Colorado Legal Services - Colorado Springs

Legal Aid Services:
Family law
Consumer/debt problems
Housing law
Elderly law
Social Security, Medicare, Medicaid, SSI, and other government benefits
Tax controversies with the IRS
income tax credit denials
Other civil (not criminal or traffic) problems
Immigration

Areas they serve:
El Paso, Lincoln, Teller, Chaffee, Custer, Fremont, Park county shared

• ANTHONY HOWELL

  Sep 3, 2026

  1. COMPLAINANT INFORMATION Full Name: Anthony Howell Address: 676 W Monument St. #102 Colorado Springs, CO 80905 Telephone: (719)424-8736 Email: ahfinedining@outlook.com : 2. RESPONDENT INFORMATION (EMPLOYER) Name of Employer: Full House Resorts, Inc. d/b/a Chamonix Casino Hotel / 980 Prime Restaurant Address: 201 E Bennett Ave Cripple Creek, CO 80813 Relevant Supervisory Employees: Harmony Yehl (Restaurant Manager), Roberto Lozado (Manager’s Supervisor) 3. BASIS OF DISCRIMINATION,RETALIATION; CONTINUED HARASSMENT; and WHISTLEBLOWING: I believe I was discriminated against and/or retaliated against for the following reasons: [X] RETALIATION (for opposing practices made unlawful by CADA) [X] AGE (40+) [Note: Complainant must select/discuss protected class basis with counsel. Age is suggested given Complainant's 25 years of experience and differential treatment favoring a younger employee (Emily). The primary claim is retaliation for opposing this differential treatment.] 4. DATE(S) OF ALLEGED DISCRIMINATION The discriminatory and retaliatory acts were a continuing action. Earliest Date: May 10, 2026 Latest Date (Termination): August 4, 2026 5. DETAILED STATEMENT OF FACTS I. Background Employment On January 14, 2026, I was hired by Respondent as a part-time Server/Captain (Employee #714411) at the 980 Prime restaurant. My direct supervisor was Manager Harmony Yehl. I have over 25 years of restaurant experience, including a supervisory program with a major national restaurant corporation. During my six months of employment with Respondent, I maintained a perfect record: I never called in sick and was never late, despite a one-hour commute each way from Colorado Springs. I received no write-ups or disciplinary actions for my performance. From January 14, 2026, to early May 2026, I worked a consistent and stable schedule of four shifts per week. II. The Universal Shift Reduction Announcement 4. On or around March 1, 2026, Manager Harmony Yehl announced in a pre-shift meeting that the restaurant would begin closing on Mondays and Tuesdays. Ms. Yehl explicitly stated that, as a result, every server would be losing one shift per week. This announcement is corroborated by a text message from a coworker. (See Exhibit A). 5. Despite this announcement, for over two months (March 1, 2026, through early May 2026), no server permanently lost shifts. Schedules from the UKG system show all four servers, including myself, maintained our schedules of 4-5 shifts per week. (See Exhibit I). III. Targeted Schedule Reductions 6. On or about May 10, 2026, immediately following a vacation, my schedule was permanently reduced from four shifts to three. 7. On May 17, 2026, I had a minor verbal disagreement with the assistant supervisor, Emily. 8. The following week, commencing May 24, 2026, my schedule was reduced again to just two shifts per week (Friday and Saturday). My Wednesday shift was permanently given to Emily, who maintained her five-shift schedule. 