LEAVE MY PRESIDENT ALONE

[Ikalean Wilkerson]

Tavis, you don't like President Obama, you never have and you will find ANYTHING to bring him down.  Your mother is a preacher, I can only imagine she can see through your ruse to bring the President down.  You will find any thing to do just that.  You say it is because he is not doing anything for black people.  Well what about the Health Care program.  What about the tax incentive.  Now the Republicans want to repeal that.  Why don't you put your efforts into that.  Listen Tavis, you need to back off.  Take up your cause for Black people and DO something.  Your conventions aren't doing a darn thing but a lot of talking and NO action.  I have put more things into place in my community and I have a mentee who is still on the right path.  There are other young Black people who are accomplishing fantastic things.  STOP trying to get the President to do your job...YOU DO IT!  I am tired of your stuff.  LEAVE MY PRESIDENT ALONE!!!

[Ricardo Jones]

Is this the kind of change that president obama promised Americans from his political appointees?  It does not appear that Ms. Jackson of EPA or Jacqueline Berrien of EEOC (friend of Michelle Obama) is worried that the situations at EPA or EEOC is volatile enough to impact on them or their boss (obama), who is currently running for reelection to (Token president).   

[Pianki]

"As for Al Sharpton and the civil rights industries, you get the reprensetive you deserve." No Blacks get the best politics they can pay for" !!!! We all know how much that is. We just vote, everybody else buy them.

jimmy pratt said:

pianki said: We need to work for our own, just like we were doing thousands of years before.

 A thousand years ago? How about 50 years ago. You can’t serve two masters. We had separate but equal; but that wasn’t good enough. We created the Harlem Renaissance, in Durham, NC was the Black Wall Street right next  to “white Only” water fountains. And, many more, including a professional baseball league. Then someone said: take all your money to the White community; accept Affirmative Action and you will be equal. Now black people rather be remembered for being slaves and being mistreated by White people. That’s why today we only value our lives when a white Man kills us. It’s that slave mentality we keep hanging on. Not even God tried to change a people like that. As for Al Sharpton and the civil rights industries, you get the reprensetive you deserve.

[jimmy pratt]

Black people haven't had someone so anti Black in the White House since Woodrow Wilson who ushered in the KKK,
 
Ricardo Jones said:

Is this the kind of change that president obama promised Americans from his political appointees?  It does not appear that Ms. Jackson of EPA or Jacqueline Berrien of EEOC (friend of Michelle Obama) is worried that the situations at EPA or EEOC is volatile enough to impact on them or their boss (obama), who is currently running for reelection to (Token president).   

[Ricardo Jones]

Lets don't pretend that we don't know that the obama adminstration is as corrupt as the bush adminstration. The president has our so called civil rights leaders to the whitehouse to pay them off for looking the other way when the obama adminstration does Black People wrong. We as Americans pay the same amount of taxes and maybe more in taxes than non-Black tax payers for less protection from our local, state and Federal Government ie: obama adminstration appointee's (Ms. Jackson at EPA and Ms. Jacqueline Berrien friend of the First Lady at the EEOC). Why does the Laws work against US and not for US obama? I would like the Harvard Law Professor (obama) and his attorney general (holder) to answer that question? Are we Black people not citzens of America? The laws of this great country still don't protect US look at Florida. Look at the obama adminstrations EEOC headed by the First Ladies friend Jacqueline Berrien. The EEOC can't find Race discrimination in the workplace. EEOC can only find Race in the workplace 3.5% of the time out of 100%. So obama's EEOC failed just like bush's EEOC did at the EEOC 96.5% of the time. obama Harvard and bush Yale. What's the difference?

[Ricardo Jones]

EEOC Class Action Backfires; 8th Circuit Sides with Defendant Facing ‘Moving Target’ of Discovery

A federal appeals court ruling has made it more difficult for the Equal Employment Opportunity Commission to pursue large discrimination cases in the Midwest.

