Friday January 16, 2026
| Exhibit | Title | What it Proves |
| A | DOJ Report #463057-VJS | Proves you were a whistleblower a year before being fired. |
| B | NSF “Hot Check” | Proves criminal bad faith and wage law violations. |
| C | The “Lauren Letter” (7-Pages) | Proves you reported sexual harassment and were ignored. |
| D | 14,000 Email Log | Proves a targeted cyber-harassment/sensory assault campaign. |
| E | Unemployment Appeal Win | Proves TCH lied about you “quitting.” |
| F | “Unmasking Autism” Disclosure | Proves they had notice of your disability and how to accommodate it. |
| G | Wage Calculation ($42k) | Forensic breakdown of stolen tips and FLSA deficits. |
| H | The “Ryan Johnson Show” Links | Video proof of your professionalism and public mockery by staff. |
TWC Inquiry Response: Ryan Johnson vs. TCHDALLAS2
What is your full address? 4910 Goodman Ave, Apt 3924, Addison, Texas 75001
What is the name and address of the employer as it appears on your paycheck? TCHDALLAS2, 11834 Harry Hines Blvd, Suite 135, Dallas, Texas 75234
What is the Name and full address of the location where you physically report to work? Texas Card House Dallas, 11834 Harry Hines Blvd, Suite 135, Dallas, Texas 75234
Who are you filing this inquiry against? Texas Card House and its Agents: Ryan Crow (CEO), Victor Leone (Region Manager), Michael Williams (GM), Leon Soong (GM), Jae Chung (AGM), Thomas Kestner (Shift Manager), Adam Hernandez (Shift Manager), and Anthony Villedas (Experience Manager).
What date were you hired? June 6, 2022
Provide the email address for the HR contact. hr@texascardhouse.com
What was your job title? Poker Dealer (and applicant for Floor Management position).
What were your job duties for that job? Shuffling, dealing, and managing the technical integrity of high-stakes poker games.
What date were you terminated? August 1, 2025 (Placed under “eternal investigation” with no further contact; TCH later fraudulently reported to TWC that I “quit”).
What reason was given for your termination? No formal reason was provided. I was told by Leon Soong that I was “under investigation.” Management then maintained a wall of silence for six months. It was only during my unemployment claim that I discovered they alleged I “quit,” a claim successfully disproven in my TWC Appeal.
Who terminated you? Provide the full name and job title. Leon Soong, General Manager.
Did you quit? If yes, provide the date you quit. No. I was subjected to a retaliatory discharge.
Disability
What is your medically diagnosed disability? Autism Spectrum Disorder (ASD).
How were you discriminated based on a medically diagnosed disability? Management weaponized my neurodivergent need for routine, clear communication, and logical consistency to create a hostile work environment. When I adhered to official club policies (e.g., the “English Only” rule), I was punished by removal from lucrative shifts, while non-disabled employees were not held to the same standard. Furthermore, TCH agents utilized my sensory sensitivity to orchestrate a “digital assault” of 14,000 communications in 30 days, specifically designed to induce cognitive collapse and sensory meltdown as retaliation for my whistleblowing activity.
Provide first & last name and job title of staff you disclosed your medically diagnosed disability to and the date?
- Tom Kestner (Shift Manager): August 1, 2022.
- Leon Soong (General Manager): September 22, 2023.
- Nick Dezago (General Manager): November 21, 2023.
- Derek Ng (Shift Manager): Late 2024.
Did you ask for accommodations? Yes.
What accommodations did you ask for on each date?
- August 1, 2022 (Tom Kestner): Requested consistent break routines and advanced notice of schedule changes to prevent cognitive overload.
- September 22, 2023 (Leon Soong): Requested lighting adjustments to mitigate sensory pain/eye strain and improved hygiene in facilities to reduce sensory triggers.
- November 21, 2023 (Nick Dezago): Requested the accommodation of a service dog for ASD support.
- Late 2024 (Derek Ng): Requested clear, written, and logical instructions for policy enforcement to accommodate my need for communication clarity.
- Summer 2024 (Management): Requested a breakroom water fountain to mitigate sensory triggers and avoid contact with staff involved in sexual harassment.
Did you submit a note from a physician regarding your accommodation request? Yes.
What accommodations did your physician ask for on each date? The physician’s note (provided 11/21/2023) supported the request for a service animal and environment adjustments (lighting) to manage ASD symptoms in a high-stress workplace.
If yes, what date(s)? November 21, 2023.
What date were your accommodations denied?
- Lighting/Hygiene: Denied/Ignored by Leon Soong on September 22, 2023.
- Service Dog: Denied/Ignored by Nick Dezago in November 2023.
- Water Fountain: Revoked/De-rendered by Jae Chung in the summer of 2025 following my report of safety violations.
What date were your accommodations approved?
- Water Fountain: Initially approved and installed in Summer 2024.
Explain the alleged medically diagnosed disability discrimination. TCH management operated a “Climate of Shame” where neurodivergent traits were treated as disciplinary offenses. In January 2025, Experience Manager Anthony Villedas used a mandatory training session to publicly rebuke and shame an autistic employee, James Gonzalez, for his “tone of voice.” This served as a deterrent to all neurodivergent staff, signaling that our communication styles were “problems.”
On July 4, 2024, after being told to dress “festive,” I utilized the techniques in the clinical text Unmasking Autism to present as “Uncle Sam.” Despite being professionally successful (earning double my usual tips), I was sent home and disciplined for an “unspecified problem.” On July 7, 2024, I provided Leon Soong with excerpts from Unmasking Autism to explain that my presentation was a disability management tool. Instead of engaging in the interactive process, management used my self-disclosure as a pretext for “de-rendering” me—ultimately treating my neurodivergent record-keeping (journals) as “harassment” to protect the club’s predatory social hierarchy.
Exhibit L: TCH Live Stream Archives (The “Ryan Johnson Show”)
- Dates: Five episodes (approx. 20–30 hours of footage).
- Nature of Evidence: Video proof of professional conduct and management-sanctioned harassment.
The Argument: “Despite management’s claims that my presence was ‘problematic’ or ‘unprofessional,’ TCH featured me on their official live-streamed poker games on five separate occasions. These videos provide a forensic record of my behavior: I am seen sitting quietly, adhering to game integrity, and focusing on technical play.
However, the club’s commentators—acting as agents of the employer—subjected me to Public Disability Harassment. Throughout these 20+ hours of footage, the commentary is almost exclusively fixated on my neurodivergent traits (what I ate, my silence, my clothing). They ignored the poker game to treat my ASD as a ‘spectacle’ for the audience. This proves that TCH viewed my disability as a marketing asset to be exploited, while simultaneously using it as a disciplinary liability behind closed doors.”
TCH fostered a culture where my disability was mocked for profit. On the club’s official live stream, commentators fixated on my ASD-related behaviors for hours, ignoring the professional game to treat me as a ‘character’ or curiosity. This public ‘Othering’ by company agents created a baseline of disrespect that signaled to the entire staff that I was a target for social shaming rather than a professional colleague.Sexual Harassment
You selected Sexual Harassment as a harm/action on the inquiry form submitted, is this correct? If yes, provide full name, job title, and sex of the person(s) who sexually harassed you? Yes.
