#1586: Marine Links Sister Marcy SBA Pedo-Fem Lesbians to EEOC Decoys for WTC7 Drones

Plum City – (AbelDanger.net). United States Marine Field McConnell has linked his sister Kristine Marcy’s apparent deployment of pedo-fem lesbian extortionists in the U.S. Small Business Administration to Marcy’s late lover Lee Guarria who allegedly used WTC#7 18th Floor war rooms of the U.S. Equal Employment Opportunity Commission to decoy incendiary-laden drones into WTC# 1 & 2 on 9/11.

McConnell claims that Marcy and Guarria’s pedo-fem associates extorted Morgan Stanley’s top officials and its director of security, the late “Rick” Rescorla, into developing the WTC sabotage vulnerability tests to establish a London-based spread-bet bookmaker’s body count for the 9/11 decoy attacks.
McConnell further claims Marcy and Guarria had Rescorla killed as he was leading evacuees from the South Tower and WTC7 later demolished at about 5:20 pm to silence a prospective whistleblower and remove evidence as to the use of the 18th Floor war rooms in the decoy and drone maneuvers of 9/11.

See #1:
Abel Danger Mischief Makers – Mistress of the Revels – ‘Man-In-The-Middle’ Attacks (Revised)

Prequel 1:
#1584 Marine Links Clinton Pardoned Pedo-Fem Extortionists to Amec WTC 7 18th Floor Bombers

Prequel 2:
Rhodes Scholars Yves Fortier and Bill Clinton Linked To al-Qaeda 9/11 – Hired Hackers – Nortel Networks Tricked – Entrust PKI Spun Off – U.K. MoD

The man who saw it coming.

9/11 Incontrovertible Proof the Government is Lying

“Cyril Richard “Rick” Rescorla (May 27, 1939 – September 11, 2001) was a retired United States Army officer of British birth who served with distinction in Northern Rhodesia as a member of the Northern Rhodesia Police (NRP) and as a soldier in the Vietnam War, where he was a Second Lieutenant in the United States Army.[2] As the director of security for the financial services firm Morgan Stanley at the World Trade Center, Rescorla anticipated both attacks on the towers and implemented evacuation procedures credited with saving many lives. He died in the aftermath of the attacks of September 11, 2001, while leading the evacuees from the South Tower.”

Lawsuit Charges Brokerage House with Widespread Discrimination against Women
NEW YORK – The U.S. Equal Employment Opportunity Commission (EEOC) [on 18th Floor WTC#7] filed suit today against Morgan Stanley Dean Witter & Co. and Morgan Stanley & Co., Inc. alleging that the Wall Street brokerage firm discriminated against Allison Schieffelin, a former convertible bond sales representative, and as many as 100 other women in the company’s Institutional Equity Division on the basis of their sex. The suit also alleges that Morgan Stanley retaliated against Ms. Schieffelin, and ultimately fired her, after she voiced her opposition to discriminatory practices at the firm.

EEOC filed the lawsuit in U.S. District Court for the Southern District of New York pursuant to Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1991. The suit charges Morgan Stanley with having engaged in a pattern or practice of discrimination against women in the Institutional Equity Division who held positions as associate, vice president, principal, and managing director by compensating them less than their male colleagues and by limiting their opportunities for professional advancement.

“By advancing free marketplace principles, Wall Street has led our nation to its position of global economic pre-eminence,” said EEOC Chair Cari Dominguez. “Our laws and our citizens now demand that those same principles that have worked so well in the marketplace be applied to the workplace. This Agency is fully committed to ensuring that all Americans have the freedom to compete – the freedom to compete in the workplace on a level playing field. I urge the securities industry – and all employers – to continue to take an aggressive, proactive role in removing workplace barriers, whether attitudinal or organizational, that deprive women of the freedom to compete and to achieve to their fullest potential.”

According to Spencer H. Lewis, Jr., director of the agency’s New York District Office, which investigated and attempted to settle the case prior to filing suit, “Morgan Stanley systematically denied opportunities for equal compensation and advancement to a class of professional women. By filing this pattern or practice case the EEOC seeks to remedy these illegal practices and send a message that discrimination will not be tolerated in this or any other industry.”

Small Business Information
In March, 1999, the Small Business Initiative was launched [in an alleged seditious conspiracy between Kristine Marcy and her lesbian lover Leonara “Lee” Guarria] as part of EEOC’s continuing effort to open the lines of communication and reach out to those groups who have a critical stake in the agency’s work. To improve relations between EEOC and small businesses, the agency:

Designated a small business liaison in every agency district office.

Made available public information material and guidance in a “plain language” format.

