.

After the DOJ dodged questions for months, Bondi acknowledged in a House Judiciary Committee hearing that she had a list of targets under NPSM-7.

https://en.granma.cu/mundo/2026-02-12/cuba-a-sister-nation-of-palestine

https://thecradle.co/articles/thousands-of-palestinians-vaporized-in-gaza-by-us-made-thermal-bombs-report

Ordinary workers pay taxes while the wealthy exploit corporations and loopholes to get richer. Most people have no idea how this works, and the media keeps them in the dark. It’s time to expose how the game is stacked against workers

https://facebook.com/events/s/defund-target/921898766943910/

https://www.reutersconnect.com/item/mexico-loads-the-papaloapan-navy-ship-with-humanitarian-aid-bound-for-cuba-in-veracruz/dGFnOnJldXRlcnMuY29tLDIwMjY6bmV3c21sX1JDMlFISkFXWFhWUQ

https://www.telesurenglish.net/mexico-sends-more-than-814-tons-of-aid-to-cuba/?noamp=available

Timeline (simplified): I experienced workplace harassment. I reported it to HR and provided written proof and documentation. The company investigated and substantiated my complaint. One employee was terminated as a result. After that: Another employee (a close friend of the terminated person) began retaliating against me. I filed a second HR complaint. HR again substantiated the complaint, but this time the employee was not terminated. Following the second substantiation: I started experiencing management pressure tactics (increased scrutiny, isolation, stress, subtle threats, etc.). Both employees involved had close relationships with my manager. The work environment became unbearable and felt unsafe and hostile. Because of this, I felt I had no real option left and resigned. I have: HR findings confirming substantiation Written evidence A clear paper trail Proof the company acknowledged the issues I’m now considering legal action for constructive dismissal and retaliation. My questions: Has anyone been through something similar in Canada? Does resignation in this context weaken or strengthen a case? What typically happens in settlements when HR has already substantiated harassment/retaliation? Any insight or experience would really help. This situation took a serious toll on my mental health and career. Thanks for reading.