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If someone has POA over a disabled person, and they take them across state lines and leave them with an unwilling party, is this against the law? If so, what can they be charged with?

Two points.Power of Attorney - TypeThere is a distinction between a commercial power of attorney and personal needs power of attorney.A power of attorney permits an agent to stand in the shoes of a principal for designated transactions or matters. For example, if a commercial power of attorney includes banking transactions, then the agent can withdraw funds from the principal’s bank account.A personal needs power of attorney, sometimes called a health care proxy, permits the agent to act on behalf of the principal in personal matters. For example, if the principal requires medical care but is unable to communicate, the agent can consent to the medical care for the patient/principal.You should ascertain the type of power of attorney held by your friend’s brother-in-law.Kidnapping vs. AbandonmentYou said your paralyzed friend was “excited to go” see her mother. She was not taken against her will, and she was not held for ransom or reward. Hence, contrary to the claim made in another post, the brother-in-law did not commit a federal kidnapping. 18 U.S.C. § 1201 - U.S. Code Title 18. Crimes and Criminal Procedure § 1201 | FindLaw.However, if your paralyzed friend expected to visit her mother for a weekend, and was removed from New Jersey and “dumped” in her mother’s care, then she has been abandoned. Under New Jersey Code § 2C:24-8(1)(a):“A person having a legal duty to care for or who has assumed continuing responsibility for the care of a person 60 years of age or older or a disabled adult, who abandons the elderly person or disabled adult or unreasonably neglects to do or fails to permit to be done any act necessary for the physical or mental health of the elderly person or disabled adult, is guilty of a crime of the third degree. For purposes of this section "abandon" means the willful desertion or forsaking of an elderly person or disabled adult.”Contact the New Jersey State Police and describe the situation. The state police will contact their counterparts in the state to which your friend was taken and visit her. That police department likely will contact the Department of Social Services (it may have a different name) in the state where your friend is located and send a case worker to visit mother and daughter, evaluate their situation and arrange an appropriate plan of action. This could include: (i) providing home aides to care for mother and daughter; (ii) medical and hospital care; (iii) transfer to an appropriate rehabilitation facility; (iv) return of your friend to New Jersey if that is her wish, etc.Bottom line: contact the New Jersey State Police.

What are the challenges of Human Resource Manager?

I still think this is incredibly on point. It is nigh on eight years old and 90% of it still holds true. That's why I pass it on to you in full.TL;DR:Why we hate HR:HR people aren't the sharpest tacks in the box.HR pursues efficiency in lieu of value.HR isn't working for you.The corner office doesn't get HR (and vice versa)That does not go for some of the stellar people in HR that I have worked with, or those people in HR who do things differently, to add a nuance. You know who you are. Many people in HR I passed this on to had this article lying on their desk prominently as a badge of honor.Why We Hate HR:In a knowledge economy, companies with the best talent win. And finding, nurturing, and developing that talent should be one of the most important tasks in a corporation. So why does human resources do such a bad job -- and how can we fix it?From: Issue 97|August 2005 | Page 40 By: Keith H. HammondsWell, here's a rockin' party: a gathering of several hundred midlevel human-resources executives in Las Vegas. (Yo, Wayne Newton! How's the 401(k)?) They are here, ensconced for two days at faux-glam Caesars Palace, to confer on "strategic HR leadership," a conceit that sounds, to the lay observer, at once frightening and self-contradictory. If not plain laughable.Because let's face it: After close to 20 years of hopeful rhetoric about becoming "strategic partners" with a "seat at the table" where the business decisions that matter are made, most human-resources professionals aren't nearly there. They have no seat, and the table is locked inside a conference room to which they have no key. HR people are, for most practical purposes, neither strategic nor leaders.I don't care for Las Vegas. And if it's not clear already, I don't like HR, either, which is why I'm here. The human-resources trade long ago proved itself, at best, a necessary evil -- and at worst, a dark bureaucratic force that blindly enforces nonsensical rules, resists creativity, and impedes constructive change. HR is the corporate function with the greatest potential -- the key driver, in theory, of business performance -- and also the one that most consistently underdelivers. And I am here to find out why.Why are annual performance appraisals so time-consuming -- and so routinely useless? Why is HR so often a henchman for the chief financial officer, finding ever-more ingenious ways to cut benefits and hack at payroll? Why do its communications -- when we can understand them at all -- so often flout reality? Why are so many people processes duplicative and wasteful, creating a forest of paperwork for every minor transaction? And why does HR insist on sameness as a proxy for equity?It's no wonder that we hate HR. In a 2005 survey by consultancy Hay Group, just 40% of employees commended their companies for retaining high-quality workers. Just 41% agreed that performance evaluations were fair. Only 58% rated their job training as favorable. Most said they had few opportunities for advancement -- and that they didn't know, in any case, what was required to move up. Most telling, only about half of workers below the manager level believed their companies took a genuine interest in their well-being.None of this is explained immediately in Vegas. These HR folks, from employers across the nation, are neither evil courtiers nor thoughtless automatons. They are mostly smart, engaging people who seem genuinely interested in doing their jobs better. They speak convincingly about employee development and cultural transformation. And, over drinks, they spin some pretty funny yarns of employee weirdness. (Like the one about the guy who threatened to sue his wife's company for "enabling" her affair with a coworker. Then there was the mentally disabled worker and the hooker -- well, no, never mind. . . .)But then the facade cracks. It happens at an afternoon presentation called "From Technicians to Consultants: How to Transform Your HR Staff into Strategic Business Partners." The speaker, Julie Muckler, is senior vice president of human resources at Wells Fargo Home Mortgage. She is an enthusiastic woman with a broad smile and 20 years of experience at companies such as Johnson & Johnson and General Tire. She has degrees in consumer economics and human resources and organizational development.And I have no