Florida Man🏝

More Grok Imagine video experimentation. Let me know what you think.

@Oilfield_Rando That is very true. The amounts of money being thrown around when I was in the Permian and Bakken were insane.

If you actually go to work in the oil industry and start looking around at how much everything costs to do, you end up wondering why gas doesn’t cost like $20 a gallon. Offshore? You could probably charge $5000 to provide them a 5 gallon bucket and get away with it.

@Pirat_Nation That is not even funny...damn, take it back.

Pragmata series reportedly coming Soon to Netflix

Unfuckingbelievable… POTUS just shared a screenshot of a tweet from the user @shadowintel2 talking about Tulsi proving the smoking gun evidence for treason. The only problem is, IT’S MY FUCKING TWEET from July 2025, stolen word for word. This shit pisses me off so much. I never get the fucking credit I deserve and people steal my shit all the time.

@WOLF_Financial Walmart, use all the stores as datacenters. Save small businesses at the same time.😁

What is one company you think should completely pivot from their core business and add AI to their name just because?

@stocktalkweekly Great community. ⏫

In 2024, I began sharing my portfolio transparently with thousands of subscribers. Every stock, thesis, weighting, entry & exit. This week, total return on that portfolio crossed +2,000% +2,106.47% vs. +46.59% for S&P-500 Follow the full portfolio at whop.com/stocktalk

@Variety They disagree with the CEO's political views; therefore, it is problematic. Democracy to them means you have to agree with them 100% of the time.

Pedro Pascal and Florence Pugh are the latest actors to condemn Paramount buying Warner Bros. in an open letter that's now been signed by more than 2,000 Hollywood names. "We are deeply concerned by indications of support for this merger that prioritize the interests of a small group of powerful stakeholders over the broader public good. The integrity, independence, and diversity of our industry would be grievously compromised," read the letter. "Competition is essential for a healthy economy and a healthy democracy. So is thoughtful regulation and enforcement. Media consolidation has already weakened one of America's most vital global industries—one that has long shaped culture and connected people around the world." variety.com/2026/film/news…

@nikitabier How long till the millions of Android users get some love.

𝕏 has always been the best source of financial news for traders and investors. Billions of dollars are allocated every day based on what people read on Timeline. Today we're launching our new Cashtags feature in the US and Canada on iPhone, bringing real-time financial data to X. Here's how it works: 1. When you search for or post a cashtag (or contract address), X will automatically suggest matching stocks or crypto tokens, so you can select the exact asset you had in mind. 2. Anyone who taps a Cashtag will see posts mentioning it along with its price chart—without ever leaving X. This ensures that you're always matched to the chatter for the right stock or token. Cashtags are just the first step in our commitment to be the best destination for the finance and crypto community.

@ScottPresler @JohnCornyn Everyone should vote against Cornyn even if SAVE America Act is passed. No more RINOs

@JohnCornyn If the SAVE America Act isn’t passed by the end of April, I encourage every Texan to vote AGAINST John Cornyn on Tuesday, May 26th. We demand the SAVE America Act.

Gohmert: Voting for lies and corruption is not a choice riograndeguardian.com/stories/gohmer… #simplesharebuttons

@joekent16jan19 You are a lying fraud. 10 months ago.

@iamrobothead never heard of any of these either, wtf.

I swear I've never heard of any of these shows

@RepMariaSalazar Florida needs a lot less people like you in government.

No it won’t. It actually locks in permanent enforcement measures (border security, mandatory E-verify, and ends catch and release for asylum seekers). None of these are currently codified in law, and until they are, they can keep being changed by the Executive. And therefore border and enforcement policy will keep changing whenever the White House changes. Participants in Dignity Program (not Amnesty) cannot become citizens and therefore cannot vote. The bill actually increases penalties for any illegal or non-citizen caught voting or attempting to vote, as well as for attempted border re-crossers, child sex traffickers, etc.

How many votes cast illegally by noncitizens are too many?

@fandompulse Propaganda TV, just turn it off.

The Boys showrunner Eric Kripke tells anti-woke viewers who are unhappy with the heavy-handed politics in the show to go watch something else: “I clearly have a perspective, and I’m not shy about putting that perspective in the show. Anyone who wants to call the show ‘woke’ or whatever, that’s OK. Go watch something else.” Does this make you want to continue watching The Boys?

@TheCriticalDri2 If we did not have people watching it for review posts, those numbers would have been much lower, lol.

Most of those were probably YouTubers.

@Notwokenow Macron will surrender by tomorrow.

Macron is calling for a Cold War against the US. We ACCEPT. Bitch.

@ScottPresler @data_republican Fire John Thune Fire John Cornyn @SenTedCruz @KenPaxtonTX

@WatcherGuru Remind me, how many billions did Powell spend on fed building renovations?

Weekly Recap 1) Iran demands ships transiting through the Strait of Hormuz to pay fees in crypto or Chinese yuan. 2) US Department of Labor proposes rule to open $10 trillion 401k retirement plans to crypto and alternative investments. 3) $12 trillion Charles Schwab to launch Bitcoin and Ethereum trading for users "soon." 4) Michael Saylor says the four-year Bitcoin cycle is "dead." 5) President Trump to unveil $1.5 trillion defense budget, the largest yearly US military spending increase since World War II. 6) Elon Musk says Tesla is making a "big" investment in Japan. 7) Fed Chair Jerome Powell warns US national debt is growing "substantially" faster than the economy and says it's not sustainable. 8) Coinbase gains conditional approval for a US national trust company charter. 9) Elon Musk's SpaceX confidentially files for IPO. 10) President Trump says he built the "strongest economy in history" with no inflation and the "highest stock market ever."

@2ray_degenemax So many epic scenes in the movie. Let us know what you think after watching it.

このシーンのGIFが100回くらい送られてきます。 名シーンみたいなので楽しみにしておきます。そして東京マルイ製のAKMで練習したいと思います。

@2ray_degenemax Red Dawn is a great movie, highly recommend.

Red Dawnっていう映画をお勧めされています。観なきゃなぁ....　 なんかカッコいい迷彩が出てくることしか知りません。

@BillAckman @X 100 percent agree, it is way out of control.

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?