Rosy Declaration

Dear Gengis,

In its short history ArseKo has already made a number of significant contributions to technology innovation and successfully applied them to real-world market needs. Our company has an enormous potential for further world-changing advances in Bio-Potential and Brain-Machine interfaces. A world of novel applications that were dismissed as science fiction a few years ago are being developed today in our worldwide office locations in Cambridge, Shenzhen and Beijing. Our Focus headband is revolutionizing the very concept of education. The paradigm-shifting Arse Robotics prosthetic hand system is decades ahead of our competitors and will literally change the everyday life of its users. Many other technologies that are not even conceived of today might be using our technology tomorrow.

We, the employees of ArseKo, are all proud to have the opportunity to work at such a prestigious start-up. We want to ensure that ArseKo continues to excel while valuing the contributions of all of its employees for years to come.

The ArseKo brand is built upon the experience and contributions of every employee, the management, the hard-working office staff, the skilled production team, creative idea-filled marketing gang, the talented scientists, programmers and engineers, and anyone else who does not fit neatly into these general categories (including the office cats). Whether we are developing a new device, preparing for a demo for a conference, working out a marketing plan or just making sure the office is running smoothly day to day, our work is important, diligent, creative, not afraid to question the accepted norms and push technical boundaries, but aware of real-world limitations and cognizant of professional ethics and responsibility to the public. As the company grows, we believe our workplace should embody those values.

However, we have a problem that plagues many startup companies at this stage. In the need to be flexible, power distribution and development process often conflict with needs of different interests within the company. This causes unnecessary strife and conflict that can easily grow into a toxic conflict creating an unhealthy workplace environment of fear and emotional abuse. The nature of pyramidal organizational structures allows for ample power abuse, especially if the subordinates have little to no recourse in case of management overstepping professional norms. Since workplace abuse is hard to prove, this gives unscrupulous supervisors a lot of freedom to manipulate their employees and almost no checks and balances to keep them in line.

We understand the need to be flexible in a startup environment. But management also has the responsibility to answer for the impact of their decisions on the development process. Currently management has power to interrupt development plans at any time without consequences. The employees are expected to make up for the disruption in any way they can. To make up for the moving goalposts the employees are often forced to give up their evening and weekend time, compromise development plans or skip on safety.

Among employees we have discussed a number of issues that have recently come up causing conflict and interfering with development process. Many of us agree that the main issue is supervisors over-riding employee concerns and employee fear of retaliation and termination after questioning management. There are documented instances and patterns of employees being singled out for targeted harassment after they questioned or argued with managers, even if the employee was later proven correct. There are even instances of employees disparaging their colleagues to sabotage their work in an effort to deflect expected blame from their their own schedule delays. This is the unacceptable workplace conditions I warned about this spring. This is brought about by management focusing blame on employees instead of trying to improve and follow development process.

Following process instead of blindly blaming the defenceless workers will insure much better planning and much steadier progress that our investors demand. It will also give management an argument against investors pushing for unreasonable goals and help stabilize our ArseKo ecosystem. Instead of looking for scapegoats, it will make management try to identify logistics issues and correct them in the future.

Having no protection against management retaliation creates conflict with our professional ethics. We have engineers stating that they have to make choices to not report problems with management plans or facing the wrath of higher-ups. We cannot expect people to speak the truth when their jobs depend on them not upsetting the management.

Engineers give an oath to uphold ethics and integrity of the design process because of the great responsibility that we bear. This oath is symbolized by an Iron Ring that we wear. This ring is forged from steel girders on a bridge that collapsed in 1922 due to management forcing construction to go on, even though the project engineers were calling to stop because of problems they found with the steel quality. Consumer and Medical device failures are less spectacular, but no less of a public safety danger. Following development process is important because of the gravity and responsibility any professional has to the public.

As a result of having no recourse to bad-faith judgement from management, employees are forced to choose between continuing the work they love at ArseKo finding a more tenable job elsewhere. Benefits are lacking and don’t meet our actual needs. Many people are afraid to speak up because their visa status depends on the goodwill of management. Salaries vary significantly between people who hold the similar positions based on their immigration status, and career development is either nonexistent or inadequate. Across the board, employees know the best chance to earn a raise or promotion is to get a job offer elsewhere, however many are tied to their visa status..

