Why Dumbing Down?

Why all the fuss about hackers when the Chinese Communist Party designs and manufactures most of our hardware?

(Just a question.)

“A Prison By Any Other Name”


  • The road to creating a free, peaceful, and just society does not start with incarcerating all the children. . . .

“Vitamins Hide the Low Quality of Our Food”


  • Synthetic vitamins are now required to keep us healthy — but they also enable us to eat ourselves sick.

“Why The Real Basket Case Is Not Japan But A Place Closer To Home”


  • Already in the nineteenth century . . . Westerners understood that below the absurd surface, Japanese society was highly organized.  It is a lesson that seems to have been forgotten.

“C-section baby boom as parents rush to give birth before Lunar New Year”

[SCMP link — February 16, 2015]

  • Tradition dictates, according to some fortune tellers, that babies born in the Year of the Horse are more vigorous than those born in the Year of the Goat, which begins on Thursday.

Why all the fuss about money when we have no idea where it will come from?

(Just a question.)


E-mail: DollarToTheGiant@Gmail.com for We Avoid Risk By Sacrificing Children Chronicles & Comments June 2008 [#1] to Date [#1294]

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The biggest lie – Texas Edition

Texas supposedly has the best job environment, so yesterday and today I set out to prove / disprove that train of thought.

Those that read this report last night about Texas jobs will realize that it just ain’t so.

But the question remained.

How did we do when you factor in the temporary workers brought in to displace Texans in Texas?

So I created this PDF report that you can view by clicking on the following link:


When you view this report, you will see that in the heading, we show each occupational code, the job title, how many jobs there are in Texas and the hourly wage and yearly salary.

In the detail lines we have two lines where line 1 shows the main LCA Application info and line 2 shows the company sponsoring the visa, how many they want to hire, and the salary that they are willing to pay.

At the end of the detail lines for each occupation we will have a line that shows how many jobs there are in Texas for that job, and how many temporary workers these companies want to bring in for that job to displace Texans in Texas.

Make no mistake about it.

There are many of us that can prove that for every temporary worker brought in on a visa, one damned fine Texas family will lose their livelihood.

The computer jobs start on page 620 for my fellow Texas Developers.


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Is the EEOC beginning to wake up? Age Discrimination can be proved easily…


Seasons 52 Refused to Hire Older Workers Nationwide, EEOC Charges in Lawsuit

Chain Denied Older Workers Positions at Its Newly Opened Restaurants Throughout the Country, Federal Agency Claims

MIAMI – Seasons 52, a national restaurant chain and one of the Darden restaurant brands, engaged in a nationwide pattern or practice of age discrimination in hiring hourly employees, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

The EEOC’s lawsuit alleged that since at least 2010, Seasons 52 has been discriminating against a class of applicants for both “front of the house” and “back of the house” positions, such as servers, hosts and bartenders, by failing to hire them because of their age (40 years and older) when opening new restaurants.

According to the lawsuit, various Seasons 52 management hiring officials would travel to new restaurant openings to oversee their staffing. Older, unsuccessful applicants across the nation were given varying explanations for their failure to be hired, including “too experienced,” the restaurant’s desire for a youthful image, looking for “fresh” employees, and telling applicants that Seasons 52 “wasn’t looking for old white guys.”

Age discrimination violates the Age Discrimination in Employment Act (ADEA). The EEOC filed suit Civil Action No. 1:15-cv-20561-JLK, in U.S. District Court for the Southern District of Florida after first attempting to reach a pre-litigation settlement through its conciliation process. The agency seeks monetary relief for applicants denied employment because of their age, the adoption of strong policies and procedures to remedy and prevent age discrimination by Seasons 52, and training on discrimination for its managers and employees.

“This case represents one example of the barriers to hiring that some job applicants face,” said Malcolm S. Medley, district director for the EEOC’s Miami District Office. “Eradicating barriers to employment opportunities is a priority of the Commission.”

Robert E. Weisberg, regional attorney for the EEOC’s Miami District, said, “As workers remain in the workforce longer, it is more important than ever that we refocus on the principle of non-discrimination based on age in the workplace. The EEOC will vigorously protect the rights of job applicants to ensure that hiring decisions are based on abilities, not age.”

Orlando, Fla.-based Darden currently owns and operates 43 Seasons 52 restaurants in 18 states. Of these, 35 have opened since 2010.

Eliminating barriers in recruitment and hiring, especially class-based recruitment and hiring practices that discriminate against racial, ethnic and religious groups, older workers, women, and people with disabilities, is one of six national priorities identified by the Commission’s Strategic Enforcement Plan (SEP).

Individuals who believe they may have been denied a position at Seasons 52 because of their age or who have any information that would be helpful to the EEOC’s suit against Seasons 52 should contact the EEOC toll free at (844) 816-7877 or by e-mail at seasons52.lawsuit@eeoc.gov.

The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on the agency’s web site at www.eeoc.gov.

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A Good Topic(s) for a Face-to-Face Conversation

What will your children do for a living — if anything?

Our fictitious economy will appear substantial for as long as our biological competitors continue to humor us.  Our non-experience is terribly useful to them.  Nobody seriously believes that Wall Street or Washington creates real wealth.

The origin of wealth is goods production.  The destination of wealth is goods consumption.  Cash and other financial assets are useful in exchange for life-serving goods.  And without goods somewhere, there would be no services anywhere.

In 2014, our goods deficits averaged $1.98 Billion per day.  A generation ago, in 1984, our goods deficits averaged $0.29 Billion per day.  For the sake of your children, you can see where this is going.  That said, any pace would get us there.

This weekend, try having a face-to-face conversation with someone you care about and would protect.  We’ve all become too dependent on electronics, and now that our electronics are supplied by our biological competitors, why wouldn’t they use the electronics to compete with us biologically?

This might be a good subject to discuss — this or my original question about your children.  Just remember to tell the truth.  It’s Valentine’s Day, after all.

“China Exclusive: Virtually perfect love fills empty Chinese hearts”

[Xinhua link — February 13, 2015]

  • Nearly 400 shops on Taobao offer this kind of consolation to the lonely legions of a country with about 200 million singletons.  One operator has struck over 15,000 deals and claims a customer satisfaction rate of 94 percent.
  • The “perfect lover”, of course, comes with a persona of the buyer’s choice.  You can have an easy-going next-door girl or a cool pop star, whatever you prefer.  One broker describes the phenomenon as “just like a real online relationship”.
  • The business reflects the paucity of opportunities for young Chinese urbanites to fall in love in the real world, according to Zhao Yueling, deputy director of Henan’s mental health institute.  “Over-dependence on the Internet has weakened their desire and ability to socialize offline.  Increased pressure of life in big cities adds to their loneliness,” Zhao says.
  • Chen wistfully recalls how his “lover’s” first words — “From now on, I belong to you” — pierced his heart.  Nevertheless, she has refused his request to extend their relationship to a year.  “I nearly fell in love with her, but she keeps telling me that this is just a business arrangement and will end soon,” he said, with a bitter smile on his face.
  • Shi Wen, 22, from Nanjing, capital city of Jiangsu Province, bought a “nuan nan” (sweet, considerate, gentle guy) online, a totally different style from her real boyfriend who is funny and energetic.  “Why should I tell my boyfriend about this?  The deal will expire soon and then I simply need to blacklist the nuan nan,” said Shi.
  • Zhao Yueling warns that those who pay for the fake relationship should be clear about the border between the virtual and real worlds.

“After all, it is the real world we all have to live in,” concludes Xinhua.

These are the people who decide what’s real and what’s not.

E-mail: DollarToTheGiant@Gmail.com for We Avoid Risk By Sacrificing Children Chronicles & Comments June 2008 [#1] to Date [#1293]

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Hell hath no fury like software developers who have been displaced by imported H-1B visa holders

How many more programmers must commit suicide before we wake up and realize that we are destroying American lives in America?

I have been begging for help because I can’t get interviewed or hired with the skills I have.

I have begged for help from the Texas Veterans Land Board, The Attorney General of Texas and any other place I can think of.

And I have listened to the ridicule of my so called friends that say get a job at the local businesses and they will pay you cash so that you can survive, and when I tell them that is fraud and if I was to get caught, they just say “so?” and I’m sick of it.

So Texas brags that we have the best employment environment here even though I can’t buy a damned interview, so I’ve decided to start using my skills to analyze all 50 states, starting with Texas.

Click to zoom in

Click to zoom in

This first chart is for All Jobs in Texas.

Looks impressive, doesn’t it?

But lets look closer.

We had about 9,250,000 jobs in 2001

And we have about 10,900,000 jobs in 2013

In other words, in a state the size of Texas, we only had a gain of about a million and a half jobs in 13 years.

Not very impressive is it?

Click to zoom in

Click to zoom in

That sure doesn’t look good, does it?

Click to zoom in

Click to zoom in

About a 200,000 gain in 13 years with a population of millions?

Click to zoom in

Click to zoom in

Pretty obvious to me why I can’t get back into the computer jobs, isn’t it?

About a 50,000 job gain in 13 years and I’ll bet many, many times more H-1B visas have been issued for places like USAA and others in Texas, wouldn’t you bet Tata, Infosys and Yushan?

Click to zoom in

Click to zoom in

I pity the Texans that have been forced out of those jobs.

Click to zoom in

Click to zoom in

As that little ole lady would say, Where is the Beef?

She must have been a Texan.

Click to zoom in

Click to zoom in

Now I see why I can’t find an attorney to sue the United States Government for bringing in all these temporary workers to displace Americans, and Texans like me.

