We used to fight for great things. Noble things. Now look at us. What Democrats want these days is a look at Trump’s tax returns and the unredacted version of the Robert Mueller Report. Not that there’s anything wrong with trying to get those documents. Transparency is important. But they’re hardly talking about the great issues of our time like poverty, the retirement crisis or ecocide.
Now we’re waiting for the court to rule. Guesstimate is that it will happen in early 2019. If they rule for me (the plaintiff in Ted Rall v. LA Times et al.), anti-SLAPP is no longer an issue, the Times is out of stalling tactics, and we begin discovery: subpoenaing the Times’ secret documents and deposing their employees in preparation for trial in LA Superior Court.
If they rule for the Times (the defendant), my defamation and wrongful termination case ends. I will have to pay the Times hundreds of thousands of dollars in their padded $715-an-hour fees.
More importantly, losing my case would be a major defeat for anyone who works for what a California court defines as an employer of a “media company” with First Amendment rights: a newspaper, a magazine, a website, a social media platform, any number of Silicon Valley tech companies. If I lose, it means the Times’ argument that they can defame, retaliate and discriminate against their employers — even for sexist, racist or homophobic reasons — would become case law. Any “media” company in the state would become exempt from these important protections.
That’s why I’m fighting so hard. It’s not just for me. Tens of thousands of California workers, most of whom have never heard of me or my case, are in danger of losing their rights because of the Times’ reckless arguments.
In summer 2017 the Times won its abusive anti-SLAPP motions against me in LA Superior Court. We believe that Court made a number of errors in its decision that will be corrected when the Court of Appeals considers my case “de novo” — without considering the decision of the lower court.
Earlier this summer we filed our Opening Brief in the Court of Appeals. The Times filed its Respondents Brief. Now we’ve filed our response to their brief. There will be no more filings.
Next the Court will schedule oral arguments. They will either rule from the bench right there and then or issue their decision in writing shortly thereafter.
Some of you have asked whether Dr. Pat Soon-Shiong, the biotechnology entrepreneur and physician who purchased the Times earlier this year, has tried to resolve my case. The answer is no. Upon acquiring the Times Dr. Soon-Shiong said he intended to turn over a new leaf at an institution infamous for mismanagement and corruption; we still have yet to see any sign of improvement.
Thank you for your support. The fight for a free press continues.
No one should get fired for his political beliefs.
Not even a Nazi.
I am disturbed by the news that some of the white nationalists who attended the violent “Unite the Right” hatefest in Charlottesville last weekend are being outted on social media. Attendees have been on the receiving end of threats and doxxing. It was reported that a restaurant worker in Berkeley was canned after he was exposed on Twitter.
Needless to say — it ought to be, anyway — I hate Nazis, Klansmen and the like. Their politics and values are exactly the opposite of mine. Still, no one should get fired for parading around with torches like it’s Germany in 1933.
This isn’t a First Amendment issue. Nothing in our outdated constitution prevents an employer from firing you on account of your politics. In 2004 an Alabama company even fired a woman for having a John Kerry for President bumpersticker on her car.
It is a free speech issue.
A business has the right to control its employees’ behavior in order to protect its image. Particularly in a liberal stronghold like Berkeley but anywhere really, no one wants a waiter wearing a swastika tattoo or spouting racist views. But if Top Dog restaurant can fire a racist dude for racist views he expresses thousands of miles away, there’s nothing to prevent Google from firing a software engineer for sexism — or you for whatever you happen to believe.
Firing a worker for their politics — especially when those politics are expressed outside the workplace — is McCarthyism. McCarthyism is wrong, McCarthyism is immoral and McCarthyism ought to be illegal.
As usual during episodes like this, many of my comrades on the left are gloating over what they see as righteous payback against violent, racist, anti-Semitic thugs. This makes me very uncomfortable, and not just because it feels more like the “human flesh search engine” online vigilantism that occurs in China than the United States, where the MYOB ethos ruled pre-Internet.
I don’t deny that this is personal. My political views have gotten me targeted by a cyberstalker/identity thief, fired by a publication over a cartoon that appeared elsewhere in another venue, and defamed by a newspaper as a favor to the local police chief who’d cozied up to the paper’s publisher. I’ve been working long enough to observe that what’s popular today gets censored tomorrow, and vice versa. Top Dog gets plaudits for firing a fascist; next time the victim could be a garden-variety Democrat.
“Historically it’s more dangerous as an employee to be associated with racial justice and the NAACP, than it was to be affiliated with the KKK,” notes Walter Greason, a historian and professor at Monmouth University.
A sign posted by Top Dog management reflects a common view: “We do respect our employees’ right to their opinions,” the sign read. “They are free to make their own choices, but must accept the responsibilities of those choices.” The question is, should those “responsibilities” include being deprived of a livelihood?
I wish I had a dollar for every time I’ve read some variation of “You have the right to be a fascist/racist/sexist/jerk/communist, but XYZ Corp. has the right to fire you too.” Or, as Oliver Wendell Holmes, Jr. wrote in 1891: “A employee may have a constitutional right to talk politics, but he has no constitutional right to be employed.”
True, that’s the law. What I’m arguing is that free speech will always be meaningless until the constitution is amended. Workers should be protected from retribution for what they think and say.
We live in a capitalist society. Except for those born rich, we must work or else starve. The U.S. is the only nation with at-will employment. And jobs are hard to find. Under these conditions, without workplace free-speech protections, employees must think twice before they attend a rally, post a controversial memo, join a party or slap a bumpersticker on their vehicle. Are you willing to risk unemployment, poverty and perhaps homelessness — not just you, but also your spouse and children? If the answer is “yes,” God bless you. History is made by people like you.
For many others, though, the answer is “no, I can’t afford free speech.” The upsides of free expression are intangible while the downside risks are terrifyingly brutal. A 2016 Harris poll found that 33% of U.S. employees are afraid to talk about politics at work. Increasingly workers have to worry about losing their jobs as the result of talking about politics outside of work too.
The American workplace is a fascist state. It’s time to overthrow the millions of little Hitlers who think the fact that issuing a paycheck turns their employees into slaves subject to thought control.
Just don’t talk about this around anyone who knows where you work.
(Ted Rall (Twitter: @tedrall) is author of “Trump: A Graphic Biography,” an examination of the life of the Republican presidential nominee in comics form. You can support Ted’s hard-hitting political cartoons and columns and see his work first by sponsoring his work on Patreon.)
UPDATED: Turns out the email from “Adbusters” below was actually from another group. See my follow-up blog post for details.
So I got this email from Adbusters Magazine this morning:
What made this crass attempt to commercialize the crashed-and-burned OWS movement even ickier was that it recently followed this: