Archive for the ‘Fighting Back’ Category

AmRen is on the case!

March 25, 2010

I’ve been busy these past few days, so posting has been slow.  Fortunately, the good folks at American Renaissance must never sleep, as they’ve been on the ball, as always, and found several news stories lately that deal with quotas/disparate justice for whites/etc.

I’ll begin on a positive note.  AmRen reports on this story, from the Atlanta Journal-Constitution, of wrongfully-dismissed whites fighting back against the black-dominated DeKalb County Government in Georgia.  Good to see more whites fighting back.:

“Testimony is to start Tuesday in a federal trial in which plaintiffs contend former DeKalb County CEO Vernon Jones ordered a top subordinate to “dig up dirt” on top white managers because he wanted a “darker administration” to reflect the county’s racial makeup.

Lead plaintiff lawyer Michael Bowers told jurors in opening statements Monday in U.S. District Court in Atlanta that three top managers in the county’s parks department were humiliated, harassed and forced out of their jobs because of their race, and an African-American, who was once a close friend of Jones’, was fired because he wouldn’t carry out the orders.”…

“Becky Kelley, who was director of DeKalb’s parks department for nearly a decade, Michael Bryant, who was the deputy director for the parks department, and John Drake, another former deputy director of the parks department, filed a suit in 2004, contending that they suffered job discrimination because they are white. Herbert Lowe, a black deputy director in the department, contends he was fired because he wouldn’t cooperate with the program to target white managers for removal.”

 

Next comes the bad news.  Apparently this new healthcare bill is loaded with quotas.  Reporting on an article written by La Shawn Barber on Michelle Malkin’s website:

“One provision states that programs with “a record of training individuals who are from underrepresented minority groups or from a rural or disadvantaged background” will be given priority for government money. This is only one of several such provisions. Programs and medical institutions that practice racial preferences will be moved further up the money queue than programs and medical institutions that disregard race.”…

“The U.S. Commission on Civil Rights called the provisions racially discriminatory and sent President Barack Obama and Congress letters warning them about the provisions. The politicians ignored the warning, naturally.”…

“The Commission rightly concluded that medical institutions competing for federal dollars may end up lowering academic standards for minority applicants, and added that “race-based attempts to achieve some ill-defined ‘critical mass’ of minority students or to demonstrate a ‘sufficient’ record of training such students are constitutionally suspect. . . .”

Apparently competency takes a back seat to proportional representation as far as the makeup of America’s doctors goes.  The new slogan for this healthcare bill should be “Give Me Quotas And Give Me Death!”  Patrick Henry would be proud.  Here’s a copy of the letter from the U.S. Commission on Civil Rights.

James Edwards at The Political Cesspool reports that Muslims may be exempt from ObamaCare.  If this is true, then it just confirms what many have long suspected…that this “healthcare” bill is nothing more than a giant transfer of wealth and resources from whites (who are less likely to be Muslim) to non-whites (who are more likely to be Muslim). 

As I always like to end on a high-note, here’s some more good news.  From the Associated Press/Google News, by way of Amren:

“The school board in North Carolina’s capital city narrowly agreed Tuesday to roll back a policy that buses students to achieve diversity, following a tense meeting at which three people were arrested, others were forcibly removed and heated arguments echoed passions from an era past.”

“After dozens spoke at a hearing, the Wake County school board voted 5-4 to approve a new assignment policy aimed at placing students in schools near their homes.”…

“The NAACP supported the long-standing policy that uses socio-economic background rather than race to assign students, and Barber continued to question the board’s plans during Tuesday’s meeting.”

Yeah…somewhere in the Constitution, it guarantees black people the right to force white kids to drive an hour and a half away from home each way to go to school with them.

Justice in “The Mistake by the Lake!”

March 19, 2010

Cleveland that is!  From Cleveland.com, by way of James Edwards at The Political Cesspool:

“CLEVELAND, Ohio — A former Bedford Heights city employee who claimed she was discriminated against by Mayor Fletcher Berger and others because of her race and disability was awarded $1.83 million in pay and damages by a federal jury on Monday.”…

In the 20 months after Berger took office, 38 of the 41 workers the city hired in its community life department, which includes the recreation center, were African-American, Hinners said.”