- J.C. (Customer/Player): Male.
- Lauren Whittemore (Waitress): Female.
- Olivia Tella (Waitress): Female.
- Ryann Brinlee (Waitress): Female.
- Tom Kestner (Shift Manager): Male (for retaliatory silencing of assault reports).
- “Nerd” (Customer): Male (Threats of violence/Verbal abuse).
What date(s) were you sexually harassed? The harassment was pervasive and occurred daily throughout my tenure, specifically escalating from January 2022 through my termination on August 1, 2025. A major physical assault occurred in May 2023.
Explain how each person sexually harassed you on each date.
- J.C. (May 2023): While I was dealing a high-stakes game, J.C. reached under the table and gripped my inner thigh. Upon his return from a meager 30-day ban, management seated him directly next to me where he was allowed to taunt me about the assault.
- Lauren Whittemore (2022–2025): Engaged in “Swimfan”-style predatory stalking, indecent exposure (repeatedly flashing her crotch), and predatory staring. She weaponized her role as a waitress to withhold water/service unless I “performed” socially for her.
- Olivia Tella (2024): Repeatedly made explicit sexual propositions involving non-consensual BDSM imagery, including offers to use a “strap-on” on me.
- Ryann Brinlee (2023–2024): Conducted targeted stalking and staring for entire shifts, forcing me to miss work days to avoid her presence.
- Tom Kestner (Shift Manager): Following the J.C. assault, Kestner reprimanded me for defending myself against the harasser’s taunts, effectively silencing a victim to protect a “paying customer.”
Provide full name, job title, and sex of the person(s) who were also treated the same as you.
- Dylan Becker (Former Dealer, Male): Also molested/assaulted by J.C.
- Justin Boucher (Dealer, Male): Also molested/assaulted by J.C.
- Brittany Byrom (Dealer, Female): Targeted by Tom Kestner via unwanted sexual advances on Snapchat.
Provide full name, job title, and sex of the person(s) not subjected to the sexual harassment.
- Victor Leone (Regional Manager, Male) and Michael Williams (General Manager, Male). These individuals occupied “The Wall” of management and were insulated from the “Epstein Island” conditions they allowed on the floor.
Did you file an internal complaint regarding this treatment? Yes.
When and to whom did you file this report?
- May 2023: Verbal and Written report to Shift Manager Tom Kestner regarding the J.C. assault.
- Late 2023/Early 2024: Formal meeting with Leon Soong (GM) and Jae Chung (AGM) regarding the waitresses predatory behavior.
- July 2025: Written report via “Notes” section of official timecards and a 7-page forensic report (The Lauren Letter) provided to Lauren Whittemore (HR) and Leon Soong (GM).
What specifically did you complain about in this report? I complained about physical sexual assault, the failure of management to follow its own assault policy (Paylocity App), indecent exposure by staff, death threats from customers (e.g., “Nerd”), and a pervasive “double standard” where male victims were laughed at or disciplined for reporting abuse. I explicitly stated that I felt “hunted for a skin suit” and requested a water fountain as an ADA accommodation to escape the “predatory zone” of the waitstaff.
How did you file this report? Please provide a copy of the report. I filed via verbal reports to Floor/Shift Managers, digital notes on official payroll timecards, and a detailed 7-page written indictment of the hostile environment provided to GM Leon Soong. I welcome a subpoena of these records.
Suspension
What date(s) were you suspended? August 1, 2025.
What reason did Responding Party give for your suspension? I was told I was “under investigation.” Despite my repeated written requests for the nature of the allegations, the specific policy I supposedly violated, or the identity of my accuser, management refused to provide any details. This was a tactical “eternal investigation” designed to keep me in a state of professional and psychological limbo.
What is the first & last name and job title of the person(s) who suspended you? Leon Soong, General Manager.
What is the first & last name and job title of those treated more favorably in terms of suspension?
- Tyler Mawhinney (Tournament Manager): Despite documented evidence of systemic theft of dealer tips (millions of dollars over several years), he was not suspended for an “investigation.”
- “Nerd” (Customer/Player): After making explicit death threats against me in late 2024, this individual was not suspended or banned by Shift Manager Adam Hernandez.
- Shannon and Ryan Blacker (Former Employees): While they were eventually “de-rendered” like me, their history establishes a Pattern and Practice of TCH using indefinite “investigations” without cause to force resignations and avoid TWC liability.
How did Responding Party treat these people more favorably in terms of suspension and what date(s)? Management applied a gross double standard. Violent or predatory individuals were granted leniency. Tyler Mawhinney was allowed to remain on-site, launder chips through club games, and eventually resign quietly without a “red alert” security response. The customer “Nerd” was allowed to remain at the table and continue his harassment after admitting to threatening my life. In contrast, the moment I engaged in protected activity (reporting the “Suicide Link” and sexual harassment), I was immediately “de-rendered” via an indefinite suspension. Actual bad actors were protected, while whistleblowers were silenced.
How does the suspension relate to the bases you selected?
- Retaliation: The suspension occurred less than 30 days after I reported the “Suicide Link” safety crisis and discussed unionization. It was a direct “strike” to remove me from the workplace.
- Disability Discrimination (ASD): Management knew my neurodivergence requires clear, logical communication and routine. By placing me under a vague, open-ended investigation and withholding all details, they intentionally weaponized my disability to cause maximum cognitive distress and anxiety.
- Sex-Based Discrimination: The suspension served to protect the “Golden Cage” culture I exposed, ensuring my reports of sexual harassment by the waitstaff were buried along with my employment. It effectively removed the victim to protect the predators.
Harassment
What is the first & last name and job title of the person(s) who harassed you?
- Tom Kestner: Shift Manager
- Derek Ng: Shift Manager
- Jae Chung: Assistant General Manager
- Mike Williams: General Manager
- Leon Soong: General Manager
- The Human Resources/IT Department: Administrators of the Paylocity API.
What date(s) were you harassed? The harassment was ongoing from August 2022 through my tenure, with specific escalations in October 2023, Late 2024, Summer 2025, and a targeted digital campaign from August 2025 to September 2, 2025.
Explain how each person harassed you on each date.
- Tom Kestner (2022–Tenure): Systematically manipulated my break schedule (“the string”) to deprive me of the routine required for my ASD. He enforced a “higher standard” on me than on customers, reprimanding me when I was the victim of customer verbal abuse.
- Derek Ng (Late 2024): After I reported a player for making death threats (stating he had a gun in his car), Ng refused to ban the player. When I later enforced the “English Only” policy with that same player, Ng retaliated by removing me from the lucrative shift instead of the threatening guest.
- Mike Williams (July 2024): Engaged in Economic Harassment by fixating on a $100 chip to humiliate me and force me out of a high-stakes game where I was winning $1,000/hr. This was a targeted disruption of my professional skill to maintain my dependency on the club’s “Golden Cage.”
