JUNE 8, 2004, I WAS TERMINATED FROM ELI LILLY &CO PHARMACEUTICAL.
I WORKED IN INDIANA AT THE CORPORATE HEADQUARTERS AND PLANT SITE FOR MORE THAN 12 YEARS. I WAS A STAR EMPLOYEE, ALTHOUGH I NEVER RECEIVED THE SAME BENEFITS AS MY CAUCASIAN COUNTER PARTS. I HAVE APPRECIATION LETTERS AND EXCELLENT PERFORMANCE REVIEWS, CORPORATE VIDEOS, LOCAL NEWSPAPER ARTICLES COMPANY RECOGNITION FROM ABOUT EVERY SR. EXECUTIVE AT THE COMPANY ETC. YET; I WAS CALLED RACIAL NAMES, DEALT WITH DAILY RACIAL SLURS FROM IMMEDIATE LINE MGMT AND COWORKERS ON A REGULAR BASIS. IN 2004 I ASKED FOR AN INVESTIGATION. THIS ALONE IS A LONG STORY BUT JUST KNOW THERE WAS NOTHING THAT CHANGED AS A RESULT OF THIS INVESTIGATION. TO LEAD UP TO TODAY'S EVENTS BECAUSE THERE IS TOO MUCH TO COVER FOR THIS MEMO. I WENT INTO A BUSINESS PARTNERSHIP WITH, EXTERNAL TO THE COMPANY, WITH ANOTHER WHITE MALE EMPLOYEE WHO I THOUGHT WAS A FRIEND OF MINE. TO MAKE A LONG STORY SHORT THIS EXTERNAL BUSINESS REAL ESTATE DID NOT WORK OUT WELL. WE HAD DISPUTES OVER MONEY. THIS WHITE MALE TURNED IN A COMPLAINT TO HR THAT I WAS HARASSING HIM IN THE WORK PLACE. THIS OCCURRED MID APRIL 2004. MY BUSINESS PARTNER, WHO ALSO WORKED FOR THE COMPANY HAD A POOR PERFORMANCE RECORD AND WAS UNDER A VERBAL WARNING FOR TERMINATION IF HE COULD NOT IMPROVE HIS PERFORMANCE. HOWEVER THE HR REP, WHITE MALE WHO TOOK THE INVESTIGATION WAS A FRIEND OF MY BUSINESS PARTNER. THE INVESTIGATION TOOK ON THE FORMAT OF THE IRAQ PRISON TORTURE. I WAS GUILTY BEFORE THE INVESTIGATION/INTERROGATION STARTED. THE RESULTS CAME TODAY, ABOUT 2 MONTHS LATER. ALTHOUGH I WAS TOLD THAT EVEN THOUGH IT WAS UNPROVEN I LACKED CREDITABILITY AND THEREFORE I WAS GUILTY OF WORKPLACE HARASSMENT. OBVIOUSLY, THEY DID NOT FEEL THERE WAS STRONG ENOUGH EVIDENCE (NO EVIDENCE) TO TERMINATE ME ON. SO TO MY SHOCK I WAS TOLD I WAS BEING TERMINATED FOR MISCONDUCT-FALSIFYING DOCUMENTS WHICH WERE PERSONAL EMAIL ABOUT OUR EXTERNAL COMPANY THAT WERE SENT BACK AND FORTH BETWEEN OUR EMAIL ACCOUNTS. THIS HAD NOTHING TO DO WITH COMPANY BUSINESS, PERFORMANCE, OR VIOLATING COMPANY POLICIES. THE PROCESS WAS CONDUCTED BY ALL WHITE MALES FROM HR AND ALL MY LINE MANAGEMENT WHO MADE THE FINAL DECISIONS WERE WHITE MALES. I AM A HIGHLY INTELLIGENT, OUTGOING AND AGGRESSIVE BLACK FEMALE WHO MY LINE MANAGEMENT HATED. WHEN MY MANAGER CALL ME INTO THE CONFERENCE ROOM HE MADE A GESTURE AND SAID "COM ON IN GIRLFRIEND" I PASSED MY IMMEDIATE SUPERVISOR ON THE WAY DOWN THE HALL AND HE MUTTERED "WE GOT YO BLACK ASS NOW" AND ROLLED HIS EYES. HE RACIALLY HATED ME BECAUSE I OFTEN CHALLENGED HIS STYLE OF MANAGEMENT. WE JUST HAD A MAJOR DIFFERENCE OF OPINION LAST WEEK WHERE HIS DECISION WAS NOT SUPPORTED BY THE BUSINESS AND MINE WAS, SO THIS WAS SWEET REVENGE FOR HIM. I AM STILL IN SHOCK. HOWEVER KNOWING HOW RACIST THIS COMPANY IS, IT SHOULD NOT SURPRISE ME. THEY APPEAR TO LOOK GOOD AT THE TOP BECAUSE WE ACTUALLY DONATE TO ALL THE MAGAZINES AND SURVEYS THAT GIVE US THE RATING FOR CORPORATE DIVERSITY. BUT AT THE SURFACE ARE STILL THE NARROW MINDED KKK ATTITUDE "GOOD OLD BOY" MENTALITY. I AM CONFIDENT THERE ARE HUNDREDS IF NOT THOUSANDS OF MINORITIES THAT EXPERIENCE RACIAL DISCRIMINATION AT THIS COMPANY AND HAVE SUFFERED THROUGH WRONGFUL TERMINATION. BUT WHEN A CORPORATION IS DEEMED AS THE "SAVIOR OF THE STATE" THESE THINGS ARE SWEPT UNDER THE RUG BY LOCAL AND STATE OFFICIAL OR IN SOME EXTREME CASES HUSH MONEY IS GIVEN TO AVOID LAW SUITS. AS WELL THERE ARE SOME LAW SUITS I AM SURE BUT OF COURSE NOTHING THAT WOULD BE PUBLIC KNOWLEDGE. well, IT IS A POLITICAL YEAR FOR INDIANA GOVERNOR AND PRESIDENTS WHICH AMERICA PHARMAS STRONGLY SUPPORT THE REPUBLICAN PLATFORM AND WITH LILLY'S OWN MITCH DANIELS RUNNING FOR OFFICE OF GOVERNOR. I THINK THIS IS A TUFF TIME BUT A PERFECT TIME TO SHED SOME LIGHT ON WHEN IT SAYS "LILLY IT MEANS WHITE" I HAVE SOME WHEELS IN MOTION CAN ANYONE OFFER ANY LEGAL RESOURCES AND SUGGESTIONS. THE DOWNSIDE IS I AM OUT OF WORK, OUT OF MONEY, AND HAVE NOTHING TO DRAW ON UNTIL A FEW WEEKS WHEN I CAN FOR THE FIRST TIME IN MY 44 YEARS OF LIFE DRAW UNEMPLOYMENT. BUT I AM DETERMINED TO MAKE NOTICE, MAKE A DIFFERENCE, AND MOST IMPORTANT GET REIMBURSED FOR THE HARDSHIP THIS WRONGFUL TERMINATION IS GOING TO COST ME. THE HR REPS WERE ADAM HEMMING, MIKE ROESNER, FRED WRIGHT AND K. JACKSON. THE MANAGEMENT TEAM WAS TODD ELLIOT AND JIM TELFORD

