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Edward Williams
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PostPosted: Wed Mar 17, 2010 7:03 pm    Post subject: Please help...? Reply with quote

This is an e-mail convesation that ook place last year. Not very much information in it but what was discussed was constructive and helped the non-white male who was experiencing problems on the job.

This is data that is directly tied to Using The U.S. Constitution as a Tool.

blanked out wrote:
From: "blanked out" <blanked out@yahoo.com>
Sent: Tuesday, April 14, 2009 9:47 PM
To: edward.williams@counter-racism.com
Subject: re: re:I Want To date A Jewish Man (part 2)

Yes I have browsed through the code.net site once after clicking on a link inside one of the WSP Experiments on the Counter-Racism website. I will get involved in the chats on that site as well, thank you.

I have a difficult time reaching Mr. Fuller due to being on the West Coast but I will continue to try during my lunch time.

Yes, please do call me Mr. Williams when you can. I want to ask you how the rest of that
experiment went with the use of the 5th & 14th Ammendment (because you didn't provide any update online).

I have a situation on the job that is very similar to what you wrote and I believe you may be able to offer me some constructive info regarding that.
------------------
I plan to arrive at work earlier on Tuesdays so that I can take part of the Counter Racism discussions-on time. I missed you guys again when I called in due to being stuck in traffic with no (blue-tooth)

Thank you.

Talk soon Mr. Williams.


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PostPosted: Wed Mar 17, 2010 7:07 pm    Post subject: Reply with quote

Edward Williams wrote:
From: Edward Williams <edward.williams@counter-racism.com>
Subject: re: re:I Want To date A Jewish Man (part 2)
To: "blanked out" <blanked out6@yahoo.com>
Date: Wednesday, April 15, 2009, 3:39 PM


Oh yes...the reason I did not write anything additional to that on the WSP is because I'm writing a book on it. I should be finished in a few months. There was no session last night but there will be one next week.

Edward

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PostPosted: Wed Mar 17, 2010 7:18 pm    Post subject: Reply with quote

Tony Torres wrote:
From: "blanked out" <blanked out@yahoo.com>
Sent: Thursday, April 30, 2009 2:32 PM
To: edward.williams@counter-racism.com
Subject: Please help..?

Mr. William's,

I am in need of some advise that I believe (after reading your post on
the CR Website regarding the use of the Constitution and the 5th & 14th Ammendments) you may be able to help me directly or indirectly with; before I go into this meeting on Monday... (I understand that you are still writing your book, but can you offer anything useful for me here?) I figured I "debrief" you so we can cut right to it when/if we speak by phone.

Current Situation

1- I have (been offered but) not been given additional job specific training

(a) 2 staff members (on my level of tenure) HAVE been given training

(b) these 2 staff members have also been PROMOTED (within our Dept.) on 2 separate occassions (before & after) this training took place

(c) I have heard them (the 2-staff members and my Supervisor) whispering about weekend trainings that the 2-staff members were about to take part in
(1) these whispers were validated when I heard these 2-staff members OPENLY talking about the training they had taken over the weekend

2- I have NOT received my Annual Performance Review thus far (deadline was 2-26)

(a) many if not ALL staff members HAVE received their Annual Performance Reviews

3- I do not get much -if any- feedback from my Supervisor (directly = face to face, -or- indirectly = via email) throughout the year

4- I have assisted these 2-staff members with some of THEIR projects when there were emergencies where (all hands on deck) were required & most importantly
(I FINISHED B4 THEM EVERY TIME) <--so, skill-set/skill level not an issue here

5- There are currently 3 (salary) job openings available which I believe I qualify for

(a) 1 of the 2-staff members has just accepted 1 of these positions

(b) the 2nd staff member was promoted into a different Dept. 3 weeks ago

The interesting thing here is the 2-staff members are also non-white, but they are Hispanic and Philipino (which we know will Trump my black a_ _ every time)

Objectives 1- to obtain a salary -or- higher paying position in ANY Dept.
2- learn additional (job specific) skills while performing my daily tasks
3- create a production plan for the 6months/year
4- review progress weekly/monthly/quarterly
5- set new goals (together) after reviewing weekly/monthly/quarterly
progress

I would like to talk to you directly by phone Sat or Sun -or- indirectly via email if that works better for you. I would like to ask THEM some specific questions that will require THEM to help me and simultaneously keep me from being harmed in this way going forward.

