Human resources investigated this incident and concluded there had been no
discrimination directed at Verduzco because of his race or ethnicity. They told
Verduzco he should bring forward any concerns about discrimination or retaliation
but warned him about his approach and the tone and quantity of his e-mails.
Accordingly, Verduzco received a letter of expectations from his supervisor,
directing him to act professionally and follow workplace values of fairness and
respect. The letter also warned that continued behavior could lead to progressive
discipline up to and including termination.
Several tense meetings took place over the next few months. First, when
leading his team meeting, Verduzco shared news about a recent mass shooting in
El Paso, Texas. His hazardous waste management team worked closely with Latine-
owned businesses in King County, and Verduzco wanted his team to be aware of the
shooting—which targeted a Latine community, killing more than 20 people—and
how it may be affecting the community they serve. Verduzco noticed that some
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Verduzco v. King County
No. 103749-0
people left that meeting upset.
A colleague from a different team heard about those negative responses and
appeared at Verduzco’s next team meeting, wanting to attend. Verduzco was
surprised and upset by this because he expected that colleague to speak with him
directly before attending one of his team meetings. As a program manager, Verduzco
felt undermined in his professional role because he felt, as a Latino in a position of
authority, he was being monitored for having an emotional discussion about a racial
equity matter with his team. Verduzco brought these concerns to his supervisor,