Wow…a jury agreed to that?   I wonder where the actual trial was held.  I know there’s no way in hell they found one of those inherently evil “all white jury” ‘s in a rat-hole like Cleveland.  I know there are some misguided whites out there who still think that it’s “dishonorable” for them to file discrimination lawsuits…I used to be one of them myself.  But it’s not about “being better” than minorities, it’s about competing with them for survival in a system rigged to ensure your displacement.  Yes, there is something inherently dishonorable about bringing brass knuckles to a fair boxing match with an impartial referee, and a well-intentioned and unarmed opponent.  But there is absolutely nothing wrong with bringing a baseball bat to a ring in an empty arena where your opponent has a baseball bat, and the ref wants you dead, even if they still call it a “boxing match.”  You’re not “cheating” by filing reverse discrimination lawsuits because it’s not a fair contest to begin with.  Bringing a knife to a gunfight doesn’t make you brave…just stupid.  James Edwards’ thoughts:  “Better cash in while you can, white folks.” 

My thoughts:

“File a complaint…what do you have to lose?…pride?…you think being on unemployment won’t take that away from you anyway?  Perhaps the main complaint is that men don’t want to feel like “whiners” by saying they were discriminated against, but just remember, minorities and women do this all the time.  Not doing the same thing in return doesn’t make you better than them when the result is losing your livelihood.  Somebody who willingly agrees to bring only a knife to a gunfight isn’t brave…they’re stupid.  Even if you can’t prove that you were chosen to be laid-off because you are white and/or male…who cares…file anyway.  Clog the system with so many complaints that it overloads!  Even if your claim is found to be unsupported, the 5 seconds that it takes under-qualified and over-paid EEOC government employee Shaniqua to sigh in disgust, crumble it up, and throw it away, is 5 seconds that she now won’t have available to harass an honest white employer facing a bogus discrimination lawsuit.  File! Baby! File!”

$1.83 million…looks like Cleveland won’t be getting that new “Hate Crimes Unit” for its Police Department or “Museum of Tolerance” after all.  Who am I kidding…they’ll still get them.  It’s just that now, whites in Kansas and Montana will pay for them in the form of a federal grant. 

“38 of the 41 workers the city hired in its community life department, which includes the recreation center, were African-American”…If you eliminated every government job, every job in “Human Resources,” and every job with the words “community” or “diversity” in the title, the unemployment rate for black women would be like 98%.

Fighting Back: Minority Scholarships for Whites

March 2, 2010

Collegescholarships.org has a page about whites applying for “minority” scholarships at historically black colleges.  From “The White Man’s Guide to Getting a Minority Scholarship“:

“Maybe one of the best places to shop for a “minority” scholarship aimed at white males is through one of the public Historically Black Colleges and Universities (HBCUs). The system of Historically Black Colleges and Universities (HBCU) was established to provide African Americans with a viable place to secure a rightful college education, at a time when they were afforded the same legal rights to a higher education, but in many instances could find none. Now many HBCUs are scrambling to diversify—they have to, under Title VI of the Civil Rights Act of 1964, which clearly states that any institution that receives federal aid may not discriminate on the basis of race, color, creed or sex. This means that public HBCUs must recruit students from all backgrounds.

If you read up on the minority and Affirmative Action issues, you might assume from various stats and editorial commentaries that white enrollment is on the increase at the HBCUs, but according to The Journal of Blacks in Higher Education, this so-called trend is nothing more than hot air. HBCUs remain predominantly black. And even in cases where there are now scholarship incentives for whites, “white students usually opt to go elsewhere.”

A few state’s public HBCU systems have been involved in bitter and lengthy legal battles over the issue of segregation. Various decisions have forced quite a few predominantly black institutions to begin aggressively marketing “minority” scholarships to white students:”

According to the article, among the historically-black public colleges offering these scholarships to whites are:

Tennessee State University, Alabama State University, Alabama A&M University, Jackson State University (Mississippi), Alcorn State University (Mississippi), and Mississippi Valley State University.

The down side…it’s a crappy black school.  On the plus side…it’s free money.  I wouldn’t recommend going to one of these schools just to stick a thumb in the University of Kwanzaa’s eye by taking their money.   If you can afford to go to a better school, then you should definitely do so.  But if it makes the difference between going to school or not going to school…or if for some reason you actually voluntarily go there for non-monetary reasons already…well, I say take the money and run.  Don’t polygamist sects take welfare money based on a belief in “bleeding the beast?”

Arbitration Clauses: Protection for White Employers?

February 24, 2010

Arbitration Clauses:  Protection for White Employers?