Looks like they’re getting hit pretty hard, or maybe there just isn’t that much work for them anymore with all of us Americans losing everything as our jobs are carted offshore and temporary visa holders are brought in by our government who acts like good little shoe shine boys and girls for their favorite business donors at the expense of Americans in America

Click to zoom in

Click to zoom in

Even the teachers are getting hammered, but I don’t hear the teachers yelling…


Click to zoom in

Click to zoom in

This one includes reporters.

Wonder why they aren’t yelling?


Click to zoom in

Click to zoom in

What do you know.

Finally, some beef as that little ole lady would say, although it looks like it has topped the last 3 years.


Wonder how many of those jobs were sent offshore?

Click to zoom in

Click to zoom in

Looks good, doesn’t it?

Maybe if you want to throw everybody in jail.

But I still wouldn’t call and increase of 50,000 over 13 years much of an increase in a state the size of Texas

Click to zoom in

Click to zoom in

A good increase there in low paying jobs.

Probably all the folks like me that can’t buy a livable wage job anymore since there jobs were sent offshore or temporary H-1B workers were imported to displace them in there home country.

Click to zoom in

Click to zoom in

Bet you can guess what is happening there, can’t you?

Click to zoom in

Click to zoom in

Yep, more people forced out of the good paying jobs just trying to survive on less than a livable wage.

I feel for them.

Click to zoom in

Click to zoom in

Hopefully they are not all commission based.

Click to zoom in

Click to zoom in

They’ve taken some big hits over the years, haven’t they?

Click to zoom in

Click to zoom in

God Help Them.

The last of a dying breed.

Click to zoom in

Click to zoom in

So much for that construction boom I’ve been hearing about.


Click to zoom in

Click to zoom in

45,000 job increase in 13 years?


Click to zoom in

Click to zoom in

We really need to bring those manufacturing jobs back home, don’t we?

Click to zoom in

Click to zoom in

Where are those jobs that Texas has been boasting about?

I’ll be curious to see how many H-1B visa holders we have brought in to Texas to force a lot of damned good Texans out of a decent future in future editions of this set of charts.

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Chairman Wenstrup, Let me show you what I sent Teresa W. Gerton yesterday

I sent the following to:





And I finally ended up sending it to the following member of her staff, or the office staff.


As you can see, she is not very accessible to veterans such as myself, and yes, I want to know why in this lengthy presentation she made, there is no mention of the VRAP program?

Has it been such a failure that they have washed their hands of us vets?

Thank You for Forwarding.

From: Virgil Bierschwale [mailto:vbiersch@gmail.com]
Sent: Wednesday, February 11, 2015 6:25 PM
To: ‘terry.gerton@dol.gov’
Subject: Veterans, Repeat After Me: Get to an American Job Center

I have been to the job centers.


I have taken your VRAP training and graduated where you said you would offer “Employment Assistance”

Two years I am still unemployable.

Private industry will not call me because of my age (57), and organizations like the Veterans Administration that yell “We hire vets” will not hire me either.

My crime?

I did six years as a radioman in the Navy (13 Oct 76 – 19 Jan 82, USS W S SIMS FF-1059)

I did six years electronic repair after that.

I did 20 plus years software development where I have worn all hats from developer to project manager.

To be fair to you though, it is impossible to place somebody like myself when our government persists in letting what I describe in the video below my name, happen.


Virgil Bierschwale

America has only created 400,000 jobs

From 1999 – 2014


How about we do more to

Keep America At Work

By Hiring Americans in America?


Prepared Remarks by
Teresa W. Gerton,
Deputy Assistant Secretary For
Veterans’ Employment and Training Service,
U.S. Department of Labor,
Before the
Subcommittee on Economic Opportunity
Committee on Veterans’ Affairs,
U.S. House of Representatives,
February 12, 2015


Good afternoon, Chairman Wenstrup, Ranking Member Takano, and distinguished Members of the Subcommittee. Thank you for the opportunity to participate in today’s hearing. As Deputy Assistant Secretary for Policy at the Veterans’ Employment and Training Service (VETS) at the Department of Labor (DOL or Department), I appreciate the opportunity to discuss the Department of Labor’s programs and initiatives pertaining to veterans’ employment.

The Department’s charter, for over 100 years, has been to “foster, promote and develop the welfare of working people, to improve their working conditions, and to enhance their opportunities for profitable employment.” The Department’s collective resources and expertise are integrated with state workforce agencies and local communities to meet the employment and training needs of all Americans, including veterans, transitioning service members, members of the National Guard and Reserve, and their families.

As the Federal government’s leader on veteran employment, VETS ensures that the full resources of the Department are readily available for veterans and service members seeking to transition into the civilian labor force.

DOL’s Employment and Training Administration (ETA) administers the national workforce system — a system that supports economic growth and provides workers and employers with critical resources and support to maximize employment opportunities. Each year, more than 16.9 million Americans, including 1.2 million veterans, receive employment assistance through the workforce system at nearly 2,500 American Job Centers (AJCs) across the country. ETA and VETS fund the counselors in the AJCs who work directly with veterans on their employment and training needs. ETA also funds and oversees the state-operated Employment Service and the Federal-State partnership for the administration of unemployment compensation, including the Unemployment Compensation for ex-service members (UCX) program that provides unemployment benefits to separating service members. VETS’ partnership extends to ETA’s Office of Apprenticeship, which leads the effort to provide apprenticeship opportunities to our transitioning service members and veterans.

Section 2 of the Jobs for Veterans Act of 2002, as codified at 38 U.S.C. 4215, established “Priority of Service” for veterans, which allows veterans and their eligible spouses to receive priority access to workforce training programs directly funded, in whole or in part, by DOL. The Department is committed to Priority of Service for veterans.

The Federal Government took important steps last year to improve how the nation’s training programs serve job-seekers and workers, including veterans. Last year’s Workforce Innovation and Opportunity Act (WIOA) is the culmination of a four-year bipartisan effort on the part of the Administration and Congress to design a modern workforce system that grows our economy by equipping job seekers, workers and veterans with the skills and credentials needed to secure good jobs and advance in their careers, and matching employers with the skilled workers needed to compete and win in the global economy. Implementing WIOA, along with the Administration’s other job-driven training reforms, will help to strengthen the network of nearly 2,500 American Job Centers, provide greater accountability and transparency for consumers, and establish an effective blend of job training and postsecondary education known as career pathways that will help veterans advance in their careers while earning an industry-recognized credential. VETS will continue to work closely with ETA to finalize implementation of WIOA. During FY 2016, the agencies will implement performance management systems to collect the outcome metrics defined in WIOA and other data on services provided to veterans served through AJCs.

The President’s Fiscal Year (FY) 2016 Budget builds on these improvements, including a number of investments of particular benefit to veterans. The Budget includes a $500 million increase for employment services to ensure that all displaced workers, including veterans, get the in-person assistance they need to find a new job or be connected to the services or training they need to prepare for one. Included in this request is funding to provide Reemployment and Eligibility Assessments and Reemployment Services (REA/RES), an approach with demonstrated success, to all transitioning veterans receiving UCX. Veterans would also benefit from the increases in the Budget to expand registered apprenticeship and training.

VETS also collaborates with several other agencies within DOL in support of veterans’ employment. For example, the Office of Disability Employment Policy (ODEP) focuses on disability policy and employment services and has a long history of working with us and with our military and civilian partners on issues affecting disabled veterans.

The Office of Federal Contract Compliance Programs (OFCCP) is responsible for administering the affirmative action provisions of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA). This law prohibits employment discrimination against protected veterans by covered Federal contractors and subcontractors. VEVRAA also requires contractors and their subcontractors to take affirmative action to employ these veterans. In March 2014, new rules became effective that require businesses with federal contracts of $100,000 or more to establish annual hiring benchmarks for protected veterans that we anticipate will increase veterans’ employment opportunities.

DOL’s Wage and Hour Division enforces important leave entitlements for veterans and their families through the Military Family Leave provisions of the Family and Medical Leave Act (FMLA). The Military Family Leave provisions were first added to the FMLA in 2008 and revised in 2010 to provide protections specific to the needs of military families.

DOL’s Women’s Bureau develops policies and standards, and conducts inquiries to safeguard the interests of working women, including women veterans. The Bureau also advocates for equality and economic security for women veterans and their families, and promotes quality work environments.

The Bureau of Labor Statistics (BLS) publishes monthly, quarterly, and annual employment data on veterans and, each March, publishes an annual supplemental report called the “Employment Situation of Veterans.” BLS recently published a report on women veterans in the labor force examining the demographic, employment, and unemployment characteristics of women veterans. This data is critical to understanding the veteran employment situation. In addition to BLS, the Department’s Chief Evaluation Office sponsors research and studies to measure the effectiveness and efficiency of veteran employment programs.

Our partnerships throughout DOL extend VETS’ ability to achieve its mission, and bring all of DOL resources to bear for America’s veterans, separating service members, and their families. VETS’ mission is focused on four key areas: (1) preparing veterans for meaningful careers; (2) providing them with employment resources and expertise; (3) protecting their employment rights; and, (4) promoting the employment of veterans and related training opportunities to employers across the country.

Prepare: The DOL Employment Workshop

As the military drawdown continues through FY 2017, the Department of Defense estimates that approximately 250,000 service members (including members of the National Guard and Reserve) will leave the military annually over the next several years. Many separating service members will face a difficult transition and will struggle to find a job worthy of their talents in an improving, but still-challenging, labor market.

Under the leadership of President Obama, the Administration is committed to ensuring that America fulfills its obligations to our separating service members, veterans, and their families by providing them with the services and support they need to successfully transition to the civilian workforce. As nation-wide unemployment peaked in 2010 and veteran unemployment rates reached 8.7 percent, Congress and the Administration sought to assist veterans with the “VOW to Hire Heroes Act of 2011″ (VOW Act). Also in 2011, First Lady Michelle Obama and Dr. Jill Biden created the Joining Forces Initiative to coordinate public- and private-sector resources to better meet the employment, education, and health care needs of our veterans and their families.