9. I conducted a detailed review of the UKG scheduling app, which confirmed that I was the only server of the four-person team to have my shifts permanently reduced. The other three servers (Emily, Marion, and Heidi) maintained their 4-5 day-a-week schedules. (See Exhibits G, I). IV. Internal Complaints and Managements Changing Explanations 10. I raised concerns about this discrepancy directly with Ms. Yehl via email to create a paper trail. 11. On July 15, 2026, Ms. Yehl falsely responded, "I stand firm in the fact that everyone lost shifts from the change of hours of operation." (See Exhibit D). 12. On July 24, 2026, I provided Ms. Yehl with an email containing a chart from the UKG app that proved I was the only server to have lost two permanent shifts. Confronted with this evidence, Ms. Yehl changed her justification, stating,"The scheduling decisions that have been made are based on management's discretion... I am not obligated to justify or explain every scheduling decision that I've made."(See Exhibit G). This directly contradicts her initial claim of a universal, seniority-based reduction. V. HR Complaint and Presentation of Evidence 13. After my attempts to resolve the issue with Ms. Yehl and her supervisor, (Roberto), failed; I scheduled an appointment with the vice president of the hotel Chamonix (Brandon Lenssen) this is when i first brought up the whistleblowing liability and Brandon stated "that he didnt know that it was my managers 3rd DUID in a 2 year period", and he told me to file a complaint with human resources, so I met with Human Resources Director Queenie Miller and Roberto on August 1, 2026. 14. In the meeting, I presented a poster board chart, emails, and pay stubs documenting the targeted shift reduction and the resulting income loss of approximately $4,200.00 per month. (See Exhibits L, M). I stated that Ms. Yehls actions and documented lies violated Respondents Conduct and Ethics Policy, specifically regarding Honest and Ethical Conduct, Inconsistent Statements, and Differential Treatment. I also informed HR that this sudden and drastic loss of income had caused me to lose my apartment. VI. Immediate Post-Complaint Retaliation 15. The same day, August 1, 2026, after the human resources meeting; I reported to work and found out my manager,(Ms. Yehl) was on vacation, and Emily was the relieving manager. In the presence of Roberto, Emily immediately reduced my assigned six-table section to four tables without cause or explanation, further reducing my earning capacity. 16. I immediately reported this to Roberto and HR via message as continued harassment and targeting, occurring less than an hour after my formal HR complaint. And since Roberto was in my human resources meeting, he knows that Emily is listed in my complaint; He stood there and let Emily take tables from me.... VII. Suspension and Termination 17. On August 2, 2026, I was suspended, allegedly for violating the exact same Conduct and Ethics Policy that I had cited in my formal complaint against Ms. Yehl. 18. On August 4, 2026, Respondent terminated my employment. The reason provided was pretextual and a clear act of retaliation for engaging in the protected activity of complaining to HR about differential treatment and unethical management conduct. VIII. Damages 19. As a direct result of Respondents discriminatory and retaliatory actions, I have suffered significant financial and emotional damages, including the loss of wages totaling approximately $4,200 per month, the loss of my apartment, and severe emotional distress. I would appreciate an help you can assist on. I know i have a legal ground to stand on.

