Posts Tagged ‘Employment’

We told you so: CBO report says healthcare law could cause as many as 20M to lose coverage

March 17, 2012
Gross Cost of Coverage Provisions in House and...

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CBO report says healthcare law could cause as many as 20M to lose coverage – The Hill‘s Healthwatch:
http://thehill.com/blogs/healthwatch/health-reform-implementation/216223-cbo-millions-of-americans-could-lose-their-employer-coverage

And when they were ramming the bill down our throats, they used the CBO to try to say it would increase coverage, and “If you like the insurance you’ve got now, you can keep it”, and they called the rest of us liars for calling them on this Big Lie.

One of these days the writers at the Fifth Column Media corporations are going to regret their complicity with the increasing regime control, because they’re going to lose what little freedom they have.

Demoted for views, NASA specialist going to court

March 5, 2012

Well, at least they’re not sending us to insane asylums… Yet…

http://www.wnd.com/2012/03/demoted-for-views-nasa-specialist-going-to-court/

A trial is starting in just days on a claim by a space scientist that he was demoted for expressing his views on intelligent design, the theory that the universe and life are too complex to have randomly erupted from a puddle of sludge on some prehistoric landscape.

The case is a response to a punishment handed down to David Coppedge, a worker at the NASA’s Jet Propulsion Lab, which sent the unmanned spacecraft Galileo to Jupiter and dispatched a ship named Dawn to orbit asteroids Vesta and Ceres.

Looks suspicious already, said the judge:

“A trier of fact would be entitled to disbelieve defendant’s stated reasons for the adverse employment actions,” the court opinion continued. “A trier could find it suspicious that defendant initially investigated plaintiff for workplace harassment, issued a written warning that was later rescinded, and demoted plaintiff for reasons separate from the alleged workplace harassment. The shifting nature of defendant’s response to the alleged workplace harassment could cause a trier of fact to question the legitimacy of the demotion and written warning.”

And it seems that the Jet Propulsion Laboratories, run by the California Institute of Technology, actually brought religion into the reason they were punishing him:

Coppedge was a high-level “team lead” technical specialist before his demotion and later removal. The California Institute of Technology runs JPL under a contract with NASA.

Employees shouldn’t be threatened with termination and punished for sharing their opinion with willing co-workers just because the view being shared doesn’t fit the prevailing view in the workplace,” said Becker.

“Mr. Coppedge has always maintained that intelligent design is a scientific theory, but JPL has illegally discriminated against him on the basis of what they deem is ‘religion,’” Becker said.

 

 

 

 

A trial is starting in just days on a claim by a space scientist that he was demoted for expressing his views on intelligent design, the theory that the universe and life are too complex to have randomly erupted from a puddle of sludge on some prehistoric landscape.

The case is a response to a punishment handed down to David Coppedge, a worker at the NASA’s Jet Propulsion Lab, which sent the unmanned spacecraft Galileo to Jupiter and dispatched a ship named Dawn to orbit asteroids Vesta and Ceres.

The case will be tried starting Wednesday in Los Angeles, where the Superior Court of California earlier refused to rule in favor of the lab without a trial. The court determined there is sufficient evidence for a jury to consider.

The court then found “there are triable issues of fact as to whether plaintiff’s demotion, written warning, negative performance evaluations, and ultimate termination were adverse employment actions. … While the written warning or negative performance evaluations may not be actionable in isolation, a trier of fact would be entitled to consider them as a part of a generalized discriminatory response to plaintiff’s religious views or protected activities.”

“A trier of fact would be entitled to disbelieve defendant’s stated reasons for the adverse employment actions,” the court opinion continued. “A trier could find it suspicious that defendant initially investigated plaintiff for workplace harassment, issued a written warning that was later rescinded, and demoted plaintiff for reasons separate from the alleged workplace harassment. The shifting nature of defendant’s response to the alleged workplace harassment could cause a trier of fact to question the legitimacy of the demotion and written warning.”


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