in all my infinite wisdom

Month: December 2019

Baboon refuses to leave her dead baby that was hit by a car

In the video, the poor mom, a baboon, – can be seen staring at the battered and bloody corpse of her baby where he lies in the road.

The monkey then runs her hands through the youngster’s tail, picking off parasites as if her baby might still be alive.

Seeming confused, she then pulls the baby monkey close to her chest, but its lifeless body does not cling to her to be carried as it had so many times before.

Speeding driver blamed after three impalas found dead in Kruger Park

27 December 2019 – 13:36

Three impala were thought to be knocked down by a speeding vehicle in the Kruger National Park. Stock image.

The Kruger National Park has expressed its shock following the discovery of three dead impalas.

The buck “seemed to be knocked down by a speeding vehicle,” said park authorities on Friday.

“We call upon anyone who might have seen this incident to please come forward with information.”

The speed limit in the Kruger is 50 km/h on tar roads and 40 km/h on gravel roads. Visitors to the park are routinely asked to be on the lookout while driving and to always give animals the right of way. Cage set up to help capture leopard at Kruger National Park camping site SanParks says there has been no sign of the young leopard which entered a camping site at the Kruger National Park on Wednesday eveningNEWS1 week ago

“We continue to urge visitors to observe the rules of the park and keep to the speed limit at all times. One animal killed is one too many,” said park officials.

A month ago, a tourist was killed and three others injured when a giraffe was hit by a vehicle carrying 13 passengers. It then fell onto a rented safari vehicle driven by the Swiss tourist, crushing the roof. The giraffe died on impact. The tourist was critically injured and later died in the hospital.

Police spokesperson Brig Motlafela Mojapelo said at the time that authorities had changed a case of reckless and negligent driving against the driver of the minibus that hit the giraffe to one of culpable homicide after the death of the tourist, identified by police as Roland Koller.

In May, a bakkie and a car literally gate-crashed their way into the Kruger Park within the space of just two hours. The first crash at the Paul Kruger Gate happened at 9pm. The second happened at 11pm.

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source newsweek

British supermarket chain has launched an investigation after a girl found a handwritten message inside a pack of Christmas cards allegedly written by prisoners in China undergoing forced labor.

According to The Sunday Times, the note was discovered by a 6-year-old girl from Tooting, Southwest London, after she bought the charity cards from a Tesco store.

The message, written inside a card featuring a kitten in a Santa hat, read: “We are foreign prisoners in Shanghai Qingpu prison China. Forced to work against our will. Please help us and notify human rights organization.”

The message also urged anyone who found the message to get in touch with Peter Humphrey, a former British journalist who spent two years at the same Chinese prison on what he described as “bogus charges that were
never heard in court.”

The girl’s family then got in contact with Humphrey. He described in the article how former prisoners confirmed to him that inmates in the foreigner prisoner unit are being “forced into mundane manual assembly or packaging tasks”—including packing Christmas cards for Tesco.U.S. Blocks Import of Goods Thought to be Made by Forced Labor

The jail is also located around 62 miles from the Zheijiang Yunguang Printing factory where the cards are said to be made.

The supermarket said they would cut off any ties they had with the Chinese supplier if they were found to have used forced labor and have suspended operations.

Tesco added that the supplier was recently checked by independent auditors who found no evidence of human rights abuse.

A Tesco spokesman told Sky News: “We would never allow prison labor in our supply chain. [BS]

“We were shocked by these allegations and immediately halted production at the factory where these cards are produced and launched an investigation.

“We have a comprehensive auditing system in place and this supplier was independently audited as recently as last month and no evidence was found to suggest they had broken our rule banning the use of prison labor.

“If evidence is found we will permanently de-list the supplier.”

Tesco has been contacted for further comment.

Humphrey also said that he witnessed Chinese prisoners making tags and packaging for high-street clothing brands while he was serving his sentence.

In 2014, a woman in Belfast, Northern Ireland, found a similar note urging “SOS” written in Chinese inside a pair of trousers she had purchased from a clothing store Primark.

