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Renaud Laplanche’s Fraud Exposed (2024)

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Unpacking the Allegations: Is Janet Jarnagin Racist?

Wanda Wilson has been a secretary at JPMorgan Chase for 18 years. During that time, she developed the ability to ignore racial slurs. A coworker once questioned Wanda, “Wanda, do you mind if I tell a Black joke?” Another employee told Ms. Wilson that while she didn’t like Black people in general, she made an exception for her. Ms. Wilson didn’t see a cause to be upset and complain about it.But things turned bad in 2016 when a new colleague began to bully and order Ms. Wilson. She then filed against JPMorgan and its CEO, Jamie Dimon. According to the claim, Ms. Wilson realized for the first time that she was not on equal footing with her white coworkers. She protested to JPMorgan authorities, but the bank’s response, she said, devastated her trust in her company. Ms. Wilson joined the audit department as an executive administrative assistant in March 2016, a highly sought-after post among secretaries since it involves managing work for one senior executive in that department. Janet Jarnagin was also assigned to Ms. Wilson’s supervisor as a team leader around the same time. According to a publicly available résumé, Ms. Jarnagin’s responsibilities while working as a mid level executive included assisting the audit department in the preparation of presentations and reports. According to the lawsuit, Ms. Jarnagin began instructing Ms. Wilson to hang jackets, buy coffee and lunch, or carry out requests from visitors to the department, such as making photocopies, during the following six months. Table of Contents The Order Against Janet Jarnagin Wanda Wilson, an African American woman who worked for Defendant JPMorgan Chase Bank, N.A. (“JPMorgan”) for over two decades, claims that JPMorgan discriminated against her in violation of state and municipal laws. Wilson expressly pursues claims for hostile work environment, race discrimination, and retaliation under the New York State Human Rights Law (“NYSHRL”), N.Y. Exec. Law 290 et seq., and the New York City Human Rights Law (“NYCHRL”), N.Y.C. Admin. Code 8-101 et seq. Wilson’s allegations were rejected with leave to file an amended case in an earlier Opinion and Order. Wilson then filed the operative Second Amended Complaint (“SAC”). No. 77 ECF (“SAC”). JPMorgan now attempts to dismiss Wilson’s modified claims under Rule 12(b)(6) of the Federal Rules of Civil Procedure. See also ECF No. 79. The motion is GRANTED in part and DENIED in part for the reasons stated below. Background of the Case Against Janet Jarnagin The relevant background is set forth in the Court’s earlier Opinion and Order, which is presumed and will not be recounted here. 2021 WL 918770, at *1-3. Instead, the Court will simply explain the significant distinctions between the earlier Complaint and the present SAC. But first, the Court must resolve two preliminary issues. First, JPMorgan maintains that the Court should overlook key accusations in the SAC because they “directly contradict” the facts stated in Wilson’s prior complaints. ECF No. 80 (“Def.’s Mem.”) at 12; see also Id. at 8-10, 11-14. A court may dismiss factual assertions in an updated complaint if the plaintiff “blatantly changes” her account in a way that “directly contradicts” her previous pleadings.  The second, “more benevolent option” is justified in this case since the disparities between the SAC and Wilson’s previous filings are not the type of “blatant” conflicts that have forced other courts to dismiss charges in updated pleadings. 