OskiFan

@PolitiBunny @history_yt history @baumgartnerrestoration?si=G15JGnRO5AON-ssP" target="_blank" rel="nofollow noopener">youtube.com/@baumgartnerre… art restoration with an ASMR voice @thehooverboys?si=J51pspBTAFRKVBFf" target="_blank" rel="nofollow noopener">youtube.com/@thehooverboys… metal detecting @blackopaldirect?si=r7-PQcCRczEuRlzj" target="_blank" rel="nofollow noopener">youtube.com/@blackopaldire… Opal cutting @mredbee?si=ac6keac3a-yznU2P" target="_blank" rel="nofollow noopener">youtube.com/@mredbee?si=ac… beekeeping at a Catholic monastery

I’ve ‘inherited’ our daughter’s premium YouTube account for the next month as she has signed up for a more affordable student account. I haven’t watched a lot of YouTube. Any channels you guys suggest I check out? There is SO MUCH NOISE on there, it makes X seem quiet.

@LincolnTerrell2 @4EverHuyWin @wacoscrub @rampagepoker Yes, please go on now that all charges against Doug and the Lodge have been dropped.

@4EverHuyWin @wacoscrub @rampagepoker Bc Polk and the owners were reckless. Bc Doug put it in a small Texas town and didn't know law enforcement personally. Bc the live stream looked like a money laundering pit. Bad accounting. Bad handling of funds. Greed over safety. Shall I go on?

The Lodge poker club was recently raided, leading to the sudden closure and job losses for many dedicated staff members who’ve been part of the community for years. Families are now facing immediate financial struggles to cover rent, bills, and daily expenses. I donated to this fundraiser because the cause really matters to me. If you're able, a share or small contribution can help these employees get through this tough time and show that the Lodge family is stronger together. gofund.me/8abf95692

@DougPolkVids I'm looking forward to your upcoming video where you rightfully crow about your victory and provide more behind the scenes details about what happened.

BREAKING: All charges against myself, my partners, and the Lodge have been officially rejected. The seized money and equipment will be returned and we will reopen as quickly as possible, hopefully within a few weeks. The Grand Jury in Williamson county heard the allegations against us, and refused to authorize proposed charges. Justice has prevailed. The damage to our staff and members has been tremendous, and it is now time to rebuild. We will be putting together a kickoff event in the near future. In the words of a great man: “you gotta know when to hold'em”

@DougPolkVids Congratulations! I know you have spent a lot of money on lawyers and made other investments to do things the right way. I'm glad those investments have paid off. Kudos to you and the other Lodge owners!

@TheBradOwen Please provide more details as soon as you can.

The Lodge has won!! We’ve been absolved of any wrongdoing. I’ve stayed quiet while all of this has been going on, but I can’t tell you how happy I am for the players, staff, and partners. We’ll be reopening soon!! LFG!!!!

@thezachmeister @15poundstogo I came to the comments to say the same thing, but you beat me to it.

@15poundstogo Wasn't Capone arrested on a technicality?

Comey belongs in prison for 100 reasons. None of which are mentioned in this indictment. A complete joke that totally undermines the administration’s credibility in the much more serious indictments that came down in recent days.

@ASFleischman Great, interesting, and informative post! I could read posts like this all day long. Well done!

But it would have never come in without a good plan, some case law on hand in case opposing counsel objected, and a judge who knew the rules. That's the thing you never see in legal dramas. And to me, it's the most interesting part.

The one thing movies never get right about trials is the rules of evidence. And I don't just mean whether the objections are accurate or the evidence is admissible. Planning how you are going to get your evidence in, and keep their evidence out, is a big part of trial prep.

@15poundstogo @PolitiBunny Like the Sneetches, it'll change to those without stars . . I mean blue checkmarks.

@PolitiBunny Star bellied sneetches.

Someone I follow just made a big deal of only following people with blue checks. I unfollowed him. I hate that shit.

@MediocreJoker85 I did the math and was surprised.

How many seconds are in 6 weeks? You might be surprised but the answer is 10!

@SharylAttkisson Carbs

Name something you used to eat because you thought it was healthy. But it wasn't.

@FrDaveNix Sine he took a vow of poverty, I presume the Jesuits would be interested in this, if it were true. I doubt it is.

PeopleAI says Fr. James Martin SJ is worth $16.3M. Is this true?

@jeffhorchoff What happened to your YouTube channel? Was it hacked?

@MichaelARothman Great post. I learned something new today. Thanks! What is the difference between an en dash and a minus sign? I thought they were the same. Is the minus sign shorter?