idea what she's talking about. There is mention of "internal action learning" and "being more planful in my approach." PowerPoint slides outline Wells Fargo Home Mortgage's initiatives in performance management, organization design, and horizontal-solutions teams. Muckler describes leveraging internal resources and involving external resources -- and she leaves her audience dazed. That evening, even the human-resources pros confide they didn't understand much of it, either.This, friends, is the trouble with HR. In a knowledge economy, companies that have the best talent win. We all know that. Human resources execs should be making the most of our, well, human resources -- finding the best hires, nurturing the stars, fostering a productive work environment -- just as IT runs the computers and finance minds the capital. HR should be joined to business strategy at the hip.Instead, most HR organizations have ghettoized themselves literally to the brink of obsolescence. They are competent at the administrivia of pay, benefits, and retirement, but companies increasingly are farming those functions out to contractors who can handle such routine tasks at lower expense. What's left is the more important strategic role of raising the reputational and intellectual capital of the company -- but HR is, it turns out, uniquely unsuited for that.Here's why.1. HR people aren't the sharpest tacks in the box. We'll be blunt: If you are an ambitious young thing newly graduated from a top college or B-school with your eye on a rewarding career in business, your first instinct is not to join the human-resources dance. (At the University of Michigan's Ross School of Business, which arguably boasts the nation's top faculty for organizational issues, just 1.2% of 2004 grads did so.) Says a management professor at one leading school: "The best and the brightest don't go into HR."Who does? Intelligent people, sometimes -- but not businesspeople. "HR doesn't tend to hire a lot of independent thinkers or people who stand up as moral compasses," says Garold L. Markle, a longtime human-resources executive at Exxon and Shell Offshore who now runs his own consultancy. Some are exiles from the corporate mainstream: They've fared poorly in meatier roles -- but not poorly enough to be fired. For them, and for their employers, HR represents a relatively low-risk parking spot.Others enter the field by choice and with the best of intentions, but for the wrong reasons. They like working with people, and they want to be helpful -- noble motives that thoroughly tick off some HR thinkers. "When people have come to me and said, 'I want to work with people,' I say, 'Good, go be a social worker,' " says Arnold Kanarick, who has headed human resources at the Limited and, until recently, at Bear Stearns. "HR isn't about being a do-gooder. It's about how do you get the best and brightest people and raise the value of the firm."The really scary news is that the gulf between capabilities and job requirements appears to be widening. As business and legal demands on the function intensify, staffers' educational qualifications haven't kept pace. In fact, according to a survey by the Society for Human Resource Management (SHRM), a considerably smaller proportion of HR professionals today have some education beyond a bachelor's degree than in 1990.And here's one more slice of telling SHRM data: When HR professionals were asked about the worth of various academic courses toward a "successful career in HR," 83% said that classes in interpersonal communications skills had "extremely high value." Employment law and business ethics followed, at 71% and 66%, respectively. Where was change management? At 35%. Strategic management? 32%. Finance? Um, that was just 2%.The truth? Most human-resources managers aren't particularly interested in, or equipped for, doing business. And in a business, that's sort of a problem. As guardians of a company's talent, HR has to understand how people serve corporate objectives. Instead, "business acumen is the single biggest factor that HR professionals in the U.S. lack today," says Anthony J. Rucci, executive vice president at Cardinal Health Inc., a big health-care supply distributor.Rucci is consistently mentioned by academics, consultants, and other HR leaders as an executive who actually does know business. At Baxter International, he ran both HR and corporate strategy. Before that, at Sears, he led a study of results at 800 stores over five years to assess the connection between employee commitment, customer loyalty, and profitability.As far as Rucci is concerned, there are three questions that any decent HR person in the world should be able to answer. First, who is your company's core customer? "Have you talked to one lately? Do you know what challenges they face?" Second, who is the competition? "What do they do well and not well?" And most important, who are we? "What is a realistic assessment of what we do well and not so well vis a vis the customer and the competition?"Does your HR pro know the answers?2. HR pursues efficiency in lieu of value. Why? Because it's easier -- and easier to measure. Dave Ulrich, a professor at the University of Michigan, recalls meeting with the chairman and top HR people from a big bank. "The training person said that 80% of employees have done at least 40 hours in classes. The chairman said, 'Congratulations.' I said, 'You're talking about the activities you're doing. The question is, What are you delivering?' "That sort of stuff drives Ulrich nuts. Over 20 years, he has become the HR trade's best-known guru (see "The Once and Future Consultant," page 48) and a leading proponent of the push to take on more-strategic roles within corporations. But human-resources managers, he acknowledges, typically undermine that effort by investing more importance in activities than in outcomes. "You're only effective if you add value," Ulrich says. "That means you're not measured by what you do but by what you deliver." By that, he refers not just to the value delivered to employees and line managers, but the benefits that accrue to investors and customers, as well.So here's a true story: A talented young marketing exec accepts a job offer with Time Warner out of business school. She interviews for openings in several departments -- then is told by HR that only one is interested in her. In fact, she learns later, they all had been. She had been railroaded into the job, under the supervision of a widely reviled manager, because no one inside the company would take it.You make the call: Did HR do its job? On the one hand, it filled the empty slot. "It did what was organizationally expedient," says the woman now. "Getting someone who wouldn't kick and scream about this role probably made sense to them. But I just felt angry." She left Time Warner after just a year. (A Time Warner spokesperson declined to comment on the incident.)Part of the problem is that Time Warner's metrics likely will never catch the real cost of its HR department's action. Human resources can readily provide the number of people it hired, the percentage of performance evaluations completed, and the extent to which employees