I am an African-American female that worked briefly with Cassandra. Cassandra was always very nice to me, but I saw the pain that she inflicted on my Caucasian co-workers. Multiple instances came up where the nicest, most respectful people I knew where unjustly accused of being racist toward Cassandra. Some of these people were accused of using the "N word", when I am positive these people never even cursed. I felt bad for them and even witnessed a few of them crying and depressed from her accusations. At Lilly, even if you are not found guilty of racism, the accusation is still placed in your personal HR file for future reference. Surprisingly one day she would accuse a person of being racist toward her and the next day she was begging to come visit these people at their homes, churches, etc. The accused employees were confused and afraid of her because of this.

One thing Cassandra failed to mention in her article is how she was not always the most productive worker. She took frequent absences, sometimes without even letting her supervision or co-workers know where she was. You could not depend on her to complete assignments on time, when she really did not have that much to even do. She was just overall not responsible. And the bad thing is, I witnessed management afraid to confront her about her poor working habits, because they were afraid of her using the race card.

I am writing these comments in defense of the people unfairly accused of racism. While I can't say for sure all of her accusations are totally bogus, I can account for two different situations where I know she was being untruthful. I personally have never experienced any racist behavior at Lilly.

In addition, I personally and honestly believe that Cassandra may have multiple personalities or another mental condition. I believe that she honestly feels as though these situations took place, but I can 99.9% say that they did not - at least for the people that I worked with.

Cassandra, I wish you luck in your future and I hope that you have better luck at your next job. My wish for you is only to consider the damage that racist allegations and articles, such as this, causes a person in their personal life and professional.

God Bless

I find Cassandra's commentary and the rebuttal very interesting. Just a word of friendly advice to Cassandra: be very sure that you can prove your accusations. You are directly accusing your former company and management, naming names, where it can be read by the public. If you cannot prove what you say, you could be sued for libel and/or slander. If it has come to the notice of a former co-worker (as stated in the message above) who is still employed by the company that fired you, word has probably already reached its HR and mangement, not to mention the legal department. Be very careful how you proceed.

I hope you get your comeuppance for ruining innocence people's lives, bitch.

If it was me whose reputation you ruined I'd have you eliminated.

I agree. I am very careful. I have enough evidence to publish a book. In fact, that a great idea!

Thank you for all your concern. My attorneys await any comments.

God Bless!

There is a company called Lilly that can refer you to excellent psychological counseling offer medication and other support.

There is a God that can heal all things.

Please be advised you may already have ruined your own reputation through your threats. To threaten someone life is a criminal offense.
I have submitted your threats to the proper authorities . Investigation in process.

This publication is meant to exercise my rights of public speech. It is not threatening to anyone or anything.

I suggest you retrain your comments to legal and professional ones. This site has been advised not to publish anything more and the site will be monitored for your response.

So go ahead and make my day. I think people who do injustices deserve to pay for them legally. That is what this article is all about.

Let me start by saying there were no African American Women who worked with me in this group but one exception of my Administrative Assistant Debra Smith. That's right when you tell the truth and have paper work to back it up you can name names.

