Andy Oldham

@JaniceDean Belmont. Nashville is warm enough. Allot of benefit to a music major to be situated on music row.

Any advice you can give me as we start college searching for Matthew? He’s looking at a career in physical therapy, and also wants to be able to continue his music studies. Added bonus: somewhere warm. ☀️

@BillAckman @X Prayers for your daughter! Very glad you are fighting this frivolous matter!

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?

@Jkylebass @SecRubio @sunchartist Amen.

@SecRubio @sunchartist Secretary Rubio, we Americans appreciate your firm, principled, and steadfast leadership in standing up to those who seek to denigrate our culture, our values, and our way of life. I sincerely hope you will be our next President. 🇺🇸

Until recently, Hamideh Soleimani Afshar and her daughter were green card holders living lavishly in the United States. Afshar is the niece of deceased Iranian Major General Qasem Soleimani. She is also an outspoken supporter of the Iranian regime who celebrated attacks on Americans and referred to our country as the "Great Satan." This week, I terminated both Afshar and her daughter's legal status and they are now in ICE custody, pending removal from the United States. The Trump Administration will not allow our country to become a home for foreign nationals who support anti-American terrorist regimes.

@conquertheno B

Which player's career are you choosing?

@nut_history Safe

Safe or out

@OleTimeHardball Dream

7-game series. Who takes it?

@bkravitz No line.

Not sure I get the Cousins move in Vegas. If any rookie is ready to be thrown into the deep end right away, it’s Mendoza.

@sagesteele @stephenasmith No

Would you vote for Stephen A. Smith in 2028? @stephenasmith

@Jkylebass Well said

King Charles III—as Supreme Governor of the Church of England and "Defender of the Faith”…a man sworn to uphold one specific Christian establishment while indulging in syncretic spiritual tourism (he has long expressed admiration for aspects of Islam, quoted the Quran positively, and patronized Islamic studies). This is not enlightened tolerance but performative dhimmitude mixed with New Age mush, the sort of thing a lightweight prince-turned-king does to signal cosmopolitan virtue while the realm's historic identity is overtaken by an intrusive and destructive force. Charles's personal religious preferences or messaging schedule embody the grand "fall" of Britain. The monarchy was always theater; expecting it to robustly defend Christian Britain is like expecting the Queen of Hearts to enforce logic. The specific pattern—diluted or absent robust Christian messaging at Easter/Christmas (often laced with interfaith nods to "shared Abrahamic values," "faith, hope, and love" across traditions, or praise for compassion "echoed in Islam"), contrasted with straightforward, appreciative Ramadan/Eid greetings that rarely (if ever) insert Christian theology… It’s craven appeasement and demographic realism, not equality. Note the Asymmetry: Christianity, the historic faith of the land and the monarch's sworn duty, gets universalized and softened to avoid offense; Islam gets respectful particularism. This isn't neutral pluralism; it's elite accommodation to a growing, assertive minority whose faith makes fewer concessions to doubt, satire, or separation of mosque and state. Why do Western elites bend over backward for Islam while treating residual Christianity as fair game for mockery…classic "one-way multiculturalism" that screams weakness. The 'Defender of the Faith' can't bring himself to defend *his* faith without genuflecting to the one that explicitly rejects its central claims and whose scriptures command dominion. Meanwhile, a polite 'Eid Mubarak' flows without reciprocal theology. This is not tolerance; it's the nervous tic of a civilization that no longer believes in itself, curtsying to the stronger horse in the stable. This is intellectual and cultural suicide.

@SleeperReds Hinds

TJ Friedl's struggles are getting painful to watch. That weak, dying throw in the 9th vs PIT? No arm, no carry. He's batting .091 (2-for-22), 0 HR, 0 RBI, 8 Ks... and noticeably slower this year. Is it time for a replacement?🤔

@AngeloPonds Awesome!

Wow 💨

@OleTimeHardball Golden

Who would you give the Cy Young to? 1972 Steve Carlton 1966 Sandy Koufax 1985 Dwight Gooden

@LanceMcAlister Swap Hinds for Benson immediately.

