FOR IMMEDIATE RELEASE

Saturday Nov. 9, 2024, 1:15 p.m. Madison, Wis.—The text exchange leading to my termination set boundaries with trolling. The company, through CEO Joel Plant, asserted a ban and now am filing a wrongful termination complaint, which resulted from “constructive dismissal.” The excerpt below is the denouement for the entire story from the moment I was hired until fired by Frank Productions who allows shift leads to make love on the clock and keep their job.

THE TERMINATION LOATHING: Banned after being terminated Nov. 5, 2024

“Stay on your side.” My initial response to Shift Lead Jadon Bower’s “wym” text. It was in this moment I stood up to his ongoing gas lighting, manipulation and psychological abuse who then went to Human Resources. No harassment was committed because Bower asked, “what do you mean?”

I showed him my screen shots and shared examples how I use screenshots for storytelling, which was hyperinflated by human resources during the meeting. Our job as press is to inform our subjects immediately when we begin profiling them and provided transparency regarding the story and the style with two examples from class projects. Through Wisconsin Watch, I build real-life gonzo stories from the 11th hour of abuse and intimidation by management to inform our veteran community of abusive employers in Dane County and across the globe.

Up until now, I have kept my security life separate from my brand until I needed my brand to protect me from HR targeting as a documentarian. The upcoming Op-Expose, which is my style, shares our entire conversation as a public complaint exhibit. I texted Bower to settle my debts and make peace with the future as coworkers.

“With management, you are not staff.” My voice to text response asserting boundaries stated. The company has a hard and fast smart phone policy making clear texting is a distraction and that those who abuse phone usage can be terminated. I spoke with a coworker regarding what I should do off duty about Bower’s role and his leadership responsibility after he intimidated me for talking to his ex-girlfriend.

“You are a supervisor,” my text stated. “That’s what your role is managing us as a team.” What I meant was he must act like an unbiased moral agent as our team representative and clean up his lewd behavior. Bower has a reputation for womanizing and was alleged by staff members during security meetings acting lewdly taking a quickie with a coworker on the clock, which should’ve banned him and didn’t, while other coworkers were fired for doing the exact same thing.

“You don’t want to end up like those other people,” Bower said to me in the elevator awhile after placing me in the position. “You are well on your way to being ‘like them’ in human resources.”

“Like them,” meaning people with disabilities. Management at Frank Productions treats people with disabilities with passive aggressive intimidation and abused me psychologically by placing me in an elevator with bright lights that manifested migraines for months on end, like predecessor Kashawnda Kelly, who was the primary elevator operator to avoid getting singled out. The director of DVR and Sen. Ron Johnson’s office were cc:d with emails for the company for reporting purposes sharing the company’s attempt to invade my privacy with medical records information, which led to me “self-reporting” my condition properly and Plant stepped in when his Human Resources Manager Haley Davis demanded I turn over the completed “interactive dialogue process” questionnaire that lawyers who facilitate workshops at DVR tell us not to fill out according to my counselor.

After the elevator incident at the Sylvee, the company was looking for every excuse to fire me after coming forward. I came forward after being trolled by former Majestic Manager Juanita Jackson who resigned effective Oct. 11. The company retained Lake Effect HR & Law to investigate my allegations.

I was not given an opportunity to discuss this. Plant was not going to allow for any comment. Plant, exerting his authority, asserted two employees corroborated a narrative that I was intimidating to a guest without revealing the source and was not allowed to defend claims made against me.

“I’m going to the press over how management handles the situation with Alex and Dave’s ableism with Juanita.” His brother Alex tried selling me “that’s just how Dave is.” Dave meaning Dave Fulbright who has a reputation for hating on disabled hires and tries to socially isolate them as punishment.

“I’m blowing the whistle most likely on Veterans Day at Larry Flynt’s Hustler Lounge like I do in this video.” The video mentioned was the “Freedom Firearms” video that is my first “Op-Expose” formatted style. I explained to Plant my firearm video was a part of my Outpost 422 independent study at the University of Wisconsin-Whitewater at the termination meeting who claimed it didn’t matter despite being graded with an “A” by my proctoring professor.

Firearms were mentioned and the company is asserting a ban despite the feature being about a trip with my child to Chicago and attending an ad. Yet, Bower’s reputation, the HR informant, was alleged being reported to human resources for his lewd conduct during the night shift at Breese Stevens Field and the company made him a shift lead. The incidents led to the company papering me and preying on the opportunity to fire me and did.