However, I strongly do not believe that these comments come from her. I know her to be a person of faith who endures her own struggles.

Therefore, I am convinced that this is another cowardly Caucasian counter part that hides behind the lies and wicked ways of their predecessors. This is a great example of the racist treatment to which I am referring in my comments.

For the record, I have every performance record I have had during my tenure. The Official signed off version. Most of which are Excellent or above none were ever below average. I have dozens of awards and letters of recognition for my performance to include the exceptional rating I received 2 weeks prior to my termination. So again, documentation speaks louder than words.

In terms of my attendance, my official record displays for my first six year with the company I never missed a day that was not vacation. My ladder six year display I never had an unexcused absence not even one hour. In terms of my whereabouts, as a managerial level project manager, the appropriate people knew when deemed necessary. again, I HAVE NEVER IN MY TENURE AT LILLY HAD ANYTHING NEGATIVE DOCUMENTED ABOUT MY PERFORMANCE or ATTENDANCE. MY PROFESSIONAL RAPPORT IS EXCEPTIONAL AND SPEAKS FOR ITSELF. WHAT ABOUT YOURS? WILLING TO COMPARE?

Word of advice, as a TRUE EXPERIENCED manager, I KNOW, if you have an employee who has performance or attendance concerns and you are afraid to approach them for any reason, this demonstrates your lack of ability to manage. I would like to Thank you for cosigning that, as it has been one of my major complaints. Therefore it is a good thing that for whatever unprecedented reason, at least you admit there are very poor managers in that area.

Just FYI for you I am the youngest of thirteen, all my siblings have children, not to mention aunts, uncles, cousins etc. I have a husband and many children that I care for, three businesses to run, two personal homes in 2 states; I am very active in my church and multiple organizations. I display this to again display that your words are just untruths. There is absolutely no way I have time to go to anyone’s home, definitely begging is ridiculous. I do not even have time to visit my own friends and relatives. In my last five years at the company I have visited 10 homes about 10 times with the exception of two and they have all been Sr. Level Management i.e. Executive Director or Above primarily for events I could not get out of attending. I have only visited one friends church from Lilly, John Livingston, where my husband and I attended at his request and had a blessed time. I am not even sure I have been invited to anyone else’s church in my working areas. I must admit I would have been pleasantly surprised had I been. I always invite coworkers to worship with me in fact I have sent out multiple emails with church events. If you worked with me at all you know I hardly ever had lunch with people from my office, because I rarely had the time.

Again, I challenge you to name anyone who says I begged to visit their home or church. Either call it or stop the Lies.

I know you will not admit anything because YOU ARE LYING, again these are legal issues anything you SAY CAN AND WILL BE USED AGAINST YOU IN A COURT OF LAW!

SO PUT UP OR SHUT UP!

Cassandra, I am so sorry for your situation. I had a very bad supervisor and few non-supported managers. Plus a HR representative on my supervisor's side. Bad things happened to me too. I have 300 days to report to EEOC and I am running out of time. I am also looking for an attorney to represent my case. I told to one and he told me it's very difficult to sue Lilly and he said everyone here in Indianapolis likes Lilly even the Federal Judge. I'd like to talk to you personally. Lilly "separated" me from the company on January 15th , 2004. And last year Lilly also fired an employee with 10+ years service. I'd appreciate very much if you can contact me. Thank you very much. hcchcc

Cassandra, I am so sorry for your situation. I had a very bad supervisor and few non-supported managers. Plus a HR representative on my supervisor's side. Bad things happened to me too. I have 300 days to report to EEOC and I am running out of time. I am also looking for an attorney to represent my case. I told to one and he told me it's very difficult to sue Lilly and he said everyone here in Indianapolis likes Lilly even the Federal Judge. I'd like to talk to you personally. Lilly "separated" me from the company on January 15th , 2004. And last year Lilly also fired an employee with 10+ years service. I'd appreciate very much if you can contact me. Thank you very much. hcchcc

Please do not type in all caps. Very hard to read

Please contact me
fairplayersinc@aol.com.
My attorneys will be happy to work with you.

Notice to all current, past, or contracted employees who have been discriminated against during employment at LLY. Please contact me immediately for attorney information in reference to class action law suit
at :

fairplayersinc@aol.com


Thanks,

http://lists.riseup.net/www/info/uknowwho

The intent of this list is to bring awareness, discussion, and cultural change around the mentality of midwestern based corporations.

Many of which use African Americans, specifically females, for image and not for cultural transformation and merit of delivery the corporation receives through their efforts.

An example of such would be an Indiana based Pharmaceutical, Eli Lilly whose promotion standards at the top reflect the network of the KKK. The circle remains unbroken. At the top it looks like the rainbow coalition of yes men, but at the salary level it looks like the plantation. There it has the inability to retain talented African Americans for more than a year. The ones that remain quickly become complacent as to add to the concerns than risk opportunity at any cost. Then there are the few of us who are not afraid to be black and be heard and are yet successful both internally and externally. We anticipate change and prepare for the future, by correctly positioning ourselves in the current.