VETS contributes to the Administration’s commitment through the redesigned Transition Assistance Program (TAP). TAP, as codified at 10 U.S.C. 1144, is a collaborative effort led by the Departments of Labor, Veterans Affairs (VA), and Defense (DoD), aimed at providing separating service members and their spouses with the training and support they need to transition successfully to the civilian workforce. Through TAP, DOL brings its extensive expertise in employment services to bear to provide a comprehensive three-day employment workshop at U.S. military installations around the world. In 2003, VETS expanded the Employment Workshop to overseas military installations, and in FY 2005, VETS began to offer courses to returning members of the National Guard and Reserve via the Yellow Ribbon Reintegration program. The VOW Act made participation in the DOL Employment Workshop mandatory for most transitioning service members, including those demobilizing from the National Guard and Reserve.

In FY 2014, as a member of the TAP Senior Steering Group Curriculum Working Group, DOL began an annual curriculum evaluation. This included analysis of results from the web-based Transition GPS participant survey instrument developed by DoD, and input from various stakeholders. Based on this evaluation, DOL revised the Employment Workshop curriculum to include Equal Employment Opportunity and Americans with Disability Act content, the Veteran Employment Center content, and enhanced information on Workforce Innovation Opportunity Act training, dislocated worker training, and registered apprenticeship programs. The FY 2015 curriculum review will begin in April 2015, in conjunction with the TAP Senior Steering Group Curriculum Working Group’s planned review of the entire Transition GPS curriculum.

The Department’s FY 2016 budget request includes $14.1 million for the TAP program, an increase of $100 thousand over the FY 2015 appropriated level. This additional funding will allow VETS to develop a mobile application for the online delivery of TAP course curricula, in order to better reach overseas service members who are unable to attend an in-person TAP course, as well as to allow TAP attendees easier access to course materials after they leave the classroom.

Since the inception of the TAP program over 20 years ago, the Department has provided training and services through Employment Workshops to over 2.6 million separating or retiring service members and their spouses. Last year, DOL conducted more than 6,600 Employment Workshops for over 207,000 participants at 206 military installations worldwide. Of the 207,000 participants, more than 9,000 were members of the National Guard and Reserve.

DOL is pleased to report that the new Employment Workshop curriculum has been well received. Of the over 11,000 participants who most recently responded to a survey in FY 2014 Q4, 91% reported that they would use what they learned in their own transition planning and 89% reported that the DOLEW enhanced their confidence in transition planning. The data strongly suggest that the Department’s revised Employment Workshop is meeting the high expectations of its audience. The Department’s administration of the TAP program has also generated strong support from Veterans’ Service Organizations, including The American Legion, who testified before this subcommittee last month that, “was highly impressed both by the amount and the quality of information that was conveyed….by instructors who were contracted by the Department of Labor.”

The Department is in receipt of the Report of the Military Compensation and Retirement Modernization Commission. We appreciate that the level of cooperation between government agencies is recognized in the Commission’s report. DOL looks forward to working with our federal partners to address the Commission’s recommendations to better prepare service members for transition to civilian life.

Provide: Employment Resources and Expertise (Competitive and Formula Grants)

The Department provides a vast array of services to transitioning service members, veterans, and their spouses to help them with job searching, accessing training programs to bridge skills gaps, and identifying employment opportunities. At the center of the Department’s efforts are two VETS-administered grant programs: Jobs for Veterans State Grants (JVSG), a formula program that supports State staff positions at approximately 2,500 American Job Centers (AJCs) across the nation to promote veterans employment, and the competitive Homeless Veterans Reintegration Program (HVRP). The President’s 2016 Budget maintains FY 15 funding levels for VETS’ grant programs ($175 million for JVSG, and $38.1 million for HVRP).

Jobs for Veterans State Grants (JVSG)

JVSG provides funding to 54 states and territories so they can exclusively serve eligible veterans, as defined in 38 U.S.C. 4101(4) and 4211(4), and other eligible spouses as defined in 38 U.S.C. 4101(5) and can perform outreach to employers. JVSG funds are provided to fund two staff positions: Disabled Veterans’ Outreach Program (DVOP) specialists and Local Veterans’ Employment Representative (LVER) staff.

Disabled Veterans’ Outreach Program Specialists (DVOP)

DVOP specialists are authorized by 38 U.S.C. 4103A and must provide intensive services to eligible veterans and eligible spouses to meet their employment needs, prioritizing service to special disabled and other disabled veterans, as defined by 38 U.S.C. 4211, and to other eligible veterans in accordance with priorities determined by the Secretary. The statute also requires that DVOP specialists place maximum emphasis on assisting veterans who are economically or educationally disadvantaged. An eligible veteran or eligible spouse is determined to have a Significant Barrier to Employment (SBE) if he or she attests to belonging to at least one of the six criteria below:

  1. A special disabled or disabled veteran, as those terms are defined in 38 U.S.C 4211(1) and (3); who are entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans’ Affairs; or, were discharged or released from active duty because of a service connected disability;
  2. Homeless, as defined in Section 103(a) of the Stewart B. McKinney Homeless Assistance Act (42 U.S.C. 11302(a));
  3. A recently-separated service member, as defined in 38 U.S.C 4211(6), who at any point in the previous 12 months has been unemployed for 27 or more weeks;
  4. An offender, as defined by WIOA Sec. 3(38), who may be incarcerated or who has been released from incarceration;
  5. Lacking a high school diploma or equivalent certificate; or
  6. Low-income (as defined by WIOA at Sec. 3(36)).

VETS recently modified the definitions for unemployment duration and for ex-offenders, as reflected in the above criteria, in response to concerns expressed by Veteran Service Organizations (VSOs) regarding constraints in meeting the number of veterans eligible for DVOP services. These changes expand the definitions to be more consistent with new language in WIOA and increase the number of veterans who are eligible for DVOP services.

As explained in 38 U.S.C. 4101(9), the “intensive services” provided by DVOP specialists are the same “intensive services” defined in WIA, and include: comprehensive and specialized assessments of skill levels and service needs; development of an individual employment plan to identify the employment goals, appropriate achievement objectives and appropriate combination of services for the participant to achieve the employment goals; group counseling; individual counseling and career planning; and short-term prevocational services that may include development of learning skills, communication skills, interviewing skills, punctuality, personal maintenance skills, and professional conduct to prepare individuals for unsubsidized employment or training.

As an example of the impact our DVOP specialists make, consider the story of Specialist Scott Butcher. Scott enlisted on July 12, 2005 and served honorably in the US Army through March 29, 2013. He completed three tours in Iraq and received the Iraq Campaign Medal with Campaign Stars and the Combat Infantry Badge. When he first entered his AJC in Cincinnati in August 2013, he was 28 years old, married, and living with his parents. His wife was pregnant and due with their first child in February 2014. Scott had just begun receiving unemployment insurance, lacked job search skills and did not have a current resume.

During intake, an AJC staff member determined that Scott had significant barriers to employment and scheduled him for intensive services with DVOP specialist Douglas Oliver. Scott received training in resume writing, job search, and interviewing skills. He was also referred to the Clermont County Veterans’ Services Commission to receive assistance in applying for a VA disability rating for a service-connected condition. Mr. Oliver then provided Scott with job development contacts, submitted his resume to potential employers, and notified employers of Work Opportunity Tax Credit and on-the-job training funding availability.

Scott started employment on September 30, 2013, as a Sales Associate with Total Quality Logistics in Milford, OH, nearly six months after separating from the Army, but less than two months after walking in to an American Job Center. As of February 2, 2015, Scott remains employed with Total Quality Logistics.

Local Veterans’ Employment Representatives (LVER)

LVERs perform a wide range of duties on behalf of our veterans specifically related to outreach to the employer community and facilitation within the state’s employment service delivery system. These duties are outlined in law in 38 U.S.C. 4104(b). LVERs must be assigned duties that promote to employers, employer associations, and business groups the advantages of hiring veterans. When employer outreach is primarily accomplished by a “business services team” or like entity, the LVER must be included as an active member of that team. LVERs advocate for all veterans served by the AJC with local businesses, and other community-based organizations by participating in appropriate activities such as: planning and participating in job and career fairs; conducting employer outreach; in conjunction with employers, conducting job searches and workshops, and establishing job search groups that include veterans; coordinating with unions, apprenticeship programs and businesses or business organizations to promote and secure employment and training programs for veterans; informing Federal contractors of the process to recruit qualified veterans; providing training and technical assistance to AJC staff and stakeholders regarding veteran issues and concerns; promoting credentialing and licensing opportunities for veterans; and coordinating and participating with other business outreach efforts.

LVERs are also responsible for “facilitating employment, training, and placement services furnished to veterans in a state under the applicable state employment service delivery systems” (38 U.S.C. 4104(b)(2)). VETS defines this facilitation duty as the act of capacity building within the state’s employment service delivery system to ensure easier access to the appropriate employment and training services for job seeking veterans. LVERs play an important role in assisting with the development of the service delivery strategies for veterans in their assigned AJC as well as educating all AJC partner staff with current employment initiatives and programs for veterans.

Development and Training for DVOP Specialists and LVER Staff

DVOP specialists and LVER staff must receive job-related training within 18 months of their appointment. This training is provided by the National Veterans’ Employment and Training Institute, which is administered by VETS. In FY 2014, 100 percent of staff completed the required training courses in case management, labor employment, and employment partnership promotion.