The ruling by the St. Louis-based 8th U.S. Circuit Court of Appeals criticized the agency for waiting until discovery to investigate sexual harassment claims on behalf of 67 women in its class action against a trucking company. According to the Associated Press, the EEOC suit “has backfired and put the agency on trial.”

The story quotes management side lawyer Gerald Maatman Jr. The opinion is “incredibly significant,” he said. “It is a signal by the federal courts that the tactics the EEOC has been using over the last several years may be improper.”

The EEOC filed the suit against interstate trucking company CRST Van Expedited Inc. after receiving a complaint from Monika Starke of Azle, Texas, who claimed one of her trainers made inappropriate comments and another forced her to have sex to get a passing grade.

The EEOC first sued on behalf of 270 women, but U.S. District Judge Linda Reade of Cedar Rapids, Iowa, said the agency used “a ‘sue first, ask questions later’ litigation strategy” and barred many of the claims. The EEOC appealed the dismissal of claims on behalf of 107 women, including 67 claims dismissed for failure to investigate and conciliate.

The appeals court opinion upheld most of Reade’s decision, but reinstated claims by Starke and and one other woman who said her trainer entered the cab wearing only his underwear, according to the AP account.

“There was a clear and present danger that this case would drag on for years as the EEOC conducted wide-ranging discovery and continued to identify allegedly aggrieved persons,” the appeals court said, quoting from Reade’s opinion. “The EEOC’s litigation strategy was untenable: CRST faced a continuously moving target of allegedly aggrieved persons, the risk of never-ending discovery and indefinite continuance of trial.”

via EEOC Class Action Backfires; 8th Circuit Sides with Defendant Facin....

[Ricardo Jones]

THIS LETTER(SIGNED)WAS EMAILED TO THE LIST BELOW:

February 22, 2011

Jacqueline A. Berrien (appointee of President Obama)
Chairwoman
EEOC Headquarters
U.S. Equal Employment Opportunity Commission
131 M Street
Washington, DC 20507

Re: DIRECTION OF EEOC AND
LOST OF PUBLIC TRUST

Dear Chairwoman Berrien:

Congratulations on your confirmation in December 2010 as Chairwoman of EEOC. I was delighted in reading the news that President Barack Obama had appointed you as the fourteenth Chairperson to head the Equal Employment Opportunity Commission (EEOC or Commission). Indeed, your background as a litigator and your association with the NAACP should definitely help you reshape the direction the agency will travel in the 21st century in fulfilling its mission to eradicate employment discrimination in America’s workplace, both public and private. I believe you have a difficult, but not impossible task, to accomplish your mandate.

I write this letter to express my concerns about how the EEOC is currently enforcing the federal anti-discrimination laws which are under its jurisdiction. In particular, I am greatly disturbed about how cases are being processed and investigated because discrimination in the federal sector is just as bad as in the private sector. I hope you will push more aggressively to bring change about within the EEOC’s field offices, including dealing with management officials and investigators who engage in prohibited personnel practices.

However, thus far, I have seen very little that you have done in issuing directives to District Directors and other personnel to swiftly reverse the Commission’s reputation as being inefficient in keeping track of the claims filed by aggrieved individuals; and to make sure the cases are properly processed and investigated; and that their civil rights are protected which is guaranteed by the Constitution.

I will begin with my concerns with the FEDERAL SECTOR. I am sure you are fully aware, the federal government is the largest employer in America and should lead the way in being a “model” employer in creating a diverse and honorable workplace. The EEOC’s annual report for 2009 for the federal government clearly shows that there is something wrong with this employer as it relates to the laws administered by the EEOC. As of July 2009, the EEOC employed approximately 110 Attorney Examiners of which 24 of them failed to maintain an “active” status in the bars they were admitted to practice law. On or about July 29, 2010, the EEOC employed the same the same number of Attorney Examiners of which 15 failed to maintain an “active” status in the bars they were admitted to practice. Furthermore, according to the Occupational Outlook Handbook, 2010-11 Edition, there is no true position for Attorney Examiners-
Administrate Judges. Congress did not create such positions to impartially adjudicate claims arising under 29 C.F.R. § 1614.19. Congress created the position of Administrative Law Judges (ALJs) to adjudicate claims under 29 C.F.R. § 1614.19. I am requesting that your Attorney Examiners/Administrative Judges be converted to Administrative Law Judges; and that there be a cease and desist on Attorney Examiners/Administrative Judges conducting hearings who have failed to maintain an “active” status in the bars they were admitted to practice law.