𝐍𝐎, 𝐈𝐓'𝐒 𝐍𝐎𝐓 𝐀𝐈. 𝐈𝐓'𝐒 𝐂𝐀𝐋𝐋𝐄𝐃 𝐏𝐔𝐍𝐂𝐓𝐔𝐀𝐓𝐈𝐎𝐍. I see it constantly now. Someone reads a post or an article and spots an em dash — that long horizontal line — and immediately declares it was written by AI. 𝐓𝐡𝐚𝐭'𝐬 𝐚𝐧 𝐞𝐦 𝐝𝐚𝐬𝐡, 𝐝𝐞𝐟𝐢𝐧𝐢𝐭𝐞𝐥𝐲 𝐂𝐡𝐚𝐭𝐆𝐏𝐓. You know who else uses em dashes? People who actually learned how English punctuation works. I don't normally step on this particular soapbox — and I commit authorial malpractice by never trying to sell you my books — but I've authored over 30 of them. Many have been international bestsellers. Well over 𝟏,𝟎𝟎𝟎,𝟎𝟎𝟎 𝐜𝐨𝐩𝐢𝐞𝐬 in print, translated into 7+ languages, sold around the world. I am, amongst many other things, an actual author. So let me give you a quick education your grammar teachers apparently skipped. The em dash — this thing right here — is one of the most versatile punctuation marks in the English language. It's called an "em dash" because in traditional typesetting, it was the width of the capital letter M in whatever typeface you were using. It serves three primary functions. First, it sets off a parenthetical statement within a sentence — like this one — when you want more emphasis than commas provide but less formality than parentheses. Second, it signals an abrupt break in thought or a dramatic pivot. Third, it introduces an explanation or amplification of what came before it. Writers have been using it for centuries. Emily Dickinson used em dashes so obsessively her manuscripts look like they were attacked by a horizontal line. Mark Twain used them constantly in dialogue. So did F. Scott Fitzgerald. None of them had access to ChatGPT. Now for a bit of trivia most people never learn. There's also an 𝐞𝐧 𝐝𝐚𝐬𝐡 — slightly shorter, the width of the letter N. The en dash has a narrower purpose: it connects ranges. Pages 12–44. The years 1941–1945. The New York–London flight. It's the dash between two things that are connected but distinct. Most people have never heard of it, and most fonts render it just barely shorter than an em dash, which is why almost nobody notices the difference. Both have been part of formal typography since the invention of movable type in the 15th century. Gutenberg's typesetters used varying dash lengths to organize text. By the 18th century, printers had standardized the em and en dash as distinct glyphs with distinct grammatical functions. This isn't some modern AI invention — it's older than the United States. And if you use Microsoft Word, they're trivially easy to type. An en dash is Ctrl + Minus on the numeric keypad. An em dash is Ctrl + Alt + Minus on the numeric keypad. Word also auto-converts two hyphens (--) into an em dash if you have autocorrect enabled. That's why you see me use them in my books and in my posts — because I know they exist and I know the keyboard shortcut. The reason AI chatbots use em dashes frequently is because they were trained on well-written text — books, journalism, academic papers — written by people who knew the rules. The AI learned proper punctuation from proper writers. That doesn't make proper punctuation a sign of AI. It makes it a sign of 𝐥𝐢𝐭𝐞𝐫𝐚𝐜𝐲. For the record, the only things I use AI for are conjuring up a quick graphic — like the image on this post — or as a shortcut for preliminary research. Think of it as a Google accelerator. The writing? That's all me. It has been for 30+ books and countless social media posts such as this one. If you've reached the end of this post, you now know more about dashes than most people who graduated with an English degree. And the next time you see an em dash and your first instinct is to scream "AI" — maybe consider that what you're actually looking at is someone who paid attention in class. Or someone whose grammar teachers didn't fail them quite as badly as yours failed you. 𝐓𝐡𝐞 𝐞𝐦 𝐝𝐚𝐬𝐡 𝐢𝐬 𝟓𝟎𝟎 𝐲𝐞𝐚𝐫𝐬 𝐨𝐥𝐝. 𝐒𝐭𝐨𝐩 𝐛𝐥𝐚𝐦𝐢𝐧𝐠 𝐢𝐭 𝐨𝐧 𝐭𝐡𝐞 𝐫𝐨𝐛𝐨𝐭𝐬.

@BillAckman @X In my professional judgment, an in-house HR lawyer who does not implement that is grossly negligent. I feel sorry you have to confront this at the same time as your daughter's illness. Good Luck! 5/5.

@BillAckman @X An in-house atty. overseeing HR has a duty to reduce risk. The #1 easiest & most cost effective way to do that is by having all employees sign an arbitration agreement. 4/x

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?

@PolitiBunny I will see it again and again.

I laughed and cried ... true story. It was better than CATS. IYKYK.

@michael_texan @AceofSpadesHQ @FDRLST @seanmdav @MZHemingway Thanks for the update. Is there an alternate URL to use during DDOS attacks?

𝐀𝐜𝐞 𝐨𝐟 𝐒𝐩𝐚𝐝𝐞𝐬 𝐇𝐐 Ace of Spades HQ is down—possible DDOS attack. Break out the Kaboom! and Val-u-Rite Vodka. @AceofSpadesHQ @FDRLST @seanmdav @MZHemingway