February 28, 2026 скачать в хорошем качестве

February 28, 2026

let my voice be heard. full story⬇️ https://www.change.org/p/let-my-voice-be-h... above is the link to my petition to dismantle counterterrorism/ watchlists Forensic Investigative Report: Institutional Retaliation, Algorithmic Blacklisting, and Administrative Attrition regarding the University of California and Associated Public Agencies The forensic investigation into the career sabotage and systemic life attrition of Susanne Lee Grill, a protected whistleblower under Case No. 30-2018-00983040-CU-WT-CJC, identifies a multi-vector campaign of institutional retaliation following a 2019 legal settlement with the Board of Regents of the University of California. This report confirms receipt of the forensic images comprising Documents which detail a HireRight background check report characterized by "Attempted Search – Not Completed" statuses and unresolved rehire eligibility markers. with ADJUDICATED 3 The integration of these images into a broader analysis administrative blocks, email routing redirection, and counterterrorism-level surveillance "nominations" provides a comprehensive The evidence indicates that despite a settlement agreement intended to ensure "Neutrality" and "Finality," the University of California and its associated agencies have utilized internal "Ineligible for Rehire" or "Do Not Hire" (DNH) flags to sabotage the subject’s post-settlement employment opportunities. These internal markers, when integrated with third-party screening platforms like HireRight, create a functional "shadow" blacklist that circumvents standard labor protections and contractual obligations. Furthermore, the investigation reveals a convergence between HR administrative systems and state fusion centers, where whistleblowers are "nominated" for surveillance under the guise of behavioral intervention or workplace violence prevention protocols. Forensic Analysis of HireRight Background Check and Documents Evidence The background check conducted by HireRight, as evidenced in Documents, serves as the primary technical mechanism through which the University of California executes its career sabotage. HireRight, When a former employer like the University of California maintains a DNH flag in its Workday or PeopleSoft systems, this information is electronically transmitted to the screening provider, often appearing as a discrepancy or a failure to verify rehire eligibility. The Mechanics of "Attempted Search Not Completed"   Enables the indefinite "pending" of background checks, The forensic images remained in a "Not Completed. "incomplete. Under Labor Code Section 1102.5, this constitutes a post-employment adverse action, as the former employer is failing to provide the "neutrality" guaranteed by contract, thereby interfering with the subject's right to pursue a livelihood. Institutional Breach of Settlement Neutrality Clauses The 2019 settlement agreement mandated that the University of California provide only "dates of employment, last position, and salary". However, the presence of internal markers indicating the subject is "Ineligible for Rehire" demonstrates a material breach of this contract. By maintaining this flag, the University ensures that any "neutral" reference provided to a recruiter is undermined by a back-end system marker that signifies professional misconduct, even if the case was settled without an admission of liability. This dual-track system—providing a neutral lette The "Nomination" Protocol and Integration with State Surveillance The investigation identifies a transition from a standard labor dispute to a "life attrition" campaign executed through institutional "nomination" protocols. "nominated" for counterterrorism-level surveillance and blacklisting.  This nomination process moved me as the subject from a personnel file to a "Threat Assessment" or "Nomination File, which is shared across the University of California system and associated fusion centers. The Role of the UCI Consultation Team At UC Irvine, the "Consultation Team" functions as the campus Behavioral Intervention Team (BIT) or threat assessment team. This team brings together campus partners, including the UCI Police Department, Legal Counsel, and Workplace Violence Prevention managers, to "discuss and manage a broad array of issues of concern". While its stated purpose is to manage imminent threats of harm, the team's mandate to "coordinate the appropriate departments to take a proactive stance" allows for the "nomination" of whistleblowers who are perceived as erratic or hostile for challenging institutional authority. The Consultation Team's duty includes "responding with direction to reports of threats or acts of violence" and establishing policies for dealing with acts of intimidation. In the subject's case, my legal challenges and whistleblower reports  This evidentiary summar Alert Product status Subrequest Adjudication 3 In the HireRight system, an "Alert" status is triggered. Self-Adjudication 3.0