The precarity of our industry is well known, and job security is always an issue. We all feel enormous pride and investment in our positions here. But of course, pride and prestige do not on their own bring stability. We need that too.

To safeguard our rights as workers and sustain ArseKo's success in the future, we are forming a professional organization by joining together in either an independent organization or getting help from an established professional group. I have contacted the International Federation of Professional & Technical Engineers, IFPTE, which represents our peers (not just engineers but all types of employees) at companies that are producing some of today’s most important and vital technology throughout US and Canada. They and other such organizations can offer guidance and support including legal and immigration advice to aid us in our organizing.

Our organizing efforts are protected by National Labor Relations Act (NLRB) and any attempts to terminate, retaliate or harass employees for their right to collectively bargain or join together in mutual protection is illegal and will be reported to the National Labor Relations Board and the relevant Massachusetts authorities. Please see below for a list of rights and protections.

We believe that unionizing is the best way to address our grievances in the workplace and allow us to continue our exceptional work. We hope that ArseKo will recognize our professional organization so that we can begin an amicable collective-bargaining process that improves bothe our working conditions and company operating process and build a stronger, more equitable company ready for challenges of the 21st century.

Sincerely,

BT

From http://www.ifpte.org/join-us/rights-protection/

Employees Can:

• Form, or attempt to form, a union at your place of employment, or to take concerted activity regarding the terms and conditions of employment.
• Discuss the union during non-working time (breaks and lunch hours) at your work area.
• If employees are allowed casual conversations (e.g., church, children, sports, etc.) during work hours, then they can also talk about the union.
• Post literature during non-working time relating to union meetings and information on bulletin boards designated for employee use.
• Distribute union literature during non-working time in non-work areas (e.g., break rooms, cafeteria, parking lots, etc.).
• Attend meetings to discuss forming a union.Distribute and sign union authorization cards during non-working time.

Employers Cannot:

• Discriminate against union supporters by discharging, demoting, denying promotion, changing shifts or jobs, withdrawing benefits or cutting wages.
• Threaten employees with plant closing or any of the above
• Adverse job actions as a result of their union support, or create a threatening work atmosphere through the use of guards or by instituting surveillance or searches in order to discourage union activity.
• Favor employees who do not support the union over those who do in promotions, job assignments, wages, hours, enforcement of rules, or any other working conditions.
• Shut down work or take away benefits and/or privileges that employees already enjoy in order to discourage union activity.
• Intimidate employees from supporting the union.Interrogate employees about their concerns regarding wages, benefits, and other conditions of employment which might lead to the employees’ support of the union.
• Refuse to bargain unless ordered or insinuate that bargaining would begin from scratch.
• Force employees to wear anti-union buttons or apparel.
• Grant or promising wage or benefit increases with the intention of reducing support for a unionMake libelous statements about the union or its suporters.
• Make misrepresentations concerning the union organizing campaign.
• Impose any broad rules outlawing any pro-union conversation or distribution of union literature.
• Spy on employees by means of eavesdropping, taping, filming, photographing, phone tapping, or tracking attendance at union functions.

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Wed, Dec 19, 2018, 3:45 PM

Subject: Sec 7, Sec 8

To: Gengis.Khan@ArseKo.cn, Gluteus.Minimus@ArseKo.cn, Zhiang.Zemin@ArseKo.cn, Mingze.Ksi@ArseKo.cn

Cc:

Bcc:

Dear Management,

Please return the piece of organizing artwork that was removed from my workplace without permission. There is no need to censor employee empowerment. We have freedom of speech and thought in this country. Fought hard for by many sacrifices. This was created by me outside the workplace and is my property. Taking thigs without permission is called theft.

I have a few thousand dollars worth of personal equipment that I brought from home to help get our projects done. Am I to expect this to disappear as part of organized workplace harassment?