JVSG Refocusing

On April 10, 2014, VETS and ETA jointly released a refocusing strategy that provided clarifying guidance to state workforce agencies (SWAs) on the roles and responsibilities of the Wagner-Peyser (WP), Workforce Investment Act (WIA), and JVSG programs. The Department implemented the JVSG refocusing initiative for numerous reasons including, but not limited to the following: to improve workforce programs’ service delivery strategies for veterans and eligible spouses; to meet anticipated demand for services from an increase in transitioning service members; and to ensure compliance with the VOW to Hire Heroes Act of 2011, Public Law 112-56. This guidance consists of three main pillars:

  • Ensuring veteran participants are referred to the appropriate program (WP/WIA, JVSG);
  • Ensuring DVOP specialists and LVER staff are performing their statutorily-mandated responsibilities; and,
  • Increasing the rate of intensive services to JVSG eligible participants.

The DVOP corps nation-wide has the capacity to support 328,000 participants and deliver intensive services to 90 percent of them. However, over 1.2 million veterans seek assistance annually at AJCs. In order to comply with statutory requirements to prioritize employment assistance to those veterans most in need, the Secretary of Labor identified categories of veterans with significant barriers to employment as the population eligible for DVOP services. Using the definitions provided in Veterans’ Program Letter 03-14, VETS estimates that approximately 417,000 veterans annually meet those conditions.

Additionally, the Secretary identified veterans between the ages of 18-24 as a special population eligible for DVOP services because of the exceptionally high rate of unemployment experienced by this cohort. Subsequently, the Consolidated Appropriations Act of 2014 added to the population eligible for DVOP services those transitioning service members who are in need of additional assistance to secure civilian employment, and those who are wounded, ill or injured and in Medical Treatment Facilities along with their caregivers.

VETS has established metrics to track the number of veterans receiving intensive services, setting an ambitious goal of 75 percent of JVSG participants receiving intensive services in FY 2015 and 90 percent by end of FY 2016. Additionally, VETS and ETA ensure that no veteran is ever turned away from an AJC. All veterans receive Priority of Service, and all recent separatees are entitled to six months of intensive employment services.

VETS understands that some stakeholders are concerned that LVERs can no longer provide case management services to veterans. Under refocusing, VETS clarified the roles of LVERs so that they are focused on employer outreach as required in statute, as it is absolutely critical to ensure that the job provider side of the veteran employment equation is as thoroughly addressed as the job-seeker side. VETS has also recently issued further guidance in response to concerns that LVERs’ focus on employer outreach means LVERs have been prohibited from any contact with veterans. VETS is addressing its internal audit procedures to ensure that scores are not adversely impacted when LVERs have contact with veterans in the course of connecting them with employers, given current limits in reporting systems.

Wagner-Peyser and JVSG Performance Metrics

As shown in Table 1, average six-month earnings, employment entry, and retention for all veterans improved from Program Year (PY) 2012 to PY 2013.

Table 1. Common Measure Results, PYs 2012-2013, Combined Outcomes of Wagner-Peyser Employment Service and Jobs for Veterans State Grants*


PY 2012 Result

PY 2013 Result

Percent of Veterans employed in the first quarter after exit (Entered Employment Rate (EER))



Percent of Veterans employed in the first quarter after exit still employed in 2nd & 3rd quarters after exit (Employment Retention Rate (ERR))



Average six month earnings of Veterans in the second and third quarter after exit (Average Earnings (AE))




*Table1: As reported in the Labor Exchange Reporting System, ETA-9002D and forms 9132 for the states of Texas, Utah and Pennsylvania.

The Department’s Chief Evaluation Office recently completed an analysis of services and outcomes for veteran and non-veteran job seekers served by federally funded employment services, using statistical adjustment to account for demographic, educational, and other differences in the two groups. The data in the study were comprised of 28 million unduplicated customers—two million of whom were veterans—and covered employment services enrollments for nine quarters from January 2011 to March 2013.

Table 2. Employment, Employment Retention, and Average Nine-Month Earnings by Veteran Status, Regression Estimates*

Performance Outcomes

JVSG Veterans

Non-JVSG Veterans


Entered Employment




Employment Retention




Nine-Month Earnings





*Table 2: Wagner-Peyser Data Files, PY2010 Q3 through PY 2012 Q3 (nine quarters, January 2011 through March 2013).

Table 2 shows that, veterans utilizing JVSG services, compared to the adjusted results for non-veterans, exhibited had the highest employment rates, highest earnings, and quickest time to first staff assisted service. The wage gap is considerably smaller for women veterans served by JVSG than for non-veteran women. In the first nine months after exit, male-female gender earnings gaps for JVSG veterans ($2,386) are 34 percent smaller than gender earnings gaps for non-veterans ($3,638).

Homeless Veterans Reintegration Program (HVRP)

The Department is committed to the Administration’s goal of ending homelessness among veterans by the end of 2015. In leading this effort, the U.S. Interagency Council on Homelessness (USICH), currently chaired by Secretary Perez, has generated powerful national partnerships at every level to work toward ending homelessness across the nation. Through these interagency efforts and many others, the Administration has achieved historic progress. While homelessness among veterans has declined, much work remains to be done.

Authorized by 38 U.S.C. § 2021, VETS administers the HVRP to provide employment and training services to homeless veterans so that they can be reintegrated into the labor force, and to stimulate the development of effective service delivery systems which address the complex problems homeless veterans face. The HVRP is one of the few nationwide federal programs focusing exclusively on helping homeless veterans to reintegrate into the workforce.

VETS awards HVRP funds annually on a competitive basis to eligible applicants, including state and local Workforce Investment Boards, tribal governments and organizations, public agencies, for-profit/commercial entities, and non-profit organizations, including faith and community based organizations.

Successful HVRP grant applicants must specifically describe how their outreach to homeless veterans will build an effective level of collaboration with other entities, such as VA’s Grant and Per Diem grantees, the HUD-VA Supportive Housing Program, VA’s Supportive Services for Veteran Families grantees, Health and Human Services (HHS) grantees, and VA’s Homeless Veteran Supported Employment Program. Legislation is needed to allow veterans who are residing in HUD-VASH or were identified as homeless in housing assisted through targeted homelessness programs to be eligible for HVRP.

HVRP operates on the principle that when homeless veterans attain meaningful and sustainable employment, they are on a path to self-sufficiency and their susceptibility to homelessness is diminished. HVRP is employment-focused; each participant receives customized services to address his or her specific barriers to employment. Services may include occupational, classroom, and on-the-job training, as well as job search, placement assistance, and post-placement follow-up services.

Historically, through HVRP, VETS has funded two additional types of grants designed to address difficult-to-serve subpopulations of homeless veterans: the Homeless Female Veterans and Veterans with Families (HFVVWF) and the Incarcerated Veterans’ Transition Program. Through HVRP the VETS also supports “Stand Down” events and technical assistance grants.

One example of a veteran served through the HVRP program is Ms. Catherine Vidal of New York, a 36-year-old Army veteran who was referred to the HVRP program by the VA’s Supportive Services for Families Program on Long Island. She was homeless and very eager to find a job so she could support herself and maintain contact with her child. Catherine was staying with friends, but when that was no longer possible, she slept in the city parks.

Catherine’s work experience was in the field of graphic arts and she was a chemical operations specialist in the Army. However, when she came to the HVRP grantee Services for the Under Served (SUS), she was seeking a position where she could “give back” and was hopeful of obtaining a peer specialist position or other entry-level work in human services. She took full advantage of the computer lab for her job search and enthusiastically participated in job club workshops and meetings with her career coordinator and job developer in spite of her housing issues. Catherine was steered toward several employment interviews through the HVRP, one of which was as a Veteran Peer Support Specialist within SUS’ Veterans division. She applied and was interviewed for the position by a human resources staff member who was impressed with her motivation and obvious desire to assist veterans in need.

Catherine was hired shortly thereafter and began work as a Veteran Peer Support Specialist on July 11, 2014. In her position, she plays an important role in supporting veterans’ wellness and personal recovery goals. She is also heavily involved in community outreach activities to educate and recruit Gulf War era-II veterans. This is a full time position and Catherine currently earns $40,000 per year with benefits. She has now been in her position for six months and is stably housed in her own apartment.

Homeless Female Veterans and Veterans with Families (HFVVWF)

HFVVWF are competitive grants that specifically assist the subpopulation of homeless female veterans and veterans with families who are at risk of becoming homeless. The grants support direct services through a case management approach that leverages federal, state, and local resources. Eligible veterans and their families are connected with appropriate employment and life skills support to ensure a successful integration into the workforce.

Stand Down Grants & Technical Assistance Grants

Through HVRP, the Department also supports “Stand Down” events. These events, typically held over one to three days in local communities, provide an array of social services to homeless veterans. Stand Down organizers partner with federal and state agencies, local businesses and social services providers to offer critical services, including temporary shelter, meals, clothing, hygiene care, medical examinations, immunizations, state identification cards, veteran benefit counseling, training program information, employment services, and referral to other supportive services. Funding for employment services and incentives for homeless veteran participants, such as hot meals and climate appropriate clothing, are provided through non-competitive grants awarded on a first-come, first-served basis until available funding is exhausted.

The HVRP grant program also provides funding to the National Veterans Technical Assistance Center (NVTAC). The NVTAC provides a broad range of technical assistance on veterans’ homelessness programs and grant applications to existing and potential HVRP, HFVVWF, and Stand Down grantees; interested employers; Veterans Service Organizations (VSOs); and federal, state, and local agency partners.

HVRP Program Performance

HVRP’s client-centric, hands-on approach has successfully placed thousands of previously-homeless veterans, some of whom were chronically homeless, on a path to self-sufficiency. In FY 2014, the HVRP program received an appropriation of $38,109,000 with which the Department awarded 37 new HVRP grants, 82 option year HVRP grants, 18 HFVVWF grants, and 66 Stand Down grants. Table 3 lists, for HVRP and HFVVWF grants, the following: participants enrolled, participants placed into employment, the average costs per participant, and average hourly wage at placement.