Karen Wisínska said she didn’t see the note allegedly written by prisoners subjected to slave labor for three years because she never wore the item of clothing as the zip was broke.

“I am only sorry that I did not discover the note when I first purchased the clothing, she told the BBC. “Then I could have brought this scandal to light much earlier.”

From Washington Post…

source Hannah Knowles  

A British retailer with thousands of stores around the world said Sunday that it has suspended work with a Chinese factory as it investigates allegations of forced labor behind its Christmas cards — spurred by a plea for help that a 6-year-old girl reportedly found scrawled in her family’s purchase.

Supermarket chain Tesco said it has also stopped selling the cards after the Sunday Times described an all-caps note, attributed to Chinese prisoners, that urges its reader to contact a human rights group. The report follows years of other notes allegedly penned by abused workers that have raised concerns among unsuspecting shoppers and prompted inquiries.

Tesco said in a statement that it was stunned by the accusations of forced labor and would cut ties with the cards’ supplier, Zheijiang Yunguang Printing, if it was found to have violated Tesco’s rules against prison labor. The company said it has a “comprehensive auditing system,” adding that the cards’ supplier “was independently audited as recently as last month” and that no evidence of wrongdoing surfaced.AD

The supplier did not immediately respond to The Washington Post on Sunday, nor did the Chinese Embassy.

The upheaval started with a holiday purchase that supports Tesco’s charity, the London family said in an interview posted by the BBC. Florence Widdicombe was looking through the cards her mother picked up — she wanted to write to her friends at school — when she starting laughing, her father said.

“Mom, look — somebody’s already written in this card,” Ben Widdicombe recounted his daughter saying to his wife.

A closer look revealed a note claiming to be from foreign inmates in China’s Qingpu prison “forced to work against our will,” he said. The note reportedly asked the reader to contact a “Mr Peter Humphrey” — a British journalist and former private investigator who spent about two years in the prison and who would bring the allegations of mistreatment into the public eye this weekend with a Sunday Times article.AD

At first, Ben Widdicombe said, he suspected a prank.

“But on reflection, we realized it was actually potentially quite a serious thing,” he said.

He messaged Humphrey on LinkedIn on Monday, the journalist would recount later.

The Post could not independently confirm the Widdicombes’ account, but the report raises serious questions about the festive cards that Tesco says allow it to donate hundreds of thousands of dollars each year to charitable causes in Britain.

Humphrey said he believes the note was written by ex-cellmates whom he met after his corporate fraud investigations drew the ire of the Chinese government, landing him and his wife in prison on “bogus charges that were never heard in court.” He said he reached out to other former inmates, who confirmed that people in his old unit have been forced to do assembly and packaging.AD

Foreign prisoners in Qingpu have been working on Tesco Christmas cards and gift tags for at least two years, Humphrey says he was told.

“I’m pretty sure this was written as a collective message,” Humphrey told the BBC of the note that Ben Widdicombe passed on to him. “Obviously one single hand produced this capital letters’ handwriting and I think I know who it was, but I will never disclose that name.”

Notes alleging worker abuse in China have shocked consumers before. In 2013, the New York Times reported, a former prisoner whose story led to a documentary claimed responsibility for a letter found by an Oregon mother in Halloween decorations from Kmart. The Beijing man said he’d stuffed 20 letters into items bound for the West over his years in a labor camp.

“Sir: If you occasionally buy this product, please kindly resend this letter to the World Human Right Organization,” the Halloween decorations note is said to have read. “Thousands people here who are under the persecution of the Chinese Communist Party Government will thank and remember you forever.”AD

The next year, a woman in Northern Ireland found an alarming note in a pair of pants that was attributed to prisoners, the BBC wrote.

“We work 15 hours per day and the food we eat wouldn’t even be given to dogs or pigs,” the note claimed, according to news reports.

A more recent story, from 2017, involved another Christmas card: A woman in Britain told Reuters that she found a scrawled note inside a card from the supermarket Sainsbury’s that was signed in Mandarin, “Third Product Shop, Guangzhou Prison, Number 6 District.”

