Marc Trobman

@_EagleTimes Will Hurts have enough time to be able to throw the ball.

The Eagles WR room right now: AJ Brown DeVonta Smith Dontayvion Wicks Hollywood Brown Elijah Moore Darius Cooper Johnny Wilson Thoughts?

@JameyBaskow I was surprised to hear it. I feel like it’s been a few years since I last heard it.

Including last night, the Flyers have a 102-31-5 record when playing/singing God bless America #Flyers

Monday Spring Inspiration 🌳 #quoteoftheday #sellerspublishing #quotedaily #leotolstoy #spring #springtime

@HawkEmDownChris False. The 70s were better.

True or False: The 1980s were the greatest decade in music history.

@HawkEmDownChris Steve Carlton

Who’s your favorite MLB pitcher of all time? A) Pedro Martinez B) Randy Johnson C) Clayton Kershaw D) Nolan Ryan E) Sandy Koufax F) Greg Maddux G) Roger Clemens H) Justin Verlander I) Mariano Rivera J) Shohei Ohtani K) Comment another pitcher ✍️

@BillAckman @X And I hope your daughter makes a full recovery. All the best.

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?

@BillAckman @X Good luck. Frivolous law suits in this country is an epidemic.

@VinnysCorner1 7

True or False: you’ve seen at least 5 championships between your favorite NHL, NFL, MLB and NBA franchises

Monday Musings 🐰 #quoteoftheday #sellerspublishing #quotedaily #easter #egghunt #easterquote

@MikeLevin Vote him out

I’ve been in Congress through divided governments, bitter fights, and historic crises. I’ve never seen anything like the last 24 hours. Republican House Speaker Mike Johnson killed Republican Senate Majority Leader John Thune’s bipartisan deal to fund the TSA, Coast Guard, and FEMA.  It was a deal that had the support of Senate Republicans and Democrats alike, 100-0! Why? Because Johnson places his own political survival and fealty to Trump over all else, including long waits at airports or anything else. We could have passed it in the House easily if only Johnson had allowed the vote to proceed. But instead he blew up the whole thing. Where this goes next is anyone’s guess, but what’s very clear is that Johnson is the worst and most subservient speaker in modern American history.

@2008Philz I guess we’ll never see another Steve Carlton. Glad I got to watch him even though at the time I was upset when they traded away Rick Wise for this guy. Boy was I wrong.

Every Philadelphia Phillies Opening Day Starting Pitcher: 2026 - Sánchez 2025 - Wheeler 2024 - Wheeler 2023 - Nola 2022 - Nola 2021 - Nola 2020 - Nola 2019 - Nola 2018 - Nola 2017 - Hellickson 2016 - Hellickson 2015 - Hamels 2014 - Lee 2013 - Hamels 2012 - Halladay 2011 - Halladay 2010 - Halladay 2009 - Myers 2008 - Myers 2007 - Myers 2006 - Lieber 2005 - Lieber 2004 - Millwood 2003 - Millwood 2002 - Person 2001 - Daal 2000 - Ashby 1999 - Schilling 1998 - Schilling 1997 - Schilling 1996 - Fernandez 1995 - Schilling 1994 - Schilling 1993 - Mulholland 1992 - Mulholland 1991 - Mulholland 1990 - Ruffin 1989 - Youmans 1988 - Rawley 1987 - Rawley 1986 - Carlton 1985 - Carlton 1984 - Carlton 1983 - Carlton 1982 - Carlton 1981 - Carlton 1980 - Carlton 1979 - Carlton 1978 - Carlton 1977 - Carlton 1976 - Kaat 1975 - Carlton 1974 - Carlton 1973 - Carlton 1972 - Carlton 1971 - Short 1970 - Short 1969 - Short 1968 - Short 1967 - Bunning 1966 - Short 1965 - Short 1964 - Bennett 1963 - Mahaffey 1962 - Mahaffey 1961 - Roberts 1960 - Roberts 1959 - Roberts 1958 - Roberts 1957 - Roberts 1956 - Roberts 1955 - Roberts 1954 - Roberts 1953 - Roberts 1952 - Roberts 1951 - Roberts 1950 - Roberts 1949 - Heintzelman 1948 - Leonard 1947 - Rowe 1946 - Judd 1945 - Raffensberger 1944 - Barrett 1943 - Gerheauser 1942 - Johnson 1941 - Blanton 1940 - Higbe 1939 - Mulcahy 1938 - LaMaster 1937 - Johnson 1936 - Davis 1935 - Davis 1934 - Elliott 1933 - Rhem 1932 - Collins 1931 - Elliott 1930 - Sweetland 1929 - Willoughby 1928 - Ring 1927 - Carlson 1926 - Carlson 1925 - Carlson 1924 - Ring 1923 - Hubbell 1922 - Meadows 1921 - Ring 1920 - Rixey 1919 - Jacobs 1918 - Mayer 1917 - Alexander 1916 - Alexander 1915 - Alexander 1914 - Alexander 1913 - Seaton 1912 - Alexander 1911 - Moore 1910 - McQuillan 1909 - Coveleski 1908 - McQuillan 1907 - Corridon 1906 - Lush 1905 - Pittinger 1904 - Duggleby 1903 - Fraser 1902 - Felix 1901 - Dunn 1900 - Orth 1899 - Piatt 1898 - Donahue 1897 - Orth 1896 - Taylor 1895 - Taylor 1894 - Weyhing 1893 - Weyhing 1892 - Keefe 1891 - Gleason 1890 - Gleason 1889 - Buffington 1888 - Gleason 1887 - Daily 1886 - Casey 1885 - Ferguson 1884 - Ferguson 1883 - Coleman

Here is a fun sneak peek at our 2027 High Note® Collection. Stay tuned for more details! 😉 #HighNoteCollection #SellersPublishing #SneakPeek #Planners #Calendars #2027Planner #Paperlove #PlannerInspiration #HighNotePlanner #Colorful #femaleartists #womenartists #planahead

See……this is the B.S. I’m talking about. This is a disgusting thing coming from our Commander In Chief — especially about a VETERAN and PURPLE HEART recipient. #DamnShameful!

This is an extraordinary piece of writing. I started reading it and couldn’t stop, and neither should you. @Liz_Cheney @KerryKennedyRFK @mikebarnicle @kathleenparker @AdamKinzinger @gtconway3d @NormOrnstein @JohnJHarwood @BeschlossDC @SykesCharlie @ImprovAmbassadr @ccwhip

@NHLFlyers He fired the laser.

Michkovmania goes Hollywood. #PHIvsLAK | #LetsGoFlyers

@HawkEmDownChris Larry Bowa

Age yourself by naming an MLB shortstop you grew up watching. I’ll start: Derek Jeter.

@HawkEmDownChris Johnny Callison

Age yourself by naming an MLB center fielder you grew up watching. I’ll start: Mike Trout.

Monday Inspiration 🍀 #quoteoftheday #sellerspublishing #quotedaily #irishblessing #stpatricksday #irish #shamrock #irishquote

@HawkEmDownChris Michael Jack Schmidt

Age yourself by naming an MLB third baseman you grew up watching. I’ll start: Chipper Jones.

@miriamkdaniel What’s happening with Waze?

Hi, X! I’m Miriam, VP and GM of Google Maps and I just wanted to introduce myself. Excited to be here and share more information and insights about the latest updates to Maps, new ways to use our features, and more!