The Equal Employment Opportunity Commission [EEOC], operating without restraint, is now deciding “hostile work environment” harassment claims brought by federal agencies. If they suspect harassment, they then sue.
For example, Confederate T-shirts are now punishable harassment as is other political speech according to the EEOC.
A formal complaint by an African American was filed in 2013 against a coworker for wearing a cap with the insignia of the Gadsden Flag which pictures a coiled snake and contains the phrase, “Don’t Tread on Me.” The complainant found it racially offensive because he determined Christopher Gadsden was a “slave trader and owner of slaves.”
We are talking about the 1700s here.
The complaint was dismissed in 2014 because the complainant failed to state a claim but it’s been resurrected and it’s being investigated now.
The complainant alleged that the Gadsden Flag, the first Navy Jack, is a “historical indicator of white resentment against blacks stemming largely from the Tea Party.” He added that the Vice President of the International Association of Black Professional Firefighters cited the Gadsden Flag as the equivalent of the Confederate Battle Flag.
The Gadsden Flag began in the Revolutionary War and it had nothing to do with race. The slogan was non-racial and the Tea Party movement which used the flag had a non-racial agenda. It is often used in patriotic displays.
In 1775, during the American Revolution, the Gadsden Flag was used by the Continental Marines as an early motto flag.
Considered one of the first flags of the United States, the flag was later replaced by the current Stars and Stripes (or Old Glory) flag.
There have been rare occasions in which supremacists have used it but that can’t be helped.
The EEOC decided to investigate whether the Gadsden Flag is punishable harassment two months ago:
In light of the ambiguity in the current meaning of this symbol, we find that Complainant’s claim must be investigated to determine the specific context in which C1 displayed the symbol in the workplace. In so finding, we are not prejudging the merits of Complainant’s complaint. Instead, we are precluding a procedural dismissal that would deprive us of evidence that would illuminate the meaning conveyed by C1’s display of the symbol.
What next? Shall we rip down the Washington Memorial – he owned slaves? How about the Jefferson Memorial – he owned slaves?
What other political speech will be banned by these leftists?
We are going to have Fascist dress codes in the workplace. That’s what this type of decision is leading to. Private employers will ban according to the leftist political correctness standards being set.
The First Amendment no longer protects people, certainly not in the private workplace. The government agencies are now acting like kings.
This case doesn’t even have the cap wearer saying anything racist. He simply wore a cap with an esteemed American Revolutionary flag.
What won’t be considered workplace harassment if a Gadsden Flag on a cap isn’t permissible? The racially insensitive political correctness standard is extremely dangerous.
Even if this case is found in favor of the employer, this puts a chill on all employers who don’t want to be sued, but that is the intention. It’s part of the agenda and it’s ruining our country.
People wonder how all the people in Germany could allow the Nazis to take over. This is how. First, political correctness silences all opposition.
There are complaints that are even more absurd than this that could easily come down the pike. Melania Trump was accused of racism because she wore a white dress the night she gave a speech at the RNC convention.
Anything can become tinged with racism or some other issue. There is no end. We know that pro-Trump paraphernalia is already banned on colleges where free speech is so important.
The government has no business restraining our speech in private workplaces or anywhere but they are doing it.
The Volkh Conspiracy writes,“There is a place for political discussion in our country, but it shouldn’t be the workplace. Accordingly, you may want to consider adopting policies that prohibit political discussions and expression in your workplace, consistent with the applicable state and federal requirements.” So writes one employment lawyer, in the Virginia Employment Law Letter. Other employment law experts have likewise urged employers to broadly restrict speech, including speech about presidential politics (that happened with regard to talk about the Clinton/Lewinsky matter).
This is what is becoming acceptable and even mainstream.