing the employee's work schedule in a way that would require him to work alone at a more dangerous facility than the one at which he usually worked. These acts of workplace sabotage, his assignment to an unfavorable location, and the punitive scheduling constitute materially adverse actions.[135]

Harassing Conduct as Retaliation

Sometimes retaliatory conduct is characterized as "retaliatory harassment." The threshold for establishing retaliatory harassment is different than for discriminatory hostile work environment. Retaliatory harassing conduct can be challenged under the Burlington Northern standard even if it is not severe or pervasive enough to alter the terms and conditions of employment.[137] If the conduct would be sufficiently material to deter protected activity in the given context, even if it were insufficiently severe or pervasive to create a hostile work environment, there would be actionable retaliation.

…………………………… https://gelawyer.com/how-do-i-know-if-im-in-a-hostile-work-environment/

Examples of a hostile work environment:

94 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder  Discussing sex acts or using sexually suggestive language  Telling offensive jokes about protected categories of people  Making unwanted comments on physical qualities  Displaying racist or sexually inappropriate pictures  Using slurs or insensitive terms  Making inappropriate gestures

 Sabotaging an employee’s work or career

What counts as a hostile work environment?

Your situation may meet the legal requirements of a hostile work environment if:

 The behavior is discriminatory against gender, race, religion, age, orientation, disability or nation of origin– categories protected by the Equal Opportunity Commission  A reasonable person would find the work environment hostile or abusive  The conduct has become a pervasive and long-lasting problem  The employer has failed to investigate and address the issue  The victim’s desire or ability to work has been affected  The employer knew about the hostile behavior but did not adequately intervene

Exhibit 41 DC Language Like Deon (rioter language) https://www.breitbart.com/law-and-order/2020/10/31/looters-beat-police-officer-with-stolen-cash-register- during-dc-protest/

Someone watching the Walgreens being burglarized before the officer was beaten, asked, “What did they get? Did they get the bank? Holy S**t!”

“These mother-f**kers are like, no, no chill, bro. No chill,” he continued.

“You got the cash register?! Oh.my.God! You guys are savage! Savage!” the narrator proclaimed. “Take that s**t and run! GO! Get the f**k out of here! You better GO!”

“Bro, you better go! You better f**ing go my G [my guy, my bro],” he warned as police approached to aid the assaulted officer. “Run! Don’t stop! You’ve got to f**ing keep running! How are you going to stop?! How are you going to f**ing stop?! Oh, oh, oh…….Oh! DC 2020! Huh!”

“Holy s**t! Stealing cash registers and shirt!,” the rant continues. “Got the cops in the area and s**t. I mean, to each his f**ing own, I guess. You want the cash register, get the cash register.”

“F**k 12 on that s**t. F**k you, you little f**ing piece of s**t. Trying to incriminate motherf**kers and s**t,” he yelled. “Oh, there’s my cops! [laugh] There’s my cops right behind you.”

Rioters in the crowd start to yell: “Black lives…, Black lives…”

95 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder The person caught on audio narrating the events noticed that someone was still in the store. “Someone is still in there! Someone is still in that motherf**ker! OUT!”

“NO!,” he exclaimed. “We left a man behind on that s**t! Well, he’s f**ing dust.”

Exhibit 42 Ohio sexual Abuse- Raid https://www.breitbart.com/border/2020/10/26/more-than-150-children-women-rescued-in-ohio-sex-trafficking- raids/

More Than 150 Children, Women Rescued in Ohio Sex Trafficking Raids

More than 50 law enforcement agencies took part in Operation Autumn Hope, a statewide effort to tackle sex trafficking. As a result of the operation, U.S. Marshals rescued 45 children. Ohio authorities gave another 109 victims over to social services agencies for appropriate help.The operation yielded the arrests of 22 men who were seeking sex with minors. Another 157 would-be Johns were caught looking for sex with adult victims.

Exhibit 43 Stabbing and the seriousness https://www.theblaze.com/news/sisters-stab-chicago-mask-sanitizer

October 28,2020

Chicago police say that two sisters held down a store employee and stabbed him 27 times after he told them to wear masks and use hand sanitizer provided by the business.

The startling incident unfolded on Sunday at Snipes, an athletic clothing store, in the North Lawndale neighborhood.