- Jae Chung (Summer 2025): Maliciously revoked my water fountain accommodation. He explicitly instructed me at the start of every shift to “go get a drink from the waitress,” knowing I had reported the waitstaff for sexual harassment, effectively forcing me into a predatory environment to access water.
- Human Resources/IT (Aug–Sept 2025): Orchestrated a Cyber-Harassment campaign following my suspension, flooding my private email with 14,000 communications in 30 days. This stopped within ten minutes of me notifying management that I had filed a police report (Addison PD/Dallas PD).
- Leon Soong (August 23, 2025): Attempted to lure me into a “Meeting in the Desert”—a high-pressure environment without representation—after I had observed “red alert” security postures. This caused such a well-founded fear for my life that I informed him I feared being “buried in a cornfield.” Soong resigned the following day.
Provide the first & last name and job title of those treated more favorably in terms of harassment.
- “Nerd” (Customer/Player): Allowed to remain and harass me after making death threats.
- Un C (Player): Allowed to remain after a March 2025 report of active cheating/collusion.
- Jon Winfield (Dealer): Allowed to host group smoke sessions and sell narcotics (marijuana/cocaine) to managers Tom Kestner and Declan Palmer with zero disciplinary action.
How did Responding Party treat these people more favorably in terms of harassment and what date(s)? Management operated a “Misfit Island” where actual criminals and predators (Mawhinney, Winfield, J.C.) were protected as “assets,” while I was targeted for “Friction” because I adhered to rules and reported safety crises. Predators were given “slaps on the wrist” for assault (J.C.) or allowed to resign quietly after theft (Mawhinney), while I was subjected to a psychological “de-rendering” campaign.
How does the harassment relate to the bases you selected?
- Retaliation: It escalated immediately after I reported the “Suicide Link,” sexual harassment, and unionization efforts.
- Disability Discrimination (ASD): Management weaponized my “Intense Adherence to Rules” to label me “difficult.” The 14,000-email flood was a calculated sensory assault designed to trigger a neurodivergent meltdown.
- Sex-Based Discrimination: The harassment served to protect a “Golden Cage” culture where management (Mike Williams) allegedly operated “pay-to-play” schemes and ignored the sexual victimization of male dealers by female staff.
Wages
How were you harmed in terms of wages and what date(s)? I have been subjected to systemic wage theft and retaliatory economic sabotage throughout my tenure (2022–2025):
- Systemic Tip Theft (2022–2024): Tournament Manager Tyler Mawhinney systematically looted the dealer tournament tip pool, reducing dealer earnings from ~$50/hr to ~$14/hr.
- Illegal Tip Raking: TCH “raked” 8% of dealer tips from cash games to fund tournament labor costs, reducing the house’s business expenses to zero by forcing dealers to pay for the club’s staff. Estimated at $18,388.
- FLSA Minimum Wage Deficit: Over 3,802 hours, I was paid a base rate of $2.13/hr. Because the tip pool was being looted, the company failed to ensure I received the legal minimum wage. I am claiming a deficit of $19,466.24 ($5.12/hr gap).
- The “Hot Check” (Oct 31, 2025): TCH issued a final wage check that was returned for Insufficient Funds (NSF), a criminal violation of the Texas Payday Law.
- Blacklisting (Oct 2025): TCH banned me from high-stakes games, interfering with a documented earning capacity of $1,000/hr, totaling a claim of $2,560,000 in lost prospective economic advantage.
What reason did Responding Party give for the wage issue you describe? Regarding the theft, management treated it as a “closed matter” after Tyler Mawhinney resigned, offering no reparations. Regarding the termination and subsequent loss of wages, TCH provided a fraudulent claim to the TWC that I “quit” to avoid liability for retaliatory discharge.
Provide full name and job title of the staff responsible for your wage dispute?
- Tyler Mawhinney (Tournament Manager): Direct theft of the tip pool.
- Victor Leone (Regional Manager): Oversight of the “sharecropping” 8% rake model.
- Leon Soong (General Manager): Facilitated the final pay-cuts and fraudulent TWC reporting.
- Mike Williams (General Manager): Targeted economic harassment (the $100 chip incident).
What is the first & last name and job title of those with more favorable wages?
- Tyler Mawhinney: Allowed to launder stolen chips through club games and resign without arrest in June 2024.
- Emilio Ruscito (Floor Supervisor): Granted promotion and higher wage tiers through a “quid pro quo” environment.
- “The Scabs”: Employees with attendance points who were coerced into working low-pay tournaments to “buy back” points, while management collected $24,000 in house fees per event.
How did Responding Party treat these people more favorably in terms of suspension and what date(s)? Management protected those who facilitated the “Wall of Cash.” Tyler Mawhinney was allowed to vanish to a rival club rather than face prosecution. Meanwhile, I was terminated “But-For” my opposition to this exploitation. Management favored “compliant” employees who did not question the $24,000 house-fee captures or the “2+2=5” logic of the payroll system.
How does the wage issue relate to the bases you selected?
- Retaliation: I was terminated less than 30 days after I used the “U-word” (Union) to discuss collective bargaining as a solution to this wage theft.
- Disability Discrimination (ASD): My ASD-driven need for logical consistency led me to expose the foundational fraud of the wage structure. Management weaponized my “over-dedication to routine” to extract maximum labor for sub-minimum wages, “de-rendering” me once I became a financial liability.
- Federal Litigation Connection: I am “Similarly Situated” to the plaintiffs in Benjamin Meine v. TCHDALLAS2, LLC (Case No. 3:23-cv-968-K), and my termination was a direct result of my refusal to remain silent about the violations cited in that federal class action.
Retaliation Allegation
Explain the reason you believe your employer is retaliating against you based on a protected activity. Provide full name and dates.
I believe Texas Card House and its agents (Leon Soong, Victor Leone, Jae Chung) engaged in a coordinated campaign of “De-rendering”—a systematic neutralization of my employment and professional reputation—in direct response to my protected activities. As a high-value asset recruited for my forensic expertise, I possessed technical insight into the club’s “Foundational Fraud.”
The retaliation was a “strike” to silence a witness who could mathematically prove the systemic wage theft and point to the “Suicide Link” safety crisis. Specific triggers for retaliation include:
- Opposition to Wage Theft (Ongoing 2024-2025): I openly opposed the “Sharecropping” labor model and Tyler Mawhinney’s theft of the tournament tip pool. My termination occurred less than 30 days after I discussed Unionization with coworkers to address these thefts.
- The “Suicide Link” Disclosure (July 2025): I reported a critical safety crisis where staff were openly discussing suicide in the breakroom. Management viewed this documentation as a legal liability and suspended me on August 1, 2025, to bury the report.
- Sexual Harassment Whistleblowing (July 2025): I submitted a 7-page “Indictment” of sexual harassment by waitress Lauren Whittemore. Management utilized a “DARVO” tactic (Deny, Attack, and Reverse Victim and Offender), labeling my report of victimization as “harassment” to protect the predatory culture.
- Public Disclosure (July 2025): I published Dr. Evil’s Evil Plan, exposing the hostile environment created by GM Mike Williams. I was terminated one month later.