This is what Frank Productions views as acceptable. When calling out lewd and psychologically abusive behavior by shift leads, especially womanizing under Title IX raised concerns, you will be Plant’s target for exercising his whistleblower policy. For the full transcript outlining the text between my shift lead and venue manager that led to my termination, email me at leads111@poton.me.

In the previous press release, a public statement was made regarding being banned from future FPC events. What the company won’t tell you is that Jadon Bower, my shift lead and gas lighter, came at me over being nice to his ex-girlfriend Zoe when working at the Red Zone on Badger gameday.

Bower’s complaint to human resources stemmed from bringing concerns forward at the Tammy Baldwin event. The 11th hour diary below shares my concerns I brought before Human Resources Manager Haley Davis.

Previously, the company also terminated a coworker named Sean O’Brien and is on a firing spree. At no point have I ever been aggressive with any coworker or guest. I have done all I can to diffuse conflict when being trolled.

Wednesday Nov. 6, 2024, 2:45 p.m.—At approximately 8:08 p.m. on Tuesday Nov. 5, 2024, Alex Cotrell came into my workspace at the front door of the Orpheum where security screening began. The doors were opened at 8 p.m. and guests started coming in. Mr. Cotrell indicated he missed the safety meeting and missed out on crucial information for the Tammy Baldwin Orpheum event. I briefed him regarding the information that was shared about being extra careful during ingress with bringing guests in. I was assigned as a security screener to check bags and had a special request by my venue manager. I explained to Mr. Cotrell about my specific orders to divert the second screening gate on the left side and was instructed by Orpheum Venue Manager Evan Nikolai. Mr. Nikolai instructed me to stop guests from entering the second gate and wait for further instruction. Mr. Cotrell began getting combative with me questioning specifics about how I was performing my job, which I perceived as an attempt to micromanage how I should do my job. I asked him politely to talk to Mr. Nikolai.

Instead, he started arguing with me in front of our important guests and distracted me while I was instructing a guest to put their items in the bin and open their zippers. Mr. Cotrell started speaking loudly demanding I explain to him why I was not doing the job the way he did and claimed my orders didn’t make sense. This led to me stepping back and asking to be excused to avoid Mr. Cotrell’s escalation of conflict and his attempt to embarrass me when I was trying to perform my duties. I called my shift lead, Jadon Bower, over to diffuse Mr. Cotrell and notified Mr. Bower I felt harassed and intimidated for following Mr. Nikolai’s orders. I then was switched with a coworker and re-assigned to work the Johnson St. doors. I later approached Mr. Bower about my concerns for trolling by Mr. Cotrell who replied, “I didn’t see anything” even though he was the one who diffused the situation. I asked Mr. Bower to please bring the topic of trolling teammates before management at his next security meeting and please brief teammates before instructing them to work in their assigned stations when coming in late. Mr. Cotrell distracted my focus and made my life difficult.

This is the third time Mr. Cotrell has attempted to escalate conflict in front of guests and artists and seek to file a formal complaint with human resources. The first two times, I asked Mr. Fulbright to separate Mr. Cotrell from my workspace. One of the times Mr. Cotrell called me out on the radio in front of all to hear regarding how to check credentials. Mr. Fulbright agreed to talk to Mr. Cotrell and ask him to stop.

The two incidents prior to the event happened at the artist gate at Breese Stevens Field. Mr. Cotrell is acting beyond his scope by correcting staff members and asking he be terminated. I notified my assistant manager, Julia Peterson, I would be filing my complaint with human resources and have not heard back from the company. I ask the company to require Mr. Cotrell to cease and desist his demeaning behavior during the interim, and if possible be separated from me when scheduled when we are scheduled on shifts. Ms. Haley Davis instructed I contact her if I am being harassed and was last night by Mr. Cotrell who trolled me in front of guests of extreme importance.

Respectfully submitted,

Bradley J. Burt

The company also did this to another coworker named Keshawnda Kelly. Kelly and several others have witnessed Frank Productions’ work practices along with Bower’s conduct on the job. The company is a group of UW Madison progressive narcissists who are a menace to the Madison community.