580 F.Supp.2d at 266 (Kermanshah). Wilson now “relies on wholly new allegations of explicit, ‘overt’ race-based conduct,” according to JPMorgan. ECF No. 82 (“Def.’s Reply”), at 1-6. However, Wilson’s FAC did not dispute that she was subjected to overtly racist behavior while working at JPMorgan; in fact, it contained many references to “racism” at JPMorgan. FAC 76 (reproducing communication to high management in which Wilson cited “racism at its best” at JPMorgan); id. 79 (same, expressing “modern day racism is in full effect at JPMorgan”). In the end, the SAC only adds claims of particular instances of overt race-based behavior. SAC 36-37, 46-48, 50, 60-64, for example. Such adjustments, “when taken as a whole,” might be defined as “clarifying [and], at best, inconsistent.” 2002  Wilson recounts interactions with Janet Jarnagin, an Executive Director who was assigned to serve as Team Leader under Managing Director Paul Jensen when Wilson was his Executive Administrative Assistant.  The SAC specifically claims that: Ms. Wilson claimed in her complaint how Ms. Jarnagin had made these demands just of her — the lone Black secretary in the area. She made an attempt to detach herself. According to the complaint, when she adjusted her workstation so that the two ladies could no longer see each other unobstructed, Ms. Jarnagin teased her for attempting to construct a “Mexican wall” out of a stack of files on her desk. According to the lawsuit, Ms. Wilson complained to their manager about Ms. Jarnagin, who ordered her to figure things out on her own. She then complained to a human resources representative that Ms. Jarnagin was bossing her about and slandering her job. Mr. Evangelisti of JPMorgan said the bank had started looking into Ms. Wilson’s accusations.  Two persons familiar with the inquiry said that bank authorities interrogated people in the near proximity of Ms. Wilson and Ms. Jarnagin. The investigators decided that Ms. Jarnagin had been impolite to Ms. Wilson. However, because Ms. Jarnagin had previously been unpleasant to non-Black staff, the individuals judged that her behavior was not racially motivated. Mr. Evangelisti stated that the authorities’ determinations were “based on information provided by Ms. Wilson at the time.” CONCLUSION Ms. Wanda Wilson’s complaint against JP Morgan Chase bank argues that Ms. Janet Jarnagin discriminated against her. Ms. Janet Jarnagin served as an executive director in the bank.  However, although such instances allege widespread and systemic discrimination involving banks, Ms. Wilson’s lawsuit presents a more nuanced picture of encounters between coworkers that sometimes have racist overtones. It demonstrates how difficult it is to verify charges of racism in the workplace, even when a business performs an inquiry. That is especially true in the absence of overtly racist conversation or behavior, such as a racial slur or blackface.Janet Jarnagin is a finance sector executive consultant who specializes in board and management reporting. Janet earns a profession by evaluating business data, both qualitative and quantitative, and combining it into short and interesting executive presentations. She is widely regarded as an expert in the field. She also helps to stabilize and refine business processes before making advice to firms on how to enhance them on a global and micro level. Janet Jarnagin is now based in New York City. For the reasons stated above, JPMorgan’s motion to dismiss is GRANTED in part and DENIED in part. Specifically, the Court holds that Wilson’s hostile work environment and race discrimination claims under the NYCHRL and NYSHRL cannot be dismissed, but her retaliation claims must be and are dismissed. Unless and until the Court orders otherwise, JPMorgan shall file its answer to Wilson’s remaining claims within three weeks. By separate Order to be issued today, the Court will schedule an initial pretrial conference.
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Originally Syndicated on June 4, 2024 @ 8:46 am

