Jump To Navigation
  • NELA
  • Board Certified Texas Board of Legal Specialization
  • TELA Texas Employment Lawyers Association
  • HYLF
  • Superlawyers
Order stands on destroying Blackstock drives

By John Tompkins
The Facts

Published September 10, 2008

An order to destroy information on two computers in Judge James Blackstock’s official oppression case stands after the district attorney and Blackstock’s attorneys conferenced by phone with the visiting judge overseeing the case Tuesday.

A Houston attorney representing two women who allege Blackstock sexually harassed them also said Tuesday he likely would file a civil sexual harassment suit against the county but did not say when.

Judge George Godwin told District Attorney Jeri Yenne and defense attorney Jimmy Phillips there is a standing order to clean the hard drives of the former judge’s personal information on the two computers, Phillips said.

“We called the judge and he indicated there was a valid order,” he said. “The judge felt there was no need to proceed further.”

The attorneys spoke with Godwin after Yenne filed a motion to request instruction last week after she received a subpoena from the federal Equal Employment Opportunity Commission requesting she preserve the hard drives from the two county-owned computers, which are being kept by the county’s information systems director.

She also received a public information request from one of the women who accused Blackstock of touching her inappropriately and sending her lewd images by e-mail, court documents state. The Facts also filed an open records request to view the contents of the hard drive last week.

Yenne said she intends to do her best to comply both with the federal subpoena as well as the court order.

“The court order remains in effect and the federal subpoena remains in effect and the public information requests remain in effect,” she said. “Our goal is to comply with all state and federal laws as well as court orders.”

Phillips said he would give Yenne time to have the information cleaned from the computers before he would consider filing a motion to find her in contempt of the order.

Blackstock pleaded no contest Aug. 29 to four counts of assault by offensive and provocative physical contact and one count of official oppression. Eleven charges of official oppression were dismissed. He also resigned his post as the County Court at Law No. 3 judge.

Houston civil attorney Martin Shellist is representing two of the women who allege Blackstock sexually harassed them. He said though Yenne is trying to do the right thing by prosecuting the judge, she should not have agreed to clean the hard drives of information in the plea agreement.

“How could they agree to destroy evidence?” he said.

Yenne said cleaning the hard drives was part of the agreement because taking personal information off a computer used by a former county employee is routine when the computer is transferred to another employee. Before the federal subpoena was issued for the drives, they were not considered evidence, she said.

The judicial conduct commission is investigating claims made by the women and a federal judge likely will soon order the hard drives be preserved, Shellist said.

“A federal court will issue an order requiring electronic document preservation,” Shellist said. “I have no doubt about that.”

The commission’s regional attorney Jim Sacher did not return messages seeking comment Tuesday. He has said the commission could not confirm, deny or comment about any investigation.

Shellist said he likely would be filing a civil sexual harassment suit against the county on behalf of his clients.

“It seems the rights of my clients were violated,” he said.

Women were “strongly discouraged” by other county employees from bringing allegations against the judge, Shellist said.

“Women were told, ‘I would not go forward,’” he said.

Shellist declined to identify the county employees who he claims knew of past allegations.

Shellist also said Yenne should have an independent counsel assigned to deal with the civil and criminal cases involving the former judge.

With the commission investigation the county is, “in the position to defend the person” they prosecuted for official oppression, he said.

Yenne said she would continue to represent the county.

“My office has and will continue to do the right thing,” she said. “We are representing and will continue to represent Brazoria County. This is a difficult job. This is my job description.”

Yenne did say she could consider hiring co-counsel to help her with the case.

Brazoria County Commissioners also decided Tuesday to take applications for Blackstock’s former judgeship and are set to appoint a new judge by October.

John Tompkins covers Brazoria County courts for The Facts. Contact him at (979) 237-0149.

Successes

  • $730K settlement awarded in gender discrimination case

    A federal court jury Friday returned a $730,000 gender discrimination judgment in favor of Surina Dixon - who was hired as women's basketball coach at Texas Southern University in March 2008 but left in a contract dispute without coaching a game.

  • $3.2M settlement awarded in sexual harassment case

    A former Brazoria County judge has been ordered to pay more than $3 million to three women who say he sexually harassed them while he was on the bench.

  • $875,000 Settlement in Whistleblower suit against the City of Houston

    The city council agreed to pay $875,000 to a veterinarian who successfully sued the City of Houston; after he was unfairly fired from his job at the city's animal pound for complaining of animal abuse at the kennel. The jury found him retaliated against by his superiors who fired him with prejudice.

  • Wage & Hour Settlement in the amount of $574,000

    Our firm represented 70 current and former servers of a restaurant chain that required its servers to share a portion of their tips with the managers and owners of the restaurant.