In 1990, the Administrative Dispute Resolution Act (ADRA) was implemented which required each federal agency to adopt a policy on the use of ADA. There are no real advantages for complainants to participate in the ARD program to resolve complaints based on my analysis of the statistical data. Complainants participating in the program face retaliation based on my review of grievances and arbitrations.

Until management officials throughout the federal government, including but not limited to EEOC, are held more accountable by being disciplined and/or terminated for not complying with the regulations there will be no change in this environment. For example in your own “shop”, I reviewed the lawsuit filed by Mr. Ricardo Jones, a former Investigator who was employed in your New York District Office, before your lawyers filed a motion to have it sealed, and was quite frankly appalled at what he had experienced. It appears based on the lawsuit that Mr. Jones was retaliated against by being denied a Within Grade Increase (WIGI), placed on a Performance Improvement Plan (PIP), and terminated for whistle blowing activities protected under the Whistleblower Protection Act (WPA); specifically, when he disclosed incidents of gross mismanagement, abuse of authority, and violations of laws, rules, and regulations which happen in his office. These acts were happening in his office and he attempted to correct the matter and as a result was terminated. Management officials in other filed offices have engaged in gross mismanagement, abuse of authority, and violations of laws, rules, and regulations.

As for the PRIVATE SECTOR, information that I have been given from various sources reveals that your field office staff in the intake process continue to engage in one or all of the following behavioral deficiencies: (1) refuse to take charges based on race, Black; (2) refuse to allow charging parties to file a class-action charge based on race, black; (3) refuse to allow charging parties to check more than one box and/or name an employment agency; (4) refuse to allow charging parties to mention events outside 180 days even though, the alleged discriminatory events are still timely; (5) telling charging parties that they need more detail information before taking a charge; (6) failing to tell charging parties during the intake process about the agency’s A, B, & C classification system; (7) failing to contact and interview witnesses identified by charging parties; (8) failing to give charging parties pre-determination interviews before cases are dismissed as a “not cause” finding; (9) refusing to give charging parties a status update in a timely manner; (10) refusing to give charging parties and/or their attorneys a copy of respondent’s position statement; (11) failing to make a adverse inference “reasonable cause” finding after respondents have failed to provide a position statement; (12) dismissing cases without respondent’s position statement; (13) lack of coordination among EEOC personnel (e.g., different investigators assigned to charges against the same respondent involving the same allegations and discriminatory practice; (14) investigators telling charging parties during the intake process that they can not file a charge because they do not have direct evidence; (15) when charging parties request a copy of the investigative file they find no in-depth investigation was conducted; (16) investigators are dismissing cases solely on respondent’s position statement without giving charging parties an opportunity to refute what respondent has said; (17) investigators during the intake process tell charging parties there is no merit to their charge; (18) investigators giving charging parties legal advice during the intake process; (19) investigators not seeing retaliation when it is right in front of their face; (20) intake investigators not knowing and/or understanding elementary principles of discrimination cases; and (21) Directors refusing to reopen cases after charging parties in a timely a manner have provided additional evidence to support their case. It does not take an increase in the agency’s budget to correct the above problems.