I really don't want to go into this meeting without my words together & organized. I can only imagine what will happen when I start spoutin out Constituional verbiage...

Thanks for your time Mr. Williams



I am editing this post to provide the document that I was sent with the e-mail I was sent. The document can be found by clicking this link.

You will need the Adobe PDF viewer to view this file.
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Last edited by Edward Williams on Tue Jul 06, 2010 3:44 pm; edited 2 times in total
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PostPosted: Wed Mar 17, 2010 7:20 pm    Post subject: Reply with quote

Edward Williams wrote:
From: Edward Williams <edward.williams@counter-racism.com>
Subject: re: Please help..?
To: "blanked out" <blanked out@yahoo.com>
Date: Saturday, May 2, 2009, 5:50 AM


Hello Mr. blanked out,

Who called the meeting?
Have you been formally charged with anything?
Is this meeting an "inquiry" or an "investigation"?

Edward

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PostPosted: Wed Mar 17, 2010 7:21 pm    Post subject: Reply with quote

Tony Torres wrote:
From: "blanked out" <blanked out@yahoo.com>
Sent: Monday, May 04, 2009 10:15 AM
To: edward.williams@counter-racism.com
Subject: re: Please help..?

I haven't called the meeting yet, but I was going to.

I have not been charged with naything.

It (would be) an inquiry (I guess, I'm not sure) into why I am not being helped and/or being offered "due process" as the other employees are.

I will


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PostPosted: Wed Mar 17, 2010 7:23 pm    Post subject: Reply with quote

blanked out wrote:
From: "blanked out" <blanked out@yahoo.com>
Sent: Friday, August 07, 2009 3:00 AM
To: edward.williams@counter-racism.com
Subject: Please help..? (part 2)

Hello again Mr. Williams. This email may be alot to read and I know you are an extremely busy person. I am asking for help once again since you have been so kind in helping me in our previous discussions.

I wanted to bring you up to speed about my progress at work as I despirately need some help in choosing the correct strategy. I have attached my presentation of what I am going to speak to HR about for you to review, but here are some key points to note before you do, so you can follow along easier.

I'm going to list the events as they occured when I applied for this Compliance Mngr. position.

1-My Mngr.(a non-white hispanic who fancies himself as a white person) told me during a 1-on-1 meeting that he'd speak to HR on my behalf about the position but he said this after bad mouthing the Legal Dept's lawyer by calling him an asshole and telling me I wouldnt be happy in that position or on his team, and he said this in front of another Mngr. (a Jew) who shares an office with my Mngr. making our 1-on-1 meeting a 1-on-1-on-1 essentially.

2-I applied for the position and knew for a fact that I was the better experienced candidate
because the other 2 people who applied do not have the skill-sets that I do specifically for this position. (in addition to me being the only 1 of the 3 candidates who holds a college degree) The position specifically stated 4yr degree required although I only have a 2yr degree, but nevertheless this is just an extra piece of information for you to get the scope of things

3-Once I failed to get the position, I setup a meeting with HR to inquire about some constructive feedback as to why I was not selected.

4-HR Dept-head met with me and stated as far as she knew, the candidate who was chosen (a non-white male) was chosen based on his experience, but quickly recanted her comment after I mentioned that I believed that I was the more experienced candidate including having a college degree. She then said.."I will forward you to the correct person(s) since I wasn't in on the decision making".

5-I gave her several reasons why I felt I was the better candidate (including my degree) which she stated was not in my personal file. I also told her what my Mngr. stated about the Lawyer being an asshole and also about discouraging me from applying for this position. (I later thought this may be considered gossiping, but I would say this in front of my Mngr. not to mention the other Mngr. who was there when he said this and I will say it in front of all of them.) Nevertheless in the future I don't want to put incorrect words in my Mngr's mouth...as you demonstrated on the CR website by using the strategy of saying "He said what he said".....which I will try and utilize next time. It didn't occur to me until shortly after I said it...guess I can chalk it up to a "Niggerized brain freeze"

6-Ten minutes after meeting with the HR Dept-head I then met with the Lawyer, (who has a team of 2 woman, 1-non-white and 1-white) and he stated.."You were by far the better and more experienced candidate Anthony, and my personal choice, however, I was not in charge of the decision either...it was the non-white woman and the white woman's decision and I only acted as the "veto'er" and from what I understand they selected the candidate (non-white male) based on "who they thought would be happier in the position" but he then told me I can feel free to speak with the white woman and non-white woman about their selection criteria.

