Bradford had not watched the entire recording before.
It was worse than he remembered.
The camera caught every opportunity to stop.
James showing the invitation.
Lena offering to verify.
The security officer reading the card.
Charles urging caution.
Bradford continuing anyway.
When the video ended, Robert asked only one question.
"Do you dispute that this happened?"
"No."
"Do you dispute what you said?"
Bradford swallowed.
"No."
"Good. Then we do not waste time pretending the video is misleading."
The next section concerned Horizon.
Helen explained that the financing process was suspended, not formally terminated. Horizon had requested supplemental diligence. The request itself was extensive but commercially reasonable given the circumstances.
"Can we provide it?" a director asked.
Helen hesitated.
"Yes. But the process has already identified reporting weaknesses."
She placed a chart on the screen.
Seven employment matters over six years involved allegations of racial or national-origin discrimination significant enough to reach outside counsel. Four ended in confidential settlements. Two were withdrawn after internal resolutions. One, Tasha Greene's case, remained pending.
Several directors reacted at once.
"Seven?"
"Why haven't we seen this grouped before?"
"Were these in the annual risk review?"
Helen answered carefully.
"Individual matters were reported at different times and under different categories. They were never aggregated as a pattern report."
Robert looked at Bradford.
"Why not?"
Bradford shook his head.
"Legal categorization wasn't my job."
Robert leaned forward.
"You keep saying that."
Bradford stared at him.
"If every serious issue belongs to someone else until it reaches your desk as a number, what exactly is your job?"
No one rescued him.
Helen continued.
The company had not necessarily violated the law in every complaint. Some claims remained disputed. Some managers accused of misconduct had been cleared after investigation.
But the board could no longer ignore a process failure.
Complaints involving race were being handled as isolated employee-relations disputes. Settlement amounts were approved individually. Promotion data was not analyzed for pattern risk. NDAs used lawful confidentiality language but created a practical barrier to employees comparing experiences.
Worse, Tasha Greene's pending discrimination allegation had been summarized inaccurately in the Horizon diligence materials.
"Was that intentional?" Robert asked.
Helen shook her head.
"We do not know yet."
The outside attorney spoke for the first time.
"That is one reason the board should authorize an independent review rather than drawing conclusions today."
A director named Priya Shah asked, "What happens to Bradford during that review?"
Silence.
Robert looked at him.
Bradford understood before the chairman spoke.
"Effective today, you are placed on administrative leave from the chief executive role."
Bradford sat very still.
"For how long?"