Berkeley CSUA MOTD:Entry 29377
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2025/04/07 [General] UID:1000 Activity:popular
4/7     

2003/8/17-18 [Politics/Domestic/Crime, Politics/Foreign/MiddleEast/Israel] UID:29377 Activity:very high
8/17    http://www.unknownnews.net/0626-2.html
        So, it seems like you could take almost any retail outlet down
        just by repeatedly asking them "Is this product made in Israel"
        \_ Not really.  But you can certainly make a lot of paperwork for the
           employees that are just there to get by on crap salaries.
        \_ here's the law:
           http://www.bxa.doc.gov/antiboycottcompliance/part760oac.pdf
           see section (d) on page 24.
        \_ Great.  Now we can get those racist Abercrombie bastards.
           \_ what are you accusing Abercrombie of exactly?
              \_ Go here: http://www.afjustice.com
                 ! the above poster
2025/04/07 [General] UID:1000 Activity:popular
4/7     

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Guidelines | 10 Index | 11 Mystery links | 12 Stickers & 13 pins & 14 stuff | Make payments with PayPal - it's fast, free and secure! It sounds more like the USSR than the USA, to punish people for asking a forbidden question, or for not immediately reporting to the government that someone else asked a forbidden question. The question that's punished by law is: Are any of these products made in Israel, or made of Israeli materials? They also require that receipt of boycott requests be reported to the Bureau of Industry and Security, formerly known as the Bureau of Export Administration. It sounds more like the USSR than the USA, to punish people for asking a forbidden question, or for not immediately reporting to the government that someone else asked a forbidden question. Only a few years ago, during South Africa's apartheid era, it was considered the height of good moral backbone to ask whether a product came from that country. Must the store promptly file a form with the Bureau of Industry and Security reporting that we asked? Well, we'll be asking the forbidden question in every store we enter. In a free society, the government doesn't tell people what questions they can ask, and what questions they can't, and what questions must be promptly reported to the authorities. We had heard of this law before -- banning people from even asking about boycotting Israeli products -- but we had foolishly assumed it wasn't often enforced. According to the article, though, "more than $26 million in fines" have been levied for violations of this law, suggesting that enforcement of the Forbidden Question Law is not at all uncommon. The fine in this case was $6,000, so assuming that's average and doing the math, more than 4,000 Americans or American companies have been fined -- for asking the forbidden question, or failure to report that someone else asked the forbidden question. The department's Bureau of Industry and Security had charged that, in response to a request from a customer in Bahrain, Cook had furnished information stating that the goods being shipped were not of Israeli origin and did not contain Israeli materials. The bureau also charged that Cook had failed to report its receipt of the request. Cook, of North Kansas City, neither admitted nor denied the allegations, but agreed to pay the $6,000 civil penalty. They also require that receipt of boycott requests be reported to the Bureau of Industry and Security, formerly known as the Bureau of Export Administration. Cook's chief executive, Charles Bennett, was in Paris this week and unavailable for comment. A spokeswoman for the company, Rita Durocher, said the fine marked the first time Cook has had a run-in with a federal agency. The warning followed a call by the 22-member Arab League to reactivate its decades-long boycott of Israel. The Bureau of Industry and Security says it has imposed more than $26 million in fines for violations of the provisions. More than a decade ago, the Commerce Department sent compliance officers to Kansas City to check out tips that Marion Merrell Dow Inc. Nothing came of the investigation, and no penalties were imposed. In Cook's case, the Bureau of Industry and Security charged that Cook failed to report a letter of credit it received on Dec. The letter asked it to confirm that the goods being shipped "are not of Israeli origin nor do they contain any Israeli"material. Cook, with 558 employees overall and 120 employees locally, is one of North Kansas City's biggest employers. Since 1990, Cook has had a joint venture relationship with the chemicals division of TotalFinaElf, a multibillion-dollar petrochemicals giant based in Paris. These "antiboycott" laws are the 1977 amendments to the Export Administration Act (EAA) and the Ribicoff Amendment to the 1976 Tax Reform Act (TRA). The antiboycott laws, however, apply to all boycotts imposed by foreign countries that are unsanctioned by the United States. The TRA's reporting requirements apply to taxpayers' "operations" in, with, or related to boycotting countries or their nationals. Its penalties apply to those taxpayers with foreign tax credit, foreign subsidiary deferral, FSC (Foreign Sales Corporation), and IC-DISC (Interest Charge-Domestic International Sales Corporation) benefits. Conduct that may be penalized under the TRA and/or prohibited under the EAR includes: * Agreements to refuse or actual refusal to do business with or in Israel or with blacklisted companies. Implementing letters of credit containing prohibited boycott terms or conditions. The TRA does not "prohibit" conduct, but denies tax benefits ("penalizes") for certain types of boycott-related agreements. The TRA requires taxpayers to report "operations" in, with, or related to a boycotting country or its nationals and requests received to participate in or cooperate with an international boycott. To obtain these forms, telephone OACs Reports Processing Unit at (202) 482-2448. TRA reports are filed with tax returns on IRS Form 5713. Penalties: The EAR prescribe the penalties for violations of the Antiboycott Regulations as well as export control violations. These can include: Criminal: The penalties imposed for each "knowing" violation can be a fine of up to $50,000 or five times the value of the exports involved, whichever is greater, and imprisonment of up to five years. During periods when the EAR are continued in effect by an Executive Order issued pursuant to the International Emergency Economic Powers Act, the criminal penalties for each "willful" violation can be a fine of up to $50,000 and imprisonment for up to ten years. Administrative: For each violation of the EAR any or all of the following may be imposed: * General denial of export privileges; Boycott agreements under the TRA involve the denial of all or part of the foreign tax benefits discussed above. The $10,000 maximum per violation specified in the EAA is adjusted periodically pursuant to law for inflation. The maximum civil penalty for any violation committed from October 23, 1996 through November 1, 2000 is $11,000 per violation. The maximum civil penalty for any violation committed after November 1, 2000 is $12,000 per violation. Return to 24 today's Unknown News This material is copyrighted by its original publisher. You can help We try not to whine too much or too loudly, but we are poor and this site eats a lot of money and time. And for those who can't afford the time, giving just a buck or two can make all the difference and keep Unknown News alive.