Revamped the small business information section on EEOC’s web site.

Developed regional small business outreach plans for each agency field office.
 Maria Flores
Program Analyst 

EEOC Remembers September 11, 2001
Chair Berrien’s Message to EEOC Staff on the 10th Anniversary of 9/11In the aftermath of the September 11, 2001, terrorist attacks, the U.S. Equal Employment Opportunity Commission (EEOC) determined that special measures were needed to combat a backlash of employment discrimination against those perceived – based on their ethnicity, religion or national origin – to resemble the attackers. Ten years later, the issues that caused the backlash continue, and EEOC remains vigilant.

The Sept. 11 attacks also hit the EEOC directly. In addition to bringing down the Twin Towers, the assault destroyed a nearby office building that housed the EEOC’s New York District Office – though all EEOC employees were safely evacuated.

In the days immediately following September 11, when feelings were still raw, then-EEOC Chair Cari Dominguez issued a public statement that highlighted the need for tolerance in the workplace. Chair Dominguez said that we must “not allow our anger about . . . [these] heinous events . . . to be misdirected against innocent individuals because of their religion, ethnicity, or country of origin.” The Chair urged employers to call attention to their policies against discrimination and harassment, and to be especially vigilant about the possibility of backlash against Middle Eastern or Muslim employees.

In addition, the EEOC intensified its outreach, created fact sheets on immigrant employee rights (http://www.eeoc.gov/eeoc/publications/immigrants-facts.cfm) and discrimination based on religion, ethnicity or country of origin (http://www.eeoc.gov/laws/types/fs-relig_ethnic.cfm ), translated the fact sheets into Farsi, Hindi, Punjabi, Urdu and Arabic and distributed the material on wallet cards and in other user-friendly formats.

EEOC staff also conducted vigorous outreach and education, to employers and workers alike, about discrimination based on race, ethnicity, and country of origin. Staff met with employers, civil rights organizations and members of religious groups, and attended community forums, to discuss how to prevent religious and national origin discrimination as a result of September11. For example:

The EEOC’s Cleveland office, in a joint venture with the Ohio Civil Rights Commission, met with members of the Muslim, Sikh, Middle Eastern and Arab-American communities to discuss backlash concerns in five Ohio cities;
The Houston office met with Islamic student groups and held a town meeting in a local mosque, which was attended by members of six other mosques.

EEOC staff went to mosques, churches and community centers across the country to provide counseling and take charges. The Commission created a special code to track charges related to September 11 from people who were – or were perceived to be – Muslim, Arab, Afghani, Middle Eastern or South Asian, or those alleging retaliation related to September 11.

To focus further attention on the issues surrounding backlash discrimination and to educate employers and the public, the Commission held a public meeting (http://www.eeoc.gov/eeoc/meetings/archive/12-11-01.html) in December 2001, featuring representatives of community and business groups discussing problems facing employees as well as employer best practices to prevent and address post-9/11 backlash in the workplace.

In the initial months after the terrorist attack, the EEOC saw a 250% increase in the number of religion-based discrimination charges involving Muslims. Over the past ten years:

The EEOC received 1,036 charges using the special code, out of more than 750,000 charges filed since the attacks; Of the charges filed under the special code, discharge was an issue in 614 charges and harassment in 440 charges;
84 (8.2%) charges resulted in settlements, 30 (2.9%) in withdrawals with benefits, 25 (2.4%) in successful conciliations (settlement after an EEOC finding reasonable cause to believe discrimination occurred); Charges were filed in 38 states and the District of Columbia, including 169 charges in California, 140 in Texas, 67 in Florida and 63 in Illinois.

Since September 11, the Commission has filed more than 80 lawsuits alleging backlash discrimination, many of which concerned harassment involving national origin and ethnicity. The alleged harassment included taunts such as “Saddam Hussein,” “camel eater,” and “terrorist.” During the same period, the Commission filed more than 3,200 lawsuits alleging discrimination based on all statutes enforced.

The EEOC’s fight against backlash discrimination in the days immediately after the September 11 attacks grew from urgent and extreme circumstances. Perhaps of even greater concern, in addition to those charges with a direct link to the September 11 backlash, the Commission continues to see more charges involving religious discrimination against Muslims and alleging national origin discrimination against Muslims or those with a Middle Eastern background. As a result, in addition to outreach efforts to ensure that the Nation’s laws prohibiting employment discrimination on the basis of religion and national origin are vigorously enforced, the EEOC has continued to work with the communities most impacted by backlash discrimination to ensure that both employees and employers are aware of their rights and responsibilities under the law.”

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