WARNING: The video includes extremely offensive images from the 2006 Dallas “Gay Pride” Parade.

To watch 2006 Dallas “Gay Pride” video, click HERE.

TAKE ACTION — AFA’s website includes a link to express your opposition to the federal “Hate Crimes” bill. We also encourage you to let Southwest Airlines know that you do not appreciate their sponsorship of open displays of moral filth in our public streets.

While you were eating lunch after Sunday worship, Folsom Street Fair (part of San Francisco’s sadistic “leather” subculture) was hosting a “Spanking Party” (at 1 pm on Mar 11, 2007) — just a regular event. The site is far too vulgar for us to link, as are all things Folsom. (Every year, Folsom sponsors two sadomasochism-celebrating “street fairs” in San Francisco — complete with open displays of whipping, bondage, etc. — which are blocked off by the city. Yes, truth is stranger than fiction.)

You may be interested to learn that this filthy organization receives corporate sponsorship from:

• Miller Genuine Draft
• Miller Lite
• Cuervo

Given the beer and liquor industry’s huge support of organized homosexuality, maybe this is a good time to become a tee-totaler, if you aren’t already…. — Peter LaBarbera

We received the following comment on Out & Costly on Mar 2, 2007 (sic):

“You failed to include the fact that the tax for domestic partmer benifits are paid by the employee and not the employer as the plan is a non-qualifying 125 plan.”

AFTAH’s response:

That information was included in the post:

“…Out & Equal’s ‘spousal equivalency policy’ would require the employer to compensate the homosexual employee for the absence of tax exemption on homosexual partner and children health insurance costs…. Because there is no federal recognition of ‘gay marriage,’ although a homosexual may receive domestic partner benefits, his contribution is paid with taxable dollars.”

The point of the latter section of the post, perhaps made more clearly:

• Currently, some employers do — and some employers do not — offer domestic partner benefits (DPB) to homosexuals; additionally, some offer DPB also to cohabiting heterosexuals as well.
• Most employees contribute some portion of the cost of their benefits through payroll deduction.
• Under current federal law, single employees (whose benefits may cover self only, or self and children) pay their portion with pre-tax dollars; married employees (whose benefits normally cover spouse and children) also pay their portion using pre-tax dollars.
• Federal law recognizes marriage between one man and one woman; it does not recognize “domestic partnership.” Therefore, homosexual (or cohabiting heterosexual) employees who currently have access to DPB pay their contribution for a “partner” and/or “partner’s” children using taxable dollars, but…
• A homosexual (or cohabiting heterosexual) employee still pays the contribution toward his/her own benefits and his/her own children’s benefits with pre-tax dollars, just like any other single employee.
• Out & Equal is advocating that employers pay homosexuals (or cohabiting heterosexuals) using DPB more than married heterosexuals to compensate the pre-tax/taxable difference on the partner/partner’s children portion.

AFTAH is not in favor of domestic partner benefits for homosexuals (or for cohabiting heterosexuals), nor are we in favor of the 15-step Out & Equal agenda for corporate America.

From American Family Association’s Jan 23, 2007, Action Alert:

“…Ford helped sponsor one of the most explicit, sickening homosexual scenes ever shown on television.”

Ford was among the advertisers for “Dirt” on the FX channel. AFA has posted a description of the highly offensive scene, which readers may prefer NOT to read…with that warning, if you wish to be further informed, you may click HERE.

A followup to AFTAH’s exclusive special report on Out & Equal’s radical agenda…

From the Out & Equal website:

Out & Equal Workplace Advocates is proud to display our ever-increasing list of corporations who support LGBT workplace equality by encouraging and fostering their own employee resource groups (ERGs). With such valuable workplace groups in place, employees in one ERG can turn to leaders in other groups to share resources and establish good workplace practices for LGBT employees. LGBT employees trust their employers are keeping their interests in mind when making key business decisions that affect all employees…

True Out & Equal Workplace Leaders

TAKE ACTION — Pass this article forward to the executives at your company and contact your elected officials in Washington, D.C. (Congressional switchboard: 202-224-3121) to express opposition to the “ENDA Our Freedom” Bill. (ENDA is the pro-homosexual, pro-“transgender” Employment Non-Discrimination Act.) Also, call President Bush at 202-456-1111 or 456-1414 and ask him to veto any and all pro-homosexual bills that emerge from the Democrat-led Congress.

AN Americans For Truth EXCLUSIVE SPECIAL REPORT

Amy Andre, program manager for Out & Equal, presented a workshop at the National Gay & Lesbian Task Force’s Creating Change conference, November 8-12, 2006, in Kansas City, Missouri, entitled 15 Steps to an Out & Equal Workplace. (AFTAH’s reporters went undercover at the conference because the Task Force ejects critical observers at its events.)

One key initiative revealed by Andre: the promotion of a “spousal equivalency policy” that would require employers to pay homosexuals a higher salary than married heterosexuals.

These are the steps that homosexual activists are recommending for American corporations (our comments are in bold and italics):

(1) Support and attend the annual Out & Equal “Workplace Summit”

(2) Start an “employee resource group” — This employee group will be used to pressure the company to complete the remaining steps.

(3) Offer domestic partner benefits — O&E supports domestic partner benefits for cohabitating heterosexuals as well as homosexual partners.

(4) Include “sexual orientation” in your company’s EEO policy — Such a policy would prevent the company from “discriminating against” homosexuals or bisexuals.

(5) Include “gender identity and expression” in your company’s EEO policy — This policy would prevent an employer from “discriminating against” a transvestite (cross-dresser) or transsexual (who might be considering a “sex change” operation or might be partially or completely “transitioned”), even if this situation creates a problem with clients. (For example, these policies have been used to ensure that a teacher who cross-dresses or proceeds with a “sex-change” operation cannot be fired. Instead, children are expected to understand and cope with this outrageous situation.)