I'll admit it, I'm fascinated by Rece Hinds. He dazzled in a brief 2024 stint with the #Reds, going 11 for 22 with HR and capturing NL Player of the Week honors. But he went 1 for his next 16 and was sent back to Triple-A. Recalled in late August, he got just 11 plate appearances the rest of the season (0 for 8). Then, he bombed over three brief ML stints in 2025, with 21 K in 43 AB. It seemed like the Reds made up their mind on him. But he changed his swing/approach last season @LouisvilleBats. He produced his best season: .302-.359-.563-.922 with 24 HR, 83 RBI, 21 SB. He cut his K rate to 25.9%. His career minor league rate had been 33%. He was an All-Star and team MVP. He tore it up in Goodyear, this spring: .410-.465-.949-1.414, 5 HR, 11 RBI, in 39 AB with 4 BB and 13 K. But he didn't make the team because the Reds didn't have a starting spot for him. They want him to play everyday at Louisville, not be a bench player getting infrequent at-bats in Cincinnati. So far at Louisville, he's belted 3 HR with 12 RBI, hitting .526 in 19 AB for the Bats. Should the Reds reconsider his status? Honestly, he got jerked around at the ML level in 2024 and 2025. He's been given a grand total of just 95 major league plate appearances. He's still just 25. He's athletic. He's got power and speed. He can play all three outfield spots. Since adjusting his approach, he's hit and hit and hit. Thoughts? Let's discuss at 6pm.

@VinnysCorner1 George McGinnis

Without saying Joel Embiid, Allen Iverson, Julius Erving, or Moses Malone name a 76er….

@zack_cozart Unbelievably ridiculous. Quoting the Bible is showing your education.

Not Vrabel man … shit

@SethDavisHoops It is obvious the referee walked toward Hurley, not the other way around.

Hoping this is the last time it needs to be addressed, but there seems to be confusion as to what the rules are regarding contact between a coach and official. Many seem to assume that any contact between a coach and official by rule must result in a technical. This is not true. This is what's in the rulebook, specifically rule 10.2.h which says an unsporting Class A technical should be assessed to a coach or player who "disrespectfully contacts an official or makes a threat of physical intimidation or harm to include pushing, shoving, spitting, or attempting to make physical contact with an official." The phrases "disrespectfully" and "physical intimidation or harm" are by definition subjective. So it's up to the official in that situation to decide whether he is being disrespected or intimidated. The ref in this situation did not believe he was. Seeing as how the "contact" came right after Mullins' game winning shot, it's reasonable to interpret that Hurley was pumped about the shot and not trying to intimidate or threaten the official. That is my interpretation as well. Reasonable (and especially unreasonable lol) minds can differ, but to assert that the referee did not follow the rules in this situation is factually inaccurate. Thank you for you attention to this matter.

@RetroNewsNow @LanceMcAlister The Shot!

🏀On March 30, 1987, CBS Sports debuted ‘One Shining Moment’ during the closing highlight montage of its broadcast of the NCAA men’s basketball championship game, in which Indiana defeated Syracuse 74–73

@OleTimeHardball Otis Taylor

First player to come to mind when seeing this #Chiefs logo

@SethDavisHoops The film shows the referee walking into Hurley’s space, not the other way around.

lol these replies. This is literally seconds after Mullins' shot went in. You really think Hurley is taunting this ref?

@TomiLahren @JessicaTarlov 8 million protesters divided by 349 million U.S. citizens is exactly 2%. That means 98% of the population saw fit not to attend the rally.

@JessicaTarlov Find me one of the “No Kings” protesters that doesn’t fall into one of these categories, Jessica.. *paid *elderly *ugly *fat *mentally ill

Republicans can mock the No Kings protests all the want, but the reality is it just grew from 6 million to 8 million people in a few months. 3,300 rallies in all 50 states, many in suburbs and small towns. Meanwhile, Republicans in Congress see the writing on the wall. A record 36 are retiring early. Donald Trump is sitting around 40% approval at best, closer to the low 30s by some measures. When a president is under 50%, their party historically loses an average of 34 seats in Congress. Democrats only need a handful of seats. The energy is real and it is growing.