Pennsylvania Police Chief Seen in Viral Video Yelling at Pregnant Black Woman Suspended

[DukeU]

Is that supposed to mean something ?.

Yes, it means you're either ignorant, stupid, or both. Which is it?

 

[NewsVine_Mariyam]

Racism does exist, no doubt. Some people would like to see more of it.

Here’s A List Of Hoax ‘Hate Crimes’ In The Trump Era | The ...​

Anti-Muslim Hate Crime In Michigan Turns Out To Be A Hoax (Nov. 2016)​

A Muslim woman at the University of Michigan received national attention from national outlets like The Washington Post in November 2016 after she claimed a drunk 20-something man threatened to light her on fire if she didn’t remove her hijab. The university condemned the “hateful attack,” which turned out to be a hoax.

Bisexual Student Fakes Trump-Inspired Hate Crime (Nov. 2016)​

Taylor Volk, an openly bisexual senior at North Park University claimed to be the target of hateful notes and emails following Trump’s election in November 2016. Volk told NBC News that “I just want them to stop.” But the “them” referenced by Volk turned out to be herself, as the whole thing was fabricated.

​

Gas Station Racism Goes Viral — Then Police Debunk It (Nov. 2016)​

Philadelphia woman Ashley Boyer claimed in November 2016 that she was harassed at a gas station by white, Trump-supporting males, one of whom pulled a weapon on her. Boyer claimed that the men “proceeded to talk about the election and how they’re glad they won’t have to deal with n—–s much longer.” Boyer deleted her post after it went viral and claimed the men had been caught and were facing criminal charges. Local police debunked her account.

White Men Rob Muslim Woman Of Her Hijab And Wallet — Except It Never Happened (Nov. 2016)​

An 18-year-old Muslim woman in Louisiana claimed in November 2016 that two white men, one of whom was wearing a Trump hat, attacked and robbed her, taking her wallet and hijab while yelling racial slurs. She later admitted to the Lafayette Police Department that she made the whole thing up.

Church Organist Vandalizes Own Church (Nov. 2016) ​

A church organist was arrested in May 2017 after he was found responsible for spray-painting a swastika, an anti-gay slur and the words “Heil Trump” on his own church in November 2016. When the story first broke, media outlets tied the hoax to Trump’s election. “The offensive graffiti at St. David’s is among numerous incidents that have occurred in the wake of Trump’s Election Day win,” The Washington Post reported at the time.

“Drunk White Men” Attack Muslim Woman In Story That Also Never Happened (Dec. 2016)​

Another 18-year-old Muslim woman, this time in New York, was the subject of breathless headlines in December 2016 after she claimed to have been attacked by a group of Donald Trump supporters on a New York subway while onlookers did nothing. The woman, Yasmin Seweid, would go on to confess that she made the whole thing up.

White Guy Sets His Own Car On Fire, Paints Racial Slur On His Own Garage (Dec. 2016)​

Denton, Texas, resident David Williams set his own car on fire and painted “n***** lovers” on his home’s garage, in an apparent attempt to stage a hate crime. Local police investigated the arson as a hate crime. Williams and his wife, Jenny, collected more than $5,000 from Good Samaritans via a GoFundMe page before the hoax was exposed.

Prankster Tricks Liberal Journalist Into Spreading Anti-Trump Hoax (Dec. 2016) ​

As tales of Trump-inspired “hate crimes” were spread far and wide by liberal journalists after Trump’s election, one online prankster decided to test just easy it was to fool journalists. The prankster sent Mic.com writer Sarah Harvard a fictitious story in which a Native American claimed to have been harassed by an alleged Trump supporter who thought she was Mexican. Despite no evidence backing up the claim, Harvard spread the fake story, emails the prankster shared with The Daily Caller showed.

Student Writes Anti-Muslim Graffiti On His Own Door (Feb. 2017)​

A Muslim student at Beloit College wrote anti-Muslim graffiti on his own dorm room door. The student was reportedly motivated by a desire to seek attention after a Jewish student was targeted with an anti-Semitic note.