I and members of my executive board listened very carefully to the questions posed
to Commissioners Victoria Lipnic, Chai Feldblum, and General Counsel, P. David Lopez and you during the confirmation hearings last year. Democratic Senator, Tom Harkin, asked you two very important questions. He asked you (1) how much money you needed and (2) how were you going to handle the large backlog of cases. You responded by telling him that you could not provide him with an answer at the time. You also told him that after you were confirmed and given an opportunity to review the agency’s operation, you would be better prepared to give him a report. However, I have not seen such a report in the media. Instead, it appears that you relied on inaccurate and/or missing key documents in case processing provided to you by your staff, specifically, Nicholas Inzeo, Director, and Office of Field Programs. You increased the performance goals for District Directors for Federal and private sector complaint processing thereby, placing an unnecessary increase of performance goals on the bargaining unit employees without justification, which resulted in the Union filing fifty-three (53) Unfair Labor Practice Charges (ULPs).

EEOC is the only federal agency with the most responsibility in enforcing more anti-discrimination laws with the least amount of employees than any other agency. The AFGE Council 216 should be lobbying Congress to raise the agency’s authorized ceiling 4,000 full time employees rather than 3,000 and increase the budget to $478 million. Civil rights organizations would be on the front lines helping the agency to convince the Congress that such appropriations are needed to enforce the civil rights laws, which protect against discrimination on the job, based on race, color, religion, national origin, sex, age, disability and genetics. Unfortunately, EEOC has mishandled the appropriations already granted by Congress, leaving aggrieved individuals who filed charges or complaints suffering the consequences.

In FY 2009, Congress made sure the agency received an extra $23 million dollars to help reduce backlog of cases. All this money did not go to hiring 200 or more investigators. How was the money spent to help tackle the growing backlog of cases? On November 15, 2010, the Federal Labor Relations Authority (FLRA) issued a decision which indicated the agency violated the Fair Labor Standards Act (FLSA) by requiring employees to request compensatory time off in lieu of overtime compensation. The agency is aware that it has an outstanding bill of approximately $7 million dollars or more for intentionally and willfully violating the FLSA. Nevertheless, the agency has failed to put in its budget funding to compensate investigators, mediators, and paralegals for working overtime. I believe the AFGE Council 216 has done very little in requesting that the agency put in its budget the funding to compensate the employees for working overtime. The agency and union have engaged in “featherbedding” which has prevented the employees from being compensated for working overtime. I am going to ask Congress to follow the money.

As a civil rights advocate as well as a stakeholder, I am obligated to ferret out “injustice” throughout the federal government and assist in correcting any misconception or misinformation concerning the public’s civil rights; and what action is being taken to protect them from discrimination. I am deeply disturbed after reviewing the EEOC’s Charge and All Statues Statistical Data for FY 1997 through FY 2010, when comparing “no reasonable cause” findings to “reasonable cause” findings. How will the agency effectively process and investigate charges filed under Title II of the Genetic Information Nondiscrimination Act of 2008, when the agency’s own statistical data clearly shows that it is having a difficult time in eradicating discrimination in the workforce with the anti-discriminations laws it enforces before the aforementioned law was passed? I know oftentimes the decision to eradicate discrimination is not pleasantly received by respondents; however, the agency must be a much better job in fulfilling its mission because the public has lost confidence.

I want a written response within fifteen (15) days of receipt of letter answers to the following questions. (1) Why are cases with a “reasonable cause” determination transferred to ADR for conciliation and held there for six months or longer until conciliation efforts fail, and no lawsuits filed? (2) Why was the charge filed Charging Party, William F. Keck, a White male, (Charge No. 520-2008-02765) and Charging Party, Ann Judith Yancey, a White female, (Charge No. 520-2008-0221) against Atrium Staffing, LLC. was transferred to the EEOC’s Newark Area Office, and the charging parties issued a “no cause” finding on September 30, 2009, when they both provided sufficient evidence to show that respondent had engaged in lawful employment practices against African Americans? (3) Has there been an independent investigation conducted regarding the racial remarks made by Ms. Electra Yourke, a White female, when she states “that no matter how much experience and/or education a Black person has they don’t qualify for anything.” Ms. Yourke as a public official is liable for her actions. In fact, her remarks were outside of her sworn official duties. Therefore, she has no official immunity under Title 42 § 1983.