Humphrey told the BBC that conditions in Qingpu were poor while he was imprisoned but that work was optional, a way to earn money for soap or toothpaste or biscuits. That seems to have changed, he said, pointing to censorship as a possible reason that those still jailed have not contacted him directly.

“So they resorted,” he wrote, “to the Qingpu equivalent of a message in a bottle.”

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Google Loved Me, Until I Pointed Out Everything That Sucked About It

Claire Stapleton didn’t just buy into the lore of Google—she helped write it. What happened when the bard of Google became one of its most vocal critics?


It wasn’t supposed to end like this: After twelve years at Google, I was unceremoniously escorted off the premises.

My last day came in May 2019, six months after the Google Walkout, during which 20,000 Googlers left their desks in a mass protest unprecedented in the tech industry. I helped to organize it after corporate documents obtained by the New York Times showed that Google paid executive Andy Rubin nearly $90 million in severance after he was accused of sexual misconduct. Little did we know it would be like waving a lit match in front of a powder keg: when people poured out of Google offices in 50 cities around the world a week after the severance news broke, it was clear this wasn’t just about Andy Rubin anymore. Something seismic was rumbling beneath the surface of the world’s storied “best place to work.” During my last six months at Google, I would become intimately familiar with just how closed off the company’s famously “open” corporate culture had become—and how far the management would go to prevent its staff from holding the company accountable.

I’d been warned about becoming a visible organizer within one of the world’s biggest corporations. Mass protests threaten the status quo, and “the master’s tools will never be used to dismantle the master’s house,” as one of the more seasoned organizers had told me, quoting Audre Lorde. Even as the Walkout was planned in a flurry of Gchats and Google Docs, organizers were bracing themselves for the fallout, too.


Stapleton, left, at one of the Walkout events.

I wasn’t convinced. The Walkout glittered with the kind of optimism and promise that had drawn me to the company and kept me there. Sure, I was outraged by the Rubin severance, but I got involved in the Walkout because I cared about Google and what I believed it stood for. This was, after all, the company whose corporate code of conduct famously states “don’t be evil,” and asks employees to speak up if they think something isn’t right.

Initially, executives loudly embraced the Walkout: Google’s CEO, Sundar Pichai, sent a note to the whole company expressing his support in Googlers’ participating. The company’s CFO, Ruth Porat, said at a conference the following week that she’d walked out herself. The action was, she said, “Googlers doing what Googlers do best.” But the corporate kumbaya was short-lived. Activism within Google and the broader tech industry didn’t start with the Walkout, but it helped the movement take off: in the wake of the protest, workers were organizing for stronger rights and protections for Google’s contractor class; they joined with Amazon employees to demand more action on climate change; they were asking for more accountability and transparency from leadership to prevent another Andy Rubin-esque “hero’s farewell.”

Management’s tone cooled. New policies were rolled out that flew in the face of Google’s open culture. Within a few months of the Walkout, there were new “community guidelines” meant to limit people discussing politics on internal groups, and accessing “need to know” documents—like those that, in 2018, revealed Google was bidding on a military contract and developing a censored search engine for China—was made a fireable offense. (The Chinese search engine project, codenamed Project Dragonfly, has since been terminated.) And it was starting to look like management’s outward support for the Walkout hadn’t been all that genuine after all: press reported that in November, days after the Walkout, they had quietly petitioned the National Labor Relations Board to limit legal protections for activist workers.

Google Employees Stage Walkout To Protest Company's Actions On  Sexual Harassment

In the meantime, Google found other ways to crack down. “What the hell is going on over there?” an old coworker texted as headlines like “Google Walkout Organizer Accuses Company of Retaliation” rippled through the Internet. “I guess I struck the Empire, and the Empire is striking back…hard,” I replied. Eight weeks after the Walkout, I was demoted by my manager, setting into motion a bewildering, isolating, eye-opening couple of months. It was so swift and brazen I was sure I had to be missing something. But every week got weirder and worse, until the message from the top was finally clear—my time was up.