  • $375,000 Jury Verdict in a Gender Discrimination suit against the Houston Police Department

    The jury found a female HPD cadet was discriminated against because of her gender when she was fired from the cadet class. HPD said she violated the Cadet Code of Conduct by carrying a gun in her personal car; however there were previous cases where male cadets were only reprimanded and not terminated.

  • Sexual Harassment Settlement in excess of $300,000

    Our firm represented several employees who were sexually harassed by a male supervisor. After obtaining a letter of determination from the Equal Employment Opportunity Commission, our firm was able to negotiate a settlement in excess of $300,000.

  • Verdict in excess of $300,000 in National Origin Discrimination Case

    Our firm represented a former dental professor at the University of Texas Health & Science Center who was discriminated against based on his national origin. At trial, we provided evidence of racial slurs, retaliation, and disparate wages in comparison to white professors. After two days of deliberation, the jury returned a verdict in favor of the professor and awarded mental anguish damages in excess of $150,000.

  • $250,000 Jury Verdict in a Racial Discrimination suit against Montgomery County Sheriff's Department

    The jury found the Lieutenant was demoted from a Detective to Recruiting because he is black. He was terminated six months after complaining to authorities. The jury agreed the termination was a form of retaliation and awarded him lost wages past and future.

  • $229,268 Jury Verdict in a Reverse Discrimination suit against the Houston Metropolitan Transit Authority ("Metro")

    A white male employee sued the Houston Metropolitan Transit Authority ("Metro") alleging race discrimination in violation of Chapter 21 of the Texas Labor Code. The employee was denied a promotion to the position of Superintendent despite being the most qualified person for the position. The jury found that the interview panel was tainted by a person on the panel, the second term president of the local chapter of the Conference of Minority Transportation Officials ("COMTO"), and an organization which promotes the creation of opportunities for minorities.

  • Same-Sex Sexual Harassment Settlement in excess of $150,000

    Our firm represented a male employee who was sexually harassed by another male employee at a construction company. We were able to open dialogue with the construction company and bring about a quick resolution for our client.

  • Wage & Hour Settlement in excess of $149,000

    Our firm represented 16 current and former waitresses at two popular bars that required their waitresses to work off-the-clock and to share a portion of their tips with members of management. The bar also failed to pay its waitresses overtime for hours they worked in excess of 40 in a work week. Our firm was able to demonstrate that the bar's actions were in violation of the Fair Labor Standards Act, which resulted in settlement.

  • Arbitration award in excess of $120,000 in a Breach of Employment Contract suit.

    An employee of a Houston based company was terminated in breach of his employment contract. The company alleged that the employee had performance issues which allowed the company to terminate the employee under its "for cause" provision. Our firm was able to show that the alleged performance issues were false and that the company breached the employment agreement by terminating the employee prior to the expiration of the term of the agreement.

  • $115,000 Jury Verdict in a Racial Discrimination suit against the INS

    The jury found the INS discriminated against a black inspector. The inspector filed a complaint with authorities in the department for being passed over for promotion. The jury determined that passengers were solicited and asked to prepare written complaints against the employee to be used against him as a basis for termination. . The jury found the INS acted with prejudice toward the inspector.

  • $106,000 Jury Verdict in Wrongful Termination suit against the City of Houston

    The jury found the city acted with malice in firing a dog-catcher for reporting instances of animal cruelty and racial discrimination of Hispanic workers to a supervisor. Jurors concluded the city violated the state whistle-blower law, which prevents government agencies from retaliating against employees simply for reporting problems.

  • Wage & Hour Settlement in the amount of $100,000

    We filed suit on behalf of six servers of a fine dining establishment under the Fair Labor Standards Act, arguing that the restaurant's requirement that its servers share a percentage of their tips with the restaurant's manager was in violation of federal law. The parties were able to reach resolution of the matter at mediation.

  • Wage & Hour Settlement in the amount of $100,000

    The firm filed a collective action under the Fair Labor Standards Act on behalf of five current and former servers of a fine dining establishment, arguing that the restaurant violated federal law by failing to pay its servers overtime, requiring them to work off-the-clock, and requiring that its servers share a portion of their tips with the restaurant's manager on duty. After notice of the lawsuit was mailed to other current and former servers, an additional seven servers joined the lawsuit. The parties settled the case at mediation.

  • Wage & Hour Settlement in the amount of $95,000

    An employee of a communications company was terminated when he complained to management that he was not receiving overtime pay for hours he worked in excess of 40 in a work week. The company alleged that the employee was not entitled to overtime because he was exempt under the computer professional exemption to the Fair Labor Standards Act, and that the employee was terminated because he refused to sign a non-competition agreement. Our firm was able to demonstrate that the employee did not meet the duties of an exempt computer professional, which resulted in settlement of the matter.


Read More

EEOC

Shellist | Lazarz | Slobin is not affiliated with the Equal Employment Opportunity Commission. Please click on the link to contact the EEOC.