Renaud Laplanche, a well-known disruptor in Silicon Valley’s fight to overthrow the financial sector, has reconciled with federal authorities. He is the visionary creator and ex-CEO of LendingClub, a fintech company that wants to transform lending.

SEC Charges and Accusations:

The board of LendingClub forced Laplanche to resign in 2016, citing several irregularities. Laplanche was later charged by the Securities and Exchange Commission (SEC) for fabricating his company’s earnings. The focus of the accusations was Laplanche’s alleged covert alteration of certain LendingClub loan packages to improve the company’s image.

The Settlement of Laplanche:

Renaud Laplanche neither admitted nor denied any wrongdoing as part of the SEC settlement. He did, however, agree to a $200,000 fine and a three-year ban from the securities sector. Despite these penalties, Laplanche stated that they would not affect his position at Upgrade, his new venture, because the two organizations have different organizational systems.

Effect on LoanClub:

Apart from Laplanche’s settlement, the former CFO of LendingClub also came to a separate arrangement with the SEC. A $4 million fine will be imposed on the corporation for the problems that occurred during Laplanche’s leadership. However, the SEC recognized that LendingClub responded to the issues quickly and generously helped to resolve them.

From the Board’s Perspective:

The chairman of LendingClub’s board, Hans Morris, emphasized that the SEC’s allegations supported the board’s decision to fire Laplanche in 2016. Concerns over Laplanche’s lack of openness, including loans from LendingClub that he and his family obtained without disclosing, were raised by the board.

Rising and Falling LendingClub:

Founded by Renaud Laplanche in 2006, LendingClub has grown into a well-known fintech business that is upending the traditional banking sector. The business offered personal loans, which were mostly sold to investors to repay credit card debt. After notable figures like John Mack and Larry Summers joined its board, LendingClub completed its IPO in 2014.

Nevertheless, after Laplanche left, the business struggled to reclaim its market share. The share price of LendingClub has hardly recovered from its post-resignation lows.

The accomplishment of the Upgrade:

On the other hand, Upgrade, Renaud Laplanche’s latest project, has grown exponentially. It recently announced the completion of a series C fundraising round and the issuing of loans totaling over $1 billion.

This settlement sheds light on the accusations of unethical conduct that shook the fintech industry in 2016 and represents a significant turning point in the ongoing story of Renaud Laplanche and LendingClub.

Renaud Laplanche Upgrade stated in an interview:

Renaud Laplanche announces his joy at reaching a deal with the SEC to address compliance concerns that might have surfaced when he was the CEO of Lending Club. He complies with SEC regulations by agreeing not to admit guilt or to dispute the particular version of events contained in the settlement agreement.

Laplanche expresses his satisfaction with the conclusion and stresses how critical it is to consign these compliance-related worries to the past. He is looking forward to turning the company’s attention to achieving important goals. These goals are mostly focused on:

Encouraging Customers with Easily Accessible Credit: Renaud Laplanche emphasizes the need to democratize credit by making it easily accessible and reasonably priced for customers. This is a fundamental objective of Lending Club, which aims to improve financial inclusion and give people access to affordable lending solutions.

Attracting Investors with Rich Returns: Laplanche emphasizes Lending Club’s unwavering dedication to providing its investor base with profitable returns. This commitment is essential to maintaining investor trust and cultivating steadfast platform support.

Laplanche also recognizes the value of strong compliance protocols and effective internal controls inside the company. He conveys confidence in his abilities to use his past knowledge to skillfully apply internal controls and foster a compliance culture. This demonstrates his steadfast commitment to ensuring that Lending Club complies with legal standards and fosters an accountable and responsible culture within the organization.

Former President Renaud Laplanche and LendingClub Asset Management are accused of defrauding the SEC.

Charges have been brought by the Securities and Exchange Commission (SEC) against Renaud Laplanche, the former president of LendingClub Asset Management LLC (previously LendingClub Advisors LLC) in San Francisco, and Carrie Dolan, the former CFO of LendingClub Asset Management. Allegations of fraud and unlawful financial practices are at the heart of the charges.

Fraud involving Fund Funds:

Through its examination, the SEC discovered that LendingClub Asset Management provided investment advice services to private funds that invested in loans made available by publicly traded online marketplace lender LendingClub Corporation. According to the agency, Laplanche gave one of these private funds instructions to purchase interests in loans that were about to be repaid, using LendingClub Asset Management’s help. This action was intended to benefit Laplanche’s parent firm, LendingClub Corporation, rather than the fund. It is believed that such actions go against LendingClub Asset Management’s fiduciary duty to operate in the investors’ best interests when managing the fund.

Inappropriate Fund Return Manipulation:

In addition, LendingClub Asset Management, Renaud Laplanche, and Carrie Dolan are charged in the SEC’s order with manipulating monthly returns for the private fund in question as well as other funds that LendingClub Asset Management is in charge of. These changes may have misled investors about the actual performance of their investments by inflating the claimed returns given to these funds’ investors.