7-I sent an email about 3 days later to both women (w/o copying the Lawyer) requesting to speak to them about the position, and it was quickly returned to me 6 minutes later by the HR Dept-head who copied the Lawyer. (NOTE: I spoke privately to the non-white/black woman a few days earlier who told me in confidence that my Mngr. actually told HR and/or the Lawyer that I would not be happy in the position or something along those lines.)

8-In this email, HR begins to tell me that it was "inappropriate" to send an email requesting information about the position from these 2-women. It became apparent that she may have not been aware that the Lawyer already gave me his blessing.

9-I quickly replied and told her and the Lawyer that it was HE who gave the order to talk with the 2-women at my leasure and I would never do anything "inappropriate" as she mentioned. The Lawyer replied with a separate email only to me and stated that he will discuss it with me later because he was on a conference call. (that was over a week ago-still no word from he or HR) So I setup another meeting for next week Mon-Tue...

10- see presentation doc (Meeting #2)

Thanks for your time Mr. Williams and I hope to hear from you soon. Take care.



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PostPosted: Wed Mar 17, 2010 7:26 pm    Post subject: Reply with quote

Edward Williams wrote:
From: Edward Williams <edward.williams@counter-racism.com>
Subject: re: Please help..? (part 2)
To: "blanked out" <blanked out@yahoo.com>
Date: Friday, August 7, 2009, 6:26 AM


Hello Sir,

Essentially the same strategy will apply. Is it "due process" for your company to hire the best candidate for a position that is posted? Either it does or it doesn't. If your company is only interested in hiring the least qualified person for a position then the decision that was made is understandable. But if your company goes about the business of hiring the most qualified person for a position...why not you? This is the logic.

This is a clear case of someone in the process of subverting the United States Constitution 5th and 14th Amendments. What is your next step?

Edward Williams

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PostPosted: Wed Mar 17, 2010 7:27 pm    Post subject: Reply with quote

blanked out wrote:
From: "blanked out" <blanked out@yahoo.com>
Sent: Friday, August 07, 2009 10:40 PM
To: edward.williams@counter-racism.com
Subject: re: Please help..? (part 2)

I have another meeting planned on Tuesday of next week.

I will speak with HR and go over the list of questions and statements. (see attached.)
I will then conclude my questioning and statements by giving her the standard Codified response.

I signed on with (My Company) to perform my duties and I always do what I'm told according to the support of the....you know the rest.

Would you suggest that I exclude or include anything else Mr. Williams..?

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PostPosted: Wed Mar 17, 2010 7:29 pm    Post subject: Reply with quote

Edward Williams wrote:
From: Edward Williams <edward.williams@counter-racism.com>
Subject: re: Please help..? (part 2)
To: "blanked out" <blanked out@yahoo.com>
Date: Saturday, August 8, 2009, 5:51 AM


I suspect having a meeting only with HR is not going to get the problem solved. HR should attend but the entire management chain may be necessary in order to get the problem solved in the shortest timeframe.

Edward Williams

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PostPosted: Wed Mar 17, 2010 7:33 pm    Post subject: Reply with quote

blanked out wrote:
From: "blanked out" <blanked out@yahoo.com>
Sent: Saturday, August 08, 2009 1:45 PM
To: edward.williams@counter-racism.com
Subject: re: Please help..? (part 2)

I agree.

After speaking with HR the 1st time, she stated she was getting conflicting statements from others involved so when I speak to her this Tuesday (if the story is still conflicting) I will suggest all parties involved sit down and go through the evidence step by step.

Also, I have her (HR) on record as saying the candidate (non-white male) was chosen due to experience and I also have the Lawyer countering that with his statment of.."as far as I know, they (the only 2 people on the Legal team--1 non-white woman and 1-white woman) made their decision based on who they felt would be happier in the position".

I will close with the standard Codified response...your thoughts?

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PostPosted: Wed Mar 17, 2010 7:35 pm    Post subject: Reply with quote

blanked out wrote:
From: "blanked out" <blanked out@yahoo.com>
Sent: Tuesday, August 11, 2009 10:06 PM
To: "Edward Williams" <edward.williams@counter-racism.com>
Subject: Meeting #2 (recap)

Mr. Williams, only wish you had been there to see the look on their faces when I started with the Codified response regarding the 5th & 14th....wooow!