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Case Documents To read a copy of the EEOC's Letter of Deter-mination of Discrimination by Abercrombie, 18 click here. The named plaintiffs allege that Abercrombie discriminates against people of color, including Latinos, Asian Americans, and African Americans, in the hiring, job assignment, compensation, termination and other terms and conditions of employment. It employs over 22,000 employees, most of whom are college-age adults, in over 600 stores throughout the United States. To contact an attorney at Lieff Cabraser regarding the Abercrombie lawsuit, 20 click here. Plaintiffs' Allegations: Abercrombie Discriminates Against Latinos, Asian Americans and African Americans in Order to Create the "A&F" Look Plaintiffs are young adults who allege that they were qualified for employment at Abercrombie and were not hired or were terminated because of their race, color, and/or national origin. The complaint alleges that Abercrombie enforces a nationwide corporate policy of preferring white people for sales positions, desirable job assignments, and favorable work schedules. The complaint specifically alleges that Abercrombie discriminates against persons of color in the following ways: * Abercrombie recruits, hires, and maintains a disproportionately white workforce of salespeople (called Brand Representatives) who act as salespeople and recruiters of other employees. To the extent that it hires people of color, Abercrombie channels them to stock room and overnight shift positions and away from prominent positions on the sales floor, keeping them out of the public eye. Managers were allegedly strongly encouraged to recruit white employees who fit the "A&F Look," while persons of color were discouraged from even applying. Each store also prominently posts large photographs of models - almost all of whom are white. In addition, the Company publishes and sells A&F Quarterly, a magazine/catalog featuring almost exclusively white models. These managers and corporate representatives visit stores frequently to ensure that each store is properly implementing the Company's discriminatory employment policies and practices. When managers or corporate representatives discover that minority Brand Representatives have been hired, they have directed that these Brand Representatives be fired, moved to the stock room or overnight shift, or have their hours "zeroed out," the equivalent of termination. Corporate officials then select roughly 15 stores' pictures as exemplary models and distribute these photos to all stores nationwide. The Brand Representatives in the pictures are almost invariably white. Proposed Class Plaintiffs bring the case on behalf of a proposed nationwide class of all past, present, and future minorities who, because of their race, color, and/or national origin, have been discouraged from applying, or have been refused employment, desirable job assignments, job transfers, desirable hours, compensation, and/or other terms and conditions of employment regarding Brand Representative positions as well as those who have been terminated because of their race, color, and/or national origin. The court has not made any ruling on the merits of any claims or defenses asserted by any party. Relief Sought Plaintiffs allege that Abercrombie has maintained and continues to maintain a pervasive policy or practice of discrimination based on race, color, and/or national origin in all aspects of employment at Abercrombie stores throughout the United States. The lawsuit seeks to halt the alleged discriminatory policies or practices, and award all class members pay, as well as compensatory damages, punitive damages, and injunctive relief. Contact Us Our legal team is interested in learning of experiences of people of color who might be a part of the class or who witnessed acts of discrimination. This includes anyone who applied for positions at Abercrombie or were terminated and believe they were discriminated against because of their race, color and/or national origin. Please 21 click here to contact our legal team at Lieff Cabraser. About Lieff Cabraser Heimann & Bernstein, LLP Founded in 1972, Lieff Cabraser Heimann & Bernstein, LLP is a fifty-plus attorney law firm with offices in San Francisco, California, New York, New York, Washington, DC, Beverly Hills, California and Nashville, Tennessee. We represent plaintiffs in federal and state courts across America in employment discrimination cases. Our lawyers have been at the forefront of innovative and significant lawsuits advancing the rights of employees nationwide. Notice on Trademarks "Abercrombie" and "A&F" are registered trademarks of Abercrombie & Fitch Co. These trademarks are used for informational purposes only. This website is in no way affiliated with Abercrombie & Fitch Co.