My corporate self-image had yet to catch up with the past six months in which I’d become, I supposed, a labor organizer. I’m a good Googler, a team player, I thought. Someone the old guard knows and trusts. Two years earlier, the day before I left for my first maternity leave, I received a glowing performance review from the head of my department. “When you come back, Claire, you can really do anything here,” she said, in that kind of arm-around-the-shoulder way important people use to make younger people feel good, but also indebted. “You’re coming into your power as a leader.” I guess that turned out to be true—though surely not in the way she intended.

Google was my first real job, and over the course of my twelve years there, I occasionally wondered if I’d ever leave. I was about to turn 22 when I reported for orientation at Google’s Mountain View headquarters in the summer of 2007—a hot blur of grass and sun, as it figures in my memory, nostalgic as a Polaroid—one of 30 new recruits to the Communications department. As the years ticked by the others left one by one, like a row of ducklings: off to Harvard Business School or the Obama campaign or down the road to Facebook, Twitter, Square, Instagram. By 2012, there were just four of the original cohort still at the company. By 2014, just two.

Mostly, I relished thinking of myself as a “Google lifer” and the schtick that went along with it. I joyfully skimmed its surface, availing myself of the workplace perks, the stuff the press breathlessly covered in Google’s early days: the scooters, the nap rooms, the gym subsidies, the summer CSA. I offered new coworkers my curated guide to Google like it was a city you were visiting for a weekend: where to eat, get coffee, take in the view, get kombucha on tap.

I didn’t just buy into the lore of Google—I helped write it. My first job was in Internal Communications, and there, ghost-writing executive emails extolling Google’s culture and values and editing the Internal News blog, I felt called to a higher purpose: Google teemed with specialness and it was my solemn duty to reflect that specialness back to those responsible for it—Googlers.

I didn’t just buy into the lore of Google—I helped write it.

For my first five years, I also produced TGIF, the weekly all-hands meeting hosted by Google’s founders, Larry Page and Sergey Brin. In my memory, those years are like a flipbook of what I saw from the side of the stage: mop-haired executives in athletic shorts and rubber shoes, skittish product managers who whipped too quickly through their slide decks and the endless parade of propeller hats they made new hires (“Nooglers,” naturally) wear to their first TGIF. Google was getting bigger, more complicated, which was manifest in the rousing internal debates that played out at TGIF about Google’s mission, its values, the big decisions. I remember the shock over Google spending $1.6 billion on a video site that mostly hosted cat videos and adolescent pranks; the moral stand the company took around pulling out of China; the primal fury when the beloved bookmarking tool Google Reader was killed. Every Friday I boarded the 5:40 shuttle bus back to San Francisco red-cheeked and a little buzzed off of free beer—sated.

At my last TGIF in 2012, a group of engineers presented me with a plaque in which they’d etched “The Bard of Google” in the campus woodshop to commemorate the whimsical weekly TGIF reminder emails I sent around the company. “Can we give Claire Stapleton a round of applause for her incredible email-writing?” says Larry in a video clip from that day I still have saved in my Google Drive. He invites me onstage, and the camera pans to me in the wings, a bashful young thing, covering my face, shocked by the impromptu spotlight. “I guess she’s a little bit shy. She prefers to express herself through computer means,” he says through his signature goofy grin. Half a decade later, I’d still occasionally get stopped in the lunch line by a hirsute stranger. “Wait, you’re Claire Stapleton? Like, the real Claire Stapleton?”

How far the bard had fallen.


A few days before the Walkout, genuinely curious about the chord that’d been struck (literally overnight, hundreds of people had joined the Google group I’d set up to coordinate planning), I sent out an email with a dumb-simple prompt: Why are you walking out? 350 responses came back. The Walkout’s spark might have been Andy Rubin, and indeed there were plenty of other tales of harassment and coercion at Google. But it was broader, deeper than that; this was a monument to disillusionment, capturing all sorts of anecdotes and reflections on a culture of discrimination, gaslighting, retaliation, ethical breaches, punitive managers, bad HR. If I could boil all these responses down to a single question, it might be: when did you first notice the gap between what you believed Google to be—progressive, equitable, fair, good—and what you actually see and experience every day?

