Monday, August 08, 2011

Fw: Target's rape factory

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From: "Patrick Schmitt," <>
Date: Mon, 8 Aug 2011 18:23:12 -0700
To: <>
Subject: Target's rape factory

Tell Target: End the abuse at "rape factory" in Jordan

Sign the Petition

Dear Fred,

Thousands of members have already spoken out against abuses at what's becoming known as the "rape factory" in Jordan.

“We only went to Jordan to earn money to help our families; we had no idea that factory managers would rape so many of us young girls,” said a young woman who goes by the name Nazma to protect her identity. 

Nazma is one of the dozens of Sri Lankan and Bangladeshi young women who have been sexually assaulted by supervisors at Classic Factory in northern Jordan, which makes clothes for American brands like Walmart, Target, and Macy's.

Leading up to next week’s trial against a Classic supervisor charged with rape -- the first such trial -- managers are escalating abuses. Supervisors are locking victims and witnesses in the factory, threatening and intimidating them to ensure they will not testify.

And although the Jordanian government promised that Anil Santha, the manager accused of rape, would not be allowed to return before the trial, he's back on the factory floor.

Despite global outcry over Classic’s abuses and the tactics they’re using to dodge justice, international customers like Walmart, Target, and Macy's are still buying Classic clothing.

Given the critical situation on the ground, Classic Factory workers, consumers, and human rights organizations, are urgently calling on these high-profile companies to immediately condemn human rights abuses and force change. Click here to sign the petition now. 

Target and Macy's have claimed that they are investigating conditions at the factory, but they're deferring to the Jordanian Ministry of Economy and Labor -- which claims there is no evidence of sexual abuse.

Instead, conditions are getting worse. In addition to imprisoning women inside the factory, managers are removing all the males workers -- in some cases even deporting them -- cutting the staff to older male supervisors and vulnerable young women. 

At Classic's urging, the government also arrested the leader of an outside human rights NGO and took his passport to prevent him from intervening to protect the women at the factory.

“All we can do is cry,” Nazma said. “We ask the people who buy our garments, please end this abuse and torture we face. We should be able to work without fear of sexual assault.”

Now is a critical moment for action. Outside pressure and attention can ensure that victims and witnesses are freed and can testify against their rapists -- and that Classic Factory reforms its policies and practices. 

Otherwise, the manager and supervisors will continue to imprison, assault, and rape girls and women with renewed impunity.

Sign now to urge Walmart, Target, and Macy's to force Classic Factory to free imprisoned victims and witnesses -- and end its human rights abuses against women:

Thanks for being a change-maker,

- Patrick and the team


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Friday, August 05, 2011

Direct hostile communication in the workplace.

I work at a hospital as a security officer. I work for an outside company contracted by the hospital and I am not directly under the authority of the hospital's hierarchy.

A maintenance employee who is directly under the authority of the hospital's hierarchy is apparently under the misguided impression that the security officers are parking lot attendants. On one occasion the maintenance employee complained to a security officer about other employees who parked in the Emergency Department patient parking lot. On August 5, 2011 at 6:15 A.M. the maintenance person directly confronted a security officer who was parked in a space designated for a Senior, close to the entrance to the Emergency Department. The security officer is a Senior, and as a security officer is required to be close to his vehicle for emergency purposes.

The correct action when one sees another employee or contractor violating rules is to write a detailed report of the incident and submit it to your supervisor or the administration safety officer. It is for management to decide the course of action that follows the report.

The purpose for this procedure is to avoid creating a hostile work environment. This procedure is part of regular training for employees at this hospital. The maintenance employee receives this training, indicated by his continued employment at the hospital, therefore, the actions of the maintenance employee are symptomatic of more important personal issues that create frustration that must be vented opportunistically.

Opportunistic aggravation, delusional vindication and self-fulfilled validation: Creating the reason for the way you feel after the feeling.

When someone seeks to create an outlet for frustration, or seeks to create a situation where one feels vindication or validation for the way one feels, by attempting to aggravate another person into action, this person has unresolved feelings of anger or frustration. This emotional state is a chemical imbalance in the brain that is incorrectly attributed to outside causes.

That is why the terms "glass is half-full" and "glass is half-empty" is commonly accepted for describing certain types of personality. Some people remain either optimistic or pessimistic in different situations precisely because their brain chemistry hasn't changed with outside events.

The chemical imbalance is mostly genetic, but frequently the result of consuming substances like alcohol or other drugs.

An employee who receives regular annual training on the subject of workplace cooperation and communication, yet cannot constrain behavior to within the recommended parameters, will eventually become a safety risk to fellow employees and must seek treatment or be removed from the environment.