  Reply

  ---

• ANTHONY HOWELL

  Sep 3, 2026

  1. COMPLAINANT INFORMATION Full Name: Anthony Howell Address: 676 W Monument St. #102 Colorado Springs, CO 80905 Telephone: (719)424-8736 Email: ahfinedining@outlook.com : 2. RESPONDENT INFORMATION (EMPLOYER) Name of Employer: Full House Resorts, Inc. d/b/a Chamonix Casino Hotel / 980 Prime Restaurant Address: 201 E Bennett Ave Cripple Creek, CO 80813 Relevant Supervisory Employees: Harmony Yehl (Restaurant Manager), Roberto Lozado (Manager’s Supervisor) 3. BASIS OF DISCRIMINATION,RETALIATION; CONTINUED HARASSMENT; and WHISTLEBLOWING: I believe I was discriminated against and/or retaliated against for the following reasons: [X] RETALIATION (for opposing practices made unlawful by CADA) [X] AGE (40+) [Note: Complainant must select/discuss protected class basis with counsel. Age is suggested given Complainant's 25 years of experience and differential treatment favoring a younger employee (Emily). The primary claim is retaliation for opposing this differential treatment.] 4. DATE(S) OF ALLEGED DISCRIMINATION The discriminatory and retaliatory acts were a continuing action. Earliest Date: May 10, 2026 Latest Date (Termination): August 4, 2026 5. DETAILED STATEMENT OF FACTS I. Background Employment On January 14, 2026, I was hired by Respondent as a part-time Server/Captain (Employee #714411) at the 980 Prime restaurant. My direct supervisor was Manager Harmony Yehl. I have over 25 years of restaurant experience, including a supervisory program with a major national restaurant corporation. During my six months of employment with Respondent, I maintained a perfect record: I never called in sick and was never late, despite a one-hour commute each way from Colorado Springs. I received no write-ups or disciplinary actions for my performance. From January 14, 2026, to early May 2026, I worked a consistent and stable schedule of four shifts per week. II. The Universal Shift Reduction Announcement 4. On or around March 1, 2026, Manager Harmony Yehl announced in a pre-shift meeting that the restaurant would begin closing on Mondays and Tuesdays. Ms. Yehl explicitly stated that, as a result, every server would be losing one shift per week. This announcement is corroborated by a text message from a coworker. (See Exhibit A). 5. Despite this announcement, for over two months (March 1, 2026, through early May 2026), no server permanently lost shifts. Schedules from the UKG system show all four servers, including myself, maintained our schedules of 4-5 shifts per week. (See Exhibit I). III. Targeted Schedule Reductions 6. On or about May 10, 2026, immediately following a vacation, my schedule was permanently reduced from four shifts to three. 7. On May 17, 2026, I had a minor verbal disagreement with the assistant supervisor, Emily. 8. The following week, commencing May 24, 2026, my schedule was reduced again to just two shifts per week (Friday and Saturday). My Wednesday shift was permanently given to Emily, who maintained her five-shift schedule. 9. I conducted a detailed review of the UKG scheduling app, which confirmed that I was the only server of the four-person team to have my shifts permanently reduced. The other three servers (Emily, Marion, and Heidi) maintained their 4-5 day-a-week schedules. (See Exhibits G, I). IV. Internal Complaints and Managements Changing Explanations 10. I raised concerns about this discrepancy directly with Ms. Yehl via email to create a paper trail. 11. On July 15, 2026, Ms. Yehl falsely responded, "I stand firm in the fact that everyone lost shifts from the change of hours of operation." (See Exhibit D). 12. On July 24, 2026, I provided Ms. Yehl with an email containing a chart from the UKG app that proved I was the only server to have lost two permanent shifts. Confronted with this evidence, Ms. Yehl changed her justification, stating,"The scheduling decisions that have been made are based on management's discretion... I am not obligated to justify or explain every scheduling decision that I've made."(See Exhibit G). This directly contradicts her initial claim of a universal, seniority-based reduction. V. HR Complaint and Presentation of Evidence 13. After my attempts to resolve the issue with Ms. Yehl and her supervisor, (Roberto), failed; I scheduled an appointment with the vice president of the hotel Chamonix (Brandon Lenssen) this is when i first brought up the whistleblowing liability and Brandon stated "that he didnt know that it was my managers 3rd DUID in a 2 year period", and he told me to file a complaint with human resources, so I met with Human Resources Director Queenie Miller and Roberto on August 1, 2026. 14. In the meeting, I presented a poster board chart, emails, and pay stubs documenting the targeted shift reduction and the resulting income loss of approximately $4,200.00 per month. (See Exhibits L, M). I stated that Ms. Yehls actions and documented lies violated Respondents Conduct and Ethics Policy, specifically regarding Honest and Ethical Conduct, Inconsistent Statements, and Differential Treatment. I also informed HR that this sudden and drastic loss of income had caused me to lose my apartment. VI. Immediate Post-Complaint Retaliation 15. The same day, August 1, 2026, after the human resources meeting; I reported to work and found out my manager,(Ms. Yehl) was on vacation, and Emily was the relieving manager. In the presence of Roberto, Emily immediately reduced my assigned six-table section to four tables without cause or explanation, further reducing my earning capacity. 16. I immediately reported this to Roberto and HR via message as continued harassment and targeting, occurring less than an hour after my formal HR complaint. And since Roberto was in my human resources meeting, he knows that Emily is listed in my complaint; He stood there and let Emily take tables from me.... VII. Suspension and Termination 17. On August 2, 2026, I was suspended, allegedly for violating the exact same Conduct and Ethics Policy that I had cited in my formal complaint against Ms. Yehl. 18. On August 4, 2026, Respondent terminated my employment. The reason provided was pretextual and a clear act of retaliation for engaging in the protected activity of complaining to HR about differential treatment and unethical management conduct. VIII. Damages 19. As a direct result of Respondents discriminatory and retaliatory actions, I have suffered significant financial and emotional damages, including the loss of wages totaling approximately $4,200 per month, the loss of my apartment, and severe emotional distress. I would appreciate an help you can assist on. I know i have a legal ground to stand on.

  Reply

  ---

• Amanda Leighton

  May 30, 2026

  Hello, I am looking for help with a family law case involving a 10 year old. If someone can contact me back with some information on how I apply for help with this, I'd appreciate it!

  Reply

  ---