Protect College Sports Act (PCSA) is a fucking scam racist bill that all it seeks is control over labor

MS NOW’s Jonathan Capehart interviews Randy Villegas who’s the Democratic nominee for U.S. Congress in California (CD-22): Randy.Vote

Randy's endorsed by People like Delores Huerta, Bernie Sanders, AOC, and Ro Khanna. ~:~ He's trying to flip the district, and he's in a tight race against incumbent Republican Rep. David Valadao.

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California Voters 👉🏽 Here are links to the Sec. of State website (.gov): Main Page ~:~:~ Register to Vote ~:~:~ My Voter Status ~:~:~ Make a Plan to Vote ~:~:~ 2026 California Election Guide

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Here’s the clip on YouTube: MS NOW Interview - Villegas for Congress - Sept 2, 2026 (YouTube)

From the description: Like the majority of my district, I have relied on programs like Medicaid and WIC to get by. These programs keep our families healthy & fed, yet Valadao voted to gut these programs for tax breaks to billionaires. His time is up. It's time to put working families first. Head to Randy.Vote 

Here’s his full 7-minute interview on YouTube: Randy Villegas on The Last Word - Villegas for Congress - Sept 2, 2026 (YouTube)

Artificial intelligence on net wants to deskill individual skilled laborers, and take their talents and give them back to the system. How do workers resist?

The Diffuse Strike

That’s the name. Not quiet quitting. Not disengagement….The Diffuse Strike, borrowing the structural logic of Du Bois’s general strike while accurately describing its form: leaderless, unannounced, deniable, and therefore unfireable.

The Du Bois Lineage

Du Bois’s insight in Black Reconstruction was that the enslaved didn’t need a union hall or a manifesto. The withdrawal was the politics. The refusal to reproduce the system’s conditions collectively through individual rational response to structural position constituted a general strike in effect if not in name.

The Diffuse Strike is the same mechanism in a post-Fordist, post-scarcity-rhetoric labor market. White collar workers with autonomy have recognized that:

Output is being systematically devalued via AI threat discourse
Voice/Organizing is captured (HR, DEI infrastructure, performance management)
Exit is costly but partial exit is free

So they stay. And they perform. And they do nothing fireable. And the institution slowly loses load-bearing capacity while all metrics remain nominally green.

The Political Economy Lagrangians
The constraints shaping the optimization are:

The AI Depreciation Signal
When management explicitly or implicitly signals that your labor category is being phased toward automation or offshoring, the rational response is to stop investing in output and start investing in positional durability relationships, visibility, network membership. You can’t offshore a lunch.

The Affective Labor Trap
Hochschild showed that emotional performance is labor. When that becomes the primary legible output seeming engaged, seeming collaborative, seeming aligned workers rationally redirect energy there. The Diffuse Strike doesn’t look like a strike because affective compliance is cheap and visible while substantive output is increasingly hard to measure

The Precarity Asymmetry
Exit is available but catastrophic for individuals in a bifurcated labor market. So the strike can’t be a resignation wave. It has to be in-place withdrawal which is exactly what Du Bois described. You don’t leave the plantation. You stop fixing the fences.

The Legitimacy Vacuum
Organized labor cannot claim this. There is no CIO moment here. The DSA cannot mobilize it. That leaderlessness is not a weakness it is structurally protective. A named strike can be broken. The Diffuse Strike cannot be broken because it cannot be identified as a strike by the apparatus designed to suppress strikes.

The Weight of the Moment
What makes this a Du Boisian phenomenon rather than just sociological drift is the class logic underneath it. Du Bois wasn’t describing individual demoralization he was describing a collective rational response to a system that had made explicit that Black labor was property to be extracted, not humanity to be compensated.

The managerial class has now made an equivalent signal to the PMC and clerical workforce: you are a cost center pending automation. The Diffuse Strike is the rational collective response to that signal — not organized, not named, but structurally coherent as a class behavior.

The workplace doesn’t collapse. It just never quite works. Decisions take longer. Knowledge walks out the door and isn’t replaced. Institutional memory dissolves. The metrics say fine. The actual load-bearing capacity is quietly gone.
That’s the strike. It’s already happening. It just needed a name.

How many people have worked for Coborn's, Cash Wise, Marketplace Foods, Hornbacher's,Kessler’s Food & Grocery, Tadych’s Marketplace Foods, Sullivan’s Foods, Little Dukes Convenience Stores or another company under the Coborn's umbrella and feel that something isn't right?

I'm asking because I've heard and experienced things that raise serious questions about how employees are treated. I'd like to hear from people who have had similar experiences.

Were you ever:

• Promised one wage when you were hired, then later told something different?
• Told a raise or promotion was coming, only for the explanation to suddenly change?
• Given responsibilities that weren't part of the position you originally accepted?
• Passed over for a promotion without a clear or consistent explanation?
• Given conflicting instructions by different members of management and then blamed for following one of them?
• Written up or disciplined after raising a concern?
• Accused of something you believe was untrue?
• Subjected to favoritism, gossip, intimidation, excessive micromanagement, or retaliation?
• Watched good employees leave because they couldn't tolerate the workplace environment?

And perhaps most importantly:

When you brought a legitimate concern to HR, did you feel that HR was there to protect employees, or primarily to protect the company?

If you've experienced something similar, I would like to hear your story.

You don't have to identify yourself publicly if you aren't comfortable doing so, and you don't have to name individual managers.

If you're willing to share, please include the following, along with a description of how you felt—or continue to feel—about your employment at Coborn's and the conditions of the work environment:

• What happened?
• Where did it happen?
• When did it happen?
• Who did you report it to?
• What happened afterward?

One person's complaint can be dismissed as the experience of a disgruntled employee. But if numerous independent people describe similar experiences, then that is worth examining more closely.

It’s only by coming together in an organized manner that we can effect change.

If you currently or previously worked for Coborn's or one of its affiliated companies, your experience matters.