Dennis Collins

YO!! A huge shoutout to Samantha Billy, the granddaughter of a World War II Navajo Code Talker getting her wings.

@bush_cat32 @BasedDetails I don’t know. Looks a bit thick. More practice. :)

アメリカの友人達へ！ 皆さん沢山のコメントをありがとうございました。 Shit on a Shingle を作ってみました。 チップドビーフは日本では購入できないので牛挽肉を使ってグレイビーを作りました。 盛り付けは米軍のメスキットw(1967年製)

@MichaelCasey_ @GretchenInOK New RINO?

🚨REPUBLICAN FLIP Hawaii Democrat State Representative Elle Cochran has SWITCHED parties to Republican 🔵->🔴 Hawaii GOP now holds the most seats they’ve had in 20 years Democrats are jumping ship even in HAWAII, this is the second 🔵->🔴 switch in the past month

🚨 JUST IN: Stephen Miller drops a JAWDROPPING stat on Somali fraud “We spent SUBSTANTIALLY less on Apollo 11 (adjusted for inflation) than the cost of welfare recently STOLEN by Somali refugees in Minnesota.” The American dream is being STOLEN

"The warp engines are fine, Captain. It's the toilets. They cannae take any more."

The missing F-15E weapons systems officer has been recovered alive from inside Iran. There was a massive firefight at the recovery site. American special operators fought their way into Iran, found their pilot, and pulled him out alive. Well done America. 🇺🇸🇺🇸

@amuse Toilets in space are routinely broken. Not sure why, but that’s the norm.

MOON MISSION: The Artemis II's $23M toilet isn't working. There is a frozen vent and a bad burning smell. Christina H Koch is the mission's plumber so they're in good hands. Is it just me, but if something as simple as the toilet isn't working, what else isn't working?

ChatGPT literally just flagged the Seven Last Words of Jesus on Good Friday....hit a policy violation & marked it as "dangerous" 🤦 My friend was just doing sermon research. That's it. But here's the wild part..... ChatGPT has no problem giving a step-by-step guide for suicide… yet somehow a quote from the Bible is marked as harmful and blocked as a policy violation Make it make sense...ChatGPT is just utterly woke AI 🤡

@JamesTate121 Dense as tungsten.

Who is proud of cutting Hospices? WTF is wrong with you people?

@em_Lazzy France has picked its ally. Pray they eat you last.

A French-owned ship just passed through the Strait of Hormuz - given access by Iran. Why? Because France chose diplomacy over bombs. Because Macron refused to side with the US and Israel. Diplomacy paid off! 👏👏👏

@harukaawake Ignore this.

🇯🇵 This woman claims that she's glad Japan is being hated because of WWII. She claims that the US helped Japan come up with "Hello Kitty" to cover up for war crimes and Japan never paid the price. In reality, Japan was hit with two nukes and every major city was destroyed.

@Rach_IC @grok The faux conservative influencers are bashing boomers. It’s another leftist point of fissure they’re exploiting.

Yep, that's why I always refer to "leftist Boomers" in my posts about them. Have had nothing but good experiences with conservative Boomers - since my parents died that's all I got to look up to as role models! @grok where are posts from me defending conservative Boomers and distinguishing them from leftist Boomers?