A corporation that has the power and the money to buy their diversity awards and publications, basically a snake, that slivers and hides behind the integrated skin that goes undetected in its habitat, it preys upon its victims demanding and sucking life from them for its own survival. But once the skin is shed, which is rare and costly everyone can visualize it as the mean, nasty, betraying, snake that it is.

So united we can shave the snakes skin so they can no longer go undetected and wear the skin on our feet to protect the ground we walk on as African Americans.
This is how a snake is best served.

The corporations specifically in the Midwest, the birthplace of the KKK, are places where not only is racism alive and well in this generation but it breeds a whole new generation of even more despicable series of hate crimes. Yet its skin is so deep there are far too many in hiding, yet walking, talking, and feeding our children with the images of inequality. This is deemed as acceptable.

United and educated we can share our experiences booth triumphs and defeats to combat this battle. To gain our merit, reward our labor, and to embrace those who came before us and teach those after us the path we pave, that they may walk lighter in their snake skin boots and continue to carry the big stick.

I would like to have a meeting perhaps teleconference training classes, share literature, experiences. Develop a steering committee dedicated to making a difference and to the financial and morale support of this avenue that allows for these type opportunities.

Our logo will be; “A Person Who Stands for Nothing, Will Fall For Anything”

Washington DC Firm Federal Civil Suit Compensation and GPP [Re: Anonymous]
#576885 - 01/16/05 12:22 AM


How did two DC civil rights firms get the names and phone numbers and addresses of all Lilly mangers?? They are contacting current and former managers concerning compensation issues ie stock options,bonus plans and raises. They specialize in employment law. I have heard they are asking managers at Lilly were you delibertly lied to concerning compensation by senior management. Another firm is contacting current and former Lilly employees concerning Lilly Red Book and GPP policies. They have all ready documented numerious cases of employees repremanted,fired or careers ruined because of this. They plan to raise serious questions about Lillys policies and how they may be in direct violtion of personal civil rights. One example is ordering Lilly employees not to be involved in certain non profit groups because of conflict of business interests. What is going on ????

Rose & Rose, P.C. represents large groups in class action and similar proceedings arising under employment and consumer protection laws.

We help victims of group based employment discrimination where employers have violated laws like Title VII of the Civil Rights Act of 1964
Washington, D.C. 20036

Phone: (202) 331-8555
Fax: (202) 331-0996

Mention this memo when you call.


The use of racial slurs, racial language or racial insults on the job creates a hostile work environment. So does threatening employees with racial symbols like nooses or clan outfits. The display of the confederate battle flag also creates a hostile work environment. Hostile work environments violate Title VII and other laws prohibiting employment discrimination.

An employer may not terminate an employee or take other adverse job action on account of race or color. Work rules must be applied uniformly to all employees, regardless of race or color. Policies that have a disproportionately adverse impact on minorities are prohibited.

Learn whether your employer has violated Title VII or other laws.

CONTACT
Attorney Rose
Washington, D.C. 20036

Phone: (202) 331-8555
Fax: (202) 331-0996

Go check this out! Comment! Vote!

http://www2.indystar.com/forums/search.php?searchid=558524

Does anyone remember what the civil rights movement was about?

Not today. Four decades later, it is “controversial” if not “racist” to recall that the civil rights movement was about equal opportunity.

People were to be hired on the basis of merit and ability alone--”the best person for the job”. No other factor was to play a role.

Well just because an EEOC bureaucrat, Alfred W. Blumrosen, illegally and unconstitutionally subverted the statutory purpose of the law does not mean corporate america, specifically Eli Lilly has to do the same.

It is proven through those same numbers at Lilly that when they reach the quotas, it does not matter if the next candidate is a qualified Black because he will not be hired, simply because Lilly only hire Blacks to meet quotas not qualifications.

Yes, this is of no benefit to anyone, but certainly not to the Black person who will never be judged by more than skin color and quotas at Lilly. Like you said, because the ratios are favorable to Caucasians in most areas of the company, don't worry if you are qualified you have the majority chances at success! Just move to the next opportunity, especially management trust me, from years of experience they are primarily filled with your kind.

But if you are Black the opportunities are so few because of quotas, which you will probably have to move to another company where the ratios are better. Hence this is why Lilly can not retain Blacks. There is so little at Lilly for us based on Quotas! If Lilly were exercising fair promotion practices the quotas would be quite different because more Blacks would have retained long term employment, merit promotions, and more would be hired

This is exactly why we have to walk the walk and make a difference! It is agreed it will be for the benefit of all.

Please make the contact, make a difference Please make the contact, make a difference!

http://www.topix.net/forum/afam/T764LRLM1A6GMP4QJ

All contact is kept highly confidential.

Cassandra,

Just want to say "Thank you". I know how long and how painful this whole Lilly discrimination experience has been for you because many of us share similar experiences. But you had the guts to hang in there, get us all organized with legal representation and we are all so proud of you!

So for all those people who laughed, lied, and covered up this will be without a doubt one of the largest discrimination class actions this nation has ever seen!

Finally Lilly exposed! The web site "Cafe Pharma" among others, is on fire because of this class action. All thanks to you! We love you and will be by your side every step of the way. It is because of Civil Rights Leaders like you the rest of us can live in equality.