 

As of today, I was terminated by Joel Plant, CEO of Frank Productions. I was called into a meeting regarding a text conversation with my coworker and have been notified I am banned for sharing this video:

Freedom Firearms: Five facts about Wisconsin concealed carry laws

I was notifying my shift lead of my press release previously published regarding the trolling happening since coming forward with my concerns after I was trolled at the Tammy Baldwin event. I am a client of the Wisconsin Vocational Rehabilitation Program and Frank Productions was my employer. According to Disability Rights Wisconsin, I have a strong case.

I accompanied the previous video with a Title IX video I made that were two of a part of my independent study series. My only intent was to notify my shift lead of the update with a previous project regarding how to act civil with coworkers. Previous, the shift lead tried to gaslight me for talking to his ex-girlfriend and the incident led to excusing him from the upcoming story as an anchor with raising funds at the local Luke House free meal dining facility around the corner from the Sylvee where I was working and will be speaking publicly about my concerns for artists despite the bogus claims made by Mr. Plant.

 

My termination represents retaliation by Frank Productions. If you are a disabled veteran, you must know what will happen to you if you try to advocate in human resources. Now I must report back to the DVR agency and am here today providing this expose to you.

My reputation as being friendly with guests was solid. The company wrongfully terminated me after speaking up. This is my 11th hour diary entry:

Friday Nov. 8, 2024, 4:34 p.m.—I was approached by Mike Newhouse to come with him. We walked quickly to the office. Mr. Newhouse stated I sit tight in the conference room and wait for “Joel,” who is the chief executive officer, to show up who was on his way. Mr. Plant sat down and waited for Human Resources Manager Haley Davis to log in onto the big screen T.V. Mr. Plant called the meeting to order and stated, “We are going to terminate you.” Sitting there pondering, I wondered why. Previously, I connected with my Shift Lead Jadon Bower about my press release and how an episode at the Orpheum played out between human resources and was notified I had sent a message containing firearms that was a form of a training storytelling style. I discussed with Mr. Bower my occurrence with an individual trolling me during the event. I then started talking to Mr. Newhouse about enforcing a “No Troll Zone” with ingress and that we needed to discuss a “no argument policy.” The narrative is false. I did not intimidate anyone. Matter of fact, I was trying to de-escalate. I am now banned for advocating for equal rights. Please continue to advocate for all protected classes and stay tuned next for the full expose of Frank Productions and my time spent as a employee contracted through the Division of Vocational Rehabilitation. A full story is in the works and will be publishing my experience working on the Madison security team.

What y0u just read is my form of news copy I am trying to patent. Prior to my termination, I had been discussing a fundraiser for Luke House. The termination is retaliation for what happened with the Majestic venue manager when I began speaking up with Human Resources Manager Haley Davis.

Frank Productions trolls disabled veterans. My termination happened after speaking up. Now, an expose will be coming next.

I am going before the Madison Common Council with my concerns for the Valor Building and disabled veterans who go to shows at the Sylvee, the Majestic, High Noon Saloon, Breese Stevens Field and the Orpheum.

Prior to the termination, Lake Effect HR & Law Human Resources Strategic Advisor Jennifer Lindberg met with me during a meeting regarding a whistle blower complaint against former Majestic Venue Manager Juanita Jackson and those who worked with who identify as disabled.

At no point was anyone threatened. A full expose of screenshots will be made available in an upcoming press release absolving Outpost 422 of the claims made by Frank Productions.

FOR IMMEDIATE RELEASE

Friday Nov. 8, 2024, Madison, Wis.—Since graduating college in 2023 as a client of Wisconsin Dept. of Vocational Rehabilitation, my contract required me to find an employer and try working for 90 days. Unfortunately, the two employers who hired me are not disabled veteran friendly who see nothing wrong with ableism and withholding sensitive information during the hiring process starting with how the client must report and request accommodations.

The two employers are dirty and have witnessed coworkers drop off like flies after being trolled aggressively by managers and members of human resources. Both Marcus Corp.’s Senior Human Resources Business Partner Desiree Ingerman and Frank Productions Human Resources Manager Haley Davis demand you as a disabled veteran fill out their “interactive dialogue process.”

“Management did not ‘mislead’ you as you assert.  Far from it.  The job description was provided when you applied for the position as part of the posting. You were initially hired into the Theatre Associate Operations position, which was a job title that encompassed both box office and usher,” Ingermann exclaimed on Jan. 12, 2024, in an email response calling out management for withholding “roles and responsibilities” information during onboarding. “Since you were hired, the job descriptions for these roles have been separated.  That said, the role and expectations of an usher at our Marcus Theatre properties have stayed the same.”