- DOJ Reporting (June 14, 2024): I had already sought federal intervention via the DOJ Civil Rights Division (Record #463057-VJS) regarding the club’s “Misfit Island” operations.
Did you file an internal complaint regarding this treatment? Yes.
When and to whom did you file this report?
- March 19, 2025: To GM Leon Soong regarding active cheating/collusion (which management ignored).
- July 2025: To Shift Managers Anastassia Murphy, Tom Kestner, and Chris regarding the “Suicide Link.”
- July 2025: Written notation on official TCH Timecards (Payroll/HR records) regarding morale and suicide discussions.
- August 5, 2025: To Leon Soong and Lauren Whittemore (HR) regarding the 7-page sexual harassment indictment.
- August 11 & September 1, 2025: Formal “Cease and Desist” requests to HR regarding the 14,000-email cyber-harassment campaign.
What specifically did you complain about in this report? I complained about systemic wage theft (estimated at $42,855.12), the “Suicide Link” mental health crisis in the breakroom, physical and sexual assaults of my colleagues (Dina Min, Dylan Becker), and the “Quid Pro Quo” environment where promotions were tied to sexual “Syncing” with management. I explicitly warned that the environment was “suicide-inducing” and requested a Union to ensure safety.
How did you file this report? Please provide a copy of the report.
- Written Timecard Notes: Submitted via the official Las Colinas/Dallas timecard “Notes” section (July 2025).
- Email Disclosures: Forensic emails sent to Leon Soong containing clinical ASD literature and reports of cheating.
- Physical 7-Page Document: The “Lauren Letter” detailing sexual harassment, handed to GM Leon Soong.
- Digital Evidence: Contemporaneous journal logs and my published work, The Dealer’s Criminal Wage, which serves as a forensic record of the “Golden Cage” environment.
Exhibit
Title
What it Proves
A
DOJ Report #463057-VJS
Proves you were a whistleblower a year before being fired.
B
NSF “Hot Check”
Proves criminal bad faith and wage law violations.
C
The “Lauren Letter” (7-Pages)
Proves you reported sexual harassment and were ignored.
D
14,000 Email Log
Proves a targeted cyber-harassment/sensory assault campaign.
E
Unemployment Appeal Win
Proves TCH lied about you “quitting.”
F
“Unmasking Autism” Disclosure
Proves they had notice of your disability and how to accommodate it.
G
Wage Calculation ($42k)
Forensic breakdown of stolen tips and FLSA deficits.
H
The “Ryan Johnson Show” Links
Video proof of your professionalism and public mockery by staff.
Exhibit A
Thank you for submitting a report to the Civil Rights Division
DOJ Civil Rights – Do Not Reply
To: me
·
Fri, Jun 14, 2024 at 10:22 AM
Message Body
| U.S. Department of Justice Civil Rights Division | civilrights.justice.gov |
| Please do not reply to this email. This is an unmonitored account. Thank you for submitting a report to the Civil Rights Division. Please save your record number for tracking. Your record number is: 463057-VJS. If you reported an incident where you or someone else has experienced or is still experiencing physical harm or violence, or are in immediate danger, please call 911 and contact the police. What to Expect 1. We review your report Our specialists in the Civil Rights Division carefully read every report to identify civil rights violations, spot trends, and determine if we have authority to help with your report. 2. Our specialists determine the next steps We may decide to: Open an investigation or take some other action within the legal authority of the Justice Department. Collect more information before we can look into your report. Recommend another government agency that can properly look into your report. If so, we’ll let you know. In some cases, we may determine that we don’t have legal authority to handle your report and will recommend that you seek help from a private lawyer or local legal aid organization. 3. When possible, we will follow up with you We do our best to let you know about the outcome of our review. However, we may not always be able to provide you with updates because: We’re actively working on an investigation or case related to your report. We’re receiving and actively reviewing many requests at the same time. If we are able to respond, we will contact you using the contact information you provided in this report. Depending on the type of report, response times can vary. If you need to reach us about your report, please refer to your report number when contacting us. This is how we keep track of your submission. What You Can Do Next 1. Contact local legal aid organizations or a lawyer if you haven’t already. Legal aid offices or members of lawyer associations in your state may be able to help you with your issue. American Bar Association, visit the www.americanbar.org/groups/legal_services/flh-home or call (800) 285-2221 Legal Services Corporation (or Legal Aid Offices),to help you find a legal aid lawyer in your area visit www.lsc.gov/find-legal-aid 2. Learn More Visit civilrights.justice.gov to learn more about your rights and see examples of violations we handle. Please Note: Each week, we receive hundreds of reports of potential violations. We collect and analyze this information to help us select cases, and we may use this information as evidence in an existing case. We will review your letter to decide whether it is necessary to contact you for additional information. We do not have the resources to follow-up on every letter. |
Exhibit B
Your Online Police Report 824797-2025 Has Been Approved
Inbox
TxDallasPd@coplogic.com
Tue, Dec 2, 2025, 11:31 AM
to me
You have successfully submitted a report through the Dallas Online Reporting System. Your report was approved by the Central Approving Unit and your permanent case number is 824797-2025. Attached is your Official Police Report. Please note that sensitive information has been replaced with ***** to maintain privacy in emails.
Thank you again for using the Dallas Online Reporting System.
Respectfully,
Dallas Online Report System Team
Dallas Police Department
The information contained in this e-mail message is intended only for the personal and confidential use of the recipient(s) named above. This message may be an attorney-client communication and/or work product and as such is privileged and confidential. If the reader of this message is not the intended recipient or an agent responsible for delivering it to the intended recipient, you are hereby notified that you have received this document in error and that any review, dissemination, distribution, or copying of this message is strictly prohibited. If you have received this communication in error, please notify us immediately by e-mail, and delete the original message.
Exhibit C- “The Lauren Letter”- 7 Pages
This is in the hands of the Texas Card House Human Resources Department
Exhibit D
Online harassment in violation of 42.07
Inbox
Ryan Johnson <ryanjohnsonthepatriot@gmail.com>
Tue, Sep 2, 2025, 10:34 AM
to Police
I’m getting emails from my old job. Hundreds of them, per day. I unsubscribed. I’ve contacted them multiple times asking them to stop. I gave it a chance, then I contacted them again. They’re mad at me and they want to harass and annoy me and they have my phone ringing hundreds of times per day and they will not stop. I left there a month ago and I’ve gotten twelve thousand emails since.
a) A person commits an offense if, with intent to harass, annoy, alarm, abuse, torment, or embarrass another, the person:
4) causes the telephone of another to ring repeatedly or makes repeated telephone communications anonymously or in a manner reasonably likely to harass, annoy, alarm, abuse, torment, embarrass, or offend another;
They’re doing this intentionally. These are smart people, if they were dumb I could believe it was a mistake but I’ve asked them many times over the course of months to stop sending me emails, even back when I worked there. They’re doing this to annoy and harass me.
The offenders are the HR department at Texas Card House and can be reached at HR@texascardhouse.com. They can be reached at 469 521 9269, ask for Victor, because he’s the one responsible.