Table 3. HVRP, including HFVVWF Participant Statistics, PYs 2012-2013*

Performance Outcomes

PY 2012

PY 2013**

Participants Enrolled



Placed Into Employment



Average Cost Per Participant



Average Hourly Wage at Placement




*As reported in the Veterans’ Employment and Training Service Operations and Program Activity Report (VOPAR) System, HVRP Program Status Report.
**The PY 2013 data listed is as of December 31, 2014. PY 2013 will be finalized on March 31, 2015.

Protect: Employment Rights Through USERRA, Veterans’ Preference, VEVRAA, and VETS 100/4212 Reporting

Uniformed Services Employment and Reemployment Rights Act (USERRA)

VETS receives and investigates claims arising under USERRA, 38 U.S.C. 4301-4335. The Act prohibits discrimination in employment based on prior service in the uniformed services, an individual’s current service in the uniformed services, or intent to join the uniformed services. USERRA also provides reemployment rights with the pre-service employer following qualifying service in the uniformed services. Additionally, USERRA prohibits discrimination against individuals who attempt to enforce their rights under USERRA and prohibits retaliation against those who testify in any proceeding under the Act. VETS also has two separate compliance assistance tools, the USERRA and Veterans’ Preference Advisors which assist users in determining if they have a valid reason for complaint, and allows them to electronically file a complaint. These two Advisors are among the Employment Laws Assistance for Workers and Small Businesses (elaws) program’s most popular Advisors averaging over 15,000 users per month. VETS provides its USERRA Annual Report to Congress each year, which includes more detailed information regarding program and enforcement outcomes.

In FY 2014, VETS and the Office of Special Counsel (OSC) concluded a three-year demonstration project (from August 2011 to August 2014) to assess each agency’s performance in reviewing and resolving Federal-sector USERRA cases. The Government Accountability Office (GAO) evaluated the agencies’ performance using metrics, including case outcomes, customer satisfaction, timeliness, cost, and capacity. As reflected in GAO’s final report, GAO-15-77, released on November 25, 2014, VETS scored better than OSC in each measured category.

GAO reported that, between August 2011 and August 2014, VETS resolved 308 (or 97 percent of the 319) USERRA cases, and OSC resolved 366 (or 84 percent of the 434) cases it received. On a survey sent to claimants and administered by OPM, VETS respondents reported higher average satisfaction on every question than OSC respondents, with pronounced differences in scores on timeliness, access to staff, and overall experience. VETS’ average investigation time of closed cases was about 41 days and OSC’s was about 151 days. DOL spent about $1,112 per case, whereas OSC spent about $3,810.

Veterans’ Preference

Under the Veterans’ Employment Opportunities Act (VEOA), 5 U.S.C. 3330a-3330c, VETS is responsible for investigating claims alleging a Federal agency’s failure to apply Veterans’ Preference in hiring or during a reduction-in-force, and claims from veterans alleging a lack of access to a Federal agency’s covered employment opportunities. Additionally, Secretary Perez co-chairs the Council on Veterans Employment Steering Committee and VETS actively participates in the development of policy and oversight addressing federal veterans’ preference.

VETS 100/4212 Reporting

In March 2014, the Department’s published rulings, updating regulations under Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), went into effect. These laws prohibit employment discrimination against qualified individuals on the basis of disability or veteran status by federal contractors and subcontractors, and they require affirmative action to recruit, employ, train, and promote qualified individuals with disabilities and protected veterans. VETS is responsible for collecting annual reports on veteran employment from Federal contractors. The VETS-100 report applied to government contracts entered into prior to December 1, 2003, with a value of $25,000 or greater. The VETS-100A applied to government contracts entered into on or after December 1, 2003, with a value of $100,000 or greater. The reports included the total number of a contractor’s employees who belong to the categories of veterans protected under VEVRAA, and the total number of those employees who were hired during the period covered by the report.

Beginning with the 2015 reporting cycle, VETS implemented a new form to replace the VETS-100 and VETS-100A reports for reporting veteran hiring, the VETS 4212. This change was undertaken pursuant to President Obama’s 2011 direction to federal agencies to reduce burdens on the regulated community by streamlining existing regulatory requirements where possible. The VETS 4212 report reduces reportable items by nearly 50 percent compared to the former reports, and is expected to save Federal contractors nearly $245 million in costs and more than one million burden hours over the next ten years. In addition, the data collected through the VETS 4212 Report will enable contractors to better assess their effectiveness in hiring veterans and complying with VEVRAA.

VETS partners closely with the Office of Federal Contractor Compliance Programs (OFCCP) to ensure that federal contractors understand their obligations regarding veteran hiring, and then connects these employers with employment-ready veterans to help them meet their goals. Most recently, VETS met with the Dulles Regional Chamber of Commerce to discuss veteran hiring initiatives. As a result, five companies are now engaged with their local AJC in Northern Virginia and three are already in the process of hiring additional veterans.

Promote: Employer Outreach, Intra/Inter-Agency Coordination, and Stakeholder Outreach, Women’s Veteran Program

Employer Outreach

VETS’ Office of Strategic Outreach (OSO) was chartered to develop a national engagement and integration strategy that informs and coordinates action within and between the government, private sector and communities to enhance veterans’ employment opportunities and leverage the national workforce system. OSO conducts engagements with federal, state, and local governments; private sector employers and trade associations; institutions of higher learning; non-profit organizations; and Veteran Service Organizations to establish and develop a network that enables service members, veterans, and families to successfully integrate into their communities. This office provides a valuable bridge between national and regional employers who are eager to commit to hiring veterans and workforce development staff at American Job Centers who are tasked with building local employer relationships and assisting veterans in entering gainful employment.

VETS has initiated a regional engagement and integration strategy by staffing a Regional Outreach Specialist with each of the six Regional Offices nationwide. These outreach specialists will coordinate outreach activities with the corresponding VETS Regional Administrator and corresponding state directors of VETS at the direction of VETS OSO.

The partnerships and working relationships initiated and developed to facilitate veteran employment have been significant. VETS continues to work closely with its government partners including the Departments of Veterans’ Affairs, Defense, Energy, Transportation, Agriculture, and the Small Business Administration. VETS is also engaged with the Office of Warrior Care and Policy and the Wounded Warrior organizations of each military service, and plans to support the DoD’s federal internship program exclusively for recovering service members, Operation Warfighter.

VETS is working closely with Joining Forces, “Warriors for Wireless,” “Troops to Truckers” and “Helmets to Hardhats”, several trade associations and several labor unions regarding industry-wide veteran hiring initiatives. VETS has partnered with over 50 private industry leaders and companies including JP Morgan Chase, US Bank, Sodexo, Blackstone Group, JB Hunt, UPS, Tesla, Toyota, Humana, Hospital Corporations of America, Sprint, Home Depot, Walmart, Starbucks, Kraft, Coca-Cola, General Electric, Microsoft, and many others to implement practical strategies to help each company institutionalize their veteran hiring initiatives.

Registered Apprenticeships

VETS is working to increase the use of apprenticeships in the United States, not only to expand opportunity for workers, but to expand opportunity for businesses, too. And, the GI Bill is a vital way that employers and other Registered Apprenticeship sponsors can help veterans meet their expenses during an apprenticeship. DOL (Office of Apprenticeship and VETS) has collaborated with the White House, VA, State Apprenticeship Agencies, State Approving Agencies, and other stakeholders to negotiate and develop a new outreach campaign for over 10,000 Registered Apprenticeship programs to encourage them to be “Approved for the GI Bill.” The outreach campaign included a joint letter from ETA’s Assistant Secretary Portia Wu and VA’s Under Secretary for Benefits, Alison Hickey to all Registered Apprenticeship programs as well as fact sheets for veterans and employers, and the two required VA forms for the employers to become certified to allow their current and future veteran apprentices to use their GI Bill benefits in an apprenticeship.

In 2014, the VA and DOL developed a streamlined system for new Registered Apprenticeship programs so that, at the time of registration with DOL, Apprenticeship staff will assist employers with the VA certification for GI Bill benefits. This new process will provide employers with “one door to the government” for their Registered Apprenticeship and veterans benefit needs.

Through this outreach campaign, more employers and Registered Apprenticeship programs than ever will be certified to provide the GI Bill benefits that their veteran apprentices have earned.

Women Veterans Program (WVP)

DOL has the lead for the Administration on many issues facing women in the workplace, including paid family leave, increasing the minimum wage, gender pay equity, and increasing women’s participation in non-traditional career fields. Women veterans, who comprise 10 percent of the veteran population, but only two percent of all working women in America, are a critical segment of this constituency. The Women Veteran Program (WVP) collaborates with the Women’s Bureau and Federal partners, such as VA’s Center for Women Veterans, Center for Minority Veterans and Office of Rural Health, and non-profit organizations to continuously monitor the issues facing of women veterans and ensure that DOL’s employment services are meeting their needs.

In FY 2014, WVP conducted broad meta-analysis of the employment situation for women veterans. The analysis included a review of 18 years of unemployment rates for women veterans, women non-veterans, male veterans, and male non-veterans, and a more in-depth examination of the 2013 and 2014 Current Population Survey Annual Averages. Annual averages were used because the monthly data for women veterans is extremely volatile due to the small sample size.

This review demonstrated that women veterans are younger, more educated, and more likely to be of racial/national origin minority status than male veterans. As such, women veterans are more likely to be in the subpopulations that have higher unemployment rates, such as veterans currently enrolled in school, those under 35 years old, and those who served in Gulf War II.