When requesting disability accommodations, both company representatives will make your life difficult who do not value you as an employee. Both companies withheld this information when approached for accepting the job and ask you as a disabled veteran to think twice about what your role is once hired. These companies are not your friend who will dig in hard with retaining human resources strategic advisors to protect their managers.

Both Marcus Corp. at the Marcus Palace Cinema in Sun Prairie, Wisconsin, and Frank Productions in Madison, have one thing in common—you will be marginalized and trolled by fellow employees who do not favor veterans as a protected class. Both are turnstile companies who lose employees left and right with sordid management practices. Know your rights.

You do not need to avail your disability information. Both companies will do all they can to cover up their negligence starting with trolling you through management. Please click on the link and share this with your employer.

“The form clearly indicates it is to be completed by a health care provider. What you provided was self-reported, not completed by a health care provider,” Davis said after filling out VA Form 10-5345 and meeting with a VA primary care provider. Davis did not avail the need to fill out the form as a contingency upon hire whom I made clear prior to hire detailed information about my DVR contract. Davis backtracked and then the company retained a HR strategic advisor who then demanded I fill out the form after working for 12 months. “We will act on the information you have provided until we get the completed IDQ form.”

Both Ingermann and Davis use ruthless email tactics to intimidate you. Stand your ground by getting feedback first. Both parties set deadlines and demands that are not legitimate according to the William S. Middleton Memorial Veterans Hospital’s “Veterans Privacy Guide” available on the fifth floor through a patient advocacy request with the privacy director.

Disabled veteran beware: Both of these human resources representatives will intimidate you. Contact Disability Rights Wisconsin if your accommodations are denied. The director of DVR is aware of both of these companies and their business practices who is the recipient of Outpost 422 reports.

If you would like to to discuss your situation, please fill out the contact form below.

7532 Conifer Ct. Unit G 18 | De Forest, Wisconsin 53532

FOR IMMEDIATE RELEASE   

Investigating the student veteran dropout reality at the University of Wisconsin-Madison

 [Outpost 422 provides insight through lived experience]

 Madison, Wis, October 11, 2024—The readjustment and reintegration crucible student veterans face at the University of Wisconsin-Madison is the reality they will most likely not graduate.

The university’s student veteran retention trends are on a steady decline since the pandemic revealing those who enroll eventually drop out by the end of their freshman year. The university’s “Retention and Graduation Rates” research findings, provided by the Office of the Provost, revealed that a low 42.9 percent of those who enrolled in 2020,  listed amongst the “Military Student Veterans” category, would likely graduate after their third year. The needs of student veterans and their success must be investigated and is one of the research topics of discussion at Outpost 422—the gonzo research diary of a nontraditional disabled student veteran who branded his Wisconsin G.I. Bill journey while attending multiple campuses in 2022.

The UW Madison/Madison College transfer agreement experience

Preparation for transferring is also another barrier with enrolling in the Madison College/UW Madison transfer agreement, which starts the student veteran out at the Truax campus. The university’s professors who teach at Madison College, screen students prior to transfer and mark the ones who are not a good fit with a “BC” letter grade knowing the student must achieve a 2.7 GPA. A “BC” grade limits the ability to access resources available when transferring.

“Why should I have to deal with you?” A UW Madison alumnae speech professor teaching at Madison College in 2019, who openly discussed how the “BC” bad mark works, asked Outpost 422’s founder after class. “You are just going to drop out anyway.”

UW Madison transfer instruction at Madison College prepares student veterans by offering to meet with them after class and during office hours, along with writing support that the university is not required to provide, thus creating confusion and loose ends along with social isolation after transferring. Student veterans benefit when social supports such as a chaplain or on-site social worker are provided on campus by the Dept. of Veterans Affairs for perception checking before approaching a professor. The president of the university will not endorse providing VA social workers on campus through the Veterans Integration to Academic Leadership Program (VITAL) on university campuses due to being a federal program at a state facility, meanwhile Madison College does.

There is a solution. Outpost 422 is a portfolio of successful class projects along with a journal of conflict resolution. A graduated veteran helps newly enrolled and currently enrolled veterans succeed, which is the purpose of the free service. The service profiles the student veteran lived experience.