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Texas Card House
To: me
·
Sat, Aug 30, 2025 at 3:03 PM
Your 2026 Medical Benefits Eligibility Progress
Human Resources
To: me
·
Mon, Sep 8, 2025 at 2:29 PM
Message BodyHello Ryan Johnson ,
Below is an update on your progress toward qualifying for medical insurance coverage in 2026 at Texas Card House.
Our eligibility period runs from October 1, 2024 through September 30, 2025. Team members must work a minimum of 1,560 hours during this time to qualify for medical insurance in 2026. This number is prorated if you were hired during the eligibility period.
Based on your current hours, it appears unlikely that you will reach the minimum requirement by September 30, 2025. However, you still have time left in the eligibility period, and your progress may change depending on the hours you work during the eligibility period.
Here’s where you stand as of August 31, 2025:- Total Hours Worked (10/1/2024–8/3/2025): 984.54
- Total Hours Needed by September 30, 2025: 1560
- Hours Remaining to Qualify: 575
- If you believe there is an error in your reported hours, please contact your manager to review your hours worked. You can also reach out to the HR team at HR@texascardhouse.com or reply directly to this email for assistance.
Thank you for your continued hard work and dedication to Texas Card House!
Sincerely,
Texas Card House – HR Team
Trailblazer Poker Tour II Is Back – Are You In?
Texas Card House
To: me
·
Wed, Sep 17, 2025 at 1:50 PM
Message Body
| •IT’S BACKThe Trailblazer Poker Tour II has officially arrived!After an incredible debut season, we’re back and bigger than ever. Get ready for high-stakes action, unforgettable stops, and the chance to etch your name into poker history. TRAILBLAZER TOUR IIFull Schedule Stop #1 – Sept 25 – Oct 14 Texas Card House – Dallas TCH Social – Las Colinas |
| TRAILBLAZER TOUR IIFull Schedule |
| Stop #1 – Sept 25 – Oct 14 Texas Card House – Dallas TCH Social – Las Colinas |
• Exhibit E- Unemployment Appeal Win
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- 2025 dealing
| 1/1 | 8 | 200 |
| 1/2 | 7 | 322 |
| 1/3 | 10 | 540 |
| 1/4 | 6 | 219 |
| 1/5 | 4.5 | 140 |
| 1/6 | 5 | 260 |
| 1/8 | 7 | 244 |
| 1/9 | 8 | 456 |
| 1/10 | 8 | 315 |
| 1/14 | 6 | 304 |
| 1/15 | 1.5 | 75 |
| 1/16 | 7 | 333 |
| 1/17 | 10 | 436 |
| 1/20 | 4 | 150 |
| 1/21 | 5 | 83 |
| 1/22 | 8 | 304 |
| 1/23 | 8 | 331 |
| 1/24 | 10 | 197 |
| 1/26 | 8 | 52 |
| 1/29 | 9 | 195 |
| 1/30 | 10 | 201 |
| 1/31 | 10 | 296 |
| 2/2 | 6 | 46 |
| 2/5 | 5 | 116 |
| 2/12 | 8 | 412 |
| 2/13 | 8 | 301 |
| 2/14 | 8 | 347 |
| 2/19 | 7 | 334 |
| 2/20 | 8 | 276 |
| 2/24 | 6 | 329 |
| 2/26 | 6 | 190 |
| 2/27 | 8 | 247 |
| 2/28 | 9.5 | 360 |
| 3/1 | 9.5 | 173 |
| 3/2 | 5 | 63 |
| 3/3 | 6 | 168 |
| 3/4 | 5 | 175 |
| 3/5 | 7 | 399 |
| 3/6 | 7.5 | 306 |
| 3/7 | 9.5 | 661 |
| 3/9 | 5 | 164 |
| 3/12 | 6 | 445 |
| 3/13 | 8 | 351 |
| 3/14 | 9 | 491 |
| 3/26 | 7 | 240 |
| 3/27 | 9 | 294 |
| 3/28 | 7 | 230 |
| 3/29 | 8 | 124 |
| 4/2 | 5 | 214 |
| 4/3 | 8 | 450 |
| 4/9 | 7 | 234 |
| 4/10 | 5.5 | 227 |
| 4/11 | 3.5 | 139 |
| 4/12 | 8 | 132 |
| 4/16 | 6 | 294 |
| 4/17 | 7 | 306 |
| 4/18 | 9 | 406 |
| 4/23 | 7 | 268 |
| 4/24 | 5 | 226 |
| 4/26 | 7.5 | 226 |
| 4/27 | 8 | 169 |
| 5/2 | 5 | 212 |
| 3 | 116 | |
| 5/7 | 5 | 269 |
| 5/8 | 7 | 270 |
| 5/9 | 5 | 240 |
| 5/13 | 4 | 122 |
| 5/14 | 5 | 239 |
| 5/15 | 6 | 271 |
| 5/16 | 5 | 190 |
| 5/28 | 2 | 75 |
| 5/29 | 8.5 | 289 |
| 5/30 | 6 | 250 |
| 5/31 | 6 | 189 |
| 6/4 | 7 | 328 |
| 6/5 | 8.5 | 330 |
| 6/9 | 5.5 | 96 |
| 6/8 | 8 | 250 |
| 6/11 | 8 | 249 |
| 6/12 | 7.5 | 329 |
| 6/18 | 8 | 286 |
| 6/19 | 8.5 | 354 |
| 6/23 | 5 | 190 |
| 6/24 | 5 | 200 |
| 6/25 | 8 | 360 |
| 6/26 | 7.5 | 210 |
| 6/27 | 4 | 130 |
| 6/28 | 6 | 240 |
| 6/29 | 8 | 91 |
| 6/30 | 5 | 211 |
| 7/2 | 6 | 269 |
| 7/3 | 8 | 409 |
| 7/4 | 3 | 75 |
| 7/5 | 6 | 185 |
| 7/7 | 5.5 | 271 |
| 7/8 | 1 | 46 |
| 7/11 | 6 | 176 |
| 7/12 | 5 | 92 |
| 7/14 | 6 | 260 |
| 7/15 | 2 | 75 |
| 7/16 | 6 | 323 |
| 7/17 | 8.5 | 325 |
| 7/23 | 7 | 229 |
| 7/25 | 8 | 329 |
| 7/30 | 7.5 | 254 |
| 7/31 | 6 | |
- 182
• 2024 Dealing
| 1/1 | 7 | 208 |
| 1/2 | 7 | 446 |
| 1/3 | 5 | 282 |
| 1/4 | 9 | 272 |
| 1/5 | 7 | 307 |
| 1/6 | 7 | 405 |
| 1/7 | 5 | 223 |
| 1/8 | 5 | 283 |