I must say, it worked like a charm in addition to rallying the forces (HR) behind me in search for this possible "subversion"...

Mr. Williams, I want you to know that I was called into my Mngr's office 3 minutes before I was to meet with HR, and he told me.."We reveiwed some recent history in your file and determined that there were changes made back in March with (certain people's pay rate) and for some reason I was excluded from that short list. He then gave me a document stating what my new increased pay rate would be.

I then went into to the HR office and have attached what was discussed.

PS: I also had a much longer list of questions, but when HR tried to go off-topic in the conversation; I had to go straight to the Codified reply, and the convo was shortly over after that. (please see attachement)

Mr. Williams, please also provide me with any constructive insight on what could have been asked or said etc. regarding this meeting and/or the next scheduled meeting when I return from vacation.

I thanks for you for your time and your helpful advise.



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PostPosted: Tue Jul 06, 2010 4:32 pm    Post subject: Re: Reply with quote

RecoveringAa wrote:
Greetings Edward Williams and Thank You for posting this. I feel great shame that I was unable to follow this when first posted. I would must assuredly nipped this problem I have in the bud when I returned to work on April 19 2010!
I would also be better prepared to go forward NOW as I have initiated this process.

Are you able to share What happened next???

M.E.
Abena

Unfortunately many non-white people use speech and/or action on the job and throughout their various experiences in all area of people activity that work to get them what they are after but we do not do a good job of passing on those strategies and/or techniques that work in any grave detail to other non-white people so that they can use them.

I only have the information that Mr. Torres sent me in our discussions via e-mail. Today I posted the document that he sent me via e-mail to this thread. I'm not sure that will help further but it is there. This is one of the main reasons the WSP exists...so that individual non-white people can strategize and outline their counter speech and/or counter action against the SYSTEM of racism (white supremacy) and profile and keep track of their own individual actions in posts on their counter-racism science project threads. Other non-white people can get a clear understanding of the thoughts, speech and actions of the non-white people who choose to post their counter-racism science experiments, their supposed scientific theory (hypothesis), the results of the experiments and the refinement of the experiments. And if they are not clear they can ask questions or post their own counter-racism science experiment and run and post their results.

The old way of each one teach one doesn't work...it just doesn't work. We need a strategy of each one teach many and the racists (white supremacists) have put all of the tools in place for us to accomplish this. The Internet is just one of the tools. Even when you have non-white people who know something about counter-racism it is still difficult for them to understand and practice these concepts...especially when it comes to how we interact with each other.

They have us...the white people who practice racism (white supremacy) have us right where they want us. We should be talking about producing justice and we cannot even appear to practice the 10 Stops in the codebook because of how we have been trained to interact with each other. They got us. And a code is the only way out. A code of thought, speech and/or action that works against the SYSTEM of racism (white supremacy) where each individual non-white person works in a United Independent manner. Working as individuals (independent) running our own individual counter-racism science experiments that are posted somewhere where other non-white people can view and ask questions about and we can learn how to use speech and/or action to produce justice. But when this information can be viewed by any non-white person in the world and questioned, which is the beginning of the refinement stage, and the speech and action duplicated by more and more non-white people then it begins to look like we are acting in a united fashion against the SYSTEM of racism (white supremacy). We don't have to be standing right next to each other where we are both holding a sign and we're jumping up and down screaming 'no justice no peace' in order to look like we are united. When we are saying the same things and doing the same things for the same reason...to produce a SYSTEM of justice...even though we may be hundreds or thousands of miles away from each other...it looks like we are united. That's how logic works. United Independent.
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PostPosted: Mon Aug 16, 2010 1:53 pm    Post subject: Reply with quote

Thanks blanked out! Please keep the information coming!

Here is a conversation, that hopefully you and others can get information from, of me and my manager talking about training. The buildup prior to this was that I asked for training on a product that we were using on the job that I was tasked with using and keeping it upgraded and functional as part of my job responsibilities. I asked for the training and management asked me for justification for the training.

Me and My Manager

Here I was tasked to use and keep software updated as part of my job responsibilities that I was not trained to use. When I asked for training I was told to provide justification for the training on the software that they hired me to use. I had no prior knowledge of this software prior to being hired and told them that in the interview. They not only wanted me to provide them justification for the training that I needed to do the job that they hired me to do but they also wanted to know how I was going to use what I learned in the training to train my colleague. Apparently they had no intention of training the non-white female that was working with me.