Israeli Man Behind Anti-Semitic Bomb Threats in the U.S. (April 2017) ​

Media outlets didn’t wait to find out who was behind a string of bomb threats targeting synagogues and Jewish schools before linking the threats to Trump. A U.S.-Israeli man was charged in April 2017 and indicted in February 2018 for the threats. A former reporter for The Intercept was also charged in March 2017 with making several copycat threats.

Hoax at St. Olaf (May 2017)​

Students at St. Olaf college in Minnesota staged protests and boycotted classes in May 2017 after racist notes targeting black students were found around campus, earning coverage in national media outlets like The Washington Post. It later came out that a black student was responsible for the racist notes. The student carried out the hoax in order to “draw attention to concerns about the campus climate,” the university announced.

Fake Hate At Air Force Academy Goes Viral (Sept. 2017) ​

The Air Force Academy was thrown into turmoil in September 2017 when horrific racist notes were found at the academy’s preparatory school. “Go home n***er,” read one of the notes. The superintendent, Lt. Gen. Jay B. Silveria, went viral with an impassioned speech addressing the racist notes.

Two months later, authorities determined that one of the students targeted by the notes was also the person responsible for writing them.

K-State Fake Hate Crime (Nov. 2017)​

A student at Kansas State University filed a police report in November 2017 over racist graffiti left on his car. “Go Home N***** Boy” and “Whites Only,” read the racist graffiti, which the the student later admitted to writing himself.

Racist Graffiti Carried Out By Non-White Student (Nov. 2017) ​

Another instance of racist graffiti that same month also turned out to be a hoax. A Missouri high school investigated after racial slurs were left on a bathroom mirror in November 2017, only to find that the student responsible was “non-white.”

Waiter Fakes Note Calling Himself A Terrorist (July 2018)​

Texas waiter Khalil Cavil went viral after posting a Facebook picture of a racist note that he claimed a customer had left on the receipt, in lieu of a tip. The note described Cavil as a “terrorist.” Saltgrass Steak House, where Cavil worked, initially banned the customers for life, before their investigation revealed that the waiter had faked the racist note. “I did write it,” Cavil later admitted. “I don’t have an explanation. I made a mistake. There is no excuse for what I did.”

Waitress Fakes Racist Note, Blames Law Enforcement (July 2018)​

A Texas waitress apologized in July 2018 after blaming local law enforcement for an offensive note targeting Mexicans. She later admitted to writing the note herself.

New York Woman’s Hate Crime That Wasn’t (Sept. 2018)​

A New York woman was charged in September 2018 after police determined she fabricated a story about white teens yelling racial slurs at her and leaving a racist note on her car.

Student Faked Racist Notes (Dec. 2018)​

Several racist notes at Drake University were actually the work of one of the students who had been targeted by them. “The fact that the actions of the student who has admitted guilt were propelled by motives other than hate does not minimize the worry and emotional harm they caused, but should temper fears,” university president Marty Martin said afterwards.

The Covington Catastrophe (Jan. 2019)​

National media outlets pounced on a selectively edited video from the March for Life that showed Native American activist Nathan Phillips beating a drum in front of a boisterous group of boys from Covington Catholic High School.

The exterior of Covington Catholic High School Dennis Griffin stadium is pictured in Park Hills, Kentucky, U.S., January 23, 2019. REUTERS/Madalyn McGarvey
Phillips originally told The Washington Post the students swarmed him while he was preparing to leave the Indigenous People’s March scheduled for the same day. Phillips originally said one student, who later identified himself as high school junior Nick Sandmann, blocked his path from leaving as he tried to do so. The extended video shows that wasn’t the case: Phillips approached the high school boys during their cheers, not the other way around. Some of the people with Phillips were directing racially charged language at the students, not the other way around.

Phillips told a second variation of his story to the Detroit Free Press. Phillips claimed he was playing the role of peacemaker by getting between the students and four “old black individuals,” whom he claimed the students were attacking. “They were in the process of attacking these four black individuals,” Phillip tolds the Michigan paper. “I was there and I was witnessing all of this … As this kept on going on and escalating, it just got to a point where you do something or you walk away, you know? You see something that is wrong and you’re faced with that choice of right or wrong.”

