Daily Archives: November 8, 2009

Employment Discrimination – It is Unlawful

DM’s demons are running a counter offensive to TRUTH. He is having public – his newest cannon fodder – hustling about in phone and internet chains promoting that certain people who might support the TRUTH are “declared.”  Of course, we’ve yet to see any golden rod. I guess that would a) promote the quality of people that are finally saying “I ain’t standing for this anymore”, and b) set in to motion some pretty ugly comm evs (after all per the Suppressive Acts PL anyone declared is entitled to a comm ev).  What the Dear Leader’s minions don’t seem to get is that they are serving as agents in activity that in some cases is a clear violation of law. That occurs when the effects of such campaigns result in the loss of the target’s job.

DM knows it is unlawful, but he is so damn arrogant he thinks he can get his unthinking agents  doing his bidding and that will create some sort of buffer that will insulate him. By cultivating his brand of arrogance in “high-roller” public Scientologists he counts on them to be ruthless and “unreasonable” with their employees. He counts on them to do his dirty work.  And in this way he thinks he’ll make life tough for anyone who contemplates having an independent thought.  But, a change is coming. A new breed of cat is standing up for its rights.

Since employment discrimination is one of the big three levers of coercion and extortion employed by Miscavige’s church (along with family break up, and denial of “eternal salvation”) he isn’t about to take it out of his arsenal.  Therefore, it behooves those who are the potential effect of it to know their rights and remedies.

Creating secular employment conditions or terminating employment on the basis that an employee follow, or not,  dictates of a religious organization (especially its Dear Leader’s mandates) is unlawful and is a violation of the civil rights of the employee.  An entire Federal apparatus, The Equal Employment Opportunity Commission (EEOC), exists to remedy such illicit employer conduct, http://www.eeoc.gov/laws/types/religion.cfm

If you find yourself experiencing any of the following, realize your rights are likely being violated:

a) being regged for church donations at your place of employment as arranged or condoned by your employer and objected to by yourself.

b) receiving any type of pressure from an employer – directly or indirect – to follow church mandates, “command intention”, or suggestions to increase one’s church related activity.

c) being casitagated or invalidated at your place of employment for expressing objections to demands or suggestions that you even listen to, let alone agree with, church propaganda or doctrine.

d) being referred to or even reported to the church for failure to agree with church doctrine or propaganda.

e)  Your rights are also being violated if you are treated differently because of the religious beliefs of a spouse or family member. This provides protection from inhumane wielding of the disconnect card, or threats for studying material you believe clarify and enhance your religious beliefs. See this from the EEOC web page:

Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group.

If you have experienced any of the above, it is a good idea to start documenting every instance of it. You can write contemporaneous reports in protest and lodge them with your employer. You can demand a witness be present or to record it when a-e above are attempted.  You can save emails and memos that document it. Regardless of its effectiveness on the job, at the end of the day you will have the evidence you need to vindicate your rights.

If your religious thoughts or utterances put you in a lowered employment status or endanger your job, your employer is violating your civil rights. You can be the effect of it and succumb, or you can be vigilent and protect your rights. The choice is yours.

This is not an invitation to create some huge controversy at one’s place of employment. Quite the contrary, all it is intended to do is, in the words of LRH,  “MOVE THE PTS PERSON FROM EFFECT OVER TO SLIGHT GENTLE CAUSE.”