A few years ago, I wrote about Ellis McCoy, a Portland official who continued his corrupt practices for several years before he was finally dismissed. The reason it took so long is that McCoy is black. The delay in firing him cost the City of Portland a small fortune.

Closer to home, I have personally witnessed three black employees get away with outrageous behavior for long periods of time.

Employee #1 would regularly take naps when everybody around him was working. He would take almost an hour (I timed him) to do a job that others could easily do in 15 minutes. He would sit in front of a computer and pretend to work, when he was actually nodding off and wasting time. Numerous complaints yielded no action from our bosses – until one day 3 bigwigs walked in and found him sleeping. The next day he was gone.

Employee #2 was an immigrant from Nigeria, and not one of the bright ones. He would yell at his trainers, show gross incompetence, and verbally attack other employees at the drop of a hat. It took months to get rid of him.

Employee #3 was a woman who flagrantly violated safety protocol, argued with her trainers, used her cell-phone at work (a violation that usually leads to a warning and then termination), and ignored standard procedure on a regular basis. She’s still with the company. When I confronted our boss about this, he told me that human resources places a lot of weight on “protected groups,” and that he’s been trying to get rid of her for months. He was blocked, at each turn, by H.R.

Not that I haven’t seen incompetent black employees get fired within reasonable time-frames, but special care must be taken in such cases; all paperwork must be in order. There is definitely a caste system within many American companies. Black females are the Brahmans, and white males are the Untouchables.

How much do such policies cost American businesses? It’s anybody’s guess, but it’s safe to say that the total must run into the billions per year. And these are rank and file employees.

Getting back on topic, putting blacks in positions of power is not a good idea. I don’t say this because of any HBD (human biodiversity) argument. Nor do I deny that there are worthy blacks out there. I say this because of our perverse political climate.

A recent New York Post article reads, “City Finally Fires ‘School of No’ Principal.”

The hooky-playing ex-principal of PS 106 in Far Rockaway has been fired for cheating city taxpayers as well as her students. Marcella Sills, 50, got the ax on Jan. 22 when hearing officer David Reilly found her guilty of “extreme misconduct,” including excessive lateness, failing to report her absences while collecting full pay and benefits, and causing the city Department of Education “widespread negative publicity.” Sills, who made $128,000 a year, was tardy at least 178 times between September 2012 and January 2013. Sills said she was late because she cared for her sick mother. But she never documented her absences and “knowingly received unwarranted compensation and thereby committed a theft of time,” Reilly found.

Sills had been in the headlines, for her misconduct, since at least 2008. Why did it take 8 years to fire her? A clue can be seen in this 2009 photograph.

She wasn’t just a bad principal; she was an “African American principal.” As such, she couldn’t be let go so easily. She kept her salary for 7 years – at $128,000/year. That’s almost $900,000, not counting any other loses her abuses probably caused.

What about all those kids she let down? Some of those kids probably wanted to learn. Some of those parents have been cheated. Taxpayers certainly were cheated. Do they get a refund for the portion of their property taxes that funded the “School of No?”

All those liberals, who point to “failing/underfunded/ineffective schools” as the reason for black dysfunction in America today, need to realize that affirmative action principals, such as Sills, contribute to this problem.

The moment “Diversity” becomes a priority, whether in schools, government positions or private employment, it comes at a cost to quality.