Tuesday, November 11, 2025
EEOC: BACK TO WORK
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
and
Nevada Equal Rights Commission
Date: November 11, 2025
EEOC / Nevada Equal Rights Commission
Respondent: Hilton Grand Vacations, 5555 Badura Avenue, Las Vegas, NV 89118
I. Introduction and Purpose
This statement supplements my pending charge of discrimination and retaliation against Hilton Grand Vacations (“HGV”). It details ongoing harassment, retaliation, and termination following my reports of sexual harassment, solicitation, and workplace hostility involving an employee named Pleshette Robinson and management personnel including Denise Edghill.
II. Summary of Events
1. Employment & Assignment:
I was employed by Hilton Grand Vacations at the Badura Avenue location. During my initial training, I was paired with Pleshette Robinson, who was introduced to me as my “training buddy.”
2. Harassment and Sabotage:
Ms. Robinson later admitted to sabotaging my work, spreading lies and slander throughout the call center, and deliberately undermining my professional reputation. These actions created a hostile and toxic work environment.
3. Sexual Harassment Incident:
Ms. Robinson solicited sex with my supervisor and implied it could benefit my employment status. I immediately reported this inappropriate conduct to management and requested to be reassigned to a different supervisor or to work remotely. My requests were ignored or intentionally delayed.
4. Retaliation and Escalation:
After reporting these issues, I began to experience ongoing harassment, stalking, and threats of termination. My professional opportunities and reputation within the company were destroyed by coordinated defamation and retaliation.
5. EEOC Complaint and Termination:
Following the escalation, I filed a formal complaint with the EEOC. Soon thereafter, on or about November 10, 2025, I was terminated by Denise Edghill, who openly defended Ms. Robinson and dismissed my documented concerns.
6. Continued Harassment (November 10, 2025):
On the same date, I endured a four-hour verbal attack from Ms. Robinson filled with harassment, false allegations, and hate-filled remarks. During this episode, Ms. Robinson sent messages to Congressman Danny Davis and Ms. Edghill, confessing that her actions were intentional and designed to harm me.
III. Legal Basis
The actions of Hilton Grand Vacations and its representatives constitute violations under:
Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e et seq.
Nevada Revised Statutes (NRS) Chapter 613, prohibiting employment discrimination, retaliation, and sexual harassment.
I assert claims based on:
Sexual harassment and solicitation
Hostile work environment
Retaliation for engaging in protected activity
Wrongful termination
Negligent supervision and failure to protect from workplace harassment.
IV. Requested Remedy
Due to the prolonged harassment, defamation, mental anguish, and financial loss, I am seeking the following relief:
Full reinstatement or acknowledgment of wrongful termination
Back pay, front pay, and benefits
Compensatory and punitive damages in the amount of $10 million for emotional distress, reputational harm, and long-term care
A corporate-level investigation into the conduct of Pleshette Robinson and Denise Edghill
Mandatory EEO and harassment training for involved personnel.
V. Conclusion
I respectfully request that this statement be included in my active EEOC/NERC charge and that it be reviewed as part of my retaliation and wrongful termination claim. I am available for further clarification and to provide supporting documentation, text messages, and witness names upon request.
Monday, November 10, 2025
Good Morning Pleshette #HMW
Dear Ms. Moncada and Team Member Services,
I am submitting this formal complaint against my co-worker, Pleshette Robinson, for workplace harassment, bullying, slander, and defamation of character. This letter expands upon concerns I previously reported, including those you referenced in your August 8, 2025, email response.
1. Background and Context
On August 8, 2025, in response to my report, you noted:
“It’s important to note that similar behaviors have been reported involving your interactions with other team members, including continued outreach after being asked to stop.”
I respectfully dispute this characterization and provide the following documented facts to support my position.
2. Specific Incidents Involving Pleshette Robinson
(a) Shared Smoking Device and Health Concerns
Three days prior to my reporting of blood in the restroom, Ms. Robinson shared her smoking device with me. I later learned she had recently returned from Jamaica, potentially exposing me to unknown elements. Since then, I have suffered from escalating medical issues, including throat closure, lung fluid buildup, and infection symptoms that my medical providers have warned could be early signs of a serious viral condition.
(b) Inappropriate Workplace Conduct
Ms. Robinson repeatedly suggested that I should engage in sexual activity with supervisors in exchange for promotions or job security. I clearly told her: “I do not have sex with co-workers, and I am definitely not sleeping with anyone to keep my job.” She also implied that I should socialize with her to make money by “meeting new friends,” to which I replied: “I am not here to make friends or enemies, I am here to make money.”
(c) Ghana Trip and Association with Lisa Raye McCoy
Ms. Robinson invited me to accompany her on a trip to Ghana. During this discussion, she revealed her affiliation with Lisa Raye McCoy, who is a named Defendant in my pending civil matter Valentine v. Pippen, 2024L002166 in Cook County, Illinois. For my safety and legal protection, I documented this disclosure with leadership. (See file attached)
As background, in that case the Court record states:
“Plaintiff and Pippen were involved romantically from October 1987 to February 1988, resuming the relationship in 1991 until it ended due to Pippen’s affair with Lisa Raye McCoy, Plaintiff’s roommate and client.”
“Following the breakup, McCoy initiated a targeted harassment campaign that included unauthorized use of Plaintiff’s likeness in the 1995 film Players Club, where the character ‘Ebonee’ mirrored Plaintiff’s traumatic experiences.”
This disclosure by Ms. Robinson created direct overlap between workplace harassment and matters under active litigation.