are satisfied or not with their benefits. But only rarely does it link any of those metrics to business performance.John W. Boudreau, a professor at the University of Southern California's Center for Effective Organizations, likens the failing to shortcomings of the finance function before DuPont figured out how to calculate return on investment in 1912. In HR, he says, "we don't have anywhere near that kind of logical sophistication in the way of people or talent. So the decisions that get made about that resource are far less sophisticated, reliable, and consistent."Cardinal Health's Rucci is trying to fix that. Cardinal regularly asks its employees 12 questions designed to measure engagement. Among them: Do they understand the company's strategy? Do they see the connection between that and their jobs? Are they proud to tell people where they work? Rucci correlates the results to those of a survey of 2,000 customers, as well as monthly sales data and brand-awareness scores."So I don't know if our HR processes are having an impact" per se, Rucci says. "But I know absolutely that employee-engagement scores have an impact on our business," accounting for between 1% and 10% of earnings, depending on the business and the employee's role. "Cardinal may not anytime soon get invited by the Conference Board to explain our world-class best practices in any area of HR -- and I couldn't care less. The real question is, Is the business effective and successful?"3. HR isn't working for you. Want to know why you go through that asinine performance appraisal every year, really? Markle, who admits to having administered countless numbers of them over the years, is pleased to confirm your suspicions. Companies, he says "are doing it to protect themselves against their own employees," he says. "They put a piece of paper between you and employees, so if you ever have a confrontation, you can go to the file and say, 'Here, I've documented this problem.' "There's a good reason for this defensive stance, of course. In the last two generations, government has created an immense thicket of labor regulations. Equal Employment Opportunity; Fair Labor Standards; Occupational Safety and Health; Family and Medical Leave; and the ever-popular ERISA. These are complex, serious issues requiring technical expertise, and HR has to apply reasonable caution.But "it's easy to get sucked down into that," says Mark Royal, a senior consultant with Hay Group. "There's a tension created by HR's role as protector of corporate assets -- making sure it doesn't run afoul of the rules. That puts you in the position of saying no a lot, of playing the bad cop. You have to step out of that, see the broad possibilities, and take a more open-minded approach. You need to understand where the exceptions to broad policies can be made."Typically, HR people can't, or won't. Instead, they pursue standardization and uniformity in the face of a workforce that is heterogeneous and complex. A manager at a large capital leasing company complains that corporate HR is trying to eliminate most vice-president titles there -- even though veeps are a dime a dozen in the finance industry. Why? Because in the company's commercial business, vice president is a rank reserved for the top officers. In its drive for bureaucratic "fairness," HR is actually threatening the reputation, and so the effectiveness, of the company's finance professionals.The urge for one-size-fits-all, says one professor who studies the field, "is partly about compliance, but mostly because it's just easier." Bureaucrats everywhere abhor exceptions -- not just because they open up the company to charges of bias but because they require more than rote solutions. They're time-consuming and expensive to manage. Make one exception, HR fears, and the floodgates will open.There's a contradiction here, of course: Making exceptions should be exactly what human resources does, all the time -- not because it's nice for employees, but because it drives the business. Employers keep their best people by acknowledging and rewarding their distinctive performance, not by treating them the same as everyone else. "If I'm running a business, I can tell you who's really helping to drive the business forward," says Dennis Ackley, an employee communication consultant. "HR should have the same view. We should send the message that we value our high-performing employees and we're focused on rewarding and retaining them."Instead, human-resources departments benchmark salaries, function by function and job by job, against industry standards, keeping pay -- even that of the stars -- within a narrow band determined by competitors. They bounce performance appraisals back to managers who rate their employees too highly, unwilling to acknowledge accomplishments that would merit much more than the 4% companywide increase.Human resources, in other words, forfeits long-term value for short-term cost efficiency. A simple test: Who does your company's vice president of human resources report to? If it's the CFO -- and chances are good it is -- then HR is headed in the wrong direction. "That's a model that cannot work," says one top HR exec who has been there. "A financial person is concerned with taking money out of the organization. HR should be concerned with putting investments in."4. The corner office doesn't get HR (and vice versa). I'm at another rockin' party: a few dozen midlevel human-resources managers at a hotel restaurant in Mahwah, New Jersey. It is not glam in any way. (I've got to get a better travel agent.) But it is telling, in a hopeful way. Hunter Douglas, a $2.1 billion manufacturer of window coverings, has brought its HR staff here from across the United States to celebrate their accomplishments.The company's top brass is on hand. Marvin B. Hopkins, president and CEO of North American operations, lays on the praise: "I feel fantastic about your achievements," he says. "Our business is about people. Hiring, training, and empathizing with employees is extremely important. When someone is fired or leaves, we've failed in some way. People have to feel they have a place at the company, a sense of ownership."So, yeah, it's corporate-speak in a drab exurban office park. But you know what? The human-resources managers from Tupelo and Dallas are totally pumped up. They've been flown into headquarters, they've had their picture taken with the boss, and they're seeing Mamma Mia on Broadway that afternoon on the company's dime.Can your HR department say it has the ear of top management? Probably not. "Sometimes," says Ulrich, "line managers just have this legacy of HR in their minds, and they can't get rid of it. I felt really badly for one HR guy. The chairman wanted someone to plan company picnics and manage the union, and every time this guy tried to be strategic, he got shot down."Say what? Execs don't think HR matters? What about all that happy talk about employees being their most important asset? Well, that turns out to have been a small misunderstanding. In the 1990s, a group of British academics examined the relationship between what companies (among them, the UK units of Hewlett-Packard and Citibank) said about