Women veterans who utilize JVSG services experience higher entered employment rates and higher wages than their non-veteran female peers. JVSG services are successful because they are customized for each woman veteran and her individual needs.

Advisory Committee on Veterans’ Employment and Training and Employer Outreach (ACVETEO)

One of the primary means by which the Department engages with key stakeholders from both the public and private sectors and VSOs is through its ACVETEO. The ACVETEO is a non-discretionary advisory committee established under 38 U.S.C. 4110 that is required to assess the employment and training needs of veterans and their integration into the workforce; determine the extent to which VETS’ programs and activities are meeting such needs; assist the Assistant Secretary for VETS in conducting outreach activities to employers with respect to the training and skills of veterans and the advantages afforded employers by hiring veterans; make recommendations to the Secretary, with respect to outreach activities and employment and training needs of veterans; and carry out such other activities necessary to make required reports and recommendations.

For FY 2014, the ACVETEO focused its efforts on considering how, and with what effect, the resources of VETS could be best positioned to advance the employment situation of the nation’s veterans. Specifically, the Committee focused on the following themes: (1) veterans and employer outreach activities, (2) transition assistance and support (employment), and (3) employment and training activities/needs impacting focused populations.

ACVETEO’s report was submitted to both Senate and House Veterans Affairs Committees on January 9, 2015. The Department is currently preparing its response to recommendations and looks forward to sharing these observations with this Committee upon completion.


DOL’s focus is clearly targeted on employment — this is our core mission and competency. Creating opportunity for our veterans to thrive in the civilian economy through meaningful employment is a priority for DOL leaders and for every agency within the Department, and we work closely with our partners at the Department of Veterans Affairs and Defense to do so. DOL’s connection with the state workforce agencies in nearly 2,500 AJCs across the nation facilitates veterans’ employment with large national employers as well as small and medium sized businesses that do most of the hiring. DOL’s long-established relationship with State Workforce Agencies is a partnership that delivers proven and positive results. The Administration wants to ensure that we build on these established relationships and the improvements called for in WIOA to build a workforce system and American Job Centers that can better help our transitioning service members and veterans move into family-sustaining jobs. For this reason, the Administration would have strong concerns with any legislation that would undermine our progress or ability to help veterans and transitioning service members achieve positive employment outcomes. The Department looks forward to working with the Subcommittee to ensure that our transitioning service members, and veterans, and their families have the resources and training they need to successfully transition to the civilian workforce.

Chairman Wenstrup, Ranking Member Takano, distinguished Members of the Subcommittee, this concludes my written statement. Thank you for the opportunity to be a part of this hearing. I welcome any questions you may have.

vjb_transcripts vjb_vrap_diploma vrap_program


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Take This Job And Shove It… #TakeThisJobAndShoveIt

People all over the world are losing everything as their jobs are sent to cheaper countries or temporary workers are brought in to take their jobs in their country.

This is NOT right.

Not from any perspective except greed.

So Mr. Scrooge, let me be the first one to tell you to Take This Job And Shove It.

If you too would like to tell the so called 1% what you think about what they are doing to your future, we are providing the space for you to do so and you can do so by clicking here to add your comments to a global map.

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What goes around comes around…

I vaguely remember hearing something about this, but I didn’t make the connection until I read this article today.

This all came to light after an IT employee, Andre Turner, shot and killed two IT managers, wounded another and then killed himself on Dec. 16, 2011.

Following the shooting, SCE hired an organizational management consulting firm to examine the IT workplace. Consultants interviewed employees and the subsequent report, released in May of 2012, faulted management for an unhealthy culture.

What could possibly make an IT guy like myself go off the deep end?

Unhealthy culture?

Been a lot of that lately it seems like.

Remember this?

A month ago, Kevin Flanagan found out that he`d be losing his job at the Bank of America`s Concord Technology Center. That same day, he took his life—in the parking lot of his former employer.

It wasn`t that Flanagan was surprised to lose his job—he`d seen it coming for months, as his father told the paper. Flanagan had watched as veteran co-workers were forced to train newcomers from India—then fired and replaced by the immigrants. One former employee told the CC Times that employees at Concord feel like they`re “on death row. Every day you think, `Is this the day I`m gone?` he said.”


Yet our political leaders continue to hide behind the lies of nobody is being displaced by H-1B visa holders brought in to take your jobs, don’t they?

As do our corporations.

“They should not bring their people over here on H-1B visas and do work on American soil and take our jobs,” said one recently laid-off SCE IT worker. He spoke on the condition that his name not be used.

SCE is one of the largest offshore displacement efforts to gain attention. But how far this particular layoff goes in changing the H-1B debate remains to be seen.

Two lawmakers have spoken out, but others have not. The office of U.S. Rep. Judy Chu (D-Calif.), whose district includes SCE’s headquarters, has not commented on this layoff.

On Thursday, U.S. Sen. Orin Hatch (R-Utah), chairman of the Senate’s High-Tech Task Force, again asserted that the U.S. faces a skills shortage. He is co-sponsoring legislation that will raise the base H-1B cap of 65,000 to as high as 195,000. Hatch, in his speech, did not mention the visa’s use in the displacement of U.S. workers at SCE or anyplace else.


A question I would like to ask of Orin Hatch directly to his face is “What options are you leaving us other than suicide or revolt?”.

I ponder questions like these nowadays because I understand what led them to the point of no return.

And I realize now that with a management culture of zero accountability in our corporations, and our politicians, I would have been better off staying in the Navy.

But that is not the land of opportunity, is it?

So I do what I can with my computer skills to get you to realize that we need to fix this problem before we destroy opportunity for all.

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Will those IT workers cheated by Disney and Southern California Edison tell their stories?

Folks, I spent last night putting together a map and a video showing why you need to tell your story.

If you haven’t seen it yet, you can see the map by clicking here.

And you can see my reasons why you need to tell your story by clicking here and watching the short video.

It IS going to get worse if you don’t step up to the plate and tell people what is happening.

Two of us that didn’t work at Disney or Southern California Edison have already told our stories on the map.

Trust me, my skills are as good as yours or even better when it comes to championing products or bridging the gap between IT and the business stakeholders, and I CAN”T BUY AN INTERVIEW.

And I’ve been working part time since March 2003 and completely unemployed since August 2010.

Tell your story.



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America’s Trade Deficit In Self-Respect (Is 100 Percent Of Our Deindustrialization Total)

In no sensible order, so pay close attention — especially you Wall Street and warrior types who are way in over your heads.

“Top US analyst: We made 5 dangerously wrong assumptions about China”


  • When the U.S. economy was battered during the global financial crisis of 2008, the Chinese believed America’s long-anticipated and unrecoverable decline was beginning.  I was told — by the same people who had long assured me of China’s interest in only a modest leadership role within an emerging multipolar world — that the Communist Party is realizing its long-term goal of restoring China to its “proper” place in the world.  In effect, they were telling me that they had deceived me and the American government.

“Congress and President Obama Cannot Sit Idly By While Companies Use H-1B Guestworkers to Replace American Workers”


  • An observer could be forgiven for believing that a job delivering safe and reliable power to homes in the United States might be reasonably safe from being offshored to India or even outsourced to temporary foreign workers.  But he or she would be mistaken.  In fact, the SCE [Southern California Edison] case is just one more example in a long line of cases in which American workers are being replaced by H-1B workers.  Adding to the injustice, American workers losing their jobs are being forced to do “knowledge transfers,” an ugly euphemism that means being forced to train your own foreign replacement.

“The Hundred-Year Marathon”


  • Indeed, in many ways, it was not Nixon who went to China, but China that went to Nixon.

“Trillions for Defense”


  • Perhaps it is time to begin to come to the realization that America’s apparently insatiable appetite for war has just become too expensive for the nation to bear.  The United States does not need a modern Praetorian Guard that is becoming overindulged with pay and privileges and it is perhaps time to return to the principles of the Founding Fathers who envisioned a military establishment consisting largely of citizen soldiers who would be prepared to fight to the death to defend their homes but would find it unimaginable to be going to war in Fallujah or Kandahar.

“China’s Secret Strategy Exposed”


  • An internal secret briefing for Chinese officials discussed China’s most important foreign policy priority as “how to manage the decline of the United States,” revealing that China is working against U.S. interests in supporting rogue states and selling arms to America’s enemies.
  • The Chinese strategic deception program was launched by Mao Zedong in 1955 and put forth the widespread misbelief that China is a poor, backward, inward-looking country.

“Yet we continue to tolerate officials who fail to meet the fundamental job requirement: that they are capable of recognizing the difference between a friend and an enemy.”

When I said that in my 2012 candidacy speech, I thought it sounded pretty good.

Right today I might change a verb or two.


E-mail: DollarToTheGiant@Gmail.com for We Avoid Risk By Sacrificing Children Chronicles & Comments June 2008 [#1] to Date [#1292]

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We can build custom maps for your organization and host them using your data so that you can focus on your mission…

If you haven’t seen some of our maps, here is a new map we currently are working on showing all universities in America and what they are willing to pay if they can receive approval to bring in the temporary visa holders on a H-1B that they are requesting.


Click on the link above to view it, and we have lots more in the various menus on the sidebar to the left.


Have a special need?

Let us know what you want to accomplish and we will show you how to do it.



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Who is your champion India and America?

Who will champion your right to a decent life where you do not have to worry about being thrown aside like a disposable rag when the company no longer needs you in America or in India?

Folks, it doesn’t matter if you are an Indian IT worker, or an American IT worker.

Both sides are being tossed aside like a useless rag by corporate executives who do not choose to know you as a friend or enemy simply because it makes their task easier when it comes time to trim the budget so that they can make more money.

Sure that makes them more money, but what does it do to you?

