An employee who had complained about his supervisor, was terminated and then claimed retaliation for his whistleblowing was not required to exhuast his administrative remedies before the employer’s human relations commission because the commission’s decision would have been subject to review and change by the supervisor in consultation with the mayor.  To have the personally involved supervisor (who had been accused by the plaintiff and who had initiated an investigation against the plaintiff leading to his termination) involved in the decisionmaking deprived plaintiff of due process and excused him from exhausting administrative remedies.