Police allege that 21-year-old Jessica Hill and her sister 18-year-old Jayla Hill entered the store at about 6 p.m. and were asked to put on masks and apply hand sanitizer over the coronavirus pandemic.

The two refused and began to argue with the 32-year-old man, according to police spokeswoman Karie James.

James says that the altercation became violent when one of the sisters punched the employee in the chest, and then Jayla Hill grabbed him by the hair as Jessica Hill stabbed him.

The man was stabbed 27 times in the chest, back and arms, and was later sent to Mount Sinai Hospital.

Exhibit 44 IT Risk Management Professional (Sept 2020) Job opening

Job Description

At Freddie Mac, you will do important work to build a better housing finance system and you’ll be part of a team helping to make homeownership and rental housing more accessible and affordable across the nation.

Position Overview: 96 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Information Technology Operational Risk Management (ITRM) is responsible for providing oversight of operational risks associated with all operating activities of Freddie Mac’s Information Technology division. The primary responsibilities of ITRM include providing risk management, risk advisory, regulatory liaison, and policy/standards governance for the Information Technology division. This could include managing the review and publication of divisional policies and standards, defining and implementing risk management frameworks, monitoring and reporting risks and risk response, performing risk reviews and evaluations, and driving continuous improvement of risk management capabilities across IT. ITRM is led by the Vice President, IT Operational Risk & Governance.

ITRM is looking for an experienced professional to support 1st line IT Risk Management functions. This position requires that the applicant has a strong understanding of the risk frameworks, operational risks, and the execution of risk management processes and governance within a large institution.

Our Impact

Our team is responsible for driving remediation projects and initiatives to reduce risk to the firm’s operations.

Your Impact Understanding and managing Information and Technology risk associated with the operational processes for the IT division Performing risk assessments to reassess current risks and identify emerging key risks Applying sound judgment in evaluating risks and controls; effectively challenge the business on the identification and acceptance of risks and the adequacy of controls Advising the IT “customers” on means and methods to drive remediation of risk related issues and operational events Coordinating with management on issue remediation Align yourself and the team with what is right for the company, not just your own area Focus on real results rather than the appearance of results (i.e., be good, not just look good) Personally engage with customers to learn their needs Build strong partnerships with IT stakeholders, as well as 2nd and 3rd lines of defense organizations Providing transparency of risk exposures through implementing sound reporting for risk-based decision making

Qualifications: Bachelor’s Degree 2-4 years of experience working with SOX, practical experience in internal/external audits, risk management - methods and techniques for the assessment and management of risk. Ability to operate as a self-motivated, pro-active, and result-driven problem solver with excellent analytical and communication skills Ability to understand IT business processes, management objectives, risk appetite and tolerances and impact of changes to risk profiles Experience in IT governance and controls, including governance frameworks, COBIT, FFIEC, COSO, ISO- 31000, etc.

Key to success in this role Ability to develop effective relationships across the firm Tenacity and aptitude for productive collaboration and relationship management Ability to work well under pressure with excellent attention to detail

97 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 45 Freddie Mac’s VDI problem

------Original Message ------Subject: Urgent Position || Infrastructure Engineer Associate || Mclean, VA || Freddie Mac From: Sher Singh Date: Mon, August 31, 2020 7:51 am To: [email protected]

Hello Ken,

Greetings from Insigma Technologies! Job Title: Infrastructure Engineer Associate Work location: Mclean, VA Pay rate is $50/Hr. on W2 (USC and GC).

Win10 VDI Support Agent:

 Level 3 VDI support, interact with customers to resolve issues, work ticket queue.  Min 2 exp supporting VMWare Win10 VDI

Experience in:

 Working the ticket queue  Win10 VDI related Issue Resolution  Technical Skills: VMware Horizon, DEM/UEM and AppVolumes  Support Non-persistent Win10 VDI environment that incorporates writable volumes and AppVolumes  Prod and Non-prod Win10 VDI environment  Excellent communication and analytical skills. Can interface between business and technical teams

Thanks & Regards

Shersingh Gupta

Phone: 703-344-9674 Ext. 118

Alternate Number: (703) 662-4328

Email: [email protected]

Exhibit 46 Rental payment failure December 2020 Struggling Rental Market Could Usher in Next American Housing Crisis; Millions of renters are behind on their payments; mass evictions could come soon

98 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Parker, Will. Wall Street Journal (Online); New York, N.Y. [New York, N.Y]27 Oct 2020.