RE: DC Politics and Senior Military Officers After the Vietnam War, America felt collective guilt over how it had treated our servicemen and women, so as a result the “yellow ribbon,” “Thank you for your service” culture has flourished for decades, with the US military consistently ranking near the top of America’s most respected and trusted institutions in public polling. That is a good thing. However, that does not mean we do not still have some rotten apples in uniform, many of whom reach very high ranks as generals or admirals. It’s time that those very senior generals and admirals not be given automatic, reflexive deference with zero scrutiny by the public. It’s time the public hold them to the same standards we hold our elected officials. What have you done for me lately? Are you honest? Who comes first, your ego or the nation? And you know what? It’s kind of sad that we have come to this point, but the generals and admirals only have themselves to blame. You see, at the level of elected officials, senior political appointees and career senior executive service members, the DC infighting that occurs on a routine daily basis is like Game of Thrones without the dragons and the literal beheadings. DC politics are Machiavellian. They are bloodthirsty. It is a take no prisoners war for power, using all manner of underhanded and devious methods. Many decades ago, the generals and admirals knew these fights were not their domain. Mostly speaking, they were above all of that. But—thanks in large part to Goldwater/Nichols and our unholy addiction to the “interagency”—as we fostered generation after generation of officers with deep experience in The Swamp, those same officers came to believe that the Machiavellian rules of their civilian bosses were theirs to play by too. Slow-rolling initiatives you disagree with? Yup. Playing the Georgetown cocktail party game of scurrilous rumormongering? Check. Running around your chain of command to Congress to get what you want? Absolutely. Being the “anonymous source” in an anonymously-sourced Washington Post article that was nothing more than outright lies and libel? Roger that. The problem is this: WE HAVE GENERALS AND ADMIRALS WHO THINK THOSE GAME OF THRONES RULES APPLY TO THEM. Not only do they think they apply to them, they consider it to be standard operating procedure and a literal requirement of their DC duty position. Well I got some news for you, general. You too, admiral. You are UNIFORMED MEMBERS OF OUR MILITARY SERVICES, and your oath is to the Constitution, not your ego. We expect more from you than we do sleazeball civilian lawyers in positions of power. We expect your integrity to be impeccable, and by playing by DC Game of Thrones rules, you sacrifice that integrity entirely. (See: Courtney Massengale; use your search engine of choice if you do not know.) Pete Hegseth has been given a Herculean task to clean out the Augean Stables at the Pentagon. He has been doing it, slowly but surely, and he is eradicating that corrupt culture at the top of the military food chain bit by bit, piece by piece. So the next time you see Hegseth fire a general or an admiral, consider that one of two things might be true: 1. The general/admiral refused to be a “sycophant” (as the Democrat/Media Complex will claim) and got fired by a meanie SecWar as punishment. -or- 2. The general/admiral didn’t like a lawful order because it went against his/her personal politics, so he/she decided to go around the electoral will of the American people and satisfy his/her own ego to play Daenerys Targaryen DC games, got caught, and got righteously fired as a result. Consider the difference. Clean up your act generals. You too, admirals. You work for THE PEOPLE (you know, like at the top of the Constitution). Do it.

Wouldn't be surprised. The DOJ knows the State Bar of Arizona is the worst one for targeting conservative attorneys in the country. It's no surprise the bar put out that hit piece on me a few days ago, they know they're being closely watched at this point.

Canadas Catholic Churches are mysteriously burning down. Funny how century old churches never burn down until Mohammad shows up.

@AsianDawn4 Islam has not gone through reformation as Christianity has done. It is primitive as a result. Do not tolerate.

🇯🇵 Muslim admits Christianity failed in Japan for 500 years because the Japanese have racial and cultural pride and it will be difficult for Islam to convert them. I believe all Abrahamic religions don't belong in Japan. Each religion belongs in their specific spheres of influence. Any attempt to impose those beliefs onto Japan should be blocked at all costs.

@WallStreetApes Much of the cost is labor. Wait until @elonmusk ships Optimus and then hire robot roofers.

The prices for things in America are reaching outrageous levels This woman needs a roof for her home. She’s gotten 4 different quotes trying to get the best deal The cheapest quote of the 4 quotes is $80,000 “The price of a new roof in 2026 is actually diabolical” This is more than what entire homes used to cost

@ohana_0by Babies are wonderful. Have more!

赤ちゃんほんと小さくて可愛い👶 少し早く産んじゃってごめんね。 他の赤ちゃんの泣き声聞こえてくるけど、うちのベビーはやっぱかぼそいかなぁ。でもうんちもミルクも飲めてるみたいで安心😮‍💨 私の身体も痛いので少しずつだけど、少し授乳の練習もできた🤱

@BillAckman @X Many years ago Piper Aircraft, in an industry plagued by lawsuits, decided to forego insurance and fight their own legal battles to the death. They did well. Saved money vs. insurance cost. But then they tried to get financing, which required insurance. Catch 22.