The student veteran, despite the perception of a veteran hating professor, is a valuable resource who stimulates the university with G.I. benefits. The crucible is the perception by student veterans that professors who let their intrusive thoughts manifest are protected, while the student deals with academic abuse. The solution is simple: provide student veterans with a mentoring service modeled by the brand Outpost 422.

• The brand shares strategies that help future student veterans succeed.
• The brand also offers a direct line of support easily found in the contact section of the toolbar of the website (click on the ###OP422 link below).
• The Facebook page shares the experience.
• The website provides resources like the University of Wisconsin-Madison writing handbook.
• The service is free and developed by the author who fully exercised the Wisconsin G.I. Bill and is currently being developed at the University of Wisconsin-Milwaukee for research publication.

If being branded as a badger leads to dropping out, what can be done? Simple. Try enrolling at Madison College and transferring to one of the other universities instead. The Wisconsin G.I. Bill, which does not work like the other federally granted benefits, is a secondary option. The student veteran decides the pathway to success who will not be penalized for a failing grade like federal G.I. benefits.

The professor’s perception of student veterans is the key to unlocking the answer why they feel shunned, especially when a professor preaches communism requiring student veterans endorse. Student veterans deserve respect, and the most recent political neutrality policy adopted by the university is a positive start but cannot enforce at Madison College because the institution is a technical college. Adversarial exchanges stem from universities being underprepared for receiving student veterans according to Student Veterans of America, who acts as research advocate on campus.

“Congruence between self-perceived and other- perceived lack of university support barriers strongly protect against the negative impact of high self-perceived lack of university support barriers on poorer adjustment to college,” researcher Lisa M. McAndrew and her team’s report to the VA shared. “Congruence is less protective when self-perceived.”

While the institution advocates for other protected classes, student veterans fall behind and the discussion about what can be done can easily be answered through the advocacy at Outpost 422. Success can be trained through the VA’s “5 Column Thought Record” changing how the veteran perceives their relationship with their professor, then request a mediator de-escalate and connect the professor with options when dealing with navigating the professor’s lack of respect and frustration. Adopting VITAL on all college campuses is a start.

As a registered trademarked journalism reporting service, the brand gives student veterans a voice in the press. The reporting outlet also seeks diary contributions and can do so by filling out the contact form for a consultation. Stigma follows student veterans each semester and Outpost 422 helps navigate the way out.

###OP422

13 absolute truths you as a student veteran must know before enrolling at Madison College

By Bob Cobb Freelance Ink LLC doing business as “John Q. Battlefield”

1. Your professors are overwhelmed. Please be patient. Take notes each visit and ask the professor how to improve your grade. Take full advantage of office hours.
2. The department chairs are rude and aggressive. You are being groomed for the University of Wisconsin expectation you possess at transfer. College is a discriminatory biased system looking past bigotry in the military as acceptable leadership. The same goes on a community college campus. They spit on you when you were drafted.
3. College is dominated by liberal thinkers. Be open to critiques. In the military, we are not groomed to think. We act as a group and trust our leaders. The professor is the judge no matter what. You cannot approach anyone aggressively.
4. When asking a question in a group, please abstain from drinking a Rip It and using your knife hand during presentations. College is a casual environment. Take each lesson, lack of disrespect and opinion with a grain of salt. You served. You know better.
5. Bring a pen with you to each class. Stop showing up like Joe S. the Ragbag. Death metal t-shirts are acceptable. Although we are civilians, we are still responsible for our behavior. When the kids get rowdy, be the observer for public safety. Take notes and pay attention.
6. Strive to achieve honors. Having an honors mind is an asset. That starts with using the writing center. Use writing to challenge your beliefs and think skeptically.
7. Leave the semester the way you found it. Do your absolute best to be respectful, cordial and polite. Do not start out your email greeting with “Hey” or “Dude,” unless specified in the syllabus.
8. Randomly read your syllabus. Chances are almost perfect all confusion can be resolved with a syllabus review. This is your investment in you. Go all out.
9. Nobody has the right to demand they view your documentation without your permission first. See the attachment titled “Privacy Act Consent Form.” Download the pdf here.
10. The system is not set up to support you. Your presence on campus is a nuisance to the administration. If you are a disabled veteran, the VITAL program can assist you with a social worker on campus. Take full advantage.
11. Be a solid writer and write often. By my senior year, I became a gonzo journalist. Dare to dream to write perfectly and you will. Take each rubric to the chin and embrace the suck.
12. Do not mess around with ChatCPT. You will be flagged. You will pay your G.I. Bill back.
13. If you are a registered patient with the Dept. of Veterans Affairs, have at least a 30 percent service-connected rating and are a resident of Wisconsin for state determined length of years, you qualify for the Wisconsin G.I. Bill. You, your spouse and dependents will receive 128 free credits to spend however you wish. Talk to an enrollment advisor for more details. Outpost 422 was built through class projects for mine and is always free for you to use here at outpost422. Com.