Thanks,

BT

About a minute later Zhiang Zemin's curse-filled Mandarin diatribe is heard from behind the curtain all through the office.

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Wed, Dec 19, 2018, 6:56 PM

Subject: Re: Sec 7, Sec 8

To: Gengis.Khan@ArseKo.cn, Gluteus.Minimus@ArseKo.cn, Zhiang.Zemin@ArseKo.cn, Mingze.Ksi@ArseKo.cn

Cc:

Bcc:

Thanks for returning the artwork Mingze, even if you damaged it in your demonstrative ripping it down. Quick thinking with that flimsy excuse; Mingze claimed she thought it was brought in by someone outside the company. A bit ridiculous, but thats what most management excuses for harassing union organizers are. If I saw something up on my wall put up by someone "outside the company", I would report it first hand myself. We do not have strangers walking around the office (aside from that lawyer/intimidation consultant I bumped into on Monday in the restroom) and there are lots of cameras.

Please refrain from any further workplace harassment. I know what it looks like, I wrote a book on workplace power abuse and how employees should counter it. (Still advertised all over Harvard Sq if anyone is interested). You are free to ask your friends at Foley Hoag about my determination to change the shape of workplace relations. They are very familiar with my resolve.

Glute, if you can, please explain to your executive colleagues what a "mitzvah" is and why us Jewish employees have an obligation to stand up to power abuse and scapegoating in any form. Especially in an office with majority of employees dependent on the good will of management as an alternative to dealing with ICE-tapo. (Them there's concentration camps, no matter how our elected officials try to deny it. With baby cages. Never Again. Right Glute?)

Thanks,

BT

--

Borat Taratuta

Biotronical Engineer | at Arse Robotics

A 121 Bacon St. STE 501, Somerville, MA, 02143

E borat.taratuta@ArseKo.cn

While the office is busy preparing for CES in lieu of holidays, (resulted from a complete ignorance of RnD scheduling and resource needs for over two years) Gluteus Minimus absentmindedly walks around and casually inquires "Lemme know if you guys need any support".

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Mon, Dec 31, 2018, 4:03 PM

Subject: Start improving workplace environment

To: Gluteus.Minimus@ArseKo.cn,

Cc:

Bcc:

Hey Glute,

Yeah, we need support. We're being targeted by management for Cultural Revolution style purges. Do you seriously think this is acceptable in a Cambridge startup? They are openly using totalitarian psyhological torture to alienate and purge undesirables! They are intimidating us with displays of power. This is intentionally meant to drive people to suicide (or quit, whichever comes first). Hello!? Put up some foxconn nets at least Mr Executive. Keep denying... "Everything is going great... Anyone says otherwise is to be terminated...". A year ago you showed me the door when I brought this up. Still think management has a right to harass employees? Just cause everyone is on a visa and isn't allowed to speak up? That is called subjugation Son. Stop the abuse, if you guys cant manage without abusive setups and sabotage, you should not be managers. Simple. No titles of nobility or party affiliation in this country.

Happy New Year Glute...

BT

--

Fuck Your Struggle Sessions!

Borat Taratuta <Borat.Taratuta@ArseKo.cn>

Tue, Jan 1, 11:02 AM

to Glute,

Glute,

I have to answer emails while sick or during holidays, you should too.

How are you guys going to address the blatantly systemic power abuse coming from the top and scapegoating it causes?

Denials and stonewalling is not going to work. Ring ring! 2019 is here!

Happy New Year!

BT

--

Borat Taratuta <Borat.Taratuta@ArseKo.cn>

Wed, Jan 2, 4:55 PM

to Glute

Glute,

What is the response of the management towards employees demanding steps be taken to stop the organized workplace harassment?

Please stop ignoring the issue. Its real and its horrific.

Thanks,

BT

--

Borat Taratuta

Biotronical Engineer | at Arse Robotics

A 121 Bacon St. STE 501, Somerville, MA, 02143

E borat.taratuta@ArseKo.cn

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Wed, Jan 2, 6:51 PM

Subject: What are you doing to stop the Workplace Harassment?