We really appreciate your time and assistance in getting this news out. However painful, we all are united that it is a long over due Truth that MUST be told. In the interim we have been contacted by numerous Lilly employees asking how they can help.

You can help and make a difference! All Black Lilly employees that were employed for at least 3 months starting from August 2003 to current and would like to get involved, tell us their story, or support this putative class please go to http://www.roselawyers.com/contact.html and fill out the contact form. Or you may call (202) 331-0363. This is highly confidential and by doing so will not automatically make them a member of the potential class, but it will allow them to provide a confidential personal legal consultation while playing a valuable role in support and resolution of this cause.

Please note are not alone. For the purpose of the filing we chose four employees whose cases reflect the masses, however there are a very large number that have already come forward with their personal testimonies of discriminatory practices at Lilly, dozens of whom have legally filed with www.RoseLawyers.com on behalf of this case.

On information and believe we expect more than a 1000 current and former Lilly employees to come forward.

In fact there are so many Blacks from Lilly coming forward we are in the process of developing an information web site for this cause. Where daily updates and information on this case will be posted. The wheels are rolling, this is your chance to join us!

CASSANDRA, I AM SO PROUD OF YOU FOR STICKING TO WHAT YOU KNOW IS RIGHT. I TOO HAVE BEEN BATTLING BACK AND FORTH WITH THE EEOC REGARDING MY WRONGFUL TERMINATION FROM THE COMPANY. SOON ENOUGH MY TESTIMONY WILL BE A PART OF THE CLASS ACTION SUIT AGAINST ELI LILLY. WHEN YOU STICK TO THE FACTS AND TELL THE TRUTH, YOU ARE RIGHT IT IS EASY TO NAME THOSE NAMES SUCH AS TODD HUSTEL, DISTRICT MANAGER FOR INDIANAPOLIS AND MICHELE NEWMAN HR REPRESENTATIVE. THERE IS SO MUCH EVIDENCE THAT CAN BE BROUGHT TO LIGHT ABOUT WHAT REALLY GOES ON BEHIND THE SCENES AT ELI LILLY AND I CANNOT WAIT TO SHARE MY STORY. SO LET'S STICK TO IT, AND MAKE SURE THAT NO STONE GOES UNTURNED. AFRICAN-AMERICANS WILL BENEFIT FROM OUR HARD WORK AND OUR COMMITTMENT TO OUR CIVIL RIGHTS.

We are pleased to annouce our Indiana Attorney for the class :

Amy DeBrota
317-848-5555
amy@debrotalaw.com

Please feel free to contact her about the Eli Lilly Discrimination Class. Or our National Firm of www.roselawyers.com All contact is confidential.

We will update you on our new National Headline News Releases coming up in the next week.

In addition to National Civil Rights organizations that will be stepping up to support this cause.

More appeareances on National News and Talk shows from various members of the putative class.

Don't tolerate threats in reference to contacting us. Don't be afraid of retaliation, our attorneys can help.
Make the contact, Make a Difference.

The radio show the "Chat Room" WTLC Sunday; May 7, 2006 11:00AM EST on Indy's 106.7

Hear Lilly, the Plaintiff's, and the Lawyers discussing the class action discrimination law suit.

You can call in or get the latest information about the suit.

United We Stand

Getting back to the real issue, which is why I post here. Unfortunately I can not account for all the other trash that gets posted, but you got to take the good with the bad and the ugly.

Any hoo, the class action law suit is going really well. The "Chat Room" show last Sunday on WTLC Indy 106.7 went very well. The Plaintiffs and Attorney Rose discussed the website where the contact form and phone number is located.

It was pointed out by Joshua Rose that all contact will remain confidential and you do not need to have previously filed an EEOC complaint internally nor externally to share your experiences on the contact form or via conference call.

It was also explained that current there are hundreds of AA's both former and current employees that have come forward to join and share their experiences. We expect hundreds more to continue.

The phone lines, as this was a call in radio show, were filled throughout the entire hour. Employees were encouraged to use the phone numbers given or go to the website to contact Mr. Rose.

There were many current employees sharing experiences that were horrific in terms of equality in employment practices and just blatant racism. Did you hear the experience shared about the want ad placed on Lilly’s board that displayed: Wanted two small niggers etc? Just “horrific” how Lilly just take no accountability for such racist actions!

There were Lilly employees present in the studio that responded to questions and discussed their own experiences, just out right discrimination after discrimination acts. When the panel was asked what do you want to see come out of this law suit; some of the answers were: equal pay, equal merit increases, equal opportunities for promotion and hire, fair and equal performance ratings and hiring and discipline practices, an end to the silence about the racial discrimination and pay disparate, no more fear of retaliation for speaking out, return to employment with the company, back pay, loss benefits, and compensation, punitive and compensatory damages, and an external board ordered by the court to review the future decisions to ensure that the changes that are made remain in place.

Where we are today is a few hundred Eli Lilly former and current employees are already on board with hundreds more coming forward as we post. As was discussed yesterday, this is not about the merit or claims of any individual; this is about the claims of the class, your claims. So think about what has happened to you, your experiences, this is where the merit is sustained. Then confidentially share those experiences and united with all of us for the common good. Alone the challenge is just too difficult, but together we will demand change and get it!