I was recently reading through Fundamentals of Business Law:  Summarized Cases, 7th Edition by Roger LeRoy Miller and Gaylord A. Jentz.  The subject of arbitration in employment disputes came up.  Arbitration is where, rather than one party formally suing another in court, the two parties take their issue to a neutral and private, jointly agreed upon, 3rd party who hears both sides, and renders a legally binding (in most cases) decision. One option that employers have at their disposal is to include arbitration clauses in employment contracts.  For the most part, these are agreements that if either the employer or the employee have a non-criminal legal dispute arise between the two, they will have it settled by a private arbiter rather than a court of law.  So if an arbitration clause exists in a contract, yet one party still tries to sue in court, will the courts refuse to hear the case?  Obviously exceptions exist, such as if the clause appears to be too one sided (“unconscionable”), but by in large, the answer appears to be Yes.  But what about “discrimination” lawsuits, those legal magic bullets that seem to turn the Constitution and hundreds of years of accepted principles of jurisprudence on their heads. Wikipedia reports that “the Federal Arbitration Act requires that where the parties have agreed to arbitrate, they must do so in lieu of going to court, provided that the proceeding is fundamentally fair — that is, equivalent in fairness to the public courts.”  Fundamentals of Business Law seems to concur.  The book even lists a case, Circuit City Stores, Inc. v. Adams, where an employee with an arbitration clause tried to sue his employer for discrimination in state court, and the Supreme Court found that the arbitration clause was valid, and that the suit should not be heard.  One acknowledged exception to arbitration clauses is to contracts involving interstate transportation workers.  According to the book, “arbitration is normally simpler, speedier, and less costly than litigation.”  I checked the website of Grand Valley State University, which tracks some employment arbitration cases.  Of their non-union arbitration cases listed, dealing with the topic of various types of employment discrimination, the arbiters seemed to side overwhelmingly with the employers.  Although some arbiters found that the employer did not have just cause to terminate an employee, with the question of whether or not discrimination occurred, the results seemed to go something like 16 to 1 in favor of the employer.  I’ll admit that I don’t know how representative this sample is, but it doesn’t seem entirely implausible that it mirrors national results.  In contrast, when such suits are brought into court, depending on the race of the judge, a ratio of only about between 1 to 1  and 4 to 1 cases ended in favor of the employer.  So arbitration clauses seem to be generally enforceable, and are more likely to result in quicker, less expensive, more favorable outcomes for employers accused of discrimination.  My suggestion to white employers:  Obviously, consult a lawyer first…but if they see no problem with it, make all employees sign employment contracts, and include arbitration clauses in them that require all discrimination disputes to be brought before a private arbiter.  This seems like a fairly effective way to minimize exposure to the Reverend Al and his bunch, so at first I was surprised that not more employers choose to take this route.  Then I remembered…almost all hiring/employment considerations at large institutions fall under the control of the “human resources”-diversity-industrial complex these days.  The black woman in charge of HR at your company doesn’t want to minimize the organization’s exposure to legal liability.  She just wants to help wage her little piece of the race war.  Not including arbitration clauses in employment contracts is a good way of sandbagging her enemy’s defenses.  Not that her superiors really care.  Remember the first law of workplace diversity in Corporate America…given a choice between diversity (and accompanying bankruptcy) and efficiency, Corporate America will choose bankruptcy every time.

The Recession’s Disparate Impact/Fighting Back: File an EEOC Charge

February 13, 2010

This recession/depression has taken a particularly brutal toll on men and whites, and in particular, white men.  It’s been estimated that 4 out of 5, or 80%, of job losses have come at the expense of men.  Part of this is that male-dominated industries (predominantly in the private sector) have been devastated and do not have the government protection that female-dominated industries (predominantly in or supported by the public sector) have.  If you are white and/or a male, and you have lost your job recently, while less-deserving “minorities” or women have kept theirs, at your place of work, I would encourage you to file an EEOC complaint against your employer.  Here’s information on how to do so:

http://www.eeoc.gov/facts/howtofil.html

The disparity in job-losses can not be explained entirely by differential recession-impact on differing areas of employment.  Much of it is deliberate.  Either the result of fear of lawsuits for firing minorities and/or the discriminatory decisions made by the female and/or minority-dominated “human resources” profession, which now holds so much power over hiring/firing decisions.

File a complaint…what do you have to lose?…pride?…you think being on unemployment won’t take that away from you anyway?  Perhaps the main complaint is that men don’t want to feel like “whiners” by saying they were discriminated against, but just remember, minorities and women do this all the time.  Not doing the same thing in return doesn’t make you better than them when the result is losing your livelihood.  Somebody who willingly agrees to bring only a knife to a gunfight isn’t brave…they’re stupid.  Even if you can’t prove that you were chosen to be laid-off because you are white and/or male…who cares…file anyway.  Clog the system with so many complaints that it overloads!  Even if your claim is found to be unsupported, the 5 seconds that it takes under-qualified and over-paid EEOC government employee Shaniqua to sigh in disgust, crumble it up, and throw it away, is 5 seconds that she now won’t have available to harass an honest white employer facing a bogus discrimination lawsuit.  File! Baby! File!