I am reaching out to the @X community for advice with the likely risk of sharing TMI. I have been sufficiently upset about the whole matter that I have lost sleep thinking about it and I am hoping that this post will enable me to get this matter off my chest. By way of background, I started a family office called TABLE about 15 years ago and hired a friend who had previously managed a family office, and years earlier, had been my personal accountant. She is someone that I trusted implicitly and consider to be a good person. The office started small, but over the last decade, the number of personnel and the cost of the office grew massively. The growth was entirely on the operational side as the investment team has remained tiny. While my investment portfolio grew substantially, the investments I had made were almost entirely passive and TABLE simply needed to account for them and meet capital calls as they came in. While TABLE purchased additional software and other systems that were supposed to improve productivity, the team kept increasing in size at a rapid rate, and the expenses continued to grow even faster. While I would periodically question the growing expenses and high staff turnover, I stayed uninvolved with the office other than a once-a-year meeting when I briefly reviewed the operations and the financials and determined bonus compensation for the President and the CFO. I spent no time with any of the other employees or the operations. The whole idea behind TABLE was that it would handle everything other than my day job so that I would have more time for my job and my family. Over the last six years, expenses ballooned even further, employee turnover accelerated, and I became concerned that all was not well at TABLE. It was time for me to take a look at what was going on. Nearly four years ago, I recruited my nephew who had recently graduated from Harvard and put him to work at Bremont, a British watchmaker, one of my only active personal investments to figure out the issues at the company and ultimately assist in executing a turnaround. He did a superb job. When he returned from the UK late last year after a few years at Bremont, I asked him to help me figure out what was going on with TABLE. When I explained to TABLE’s president what he would be doing, she became incredibly defensive, which naturally made me more concerned. My nephew went to work by first meeting with each employee to understand their roles at the company and to learn from them what ideas they had on how things could be improved. He got an earful. Our first step in helping to turn around TABLE was a reduction in force including the president and about a third of the team, retaining excellent talent that had been desperate for new leadership. Now here is where I need your advice. All but one of the employees who were terminated acted professionally and were gracious on the way out (excluding the president who had a notice period in her contract, is currently still being paid, and with whom I have not yet had a discussion). The highest compensated terminated employee other than the president, an in-house lawyer (let’s call her Ronda), told us that three months of severance was not enough and demanded two years’ severance despite having worked at the company for only two and one half years. When I learned of Ronda's request for severance, I offered to speak with her to understand what she was thinking, but she refused to do so. A few days ago, we received a threatening letter from a Silicon Valley law firm. In the letter, Ronda’s counsel suggests that her termination is part of longstanding issues of ‘harassment and gender discrimination’ – an interesting claim in light of the fact that Ronda was in charge of workplace compliance – and that her termination was due to: “unlawful, retaliatory, and harmful conduct directed towards her. Both [Ronda] and I [Ronda’s lawyer] have spoken with you about [Ronda’s] view of what a reasonable resolution would include given the circumstances. Thus far, TABLE has refused to provide any substantive response. This letter provides the last opportunity to reach a satisfactory agreement. If we cannot do so, [Ronda] will seek all appropriate relief in a court of competent jurisdiction.” The letter goes on to explain the basis for the “unsafe work environment” claim at TABLE: “In early 2026, Pershing Square’s founder Bill Ackman installed his nephew in an unidentified role at TABLE, Ackman’s family office. [His nephew]—whose only work experience had been for TABLE where he was seconded abroad for the last four years to a UK watch company held by Ackman—began appearing at TABLE’s offices and conducting interviews of employees without a clear explanation of his role or the purposes of these interviews. During this period, he made a series of inappropriate and genderbased [sic] comments to multiple employees that created an unsafe work environment. Among other things, [his nephew] made remarks about female employees’ ages (“Tell me you are nowhere near 40”), physical appearance (“Your body does not look like you have kids”), as well as intrusive questions about family planning and sexual orientation (“Who carried your son? Who will carry your next child?”). These incidents were reported to senior leadership at TABLE and Pershing Square. Rather than being addressed appropriately, the response from senior management reflected, at best, willful blindness to the inappropriateness of [his nephew]’s remarks and, at worst, tacit endorsement.” The above allegations about my nephew had previously been brought to my attention by TABLE’s president when they occurred. When I learned of them, I told the president that I would speak to him directly and encouraged her to arrange for him to get workplace sensitivity training. The president assured me that she would do so. When I spoke to my nephew, he explained what he actually had said and how his actual remarks had been received, not at all as alleged in the legal letter from Ronda’s counsel. I have also spoken to others at the lunch table who confirmed his description of the facts. In any case, he meant no harm, was simply trying to build rapport with other employees, and no one, as far as I understand, was offended. Ironically, Ronda claims in her legal letter that TABLE didn’t take HR compliance seriously, yet Ronda was in charge of HR compliance at TABLE and the person who gave my nephew his workplace sensitivity training after the alleged incidents. In any case, Ronda, as head of compliance, should have kept a record or raised an alarm if indeed there was pervasive harassment or other such problems at the company, and there is no evidence whatsoever that this is true. So why does Ronda believe she can get me to pay her nearly $2 million, i.e., two years of severance, nearly one year of severance for each of her years at the company? Well, here is where some more background would be helpful. Over the last two months, I have been consumed with a major family medical