But, we can fix this and you can go on to glorious heights!
Posted on 11/02/2021 8:59:45 AM PDT by george76
Perhaps these disenfranchised and displaced folks will hear of a place, Brigadoon-like, and will migrate there.
To create a home where they will not be ruled by petty tyrants and pesky inspectors.
Perhaps they'll create a document, with words beginning with, "WE the people..."
But; this has already been tried: once.
But, we can fix this and you can go on to glorious heights!
Therefore, “Just say NO”, instead of going the religious route.
(I can’t find those either!)
For quartering large bodies of armed troops among us:
For protecting them, by a mock Trial from punishment for any Murders which they should commit on the Inhabitants of these States:
This is a really bad precedent, and it has to be stopped; we are employees, not chattel.
Someone sounded an alarm, and was mocked for having done so, way back when “Personnel” became “Human Resources.”
“It’s ONLY a name change, after all”; they said as they rolled their eyes at the fool.
Yesterday’s fool is now acclaimed a prophet.
There must be an inviolable barrier dividing our lives and our choices from those of our employer, and that line has historically — with great wisdom — been drawn at the bounds of the administration of our own personal affairs: home, finance, health, education, the welfare of our children, our leisure pursuits, and the disposition of our property.
Manifestly, however, that great dam has been breached, and now the leak must be stopped. Floodwaters know no bounds, and the servility that lies at the logical terminus of this policy paradigm is thoroughly impermissible.
Shall we wait and see what else becomes policy? Perhaps internal combustion engines will not be permitted on company property. Maybe policy will require that no employee may smoke, or drink, or enjoy hazardous recreational activities. How long before all employees MUST use public transit? Or reside within 20 miles of the firm?
“Aww, go on; that’s ridiculous,” you say. But wasn’t this present policy imagined to be ridiculous in very vivid, recent memory? And yet — here we are, and this paradigm — permitted to continue — can be extended to the furthest recesses of everyone’s personal lives; and, make no mistake, there will always be a noble-sounding rationale for every next step.
Consider: If a paradigm fails at ANY point, the paradigm fails at EVERY point. If the fully developed paradigm yields an unacceptable outcome; the yield of its infancy is likewise unacceptable. Or, to borrow the parable: baby dragons grow to be great, and terribly deadly adult dragons; which is why we give no quarter to baby dragons.
Well, there’s a dragon running loose around here, and you should know that you are crunchy, and taste good with ketchup.
So true. Met a pastor of a church he organized while in college, has 16 members and is a 501C3 recognized organization. The Barefoot church, it might be a variation of that name, can’t remember. Its a religion to them, to not wear shoes.
“Helpful reference for those who need to name church leaders...”
Nice!
However, THEY MAY NOT ASK.
As a matter of law, THEY MAY NOT.
They are constrained to ask WHAT the belief is, and how it conflicts with the employer’s requirement.
They may ask whether there’s anything additional you wish to add that you feel might help them decide favorably.
But that’s ALL. DO NOT provide any Mir than that, and if they try to demand it, go straight to the EEOC and lodge a complaint as STEP 1 toward a religious discrimination suit.
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