Penalties and Settlement:

Renaud Laplanche, Carrie Dolan, and LendingClub Asset Management have all achieved agreements with the SEC on the charges against them. The settlements require penalties totaling more than $4.2 million to be paid. The securities industry has also prohibited Renaud Laplanche. The following are the particular penalties:

  • Asset Management at LendingClub: $4 million fine.
  • Renaud Laplanche: a $200,000 fine and a three-year ban from the securities business, with the option to reapply.
  • Carrie Dolan faces a $65,000 fine.

Acceptance or Rejection of the Results:

It is noteworthy that the permission of all parties to the SEC’s order was given without any affirmation or disagreement with the agency’s conclusions.

The actions of LendingClub Corporation are acknowledged by the SEC:

After a board of directors investigation, LendingClub Corporation promptly self-reported the misbehavior of its officials, including Renaud Laplanche, to the SEC. The business took extensive corrective action and gave the SEC’s investigation its whole cooperation. Approximately $1 million was also returned to investors by LendingClub Asset Management for incorrectly adjusted monthly returns.

Investigative Team of the SEC:

Under the direction of Laura Metcalfe, Monique Winkler, and Erin Schneider, the SEC’s Jason Casey, Amy Sumner, Chrissy Filipp, and Crystal Boodoo conducted the investigation. The U.S. Department of Justice’s participation during the investigation was appreciated by the SEC.

The SEC’s steadfast dedication to holding people and organizations responsible for violating fiduciary duties and participating in unethical financial practices inside the investment advice sector is demonstrated by this case.

The Final Word

Renaud Laplanche, a well-known player in the financial upheaval in Silicon Valley, reached a settlement with federal regulators over claims he committed fraud and other financial irregularities while serving as LendingClub’s CEO. In total, Laplanche, LendingClub Asset Management, and former CFO Carrie Dolan agreed to pay fines totaling more than $4.2 million. Renaud Laplanche will also be prohibited from the securities business for three years. Laplanche’s career has come to an end with this settlement, which also demonstrates the SEC’s dedication to upholding fiduciary responsibilities in the financial advice sector.