their human assets and how they actually behaved. The results were, perhaps, inevitable.In their rhetoric, human-resources organizations embraced the language of a "soft" approach, speaking of training, development, and commitment. But "the underlying principle was invariably restricted to the improvements of bottom-line performance," the authors wrote in the resulting book, Strategic Human Resource Management (Oxford University Press, 1999). "Even if the rhetoric of HRM is soft, the reality is almost always 'hard,' with the interests of the organization prevailing over those of the individual."In the best of worlds, says London Business School professor Lynda Gratton, one of the study's authors, "the reality should be some combination of hard and soft." That's what's going on at Hunter Douglas. Human resources can address the needs of employees because it has proven its business mettle -- and vice versa. Betty Lou Smith, the company's vice president of corporate HR, began investigating the connection between employee turnover and product quality. Divisions with the highest turnover rates, she found, were also those with damaged-goods rates of 5% or higher. And extraordinarily, 70% of employees were leaving the company within six months of being hired.Smith's staffers learned that new employees were leaving for a variety of reasons: They didn't feel respected, they didn't have input in decisions, but mostly, they felt a lack of connection when they were first hired. "We gave them a 10-minute orientation, then they were out on the floor," Smith says. She addressed the weakness by creating a mentoring program that matched new hires with experienced workers. The latter were suspicious at first, but eventually, the mentor positions (with spiffy shirts and caps) came to be seen as prestigious. The six-month turnover rate dropped dramatically, to 16%. Attendance and productivity -- and the damaged-goods rate -- improved."We don't wait to hear from top management," Smith says. "You can't just sit in the corner and look at benefits. We have to know what the issues in our business are. HR has to step up and assume responsibility, not wait for management to knock on our door."But most HR people do.Hunter Douglas gives us a glimmer of hope -- of the possibility that HR can be done right. And surely, even within ineffective human-resources organizations, there are great individual HR managers -- trustworthy, caring people with their ears to the ground, who are sensitive to cultural nuance yet also understand the business and how people fit in. Professionals who move voluntarily into HR from line positions can prove especially adroit, bringing a profit-and-loss sensibility and strong management skills.At Yahoo, Libby Sartain, chief people officer, is building a group that may prove to be the truly effective human-resources department that employees and executives imagine. In this, Sartain enjoys two advantages. First, she arrived with a reputation as a creative maverick, won in her 13 years running HR at Southwest Airlines. And second, she had license from the top to do whatever it took to create a world-class organization.Sartain doesn't just have a "seat at the table" at Yahoo; she actually helped build the table, instituting a weekly operations meeting that she coordinates with COO Dan Rosensweig. Talent is always at the top of the agenda -- and at the end of each meeting, the executive team mulls individual development decisions on key staffers.That meeting, Sartain says, "sends a strong message to everyone at Yahoo that we can't do anything without HR." It also signals to HR staffers that they're responsible for more than shuffling papers and getting in the way. "We view human resources as the caretaker of the largest investment of the company," Sartain says. "If you're not nurturing that investment and watching it grow, you're not doing your job."Yahoo, say some experts and peers at other organizations, is among a few companies -- among them Cardinal Health, Procter & Gamble, Pitney Bowes, Goldman Sachs, and General Electric -- that truly are bringing human resources into the realm of business strategy. But they are indeed the few. USC professor Edward E. Lawler III says that last year HR professionals reported spending 23% of their time "being a strategic business partner" -- no more than they reported in 1995. And line managers, he found, said HR is far less involved in strategy than HR thinks it is. "Despite great huffing and puffing about strategy," Lawler says, "there's still a long way to go." (Indeed. When I asked one midlevel HR person exactly how she was involved in business strategy for her division, she excitedly described organizing a monthly lunch for her vice president with employees.)What's driving the strategy disconnect? London Business School's Gratton spends a lot of time training human-resources professionals to create more impact. She sees two problems: Many HR people, she says, bring strong technical expertise to the party but no "point of view about the future and how organizations are going to change." And second, "it's very difficult to align HR strategy to business strategy, because business strategy changes very fast, and it's hard to fiddle around with a compensation strategy or benefits to keep up." More than simply understanding strategy, Gratton says, truly effective executives "need to be operating out of a set of principles and personal values." And few actually do.In the meantime, economic natural selection is, in a way, taking care of the problem for us. Some 94% of large employers surveyed this year by Hewitt Associates reported they were outsourcing at least one human-resources activity. By 2008, according to the survey, many plan to expand outsourcing to include activities such as learning and development, payroll, recruiting, health and welfare, and global mobility.Which is to say, they will farm out pretty much everything HR does. The happy rhetoric from the HR world says this is all for the best: Outsourcing the administrative minutiae, after all, would allow human-resources professionals to focus on more important stuff that's central to the business. You know, being strategic partners.The problem, if you're an HR person, is this: The tasks companies are outsourcing -- the administrivia -- tend to be what you're good at. And what's left isn't exactly your strong suit. Human resources is crippled by what Jay Jamrog, executive director of the Human Resource Institute, calls "educated incapacity: You're smart, and you know the way you're working today isn't going to hold 10 years from now. But you can't move to that level. You're stuck."That's where human resources is today. Stuck. "This is a unique organization in the company," says USC's Boudreau. "It discovers things about the business through the lens of people and talent. That's an opportunity for competitive advantage." In most companies, that opportunity is utterly wasted.And that's why I don't like HR.Keith H. Hammonds is Fast Company's deputy editor.Copyright © 2005 Gruner + Jahr USA Publishing. All rights reserved.Fast Company, 375 Lexington Avenue.,New York , NY 10017

Why is South Africa so violent?

