AWG, I have read most of your posts and you seem like a reasonable guy, pretty smart. Then you throw out that post, setting up the straw man argument, based on a flawed, demagogic premise. Just when I think "this is a bright person that I can have a productive debate with" you come up with this stuff. It says to me one of two things. You accept your own flawed perceptions as gospel, hence are not able to accept any evidence that is to the contrary. Or you have a bias, and only seek to advance that.

Your example of the theft above is so flawed that it almost doesn't bear addressing. I am not sure where the idea that someone could get caught stealing, the proof is there, and they would get off, comes from. One of the basic priniciples in contract administration is that the employer must be able to prove their case before they discipline or discharge. Another principle is that the punishment must be appropriate. In virtually every case of theft I have had, where the management was able to demonstrate the theft with a preponderance of evidence, the termination was upheld. The one exception, where the proof was there, was an employee with over 20 years of service, found a broken bag of M&M's. He ate a handful and was observed by a manager. They termed him for theft. We were able to make a diminutive loss argument, and get the employee reinstated. But he was returned to work without backpay by the arbitrator, and he was off work for months.

Facts are what you need to deal with. Every time you start to come off as something other than a troll, you inject these phoney premis arguments and end up looking foolish.

Mick