If you have not done so already let today be your day to make the contact.

Also look forward to many more up coming events and forums where you will again get an opportunity to speak up and be heard in reference to Eli Lilly racial discriminatory practices and how they have affected your career and entire life.

Theses forums will continue to be held throughout the nation every month with a heavy focus in Indy where the Lilly Headquarters is located.

Thanks to everyone who listened and participated and most important to all those who are making the contact and making a difference.
This is history in the making and you are taking on a vital role by coming forward.

Please do nbot use this web site to leave your contact information.

https://www.lawyersandsettlements.com/submit_form.html?label=eli_lilly_race_classaction
We are not certain who has access to this form.

For confidentiality contact www.rose lawyers.com

you can disregard the previous post. This contact form is safe to use and goes to Josh Rose Attorneys at Law.

Sorry for the confusion.

Imagine living in a time when blacks are viewed as ignorant, lazy, and useless. Or a time when a cashier would put your change on the counter instead of your hand. Or a time when a black walks in an upscale store, they are followed around by the salesperson and every time they touch something the salesperson sneers and states the price. Or what about going to a restaurant and you tell the server you want extra this or add that to your order and they look down there nose at you and say,"its gonna cost extra, do you still want it?". And lets not forget the DWB (driving while black),driving and suddenly pulled over for no explained reason. Sounds like Rosa Parks era? No, welcome to my 21st century living while black in America. This is life as a black person in our America, the America that was built on the backs of Black Americans.

The path to equality will take a group effort. AND a willingness to learn about those who are different than you and accepting that difference is not a bad thing, but a cultural base for that group of people.
Our goal at Lilly is to have equal treatment amongst all Employees regardless of color, and with education and the commitment to understand each others differences, it can and will happen hopefully someday soon. The African American Class is one tool that has the power to begin to make those changes happen.

It saddens me to see the mistreatment of people regardless of their skin color. But it is our job, excuse me, it is our right as citizens to make the corporate management at Eli Lilly do their jobs, and if they can't do that, then we need to get rid of them. By allowing the racial discrimination to continue to stay these positions and not acknowledge these practices, they will continue to neglect these civil rights and equal opportunities that they should be committed to do.

Today is a good day for you to make the contact; make a difference

It would be great to get Tavis Smiley involved in this case!!!!

Back by Popular Demand!

May 28, 2006 WTLC 106.7 "The Chat Room"

Listen to Lilly employees and the class action lawyer discuss the case. Get the contact information and case update.

This will be followed by a special African American Forum to be held in Indianapolis Indiana in the coming weeks. Special panel and guest speakers will include nationally renowned Black Scholars, Black authors, and Civil Rights Leaders.

The path to equality will take a group effort. AND a willingness to learn about those who are different than you and accepting that difference is not a bad thing, but a cultural base for that group of people.
Our goal at Lilly is to have equal treatment amongst all Employees regardless of color, and with education and the commitment to understand each others differences, it can and will happen hopefully someday soon. The African American Class is one tool that has the power to begin to make those changes happen.

It saddens me to see the mistreatment of people regardless of their skin color. But it is our job, excuse me, it is our right as citizens to make the corporate management at Eli Lilly do their jobs, and if they can't do that, then we need to get rid of them. By allowing the racial discrimination to continue to stay these positions and not acknowledge these practices, they will continue to neglect these civil rights and equal opportunities that they should be committed to do.

Today is a good day for you to make the contact; make a difference


Stay tuned, we will continue to bring this to the light until justice has been done.

Back by Popular Demand! Sunday May 28, 2006 11:00am EST

Indy’s WTLC 106.7 “The Chat Room”
Listen to Lilly employees and the class action lawyer discuss the case. Get the contact information and case update.

This will be followed by a special African American Forum to be held in Indianapolis Indiana in the coming weeks. Special panel and guest speakers will include nationally renowned Black Scholars, Black authors, and Civil Rights Leaders.

Stay tuned, we will continue to bring This to the light until justice has been done.
The path to equality will take a group effort. AND a willingness to learn about those who are different than you and accepting that difference is not a bad thing, but a cultural base for that group of people.
Our goal at Lilly is to have equal treatment amongst all Employees regardless of color, and with education and the commitment to understand each others differences, it can and will happen hopefully someday soon. The African American Class is one tool that has the power to begin to make those changes happen.

It saddens me to see the mistreatment of people regardless of their skin color. But it is our job, excuse me, it is our right as citizens to make the corporate management at Eli Lilly do their jobs, and if they can't do that, then we need to get rid of them. By allowing the racial discrimination to continue to stay these positions and not acknowledge these practices, they will continue to neglect these civil rights and equal opportunities that they should be committed to do.

Today is a good day for you to make the contact; make a difference

Lilly always try to release a counter prior to the real news being released.

On or before June 28, 2006:

NATIONAL FAVORABLE FOR DISCRIMINATION CLASS ACTION news release and media conference.

You can't miss it if you read or watch any news media report in the nation OR internationally. In fact it will be posted right here on YAHOO LLY News board, IN ADDITION TO AT LEAST 100,000 NEWS MEDIAS WORLDWIDE!