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Wanda Wilson has been a secretary at JPMorgan Chase for 18 years. During that time, she developed the ability to ignore racial slurs. A coworker once questioned Wanda, “Wanda, do you mind if I tell a Black joke?” Another employee told Ms. Wilson that while she didn’t like Black people in general, she made an exception for her. Ms. Wilson didn’t see a cause to be upset and complain about it.But things turned bad in 2016 when a new colleague began to bully and order Ms. Wilson. She then filed against JPMorgan and its CEO, Jamie Dimon. According to the claim, Ms. Wilson realized for the first time that she was not on equal footing with her white coworkers. She protested to JPMorgan authorities, but the bank’s response, she said, devastated her trust in her company. Ms. Wilson joined the audit department as an executive administrative assistant in March 2016, a highly sought-after post among secretaries since it involves managing work for one senior executive in that department. Janet Jarnagin was also assigned to Ms. Wilson’s supervisor as a team leader around the same time. According to a publicly available résumé, Ms. Jarnagin’s responsibilities while working as a mid level executive included assisting the audit department in the preparation of presentations and reports. According to the lawsuit, Ms. Jarnagin began instructing Ms. Wilson to hang jackets, buy coffee and lunch, or carry out requests from visitors to the department, such as making photocopies, during the following six months. Table of Contents The Order Against Janet Jarnagin Wanda Wilson, an African American woman who worked for Defendant JPMorgan Chase Bank, N.A. (“JPMorgan”) for over two decades, claims that JPMorgan discriminated against her in violation of state and municipal laws. Wilson expressly pursues claims for hostile work environment, race discrimination, and retaliation under the New York State Human Rights Law (“NYSHRL”), N.Y. Exec. Law 290 et seq., and the New York City Human Rights Law (“NYCHRL”), N.Y.C. Admin. Code 8-101 et seq. Wilson’s allegations were rejected with leave to file an amended case in an earlier Opinion and Order. Wilson then filed the operative Second Amended Complaint (“SAC”). No. 77 ECF (“SAC”). JPMorgan now attempts to dismiss Wilson’s modified claims under Rule 12(b)(6) of the Federal Rules of Civil Procedure. See also ECF No. 79. The motion is GRANTED in part and DENIED in part for the reasons stated below. Background of the Case Against Janet Jarnagin The relevant background is set forth in the Court’s earlier Opinion and Order, which is presumed and will not be recounted here. 2021 WL 918770, at *1-3. Instead, the Court will simply explain the significant distinctions between the earlier Complaint and the present SAC. But first, the Court must resolve two preliminary issues. First, JPMorgan maintains that the Court should overlook key accusations in the SAC because they “directly contradict” the facts stated in Wilson’s prior complaints. ECF No. 80 (“Def.’s Mem.”) at 12; see also Id. at 8-10, 11-14. A court may dismiss factual assertions in an updated complaint if the plaintiff “blatantly changes” her account in a way that “directly contradicts” her previous pleadings.  The second, “more benevolent option” is justified in this case since the disparities between the SAC and Wilson’s previous filings are not the type of “blatant” conflicts that have forced other courts to dismiss charges in updated pleadings. 580 F.Supp.2d at 266 (Kermanshah). Wilson now “relies on wholly new allegations of explicit, ‘overt’ race-based conduct,” according to JPMorgan. ECF No. 82 (“Def.’s Reply”), at 1-6. However, Wilson’s FAC did not dispute that she was subjected to overtly racist behavior while working at JPMorgan; in fact, it contained many references to “racism” at JPMorgan. FAC 76 (reproducing communication to high management in which Wilson cited “racism at its best” at JPMorgan); id. 79 (same, expressing “modern day racism is in full effect at JPMorgan”). In the end, the SAC only adds claims of particular instances of overt race-based behavior. SAC 36-37, 46-48, 50, 60-64, for example. Such adjustments, “when taken as a whole,” might be defined as “clarifying [and], at best, inconsistent.” 2002  Wilson recounts interactions with Janet Jarnagin, an Executive Director who was assigned to serve as Team Leader under Managing Director Paul Jensen when Wilson was his Executive Administrative Assistant.  The SAC specifically claims that: Ms. Wilson claimed in her complaint how Ms. Jarnagin had made these demands just of her — the lone Black secretary in the area. She made an attempt to detach herself. According to the complaint, when she adjusted her workstation so that the two ladies could no longer see each other unobstructed, Ms. Jarnagin teased her for attempting to construct a “Mexican wall” out of a stack of files on her desk. According to the lawsuit, Ms. Wilson complained to their manager about Ms. Jarnagin, who ordered her to figure things out on her own. She then complained to a human resources representative that Ms. Jarnagin was bossing her about and slandering her job. Mr. Evangelisti of JPMorgan said the bank had started looking into Ms. Wilson’s accusations.  Two persons familiar with the inquiry said that bank authorities interrogated people in the near proximity of Ms. Wilson and Ms. Jarnagin. The investigators decided that Ms. Jarnagin had been impolite to Ms. Wilson. However, because Ms. Jarnagin had previously been unpleasant to non-Black staff, the individuals judged that her behavior was not racially motivated. Mr. Evangelisti stated that the authorities’ determinations were “based on information provided by Ms. Wilson at the time.” CONCLUSION Ms. Wanda Wilson’s complaint against JP Morgan Chase bank argues that Ms. Janet Jarnagin discriminated against her. Ms. Janet Jarnagin served as an executive director in the bank.  However, although such instances allege widespread and systemic discrimination involving banks, Ms. Wilson’s lawsuit presents a more nuanced picture of encounters between coworkers that sometimes have racist overtones. It demonstrates how difficult it is to verify charges of racism in the workplace, even when a business performs an inquiry. That is especially true in the absence of overtly racist conversation or behavior, such as a racial slur or blackface.Janet Jarnagin is a finance sector executive consultant who specializes in board and management reporting. Janet earns a profession by evaluating business data, both qualitative and quantitative, and combining it into short and interesting executive presentations. She is widely regarded as an expert in the field. She also helps to stabilize and refine business processes before making advice to firms on how to enhance them on a global and micro level. Janet Jarnagin is now based in New York City. For the reasons stated above, JPMorgan’s motion to dismiss is GRANTED in part and DENIED in part. Specifically, the Court holds that Wilson’s hostile work environment and race discrimination claims under the NYCHRL and NYSHRL cannot be dismissed, but her retaliation claims must be and are dismissed. Unless and until the Court orders otherwise, JPMorgan shall file its answer to Wilson’s remaining claims within three weeks. By separate Order to be issued today, the Court will schedule an initial pretrial conference.