(6) Include LGBT [lesbian, gay, bisexual, transgender] workplace diversity training — “Knowing someone who is LGBT changes attitudes” so O&E recommends having the trainer or another employee “come out” during the session — a manipulative tactic.

(7) Support the LGBT community through corporate giving — Although homosexual activists generally express disdain for corporate America, executives are urged to contribute money to promote the normalization of homosexuality.

(8) Recruit and develop LGBT employees

(9) Market to the LGBT community

(10) Create LGBT-specific advertising

(11) Provide LGBT leadership development opportunities

(12) Develop spousal equivalent policies for LGBT employees — See below — this one is very important.

(13) Include LGBT-owned businesses in your supplier diversity program — O&E recommends the National Gay & Lesbian Chamber of Commerce’s certification program. This policy results in business moving from family-oriented companies to pro-homosexual companies. (Case in point: Wal-Mart.)

(14) Promote an LGBT-friendly corporate culture

(15) Share best practices around LGBT workplace issues

Out & Equal convinces companies that homosexuals comprise both a vital source of talent and a uniquely attractive target market segment. Using data from Witeck-Combs, a pro-homosexual firm, O&E suggests that homosexuals comprise 6 to 7 percent of the population. (Their number far exceeds more scientific estimates that put the figure at 1-3 percent.)

Using their inflated numbers, O&E says the 14 to 16 million homosexuals will spend about $640 billion in 2006. They report that homosexuals are twice as likely to be professionals or managers, are early adopters of new technologies, are brand loyal, and have a higher discretionary income. That enticement, along with a little “social justice” guilt, deceives companies into implementing O&E recommended policies.

First, a corporation would incur additional expense to fund “domestic partner” benefits. Most corporations contribute a substantial portion toward the cost of an employee’s personal health care and some toward the cost of coverage for an employee plus spouse or employee plus spouse/children. O&E recommends that an employer make that same contribution for those who are not married — for instance, a live-in boyfriend/girlfriend or a homosexual partner.

Homosexual “Spousal Supremacy”?
Next, Out & Equal’s “spousal equivalency policy” would require the employer to compensate the homosexual employee for the absence of tax exemption on homosexual partner and children health insurance costs. An employee normally makes a contribution, deducted from his paycheck, toward the cost of his health care coverage. For a married man, that expense is paid with pre-tax or tax-exempt dollars. Because there is no federal recognition of “gay marriage,” although a homosexual may receive domestic partner benefits, his contribution is paid with taxable dollars.

In the example Ms. Andre used (and she did note that the figures would vary according to each unique circumstance), she estimated that the employer would need to pay a homosexual employee with a partner $3787.20/year extra to compensate for the different tax status; that figure would soar to $7006.32/year for a homosexual with a partner and children. The net effect of this concept would be to pay a homosexual with a “partner” thousands of dollars more than a married heterosexual.

And add to that the cost of employee time spent networking, calling or e-mailing, meeting to focus on their “victim” status, lobbying HR/management, etc.

Executives would do well to examine Eastman Kodak, Ford, and Wal-Mart as case studies and to note the negative effect of capitulating to GLBT demands — on corporate revenue, volume, and stock price.

Or they could simply heed the words of one (white, female) activist in a separate Task Force Creating Change session, who expressed disdain for American corporations and said:

“…I am happy to take the white man’s money
and use it to subvert [everything he stands for].”

Out & Equal’s 2007 Workplace Summit will be held September 27-29 at the Hilton in Washington, D.C. Human Resource executives would do well to take their calculators along.

Parents, please be aware that Abercrombie & Fitch also owns abercrombie, Hollister, and Ruehl 925.

From the homosexual activist organization Human Rights Campaign, posted Dec 19, 2006:

Joins Top Companies for GLBT Equality

HRC is pleased to announce that four more companies have achieved a perfect score of 100 percent for their workplace policies for gay, lesbian, bisexual and transgender employees. Abercrombie & Fitch, Ameriprise, Brinker International and The Walt Disney Co. have received updated scores of 100 percent following the publication of our corporate report card, the Corporate Equality Index.

“We are proud to count Abercrombie & Fitch and the others among more than 140 American corporations that fully support all their employees,” said HRC President Joe Solmonese. “By achieving the top score, these companies have demonstrated a commitment to their employees and to all Americans who support fairness and equality.”

Our friend James Hartline, a former homosexual, from San Diego posted this information December 10, 2006:

Starbucks Is Major Funding Source For Radical Gay Causes – Churchgoers Must Decide: A Convenient Cup Of Coffee Or A Stand For Jesus Christ

Emblem From SD Gay Pride Website
2006 San Diego Gay Pride
Proudly Sponsored By Starbucks
(http://sandiegopride.org/12/Sponsors.htm)

Millions Of Christians Buy Starbucks Coffee Everyday.

The Result: Those purchases are funding the Anti-Christian Radicalized Homosexual Movement.

JHReport Action Alert – Without question, one of the largest American corporate promoters of the anti-family, radicalized homosexual agenda, continues to be coffee giant Starbucks. While children were forced to watch degrading images of male prostitutes, pornographers and other deviant participants in this year’s 2006 San Diego Gay Pride Parade, Starbucks was sponsoring this hellish event to make sure that it was well-funded (http://sandiegopride.org/12/Sponsors.htm).

In 2006, Starbucks’ obsession with promoting the political activism of radical gay crusaders was not limited to the pornographic San Diego Gay Pride event. Indeed, this year, Starbucks extended its financial support to one of the most vehemently anti-christian homosexual media groups in America: GLAAD (The Gay and Lesbian Alliance Against Defamation).