“These young men were beastly and these old black individuals was their prey, and I stood in between them and so they needed their pounds of flesh and they were looking at me for that,” he added. Extended video shows that account also isn’t accurate. The four individuals Phillips referenced were members of the Black Hebrew Israelites and they launched racist and anti-gay slurs at the high school students, not the other way around. (RELATED: Nathan Phillips Keeps Changing His Story, Keeps Getting It Wrong)

Bonus: Anti-Semitic Vandal Exposed As Democratic Activist (Nov. 2018)​

Anti-Semitic vandalism in New York City turned out to be the work of a Democratic activist, according to police. It wasn’t a hoax — the anti-Semitic vandalism was real — but the suspect wasn’t the right-winger some had assumed him to be. The man police arrested, based on surveillance footage, was 26-year-old James Polite, who had actually interned for City Hall on anti-hate issues.

Bonus II: Trump-Inspired Racist Blaze At Black Church Was Carried Out By Black Church-goer (Nov. 2016)​

This hoax occurred one week before Trump was elected, but TheDCNF is including it as a bonus because it was so egregious. Leftist media outlets ran headlines like “A Black Church Burned in the Name of Trump” after a black church in Greenville, Mississippi, was set on fire and spray painted with the words “Vote Trump.” The Washington Post’s original coverage of the incident read in part,” Greenville Mayor Errick Simmons called the fire a ‘hateful and cowardly act,’ sparked by the incendiary rhetoric of GOP nominee Donald Trump during his presidential campaign.” But the church was set on fire by one of the church’s own congregants, who is black.


View attachment 528748

Really? You want to use people who make false accusations to try to diminish the reports of actual racism and discrimination?

I can provide you a list of not just accusations, but actual violations of the Civil Right Act settled by the EEOC. That means they were investigated, found to be actual violations and the parties involved were held accountable in one way or another.

I posted this originally a few years ago:
In America, Your Skin Color Doesn’t Define Your Future, Your Choices Do

E-RACE AND OTHER EEOC INITIATIVES
Systemic

• In December 2017, Laquila Group Inc., a Brooklyn-based construction company, paid $625,000 into a class settlement fund and took measures to eliminate race bias and retaliation against black construction laborers. In its lawsuit, EEOC alleged that Laquila engaged in systemic discrimination against black employees as a class by subjecting them to racial harassment, including referring to them using the N-word, "gorilla," and similar epithets. The Commission also alleged that the company fired an employee who complained about the harassment. The consent decree also requires Laquila to set up a hotline for employees to report illegal discrimination, provide anti-discrimination training to its managers, adopt revised anti-discrimination policies and employee complaint procedures and report all worker harassment and retaliation complaints to the EEOC for the 42-month duration of the agreement. EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).
  
  
• In November 2017, after an extensive five-year, complicated systemic investigation and settlement efforts, the EEOC reached an agreement with Lone Star Community College covering recruitment, hiring and mentoring of African-American and Hispanic applicants and employees. The terms of the agreement were designed to enhance the College's commitment to the recruitment of African-American and Hispanics and to engage in meaningful monitoring of the College's efforts to reach its recruitment and hiring goals. The agreement included some novel relief, such as: implementation of a new applicant tracking system; establishing an advisory committee focused on the recruitment, development and retention of minority groups; hiring of recruitment firms; developing new interview protocol training; establishing a mentoring program for recently hired minority employees; and updating job descriptions for all college manager positions to require as a job component the diversity of its workforce.
  
  
• In August 2017, Ford Motor Company agreed to pay nearly $10.125 million to settle sex and race harassment investigation by the EEOC at two Ford plants in Chicago area. In its investigation, the EEOC found reasonable cause to believe that personnel at two Ford facilities in the Chicago area, the Chicago Assembly Plant and the Chicago Stamping Plant, had subjected female and African-American employees to sexual and racial harassment. The EEOC also found that the company retaliated against employees who complained about the harassment or discrimination. In addition to the monetary relief, the conciliation agreement provides ensures that during the next five years, Ford will conduct regular training at the two Chicago-area facilities; continue to disseminate its anti-harassment and anti-discrimination policies and procedures to employees and new hires; report to EEOC regarding complaints of harassment and/or related discrimination; and monitor its workforce regarding issues of alleged sexual or racial harassment and related discrimination.
  