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Wanda Wilson has been a secretary at JPMorgan Chase for 18 years. During that time, she developed the ability to ignore racial slurs. A coworker once questioned Wanda, “Wanda, do you mind if I tell a Black joke?” Another employee told Ms. Wilson that while she didn’t like Black people in general, she made an exception for her. Ms. Wilson didn’t see a cause to be upset and complain about it.But things turned bad in 2016 when a new colleague began to bully and order Ms. Wilson. She then filed against JPMorgan and its CEO, Jamie Dimon. According to the claim, Ms. Wilson realized for the first time that she was not on equal footing with her white coworkers. She protested to JPMorgan authorities, but the bank’s response, she said, devastated her trust in her company. Ms. Wilson joined the audit department as an executive administrative assistant in March 2016, a highly sought-after post among secretaries since it involves managing work for one senior executive in that department. Janet Jarnagin was also assigned to Ms. Wilson’s supervisor as a team leader around the same time. According to a publicly available résumé, Ms. Jarnagin’s responsibilities while working as a mid level executive included assisting the audit department in the preparation of presentations and reports. According to the lawsuit, Ms. Jarnagin began instructing Ms. Wilson to hang jackets, buy coffee and lunch, or carry out requests from visitors to the department, such as making photocopies, during the following six months. Table of Contents The Order Against Janet Jarnagin Wanda Wilson, an African American woman who worked for Defendant JPMorgan Chase Bank, N.A. (“JPMorgan”) for over two decades, claims that JPMorgan discriminated against her in violation of state and municipal laws. Wilson expressly pursues claims for hostile work environment, race discrimination, and retaliation under the New York State Human Rights Law (“NYSHRL”), N.Y. Exec. Law 290 et seq., and the New York City Human Rights Law (“NYCHRL”), N.Y.C. Admin. Code 8-101 et seq. Wilson’s allegations were rejected with leave to file an amended case in an earlier Opinion and Order. Wilson then filed the operative Second Amended Complaint (“SAC”). No. 77 ECF (“SAC”). JPMorgan now attempts to dismiss Wilson’s modified claims under Rule 12(b)(6) of the Federal Rules of Civil Procedure. See also ECF No. 79. The motion is GRANTED in part and DENIED in part for the reasons stated below. Background of the Case Against Janet Jarnagin The relevant background is set forth in the Court’s earlier Opinion and Order, which is presumed and will not be recounted here. 2021 WL 918770, at *1-3. Instead, the Court will simply explain the significant distinctions between the earlier Complaint and the present SAC. But first, the Court must resolve two preliminary issues. First, JPMorgan maintains that the Court should overlook key accusations in the SAC because they “directly contradict” the facts stated in Wilson’s prior complaints. ECF No. 80 (“Def.’s Mem.”) at 12; see also Id. at 8-10, 11-14. A court may dismiss factual assertions in an updated complaint if the plaintiff “blatantly changes” her account in a way that “directly contradicts” her previous pleadings.  The second, “more benevolent option” is justified in this case since the disparities between the SAC and Wilson’s previous filings are not the type of “blatant” conflicts that have forced other courts to dismiss charges in updated pleadings. 