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September 28, 2025
Fire Them! Employees That Get Too Big For Their Britches Should Be Tossed to The Curb - Employees Need To Learn That It Is Not Their Right, Or Job, To Dictate To Employers
A concerning trend has been working its way throughout America, that highlights how far down the rabbit hole we, as a nation, are burrowing.
The term "too big for their britches," is described by Bing's Co-Pilot search as "behaving as if one is more important or capable than they really are." The original term I believe was "too big for their breeches," later modernized to "britches."
We are seeing this in academia, in congress, in technology companies and within the mainstream media.
If an employer, those that create companies, pay the bills, sign the paychecks, and build the businesses up, make decisions that an employee disagrees with, these days, mostly liberal employees have taken to staging sit ins, attempting to cause internal drama and strife for the those they work for, protesting, threatening to quit if their demand to control the employer isn't met.
Every single time I see one of these stories, a few of which I will use as examples below, my first thought is "There is the door, don't let it hit you where the Good Lord split you."
Employees do have certain rights, contractual rights. If their contract states they get health insurance, it is the responsibility of the employer to provide it. Same with pay raises, working conditions, and other contractual obligations the employer is responsible for.
What employees don't have the right to do is dictate policy, or how a company is run. If they don't like something about the company they work for, they are free to hunt another job and take one better to their liking. Otherwise they should shut up, do the work the employer pays them to do, and stop thinking they have the right to cause trouble.
I could list many more examples but those above are just to make a point of employees are getting "too big for their britches," and it is time for employers to clamp down on this behavior and put a stop to this nonsense of employees thinking they have the right to tell employers what they are and are not allowed to do.
I don't care if the issue is politics, world events, or internal business decisions. The fact is when one is hired to do a job, they are paid to do said job, not to publicly criticize their employer, not to spend the time they are supposed to be using to do their job to protest a employer's politics, or stance on current events, or world events.
You do not like your employer, leave, find another job. Bury yourself in your work until you can find something that better suits you. End of.
While not every instance of bad-mouthing is a fireable offense, it can signal patterns that can infect an office and should be treated seriously. Leaders must remain vigilant because left unchecked, persistent complaining and negativity can rapidly poison your entire organization. The challenge in front of you is to balance empathy, communication, and accountability—the hallmark of strong leadership.
This pattern of workplace behavior is getting worse, not better, because many employers are too busy appeasing troublemakers, or those too big for their britches instead of showing them the door.
This issue has been on my to-do list to address for a while now, but when I read the following headline this morning, I decided to finally just get it out there.
There is a lot to address within the WSJ piece, but the "internal dissent" portion of the headline is what caught my eye. There should be no "internal dissent, because that means the Obama/Biden liberal leftovers are still inside federal agencies "resisting" the America First agenda that President Trump was elected to implement.
Fire them.
On Thursday, Attorney General Pam Bondi delivered, extracting from a grand jury a two-count indictment against Comey related to five-year-old congressional testimony. Comey says he is innocent. The grand jury appeared to have some doubts, rejecting one additional count against Comey.
In the process, Bondi has effectively transformed the Justice Department in Trump’s second term, from an independent enforcer of the law into an extension of the White House that has pursued Trump’s foes and their associates with relish.
These writers seem to have a selective memory, saying Bondi has "transformed" the DOJ, or that the DOJ has been and "independent" enforcer of the law. The Obama DOJ, along with IRS, targeted conservatives on a regular basis. The Biden DOJ targeted concerned conservative parents at school board meetings and were labeled domestic terrorists.
Today, America First Legal (AFL) released explosive new documents conclusively proving what AFL has known since day one: the infamous October 4 memo from Attorney General Garland labeling concerned parents as “domestic terrorists” was a political operation of weaponized government, not the normal, lawful execution of federal laws by the Department of Justice (DOJ).
Executive departments are government units under the direct President supervision.
Those that weaponized federal agencies in order to target conservatives, and President Trump in a bid to prevent him from winning the 2024 presidential election, do need to be held accountable.
Comey is just the first of those that abused their positions, lied to Congress, leaked selective information to the press in order to create a narrative, to be facing consequences. All of them need to be investigated, and if any crime was committed, prosecuted to the full extent of the law.
President Trump campaigned on that promise. Attorney General Pam Bondi was nominated and confirmed to do the job. Director of the FBI Kash Patel was nominated and confirmed and ordered to restore the reputation of the FBI, and is having to weed through the holdovers, the "resistance," as well as find evidence that was hidden, some in "burn bags," that were meant to be destroyed, and in less than a year, he has cleaned most of the "dissenters" out, but I have no doubt he'll find more in the coming months.
BOTTOM LINE
Whether it is government employees, tech company employees, or media employees, it is time to get back to basics and remind these people that it not their right to dictate to the bosses, it is the other way around.
The second an employee decides they have the right to tell the employer what to do, they should be tossed to the curb.
Rant over.
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