Telling, Training and Testing. This is the process...the logical process. They will tell you to do something and test or grade your efforts but they will rarely train you to do what it is they tell you to do. So, I was told to do it and graded on my performance for doing it but not trained on doing it. And when I asked for taining I had to provide justification for being trained. They left out the Training part as they usually do.

In the meeting with my manager I asked three basic questions;

(1) What is the purpose of the meeting?
(2) Have you had a chance to look at the agenda for the training?
(3) Do you have a list of things that you want me to get out of the training?

There is no step-by-step process for this. Once you understand THE LOGIC of what you're doing you just use the words that are necessary to take everyone participating in the conversation exactly where it is you want to go.

I got my manager to provide me the justification for me taking the training. See...he already had the justificiation in his head. He didn't need to have a meeting with me at all. I was patient. Had to say things more than once. But took my time and walked through THE LOGIC with my manager slowly. What HelixHair said about white people 'doing the math quickly' is absolutely correct. But if you are patient and not try to jump the gun and cover all of the basis all at once...careful...have a good grasp of THE LOGIC of what you are doing...and some examples of the language always helps...you can walk through the process with them step-by-step.

You don't always have to have the tactical advantage in order to get people to follow the logic you are using. A good grasp of the logic and use of words can get the job done. In the SYSTEM of racism (white supremacy) non-white people never have the tactical advantage over the smartest and most powerful white people...even when it seems that we do. So we have to rely on THE LOGIC and the use of words.
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PostPosted: Tue Aug 17, 2010 1:06 pm    Post subject: Reply with quote

X-8161973 wrote:
Edward Williams wrote:
Quote:
There is no step-by-step process for this. Once you understand THE LOGIC of what you're doing you just use the words that are necessary to take everyone participating in the conversation exactly where it is you want to go.


That makes a lot of sense Mr. Williams. Some people throw curve balls, some throw change-ups, and others throw fast balls to achieve their goal/objective of a strike. In the case of non-white people, our GOAL is to counter racism and try to produce justice. I often use this baseball reference when speaking to my mom.

I would also like to add that I was very afraid to confront the suspected RWS' in (HR) on the job back in 2009. I'm sure many non-white people reading this post can relate to this feeling. In my opinion, my fear was a result of me NOT being comfortable with using WORDS. Under the system of racism white supremacy, I was used to making statements instead of asking questions.

I want to make a note to the (non-white readers) that when I stated I was \"comfortable\" and no longer \"in fear\" of the suspected RWS' on the job, that does not mean that I will automatically use the best WORDS to protect myself from further harm. I became \"comfortable\" over time by using WORDS and studying the cause and effect of the QUESTIONS/WORDS that I used during my practice in counter racism experiments and counter racism code. I wanted to add this very important point for all new and existing members.
--->
I thought it was interesting that Mr. Williams' manager initially stated @ 0:00-0:04 sec...\"I wanna know how we're gonna transfer this knowledge that you gain...\"

\"Then he later stated @ 1:26-1:30 sec ...\"Do we have anyone in Ops. that can, can do that training?\"

Mr. Williams, can you provide any details or thoughts as to what he may have been trying to imply here?

It's the same old song and dance of getting the non-white person to not only tell you why the training was needed, which was self evident, but to also get the non-white person to participate, presumably, in an act that may not be in accordance with due process by the non-white person working to provide justification to be trained and somehow promising to be able to train any other person that requires the training. He hints at different things throughout the conversation. But it was focus and a good grasp of THE LOGIC...and of course me writing down the questions I wanted to ask before the meeting and doing some thinking about how those questions would walk everyone through THE LOGIC...that guided the conversation.

See he wanted me to have the focus and make the commitment that not only was I going to get trained if the training was approved for me but he also wanted me to commit to, after I completed the training course, have the ability to train anyone else who needed the training...and he wanted me to make this part of my justification to get trained. But that's not due process. If I am tasked with the upkeep and full functionality of software, or anything else, whereby I need training to complete the task and I am sent to a training class put on by the manufacturer of that software so that I can 'do my job correctly' then anyone else that has the same task should require the same training by the manufacturer of the software. They should not be trained by me. I may forget something. Then what?