(d) Harassment While Seeking Medical Care
On August 4, 2025, while on my way to the ER due to my collapsing health, I texted both Ms. Robinson and our colleague Leslie at 6:22 a.m. to notify them I could not work. Despite this, from 8:54 a.m. to 1:20 p.m., I received over 30 hostile texts from Ms. Robinson. These included harassment and threats to report me to HR all while I was undergoing medical procedures, including failed IV attempts (which I documented in person the following day). The video activity from that day on the floor will clearly show Ms. Robinson being "extremely aggressive" despite my release from hospital, a condition distracting me from focusing on my job. I cannot mentally, physically and/or emotionally handle this addedd stress at this time.
This behavior not only violated HGV’s cellphone-on-floor policy, but also constituted active bullying and interference with my ability to obtain urgent medical care.
(e) Recording and Slander
Previously, Ms. Robinson recorded me during a FaceTime call without my consent, “showing me off” to another person she wanted me to meet. She has also circulated false information about me to others during office hours. These defamatory statements damage my professional reputation and create a hostile work environment.
3. Performance Record
For the month of July 2025, my performance was objectively strong:
57 confirmed sales
80–85% availability (all phone time fully accounted for)
No absences, tardiness, or sick days
Consistently early log-ins and peer support
I maintained this record despite lack of proper supervisory support and escalating health challenges. The claim that I was “harassing” others is inconsistent with my documented conduct, availability reports, and sales performance.
4. Request for Resolution
Given the documented pattern of harassment, bullying, and defamation by Ms. Robinson, I respectfully request:
A formal HR investigation into Ms. Robinson’s conduct.
Preservation and review of all text messages, emails, and digital communications.
Review of workplace policy violations, including cell phone use on the call floor and unauthorized recording of employees.
Written acknowledgement that my reports are being taken seriously and will not be dismissed as “similar behaviors.”
Confirmation that my request for accommodations and supervisor reassignment will not be undermined by false statements circulated by Ms. Robinson.
5. Closing
This situation has already escalated into health risks, workplace hostility, and legal overlap with ongoing litigation. I am documenting this thoroughly to protect both myself and HGV from further liability.
I ask that you provide the complete timeline of texts to substantiate this claim.
I have provided emails, and I am collecting accommodations documents per your request.
I ask that you take immediate and appropriate action to address this matter.
I am committed to my role and have been working with leadership on accommodations to work from home while I recover. However, this type of conduct cannot be tolerated and requires immediate action. I can provide all supporting texts, emails, and documentation upon request.
Thank you for your prompt attention.
PLESHETTE HAS PUBLIC INFORMATION FOUND ON THIS BLOG 😆 🤣 😂
Disclaimer to Readers
This blog reflects my personal experiences and perspectives, particularly regarding issues of domestic violence, stalking, and harassment. My goal is to speak truthfully while maintaining my safety, peace of mind, and healing process.
I have learned to see through drama, manipulation, and distraction skills developed from years of surviving abuse and unwanted attention. If you see me walking alone, understand that solitude is my choice, not a sign of isolation. I walk alone to protect my peace.
Some events or people referenced in my writing are part of an ongoing legal matter, including actions connected to Scottie Pippen and incidents I’ve reported in Clark County, Nevada. Any individuals mentioned are included only for the purpose of documenting factual experiences and evidence related to my claims.
This space is not intended for gossip, solicitation, or personal attacks. It is a record of survival, truth, and resilience and a safe space for others who may relate to the complex realities of abuse and recovery.
Sunday, November 9, 2025
Valentine vs Pleshette Roberts-Robinson and Hilton Grand Vacations Next Chapter of Drama "Wrongful Termination, Retaliation, and Defamation"
Dear HGV Human Resources Representative,
cc: Congressman Danny K Davis
I am submitting this formal letter to document and request investigation into serious incidents that contributed to my wrongful termination from Hilton Grand Vacations, as well as ongoing harassment and defamation of my character by a former colleague, Ms. Pleshette Roberts Robinson.
On November 10, 2025, after confirming with Denise Edghill, Congressman Davis, and Ms. Robinson that they had received service from the Las Vegas Sheriff’s Department, I began receiving a series of hostile and threatening text messages from Ms. Robinson over the course of approximately two hours.
In these messages, Ms. Robinson made numerous false and defamatory statements, including claims regarding my health status (specifically alleging I am HIV-positive), my housing and employment situation, and fabricated accusations of harassment. She also made statements indicating she was actively monitoring and collecting information about me, including videos and reports related to my past personal matters.
Despite being advised by Ms. Edghill to stop communicating, Ms. Robinson continued to send messages containing slanderous statements and clear indications of stalking behavior. These actions are not only distressing but also appear to have directly influenced Hilton’s decision to terminate my employment, without a proper or impartial investigation into the truth of her allegations.
This is not the first instance of such behavior. On August 4, 2025, I was subjected to disciplinary action after a separate incident involving Ms. Robinson, during which she shared a vape device that later caused me to suffer a health-related episode. Her subsequent conduct and communications contributed to the disciplinary write-up I received.
The pattern of harassment, defamation, and retaliation has caused significant emotional and psychological distress. Furthermore, I have reason to believe Ms. Robinson’s claims of inappropriate relationships with certain managers may have created conflicts of interest or undue influence in employment decisions related to me. I respectfully request that this aspect also be investigated.
Accordingly, I am asserting the following claims:
Wrongful Termination
Retaliation
Intentional Infliction of Emotional Distress
Slander and Defamation of Character
I am gainfully employed elsewhere at this time; however, the damage to my reputation and mental well-being continues. All relevant documentation, including text messages and other evidence, has been preserved and will be submitted to the EEOC as part of a formal complaint.
Please find a copy of complaint, EEOC appointment and email reporting this same behavior on November 8, 2025. Hilton Grand Vacation asserted their authority to terminate my employment based on these lies, leading to a wrongful termination and retaliation claim.
Saturday, November 8, 2025
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