ilbegone
05-30-2011, 06:15 AM
What is the notion of "reverse discrimination" about? In the context, it makes it sound as if white people are generally predispositioned towards racial discrimination and that minorities are generally colorblind. However, racial discrimination is racial deiscrimination regardless of what color skin the discriminator has.
This involves the San Bernardino City Unified School District.
SBCUSD files for new trial on wrongful termination
...Norton, the director of the school district's Maintenance and Operations Department, won the reverse racial discrimination and harassment case against the district and Mel Albiso, the district's assistant superintendent and chief administrative officer, on April 5...
...Norton was awarded $360,000 for emotional distress damages. He declined to comment, citing pending litigation.
According to the lawsuit, Norton was hired as the director of building services in 1995. In March 2003, he was placed on administrative leave pending an investigation of undisclosed charges against him. On Sept. 8 of that year, he was fired...
...Norton's attorney has said he was forced to remain idle because Albiso did not give him assignments. In addition, he was not provided with a secretary like other directors in the district...
In 2004, the Personnel Commission, created in 1966 to be a fair evaluator of classified employees, determinedthat Norton was wrongfully terminated.
"At the time, I sent a letter saying he shouldn't have been terminated per California Education Code commission rules, and he got a different job with the district some time after that," said Abe Flory, the former director of the commission...
...The lawsuit states that starting June 17, 2004, the district and Albiso embarked on a systematic campaign of harassment and retaliation against Norton...
...The case is another example of the district and Personnel Commission's contentious relationship, Flory said.
Flory himself is going through an administrative hearing in which he is disputing what he claims was his wrongful termination more than three years ago from directing the commission.
...The commission's chairman, Gino Barabani, is questioning whether the district's promotion of Albiso two years ago to his current job was even legal...
..."I believe there is non- merit at play here," Flory said. "Again, there is cronyism and favoritism and not hiring people who are qualified in the community." ...
Full story http://www.sbsun.com/news/ci_18169679
The managerial tactic described above is an old game. Either give an employee no work to do so on paper it looks like he's a non producer, or make it impossible to finish assigned tasks so that on paper he looks incompetent.
Another is to assign jobs in units without regard to difficulty of completion, then give all the hard jobs to the unfavored person and spread the easy ones out to the others. Once again, the unfavored person looks on paper like he's underperforming, because his completed units are far under the others.
Yet another is to bury the employee under a mountain of work and putting the lash on - maybe combined with some of the above - pushing the employee to quit and finding an excuse from the chaos to fire the employee when the employee doesn't quit.
This involves the San Bernardino City Unified School District.
SBCUSD files for new trial on wrongful termination
...Norton, the director of the school district's Maintenance and Operations Department, won the reverse racial discrimination and harassment case against the district and Mel Albiso, the district's assistant superintendent and chief administrative officer, on April 5...
...Norton was awarded $360,000 for emotional distress damages. He declined to comment, citing pending litigation.
According to the lawsuit, Norton was hired as the director of building services in 1995. In March 2003, he was placed on administrative leave pending an investigation of undisclosed charges against him. On Sept. 8 of that year, he was fired...
...Norton's attorney has said he was forced to remain idle because Albiso did not give him assignments. In addition, he was not provided with a secretary like other directors in the district...
In 2004, the Personnel Commission, created in 1966 to be a fair evaluator of classified employees, determinedthat Norton was wrongfully terminated.
"At the time, I sent a letter saying he shouldn't have been terminated per California Education Code commission rules, and he got a different job with the district some time after that," said Abe Flory, the former director of the commission...
...The lawsuit states that starting June 17, 2004, the district and Albiso embarked on a systematic campaign of harassment and retaliation against Norton...
...The case is another example of the district and Personnel Commission's contentious relationship, Flory said.
Flory himself is going through an administrative hearing in which he is disputing what he claims was his wrongful termination more than three years ago from directing the commission.
...The commission's chairman, Gino Barabani, is questioning whether the district's promotion of Albiso two years ago to his current job was even legal...
..."I believe there is non- merit at play here," Flory said. "Again, there is cronyism and favoritism and not hiring people who are qualified in the community." ...
Full story http://www.sbsun.com/news/ci_18169679
The managerial tactic described above is an old game. Either give an employee no work to do so on paper it looks like he's a non producer, or make it impossible to finish assigned tasks so that on paper he looks incompetent.
Another is to assign jobs in units without regard to difficulty of completion, then give all the hard jobs to the unfavored person and spread the easy ones out to the others. Once again, the unfavored person looks on paper like he's underperforming, because his completed units are far under the others.
Yet another is to bury the employee under a mountain of work and putting the lash on - maybe combined with some of the above - pushing the employee to quit and finding an excuse from the chaos to fire the employee when the employee doesn't quit.