| 1/10 | 5 | 164 |
| 1/11 | 9 | 395 |
| 1/12 | 7 | 334 |
| 1/14 | 6 | 242 |
| 1/16 | 11 | 514 |
| 1/17 | 11 | 465 |
| 1/18 | 10 | 357 |
| Tourneys | 495 | |
| Hourly | 167 | |
| 1/19 | 9 | 515 |
| 1/21 | 4 | 191 |
| 1/25 | 9 | 377 |
| 1/26 | 7 | 218 |
| 1/26 | 8 | 257 |
| 1/31 | 7 | 342 |
| 2/1 | 7 | 382 |
| 2/2 | 8 | 362 |
| 2/5 | 7 | 341 |
| 2/6 | 8 | 255 |
| 2/7 | 10 | 432 |
| 2/8 | 7 | 392 |
| 2/9 | 8 | 279 |
| 2/11 | 7 | 281 |
| 2/13 | 7 | 317 |
| Hourly | 174 | |
| 162 | ||
| Tourney | 152 | |
| 249 | ||
| 2/14 | 7 | 362 |
| 2/15 | 7 | 307 |
| 2/16 | 7 | 368 |
| 2/18 | 8 | 330 |
| 2/19 | 4 | 143 |
| 2/20 | 3 | 115 |
| 2/21 | 7 | 252 |
| 2/22 | 9 | 259 |
| 2/23 | 8 | 181 |
| 2/28 | 9 | 213 |
| 2/29 | 9 | 343 |
| 3/1 | 8 | 255 |
| Hourly | 149 | |
| Tourneys | 334 | |
| 3/3 | 4 | 125 |
| 3/4 | 4 | 109 |
| 3/6 | 8 | 319 |
| 3/7 | 8 | 318 |
| 3/8 | 8 | 337 |
| 3/9 | 5 | 270 |
| 3/12 | 3 | 109 |
| 3/12 | 2.5 | 106 |
| 3/13 | 7 | 309 |
| 3/14 | 7 | 350 |
| 3/15 | 6 | 318 |
| 3/17 | 5 | 369 |
| 3/20 | 7 | 351 |
| 3/21 | 4 | 130 |
| 3/22 | 7 | 233 |
| 3/24 | 4 | 182 |
| 3/26 | 2 | 151 |
| 3/27 | 9 | 397 |
| 3/28 | 9 | 448 |
| 3/29 | 7 | 274 |
| 3/31 | 9.5 | 374 |
| 4/1 | Hourly | 73 |
| Tourneys | 229 | |
| 4/1 | 2 | 97 |
| 4/3 | 8 | 243 |
| 4/4 | 2 | 97 |
| 4/5 | 8 | 191 |
| 4/6 | 8 | 302 |
| 4/10 | 8.5 | 416 |
| 4/11 | 8 | 371 |
| 4/12 | 5 | 173 |
| 4/13 | 2 | 73 |
| 4/15 | Hourly | 112 |
| 4/17 | 7 | 289 |
| 4/18 | 8 | 286 |
| 4/19 | 8 | 362 |
| 4/24 | 8 | 151 |
| 4/25 | 7.5 | 270 |
| 4/26 | 6 | 200 |
| 4/28 | 8 | 142 |
| 5/1 | 7 | 323 |
| 5/6 | Hourly | 68 |
| 5/8 | 7 | 287 |
| 5/9 | 8 | 435 |
| 5/12 | 7 | 336 |
| 5/14 | 5 | 228 |
| 5/15 | 8 | 363 |
| 5/16 | 8 | 305 |
| 5/17 | 5 | 184 |
| 5/19 | 5 | 228 |
| 5/20 | 3 | 103 |
| 5/21 | 1 | 60 |
| 5/22 | 8 | 345 |
| 5/23 | 8.5 | 361 |
| 5/28 | 8 | 497 |
| 5/29 | 6 | 54 |
| 5/30 | 8 | 248 |
| 5/31 | 8 | 208 |
| 6/6 | 4 | 158 |
| 6/9 | 4 | 108 |
| 6/11 | 4 | 148 |
| 6/13 | 8 | 298 |
| 6/14 | 5 | 395 |
| 6/15 | 4 | 200 |
| 6/16 | 3 | 83 |
| 6/17 | 4 | 179 |
| 6/18 | 1.5 | 42 |
| 6/19 | 8.5 | 465 |
| 6/20 | 6 | 173 |
| 6/21 | 8 | 234 |
| 6/24 | 7 | 301 |
| 6/27 | 7 | 305 |
| 6/28 | 8 | 278 |
| 6/29 | 8 | 240 |
| 7/1 | Tourneys | 680 |
| 7/3 | 9 | 555 |
| 7/4 | 7 | 335 |
| 7/5 | 6 | 203 |
| 7/6 | 5 | 178 |
| 7/7 | 8 | 234 |
| 7/8 | 4 | 130 |
| 7/9 | 6 | 292 |
| 7/10 | 7 | 305 |
| 7/14 | 4 | 206 |
| 7/17 | 9 | 428 |
| 7/18 | 8 | 248 |
| 7/23 | 5 | 183 |
| 7/24 | 7 | 328 |
| 7/25 | 6 | 147 |
| 7/26 | 8 | 225 |
| 7/30 | 6 | 289 |
| 7/31 | 8 | 510 |
| 8/1 | 6.5 | 316 |
| 8/2 | 7 | 314 |
| 8/8 | 7 | 259 |
| 8/14 | 7 | 328 |
| 8/15 | 5 | 198 |
| 8/16 | 6 | 249 |
| 8/21 | 8 | 111 |
| 8/22 | 5 | 140 |
| 8/24 | 6 | 117 |
| 8/28 | 9 | 171 |
| 8/29 | 6 | 199 |
| 8/30 | 7 | 111 |
| 8/31 | 7 | 81 |
| 9/10 | 6 | 223 |
| 9/11 | 5 | 247 |
| 9/12 | 8 | 229 |
| 9/13 | 8 | 292 |
| 9/14 | 7 | 115 |
| 9/15 | 7 | 431 |
| 9/18 | 8 | 353 |
| 9/19 | 2 | 21 |
| 9/20 | 8 | 275 |
| 9/21 | 8 | 296 |
| 9/24 | 2 | 81 |
| 9/25 | 7.5 | 238 |
| 9/26 | 7 | 317 |
| 9/27 | 6 | 144 |
| 9/28 | 10 | 285 |
| 9/29 | 5 | 107 |
| 10/2 | 6.5 | 202 |
| 10/3 | 7 | 300 |
| 10/4 | 8 | 295 |
| 10/5 | 3 | 116 |
| 10/9 | 4 | 105 |
| 10/10 | 3 | 64 |
| 10/11 | 9 | 254 |
| 10/12 | 9 | 205 |
| 10/16 | 9.5 | 412 |
| 10/17 | 8 | 237 |
| 10/18 | 8 | 306 |
| 10/23 | 9 | 296 |
| 10/24 | 9 | 489 |
| 10/25 | 8.5 | 241 |
| 10/30 | 7.5 | 347 |
| 10/31 | 7 | 343 |
| 11/5 | 4.5 | 174 |
| 11/6 | 8 | 422 |
| 11/14 | 8 | 332 |
| 11/20 | 5 | 83 |
| 11/21 | 8 | 197 |
| 11/22 | 8 | 261 |
| 11/27 | 7 | 397 |
| 11/29 | 8 | 350 |
| 12/11 | 6 | 197 |
| 12/12 | 6 | 210 |
| 12/13 | 6 | 243 |
| 12/19 | 8 | 201 |
| 12/18 | 8 | 320 |
| 12/26 | 6 | 119 |
| 12/27 | 8 | 293 |
| 52479 |
• Exhibit F- Unmasking Autism Disclosure
Section: Disability Discrimination (Failure to Accommodate & Hostile Environment)
Incident: The July 4th “Uncle Sam” Disciplinary Action (2024)
“On July 4, 2024, management encouraged staff to dress ‘festive’ in lieu of uniforms. Following the guidance in the clinical text Unmasking Autism—which I later shared with Leon Soong—I utilized this opportunity to experiment with my professional presentation to mitigate the cognitive burnout associated with my ASD. I dressed as ‘Uncle Sam.’