Why is South Africa dangerous?Alana Logan's answer to Is South Africa a haven for criminals?Black South Africans are generally xenophobic against blacks from other countries -Post Apartheid -Raul JeferinoSouth Africa was once a very safe, functional and prosperous country.That was before White former President, FW De Klerk sold South Africa out to the ANC Communist terrorists to govern under duress of international sanctions.Communism Socialism DESTROYS everything wholesome, good, and time tested - Why today's youth love Socialism - Che Guevare even has his own street named after him in Berea, Durban, Kwazulu Natal. Communist Socialist kids wear T-shirts with his face on them in South Africa.But since then emboldened and foreigner mentored terrorist SACP/ ANC/ EFF/BLF /DA have turned South Africa into one of the most dangerous countries to live in or to visit in Africa …South Africa travel adviceSouth Africa's politicians feed anti-foreigner violence | DW | 02.04.2019Hate Crime / Xenophobia - BlogLinking attack on foreign nationals burnt to death to xenophobia is 'premature' - KZN governmentEven South African police don't get the gravity of the terrorist situation in SASlaughterMalema: Cutting the throats of "whiteness"Dr Dan Roodt explains the implications of rogue thugs, like Julius Malema, and how it affects the entire country of South Africa. Bear in mind that Julius Malema has foreign handlers who coach him every step of the way …Khoisan lady tells Julius Malema how it really isSouth Africa - Willemien Potgieter - Mainstream media is Communist and refuse to report on stories like this. She will always be remembered :(Potgieter family massacre-suspects hailed as heroesThe murders so brutal they shocked even South Africa -Couple raped, tortured and shot dead in front of son, aged 12, drowned in scalding bath. His skin had to be peeled off the side of the bathThe murders so brutal they shocked even South Africa: Couple shot dead, then son aged 12 is drowned in scalding bath gruesome farm attacks that shocked South Africans | South Africa Today - MediaWhat is the BETTER non-Socialist option for increasing wealth in South Africa towards blacks, rather than agressively distributing it by committing acts of government sanctioned land theft and murder?August 2018: List of South African farms marked for expropriation without compensation (theft by the SACP/ANC /PAC /EFF /BLF /DA government in order to sell to the highest foreign bidders like China):A bit of "good" news out of South Africa for a change ...Durban City secures court order against land grabbers | Berea MailSomeone who talks SENSE.South Africa - Farm murder statisticsInterview by an American ministerJust another murder in South AfricaRene Kruger thanking Donald TrumpWillem Petzer thanking Donald TrumpDanie Barnard testimonyNot only whites desperate to leave South AfricaQuinton du Plessis' testimonyBelinda's testimonyJacques Barnard's testimonySouth African Alison Botha survives brutal attackSouth African farm murdersAvi and MariandraBoer widow speaks outMarianda Heunis survivorGenocide in South AfricaTeenagers grandparents and parents murdered on South African farmSouth African farm murders. Janines storyWife of murdered Peet van EssAvi Yemini explains hate filled march to kill whites in South AfricaSouth African genocide explainedSouth African farm attacks. Survivor interviewsWhite farmers in South Africa are being tortured and killedSouth Africa media silentAt last the world is waking upWhite genocide South AfricaThe world is waking upMany countries still remain silent on farmer family genocide in South AfricaFarmer family attacks and murders in South AfricaSouth Africa advances anti-white policies in the "Rainbow Nation", amid farm murdersWe speak to farmers and farm workers about South African farm murdersTribute to South African farm murder victimsWhite farmer genocide in South AfricaSA farm murders - FactsWe are not allowed to call it “genocide”.South African farm murders. A warning for AmericaAngry South African farmers ward off Communist anti-white African protestersRape in South Africa past and present, is usually followed by torture and murder.Amy Elizabeth BiehlWe Are Not Such Things by Justine van der Leun review – the shocking murder of Amy BiehlIt was supposed to have been one of Amy Biehl's last days in South Africa. It was a Wednesday, and in only three days on that coming Saturday she was scheduled to return to the United States. An idealistic Stanford graduate, Amy was completing a 10-month course of study as a Fullbright exchange scholar at the University of Western Cape Community Law Center where she had helped to develop voter registration programs for South African blacks and women as that nation's first all-race elections approached in April, 1994. Amy was scheduled to continue her promising academic career the following week as a new graduate student at Rutger's University in New Jersey. Amy never made it back to the United States alive.________South African president's rape victim speaks out - She was granted asylym in Holland with her mother:'Why I wish that Zuma was dead' | IOL News____Woman who accused ANC deputy president of rape hits out from HollandI Wish Zuma was Dead, says Khwezi [The Star, 2007-07-06]____Jogger returns home after brutal KZN rape____Rape in South Africa — ranking the country alongside conflict zones such as Sierra Leone, Colombia and Afghanistan.Log In or Sign Up to ViewThe Rape Capital of the WorldBritish tourist in Aids fear after rape ordealWoman raped during armed robbery at her homeBarbaric superstitions:(Not all) South African (black) men, rape babies to cure HIV AIDS:South African men rape babies as 'cure' for AidsAIDS 'Virgin' Myth Drives South Africa's Hideous Child-Rape EpidemicFake Cures For AIDS Have A Long And Dreadful HistoryThousands of babies a month raped in South Africa because of Virgin AIDS-cleansing myth: expert ethnologist report | http://CENSORBUGBEAR.org rapes: rape in South Africa - the endless horror of abuseDOGS ‘RAPED’ IN TOWNSHIP | South Africa TodayDog rape: Dogs Now Victims of Gang Rape & Sexual Assault across South AfricaAnd when you hear of these rapes, it's usually gang rapes, jackrollings, raping and torturing combined, or rape and murder combined.Keith Knott commented about the rape statistics in SA, in mainstream media talking about one rape every four to seven minutes but today it is one rape every few seconds - note the escalation since then:"Those figures are for the reported rapes. The majority of rapes in S'efrica are not reported, or are categorised by SAPS as 'Domestic Violence.'My old friend, Adriana Stuijt and I, did an excercise many years ago for Crime Busters of South Africa, and found the incidence of rape to be one victim for every 26 seconds of elapsed time.Methinks, that today things may have gotten worse, but don't take my word for it, without investigating further. I am only partly human after all, and not a Gospel writer"________________Written in 2013 -28 per cent of men have raped in South Africa:Indian rape victim's case hits home in South Africa, where 28 per cent of men have raped________________2015Rape has become a way of life in South AfricaCharlene SmithJackie Selebi, the national police commissioner, said there were 115,3 cases per 100 000 people in 1994, compared with 113,7 in 2003/04. Selebi said rape statistics might be exaggerated because many rape cases were reported on a Friday and Saturday night, only to be withdrawn on a Monday.It's the withdrawal of cases that bears closer examination, because it says nothing about women lying about rape as the ignorant might believe, but it says everything about a society that fails women and children and is allowing HIV/Aids to proliferate without check. South Africa has the highest rates of rape in the world, according to Interpol, and the highest incidence of HIV. The National Prosecuting Authority tells us that 50 percent of all cases before South African courts are for rape, except in Durban and Mdantsane, where it is 60 percent.Although the Law Reform Commission estimates there are 1,7 million rapes a year, on average only 54 000 rape survivors lay charges each year. Why? It is because rape survivors are treated so badly by so many. Every time a rape survivor does not lay a charge, she allows a rapist or rapists - because 75 percent of rape in South Africa is gang rape - to believe he or they can do it again. And he or they will. Again and again, until a rape survivor does battle with the police, doctors, psychologists and the courts to get the justice she deserves, and to protect the next woman or child.A Medical Research Council study into conditions for rape survivors in Gauteng in 2002 found that the treatment of survivors by police and medical and court personnel was deplorable. Two researchers were so traumatised by what they witnessed that they had to go for counselling.The Medical Research Council reported that 26 percent of doctors and nurses who treated rape cases didn't think them a serious medical problem. Yet rape carries the risk of sexually transmitted diseases (STDs), including HIV, a range of other infections, pregnancy and long-term psychological scarring.Last year the cabinet removed Section 21 from the new Sexual Offences Bill, which would have given post-exposure prophylaxis (PEP, which is medication to prevent HIV) as well as medication to prevent STIs and pregnancy to rape survivors. They left in Section 22, which guarantees medical care for the rapist and undertakes to rehabilitate any alcohol or narcotics addictions he might have.In other words, the government will help to remove self-inflicted addictions from the criminal, but won't have legislation compelling hospitals to provide women and children with the medication that prevents them from getting criminal-inflicted HIV. Professor Ames Dhai of the University of Natal points out that there are twice as many rape survivors at risk of seroconversion to HIV than there are babies born in South Africa to HIV-positive mothers, yet there are few calls for PEP for rape survivors. She asks: Is it because of residual stigma against those raped?.Just over a month ago a 21-year-old student was forced at knifepoint into an alley off Long Street, Cape Town, and was raped. When she went to Groote Schuur Hospital she, like many rape survivors, found it difficult to use the word rape.She told the admissions clerk she had been attacked. Because government hospitals do not see the necessity to train staff to be sensitive towards this problem, he told her to see her private doctor. She had to wait until the next morning - and yet the administration of PEP is urgent: to prevent HIV it has to take place less than 72 hours after the first act of penetration or attempted penetration.Her doctor, being as incompetent as most GPs in dealing with rape survivors - in part because most universities give scant training to medical students on how to deal with rape - made her wait while he tried to figure out what medicines she should take. He finally gave her a prescription for two months of PEP instead of just 28 days.It took her six hours and eight chemists to find a chemist that stocked anti-retrovirals - she finally sat in the eighth pharmacy, which didn't have the drugs, and refused to move until she was told where she could find them. Only then did a chemist pick up a phone and help her to get access to them. In the country with the world's highest rate of HIV and rape, why do so few pharmacies stock anti-retrovirals, or at the very least three-day PEP starter packs for rape survivors? This failure has nothing to do with the new medical regulations: few were stocking ARVs before.The young woman's father phoned the police from Johannesburg, and was told that the cameras on Long Street had not picked up anything untoward on that night, so there was no point in laying a charge. Failures like these lead to statistics like these:UNAIDS reported last year that in South Africa two-and-a-half times more women are infected than men because many women experience forced sex.UNICEF reports that six times more girls than boys