  
• In July 2017, Bass Pro Outdoor World LLC agreed, without admitting wrongdoing, to pay $10.5 million to a class of African-American and Hispanic workers the EEOC alleged it discriminated against by failing to hire because of their race and/or national origin in violation of Title VII. According to the consent decree, Bass Pro will engage in good faith efforts to increase diversity by reaching out to minority colleges and technical schools, participating in job fairs in communities with large minority populations and post job openings in publications popular among Black and Hispanic communities. Additionally, every six months for the next 42 months, Bass Pro is to report to the EEOC its hiring rates on a store-by-store basis. EEOC v. Bass Pro Outdoor World LLC, Case No. 4:11-cv-03425 (S.D. Tex. consent decree filed July 24, 2017).

EMPLOYMENT PRACTICES
Hiring

• In August 2016, an Illinois-based payroll and human resource services firm agreed to a $1.4 million settlement of charges that the company discriminated against Black and Hispanic job applicants and employees. ADP LLC, under a conciliation agreement signed before any lawsuit was filed, also will enhance its recruitment, hiring and promotion of racial minorities, the EEOC announced July 29. ADP in resolving the charges didn't admit it engaged in any violations of Title VII of the 1964 Civil Rights Act..
  
  
• In March 2016, a manufacturing company based in New Ulm, Minn., paid $19,500 to settle a race discrimination lawsuit filed by the EEOC, alleging that Windings, Inc. violated Title VII of the Civil Rights Act of 1964 when it refused to hire a biracial (African-American and White) applicant for a vacant assembler position, and instead hired a White applicant. According to EEOC's lawsuit, Kimball applied for a vacant assembler job and interviewed with the company in January 2014. The applicant was qualified for the job as he passed the job-related assessment tests, and had previous work experience as an assembler. In addition to the monetary relief, the two-year consent decree requires Windings to use hiring procedures to provide equal employment opportunity to all applicants including posting vacancy announcements and job listings on its website, and not solely rely on word-of-mouth recruitment or employee referrals. Windings also will use objective standards for hiring, guidelines for structured interviews, and will document interviews. Windings adopted a written affirmative action plan, and will seek out applications from qualified minority applicants, including African-Americans. Also, Windings agrees to participate in job fairs and recruiting events that target Black Americans and to provide EEOC with reports of its applicants, hiring and specific reasons why applicants were not selected during the decree's term. EEOC v. Windings, Inc., Civil Action No. 15-cv-02901 (D. Minn. consent decree filed Mar. 18, 2016).
  
  
• In September 2015, Cabela's Inc., an outdoor recreation merchandiser based in Sidney, Nebraska with 60 retail stores in 33 states, agreed to take nationwide measures to increase the diversity of its workforce to settle EEOC's allegations that the company discriminated in recruitment and hiring of minorities. The settlement agreement resolves an EEOC commissioner's charge filed against the company. Under the agreement, Cabela's is required to appoint a diversity and inclusion director who will report directly to the company's chief administrative officer and set hiring goals designed to achieve parity in the hiring rates of white and minority job applicants. The agreement also requires Cabela's to make equal employment opportunity compliance a component in the performance evaluation of managers and supervisors, to update its EEO policies, and provide annual training on EEO issues for all employees.
  
  
• In April 2015, a federal judge denied a motion to dismiss a claim of racial discrimination in hiring against Rosebud Restaurants, the U.S. Equal Employment Opportunity Commission (EEOC) announced today. In its complaint, the EEOC charged that the Chicago-area Italian restaurant chain violated federal civil rights laws by refusing to hire African-Americans because of their race. The company's motion to dismiss argued that the EEOC's complaint should be dismissed because it did not identify the victims of the alleged hiring discrimination. the court rejected that argument, concluding that the EEOC's "allegations of intentional discrimination are sufficient to state a claim for Title VII relief . . . even in the absence of the identification of an individual job applicant who was rejected because of his race." EEOC v. Rosebud Restaurants, Inc., Civil Action No. 13-cv-6656 (N.D. Ill. decision filed Apr. 7, 2015).
  