1. Proof of Professional Success: I worked 7.5 hours of an 8-hour shift without a single incident. My performance was objectively superior that day; I earned approximately $600 in tips, double my daily average, confirming that the vast majority of customers found my presentation professional and engaging.
2. Arbitrary Enforcement & Targeted Harassment: Despite 7.5 hours of successful operation, Shift Manager Derek Ng abruptly sent me home, claiming my outfit was ‘causing problems.’ Management (Leon Soong and Jae Chung) later disciplined me for this. When I asked for the specific ‘problem,’ they could not provide one, leading me to ask if they were catering to the ‘miserable 1%’—specifically pointing out that TCH allows customers with visible hate speech tattoos (Swastikas/KKK) to remain in the club while punishing a neurodivergent employee for a patriotic costume.
3. Notice of Disability (The ‘Method to my Madness’ Email): On July 7, 2024, I provided Leon Soong with an excerpt from Unmasking Autism. I explicitly explained that my ‘grooming and style experiments’ were part of a method to manage my disability and maintain professional interest. I stated: ‘If there were ever any problems it was likely because the rules were not communicated clearly enough.’
Legal Significance: By punishing me for following a vague ‘festive’ directive and ignoring my explanation that my ASD requires clear, logical boundaries, TCH failed to provide a Reasonable Accommodation. They used my neurodivergent ‘unmasking’ as a pretext for harassment, effectively telling me that my disability-related coping mechanisms were ‘problems’ that warranted removal from the floor.
A follow up to our conversation
Ryan Johnson
To: Leon
·
Sun, Jul 7, 2024 at 3:54 AM
Message BodyLeon, this is an excerpt from a book called “Unmasking Autism” that I’ve been using to guide me for a while now. It’s 200 pages that’s inspired me to experiment with a bunch of different aspects of my life, including the grooming and style experiments that have caused controversy recently. I’m sharing it with you in hopes you’ll understand there is a method to my madness.
Thank you, Ryan
• Exhibit G- Wage Calculation
Minimum Wage Deficit: I worked a total of 3,802 hours at a base rate of $2.13/hour. Because the company’s pay structure relied on a tip pool that was being actively looted by management (Tyler), the company failed to ensure I received the legal minimum wage. I am owed a constant systemic difference of $5.12 per hour for all 3,802 hours worked.
Permanent Pay Cut (2024): After Tyler’s theft was exposed, management used the crisis to permanently slash and fix dealer wages at $16 per down, failing to restore the previous $25 per down rate.
| Category | Calculation | Total Owed |
| Minimum Wage Gap | 3,802 hrs x $5.12 | $19,466.24 |
| Recoverable Tip Rake | Estimated 10% of total Gross | $18,388.88 |
| Tournament Pool Theft | Tyler’s systemic “Down-cut” | Variable (Est. Millions across years) |
| TOTAL ESTIMATED CLAIM | $42,855.12 |
I am seeking the immediate recovery of $42,855.12 in unpaid wages and stolen tips. This figure represents:
- The $5.12 per hour difference between the $2.13 ‘scab wage’ paid and the legal minimum over 3,802 hours.
- The return of the 8% to 12% tip-rake used illegally by TCH to fund their own business expenses (Tournament Labor).
- Compensation for the tournament tip pool effectively looted by Tyler Mawhinney during his tenure as Tournament Manager.
I assert that TCH operated a ‘Golden Cage’ sharecropping model where the dealer’s tips were treated as company revenue. I am demanding a full accounting of the tournament tip logs from 2022 to 2025 to finalize the exact decimal of this theft.
How were you harmed in terms of wages? In addition to the systemic wage theft during my employment (the $42,855.12 claim), I have suffered significant compensatory damages due to retaliatory termination and the subsequent “High-Stakes Blacklist.”
1. Back Pay (Lost Wages):
- Duration: August 1, 2025 – Present (approx. 24 weeks).
- Calculation: Average weekly earnings (including tips and “down” rates) x 24 weeks.
- $36,000
2. Lost Poker Revenue (Earning Capacity):
- Documentation: My winning rates are forensically documented in my contemporaneous journals and published work (The Buffett Method).
- The Claim: By banning me from the high-stakes games on October 27, 2025, TCH has caused a direct loss of income. I am seeking damages for the “Interference with Prospective Economic Advantage.”
- Estimated Loss: Based on a documented win rate of $1,000/hr in high-stakes games (as disrupted by Mike Williams in July 2024 and finalized by the October 2025 ban), I am claiming a loss of potential income totaling 40 hrs/week 64 weeks= $2,560,000.
Exhibit H- The Ryan Johnson Show
Exhibit I- The Petition to Reinstate Ruby Diaz
Petition to reinstate Ruby Diaz
Ryan Johnson
To: psitsruby@gmail.com
·
Sun, Oct 1, 2023 at 11:40 PM
Message Body We all want the best poker room we can have. It’s always difficult to balance out the concerns and needs of customers and employees, and sometimes mistakes are made. Sometimes these mistakes become injustices, and I cannot sit on the sidelines and say nothing.
The list of injustices involved in the termination of Ruby Diaz could be endless if I chose to make it so. I’ll start with a few of my favorites.
1) Does Texas Card House even have a policy related to substance abuse? I’m not aware of one, and I seek out all the rules I can to make sure I don’t break any. No one even knows that working under the influence is grounds for termination. I swear, when I was considering applying for the job, I asked someone what the policy on drug testing was, and he said that I would be tested to make sure I was on enough drugs to fit in with everyone else.
2) One of the things I heard about her being fired was that a customer complained that she smelled like marijuana. Are we turning away customers when they smell bad? No, we are not. I have complained countless times about offensive odors coming off of some of the players, and I’m told I have to deal with it. There’s one guy in particular, he smells like a dead body and sitting next to him is traumatic for me. We should take him out back and hose him down, but instead when I complain I’m told I have to accept cultural differences. I never do, I just cash out and like playing at TCH a little bit less.