The small article published in Indianapolis is another Lilly attempt to cover up the real story.

Stay Tuned! The media coverage on Lilly Discrimination is forth coming!

Eli Lilly will soon be known as "Discrimination That Matters" instead of "Answers That Matter." I suffered horrendous treatment for years. My story will be told to prominent, National News Personalities.

Don't know about all those other latest comments; but here is one you can trust. An update on what is going on with the lawsuit.

1. The Federal Putative Class Action is very much alive and pending action in Southern Indiana Court.

2. The forms for filing a complaint are still available on the website listed above.

3. It is now and has always been our hope to work with Lilly management and Lawyers to resolve these claims in a way that would be a win/win for all.

4. The rumors are absolutely FALSE that Lilly has resolved this issue and made it go away. In fact it is more real now than ever. We appreciate Lilly's Diversity President, bringing this fact to our attention at the AA Forum. This may have been one of only a few limited truths expressed there by management.

5. It is true this continues to be a major concern for all Lilly employees and management that will not go away until it has been appropriately addressed and long term resolutions are put in place. All the inspirational speakers in the world will not change that; this is about professional change. It will require a skilled task force.

6. Current status in no way means that we neither have nor will wave any of our rights to publicly pursue this cause with whatever agencies and media that may be appropriate at any given time.

7. There have been some bandages put in place at Lilly currently and we see some effort for change, but not enough at this time for total resolve.

8. We continue to strive for equal employment opportunities to be available at all levels of the company to all employees; without fear of retaliation for reporting discriminatory practices.

9. This will take strong measures and behavior changes to be put in place. It will require accountability for such actions. We thank each and every one of our Lilly employees (both current and former) and contacts that are aligned with us in this fight as plaintiffs and supporters of equality. Without the hundreds of you stepping forward change would not be possible. There is absolutely no option for Lilly to divide and conquer.

10. We appreciate the efforts from all parties and look forward to each opportunity to make the Eli Lilly Company and all the employees’ true diversity champions, not just in name this time but; in deed.

If you have been discriminated against by Eli Lilly in employment; or would like to provide support and information for this civil rights action; today is a good day to use the contact form.

Quote:
Originally Posted by Anonymous
Will Lilly get to know who I am if I talk to an Attorney?


You get to decide if you want to be named or unnamed.
All claims are confidential between you and the attorneys. Currently, we have a very large number of current and former employees that have requested to be named to Lilly. We also have hundreds that are unnamed. The class represents all Af Am’s regardless of named or unnamed. But what is important is that you share your experiences with the attorneys by filing your claims. Be a part of a great change in our culture. You have the power to make a difference.

Lilly’s answer to this is to continue to spend millions on videos like “our faces” and conduct so many training classes and workshops until they all start just becoming a check the box exercise. Then of course let’s not forget the “preacher” or as Lilly refers to them motivational speakers with their morale opinions that pose as the voice of Af Am’s and are in many context politically incorrect. Surprise! They have a whole new line up for us with the 2007 budget; training, then there will be training, then there will be workshops, then there will be training, then there will be field trip training, then there will be more training, more speakers and more videos etc.

Does anybody at Lilly read the Center For Excellence Models? 70/20/10. Hello? The 10% is training not the 70%!

Lilly Please Stop It Already! To Continue To Do The Same Things And Expect A Different Result is Truly INSANITY!

These millions of dollars being spent on preachers and teachers could be better utilized on action plans, accountability, an independent authority review panel for claims of discrimination, separation of alignment between management and HR, metrics, merit increases, injunctive relief, promotions and other things that really matter. Lilly let’s get some “Answers That Matter”.

Stop with the Videos and Training that doesn’t matter! Lilly is delusional in thinking we actually watch those videos and they change how we think or feel about anything! It clearly does not change our behaviors! At best it’s another morning or afternoon at the movies; by the way where was the popcorn? It is a joke to most Lilly employees. Just hang out at the water cooler they are laughing in your faces, all employees, not just the Af Am's.

When a ball team consistently does badly year after year they start to fire the old coaches, completely wipe out the old behaviors and bring on new coaches and managers with fresh insight and clean behaviors. This is a simple analogy, but true! Try it; it works! Make the layoff's really count! Get rid of some of the bad apples, the racist, the ones that refuse to change thier behaviors. We know who they are so do you! Let's see some real examples of Zero Tolerance!

Why is this so important to all of us

Because we refuse to continue to be complacent and pretend nothing is wrong. We sold our tap dance shoes so it is time for accountability. There are no other answers! Lilly must do the right things now for the good of the company!

Because the company needs to take ownership for where we are so that it can tear out the damages; rebuild the foundation through partenering, integrity, and trust. Then we can heal and grow. To continue down this current path is death and destruction for all employees and the company as a whole. Now, more than ever we need to work together as diligently as we can to save this company.
Today is a good day to make the contact

NOTICE
TO: African American Current or Former Employees of the ELI LILLY COMPANY

Rose & Rose, P.C., in co-operation with the Indianapolis Branch and National NAACP is collecting statements from witnesses with knowledge of race discrimination in employment at the Eli Lilly Company. Rose & Rose is the law firm that represents the plaintiffs in a federal class action lawsuit known as Cassandra WELCH et al v. ELI LILLY Co. which was filed in April. The lawsuit alleges that a class of African American employees of Illy have been victims of unlawful discrimination.