A housing crisis centered on the vast apartment and home-rental markets is emerging in the U.S., threatening to send millions of renters into eviction and leave landlords short billions of dollars.

A large number of renters have been unable to pay some or even all of their rent since March, when the pandemic temporarily shut down most businesses. Many businesses remain closed or only partially open, pushing renters into unemployment and draining their savings.

Federal and local eviction moratoriums have protected many of them from losing their homes if they missed payments during the pandemic. But the national eviction ban and some state and city protections are set to expire by January or sooner. Renters will then be on the hook for months of missed payments, which even those who have jobs could struggle to pay.

Estimates of total outstanding rent debt vary widely. Yet by any measure, the fallout from missed rent payments is bound to imperil a large swath of the U.S. population and wash over the broader economy.

A study of unemployed workers released last week by the Federal Reserve Bank of Philadelphia calculated outstanding rent debt would reach $7.2 billion before the close of 2020. Moody's Analytics estimates that it could reach nearly $70 billion by year-end if there is no additional stimulus spending. The economic-research firm calculated that 12.8 million Americans would then owe an average of $5,400 from missed payments.

Even the larger figure would be far less than what was lost when the $1.3 trillion subprime-mortgage bubble burst, leading to a national wave of defaults and foreclosures. But the tens of millions of people potentially caught in a web of home-rental debt and eviction would far exceed the 3.8 million homeowners who were foreclosed on in 2007-2010.

The ballooning debt issue for renters is another sign of how Covid-19 is punishing the less well-off far worse than the more affluent.

Most Americans financially secure enough to own a home are feeling flush, despite the economic downturn and a high unemployment rate that has spared most white-collar professionals. Houses are selling at record rates , and home prices have rarely been higher. Recently moribund suburban-housing markets in the Northeast and other regions have sprung back to life as buyers seek more space while working at home.

But about a quarter of American renter households with children are now carrying debt from not paying rent, U.S. Census Bureau surveys show. Women and people of color are disproportionately more likely to owe rent, according to the census data. Black and Latino Californians were twice as likely as their white counterparts to face rent insecurity amid the pandemic, an analysis by the University of California, Los Angeles found.

Mounting rental debt could also impede the path to a U.S. economic recovery, when 30 million to 40 million people from New York City to San Francisco face potential eviction once moratoriums expire, according to estimates cited by federal government officials.

"These households will have to make some pretty massive financial choices and pull back on other spending to pay their rent," said Mark Zandi, Moody's chief economist. "That's a hit to the economy."

99 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder In the early weeks of the pandemic, many renters tried to scrape together their rent by borrowing money from friends or family. Some moved to credit cards , which could mean the total debt tied to rent is greater than what can be counted from missed payments alone.

Credit payments to small and medium-size businesses connected to rental real estate increased by more than 70% in the spring, according to the Philadelphia Federal Reserve. The data showed that through the fall these payments have remained some 50% higher than during the same period in 2019.

Kate Bulger, a financial counselor specializing in housing debt at the Money Management International counseling firm, said the number of tenants she works with who report putting payments on credit cards has exploded. This shift of debt from landlord to plastic can harm renters' credit long term, Ms. Bulger said, by using too much of their available credit line, which can lower scores.

"Even if now they are able to make their rent payment," she added, "that huge inflation to their credit-card debt has become a new threat to their budget and their ability to cover all their expenses."

Other renters falling behind are now on payment plans arranged with their landlords, allowing them to pay small minimum amounts each month. Some landlords are charging punitive late fees on top of what is already owed, making the debt higher than just the face value of the rent.

In Miami-Dade County, Fla., Isis Bouzy is struggling to make the $665 monthly payment for the apartment where she raises her three children. She lost hours as a hair stylist during the pandemic and now owes $2,175 back rent. She says her landlord wants to evict her.

She has lived in the unit for five years and said she had been working to fix her credit before the pandemic started. "I'm not sure where this will leave me," she said. "I want to be a homeowner one day, and an eviction won't look good."