I am prayerful that the above information will be acted upon immediately in order to gain the public’s trust back “with all deliberate speed”. I hope you will make a difference in combating discrimination more effectively in the workplace. EEOC is not in the business of giving respondents a safe haven to hide when they engaged in unlawful employment practices. The public’s demands are too important to be overlooked. Indeed, you have been given the opportunity to reshape the direction of the agency.

I wish you the very best traveling down this road. I hope you will be motivated by the dreams that former civil rights advocates had that equal justice under law might be a reality in the workplace during your tenure. “Injustice anywhere threatens justice everywhere” Rev. Dr. Martin Luther King, Jr.

I you have any questions regarding this letter; please contact me at [phone].

Sincerely,

Rev. Oscar S. Tillman
President/National Board of Directors
NAACP

cc: Stuart Ishimaru
Constance S. Barker
Victoria Lipnic
Chai R. Feldblum
P. David Lopez
Roslyn M. Brock
Benjamin T. Jealous
Margaret Morgan
Sen. Jon Kyl
Sen. John McCain
Tom Harkin
Sen. Barbara Boxer
Sen. Dianne Feinstein
Sen. Barbara Milulski
Sen. Johnny Isakson
Sen. John Corny
Sen. Charles Schumer
Rep. Darrell Issa
Rep. Ed Pastor
Rep. Barbara Lee
Rep. Emanuel Cleaver
Latasha Brown
Ricardo Jones
Walker Harman
Randell Pittman
Donald Winfield
Regina Murry

 

[Ricardo Jones]

Message flagged

Wednesday, April 18, 2012 9:21 PM

Obama camp tries to diversify By: Jonathan Allen and Joseph Williams April 18, 2012 06:29 PM EDT

