DOJ guidance states that silence about LGBT rights will be assumed to be disapproval.
Our sources have provided Liberty Counsel an internal DOJ document titled: “LGBT Inclusion at Work: The 7 Habits of Highly Effective Managers.” It was emailed to DOJ managers in advance of the left’s so-called “Lesbian, Gay, Bisexual, and Transgender (LGBT) Pride Month.”The document is chilling. It’s riddled with directives that grossly violate – prima facie –employees’ First Amendment liberties.Following are excerpts from the “DOJ Pride” decree. When it comes to “LGBT pride,” employees are ordered:“DON’T judge or remain silent. Silence will be interpreted as disapproval.” (Italics mine)That’s a threat.And not even a subtle one.Got it? For Christians and other morals-minded federal employees, it’s no longer enough to just shut up and “stay in the closet” – to live your life in silent recognition of biblical principles (which, by itself, is unlawful constraint). When it comes to mandatory celebration of homosexual and cross-dressing behaviors, “silence will be interpreted as disapproval.”This lawless administration is now ordering federal employees – against their will – to affirm sexual behaviors that every major world religion, thousands of years of history and uncompromising human biology reject.Somewhere, right now, George Orwell is smiling.The directive includes a quote from a “gay” federal employee to rationalize justification: “Ideally, I’d love to hear and see support from supervisors, so it’s clear that there aren’t just policies on paper. Silence seems like disapproval. There’s still an atmosphere of LGBT issues not being appropriate for the workplace (particularly for transgender people), or that people who bring it up are trying to rock the boat.”Of course there’s “still an atmosphere of LGBT issues not being appropriate for the workplace.” When well over half of federal employees, half the country and most of the world still believe in objective sexual morality (and immorality), “the workplace,” especially the federal workplace, should, at the very least, remain neutral on these highly controversial and behavior-centric issues.Still, to borrow from self-styled “queer activist,” anti-Christian bigot and Obama buddy Dan Savage, “it gets better”:“DO assume that LGBT employees and their allies are listening to what you’re saying (whether in a meeting or around the proverbial water cooler) and will read what you’re writing (whether in a casual email or in a formal document), and make sure the language you use is inclusive and respectful.”Is this the DOJ or the KGB? “[A]ssume that LGBT employees are listening …”? And what are “LGBT allies”? If you disagree with the homosexual activist political agenda, does that make you the enemy?Yes, in any workplace, language should remain professional, but who defines what’s “inclusive”? Who decides what’s “respectful”? If asked about “LGBT issues,” for instance, can a Christian employee answer honestly: “I believe the Bible. I believe God designed sex to be shared between husband and wife within the bonds of marriage”? Or is that grounds for termination?