  
• In September 2014, the EEOC appealed the dismissal of its race discrimination complaints alleging that an employer's withdrawal of a job offer from a qualified Black applicant because she refused to cut off her dreadlocks constituted race discrimination under Title VII. On the appeal, the Commission contends that the district court improperly dismissed its original and amended complaints because they stated plausible claims of intentional discrimination. Specifically, the Commission argued that the employer's application of its grooming policy to prohibit dreadlocks discriminates on the immutable trait of racial hair texture, violates the fundamental right to freedom of racial expression, and promotes unlawful racial stereotyping. EEOC v. Catastrophe Mgmt. Solutions, No. 14-13482 (11th Cir. Brief filed Sept. 22, 2014).
  
  
• In June 2013, the EEOC and J.B. Hunt Transport Inc. settled a race discrimination charge alleging the nationwide transportation company engaged in unlawful race discrimination by rejecting a Black truck driver applicant because of a prior criminal conviction unrelated to his prospective job duties. The settlement follows conciliation of an EEOC charge under Title VII of the 1964 Civil Rights Act over claims that an African-American job candidate was denied a truck driver position at a J.B. Hunt facility in San Bernardino, Calif., in 2009 based on a criminal conviction record, which the EEOC contends was unrelated to the duties of the job. The federal agency also reviewed the company's broader policy with respect to the hiring of job applicants with conviction records. Blanket prohibitions are not in accordance with the agency's policy guidance on the subject, which was reissued on April 25, 2010. The EEOC's guidance recommends evaluating: the nature and gravity of the offense or conduct; the time that has passed since the conviction and/or completion of the sentence; and the nature of the job sought prior to disqualifying a candidate with such a record. J.B. Hunt also reached a private settlement with the alleged discrimination victim, who filed an EEOC charge after being denied a job at J.B. Hunt's San Bernardino, Calif., facility in 2009. As part of a five-year conciliation agreement, J.B. Hunt agreed to review and, if necessary, revise its hiring and selection policies to comply with EEOC's April 2012 enforcement guidance regarding employers' use of arrest and conviction records. The EEOC will monitor compliance with the conciliation agreement. The EEOC entered into a pre-suit conciliation agreement.
  
  
• In November 2012, Alliant Techsystems Inc. paid $100,000 to settle an EEOC suit alleging that the company violated Title VII when it refused to hire an African-American woman for a technical support job at its offices in Edina because of her race. According to the lawsuit, the alleged victim applied and was interviewed several times for the job in May 2007. After the first interview, the recruiter allegedly advised her to take out her braids to appear more professional. She did so and purportedly was later told by the recruiter that Alliant wanted to hire her and that she would be contacted by the company's Human Resources Department. However, by the time she met with the company's information technology director, she had put her braids back in. The next day, she was informed that she would not be hired. In June 2007, the company hired a White male for the IT job. The 3-year consent decree, which applies to the company's headquarters in Minnesota and Virginia, enjoins Alliant from further discriminating in hiring based on race and from retaliating against persons who oppose practices made unlawful under Title VII. Additionally, the company will review its workplace policies to assure that they comply with Title VII and will train its entire staff on the laws against discrimination. EEOC v. Alliant Techsystems Inc., Case No. 0:11-cv-02785-DSD-JJG (D. Minn. consent decree filed Nov. 20, 2012).
  
  
• In April 2012, Bankers Asset Management Inc. agreed to pay $600,000 to settle an EEOC lawsuit alleging that the real estate company excluded Black applicants from jobs at the company's Little Rock location based on their race. The firm also allegedly retaliated against other employees and former employees for opposing or testifying about the race discrimination by demoting and forcing one worker out of her job and by suing others in state court. In addition to paying $600,000, the three-year consent decree settling the lawsuit also requires Bankers Asset Management to hold a mandatory, annual three-hour training on race discrimination and retaliation in which its president or another officer participates, among other provisions. EEOC v. Bankers Asset Mgmt. Inc., Civil Action No. 4:10-CV-002070-SWW (E.D. Ark.Apr. 18, 2012).
  