Housing Amid a Pandemic

The financial consequences of falling months behind on rent can linger for years, and most landlords are unlikely to forgive these debts, credit specialists say. "If you don't pay it back that can escalate to things like judgments, potential garnishments against your wages." Ms. Bulger said.

This kind of negative information on a credit report also makes it more difficult to secure new housing accommodations, and future landlords could require a higher security deposit or advance rent payments.

Even some higher-income renters are falling behind. An analysis of rent payments in 11.5 million professionally managed rental apartments shows that unpaid rent was 7% higher in those buildings between April and August this year than it was during the same months in 2019.

While many landlords have let tenants continue to occupy units without paying all of their rent by establishing payment plans, there are doubts about how many tenants will ever be able to pay back all of what they owe.

"Am I concerned that some tenants will leave me holding the bag? Yes," said Robert Nelson, a New York City landlord who owns middle-income apartment buildings. "But what choice do we have?"

Write to Will Parker at [email protected]

100 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 47 Damages available https://www.wrongfulterminationlaws.com/resources/wrongful-termination-law/wrongful-termination- claims/remedies-for-termination.htm

 Back pay. These damages are to compensate you for lost wages from the date of termination until the time of trial. However, if you're able to find a new job in that time, your damages will be reduced to account for the new earnings.  Front pay. These damages are to compensate you for lost wages from the time of trial into the future. Front pay is available when you haven't been able to find a new job by this time, or your new job pays less than the previous position.  Lost benefits. You may receive compensation for the value of any benefits lost as a result of the termination.  Out-of-pocket losses. This is compensation for other expenses, such as costs associated with your job search or obtaining medical treatment (for example, due to harassment).  Pain and suffering. This is to compensate you for the mental anguish, emotional turmoil, discomfort, decrease in quality of life, and similar negative effects of the termination.  Injunctive relief. This is a court order requiring your former employer to do something, such as reinstate you to your old job, or to stop doing something, such as basing layoff decisions on race or gender.  Attorneys' fees and costs. If you win your case, you can typically get an award for attorneys' fees and court costs, such as filing fees.  Punitive damages. These damages are intended to punish the employer and are only available for particularly egregious conduct.

Federal law places a cap on the amount of damages an employee can receive for compensatory damages (out- of-pocket costs and pain and suffering combined) and punitive damages. The caps are based on the size of the employer and are as follows:

 employers with 15 to 100 employees: $50,000  employers with 101 to 200 employees: $100,000  employers with 201 to 500 employees: $200,000, and  employers with more than 500 employees: $300,000.

……………………………………… https://www.eeoc.gov/remedies-employment-discrimination

In cases involving intentional age discrimination, or in cases involving intentional sex-based wage discrimination under the Equal Pay Act, victims cannot recover either compensatory or punitive damages, but may be entitled to "liquidated damages."

Liquidated damages may be awarded to punish an especially malicious or reckless act of discrimination. The amount of liquidated damages that may be awarded is equal to the amount of back pay awarded the victim.

………………………. https://caselaw.findlaw.com/us-1st-circuit/1270405.html

101 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder The availability of back pay and front pay is not affected by the cap on compensatory and punitive damages. Both federal and Maine law clearly exclude awards of back pay from the statutory cap on the sum of compensatory and punitive damages. See 42 U.S.C. § 1981a(b)(2); Me.Rev.Stat. Ann. tit. 5, § 4613(2)(B)(8)(d). And the Supreme Court has recently clarified that the same rule applies to awards of front pay. Pollard v. E.I. du Pont de Nemours & Co., 532 U.S. 843, 848, 121 S.Ct. 1946, 150 L.Ed.2d 62 (2001).