in Africa are infected with HIV.A Human Sciences Research Council study found a significant cohort of HIV-infected children whose mothers were not HIV-positive. How did they become infected?.In South Africa, police tell us, 41 percent of those raped are under the age of 12. In Meadowlands, Soweto, police say 90 percent of rape in that community is against children younger than 12.Superintendent Nico Snyman, head of that police station, says that despite a good arrest rate, only a small percentage of cases get prosecuted because families will accept compensation from the rapist or rapists, and the child is then prevented from testifying. In the case of a young man raped in Wentworth, Durban, three years ago, when he was 14, the thugs who raped him offered his impoverished grandmother R3 000 to get him to drop the case. She wanted the money, but he refused despite continuing threats.Investigating officers were changed three times, the prosecutors four times. The victim went for counselling at a well-known child counselling centre, but because he is an orphan and his grandmother unemployed, he couldn't afford bus fare to continue and no one bothered to go to him. Last week the case against the accused was dismissed for lack of evidence. The prosecutor did not add extortion to the charge sheet, nor did she bother to get anyone to testify how he the victim took rat poison after the rape and spent a week in Addington Hospital's psychiatric ward because he was so traumatised.The investigating officer was on leave and did not testify, and no victim impact statement was used. Gangsters got away with the rape of a boy because no one cared, and this was a case the National Prosecuting Authority's Sexual Offences Unit received frequent complaints about.A nine-year study by Cape Town's Red Cross Children's Hospital, published in the SA Medical Journal in December 2002, found that the average age of children raped was three. Research has shown that 40 percent of those raped in South Africa are at risk of becoming HIV-positive if they do not receive PEP.Experts believe that if post-exposure prophylaxis was given immediately to rape survivors, South Africa could cut new HIV transmission dramatically. Yet little is done to advance this HIV preventive mechanism. What are the costs of providing PEP? The cost to the government of each HIV test is less than 60c, according to the department of health. PEP costs it about R60 for 28 days. In other words, to treat 54 000 reported rapes each year would cost the government less than R600 000.A rape specialist, Dr Adrienne Wulfsohn, says the hospital costs of treating one rape survivor who contracts HIV is around R600 000 during her shortened life. Better treatment of rape survivors would result in more reporting and would give them the confidence to go through with their cases. What is more, most rapists are involved in other crimes - you jail a rapist and you invariably put away a dangerous criminal responsible for other offences.South Africans need to become more serious about combating this crime. Charlene Smith, a journalist, was raped and stabbed in her home in 1999 and has since become an internationally recognised expert on sexual violence and post-exposure prophylaxis. (Source: Sunday Independent, 26 September 2004) motivated violence:The video documentary by Carte Blanche's award-winning investigative journalist, Devi Sankaree Govender about the reality of Farm Murders (Genocide) in South Africa, is posted here for the World to see. Please share, and share again!Ruda Landman, an award winning investigative journalist for Carte Blanche, also produced a SHOCKING documentary, that was also RECENTLY BANNED about the same topic.Links to the attached video (with media commentary): Carte Blanche Directly Links Julius Malema To Farm Murders! Sa News, Carte Blanche directly links Julius Malema to different farm attacks across South Africa - News Soweto Blanche discovers farmers are more likely to be murdered than police officers - MyTvNews Blanche: "Since 1990 more than 3 500 farm attacks have been reported. These figures represent 10% of all commercial farmers in South Africa. More shocking statistics suggest that a farmer’s chances of being murdered are double that of a police officer. Farm attacks are often associated with extreme levels of violence and brutality. Carte Blanche investigates the motives behind these attacks", the EFF and the politics of hateSouth African terrorist government once more aligns with another terrorist organisation, Hamas, making South Africa' alignment with Iran a potential threat to all ...South Africa’s treating with terrorists threatens us all | The Conservative WomanUK issues terror warning against South AfricaEXTRACT: Evaluating the threat of Islamist extremism to South Africa and the wider regionAlana Logan's answer to How important do you think sanctions were in ending Apartheid?In South Africa it has never been non-Black against Black Communist violence, unless you count self-defence as violence.However, South Africa has ALWAYS experienced Black violence and dire atrocities against ALL South African ethnic groups - ESPECIALLY against Blacks ...3 Things You Didn’t (Want To) Know About Nelson MandelaMandela sings about killing whitesMandela`s secret history - OPINIONFormer President Jacob Zuma singing about murdering white South AfricansAlana Logan's answer to Will the ANC in South Africa ever lose power?Alana Logan's answer to What will Nelson Mandela be remembered for?Alana Logan's answer to How was Nelson Mandela?SACP/ ANC Communist (Black on non-Communist Blacks) Violence before, during and after Apartheid ...ANC Violence in South Africa during the 80's and 90's | South Africa Today - Media Violence against blacks during ApartheidRussell Lamberton - Macro-Economic analyst - The core of the SACP/ANC is not democraticAlana Logan's answer to Will the ANC in South Africa ever lose power?South African farmers are busy undergoing a genocide in South Africa today - Actually the first reported farm murder took place in 1987The Democratic