To: Gengis.Khan@ArseKo.cn, Gluteus.Minimus@ArseKo.cn, Zhiang.Zemin@ArseKo.cn, Mingze.Ksi@ArseKo.cn

Cc:

Bcc:

Dear Management,

Guys you were asked, back in June. "Are you going to run a healthy workplace, or are you gonna have fun abusing your employees and turning everyone against each other with totalitarian purges style musical chair games". Gengis Khan said he will run a healthy workplace. So I stayed at BrainCo knowing that I will likely become a target for abuse. Management then proceeded to orchestrate a number covert workplace harassment schemes in retaliation for me speaking up.

This is not OK. Someone needs to answer and take responsibility. Management is not allowed to harass employees for any reason. Even if its legal for you to do so. Just because something is not illegal yet, doesn't mean its not a crime. There is legislation in the State House right now trying to ban this kind of "management". For a damn good reason, we're living through an epidemic of worker suicides because of supervisory harassment. STOP IT!

You've gone through life bullying people and not getting called out for it. Stops Now. You are not blue blooded executive nobility. You are a rather unprofessional management clique that went too far and got called out. Stop ignoring, denying and covering up.

Answer for your actions and explain how employees can protect themselves against supervisory harassment. Abuse is ongoing. We should not be subjected to it just because the management can skirt the laws.

Thanks,

BT

--

Gengis Khan <Gengis.Khan@ArseKo.cn>

Thu, Jan 3, 3:35 AM

to Borat, Zhiang, Glute, Mingze

Hey Borat,

Thanks for the email, I am looking forward to understanding better about what's going on, as you might know, i am on a business trip, and will be back on about Jan 17th. I will be happy to talk with you then.

Before that, i think Zhiang and Glute will meet with you on behave of the management team and hear about your suggestions .

Thanks

Gengis

--

Gluteus Minimus <Gluteus.Minimus@ArseKo.cn>

Thu, Jan 3, 5:30 PM

to Gengis, Borat, Zhiang, Mingze

Hi Borat,

Zhiang and I are free tomorrow afternoon to listen to all of your concerns and suggestions for improving the workplace.

I have a phone call with our pilot school from 1-1:30 and with one of our other partners from 3:30-4. Any other time works for me!

Please let us know what time works best for you.

Best,

Glute

--

Borat Taratuta <Borat.Taratuta@ArseKo.cn>

Fri, Jan 4, 10:31 AM

to Glute

We need to change the way this outfit operates. Not "listen to my concerns".

--

Gluteus Minimus <Gluteus.Minimus@ArseKo.cn>

Fri, Jan 4, 10:38 AM

to Borat

Noted.

Do you have time to meet today to talk about this?

--

Borat Taratuta <Borat.Taratuta@ArseKo.cn>

Fri, Jan 4, 11:00 AM

to Glute

Glute, management has shown to argue and act in bad faith. There is little use for targeted employees in wasting time and causing further denial trauma in empty discussions. The issue is abuse of power. The solution is empowering employees. Or employees empowering themselves.

We're very busy preparing for CES. I suggest management start by educating themselves on workplace bullying and mobbing. Google is not censored here.

Thanks,

BT

--

Gluteus Minimus <Gluteus.Minimus@ArseKo.cn>

Fri, Jan 4, 11:08 AM

to Borat

Okay. I will find resources to inform management on how to accomplish this.

So you do not want to meet before CES?

Glute

--

Borat Taratuta <Borat.Taratuta@ArseKo.cn>

Fri, Jan 4, 12:55 PM

to Glute,

Gluteus Minimus,

The Thirsty Scholar, aka "The Facebook Movie Bar" is just a block up the street.

You guys are given an opportunity here.

You can be remembered as the company that took its Arse Science background seriously and addressed the employees demands for an emotionally healthy workplace. Challenged established norms and resolved the worst excesses of out of control tech startup executives (aka Zuckerface). By working to establish a democratic power sharing agreement between management and employees. Thereby establishing a healthy and productive workplace.