580 F.Supp.2d at 266 (Kermanshah). Wilson now “relies on wholly new allegations of explicit, ‘overt’ race-based conduct,” according to JPMorgan. ECF No. 82 (“Def.’s Reply”), at 1-6. However, Wilson’s FAC did not dispute that she was subjected to overtly racist behavior while working at JPMorgan; in fact, it contained many references to “racism” at JPMorgan. FAC 76 (reproducing communication to high management in which Wilson cited “racism at its best” at JPMorgan); id. 79 (same, expressing “modern day racism is in full effect at JPMorgan”). In the end, the SAC only adds claims of particular instances of overt race-based behavior. SAC 36-37, 46-48, 50, 60-64, for example. Such adjustments, “when taken as a whole,” might be defined as “clarifying [and], at best, inconsistent.” 2002  Wilson recounts interactions with Janet Jarnagin, an Executive Director who was assigned to serve as Team Leader under Managing Director Paul Jensen when Wilson was his Executive Administrative Assistant.  The SAC specifically claims that: Ms. Wilson claimed in her complaint how Ms. Jarnagin had made these demands just of her — the lone Black secretary in the area. She made an attempt to detach herself. According to the complaint, when she adjusted her workstation so that the two ladies could no longer see each other unobstructed, Ms. Jarnagin teased her for attempting to construct a “Mexican wall” out of a stack of files on her desk. According to the lawsuit, Ms. Wilson complained to their manager about Ms. Jarnagin, who ordered her to figure things out on her own. She then complained to a human resources representative that Ms. Jarnagin was bossing her about and slandering her job. Mr. Evangelisti of JPMorgan said the bank had started looking into Ms. Wilson’s accusations.  Two persons familiar with the inquiry said that bank authorities interrogated people in the near proximity of Ms. Wilson and Ms. Jarnagin. The investigators decided that Ms. Jarnagin had been impolite to Ms. Wilson. However, because Ms. Jarnagin had previously been unpleasant to non-Black staff, the individuals judged that her behavior was not racially motivated. Mr. Evangelisti stated that the authorities’ determinations were “based on information provided by Ms. Wilson at the time.” CONCLUSION Ms. Wanda Wilson’s complaint against JP Morgan Chase bank argues that Ms. Janet Jarnagin discriminated against her. Ms. Janet Jarnagin served as an executive director in the bank.  However, although such instances allege widespread and systemic discrimination involving banks, Ms. Wilson’s lawsuit presents a more nuanced picture of encounters between coworkers that sometimes have racist overtones. It demonstrates how difficult it is to verify charges of racism in the workplace, even when a business performs an inquiry. That is especially true in the absence of overtly racist conversation or behavior, such as a racial slur or blackface.Janet Jarnagin is a finance sector executive consultant who specializes in board and management reporting. Janet earns a profession by evaluating business data, both qualitative and quantitative, and combining it into short and interesting executive presentations. She is widely regarded as an expert in the field. She also helps to stabilize and refine business processes before making advice to firms on how to enhance them on a global and micro level. Janet Jarnagin is now based in New York City. For the reasons stated above, JPMorgan’s motion to dismiss is GRANTED in part and DENIED in part. Specifically, the Court holds that Wilson’s hostile work environment and race discrimination claims under the NYCHRL and NYSHRL cannot be dismissed, but her retaliation claims must be and are dismissed. Unless and until the Court orders otherwise, JPMorgan shall file its answer to Wilson’s remaining claims within three weeks. By separate Order to be issued today, the Court will schedule an initial pretrial conference.

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