Alliance sub-SACP/ANC political party of South Africa owes it's minority voters an apology (it won't happen! )Such a pity Ramaphosa, the SACP/ ANC, Andile the BLF, PAC, DA, were left out of this complaint.The DA also promotes land grabs.ANC runs a killer-dictatorship - warning by SA communistANC runs a killer-dictatorship - warning by SA communist!The Democratic Alliance would hasten the land reform process in South Africa if it were to come to power, party leader Mmusi Maimane:DA would speed up land reform, says Maimane | IOL NewsAnd here is the result of land grabs in South Africa, "hastened land reform" (theft) ....Radio Free South AfricaDemocratic Alliance and ANC MPs take away minority job-rights, vote for the Employment Equity Amendment BillRead more at DA's final objective is to form a coalition with SACP/ANC/PAC/EFF/BLF Communist parties.Redirecting...,DA to introduce recruitment targets based on raceDA to introduce recruitment targets based on raceZille accused of `airbrushing` Tony Leon from opposition history - OPINIONSouth African Police Chief makes the most woke statement ...South African Affirmative Action PoliceSomeone anonymous's answer to Should I move to South Africa?And here is a similar question but asked about the AmericasAlana Logan's answer to Why hasn't the United States, gone in the same direction as other nations considered to be part of Western civilization, i.e. become more civilized?Today in South Africa, laws are applied to minorities only and not to Communists, who are seldom held to account for incitement to genocide.The old flag is Libertarian and represents a time when everybody, especially black folk (Communist or not), could find employment within one day and it represents a period when education and basic services were impeccable.It represents a period when there were no daily terrorist attacks on farmers or other citizens or visitors to South Africa and when South Africans were not tortured, raped and murdered by Communist indoctrinated terrorists, ("criminals"), in their homes and cars on a daily basis.Since the flag was removed, the murder rate has skyrocketed to around 60 Communist on non-Communist, murders per day, except when PAC/ANC/Mkonto We Sizwe terrorism and Quatro Camp tortures (Black against black) occurred.Arguments that there is no threat of, or looming genocide, against non-Communists (mostly minorities), are in defiance of the findings of Genocide Watch International and the President of Genocide Watch, Dr Gregory Stanton who came to South Africa on fact finding missions.Genocide Watch International recognises the ongoing gradual, quater-decade (post old flag), attempts to use "crime" (terrorism), on foreign nationals (blacks from other countries), farmers, Afrikaners, Boers, and on white folk (Communist or not).Whenever South African Communists murder, rape or torture, they go by the direct public incitement to murder, by their Communist leaders.What most folk do not realise, is that the British Crown has, since the new flag, been governing South Africa by proxy, through the South African Communist parties and sub-political parties (SACP/ANC/EFF/BLF/PAC) -For instance, when Julius Malema of the EFF terror party, suddenly went quiet at one small point recently, it was because he was recalled to Britain and ordered by the queen herself, "to cooperate with president Cyril Ramaphosa", who then began to escalate Julius Malema's policies of land expropriation without compensation.Julius Malema is the ANC/EFF mouthpiece. At that point in time, farm murder statistics made a sharp upturn as farmers and anyone living on a farm (Black or white), were losing their lives left, right and center. Daily several farmers would lose their lives.The best way to save South Africa is to eradicate Communism and Socialism first, and then to pull out of the Commonwealth.What most folk do not realise is that Julius Malema is head of the Commission, which appoints the Communist panel which appoints new judges.Only potential judges who are sympathetic to the current Communist regime are appointed as future judges in South Africa, which is why Julius Malema has never been successfully arrested, charged and given a prison sentence for his public incitement to daily mass murder of minorities and which is why Julius Malema has never been arrested for hiring hardened prisoners to murder farmers and anyone who stands in the way of the Communist SACP/ANC EFF/BLF.However anyone who writes books on the actual situation in South Africa, drawing attention to governmental crimes and corruptions, is immediately arrested and is forced to prove their innocence and of course, in South Africa you can get six months in prison for torturing and raping a baby, who dies because of it and three years in prison, plus an unrealistically exorbitant fine for using the k-word in pure frustration over the way South Africa has been hijacked by Communist indoctrinated terrorists and governed into the ground by these Communists.The old South African flag brings nostalgia for the days before Communism ruled, for the days when all, (black, white, Indian, mixed race), could become employed within a day and basic services worked well.South Africa won the conventional border war against the Communist invasion, only to lose the unconventional "People's War", which is designed to "never end", according to it's manifesto.The reason why the unconventional People's War is so successful, is because it functions on misinformation and disinformation about South African history.Websites like SAHO (South African History Online), has Communist CEO's.South Africa now also has her own Facebook representatives who monitor and censor any Facebook pages or groups or posts, which tell the South African story as it actually is.Wikipedia supposedly can be edited by literally anyone, (who follows the Communist narratives) and has been hijacked by an inner Extreme Leftist group of admins, who ultimately decide who gets to edit and write on Wikipaedia, and who does not.

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