3) Many of our employees are neurodivergent and the way the mental heath care system is in this country, it’s impossible to get proper treatment unless you’re bad enough to go to prison. So a lot of us self medicate, and it works wonders. Most of your employees are high on something, most of the time, and I can say this with certainty. If you don’t believe me, and it’s important to you, drug test everyone and you’ll find out I’m right. I’m reminded of the time I worked at KFC, and they wanted to drug test everyone and become a drug free workplace. I had to watch as one after another failed, and a crew of 35 was reduced to 5. The last 5 of us quit because they had taken all our friends away.
4) The marijuana is a wonder drug, many of our employees and players use it as a way of life. It seems to do whatever people need it to do. Personally, I’ve been high as a kite everyday to the point where none of you have ever seen me sober. There was one day, after I’d been working there for a year, I wanted to make a change and see if my life got better if I quit. So I showed up to work sober, and I was sent home within an hour because I wasn’t the dealer everyone has come to expect. It was bad, I agreed with him, and I’ve been working under the influence ever since. It’s not something I’m especially proud of, but I’m telling you because it’s an effective medicine for a lot of us. It makes your poker room happen. Since Ruby was fired, I have stopped using it entirely and my tips are off by half because it’s an effective medicine and the players like me better when I’m using it. The customer experience is going downhill because you’ve taken the medicine away.
5) Ruby Diaz is one of the best poker dealers there is, you should be figuring out what she does and teaching the rest of them to do it like her. An organization like ours is nothing without the right people, and she is the right person for the job. The players love her because she brings life and energy to the table and makes it fun. She embodies the suits of success, and she’s been fired for using medicine that helps her be courteous and efficient. When questioned about it, she felt safe enough, and had the integrity, to tell you the truth. Even now, after the General Manager has destroyed the trust we’ve all worked so hard to build here in the Team at TCH, all she can talk about is how she wants to reapply in 6 months. She loves this place, and we are so much better off when she’s around. She is twice as fast as the rest of them, she’s all smiles all the time, she’s one of the greatest assets for the TCH brand and letting her go has created a culture of fear and distrust in management.
6) This 6 month ban is a bunch of bureaucratic nonsense. I’ve been here long enough to see many people get fired, wait 6 months and come back. They’re the same people with the same problems. Nothing changes, and I’m so glad to see most of them come back. Suspending them for two weeks would be enough to teach most of them the lesson they need to learn. Instead we’re forcing them into desperate situations and giving them just enough hope to keep them hanging around so that they’re there when you need them. You talk about us like we’re one big happy family when you’re standing in front of everyone, but one by one you call us behind closed doors and reveal yourself.
7) Just step back and think about what we do at TCH. I love the place, I love the way we operate, but think about it. We’re in court all the time because we’re running a gambling operation. We give away unlimited free beer. I’ve read the law, and I believe I’m committing a crime every time I drop a chip in my box or shuffle the deck. The type of people we attract; we run Misfit Island up here and Ruby was the Mayor. The fear of going to jail for doing our jobs is always in the back of our minds, we wouldn’t be the first club to be raided by police and held up at gunpoint. What type of people do you expect to apply for a job like that? The ones you catch smoking weed are probably the most normal and well adjusted of the bunch.
Firing her and making her wait 6 months to reapply is a garbage idea. That’s 6 months the players have to suffer under dealers that aren’t anywhere near as good as her. You’ll be lucky to have her back after that time. I have a better idea, one that solves a lot of problems. No one wants to do the dual rate position for a lot of reasons that you don’t seem to want to fix, and that’s fine. I think an appropriate punishment would be to make her the floor manager at Las Colinas for 6 months. She’d make a lot less money, work a lot more, and she’d be great at it. If you really want to be one big happy family, you discipline the kids with chores, not exile them. That job is not a promotion for someone like her, it’s more like making her cut grass and wash dishes for half pay.
• Exhibit J- The Dealer’s Criminal Wagehttps://www.amazon.com/dp/B0FZGZQ2PNWritten under the Pen Name Thomas Anderson and Reed Vanderweep
The Dealer’s Criminal Wage: The Price of the Seat and the Golden Cage Kindle Edition
by Thomas Anderson (Author), Reed M Vanderweep (Author) Format: Kindle Edition
| 5.0 5.0 out of 5 stars (1) |
The Golden Cage: The Dealer’s Criminal Wage
This is an explosive, firsthand exposé of the chaotic, predatory reality inside the Texas Card House—a poker club the author fled to, only to discover it was a “golden cage” built on layers of institutional fraud and legal corruption.
The author details an environment where the dream of high-stakes poker was quickly shattered:
A Foundation of Fraud: The club’s explosive popularity was fueled by a star player who was financing his play through a fraudulent COVID testing scheme that billed the federal government for millions. The club’s entire existence is built on a legal argument the author calls the “ultimate corruption of the law”.
A Culture of Predation and Complicity: The manuscript lays bare a pervasive atmosphere of danger and abuse, including allegations that the author was date raped by a coworker and sexually assaulted by a customer who was merely banned for 30 days. When the author attempted to report the scale of the problem, the company created a negligence-laden sexual harassment training program that advised the victim to tell the harasser to stop.
Systemic Financial Crime: The author reveals a tournament tip pool theft that allegedly stripped hundreds of thousands of dollars from 300 minimum-wage employees and forced dealers into an exploitative labor model compared to “sharecropping”. The management’s response was to allegedly cover up the theft and use the crisis to solidify a permanent, massive pay cut for all dealers.
The Final Betrayal: The author’s ultimate expulsion was for an act of pure defiance: speaking the “U-word” (union) in the break room and then being banned for following the company’s own procedure for addressing sexual harassment. The club’s final, institutional lie was telling the government the author had simply quit.
More than a story of a rigged game, The Golden Cage is an urgent account of how a business allegedly built on “systematic exploitation” successfully weaponized legal technicalities and “weaponized incompetence” to protect its monopoly, leaving its workforce to face legal jeopardy and psychological torment. This is the price of the seat, and the true cost of the dealer’s criminal wage.
Exhibit K- The Buffett Method
The Buffett Method demonstrates how to play like a Champion, and using that lens, I’ll show you the big picture: Poker can be your laboratory for mental excellence. The skills developed while learning the game cross over into every area of human life. This is not a silly gambling game. Poker can be the nexus for your personal evolution.
Doyle Brunson has long been one of the biggest influences in the game of poker. His accomplishments are legendary. His books are phenomenal. He taught me to beat the game and inspired me to write a book about it.
Warren Buffett has also been extremely influential. Why are we bringing Buffett’s financial wisdom into Doyle Brunson’s poker game? Because so many players ask about Bankroll Management! He’s the best Bankroll Manager of all time and he is going to show us how a billionaire would do it.
Buffett taught me to create an overarching financial strategy and the power of Patience and long term thinking. His lessons are indispensable. The Buffett Method combines the best lessons from the greatest players and you will learn to Turn Poker Discipline into Lifelong Winnings!
Exhibit L- The “suicide link” timecard
The timecard submitted to Las Colinas in late June or July 2025 where I noted the disturbing behavior of my fellow employees and begged management to take action.
“They are openly talking about suicide in the break room, can we please do something for morale please.”