  
• In February 2012, the owners of Piggly Wiggly supermarkets in Hartsville and Lafayette, Tenn., agreed to pay $40,000 to settle a race and gender discrimination lawsuit filed by the EEOC. In its lawsuit, the EEOC asserted that the Piggly Wiggly locations owned by MWR Enterprises Inc. II violated federal law by maintaining policies and practices that intentionally failed to hire African-Americans because of their race for positions at the company's Piggly Wiggly store in Hartsville and Lafayette. The EEOC further charged that the company maintained a segregated work force and an established practice of not hiring males for cashier positions at the same locations. The four-year consent decree also requires Defendant MWR Enterprises Inc., II, to establish a written policy which provides that all job assignments will be made without consideration to gender; establish guidelines and procedures for processing employment applications; provide Title VII training on race and gender discrimination to its managers; meet recordkeeping and reporting requirements; and post a notice about the lawsuit and settlement at its store locations. EEOC v. MWR Enterprises Inc., II, C.A. No. 3:10-cv-00901 (M.D. Tenn. Feb. 23, 2012).
  
  
• In January 2012, a Johnson City, N.Y -based cleaning company agreed to pay $450,000 to 15 former employees to settle a hiring discrimination and retaliation case. According to an EEOC lawsuit filed in September 2011 in a federal court in Pennsylvania, the executives of the cleaning company prohibited a White supervisor from hiring Black employees for a client in Concordsville, PA. The supervisor continued to hire qualified Black workers, and later was fired for defying her managers' instructions. The EEOC also alleged that the company forced Black workers at the Concordville worksite to sit in the back of the cafeteria during breaks, and ultimately barred them from the cafeteria altogether The company later fired the entire crew, replacing them with all non-Black workers. The EEOC filed a lawsuit seeking relief for the terminated supervisor and Black employees. In addition to the monetary relief, the company agreed to providing EEO training for its managers and supervisors the company and to submit a follow-up report on remedial measures being taken at the Concordville worksite. EEOC v. Matrix L.L.C., Civil Action No. 2:11-cv-06183 (E.D. Pa. Jan. 6, 2012).
  
  
• In January 2012, a marine construction and transportation company located in Dyersburg, Tenn., will pay an African-American job applicant $75,000 to settle a racial discrimination lawsuit filed by the EEOC. According to the EEOC's lawsuit, the company refused to hire a Black job applicant for a deckhand position because of his race in violation of Title VII. In addition to the monetary relief, a three-year consent decree requires the company to use its best efforts to fill up to 25 percent of available positions with African-Americans. Choctaw has also been ordered to maintain records of discrimination complaints, provide annual reports to the EEOC, and post a notice to employees about the lawsuit that includes the EEOC's contact information. EEOC v. Choctaw Transp. Co., Inc., 1:10-cv-01248-JDB-egb (W.D. Tenn. Jan. 19, 2012).

Customer/Patient Preference

• In September 2013, Hurley Medical Center entered into a 5-year agreement with the EEOC to settle its lawsuit alleging that a White father reportedly demanded no African-American nurses treat his newborn baby. Four nurses filed discrimination lawsuits after a Hurley staff member allegedly posted a note with the father's instructions. Pursuant to the agreement, the EEOC will conduct non-discrimination training for all Hurley staff each year and will examine any progress made to see if more needs to be done. Hurley also agreed to pay about $200,000 in March to settle a lawsuit filed by three nurses. Hurley also agreed to pay about $200,000 in March to settle a lawsuit filed by three nurses. "In the Matter of U.S. Equal Employment Opportunity Commission and Tonya Battle, Charging Party, and Hurley Medical Center, Respondent," Detroit Field Office, September 26, 2013. See also Resolution Agreement between the U.S. Department of Health and Human Services Office for Civil Rights and Hurley Medical Center, 13-156114, (July 31, 2014 available at Hurley Medical Center).
  