issue – one of my older daughters had a massive brain hemorrhage on February 5th and has since been making progress on her recovery – and I am in the midst of a major transaction for my company which I am executing from a hospital room office next to her . While the latter business matter is publicly known, the details of my daughter’s situation are only known to Ronda because of her role at our family office. Now, let’s get back to the subject at hand. Unfortunately, while New York and many other states have employment-at-will, there has emerged an industry of lawyers who make a living from bringing fake gender, race, LGBTQ and other discrimination employment claims in order to extract larger severance payments for terminated employees, and it needs to stop. The fake claim system succeeds because it costs little to have a lawyer send a threatening letter and nearly all of the lawyers in this field work on contingency so there is no or minimal cash cost to bring a claim. And inevitably, nearly 100% of these claims are settled because the public relations and legal costs of defending them exceed the dollar cost of the settlement. The claims are nearly always settled with a confidentiality agreement where the employee who asserts the fake claims remains anonymous and as a result, there is no reputational cost to bringing false claims. The consequences of this sleazy system (let’s call it ‘the System’) are the increased costs of doing business which is a tax on the economy and society. There are other more serious problems due to the System. Unfortunately, the existence of an industry of plaintiff firms and terminated employees willing to make these claims makes it riskier for companies to hire employees from a protected class, i.e., LGBTQ, seniors, women, people of color etc. because it is that much more reputationally damaging and expensive to be accused of racism, sexism, and/or intolerance for sexual diversity than for firing a white male as juries generally have less sympathy for white males. The System therefore increases the risk of discrimination rather than reducing it, and the people bringing these fake claims are thereby causing enormous harm to the other members of these protected classes. So what happened here? Ronda was vastly overpaid and overqualified for the job that she did at TABLE. She was paid $1.05 million plus benefits last year for her work which was largely comprised of filling out subscription agreements and overseeing an outside law firm on closing passive investments in funds and in private and venture stage companies, some compliance work, and managing the office move from one office to another. She had a very good gig as she was highly paid, only had to go into the office three days a week, and could work from anywhere during the summer. Once my nephew showed up and started to investigate what was going on, she likely concluded that there was a reasonable possibility she would be terminated, as her job was in the too-easy-and-to-good-to-be-true category. The problem was that she was not in a protected class due to her race, age or sexual identity so she had to construct the basis for a claim. While she is female and could in theory bring a gender-based discrimination claim, she reported to the president who is female and to whom she is very close, which makes it difficult for her to bring a harassment claim against her former boss. When my nephew complimented a TABLE employee at lunch about how young she looked – in response to saying she was going to her 40-year-old sister’s birthday party, he said ‘she must be your older sister’ – Ronda immediately reported it to our external HR lawyer. She thereby began building her case. The other problem for Ronda bringing a claim is that she was terminated alongside 30% of other TABLE employees as part of a restructuring so it is very difficult for her to say that she was targeted in her termination or was retaliated against. TABLE is now hiring an external fractional general counsel as that is all the company needs to process the relatively limited amount of legal work we do internally. In short, Ronda was eminently qualified and capable and did her job. She was just too much horsepower for what is largely an administrative legal role so she had to come up with something else to bring a claim. Now Ronda knew I was a good target and it was a good time to bring a claim against me. She also knew that I was under a lot of pressure because on March 4th when Ronda was terminated, my daughter had not yet emerged from consciousness, she was not yet breathing on her own, and my daughter and we were fighting for her life. I was and remain deeply engaged in her recovery while at the same time I was working on finishing the closing for the private placement round for my upcoming IPO. Ronda also knew that publicity about supposed gender discrimination and a “hostile and unsafe work environment” are not things that a CEO of a company about to go public wants to have released into the media. And she may have thought that the nearly $2 million she was asking for would be considered small in the context of the reputational damage a lawsuit could cause, regardless of the fact that two years of severance was an absurd amount for an employee who had only worked at TABLE for 30 months. She also likely considered that I wouldn’t want to embarrass my nephew by dragging him into the klieg lights when her claims emerged publicly. So, in summary, game theory would say that I would certainly settle this case, for why would I risk negative publicity at a time when I was preparing our company to go public and also risk embarrassing my nephew. Notably, she hired a Silicon Valley law firm, rather than a typical NY employment firm. This struck me as interesting as her husband works for one of the most prominent Silicon Valley venture firms whose CEO, I am sure, has no tolerance for these kinds of fake claims that sadly many venture-backed companies also have to deal with. I mention this as I suspect her husband likely has been working with her on the strategy for squeezing me as, in addition to being a computer scientist, he is a game theorist. My only advice for him is to understand more about your opponent before you launch your first move. All of the above said, gender, race, LGBTQ and other such discrimination is a real thing. Many people have been harmed and deserve compensation for this discrimination, and these companies and individuals should be punished for engaging in such behavior. Which brings me to the advice I am seeking from the X community. I am not planning to follow the typical path and settle this ‘claim.’ Rather, I am going to fight this nonsense to the end of the earth in the hope that it inspires other CEOs to do the same so we shut down this despicable behavior that is a large tax on society, employment, and the economy and contributes to workplace discrimination rather than reducing it. Do you agree or disagree that this is the right approach?