Harshan

@vkhosla @latha_venkatesh Do you like to be deported!?? Fake news. Aliens causing damage to our beautiful country. Chase them back to their own

@BillAckman @X Bill, do it the trump way.

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?

@PropertyDecoder my dads uncle who has networth of 1000crs atleast and only now(80yo) has his son bought them a merc suv. Untill now they had an innova. But both their sons have RR velar, audi, lexus etc

Many people still don’t believe people like this exist. But I know another one, owning 250-300 Cr worth of real estate, still travels in an Ertiga (has a driver though 😄) But that’s not the most interesting part. What stands out is that they have rarely invested in builder projects, and credit that as a big reason behind their outsized returns purely from real estate. They rarely sell, hold plenty of income-generating assets, deal in white, and their portfolio looks very different from what the ecosystem typically sells today. A big reason? They started investing at a time when there was no influencer noise or constant broker cold calls pushing “assured alpha” schemes laden projects. And that's how they developed their own understanding of real estate by navigating themselves on the ground. Whereas today, real estate is heavily shaped by selling narratives only, getting sold through dancing on the reels like selling some Rs. 100 soap, which are actually taking people quite far away from the ground reality. And that probably changes outcomes more than we realise.

@AnyBodyCanFly Wife falls into this category. She would have married another man if the current husband didnt have money. Atleast others show their true nature. a wife wears a garb of love to let one assume that she loves him and that fool is willing to give her lifetime access to his earnings.

Very very very few people are connected to you genuinely. Otherwise Almost everybody is connected to you because you have money, you are rich or you shows off that you are rich.

@ipsvijrk Uncle, it applies to ur gen. Now women are having a bodycount of atleast 5 before marriage,had sex several hundred times. Now she marries a retirement plan and uses sex as a weapon to get what she wants. She had enough sex in her 20s and got bored,but the poor guy is starving.

Those opposing the law on marital rape must watch #Chiraiya! Respect your woman by respecting her #consent. #maritalrape

@ZiddiNaagrik @TheKolkataGirl You’re not wrong bro, but these girls who are bashing him, will suck his D, if he approaches them. Just bcz of the number of followers he has. These beetches dont care about nothing other than fame and attention. Thats why nykka and sephora are soo profitable

@TheKolkataGirl They have already. And that helps me to block such filthy shit pieces there and then.

This man has serious mental issues, presumably stemming from childhood trauma after witnessing the men in his family insult and assault women. His timeline is filled with filth directed at women. Ugly or beautiful, working or housewives, I hope he never has a woman in his life; otherwise, he will make her life hell.

@nehapassi09 @ZiddiNaagrik Do you even get laid?? I suspect any decent looking man will find you attractive. Good looking women are busy enjoying their time, uglings are the ones complaining about consent, where they dont have the need to give one

@bhatia_nachiket If they stand up and fight, then these will be solved in no time. But everyone submits and hence the rowdyism. Just make sure you make one senior pg/asst profs life hell by filing court cases. Even if the plan fails, people will hesitate to exploit you.

#letsendtoxicity A radiology resident at NHL Municipal Medical College, Ahmedabad attempts suicide after consuming 30 clonazepam tablets — pushed to the edge by 36-hour duties, harassment, and exploitation. 👉 On paper: 13 residents 👉 Reality: Half posted elsewhere → double workload for those left behind And what follows is not training — it’s slavery: •Reports written in seniors’ names → punishment of rewriting them 10–50 times for errors •Personal errands: daily breakfast & food for seniors •Forced work at professor’s private imaging center •Lunch >20 minutes? Threats •Panic attacks? Dismissed as “malingering” And the lowest of lows 👇 The professor allegedly asked him to produce a psychiatric certificate — so THEY can shift the blame to “mental illness” instead of their brutality. If this doesn’t shake National Medical Commission and Gujarat authorities into action, then what will? How many more residents need to break before this system is held accountable? #NHLMMC #MedicoLivesMatter #StopResidentAbuse #MedicalToxicity #DoctorsAreNotSlaves #ReformMedicalTraining

@Truthovermyth @SamSiff It is for her dad, not his dad

Will he share all his money to her if her dad is in emergency. How dumb he can be that he did not even take insurance for the parents. Dad who will be around 70 years dont need all young people savings . Wife did good thing .if all money goes to his treatment what will be their future. How will they give good life to kids. Blame the guy for not planning well. Yearly 30k can give Dad 6-7 lakh of insurance. He failed not her

My friend’s was married 5 years ago. His salary~ ₹18 Lakh His wife salary~ ₹15 Lakh. 1 Evening he received Call from home: 
“Papa’s emergency surgery. Need ₹12 Lakh” His Saving~ ₹7L Joint savings~ ₹13L He: Can we use joint Savings ! She: No Don’t dare to touch Finally : - He used his share (7 Lakhs) - Borrowed money from friends (2 Lakhs) - sold his car (2.5 Lakhs) - Surgery Done - Papa happy. Now, he doesn’t pay the full rent of the house unlike earlier. He has asked the wife to pay at least 50% rent and daily household expenses. Wife is now seeking advocate advice to get rid of him. Who’s at fault?

