Your mistake is thinking your opponents follow the same rules as you.
Everyone here knows CRT is easily disproven - we all know it's cultural marxism baked in to race politics for maximum division, and we all know Barry O was the founding father of putting racial wedges between people for political gain.
But what -- you're gonna prove to your company's HR department (almost certainly full of stuffy white women who drank the Kool-Aid 25 years ago) using facts and logic?
Good luck and god speed, friend.
Maybe you can convince them the Wage Gap is a myth and almost 100% determined by individual life choices. Good luck with that, too.
But what -- you're gonna prove to your company's HR department (almost certainly full of stuffy white women who drank the Kool-Aid 25 years ago) using facts and logic?
You do understand the concept of "court", right? Apparently not.
You fail to understand that not every state is an "at-will" state, as well as the fact they can't simply violate Federal law just because it may be an "at-will" state. Employers don't use that excuse to violate, for example, the ADA.
I'm sure you've cracked the code and no one else (especially the lawyers we have on our side) has thought of it. I wish you the best of luck on your journey.
Your mistake is thinking your opponents follow the same rules as you.
Everyone here knows CRT is easily disproven - we all know it's cultural marxism baked in to race politics for maximum division, and we all know Barry O was the founding father of putting racial wedges between people for political gain.
But what -- you're gonna prove to your company's HR department (almost certainly full of stuffy white women who drank the Kool-Aid 25 years ago) using facts and logic?
Good luck and god speed, friend.
Maybe you can convince them the Wage Gap is a myth and almost 100% determined by individual life choices. Good luck with that, too.
You do understand the concept of "court", right? Apparently not.
You understand the concept of "at-will employment" right?
You fail to understand that not every state is an "at-will" state, as well as the fact they can't simply violate Federal law just because it may be an "at-will" state. Employers don't use that excuse to violate, for example, the ADA.
Okay, champ, you've convinced me.
I'm sure you've cracked the code and no one else (especially the lawyers we have on our side) has thought of it. I wish you the best of luck on your journey.