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Equal Employment Opportunity Commission Intake Questionnaire-  David R. McCormick (248) 996-2070 6. Why do you believe these actions were discriminatory?  I was a highly respected employee for nearly 32 years. My current duties were proceeding well. My yearly review 5 weeks before termination was very good. I had 18 patents with the company, several are newer. Several current products continue to produce at least a total of 10 million in direct sales every year.  I finally received my employee file last week. There are no negative items in my files, other than an erroneous statement by a training manager who was in the abandoned HR office around 4:15PM Friday 1/29/2016, after I quietly left an abusive pre-vacation meeting with my manager and walked to HR to let them know I would like to discuss rights to reasonable accommodations due to my self-disclosed disability.  One reason my treatment is discriminatory, is that it was obviously, at least partially based on  retaliation for my discussing with coworkers, and eventually my bringing to HR a complaint for a contract employee that was obviously discriminated unfairly in an exit review to a contract agency (Spectraforce).  This contract agency would also not provide the employee with a copy of the review.  She, xxxxxx had been in the US for less than a year. My manager, xxxxxx was detached from the actual work, so after xxx was laid off (due to a temporary budget cut), sometime in May 2015, I mentioned in a group meeting how we all thought she performed, that xxxxx was very sad to leave, and would very much like to return when/ if possible.   xxxx cut me off abruptly and shocked us all by saying “NO SHE'S TOO WEAK!”. Then explained that she “didn’t read the requirements closely enough when she hired her”, that “you’re required to be able to lift 50lbs for the position of technician”. I don’t remember all who were in the meeting, however (all can be reached 8-5PM through the Henkel switchboard at 248 583-9300) xxxxxx, xxxxxx(chemists) and xxxxxx (technician).  Another group scientist who may be good to interview, xxxxxx (I think he took that day off). By the way, back when we all agreed to hire xxx after interviewing candidates, xxxx’s response was, “and we can get her cheap. She’s an immigrant”.  When several positions started opening in Henkel’s analytical department for technicians, and she had great repeated phone interviews, and was told she’d surly get a call back (also she had great reference letters from xxxx and I and then no call, I talked to  xxxxxx (Analytical Manager) about xxxx. xxxx has a Master degree in Chemistry from xxxx, and was a teacher there. xxxx was excited to review her resume, but never heard from Spectraforce or received a resume.   I let then let xxxx know of our suspicions (we all figured xxxx blacklisted her with the contract agency). xxxx tried to get her review, but was repeatedly given the runaround. Spectraforce eventually claimed Henkel was holding things up. See attached email from them to xxxx. Also see the emails I eventually sent HR and xxxxx just a couple weeks before my separation. Page 2. Equal Employment Opportunity Commission Intake Questionnaire  Another reason I feel unfairly discriminated against was due to my self-disclosed disability.  On November 3, 2015, all employees received an email invitation to self-disclose a disability. I read-up and saw I could seek reasonable accommodations if I ever needed them. I sent a reply email that I was disabled, that I was diagnosed as bipolar. After no response, I replied again November 5. After my Mother passed on 1/29/2014 (exactly two tears before my last day at Henkel, and it’s my wife’s birthday too) I, and she began to realize I had been living with more than simple depression most of my life.  Taking Prozac prescribed by my GP made me hypomanic. I finally agreed, promised my wife to seek psychiatric help. In December 2015 I was diagnosed as suffering