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THIS IS YOUR BOSS: VOTE LIKE I SAY – PART FOUR (END)

In Business, Politics, Social commentary on October 22, 2012 at 12:00 am

David Siegel is the founder and chief executive of Westgate Resorts, the largest privately owned time-share company in the world.  And he’s building the biggest home in the U.S., a 90,000-square-foot Florida palace they call Versailles.

Recently he took time off to tell his 7,000 employees how to vote. And to threaten them with dismissal if his Presidential candidate, Mitt Romney, loses the election.

On October 8, he sent out the following memo. To which I offer commentary where required.

SIEGEL:

So where am I going with all this? It’s quite simple. If any new taxes are levied on me, or my company, as our current President plans, I will have no choice but to reduce the size of this company. Rather than grow this company I will be forced to cut back. This means fewer jobs, less benefits and certainly less opportunity for everyone.

COMMENTARY:

This adds a whole new meaning to the phrase: “If I don’t get my way, I’ll just take my football–I mean, company–and go home.”

Of course, he wouldn’t DREAM of telling his employees who to vote for–he just makes a blatant threat that if they support the re-election of Barack Obama, he will close down the company and throw them into the street.

That’s why the United States desperately needs–and deserves–an Employers Responsibility Act to legally require employers to behave responsibly toward their employees and job-seekers. Only then will “employers” and “responsibility” truly be linked.

SIEGEL:

So, when you make your decision to vote, ask yourself, which candidate understands the economics of business ownership and who doesn’t? Whose policies will endanger your job?

Answer those questions and you should know who might be the one capable of protecting and saving your job. While the media wants to tell you to believe the “1 percenters” are bad, I’m telling you they are not.

COMMENTARY:

That’s right–who are you going to believe: Your own experience–or what Siegel is telling you?

SIEGEL:

They create most of the jobs. If you lose your job, it won’t be at the hands of the “1%”; it will be at the hands of a political hurricane that swept through this country.

You see, I can no longer support a system that penalizes the productive and gives to the unproductive. My motivation to work and to provide jobs will be destroyed, and with it, so will your opportunities. If that happens, you can find me in the Caribbean sitting on the beach, under a palm tree, retired, and with no employees to worry about.

Signed, your boss,

David Siegel

COMMENTARY:

Again: Siegel wouldn’t DREAM of telling his employees who to vote for. But, just to make sure they get the message he’s sending them, he signs off as: “Your Boss.”

For thousands of years, otherwise highly intelligent men and women believed that kings ruled by divine right. That kings

  • held absolute power
  • levied extortionate taxes and
  • sent countless millions of men off to war

–all because God wanted it that way.

That lunacy was dealt a deadly blow in 1776 when American Revolutionaries threw off the despotic rule of King George III of England.

Today, millions of Americans remain imprisoned by an equally outrageous and dangerous theory: The Theory of the Divine Right of Employers.

Americans did not win their freedom from Great Britain–-and its enslaving doctrine of “the divine right of kings”-–by begging for their rights.

And Americans will not win their freedom from their corporate masters–-and the equally enslaving doctrine of “the divine right of employers”-–by begging for the right to work and support themselves and their families.

And they will most certainly never win such freedom by supporting right-wing political candidates whose first and only allegiance is to the corporate interests who bankroll their campaigns.

Americans can choose to reject those lies–and demand that employers behave like patriots instead of predators.

The solution can be summed up in three words: Employers Responsibility Act (ERA).

If passed by Congress and vigorously enforced by the U.S. Department of Justice and Labor, an ERA would ensure

  • full-time
  • permanent and
  • productive employment

for millions of capable, job-seeking Americans.

And it would achieve this without raising taxes or creating controversial government “make work” programs.

Such legislation would legally require employers to demonstrate as much initiative for hiring as job-seekers are now expected to show in searching for work.

Among its provisions:

The seeking of “economic incentives” by companies in return for moving to or remaining in cities/states would be strictly forbiddenEmployers who make such overtures would be prosecuted for attempted bribery or extortion:

  1. Bribery, if they offered to move to a city/state in return for “economic incentives,” or
  2. Extortion, if they threatened to move their companies from a city/state if they did not receive such “economic incentives.”

Under an Employers Responsibility Act, CEOs who tell their employees, “Vote as I say–or else,” would find a new home from which to conduct business: A prison cell.

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