On April 1, 2016, the District of Columbia Circuit Court of Appeals issued a mandate of its December 21, 2015, order, which summarily affirmed the dismissal of the appellants’ appeal. The court determined that the record was replete with examples of appellants’ misconduct at the district court level.
Walter T. Charlton, Counsel for Cynthia Artis, et al., in the extremely long duration employment discrimination case, Artis v. Greenspan Bernanke Yellen spoke about the Federal Reserve Board in 2002. Thirteen years later, the case is still active. The Board acts as if equal opportunity is an undeserved burden, one which it does not have … Continue reading Federal Reserve Board: Walter T. Charlton, Counsel for Cynthia Artis, Artis v. Bernanke, on C-Span in 2002; A note on John Roberts and Antonin Scalia
Following a dismissal with prejudice in the United States District Court for the District of Columbia, the plaintiffs filed an appeal with the U.S. Court of Appeals for the District of Columbia Circuit in September 2015 (docket number 15-5260, available at http://www.pacer.gov.
The tragedy of this case was the incredible length of time and waste of precious resources to resolve a claim of employment discrimination. It shows why there must be alternative dispute resolution for these type of cases.
The D.C. Circuit, vacating the decision of the district court and remanding the case to the district court, held that where counseling produces sufficient information to enable the agency to investigate the claim, that counseling purpose has been served. The court determined that the class members did provide meaningful information about specific instances of discrimination in the January 17 Resubmission document and offered corresponding allegations of discrimination against individual class agents. Such information, the D.C. Circuit reasoned, was enough for the Board to investigated and try to resolves the claims of the class members.
While the racial violence was overt In Charlottesville, the everyday implicit racial bias is equally corrosive to a fair society. The everyday silent, hidden “colorblind” violence continues. It would be far more helpful for Frazier to start a CEO-led committee to expose and eradicate all discrimination in the workplace.
Of Note items— (1) From the Guardian Newspaper (United Kingdom) One quote about “balanced budgets”– “Despite these significant shifts, myths about the economy refuse to go away and hamper a more productive debate. They concern how the government manages public finances – “tax and spend”, if you will. The first is that there is an … Continue reading Federal Reserve Board: H.2 Release for Week Ending July 22, 2017; H.4.1 Release (Balance Sheet) for Week Ending July 27, 2017; Macroeconomics and “Colorblindness” = Wickedness
Dick Grote has authored another article on “rank and yank,” “What to do when you think your performance review is wrong” (published in the Harvard Business Review (March 7, 2017)). This time the defense of the system is indirect—informing the recipient of a “C-Bucket” rating to accept it. Indeed, as Grote states in the article, nothing the employee argues against the rating is likely to change it.
Because of the calibration meeting, where managers rank employees, changing a rating means changing it for others, given that rank and yank is a rigid, inhuman, and employee-abusive system.
H.4.1 Release–Factors Affecting Reserve Balances
Total factors supplying reserve funds (as of June 14, 2017): $4,522,637 (in millions of dollars). (On September 26, 2007, this amount was $900,473 (in millions of dollars)).
A few seconds on a pay-TV show (HBO), with Bill Maher and Sen. Benjamin Sasse, in 2017 captured the failure of the United States to reckon with its living legacy of chattel slavery. It has distorted the culture of the United States in harmful ways.