###OP422

OUTPOST 422 PRESS RELEASE MEMORANDUM

On Nov. 19, 2023, I decided to re-enlist my military mindset to create a pseudonym so that the powers that be at Madison College will see how to fuse art with science through my form of Gonzo research. In exchange, I have built a Capitol overwatch around my public affairs capstone and pursuit to the master’s level as a field adjutant reporter. 

Now, we are going through the Outpost 422 WordPress archive and sharing what the Wisconsin G.I. Bill enrollment to graduation stage feels like and the level of nontraditional degradation by both Madison College and the Universities of Wisconsin and their escalation of conflict with all who are classified as “nontraditional.” Our merit is cancelled.

John Q. Battlefield, like John Barleycorn, is our advocate. The prisoner of gaslighting by those who are intimidated can no longer stand. The dog-eat-dog college campus culture pervades military honor and ceremony, and we must be heard.

RESILIENCE INFOGRAPHIC TEAM BUILDING WORKSHOPS

No scholar should come between another’s innateness and did through my honors project experience, which then led to being weaponized by Title IX’s investigative division who attempted to profile me without permission through access to my records for documentation, no different than the University of Wisconsin-Milwaukee.

The Exhibit: Intrusive Thoughts and Surviving Academic Abuse

The three areas required to examine are not authorized without proper authorization through the Privacy Act Consent Form. For my harassment, I seek punitive damages from my Time Down Range at the University of Wisconsin-Whitewater getting thugged by Kris McMenamin and Curtis Lemke. I admonish all who tolerate veteran hazing. Through my Humanitarian Service Award from Pres. Jimmy Carter, I ask that we continue to fly the POW MIA flag nationwide as a bipartisan symbol of peace. We must spotlight all forms of adversity for diversity to manifest.

I do not use pronouns; I use courtesy titles. Critical race theory does not protect me and am a protected class. We must include all student veterans with Title IX protection. Critical race theory confirmation bias makes clear the lineage of racism and turns a blind eye to bigotry, therefore is a form of torture, not fundamentally accessible to all. The current narrative cancels all who have disability. Employers are allowed to claim, “grey areas” and force workers to exacerbate their limitations with “coverage agreements” and “at-large” employee ranking mechanisms for bonus selection.

We have a long way to go on college campuses with cultural incongruity. No veteran should have to know what academic abuse feels like but from my research canvass I conclude, calling us out for being different in lectures should never be condoned and is across all academic institutions. Outpost 422 is the principal investigator reporting source.

The introduction to the research findings is the letter to the Wisconsin Air National Guard State Adjutant and Director of the Wisconsin Homeland Security Council. He will be alerted under the Clarion Broadcast Group’s “If You See Something, Say Something” campaign, which is the URL journey next if you as the reader dare to follow the path of branding “Time Down Range” with John Q. Battlefield as a tactical marketing form of promotion to address concerns in the community.

###OP422

Press Release: Gov. Tony Evers appoints media biased judges to oversee pivotal religious Cannabis case in Wisconsin

Prepared for publication by Bob Cobb Freelance Ink LLC

On Friday June 14, approximately five minutes prior to the hearing, Hon. Ellen Berz sent her bailiff out to have a chat with our firm. The judge overseeing the State of Wisconsin v. Jesse Schworck, denied Bradley J. Burt, CEO of Outpost 422, which is a legislative reporting source at the Wisconsin State Capitol, along with Dept. of Homeland Security relay to the governor, the Constitutional right to record in her courtroom as a freelance journalist on the scene working for Bob Cobb Freelance Ink LLC, who is filming a hero’s journey centerfold piece about the corruption happening in Wisconsin from governor on down in Mr. Schworck’s case.