Don’t know how the people in India are dealing with it, but I have lost everything, and if I can’t raise $1,500 asap I will lose my land and at this point in my life, it is the only thing that I want to hold on too.

I imagine it is the same in India.

When you work for x dollars per year, you slowly build up a life for your family where you are able to provide for them.

And then when it ends, what happens to you and your family?

Yep, you lose everything, and unless your relationship is very strong, you lose that too.

Is this really the kind of World we want to build and be known for in future generations?

I didn’t think so.

So, tell me.

Who is your champion that is working across oceans and across politics and across corporations?

You really need to decide.

Because the path we are on is going to mean you need a champion more than ever.

You know it, and I know it.

In America we have a saying.

United We Stand.

Divided We Fall.

These corporations can’t achieve their goals if we do not buy their products, or support their systems.

It will take all of us working together to send a clear message to them.

But, it can be done.

If we are United.

It really is that simple…

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Hypocrites Suck

I know a lot of Americans who complain about the United States, mostly to justify and amuse themselves, but it’s also possible to make a living this way.  One thing they all have in common, every damned one of them, amateur and professional alike, is a reluctance to support the United States when it’s easier to support the Chinese Communist Party.

Projectiles from the Monkey-Snake:

“Commentary: Qualcomm fine shows China’s resolve to regulate market”

[Xinhua link — February 10, 2015]

  • As no company is granted impunity in China, being a Chinese or foreign firm makes no difference.  In the case of Qualcomm, the company’s practices “hampered innovation and technology development, harmed consumers’ rights and interests, and violated China’s relevant anti-monopoly rules,” according to a statement issued by the National Development and Reform Commission.  The hefty fines indicate China’s strong determination to maintain market order and create a better investment climate.

“Antitrust fine essential to regulate market”

[Global Times link — February 11, 2015]

  • As long as they comply with Chinese laws, multinationals enjoy more convenient access to the Chinese market than in other emerging economies.  It is much easier for these foreign firms to access the Chinese market than for their Chinese counterparts to enter US and European markets.  At the beginning of the reform and opening-up period, China attracted foreign investment with various preferential policies and tolerated the misconduct some foreign companies engaged in.  However, as China moves forward, it’s important that the country preserves its economic order.  Therefore, anti-monopoly regulations are imperative.

Someday, a child might need to know why we did so much for the Communist Chinese —

— and why we did so much to the United States of America.

E-mail: DollarToTheGiant@Gmail.com for We Avoid Risk By Sacrificing Children Chronicles & Comments June 2008 [#1] to Date [#1291]

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Way to go Dept of Justice

Monday, February 9, 2015
Service Members to Receive Over $123 Million for Unlawful Foreclosures Under the Servicemembers Civil Relief Act

The Justice Department announced today that under its settlements with five of the nation’s largest mortgage servicers, 952 service members and their co-borrowers are eligible to receive over $123 million for non-judicial foreclosures that violated the Servicemembers Civil Relief Act (SCRA).  The five mortgage servicers are JP Morgan Chase Bank N.A. (JP Morgan Chase); Wells Fargo Bank N.A. and Wells Fargo & Co. (Wells Fargo); Citi Residential Lending Inc., Citibank, NA and CitiMortgage Inc. (Citi); GMAC Mortgage, LLC, Ally Financial Inc. and Residential Capital LLC (GMAC Mortgage); and BAC Home Loans Servicing LP formerly known as Countrywide Home Loans Servicing LP (Bank of America).

In the first round of payments under the SCRA portion of the 2012 settlement known as the National Mortgage Settlement (NMS), 666 service members and their co-borrowers will receive over $88 million from JP Morgan Chase, Wells Fargo, Citi and GMAC Mortgage.  The other 286 service members and their co-borrowers already have received over $35 million from Bank of America through an earlier settlement.  The non-judicial foreclosures at issue took place between Jan. 1, 2006, and Apr. 4, 2012.

“These unlawful judicial foreclosures forced hundreds of service members and their families out of their homes,” said Acting Associate Attorney General Stuart F. Delery.  “While this compensation will provide a measure of relief, the fact is that service members should never have to worry about losing their home to an illegal foreclosure while they are serving our country.  The department will continue to actively protect our service members and their families from such unjust actions.”

“We are very pleased that the men and women of the armed forces who were subjected to unlawful non-judicial foreclosures while they were serving our country are now receiving compensation,” said Acting Assistant Attorney General Vanita Gupta of the Civil Rights Division.  “We look forward, in the coming months, to facilitating the compensation of additional service members who were subjected to unlawful judicial foreclosures or excess interest charges.   We appreciate that JP Morgan Chase, Wells Fargo, Citi, GMAC Mortgage and Bank of America have been working cooperatively with the Justice Department to compensate the service members whose rights were violated.”

Section 533 of the SCRA prohibits non-judicial foreclosures against service members who are in military service or within the applicable post-service period, as long as they originated their mortgages before their period of military service began.  Even in states that normally allow mortgage foreclosures to proceed non-judicially, the SCRA prohibits servicers from doing so against protected service members during their military service and applicable post-military service coverage period.

Under the NMS, for mortgages serviced by Wells Fargo, Citi and GMAC Mortgage, the identified service members will each receive $125,000, plus any lost equity in the property and interest on that equity.  Eligible co-borrowers will also be compensated for their share of any lost equity in the property.  To ensure consistency with an earlier private settlement, JP Morgan Chase will provide any identified service member either the property free and clear of any debt or the cash equivalent of the full value of the home at the time of sale, and the opportunity to submit a claim for compensation for any additional harm suffered, which will be determined by a special consultant, retired U.S. District Court Judge Edward N. Cahn.  Payment amounts have been reduced for those service members or co-borrowers who have previously received compensation directly from the servicer or through a prior settlement, such as the independent foreclosure review conducted by the Office of the Comptroller of the Currency and the Federal Reserve Board.  The Bank of America payments to identified service members with nonjudicial foreclosures were made under a 2011 settlement with the Department of Justice.

The NMS also provides compensation for two categories of service members: (1) those who were foreclosed upon pursuant to a court order where the mortgage servicer failed to file a proper affidavit with the court stating whether or not the service member was in military service; and (2) those service members who gave proper notice to the servicer, but were denied the full benefit of the SCRA’s 6% interest rate cap on pre-service mortgages.  The service members entitled to compensation for these alleged violations will be identified later in 2015.

The following chart shows the number of service members who will be compensated by each of the servicers for the non-judicial foreclosures:

Amount of Money to be Distributed Number of Service Members Eligible for Compensation
Bank of America $35,369,756 286
Citi $14,880,578 126
GMAC Mortgage $13,720,588 113
JP Morgan Chase $31,068,523 188
Wells Fargo $28,358,179 239
TOTALS $123,397,624 952

Borrowers should use the following contact information for questions about SCRA payments under the National Mortgage Settlement:

  • Bank of America borrowers should call Rust Consulting, Inc., the settlement administrator, toll-free at 1-855-793-1370 or write to BAC Home Loans Servicing Settlement Administrator, c/o Rust Consulting, Inc., P.O. Box 1948, Faribault, MN 55021-6091.
  • Citi borrowers should call Citi toll-free at 1-888-326-1166.
  • GMAC Mortgage borrowers should call Rust Consulting Inc., the settlement administrator, toll-free at 1-866-708-0915 or write to P.O. Box 3061, Faribault, Minnesota 55021-2661.
  • JPMorgan Chase borrowers should call Chase toll-free at 1-877-469-0110 or write to P.O. Box 183224, OH-7160/DOJ, Columbus, Ohio 43219-6009.
  • Wells Fargo borrowers should call the Wells Fargo Home Mortgage Military Customer Service Center toll free at 1-877-839-2359.

Service members and their dependents who believe that their SCRA rights have been violated should contact an Armed Forces Legal Assistance office.  To find the closest office, consult the military legal assistance office locator athttp://legalassistance.law.af.mil and click on the Legal Services Locator.  Additional information about the Justice Department’s enforcement of the SCRA and the other laws protecting service members is available atwww.servicemembers.gov.

Today’s settlement was announced in connection with the President’s Financial Fraud Enforcement Task Force.  The task force was established to wage an aggressive, coordinated and proactive effort to investigate and prosecute financial crimes.  With more than 20 federal agencies, 94 U.S. Attorneys’ Offices and state and local partners, it is the broadest coalition of law enforcement, investigatory and regulatory agencies ever assembled to combat fraud.  Since its formation, the task force has made great strides in facilitating increased investigation and prosecution of financial crimes, enhancing coordination and cooperation among federal, state and local authorities, addressing discrimination in the lending and financial markets and conducting outreach to the public, victims, financial institutions and other organizations.  Over the past three fiscal years, the Justice Department has filed nearly 10,000 financial fraud cases against nearly 15,000 defendants including more than 2,900 mortgage fraud defendants.  For more information on the task force, please visit www.StopFraud.gov.

Updated February 9, 2015
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Digging deep into the gain or loss of Computer Jobs from 1999 – 2013

If we turn to our old friend BLS OES, we find the following amount of Computer and Mathematical Jobs for each year.

If you haven’t seen it, send me an email to vbiersch@gmail.com and I will send you a link.

Why do I use this data?

Because it has the occupational codes which I need to tie back to the H-1B, H-1B1 & E-3 LCA applications

Click to zoom in

Click to zoom in

Once we have the total jobs for each year, it is a simple matter to produce a chart showing how many jobs have been gained or lost over the years.

Click to zoom in

Click to zoom in

If we add up the gains and losses from 2000 to 2013 we end up with 442,900 jobs that have been created since 1999.

Coincidentally, if you haven’t watched my video, you might want to watch it as I said in the video that we have only created about 400,000 jobs since 1999 and that was before I wrote this article.