I rolled back my own tape and saw lots of ways I could answer that question. There was the year I spent in Google’s “magic factory,” Creative Lab, a place where the ideals encoded in Google’s image were in stark contrast with the realities of a grueling work environment populated by temps, Google’s “shadow workforce.” Later, I spent five years in the Marketing department promoting the narrative that YouTube is a net-positive for society, while every day witnessing how ill-equipped the company’s leadership was to govern a social media platform as it became a breeding ground for extremism, disinformation, harassment, and child abuse.

But nothing so shifted my perspective about Google, its power—and the way that manifests in the workplace—as what happened after the Walkout.

“The emails and articles mentioned that we had attempted to demote Claire after the walkout, and I want to be clear that never happened,” Danielle Tiedt, YouTube’s CMO, wrote in an email to my entire department. Lorraine Twohill, Google’s CMO, sent a similar email to everyone in marketing at Google–thousands of my colleagues. “Over the last several weeks, I have spent a lot of time talking to everyone involved, trying to understand and empathize with the situation,” she said. (I never had a conversation with either woman about my claims.) The talking point that rang out around Google like town church bells was, we investigated and found no evidence of retaliation.


Then what did happen? After five years as an unequivocally “strong performer” on YouTube’s marketing team, my manager, Marion, informed me in a conversation in January that my role would be “restructured,” and I’d lose half my reports and responsibilities.

Google’s line would later be that this was a draft “reorg,” that I was being consulted on team changes “as managers sometimes are.” But when I followed up with Marion, arguing my case to keep my job as it was, she said it was impossible—this had to happen for the “needs of the business.” I escalated to HR and my VP, and they offered a soft menu of suggestions that couldn’t do much to fix things: take some days off, focus on clarifying role expectations with Marion, be “radically candid” with her about my feelings so we can “rebuild trust,” or start to look for a new role. Meanwhile, my relationship with Marion strained beyond recognition: I stopped getting looped into things and my work was routed to others—so effectively, I’d already been demoted.

I wasn’t the only one: Meredith Whittaker, one of the Walkout’s other lead organizers, had been informed around the same time that her role would be “changed dramatically” and in order to stay at the company, she’d need to “abandon her work on AI ethics.” And another organizer, Ramona (which is not her real name) had been in the process of transferring to my org, YouTube Marketing, but after the Walkout, it got delayed for months until the opportunity disappeared altogether. She was finally told that the head of my department wasn’t comfortable having someone who “fostered division between employees and leadership” on her team. RELATED STORY‘Black Women Talk Tech’ on Mentorship

I kept sounding the alarm, and eventually my case got picked up by a senior HR director, who listened carefully to my story. For the first time, I actually felt like someone was listening to me. The next day, she came back with what she said was the perfect solution: I should take medical leave. I pointed out that, well, I’m not actually sick or under a doctor’s care, she told me it wasn’t a big deal, “we put people on it all the time.”

I went home that night dumbfounded that the only solution I’d been presented with was to declare myself unwell and unable to work. “Am I crazy?” I wondered. Why could no one in HR or management acknowledge that something seriously wrong happened here? In April, when I shared the story with my fellow employees, I heard accounts from women across the company that echoed my own: when they’d raised an allegation about a manager or coworker, they’d been encouraged to take medical leave.

“Why don’t you just quit?” my husband asked in one of our many anguished conversations about how untethered and toxic my work situation had become.

“Google is more than just a job,” I said, “it’s my home.”

“You mean your other home?” he said.

My goodbye party was planned by my fellow organizers and the growing mass of activists that had been meeting to talk about ethics, equity, and collective action on a weekly basis since the Walkout six months before. This community was new, and the connections were just coagulating. But it was already clear that this group had sharp observations and ideas about all the things I’d been quietly troubled by in past years: the rise of harassment and reactionaries on the Internet and how little Google was doing about it, the mounting mistrust of our HR systems, the general sense that the company had started to put shareholder value above pretty much anything else. Though we’d been branded as agitators—an “entitled vocal minority,” as the head of HR had elegantly put it in a company meeting—these people reminded me of the idealism and purpose of the old days.

