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On Saturday, August 22, 2015, Neera Tanden <ntanden@gmail.com> wrote: > > I know this email thing isn't on the level. I'm fully aware of that. But > her inability to just do a national interview and communicate genuine > feelings of remorse and regret is now, I fear, becoming a character problem > (more so than honesty). > > People hate her arrogant, like her down. It's a sexist context, but I > think it's the truth. I see no downside in her actually just saying, look, > I'm sorry. I think it will take so much air out of this. > > She always sees herself bending to "their" will when she hands over > information, etc. But the way she has to bend here is in the remorse. Not > the "if I had to do it all over again, I wouldn't do it." A real feeling > of - this decision I made created a mess and I'm sorry I did that. > > No one thinks she doesn't have the judgment to be president - she's not > reaffirming a negative characteristic in saying sorry. She needs to do > that - I see no way of moving on until October otherwise. > > Anyway, that's my advice.

To All: As a follow up to our call today, below please find the revised total compensation philosophy draft with the 2 changes highlighted. Please let me know your comments by COB if you can. Thanks. Terry Proposed Parameters for the Foundation's Total Compensation Philosophy A total compensation philosophy lays out the guiding principles for our compensation and benefits policies. It serves as a type of mission statement for our policies and practices. The proposed parameters for the Foundation's total compensation philosophy are: * We aspire to a compensation program with standards that promote consistency and fair treatment of employees throughout the Foundation. * To encourage a true meritocracy, the goal of our pay practices should be pay-for-performance. Length of service would also be a factor in determining pay, but of lesser consideration. Pay-for-performance is a pay strategy where the employee evaluation has significant influence on the amount of his/her pay increases or bonuses. This means that outstanding performers will receive the greatest rewards, to acknowledge their superior contributions and to motivate them to continue high performance; average performers will receive smaller raises, which may encourage them to work harder to achieve larger raises in the future; and poor performers will receive no increase, which is intended to persuade them to improve their performance or leave.

The black is obvious super critical. Im hearing the same complaint in > political circles that i continue to hear while fundraising. "The campaign > doesnt value black folks and takes us for granted".

I don't want to overreact, nor do I want to create more drama but RFH > hiring local staff in states could create real legal and political > headaches down the line for a campaign.

mojo84 wrote:Now that all of their email addresses are public, what keeps us from letting all the crooks know what real liberty minded American patriots think and believe?

As long as we do not harass, threaten or stalk them, what's to keep us from contacting them via email?

Bitter Clinger wrote:Newt Gingrich: Clinton’s run for the White House is a giant criminal enterprise disguised as a campaign (via Sean Hannity).