@CAPankajDixit @SamSiff He can leave her, but will still have to pay lifelong maintainance and permanent alimony. She can ask the court to increase the maintainance adjusted to inflation, every few years.

@SamSiff The husband was right in asking for rent once this situation happened and wife acted so selfishly. If the wife cant stand by him in such situation and when not much relatively was asked of her then what point of being with her anyways

@putturumbees @SamSiff For her father?? Dumb beetch

@SamSiff He is at fault for not arranging insurance.

@AngrishSunil But in-laws are responsible for daughter in laws maintainance, if the husband dies. When it comes to a man, moral duty can be enforced as law. But not for a female.

But an able bodied educated woman is not supposed to work and earn for herself since their education is unable to fill their mental handicap. .....Equality 2026

@revathitweets But in-laws are responsible for daughter in laws maintainance, if the husband dies. When it comes to a man, moral duty can be enforced as law. But not for a female.

NOT ALL MEN!! AND WE WORSHIP WOMEN! Pic 1: Chowdeeshwari was murdered by her own father in Andhra Pradesh, Palnadu today because she married Nagaraju against his wishes, last month. Pic2: This 14 year old girl from Kurnool, Andhra Pradesh delivered a baby boy because she was repeatedly raped under threat by two autodrivers. Her family took her to hospital when she complained of stomach ache, they didn’t realize she was pregnant. Pic3: Software engineer Ishika Yadav died by suicide just 50 days after marriage because her husband Neeraj Mishra tortured her for dowry. Incident happened in Hyderabad, Telangana. It was a love marriage after becoming friends on Facebook five years ago. Pic4: 26 year old Pregnant woman Farhath, her daughters 8 year old Umaira and 6 year old Ayesha died today morning by drowning in swimming pool in Inavolu, Warangal, Telangana. Family suspects husband Azhar killed them all after sex-determination of the unborn child. He apparently never wanted girl children. Yes, not all men. Sometimes they are fathers, brothers, uncles, husbands, friends, random strangers- it is always them who resort to such crimes. All this is from just today. Just Andhra Pradesh and Telangana. Just the incidents that were reported. Just the news I came to know of. Sometimes I just don’t want to post because this is too much pain, trauma and a feeling of helplessness.

@drsunita02 But in-laws are responsible for daughter in laws maintainance, if the husband dies. When it comes to a man, moral duty can be enforced as law. But not for a female. You never want to be the 80 in that 80:20. Gold digger

A marriage is never a 50:50 partnership. It's foolish of the younger generation to think so. It may be 40:60, 25:75, 80:20, 60:40. One spouse may give 80 % at one time and at other times he may only contribute 20%. What matters in the end is if the couple as a team are able to hit 100%. Sometimes, one person contributes more to the marriage ALWAYS. He/she can think long and hard if they want to remain in that marriage for the rest of their lives. Just like cricket....Virat Kohli may perform well in most of the matches, but in some matches he underperfoms badly. But as a team, if all players pitch in, the team wins. What if Virat Kohli ALWAYS had to shoulder the whole burden of winning the game in every match? He would surely get burntout and have a mental breakdown.... Marriage is like cricket. Every player has to perform. Hits and misses will always be there, one has to accept this and move forward. And if the couple lives in a joint family, all the adults should take the responsibility of winning that match. #Marriage

@PallaviSinghh_ Looks like you let your dad pound you every night

The gayest thing a man can do

@Golgappa_09 But in-laws are responsible for daughter in laws maintainance, if the husband dies. When it comes to a man, moral duty can be enforced as law. But not for a female. Promise of companionship and you A*holes take money as alimony and maintainance. Why not earn to shove in ur hole?

>>> 5 years of relationship >>> A-hole wanted money for start-up >>> Didn't go to bank/VCs >>> Started harassing his wife for dowry >>> She committed suicide at 26 years

@LifeMathMoney But in-laws are responsible for daughter in laws maintainance, if the husband dies. When it comes to a man, moral duty can be enforced as law. But not for a female.

Indian men are extremely delusional about Indian women The average middle class and above Indian woman is not "better than white women" by any stretch of imagination Beta males love to cope but women are the same everywhere. They do whatever they can get away with And the modern Indian city woman can get away with quite a bit

@pikapin78 But in-laws are responsible for daughter in laws maintainance, if the husband dies. When it comes to a man, moral duty can be enforced as law. But not for a female. Cry for this injustice too. But you wont.

Both were techies, living in metro city, must be getting a handsome income package bt still, guy was pressurising her & her family to invest in his startup. I knw how men fool their wives like this. Men r earners saar, men r providers saar, women depend on men saar 🤡

@venom1s But in-laws are responsible for daughter in laws maintainance, if the husband dies. When it comes to a man, moral duty can be enforced as law. But not for a female.

Girls whose dad don't even have an Alto are trying to mock men for not having a Defender. She also mocked him for his money and hair. If girls can do that, Men should also judge them for their body count, weight, height, skin color, body hair, and everything. Why are girls so egotistic?

@ruchikokcha But in-laws are responsible for daughter in laws maintainance, if the husband dies. When it comes to a man, moral duty can be enforced as law. But not for a female. Frauds like you will argue for the court’s decision by saying irrational stuff. You deserve to be publicly executed

Does women calling out misogyny bother you?