President Barack Obama’s team is looking to hire more African-Americans, a search that has stirred a debate among black Democrats about Obama’s record on diversity and its implications for his reelection. Stefanie Brown, director of the campaign’s African American Vote program, wrote in an “urgent” March 21 email to contacts in the black community that “The Obama for America campaign is in the process of really staffing up in states around the country, and I need your help to find qualified, African American candidates for some of these positions.” The email, a copy of which was obtained by POLITICO, notes that “this is a fast moving process and your (quick) support is greatly appreciated.” (Also on POLITICO: 'Esta Eleccion Si Importa') Campaign manager Jim Messina created and runs a working group “dedicated to ensuring that we are looking at a diverse pool of applicants for jobs” — both African-Americans and members of other minority groups — a campaign official told POLITICO, and Latinos for Obama was launched on Wednesday. The diversity push — and specifically the effort to hire African-Americans — isn’t just on the campaign side: In Washington, four officials from the White House personnel office and lobbying shop met Monday with chiefs of staff for members of the Congressional Black Caucus to discuss building a better pipeline for black staffers to move from the Capitol to the White House. An administration official emphasized that the White House reached out to the CBC, not the other way around, and said the meeting was coincidental to the campaign’s efforts. The race to stock up on black talent is a welcome development among Washington’s African-American power elite — and one that critics say is three years late in coming. The cynical take, offered up by black Democratic sources outside Obama’s camp: The president and his aides have focused their attention on hiring more African-Americans because they are worried about black turnout on Election Day. It’s not that anyone expects black voters to suddenly rush to Mitt Romney — they won’t — but African-American turnout could be pivotal in several swing states Obama won in 2008 that show signs of being more competitive in 2010 because of shifts among white independents. Florida, North Carolina and Virginia rank in the top 10 states in total African-American population; and Pennsylvania, Ohio and Michigan are in the top 15. Exit polls show that roughly 1 million African Americans voted in the presidential election in North Carolina in 2008. Obama’s margin of victory: 14,000 votes. “There’s a significant amount of concern,” one chief of staff to a black member of Congress told POLITICO. The excitement of the 2008 campaign is gone, this aide said, and African-American voters haven’t seen much improvement on issues such as an unemployment rate about double that for whites. The Obama campaign has time to reignite the enthusiasm, the aide said, “if they adjust and expand their message.” The bar may be higher for Obama than for other presidents. “I think this administration is expected to have the greatest diversity program just given the fact that President Obama is the first African-American president, and he’s not run from issues of diversity,” said Rep. Bennie Thompson (D-Miss.). “The question would be ‘What do the facts say about it?’ and I think they would be the best judge of those numbers. You can always do better. And this administration is no different. You can talk diversity, which is good, but a better barometer is whatever the facts say.” At Monday’s meeting, Angela Rye, executive director of the Congressional Black Caucus, asked two White House personnel officials, Priority Placement Director Ryan Ramsey and Special Assistant to the President for Presidential Personnel Teresa Chaurand, for statistics on diversity within the ranks of government officials appointed by the president, according to a source in the room. The White House officials responded by saying they don’t keep that data, the source said. White House spokesman Eric Schultz declined to comment on the exchange or to provide statistics on the racial and ethnic breakdown of the president’s appointees. The White House rejects the idea that opportunities have been scarce for African-Americans inside the White House during the first three-plus years of the administration. After all, the president, senior adviser Valerie Jarrett, Attorney General Eric Holder, EPA Administrator Lisa Jackson and legislative affairs chief Rob Nabors are all black. There are at least two minorities in the upper echelon of the campaign: political director Katherine Archuleta and Michael Blake, who is deputy director of Operation Vote, the campaign’s effort to target demographic groups to expand the electorate. And Patrick Gaspard, the executive director at the Democratic National Committee, is black. “From Day One, the president made clear his commitment to building a diverse administration, one that reflects the changing face of the nation,” Schultz said. “He has always believed that different backgrounds make for stronger decision making, as reflected in his current administration, his staff as a United States senator and his historic appointments to the federal bench — which have profoundly expanded the racial, gender and experiential diversity of the men and women serving on our judiciary.” Some campaign officials readily acknowledge the connection between hiring African-Americans and courting the black vote — a dynamic that is also reflected in the hiring of campaign staff who reach out to Hispanic, gay and lesbian, and female voters. "Jim Messina launched the drive to get more minorities hired for the reelection campaign, with a goal of getting the best person available. Jim knows that the way you win is to take advantage of the best staff possible to contact the voters in every community you are trying to persuade,” a senior Democratic official said. That official said it’s “very, very early in the campaign season” and that the team will become more diverse as the staff grows. An Obama campaign photograph of the Chicago headquarters last week had black Democrats buzzing about diversity — or lack of it. The picture, saturated with white faces, was reposted on the news site Buzzfeed and made the rounds of other well-trafficked sites, including The Drudge Report. It was a piece in the Washington Free Beacon about the picture and its suggestion of a lack of diversity in the campaign office that earned the Drudge link. Brown is still looking for a deputy, according to the Obama campaign website, which lists the ideal candidate as someone who has “strong writing, communication and personal skills, significant African American outreach experience, and a substantial field organizing background.” Responsibilities include supporting state-level African-American vote directors, managing and training staff for the black-voters arm of the campaign and working with surrogates in the black community. “I am specifically interested in getting résumés for experienced organizers interested in working on African American and/or Youth outreach in the field,” Brown wrote in her solicitation for job seekers. Jamal Simmons, a veteran of Bill Clinton’s 1996 reelection campaign, said that Obama, during his days in the Senate, was behind an initiative to increase minority hiring on political campaigns. But, Simmons said, “what I would like to see is African-Americans who are working both in jobs that target African-American [voters] and in mainstream jobs — communications, fundraising, media, targeting.” Another prominent African-American with ties to the White House told POLITICO that it won’t be easy for the administration or the campaign to pluck top talent from secure jobs on Capitol Hill and in other places around the country for a stint that could last only as long as the campaign or, if the president loses reelection, only through Jan. 20, 2013. “At the beginning of the administration, they could have cherry-picked the best from members’ offices. Now, facing reelection and with nine months left, it’s a hard sell to convince folks to make a jump,” the source said. “I hope the president’s team was listening when he said that if he had a son, he’d look like Trayvon Martin and that they make it a reality, not a priority, to have more senior staff [not just one or two people] around the president who look like Trayvon Martin. Right now, it is nonexistent, and you rarely see more than one African-American, male or female, anywhere around or advising the president unless he is at an African-American gathering of some kind.” Several black Democrats told POLITICO that if more African-Americans don’t get jobs in this administration or campaign, they won’t be at the top of the applicant pool for the next Democratic president’s staff. Simmons suggested that presidents and national campaigns borrow the “Rooney rule” from the National Football League, which requires teams to interview at least one minority candidate before hiring a new coach. “Doing the jobs that have to do with money and numbers — that’s how you move up in this business,” Simmons said.

