web analytics

NBC’s Systemic Matt Lauer Problem Isn’t New, It’s Pathological

NBC’s Systemic Matt Lauer Problem Isn’t New, It’s Pathological

November 29, 2017

Updated: Variety released the piece they’ve been working on for months and it includes how Matt Lauer had a #CockLock on his office door.


NBC and affiliates have a pathological history of encouraging, replicating and rewarding workplace abuse targeting women. It not always been inappropriate sexual behavior  but it’s been workplace abuse none the less. Ann Curry was a victim to it at the network level and if you’re a frequent reader of this site or in the Phoenix market we saw it with NBC TEGNA Affiliate 12 News and their mistreatment of 14 -year station anchor Fay Fredricks.   It’s highly unlikely the NBC just became aware of rumors that have long swirled around Matt Lauer’s abusive behavior. NBC just became scared in the current climate of forced accountability, where women specifically, are exposing negative truthful corporate information* that harms the company image and in turn image is tied to profits. Negative truthful exposure along with legal intervention creates positive change while holding the abuser(s) accountable.

negative truthful corporate information* is not defamation however abusive people will often fraudulently file false defamation suits in order to insult, demean, threaten and intimidate their victims into continued silence. 

Abusive behavior will continue to escalate causing greater harm until the abuser is forced accountable. Abusers will not change their behavior on their own.  We’re seeing this from Hollywood to Senate, the abusers aren’t sorry, they’re just sorry they’re being forced accountable. The enemy to abusers is that negative truthful exposure, it humiliates them, it causes them to double down on the abusive behavior (refusing to vacate positions) and in a pathological and predictable pattern continue to use tactics from The Sociopathic Business Model™  . Matt Lauer will deny, he will threaten to and may actually sue the women or network but at the end of the day a pattern of predictable behavior helps all victims fight their abusers. We now have their playbook.

Using their playbook against them works.  How do I know?  Five years of researching and living it as a federally recognized whistleblower who also experienced workplace abuse that ultimately caused my wrongful termination from a Johnson & Johnson subsidiary, Acclarent . Prior to helping the DOJ recover $18 million for taxpayers, helping FDA remove a useless yet potentially dangerous medical device from the worldwide market and helping the FBI get the necessary information to convict two executives, I wish I would have known the following:

  1. Think of your company’s HR department like your spouse’s divorce attorney there to protect the company NOT the employee.  The information they gather from internal investigations and hotlines is used directly against the employee to protect the company.
  2. Do not go to your HR department without your own attorney (independent from the company’s attorney). This sets a tone from the beginning that you’re not allowing the company manipulate, threaten or intimidate you.
  3. Document everything.  Sexism, sexual harassment, racism and retaliation the most common workplace abuse complaints are often hard to prove but you can prove, which is what companies count on.  They don’t want to talking to or comparing notes with colleagues who can support your claims
  4. Never destroy evidence. Companies who knowingly & willingly are breaking the law will often ask employs to destroy potential evidence. Examples marketing collateral and emails.
  5. Never sign anything you don’t agree with, ever. A common tactic is that a company will threaten and intimidate an employee into signing something they don’t agree with while holding their career hostage. That’s when you know they know they’ve done something wrong.  Go back to number 2 on this list.


The woman’s lawyer, Ari Wilkenfeld, said they met with NBC officials on Monday evening.

“My client and I met with representatives from NBC’s Human Resources and Legal Department at 6 p.m. on Monday. Over the course of several hours, my client detailed egregious acts of sexual harassment and misconduct by Mr. Lauer,” Wilkenfeld said in a statement.

“In fewer than than 35 hours, NBC investigated and removed Mr. Lauer. Our impression at this point is that NBC acted quickly and responsibly, as all companies should when confronted with credible allegations about sexual misconduct in the workplace.”

“While I am impressed by NBC’s response to date, I am awed by the courage my client showed to be the first to raise a complaint and to do so without making any demands other than asking the company do the right thing. This is how the system should work,” he added.

It’s nice that NBC is now taking swift action but there really are no repercussions against the network. They don’t and shouldn’t get a pass on this. Any and all producers that protected him over the years should be forced accountable too. When a network or station’s misactions are exposed and becomes part of the story, it’s a problem  as became clear in the Phoenix market. Lauer losing his job of twenty years, where this abuse likely started and escalated is too little too late for many victims. It took Lauer’s alleged actions at the Rio Olympics  and a brave women to come forward to finally kill his career.  Keep shaking the trees, there should be a lot more fall-out from many industries.

For the abusive who will continue to call this moment turning into a movement a witch-hunt or demand that the abusers be forgiven without actually taking accountability (that’s different than forced accountability) ask why you’re defending abusive behavior?  It’s likely a reflection of you own actions towards others.



No Comments

Post a Comment