  
• In December 2010, a company which provides in-home care certified nursing assistants (CNAs) and non-CNAs to seniors in Anne Arundel County and Howard County, Maryland agreed to settle claims alleging that it discriminated based on race in assigning caregivers. According to the EEOC's lawsuit, the company coded the preferences of clients who requested White caregivers, and made assignments based on the preferences. For example, "circle dots" referred to the clients that preferred Caucasian caregivers. The facility claimed that it ceased the coding practice in 2008, but admitted that it continued to take client racial preferences into account in making caregiver assignments. The 5-year consent decree provides $150,000 in compensatory damages to be distributed to claimants (defined as all caregivers employed by defendant from October 2007 through entry of the decree) in amounts determined by EEOC based on length of service and employment status. The decree enjoins the company from racial coding and prohibits race-based caregiver assignments. The injunction survives the decree. Where a client indicates a preference not to have a caregiver of a certain race, and there is a risk that the client will become violent, the facility will notify the caregiver, who can choose to refuse the assignment. The company also will provide 2 hours of training annually to recruiters and HR personnel on Title VII, with a special emphasis on the discriminatory assignment of caregivers based on the racial preferences of clients.EEOC v. HiCare, Inc., dba Home Instead Senior Care, No. 1:10-CV-02692 (D. Md. Dec. 10, 2010).

[snipped]

[1] For another human trafficking case, see EEOC v. Trans Bay Steel, Inc., No. 06-07766 (C.D. Cal. complaint filed 2006) (nearly $1 million settlement of national origin discrimination case in which 48 Thai welders paid exorbitant recruitment fees to an agency that kept them in involuntary servitude, and had their passports confiscated by employers that forced them to work without pay and threatened them with arrest if they tried to escape their slave-like, squalid conditions).

[2] As the Sixth Circuit explained: "A White employee who is discharged because his child is biracial is discriminated against on the basis of his race, even though the root animus for the discrimination is a prejudice against the biracial child" because "the essence of the alleged discrimination . . . is the contrast in races." Tetro v. Elliott Popham Pontiac, Oldsmobile, Buick, & GMC Trucks, Inc., 173 F.3d 988, 994-95 (6th Cir. 1999) (holding employee stated a claim under Title VII when he alleged that company owner discriminated against him after his biracial child visited him at work).

Significant EEOC Race/Color Cases

 

[NewsVine_Mariyam]

I agree they shouldn't be employed as LEOs.

How do you feel about *biden's racism that is documented by audio and video?

Let's apply these common sense laws/ideas across the board.

I need specifics, I have no idea what you're referring to as "Biden's racism".

 

[DukeU]

Really? You want to use people who make false accusations to try to diminish the reports of actual racism and discrimination?

Really? You trying to read minds? LOL

and the parties involved were held accountable in one way or another.

Let's get rid of all racism in this country.

Why Affirmative Action Is Racist And Un-American​

 

[IM2]

Now list all the things that are considered "hate crimes".

No. Just face the fact that hate crime hoaxes way too rare to argue about.

 

[IM2]

Really? You trying to read minds? LOL




Let's get rid of all racism in this country.

Why Affirmative Action Is Racist And Un-American​

Affirmative Action is not racist. And posting some right wing racist garbage from The Federalist doesn't make it racist.

 

[Deplorable Yankee]

This is why our society has had and continues to have many of the problems it does. We don't often get such a candid view of a brain on white supremacy but it's becoming more and more common

Pennsylvania Police Chief Seen in Viral Video Yelling at Pregnant Black Woman Suspended

So we can't yell at people anymore ? Why not ?

 

[Meathead]

This is why our society has had and continues to have many of the problems it does. We don't often get such a candid view of a brain on white supremacy but it's becoming more and more common

Pennsylvania Police Chief Seen in Viral Video Yelling at Pregnant Black Woman Suspended

We're not allowed to yell at knocked up black women or knocked up skanks in general?

 

[DukeU]

Just face the fact that hate crime hoaxes way too rare to argue about

They are still arguing this one 2 1/2 years later.

Jussie Smollett back in court relating to 2019 attack case ...​

 

[DukeU]

Affirmative Action is not racist.

Not only is it racist, it's systemic racism.

 

[jbrownson0831]

White people don't get suspended or fired when it's blk ppl they did something to. They get transferred.

How often do white people "do something" to black people? About .0002% of the time?

 

[jbrownson0831]

Unfortunately, rightwing white supremacy is far too common.

Awwwk awwwk another squawk from Polly Propaganda Parrot!!!

 

[miketx]

How often do white people "do something" to black people? About .0002% of the time?

Not enough.