Friday, April 19, 2024
Thursday, April 18, 2024
Bidden: another thing that never happened
Watch: Biden Falsely Claims That WWII Uncle Eaten By Cannibals, Twice
Joe Biden has always been a prolific liar and plagiarist, but on Wednesday he took things to another level.
While attempting to disparage former President Donald Trump for 'skipping out' on a 2018 visit to a military cemetery outside Paris (when in fact the Navy made a 'bad-weather' call), Biden claimed that his uncle, 2nd Lt. Ambrose J. "Bozey" Finnegan Jr., was shot down in World War II and eaten by cannibals.
Hamas terrorists are here
Shocking video captures moment protester near Columbia University yells, ‘We’re all Hamas,’ ‘Long live Hamas’
The clip shows a female protester with a keffiyeh covering her head and face loudly banging on NYPD barricades erected near the university’s Morningside Heights campus before yelling, “We are Hamas!”
In the video, shared on X by watchdog nonprofit StopAntisemitism, the person behind the camera questions the protesters and they reply, “Yes, we’re all Hamas, pig!”
It's not just one incident. You cannot educate savages
Former teachers at NC high school unsurprised by student slapping teacher: ‘I did see it coming’
Former teachers at a North Carolina high school where a student slapped his teacher multiple times in a viral, profanity-laced classroom attack say they were not surprised because violence has long run rampant in the school.
“I did see it coming,” Kisha Wall-Freeman told WFMY News 2 of the shocking assault Tuesday in her former place of work, Parkland High School in Winston-Salem
“That’s the way things have been progressing for quite some time now.”
An unidentified minor was charged Tuesday over the attack in which a teacher was slapped multiple times and cursed out in front of the class, with other pupils laughing.
Kayleigh Connell told WFMY that it was a painful reminder of an attack she suffered at another local school, Triad elementary, the final straw forcing her to switch career paths after 11 years as a teacher.
China gives TAX BREAKS to the fentanyl-making firms
China gives TAX BREAKS to the fentanyl-making firms behind some 80,000 US overdose deaths each year: House report says Beijing sows 'chaos and devastation'
- Beijing fuels America's fentanyl crisis by subsidizing manufacture of drugs
- China's leaders even tip off dodgy firms being investigated by US agencies
- READ MORE: 'The US is now blanketed in fentanyl.' NINEFOLD rise in US West
Illegal immigrants show why they perfect Democrats
“The Food is No Good at All” – African Illegals at NYC City Council Complain About Free Food and Housing (VIDEO)
African illegals at a New York City Council meeting complained about the free (taxpayer-funded) food and housing provided to them.
More than 1,300 illegal aliens from Africa swarmed New York City Hall on Tuesday after they were falsely promised work visas and green cards.
The illegals were lined up outside of New York City Hall as far as the eye could see.
Africans in Islamic garb swarmed the sidewalk.
Anti DEI lawsuits just got easier
High Court’s 9-0 Ruling Lowers Bar for Filing Anti-DEI Discrimination Lawsuits
A low-profile case decided Wednesday by the Supreme Court could have big implications for employers’ diversity, equity, and inclusion programs.
Muldrow v. City of St. Louis was a case about a female police officer who alleged that she was transferred from one department to another because of her sex. She argued that the transfer violated Title VII of the Civil Rights Act, which forbids “race, color, religion, sex, or national origin” discrimination with respect to employment “compensation, terms, conditions, or privileges.”
She lost in the lower court because she could not show that the transfer caused her “significant” harm. The lower court held that the transfer “did not result in a diminution to her title, salary, or benefits” and caused “only minor changes in [her] working conditions.”
A unanimous Supreme Court reversed, holding that any harm—whether significant or insignificant—satisfies Title VII.
Writing for the court, Justice Elena Kagan said that the policewoman “does not have to show … that the harm incurred was significant. Or serious, or substantial, or any similar adjective.”
The take-away is that the policewoman gets to sue, and so do a lot of other people. And not just over sex discrimination or transfers.
The opinion covers a lot more.
Title VII applies to all compensation, terms, conditions, and privileges of employment. If you have been fired, transferred, denied a bonus, or forced to attend (or excluded from) a training program, mentorship program, or retreat, on the basis of your race, sex, or religion, you can sue.
And now, you need not prove that you suffered any significant sort of harm.
As Justice Brett Kavanaugh explained in his concurring opinion, if there’s no floor on the amount of harm you must suffer, then the harm requirement is satisfied by any change in “money, time, satisfaction, schedule, convenience, commuting costs or time, prestige, status, career prospects, interest level, perks, professional relationships, networking opportunities, effects on family obligations, or the like.”
The ruling applies to sex-based transfers, like the policewoman’s, but it also applies to many corporate DEI programs.
It’s fashionable for corporate employers to create race- and sex-based employment conditions and privileges as part of their DEI initiatives.
Some cases are obvious and egregious. For example, Novant Health fired a white male executive in order to replace him with two women—one black, the other white. And Starbucks fired a former manager because she was white.
Other cases are subtle yet ubiquitous. LinkedIn’s “employee resource groups” and mentoring and training programs for “systemically marginalized” groups are representative examples. LinkedIn gives employees access to official programs organized on race and sex lines and creates special mentorships for members of certain groups.
These are all “privileges of employment” under Title VII.
LinkedIn also provides the leaders of these groups special pay on top of their salaries, which is “compensation” under Title VII.
Similarly, other companies, such as the law firms Morrison Foerster and Perkins Coie, provided race-based fellowships until they were sued. Other companies, like Twilio, consider race during layoffs.
Still more companies—including Starbucks, Morgan Stanley, McDonald’s, Hershey, BlackRock, Disney, and many others—administer programs and engage in practices that appear to give or deny special preferences and detriments on the basis of race and sex.
All of these programs and practices are celebrated as part of what Microsoft, for example, calls its “Diversity and Inclusion Journey,” which aims to “intentionally shift behavior” so that “everyone is accountable for change.”
Until Muldrow, cases challenging these programs faced the hurdle of having to prove “significant” harm. A judge might say, “Yes, you were discriminated against, but you didn’t really suffer.” To this, Kavanaugh and others would answer “discrimination is harm,” but that claim wouldn’t have gotten you anywhere.
A judge or jury sympathetic to DEI programs could easily say that a black person who was forced to work on certain projects to meet a client’s racial quota hadn’t suffered “significant” harm. Or that an Asian person denied the benefits of a mentorship program given to black employees hadn’t suffered “significant” harm. Or that a white person forced to undergo training telling her to “be less white” hadn’t suffered “significant” harm.
Today, that hurdle is gone. The harm requirement may now be satisfied by anything as simple as discomfort, status, or interest level. Functionally, discrimination alone is all that must now be proved.
That means that anti-DEI lawsuits just got a lot easier.