Should sportscaster Grant Napear be suing by the radio station that fired him for saying that all lives matter?

If any major religion does not profess that all human lives matter (at least from birth to death), I never noticed.

Napier also resigned as the Sacramento Kings TV play-by-play announcer after his tweet that said “All Lives Matter” during the aftermath of the killing of George Floyd protests provoked outrage in some places. He had dared to tweet “All Lives Matter…Every Single One!” on a Sunday of all days after former Sacramento Kings star DeMarcus Cousins had asked his view on the Black Lives Matter movement.

Sadly, people who feel entitled to police speech charge that “All Lives Matter” mocks the Black Lives Matter movement.

That movement began after the second inauguration of President Obama and is best known for attacking the nuclear family and charging that the United States is systemically racist.

Founding it was an unexpected way to celebrate the reelection of the first black President of the United States.

The United States Equal Employment Opportunity Commission website states (www.eeoc.gov/religious-discrimination):

Religious Discrimination

Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.

Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion.

Religious Discrimination & Work

The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.

Religious Discrimination & Harassment

It is illegal to harass a person because of his or her religion.

Harassment can include, for example, offensive remarks about a person's religious beliefs or practices. Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Religious Discrimination and Segregation

Title VII also prohibits workplace or job segregation based on religion (including religious garb and grooming practices), such as assigning an employee to a non-customer contact position because of actual or feared customer preference.

Religious Discrimination & Reasonable Accommodation

The law requires an employer or other covered entity to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer's business. This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion. Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.

That radio station and the Sacramento Kings should be ashamed.

They are the ones who deserve to be blamed.

Mr. Napier, you might want to get yourself an ALL LIVES MATTER...EVERY SINGLE ONE! cap (I suggest red, white and blue) and contact attorney Lynn Wood.

He's not afraid to stand up for the rights of his clients against sinister forces and turns lemons into lemonade.