Or you can be remembered as the guys who tried to import Shenzai style sweatshops with totalitarian purges into the People's Republic of Cambridge.

Your choice.

Thanks,

BT

--

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Sat, Jan 5, 7:15 PM

Subject: Educate yourself

To: Gluteus.Minimus@ArseKo.cn,

Cc:

Bcc:

Shabbat Shalom Glute,

A bit of educational materials to make you aware of what is going on down here in the trenches. You got some introspection to do on the flight to Vegas.

http://antonhout.com/mobbingca/patterns-1.htm

https://newworkplace.wordpress.com/2014/06/23/understanding-the-holocaust-and-why-im-writing-about-it-in-a-blog-about-workplaces/

https://www.workplacebullying.org/tag/jack-welch/

Please start the process of understanding what you are involved in.

And don't try to sick Zhiang on me, ill just bark louder. See, when a person assaults a colleague physically they are labeled "violent" and people are right to avoid them. Emotional assaults on the other hand are somehow treated as a-ok in our toxic eliminationist "reality tv" society. Just as dangerous and painful but somehow the abusers are excused by those in charge and victims are blamed instead.

See, I asked a retired judge, he said these setups are called harassment, except its legal in the workplace because executives would be criminals if we were to enforce civil harassment laws at work. So now we the employees need to protect ourselves if the management is actively denying organized abuse.

My evidence is much more compelling than Brett Gorsuches calendars. Except the frat bros all protect themselves from any responsibility... Right Glute?

Please educate yourself and try to take responsibility you have seriously.

Thanks,

BT

--

Borat Taratuta <Borat.Taratuta@ArseKo.cn>

Tue, Jan 8, 5:43 PM

to Glute,

Glute,

Start by apologizing for the extreme pain you management deliberately inflicted on me.

Stonewalling is not going to work. You boys went too far this time. Time to accept responsibility and not hide behind corporate protections. This is not lawless China. Even for you blue-blooded "executives". Stealing Solidworks is one thing, you can pay the fine and blame "interns". Intentionally driving people to suicide is a whole other level of villainy. We shall Never Forget.

Thanks,

BT

--

Gluteus Minimus <Gluteus.Minimus@ArseKo.cn>

Tue, Jan 8, 5:51 PM

to Borat

Hi Borat,

Thank you for sharing these resources. I will look at them and have a conversation with the whole management team. Thank you for taking the time to send these. I will work with the rest of the management team.

Glute

--

Borat Taratuta <Borat.Taratuta@ArseKo.cn>

Wed, Jan 9, 10:17 AM

to Glute

Thanks,

Lets try to make it constructive.

BT

--

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Thu, Jan 17, 8:12 AM

Subject: ArseKo Employees Happy Hour Friday!

To: ArseKoAll@ArseKo.cn

Cc:

Bcc:

Good Morning Colleagues!

We're having a ArseKo employee happy hour this Friday Jan 18 at the Thirsty Scholar Pub 6-8pm. All are welcome!

Come join us for some food and beverages (alcoholic or non) and check out the historical "Facebook Bar" just a block away from our office. (The very first scene in Mark Zuckerberg's biopic movie "The Social Network" was filmed right here at 70 Beacon St.)

We're also making history happen here at ArseKo, so lets get together and talk about whats on our mind. Interesting things anyone saw at CES in Vegas, fun new year's improvement and resolutions or just chat about the office cats and their shenanigans.

Look for the guy in a silly hat at the bar. (Or if you can't find or make it give us a text at 617-555-5555 or email me at borat.taratuta@*****.***)

We all deserve to be happy!

BT

--

Borat Taratuta

Biotronical Engineer | at Arse Robotics

A 121 Bacon St. STE 501, Somerville, MA, 02143

E borat.taratuta@ArseKo.cn

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Fri, Jan 18, 2019 at 2:30 PM

Subject: Steps to improve workplace environment

To: Gengis.Khan@ArseKo.cn,

Cc:

Bcc:

Hi Gengis,

I understand its been a hectic few weeks, we didn't get a chance to talk before you left yesterday. No worries, Ill try to be brief.