A meeting for all African American Lilly employees or former employees will be held:

WHEN: Thursday, October 19, 2006 @ 6:30 p.m.

WHERE: Ebenezer Missionary Baptist Church
Dr. Thomas Brown, Senior Pastor & Dr. Derrick King, Assistant Pastor
1901 N. Harding Street
Indianapolis, IN 46202
Church Telephone Number: 317-631-5946

WHY: To learn more about the lawsuit and to support the class

Rose & Rose will also establish a temporary office in Indianapolis for the purpose of taking detailed statements from witnesses who wish to come forward. Your confidentiality will be respected. The office will be open from October 14, 2006 to November 10, 2006. Please RSVP to this invitation by emailing Cassandra Welch at clywelch@msn.com or Rose & Rose, P.C. at shudson@roselawyers.com. Please contact Cassandra Welch to make an appointment, or drop by:

ADDRESS: 6351 Southeast Street
Suite A
Indianapolis, IN 46227

PHONE NOS: (317) 492-9070, 9071 & 9076

OFFICE HOURS: 7:30 am - 7:30 pm, but telephones will be available 24 hours a day.
__________________________________________________ ____________________________________
This notice and contact form will also be posted at www.roselawyers.com

We are honored that Dr. Brown and Dr. King are legends in Civil Rights supports our cause and agreed to host our forum at their church.

Information about Ebenezer Missionary Baptist Church
Dr. Thomas Brown, Senior Pastor and Professor Martin University Indianapolis

It is no exaggeration to say that Andrew J. Brown, father of Dr. Thomas Brown, was Mr. Civil Rights in Indiana. He led the movement to excise the poison and stupidity of racial discrimination from America's body politic.

Dr. Derrick King, Assistant Pastor and Professor Martin University Indianapolis
Nephew of Dr. Martin Luther King
Dr. Martin Luther King, Jr. became co-pastor of Ebenezer in 1960 when he moved the headquarters of the Southern Christian Leadership Conference (SCLC) from Montgomery to Atlanta. Bringing his international reputation to Ebenezer, King, Jr. established a variety of new programs during his joint ministry with his father. After King, Jr’s assassination in 1968, King, Jr.'s brother Alfred Daniel Williams King, father of our Dr.Derrick King, was installed as Ebenezer's co-pastor. King, Sr. continued as pastor until 1975.

Come join us for this important forum. This is about Civil Rights at Eli Lilly
In the end, we will remember not the words of our enemies, but the silence of our friends.
Martin Luther King Jr.

Lilly seems to go out of its way to employ African Americans and other minority groups.

Class certification awarded
Feb 22 2008


http://rawstory.com/news/2008/CBS_Over_7...

Judge Barker of the Southern District of Indiana certified a Fair Labor Standards Act collective action brought against Lilly

Eli Lilly —The national NAACP President, Dennis Courtland Hayes
announced that the civil rights organization will join in the federal case against pharmaceutical giant Eli Lilly and Company in a speech on the steps of the Indianapolis Federal Courthouse.

The case describes several civil rights violations and illuminates what the NAACP calls a discouraging trend of employment discrimination specifically targeting African American employees.

Cassandra Welch the class representative and the attorney for the case Joshua
Rose as well as local clergy and NAACP members joined him.

Cornell Burris, the President of the Indianapolis NAACP said that the
organization got involved as reports of discrimination poured in from hundreds of African American employees across the U.S.

Perhaps the most startling account of the racially offensive events involves Cassandra Welch, a former Eli Lilly employee who found a black doll with a noose around its neck after raising complaints of race discrimination to Eli Lilly executives.

According to the attorney for the case Joshua Rose, "diversity to Eli Lilly means diversity in products. They want to continue to sell to Black folks without treating Black folks well." The filing describes a clear and persistent pattern of unfair termination rates as well as discrimination in pay, promotions, and disciplinary actions for African Americans.

Of particular concern are reports of retaliation towards employees when the
racial discrimination is reported to internal authorities. According to Hayes,
"The NAACP has recognized that this is a national problem", due to the number of people who have come forward.

Welch described her environment as hostile leading up to the noose on her desk calling ”racist remarks and discriminatory practices common at Eli Lilly”.

http://rawstory.com/news/2008/CBS_Over_7...

www.fremeinc.com

Cassandra, I want to thank you for your courage in this situation. I also experienced a noose hanging on the job. After I reported it I was told by managers that they saw nothing wrong with it being hung. I indured alot of retaliation from lower and upper mangement. I have filed two charges with the EEOC and now I am waiting on the results, the F.B.I is investigating the noose incident now because the company did'nt report it . The company is a automobile dealership.

Cassandra,
I want to say thank you for having the courage to stand . I have experienced the same treatment on my job. I found a noose and reported it to management only to be told that they saw notihing wrong with a noose being hung up. I have been retaliated against for making this report . Now the EEOC and the F.B.I is investigating this. Thanks for giving me the courage to stand. This happened in November of 2006. I'm looking for a attorney to help me stand against this company.