A judge, according to the Digital Media Law Project, cannot loosely order a no recording device policy who states, “when you attend a public meeting of a government body that is required to be open to the public by law, you are free to record that meeting through note-taking, sound and video recording devices, and photography, so long as the method of recording is reasonable and not disruptive.”

Both Assemblywoman Chris Taylor, who was appointed while serving in the assembly to serve as Schworck’s judge by Gov. Evers and Hon. Ellen Berz, violated my Constitutionally fourth estate protected rights to record in their courtrooms, for my Madison College and UW Whitewater ongoing reporting projects, which have now transferred to my role as a copywriter for the National Association of Professional Publishers and Editors writing under multiple pen names for science communication for experimental law review.

The State of Wisconsin, in Dane County, is violating civil liberties and I have been biased by Judge Taylor who allowed WKOW to record. Now, the bailiff made clear, the “no audio” policy was ironclad and strictly applied to Mr. Schworck’s case who has absolutely zero grounds to do so.

Gov. Evers, the radical undermining of due process must stop. You had a conflict of interest with this case appointing Judge Taylor and now a judge who uses prior restraint.

 

Respectfully Submitted,

 

 

Bradley J. Burt

CEO-Outpost 422

Bob Cobb Freelance Ink LLC

Freelance Field Reporter

Good evening common council members-

On Monday, June 3^rd, I left a message for the mayor. My message was an overview of my eyewitness as a resident of Sun Prairie and my concerns for our children and the imminent danger due to road construction.

I am also disappointed in our leadership modeling after my child, who is openly transgender, was pelted with full containers of Mott’s applesauce by members of the football team who got away with assaulting my child. Popularity excused the behavior.

I came here today to ask our mayor one question:

“Mayor, have you canvassed door-to-door and walked the entire city of Sun Prairie under your watch?”

I have. I will never forget my first experience as a resident. I watched Church St. speeders come close to running my ex-girlfriend’s kids over multiple times during the development of the aftermath of the Sun Prairie Explosion.

Now, I have been having sleepless nights after watching a driver barrel through the pedestrian light on the corner of Windsor and Eddington St. when a child tried to cross midday.

The city is a disaster that I as a 10^th Mountain Division veteran cannot allow to continue and am going to begin speaking up through KSUN as a filed reporter and workshop volunteer.

My brand Outpost 422 is launching #SunPrairieQRF to provide our residents with a voice and expose the areas of Sun Prairie that present public safety risks as a neighborhood watch.

I seek fundraising and possible grants from the city to bring the Dept. of Homeland’s Security “If You See Something, Say Something” training to the library and host a radio show weekly allowing callers to express their concerns.

My project addresses both what I witnessed on the street as a field reporter and on the job as a part-time usher at Marcus Palace Cinema, whose operations manager, James Bryan, has a reputation for profiling and escalating people of color.

Both our movie theatre and sidewalk scenes are unfit for children and pedestrians. These projects have turned our city into a disaster and now we must assemble as a quick reactionary force, which is the service my brand provides, to keep our children safe.

I hope to work with our leaders to table at the Farmer’s Market and connect with our community to recognize Sun Prairie is dangerous to its pedestrians and how to advocate on behalf of our children to keep them safe.

###OP422

 

Greetings-

Today, the next phase of the registered trademark kicks off its gonzo marketing reporting outlet at Bob Cobb Freelance Ink LLC. Bob Cobb is the Las Vegas visor representing the life of Dr. Hunter S. Thompson, Air Force sports editor for Elgin Air Force Base, and the upcoming issues with the State of Wisconsin v. Jesse Schworck.

Outpost 422 is the mobile newsroom providing Vimeo livestream, the photo safari through Autumn Landmine Productions on Instagram and the on-location mobile documarketing canvass through the Jaded Patriot Press on WordPress.

The project launched for the documentary storytelling course at Madison College during the pandemic.

The project is entering the Visual Communications Certificate gonzo journey offering insight regarding Schworck’s freedom of identity suppression performing his sacramental rituals in the City of Madison.

Schworck is coming forward soon about his upcoming hearings and the Bob Cobb Freelance Ink LLC Vimeo channel is your documentary reporting source.

A legislative centerfold story will follow in November before the election. The subject of discussion is the NORML Wisconsin leadership’s overthrow of advocacy in the state and the back door lobby methods of the National Organization of Reforming Marijuana Laws on a global scale.

If you would like to join the Bob Cobb reporting team, please fill out the contact form.

###OP422