Now we need to divide 442,900 by 14 years to get an average amount of jobs that have been created each year.

That works out to 31,636 jobs that have been created per year since 1999 in the computer and mathematical occupations.


As you can see, in H-1B visas alone, we are issuing an average of around 130,000 per year.

Click to zoom in

Click to zoom in

Now I’ve totaled this up enough to know that computer jobs account for 65% of the total LCA applications filed each year, but I wanted to include it here so that you could do your own analysis of it.


So if we look back at the H-1B visas issued chart above, all we need to do is multiply the total for each year by 65% to get a pretty good estimate of how many computer and mathematical jobs visas have been issued each year.

And if we subtract the 31,636 jobs created each year in the computer and mathematical occupation, we quickly see that we are issuing substantially more visas for these jobs than we need which is forcing out the older folks like myself.

Now there are rumors that additional visa types are fixing to flood the market as well and what is interesting and something that you need to understand, I haven’t even begun my investigation of the PERM, OPT, L-1, H-4, B-1 or any other visa types that are out there.

My theory is just as the older Americans were forced out of our jobs with nowhere to go, the older (first decade worth of visa holders) visa holders will be forced out as well as more and more “Freshers” from India, and “Students” from America are introduced into what is definitely a finite market.



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Died With A Toothache In His Heel

From February 1999 — ten trillion dollars in goods deficits ago:

“We can point out a number of other means and methods used to fight a non-military war, some of which already exist and some of which may exist in the future.  Such means and methods include . . . technological warfare (creating monopolies by setting standards independently) . . . cultural warfare (leading cultural trends along in order to assimilate those with different views) . . . international law warfare (seizing the earliest opportunity to set up regulations), etc., etc.  In addition, there are other types of non-military warfare which are too numerous to mention.”

Unrestricted Warfare (Beijing: PLA Literature and Arts Publishing House)

“Zhang Xiaogang, first Chinese head of ISO, vows diverse approach”

[SCMP link — February 9, 2015]

  • Zhang [member of the Communist Party’s Central Committee and chairman of its state-owned Angang Steel] is the first Chinese appointed to lead the body, and it comes after Beijing has become more proactive in sending people to sit in senior management of international standard-setting bodies, which observers described as the nation’s attempt to expand its international economic clout by helping to establish the rules of the game.
  • Other than the ISO [International Organization for Standardization], top management roles of other standard-setting bodies have been filled by Chinese in recent years.  For example, Shu Yinbiao, president of the [state-owned utility] State Grid Corporation, was made vice-chairman of the International Electrotechnical Commission (IEC) in 2013, and Zhao Houlin [previously of the Ministry of Posts and Telecommunications] was named as the first Chinese secretary-general of the International Telecommunication Union (ITU) last October.

“ISO Introduces International Standard To Expedite Outsourcing”

www.manufacturingnews.com — Vol. 22, No. 2

  • ISO asks, “Can outsourcing’s poor public image be remedied?  Why?  Because of the loss of jobs?  This is a temporary situation.  We all seek wealth and good fortune.  The infusion of good standards and free trade is beneficial to all citizens of our global village.  Outsourcing is not an evil.  It is a means to spread wealthy more evenly throughout the world.  However painful this may sometimes be on an individual basis, people are forced to change.”  There is no stopping the outsourcing trend, says ISO.

“CPC proposes developing ‘consultative democracy'”

[Xinhua link — February 9, 2015]

  • The Central Committee of the Communist Party of China (CPC) on Monday published a document proposing to promote “consultative democracy”, the country’s own brand of democracy.
  • Though it has been practiced by China for decades, consultative democracy needs to be strengthened as the country is in the decisive process of building a moderately prosperous society in all respects, according to the document.
  • It says the CPC will hold seminars on key issues including major policies, important personnel arrangements and research by the eight non-communist parties, with these events presided over by major officials and leaders of the CPC Central Committee.  According to the proposals, the system under which non-communist parties give advice to the CPC will also be improved.
  • Lastly, the document stresses that in pushing forward consultative democracy, the leading role must still be given to the CPC to ensure it can control the direction of development.

“Gallup CEO Fears He Might ‘Suddenly Disappear’ For Questioning U.S. Jobs Data”


  • After getting that out of the way, Clifton went on to eviscerate the legitimacy of the cheerful spin given to the unemployment data, telling CNBC viewers that the percent of full time jobs in this country as a percent of the adult population “is the worst it’s been in 30 years.”

Old Dan Tucker just stands there lookin’. . . .


E-mail: DollarToTheGiant@Gmail.com for We Avoid Risk By Sacrificing Children Chronicles & Comments June 2008 [#1] to Date [#1290]

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American media is a corporate house of whores. Presstitutes – lacking dignity, courage and self-respect – they are traitors of the Fourth Estate; double agents, they pretend to serve as protectors of freedom of speech and liberty while they get in bed with Big Brother and do his dirty work

Just received this email from Gerald Celente and I couldn’t agree more.

If you’ve never read the Trends Research Institute, you really should.

KINGSTON, NY, 9 February 2015 — NBC’s Brian Williams has come under vicious attack by fellow journalists, competing networks, editorial writers and media pundits for exaggerating the dangers he faced as an embedded reporter with the US military in the first days of the Iraq War.

Apologizing for twisting the facts, Williams said it was a “bungled attempt by me to thank one special veteran, and by extension, our brave military men and women, veterans everywhere, those who served while I did not.”

Although he did not serve in the military, Williams has served as a loyal foot soldier who dutifully carried out orders to sell the Iraq War… and all the wars on terror before and since. And while the All-American Nightly News anchor now has become a target for his two-faced deceptions, Williams merely shared the primetime stage with a host of fellow presstitutes who peddled, and continue to peddle, Washington’s warmongering propaganda.

In his book, “What Happened: Inside the Bush White House and Washington’s Culture of Deception,” former White House Press Secretary Scott McClellan said Bush was not “open and forthright on Iraq,” and that Bush used “propaganda” to sell the war.

From Vice President Dick Cheney’s pre-war pitch that “Saddam Hussein now has weapons of mass destruction,” and is “amassing them to use against… us,” to Defense Secretary Donald Rumsfeld’s assertion that “We know where they are,” the White House told the lies and Williams and the rest of the mainstream media swore to them.

“There was such a significant march to war, and people who questioned it very early on, and really as the war progressed, were considered unpatriotic,’ said former Today Show host Katie Couric.

Complaining of “strong-arm tactics,” and “a lot of pressure from the Bush White House,” Couric also said, “There was a sense, a pressure from the corporations who own where we work, and from government itself, to really squash any kind of dissent.”

Bowing to “pressure,” from those who not only “own where we work,” but own who they are, doing her part to glamorize the murderous violence, when the war broke out, Couric cheered, “I just want you to know I think Navy SEALS rock.”

When Jessica Yellin was an MSNBC correspondent, pieces critical of the war were toned down or kept in check by higher-ups. “The press corps was under enormous pressure from corporate executives, frankly, to make sure this was a war that was presented in a way that was consistent with the patriotic fervor in the nation. The higher the president’s ratings, the more pressure I had from news executives to put on positive stories about the president,” Yellin said.

“I was in Kuwait for the buildup of the war,” said NBC’s Williams, who helped sell “Operation Iraqi Freedom” back then, “and yes, we heard from the Pentagon on my cell phone the minute they heard us report something that they didn’t like.”

“The tone of that time was quite extraordinary,” added Williams, who continually brags about the military and never stopped spreading pro-war propaganda.

These are the facts; those are just some the quotes. American media is a corporate house of whores. Presstitutes – lacking dignity, courage and self-respect – they are traitors of the Fourth Estate; double agents, they pretend to serve as protectors of freedom of speech and liberty while they get in bed with Big Brother and do his dirty work.

When McClellan’s book was released in 2008, the media slimed away from their role in selling a war based on lies that has since resulted in the slaughter of over 1 million, the destruction of an entire nation and the destabilization of the region — fertilizing the breeding ground for terror, hate and revenge now called ISIS.

Focusing on why McClellan would write an unflattering book about his former boss, the press ignored McClellan’s serious accusations: President Bush used “propaganda,” “half-truths” and “outright lies” “that almost guaranteed that the use of force would become the only feasible option,” and that “the media would serve as complicit enablers.”

True to form, in his comments about the book, Howard Kurtz, former host of Reliable Sources, a TV show of self-exalted media elites who tell viewers what to believe, weaseled away from the critical points of how the Iraq War was launched on “outright lies,” who was responsible for telling them and the criminal implications.

“The media love turncoats, if only to chronicle the teeth-gnashing among the defector’s old pals,” said Kurtz, with nary a mea culpa for the media’s complicity as cheerleaders to war.

Weighing in on the Williams scandal, Kurtz, now a Fox News media analyst, further proved that the bottom line with presstitutes is the bottom line. “NBC,” said Kurtz, “almost has to stand behind Brian Williams because he is the face of the news division. He is the top-rated anchor. He is a bankable star. He’s almost too big to fail.”

Indeed, “the face of a news division” whose lying face perfectly reflects what NBC and the rest of the mainstream media have become: shills, sellouts, and media whores who put out for government lies, fold under pressure and follow the orders of their corporate Johns. Afghanistan, Iraq, Libya, Syria, Yemen, Ukraine… ISIS, Al Qaeda, lone-wolf terrorists to terror cells… Washington keeps pumping out the propaganda, the presstitutes keep on selling it and the public buys it.

Brian Williams, “a bankable star … too big to fail” who, like “bankable” Wall Street criminals that are too big to fail and too big to jail, are perfect symbols of what America has degenerated to.

Crime pays for the highly paid.

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