I submitted extensive documentation to the New York EEOC, including 500 pages of materials accompanied by 10 faxes and 7 overnight deliveries.

Furthermore, I provided my degree and Next Step Certificate to the EEOC on two occasions, which enables me to pursue various job opportunities at Verizon.

On July 10, 2015, I lodged a formal complaint with the EEOC Director, Office of Field Management, but I never received a response.

Additionally, I submitted three complaints to the EEOC Office of Inspector General (OIG) regarding the conduct of the NY EEOC and its Director, yet I received no replies.

In response to my inquiries, I was issued a letter indicating "no reasonable cause" from the NY EEOC.

The attorney for Verizon, Howard M. Wexler, is affiliated with Seyfarth Shaw, and the Acting EEOC Chair, Victoria A. Lipnic, has previously worked there as well.

This leads to a broader discussion regarding the EEOC's case management issues, particularly a pattern of case dumping that has persisted since 1965.

The statistics reveal a troubling trend: while the U.S. workforce has grown significantly, the EEOC's capacity to address complaints has diminished. In 2016, the EEOC employed only 666 investigators to handle around 100,000 complaints annually, which suggests an inability to thoroughly investigate each case.

Questions arise about the ethical responsibilities of those in power: Why has the EEOC been underfunded for decades, and why are cases closed despite unresolved discrimination issues?

In closing, I emphasize the importance of accountability and the need for the EEOC to function effectively for the benefit of all citizens.