Outpost 422® | Preserving the Record
The journey through the administrative process continues.
This week, I submitted additional materials to preserve the record in my pending case against Frank Productions LLC. At its core, this case has evolved into a dispute about credibility, evidence, and whether an employer may rely upon uncorroborated witness statements to terminate an employee who was raising concerns about workplace conditions and discussing union organizing.
The Respondent maintains that my employment ended because coworkers reported that I made threatening statements regarding a patron during a November 5, 2024 election-night event at Madison’s Orpheum Theatre. The company’s position is that those statements justified both my termination and a permanent ban from Frank Productions and affiliated Live Nation venues.
I have consistently denied making those statements.
The central issue, from my perspective, is not merely whether allegations were made. The question is whether those allegations were ever independently verified. Throughout this process, I have requested consideration of objective evidence, including security footage, chronology evidence, witness relationships, and communications that existed before and after the incident. To date, the case remains a credibility dispute built largely upon competing narratives.
What makes this matter significant is the timeline leading up to November 5.
Months before my termination, I raised concerns regarding workplace treatment, disability accommodation issues, and management conduct. I also discussed the possibility of organizing security employees. In any workplace, discussions involving employee rights, workplace conditions, and collective action can create tension. Whether that tension influenced later events remains a disputed question, but it is one that deserves examination.
As a student of journalism, legal studies, and evidentiary preservation, I have approached this matter differently than many employees might. Rather than simply accepting the outcome, I preserved emails, timelines, witness statements, administrative filings, appeal documents, and correspondence with state and federal agencies. The result is a growing record that documents not only the employment dispute itself but also my efforts to challenge the process through lawful administrative channels.
The matter has now expanded beyond the original termination. I have raised concerns regarding evidentiary review, record preservation, and the treatment of material evidence by the administrative process. Those concerns have been submitted to both the Wisconsin Equal Rights Division and the Equal Employment Opportunity Commission through the cross-filing process.
This is not a declaration of victory. It is not a declaration of defeat.
It is a declaration that the record matters.
At Outpost 422, preserving the record has always been the mission. Whether documenting military service, disability advocacy, student government disputes, public-interest investigations, or employment litigation, the principle remains the same: create a factual timeline and allow others to evaluate the evidence for themselves.
The next chapter will be determined through administrative review, potential appeals, and whatever evidence ultimately emerges from the process. Until then, the objective remains unchanged.
Preserve the record.
Document the timeline.
Follow the evidence.
The story is still being written.