[Ricardo Jones]

We are fighting to close the EEOC. Why should taxpayers pay almost a half billion dollars a year to prop up a criminal enterprise just to hand out Right to sue letters. Please take a look at the links below that proves it. These videos name names, reveal payoffs and you see the media civil rights leaders, big businesses and politicians that includes the president helping to cover it up. I am beginning to cut up the original of the interview with former Senior EEOC Investigator Ricardo Jones who was fired for standing up against the illegal practices. As a victim I and thousands of others will come forward. You I will be adding selected cuts daily. The last link is the entire 1 and a half hour. Please help us raise awareness of this by directing these videos.
My resource:
http://www.youtube.com/watch?v=_p0KUF4ZcVM&feature=channel
http://www.youtube.com/watch?v=DIk5XqQ_uvU&feature=channel.
http://www.youtube.com/watch?v=qqyrvRaY4Ks

[Ricardo Jones]

The truth about Obama and Race from a White Man with courage:

http://youtu.be/z2ghdirLe7w

[Pianki]

@Ricardo Jones. This man has made a fortune speaking on this subject .... while when a Black or black African-American speakers schedules a forum on it no one shows up. I never cared about him going back at less 12 years ago.

[Pianki]

"As for Al Sharpton and the civil rights industries, you get the reprensetive you deserve". I should have mentioned this earlier. Back during the day, Mr. Pratt, you would have been so happy to see a Al Sharpton or Jesse Jackson arrive on the scene. It is easy today to critisize an old "flea bitten" dog because his bark no longer strikes terror as it did a long time ago. One of the hardest fights for a champion is the one he chooses to no longer show up to. How are you gonna go out one day?

 
jimmy pratt said:

pianki said: We need to work for our own, just like we were doing thousands of years before.

 A thousand years ago? How about 50 years ago. You can’t serve two masters. We had separate but equal; but that wasn’t good enough. We created the Harlem Renaissance, in Durham, NC was the Black Wall Street right next  to “white Only” water fountains. And, many more, including a professional baseball league. Then someone said: take all your money to the White community; accept Affirmative Action and you will be equal. Now black people rather be remembered for being slaves and being mistreated by White people. That’s why today we only value our lives when a white Man kills us. It’s that slave mentality we keep hanging on. Not even God tried to change a people like that. As for Al Sharpton and the civil rights industries, you get the reprensetive you deserve.

[Pianki]

You raise a highly creditable issue. It should be diseminated for the truth it is.

Ricardo Jones said:

We are fighting to close the EEOC. Why should taxpayers pay almost a half billion dollars a year to prop up a criminal enterprise just to hand out Right to sue letters. Please take a look at the links below that proves it. These videos name names, reveal payoffs and you see the media civil rights leaders, big businesses and politicians that includes the president helping to cover it up. I am beginning to cut up the original of the interview with former Senior EEOC Investigator Ricardo Jones who was fired for standing up against the illegal practices. As a victim I and thousands of others will come forward. You I will be adding selected cuts daily. The last link is the entire 1 and a half hour. Please help us raise awareness of this by directing these videos.
My resource:
http://www.youtube.com/watch?v=_p0KUF4ZcVM&feature=channel
http://www.youtube.com/watch?v=DIk5XqQ_uvU&feature=channel.
http://www.youtube.com/watch?v=qqyrvRaY4Ks