Dajo-vu

@dufflegang26 @ChosenT69065 @Skeemin13 Your name is Joseph

@ChosenT69065 @Skeemin13 Naw ion need no gun we got switches dwn her cme dwn her 130 south Chicago Illinois cme on

@ariaradnia remember when you used UNH as an example to "not buy falling knives"? up almost 50% since you said that

Just put 2.5K into the account, not sure what to buy 😆

@Adrozz77 mas pq e que os rabolhos acham que vao ficar me 2o? hahahah nem qualidade para ganharem ao guimaraes têm muito menos o braga

HAHAHAHAHAHHAHAHAHAHAHAHAHAHAHAH

@TheLongInvest ah yes, a 2 trillion dollar pharma

$NVO 6 Year Projection was shared 2 days ago $40 > $400 Enjoy

@ManuDaGoat VAR por uma bola nas costas? segue porto campeos do mundo hahahahhahah

Clear red for varela , but no var for this is insanity 😂

@leiprestianni @CabineSport Continuas em 3° e fora de todas as competições :(

@CabineSport 1a vez nos quartos de final, nem 1 golo marcou mas ia ganhar a champions … vais perder tudo em 1 semana meu boneco

Rui Borges: "É bom ouvir que perdemos a Liga dos Campeões. É sinal de que a podíamos ter ganho."

@generosafruta @BeckyReynoso Tu achas que os seguranças destes têm armas?

@BeckyReynoso Los de seguridad en estos casos, no pueden intentar pegarle un tiro en la pierna para detenerlo? Pregunto desde la ignorancia

Decide suicidarse arrojándose al motor de un avión. Andrea Russo de 35 años burló la seguridad en el Aeropuerto de Bérgamo en Italia. Corrió directamente hacia el motor de un avión de Volotea que estaba a punto de despegar hacia España. Murió al instante.

@jp6rcb @joaomiguelteles nao se fala mal dos doentes... deixa la que ele para alem de burro nao tem grande coisa de bom na vida

@joaomiguelteles E a favor da puta que te cagou? São 20 paus ou 10 paus?

A favor do Porto, pisar não é penalti. A favor do lisboa, pisar é penalti.

@jmigrilo Ganda atrasado mental, és a razão para sermos a merda que somos com o pote a titular. n tem lugar em nenhuma equipa da primeira divisão e jogamos sempre com 10

2 jogadores que muita gente devia lavar a boca primeiro antes de falar. Só se vai dar valor ao que trazem à equipa quando já não estiverem cá provavelmente.

@TheLongInvest “Impossible to ignore “ but still with a PE of like 30? Crazy

$NKE Tim Cook and $NKE CEO have both bought another $1 million worth of shares yesterday each This is just before the price action reaches the 'Impossible level to ignore' price at $39 I suspect they know something And they know good companies The issue for $NKE is whether or not you believe they can turn it around and do you have the capability to hold to see this happen? Tim Cook believes they can

@DavonMille22997 @InsiderWire are you retarded? how is that related?

@InsiderWire The city is broke but companies are making record profits 😂😂

#BREAKING: NYC Mayor Mamdani says the city is “worse than broke,” facing a deficit; he’ll cut housing vouchers, library funding, and other plans.

@vintagewordstuf @unusual_whales Cool bot

Warren Buffett hasn't spoken to Bill Gates since the Epstein files dropped. 34 years of friendship. $43 billion donated. And now? Radio silence. Buffett said he doesn't want to 'be in a position where I know things' and risk getting called as a witness. That's not just a friendship cooling off. That's a billionaire building a firewall.

Warren Buffett says he has not spoken to Bill Gates “since the whole [Epstein] thing was unveiled”

@seph_rtkl @danielisdizzy @MMatters22596 ?

@danielisdizzy @MMatters22596 i see it at $30 on the lower end, wait till then and jump in yeah

$UNH Yes, but… Although we’ve seen a strong impulse of around +9% today, I don’t believe this move is sustainable. As long as the stock remains below the green line at $347.29, the structure stays clearly bearish in my view. My target zone between $211 and $118 remains unchanged. Your thoughts on $UNH?

@nunobatista @BerTransfers Não tem lugar nem no sporting B

@BerTransfers Luís Guilherme pode jogar? Se sim, ele pelo Geny.

🚨🟢 ESTE ERA O MEU 11 PARA AMANHÃ!!! 🤔O que mudarias ?

@BillAckman @X Fight until that dumb bitch loses every penny she says

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?

@SLBenfica Este clube não é sério. Ir para o Twitter chorar na página oficial …

JÁ NEM HÁ VERGONHA!

@Barchart How is this breaking?

BREAKING 🚨: UnitedHealth $UNH has now plunged all the way back below Warren Buffett's Berkshire Hathaway 2025 purchase price 📉💸

@cnez1138 @unusual_whales

@unusual_whales We shouldn’t pay anything to Europe with our taxes anymore.

Hegseth: “Our ungrateful allies in Europe should be saying one thing to President Trump: thank you.”

@Sporting_CPAdep @Record_Portugal Deem lhe 1.5 milhoes

Chelsea, Atlético de Madrid, Milan e Tottenham foram a Alvalade de propósito para observar Maxi Araújo. (@Record_Portugal) Sporting CP tem a intenção de renovar com o ala uruguaio e aumentar o seu salário que ronda os 700 mil euros líquidos.

@jayinneveh @Thee_Longfellow @disclosetv Good goy

@Thee_Longfellow @disclosetv Of what? It’s his fault people maliciously take him out of context, cutting out him saying “history shows unfortunately and unhappily” before the quote? Direct your critiques at the grifters misleading people.

NOW - Netanyahu: "Jesus Christ has no advantage over Genghis Khan. Because if you are strong enough, ruthless enough, powerful enough, evil will overcome good."