An award of back pay compensates plaintiffs for lost wages and benefits between the time of the discharge and the trial court judgment. See Lindemann & Grossman, Employment Discrimination Law 635-37 (Cane, Jr. et al. eds., 3d ed.1996). Front pay, by contrast, is “money awarded for lost compensation during the period between judgment and reinstatement or in lieu of reinstatement.” Pollard, 532 U.S. at 846, 121 S.Ct. 1946; see Lindemann & Grossman, at 639-42. Front pay thus compensates plaintiffs for lost wages that may accrue after the conclusion of the trial. Both back pay and front pay are authorized by 42 U.S.C. § 2000e-5(g)(1), which provides:

If the court finds that the respondent has intentionally engaged in or is intentionally engaging in an unlawful employment practice charged in the complaint, the court may ․ order such affirmative action as may be appropriate, which may include, but is not limited to, reinstatement or hiring of employees, with or without back pay (payable by the employer, employment agency, or labor organization, as the case may be, responsible for the unlawful employment practice), or any other equitable relief as the court deems appropriate. Back pay liability shall not accrue from a date more than two years prior to the filing of a charge with the Commission. Interim earnings or amounts earnable with reasonable diligence by the person or persons discriminated against shall operate to reduce the back pay otherwise allowable.

During the back pay period, individuals have an obligation to exercise “reasonable diligence” in finding alternative suitable employment. See 42 U.S.C. § 2000e-5(g)(1); Ford Motor Co. v. EEOC, 458 U.S. 219, 231-32, 102 S.Ct. 3057, 73 L.Ed.2d 721 (1982) (an “unemployed or underemployed claimant, like all other Title VII claimants, is subject to the statutory duty to minimize damages set out in” 42 U.S.C. § 2000e-5(g)(1)); Carey v. Mt. Desert Island Hosp., 156 F.3d 31, 41 (1st Cir.1998). Thus, awards of back pay are offset by any wages that could have been earned with reasonable diligence after the illegal discharge, regardless of whether they were actually earned. See § 2000e-5(g)(1); Quinones Candelario v. Postmaster Gen. of United States, 906 F.2d 798, 799-802 (1st Cir.1990).

Awards of front pay, by contrast, are generally entrusted to the district judge's discretion 8 and are available in a more limited set of circumstances than back pay. See Lussier v. Runyon, 50 F.3d 1103, 1108-09 (1st Cir.1995). Front pay should not be awarded unless reinstatement is impracticable or impossible.

If the employer's unlawful conduct caused the employee's inability to mitigate damages, then the employer should be liable for the resulting consequences.

Gutzwiller v. Fenik, 860 F.2d 1317, 1333 (6th Cir.1988) (back pay “should include the salary, including any raises, which plaintiff would have received but for the discrimination, as well as sick leave, vacation pay, pension benefits and other fringe benefits she would have received but for discrimination”) https://www.eeoc.gov/laws/guidance/enforcement-guidance-retaliation-and-related-issues

Punitive damages are available when a practice is undertaken "with malice or with reckless indifference to the federally protected rights of an aggrieved individual." 42 U.S.C. § 1981a(b)(1). Eligibility for punitive damages depends on the employer's state of mind, not on the "egregiousness" of the employer's misconduct.

102 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder Exhibit 48 Amazon Gift Card from Hiep for Onboarding work

From: Amazon.com Gift Cards Sent: Tuesday, August 25, 2020 11:07 AM To: Gryder, Ken Subject: HL Pham sent you an Amazon Gift Card!

Exhibit 49 Sexual harassment – Obscene language https://www.thearmstronglawfirm.com/Sexual-Harassment/Sexual-Harassment-Foul-Language.shtml

You Don't Have To Be Subjected To Obscene Language At Work

Sexual harassment is not merely physical contact or unwelcome advances. It can also refer to sexualized language that is so upsetting that it creates a hostile work environment:

 Profanity and vulgar language  Euphemisms such as "boink" or "screw"  Demeaning terms like "bitch" or "slut" or "MILF"  Crude references to private anatomy  Description of sexual acts  Comments about your body  Sexual come-ons  Sexually explicit jokes

Depending on who is listening, the offender may dial down the language or use less explicit words. The bottom line is the pattern of behavior and whether the words and the tone are dehumanizing, degrading or threatening to you. ………………….. 103 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder https://www.constangy.com/employment-labor-insider/does-cussing-create-a-hostile-work-environment

Does cussing create a "hostile work environment"?

By Robin Shea on 11.8.10 – Partner in Winston-Salem, NC – Constangy, Brooks, Smith & Prophete LLP

“…..obscene language that is sexual in nature can most certainly create liability for sexual harassment.”

104 | P a g e Freddie Mac Legal Complaint 2020 – Ken Gryder