Last days at Google were loose: leave your computer and badge on your desk, or turn it into a receptionist, if you happen to think of it. But as I glanced around the crowd at my goodbye party, as people scribbled messages about the movement on Post-Its and tacked them to the walls of Google New York’s biggest common space, I immediately spotted Phillip, who was there to confiscate my Google-issued devices. This wasn’t standard protocol.

He hung at the periphery of the gathering, hawk-eyed, looking the part of a Google-branded henchman in his hiking boots and nylon shorts, his small, taut frame punctuated by a showstopping topknot. He had emailed me earlier that day (“could you let me know where and when to meet you?”), but I hadn’t gotten around to replying. I wondered how he figured out where I’d be.


I stood up and heaved myself over a picnic table to hug her. She was impossibly young, with a splash of freckles and long, messy brown hair and, well, reminded me a bit of myself a Google lifetime ago.

It felt surreal, lingering in this liminal space. I’d spent my career reflecting Google back to itself. But the mirror I held contained something that Google—or at least the management—no longer wanted to see.

Phillip waited until the party was waning to introduce himself, slicing into the conversation I was having with the last stragglers.

“I’m here to, uh, collect your things,” Phillip said haltingly, projecting his voice from a comfortable distance a few feet away.

I was desperate, not ready.

But there wasn’t much else to do. I exhaled a year’s worth of breath and trudged over to Phillip, limply offering him my laptop and a stack of Android phones that’d been gathering dust in my office desk drawer—I’d never owned a smartphone that wasn’t Google-issued (begrudgingly, the following week I’d purchase my first iPhone). I pulled my badge off my belt loop, taking one final, wan look at my security photo. “Goodbye, old friend,” I said, placing it gently in his palm.

Phillip didn’t crack a smile. He neatly packed my things into his Google-branded bike bag.

“Are you ready?”

“I guess,” pouting my lips. I’d regressed to a sullen teen.

We set off for the door in lockstep. We had a couple of dozen steps to traverse together. The yellow brick road, but backwards: This way out of Oz.

We’ve glimpsed the power of tech workers pushing their employers towards a more equitable future. And we can’t stop now.

“This is super weird,” I said, the words tumbling out. “I used to be a huge cheerleader for this place.” I suppressed my impulse to tell him about the Bard of Google plaque. “And now, I’m, like, Company Enemy #1. But I’m not–I’m not that, Phillip.”

I looked over at him, eager for some reaction–something to resurrect this moment. The last chance to end my Google career on a different note.

He said nothing.

We reached the door.

“Well, um. Goodbye, then,” I said, for lack of any other ideas.

He nodded. “Have a great weekend.”

If recent headlines are any indication, there’s no more ambiguity about whether the management embraces efforts like the Walkout: Google recently hired IRI Consultants, an anti-union consulting firm, then fired four employees who’d worked on a petition against Google doing business with CBP and ICE. Fittingly, in October, Sundar Pichai announced the end of TGIF as I knew it. Instead of the classic open forum, they’d be moving instead to a monthly product and business update with restrictions on what can be discussed—no “off-topic” questions from employees allowed. It’s dizzying to keep up with this new era of Google: on the same day that the four fired organizers announced they’re filing labor charges against the company, Larry and Sergey said they’d be stepping back from day-to-day roles at the company. Just this week, an engineer named Kathryn Spiers says she was fired for trying to notify co-workers of their right to organize.

Despite the personal cost that I and a growing group of organizers have paid, that workers continue to loudly call for change and a recalibration of Google’s moral compass makes me tremendously hopeful. To root for these workers is to root for the old Google: the company that earned its employees’ and users’ trust. Whose mission and ideals meant something. Whose “don’t be evil” motto was referenced earnestly, not to point out the irony of Google having done some new evil thing.

We’ve glimpsed the power of tech workers pushing their employers towards a more equitable future. And we can’t stop now.CLAIRE STAPLETON

Claire Stapleton is a writer and former YouTube employee who helped organize the Google Walkout for Real Change.

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SAY NO TO Spay and Neuter AND YES TO Tubal Ligation and Vasectomies

Push for Tubal Ligation and Vasectomies versus Spay and Neuter Here is why:

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