I think he asked if there is anyone 'in house' that could do the training. Just another way to attempt to subvert due process. If due process means...and I say it does mean this...'doing things in the correct way' then when I am attempting to 'do my job correctly' I am attempting to support the United States Constitution (due process). When others try to keep me from doing my job correctly by not providing me the Training I need to 'do my job correctly' thereby attempting to subvert due process which means to do things in the correct way then I have probable cause to believe that someone is subverting the Constitution of the United States. When I speak out about this I am not only supporting the United States Constitution I am also defending the United States Constitution.

X-8161973 wrote:
It sounds like he was trying to find someone who would do the training (without) requesting to be trained like you did. Can you elaborate on this? I'm sure I have confused myself here...Good stuff, thanks for sharing.

He made a lotta statements and asked questions that I didn't answer...purposely didn't answer because that would've taken us off course of establishing justice, which the United States Constitution expressly states is one of the things we are always supposed to be doing at all times.

If I say justice is guaranteeing that no person is mistreated and also guaranteeing that the person who needs help the most gets the most help then I have to act like that is the definition. At the time of and during the meeting I was the person that needed help the most. So I sought to get the help that I needed so that I could help others and I didn't do it any old kinda way. I made sure that if due process was for me to get training from the manufacturer that in the future I didn't subvert due process by agreeing at the time of the meeting to train people that requires training from the manufacturer.

When he asked me about transferring knowledge I asked the question for the purpose of the meeting which got us right back on course for me getting the training that I needed. He then asked me what I thought I was going to get out of the training and bring back to the organization. I had already sent him a copy of the training agenda which outlined what was being covered during the training. See, it wasn't a matter of him knowing what was being covered. He wasn't talking about what I was going to be trained on. He hadn't even looked at the agenda. His focus was my commitment to train other people. In other words his postition was the he wasn't gonna keep sending people to training and that if I wanted to go ot training I had to commit to him to train anyone else who needed the training and that my commitment to do this should be part of my justification for getting trained. I didn't know that this was gonna be his postition until we started talking. But the questions I had written down prior to the meeting kept us on course. He was never able to state his position in a manner that made more sense than the answers to the questions that I asked. And eventually he had to answer my questions and when doing so he ended up giving me the information I needed for the justification for the training...which of course matched the agenda for the training.
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Edward Williams
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PostPosted: Mon Sep 13, 2010 1:42 am    Post subject: Reply with quote

And that is how it is done. Now you can refine your approach by...for example...staying away from saying 'same training' since that causes you to have to do more work by having to answer additional training. I refined my approach by using the phrase 'do my job correctly'. See...they ain't gonna say you don't need to do your job correctly so that phrase always helps to set the focus of why any training is needed. Once you got the 'why' or the reason why behind you then you move to the 'how' and that is where due process can really bring focus into the conversation.

If a person uses Microsoft Excel on the job, for example, and is required to do their job correctly and the person requests training from Microsoft on the use of Microsoft Excel in order to do their job correctly and the person does not get the training they requested...then logically speaking...the person is not required to do their job correctly. I mean...something's gotta give. Either the person is required to do their job correctly or the person is not required to do their job correctly. See how that works. If they tell you that on your job you can do your job any old kinda way because everyone before who has done your job has done it any old kinda way and you'll still get your raises and promotions on time for doing your job any old kinda way...well...eh...uhm...uhh... then do your job any old kinda way. But I don't think any manager is gonna tell you that.

But if you have a job and you are told that you are required to do your job correctly then all you have to do is come up with the things you need in order to do your job correctly and let your manager know what those things are. Very simple. Now they probably will not tell you are required to do your job correctly because they know where that is gonna lead to. You will have to ask if you are required to do your job correctly.

This is a great chess move. How are they gonna answer 'no' to that question? Once they say 'yes' in answer to that question then you let them know what you need in order to do your job correctly. Don't let them know what you need in order to be successful. Words are very important. Now...when they say you are required to do your job correctly and you tell them the training you need in order to do your job correctly but they don't provide you with that training and they still give you a poor performance review then you have probable cause to believe that someone is subverting the Constitution of the United States...because that is not justice. According to the United States Constitution we are supposed to be establishing justice.

So...they tell you what you are required to do...you tell them what training you need in order to do your job correctly...then they have to provide you with that training. They may try to avoid giving it to you...but if you position your words correctly they will paint themselves into a corner. Now they may try to play the odds which is something they do on a daily basis. They may provide you the training and anyone else that goes through the same process you went through to get the training. When other people do not step up like you did then they will not get the training. I've seen this happen repeatedly.
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