Support Rolf Szabo, a hero of the Fathers' Manifesto!
From the day our boycott of Hewlett Packard began (the day Carly Fiorina replaced Easter with "Martin Luther King Day") to this day, HP's stock plunged 84%.
BOYCOTTS DO WORK. Our boycott of Kodak will be infinitely easier and far more successful.See other successful boycotts for proof.
Here's our prediction, made this October 25, 2002:
264 million Christians in this Christian nation just don't NEED Kodak.!
This 'enlightened' policy began when the Jew, George F. C. Fischer became
Thursday, October 24, 2002
Kodak fires man over 'gay' stance
objected to pro-homosexual memo
Posted: October 24, 2002
By Joe Kovacs
ï¿½ 2002 WorldNetDaily.com
A 23-year veteran of The Eastman Kodak Co. has been fired after objecting to a pro-homosexual memo this month and is now looking to take legal action against the film giant.
Rolf Szabo, who worked as a millwright at Kodak's world headquarters in Rochester, N.Y., was terminated for refusing to recant remarks officials say did not adhere to the company's "Winning & Inclusive Culture" designed to promote diversity among employees.
The events that led to the action began when Szabo was forwarded an e-mail from his supervisor regarding the Human Rights Campaign's annual "Coming Out Day." The memo reads:
Today, Oct. 11, is the Human Rights Campaign's 15th annual National Coming Out Day for people who are gay, lesbian, bisexual and transgendered. If one of your employees elects to "come out" at work, there are several things you can do to help that person feel comfortable in sharing his/her orientation in the workplace:
-- Be supportive of the individual who wishes to share this information.
-- Acknowledge his/her courage to publicly share this personal information.
-- Respect the individual's privacy. Understand how broadly he/she wishes the information to be shared.
-- Acknowledge your level of awareness of this topic, and share your personal willingness to understand.
What can supervisors do in the work environment to support their gay, lesbian, bisexual and transgendered employees who wish to be "out" to their supervisor or co-workers?
-- Be sensitive to the employee's language in defining their personal orientation.
-- Support the employee in displaying appropriate personal photos in the work setting.
-- Recognize and respect that not all (gay, lesbian, bisexual or transgendered) employees find it OK to be out at work. They should not be questioned or harassed about their sexual orientation.
-- Act quickly and responsibly if any anti-gay humor or negative comments are made in the workplace.
A footnote referencing the last two suggestions reads:
The response by Szabo was brief, but it was dispatched to all recipients of the original e-mail, some 1,000 Kodak employees:
Shortly after that comment, Szabo says another memo from manager Randy Bakel was sent to all of the workers, apologizing for Szabo's remarks:
Szabo tells WorldNetDaily he was asked to sign an ECP an employee commitment plan saying he was sorry for what he had written and outlining steps to make sure a similar incident would not recur. When he asked what the alternative to signing it was, he was informed "termination."
"I would not submit and cave in to their trying to browbeat me into a confession," said Szabo, who is looking for legal advice before telling more details of his story.
Kodak, meanwhile, confirms the veracity of the e-mail memos, as well as subsequent action it took.
"The whole thing is true," said Jim Blamphin, Kodak's manager of corporate media relations. "This chap was asked to take part in a program that fosters inclusion, and he refused." But Blamphin also said there were additional reasons for the termination, which he would not specify.
"Every possible definition of diversity is embraced by Kodak," Blamphin said. "This is a company that does not take these matters lightly. Considerable thought is behind decisions that are made and policies that are established."
Indeed, the company makes no secret of its commitment to diversity. Its website provides a large amount of material expounding upon its mindset:
"All of us at Kodak work from a set of core values," says its mission statement, "and we're proud to say that our resulting personal conduct allows for an environment that is free from inappropriate pressures and diversions. We show respect for the dignity of the individual. And in the process, we value and champion our human differences. This helps us maintain the diversity of our workforce."
Kodak also touts a list of accolades received in recent years, with a consistent theme of equal opportunity and inclusion. Some of the honors refer to the sexual orientation of employees:
And just this year, Kodak was one of 13 companies that earned a perfect rating of 100 percent in the Human Rights Campaign Foundation's first Corporate Equality Index. The index rates large corporations on policies affecting their "gay," lesbian, bisexual and transgender employees, investors and consumers. The others sharing top honors were Aetna, American Airlines, Apple Computers, Avaya, Intel, J.P. Morgan Chase & Co., Lucent Technologies, NCR, Nike, Replacements Ltd., Worldspan and Xerox.
"In the name of tolerance they foment a spirit of intolerance," says Rochester radio talk-show host Bob Lonsberry, who has been discussing Kodak's firing of Szabo on the air and in his online column. "Their ongoing incessant theme is diversity of the most progressive sort, but those in the workplace feel it's rubbed in their face."
Response to the issue on Lonsberry's message board has favored Szabo overwhelmingly.
"I work in the same division as Rolf," said one message poster. "Kodak is constantly trying to cram this diversity/inclusive culture crap down our throats. We are told by management that all beliefs are welcome. Well, as Rolf found out, if your opinions and fundamental beliefs go against the Kodak party line, you will be gone."
"What a crock," writes Paula from Rock Glen, N.Y. "You are now required at risk of your job to go along with things that to you are immoral. How nice. Now lets all holds hands and sing gay songs. If it is hurtful to the gay or lesbian person that not everyone likes what they do maybe it is their own ideas that what they are doing is wrong. And as for family of these people, I am one of those, and I do not get offended at any person being offended by what they are. They are immoral."
Lonsberry says this isn't the first time Kodak has gone overboard with political correctness. He points out the company had planned to mark the anniversary of the Sept. 11 attacks on the World Trade Center and Pentagon by holding two all-day classes promoting inclusion as pointed out in this memo:
"They turned Sept. 11 into a diversity field day," recounts Lonsberry, who points out backlash prompted the company to scrap plans for the classes and simply hold a moment of silence.
Headed by CEO Dan Carp, Kodak is among America's best-known companies, employing 54,800 people in the U.S. and 97,500 worldwide, with global sales of $13.2 billion.
Officials admit to getting some e-mails and calls about the termination, most of which are sympathetic toward Szabo. And while Kodak won't comment now on the potential of any lawsuit, it doesn't appear overly concerned about the possibility of a consumer boycott.
"Any situation that casts a cloud over any large corporation, the first thing people think of doing is stopping buying products," Blamphin said. "On any given day, there are over 1,000 boycotts against American products. ... You can't name any, I can't name any."