Sunday, February 13, 2011
Thursday, January 13, 2011
Racism, Discrimination and Bullying
Imagine going to work as a black man or woman and discovering that blacks were being executed at an alarming rate! Imagine hearing that your name is on a hit list and not knowing if you’re number five, ten, fifteen, twenty, or twenty-five. Imagine having to watch as black folks are demeaned, denigrated, ridiculed, and mocked. Imagine having to witness black folks fall prey to lies and deceit as they names are checked off one by one. Now imagine, watching, waiting and wondering-what number have they attached to your name?; what act of discrimination would they devise to try to circumvent laws that are designed to prevent massacres of wrongful terminations.
I believe I was number 22. And Englebrecht joined the historic list of women who blame blacks for white women's actions/crimes. Women to the like:
Susan Leigh Vaughan Smith (born September 26, 1971) is an American woman sentenced to life in A, born October 10, 1991, and 14-month-old Alexander Tyler Smith, born August 5, 1993. The case gained worldwide attention shortly after it developed, due to Smith claiming that a black man stole her car and kidnapped her sons. Smith later claimed that she suffered from mental health issues that impaired her judgment.
Bethany Storro, 28, told Vancouver Police that an African-American woman passed her on the street and threw a cup of caustic liquid in her face the evening of August 30. She was released from an Oregon hospital on September 5 after undergoing surgery for her injuries after the alleged attack.
According to court documents, Sweeten used former coworker Jillian Jenkinson's drivers license when she bought airline tickets to Orlando after reporting the abduction. She obtained the license on Tuesday by telling Jenkinson that she needed to borrow her driver's license to photocopy it in order to roll over Jenkinson's 401k account. Jenkinson expected to get her license back later that day. Sweeten and her daughter were last heard from about 1:45 p.m. when she called 911 to say she had been in a minor car accident in Bucks County, a Philadelphia suburb. She called a second time moments later to say she had been tossed in the trunk of a Cadillac by two black men, according to police.
Then there is me-Yolanda: Englebrecht stole my identity and gave it to my white bully (Rebecca A. Holt)then rewarded the bully for harassing, stalking, threatening, physically striking black employees. If I was the first, second or third victim, I might not tell my story. If bullies would stop bullying, I might not tell my story; if this was about me; I might not tell my story. After receiving a letter (may be posted at a later date) hurled with delusions and hallucinations HR supported and condoned my bully’s threats to do me bodily harm. When I asked HR did my bully have a gun, HR laughed. HR flipped the script and gave my bully my good reputation and my identity and lied to upper management. HR also invited a white man (Jim Holt), who allegedly does not like blacks to participate in my execution.
Imagine asking for protection against your bully and HR basically hearing HR say, we know she’s been insubordinate numerous times but we don't have a rule against insubordination. However, I looked under -all other necessary and reasonable rules of conduct and next to insubordination it read, reserved for blacks. I know she's threatened you and other minority employees and that would fall under the Zero Tolerance Policy. However, I read the fine print and it said, that doesn't cover white on black bullying. Sure she violated rule #54 many times over the years but I’m sorry, I looked up that rule and it said, for blacks only. We know that she's using abusive and profane language against rule # 16, but HR said, all the white folks cuss. No reprimand for violation of company rule 11 acting immoral or indecent; #14 carrying out acts of violence or threatening acts of violence to an employee ..; #33 harassing or ridiculing an employee; rule #51 making demeaning and derogatory remarks of a sexual, racial …or other nature to an employee and HR reasoned that I just cannot justify reprimanding a white employee (bully or not for these rules-I’m sorry. Englebrecht reasoned that those rules were written for ….
I was allegedly terminated, (with a perfect 6 year plus record) for refusing to attend a meeting with the woman who bragged of her dislike of black(s) to HR and apparently even confessed of striking black(s) with no reprimand. For good nature HR flipped the script and added that I had violated rule newly devised and slightly changed rule #54. I had the privilege of being the first person ever terminated for insubordination and the first person ever terminated for allegedly violating rule #54 so I adopted the name First Lady Bayer. I tell my story in an attempt to protect other innocent minority victims at Bayer and beyond. I tell my story in an attempt to prevent another victim like Omar Thorton (who I believe suffered grave discrimination) from losing their lives and taking the lives us those who might be innocent.
Now Imagine. Imagine HR allowing white employees to bring radios and CD players into the workplace against company rule #38 (bringing personal items into the plant which are not related to nor necessary to the performance of one’s assignment, e.g. televisions, radios…) Now, imagine the white employees turning them on and choosing the channel and then HR disciplining (a black man) for listening to it as he successfully completed his duties, while everyone watched with their eyes wide open. Then bragging, I’ve got Bayer’s billion’s backing me.
Imagine terminating not one, two, ten, twenty, but twenty-five black/minorities employees let go (many with twenty plus years seniority) based on deception, dishonesty, dual rules and different discipline. Imagine a HR person demeaning, denigrating and minority employees and saying, I’m not a racist I let a black man cut my hair. Would that be synonymous to a master saying, I’m not a racist; I let slaves work my fields? I’m not a racist; I let black folks pick my cotton?
I discovered my passion and purpose of helping to alleviate all discrimination years before I was wrongly terminated. My wrongful termination has heighted that desire. I tell my story because the EEOC should know how companies have attempted to circumvent civil rights laws. I tell my story in hope that the courts will revisit the laws that permit managerial personnel intentionally bend the truth, only to be backed by their company’s billions.
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