There have been reports of possible sexual based abuse at BrainCo Cambridge office. Given that there is problem of trust between employees and our HR department, it is possible that at the moment BrainCo might not have a realistically safe way to address these reports.

There is a big sexual harassment mural down in Harvard Square that says "Indication of Harm, not Proof of Harm is Our Call to Action".

As we all now know, this happens everywhere, even at Google down the street. The important thing is how a company's systems respond to these power abuse issues. Too many companies use cover-ups and intimidation tactics to traumatize victims of supervisor abuse instead of trying to correct the abusive supervisor behavior.

Again, this is a problem of power abuse stemming from the current corporate governance model that even Google is having trouble dealing with. Not something unique to BrainCo. The question is how do we deal with it, here at BrainCo. Would we try to cover-up and deny or would we take proactive measures that both protect the victims of abuse and prevent future abuse from occurring.

We have an opportunity here to show that our background as a brain science company enables us to come up with a better arrangement learning from mistakes of other companies.

Sexual abuse is just the tip of the workplace harassment iceberg that pops above the water line because it was actually made illegal. The main bulk of the problem is power abuse that turns our workplaces toxic and enables the few employees prone to abusive behavior to escape responsibility for their transgressions. We need to try to avoid a situation where "First they bully the dorky engineers, then they start to hit on the secretaries". Power is one heck of a drug.

A system is characterized by its response to a problem, not the occurence problem itself. The management needs to show that a healthy professional environment is being fostered and power abuse is not acceptable. If all types of workplace power abuse are effectively addressed by the management, the environment will not get to a point where even sexual abuse is enabled.

Here are three things that employees think will help with the power abuse issues at BrainCo:

1. Education. A lot of these problems will be solved by proper employee training about workplace abuse, harassment and bullying. Informational posters and a couple anti-bullying training sessions for employees and supervisors will go a long way to improve the athmosphere and show that management is serious about fostering a healthy workplace. There are outside consultants and anti-bullying trainers we can find and bring in to help.

2. Respect for Process and Departamental structure. Cooperation between parts of the company is suffering greatly due to a toxic environment. Too many decisions are based on fear of retaliation. This stifles development schedules and innovation. We need to have both management and employees respect each others needs instead of pulling rank and finger pointing. Better results and quality will inevitably result.

3. Empowered Employees. Without disputing the need for organizational structure and discipline, the employees need to have safe ways to provide feedback and address grievances without fear of retaliation. This is a question of balance of power, when too much power goes to the supervisors, abuse is probable. Very easily fixed with independent grievance procedures. Too often HR departments are forced to take sides with supervisors, denying victims justice, incurring trauma and enabling further abuse. Having a more balanced approach should help. We'll be working on our end and hopefully can find constructive solutions with management's cooperation.

We are very willing to work with management to make BrainCo into a healthy workplace its employees deserve.

Thanks for taking our requests seriously Gengis,

Sincerely

BT

Dear Borat,

Thanks much for your suggestions, I have never heard about the reports of possible sexual based abuse, I will figure out .

Also, I like your three suggestions and actions which we could do, and I think we can start the education part immediately, for the 3rd suggestion, do you have any good suggestions or ways to better get feedback?

Thanks

Gengis

--

Gengis Khan

CEO & Founder of ArseKo. Inc

PhD Program

Hogwarts University

Center of Arse Science

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Mon, Jan 21, 2019 at 1:49 PM

Subject: Re: Steps to improve workplace environment

To: Gengis.Khan@ArseKo.cn, Gluteus.Minimus@ArseKo.cn,

Cc:

Bcc:

Hi Gengis,

This is the problem with too much power on one side. People are afraid of coming forward fearing retaliation. So supervisors are enabled to increasingly escalate abuse. I do not know the details of the situation, Ive only received third hand bystander report. If a bystander is reporting abuse, that may mean the victim is being silenced.

Where there is smoke we should assume there is fire. Best way to respond is douse any smouldering ambers with a bucket of anti-workplace abuse policies, checks and balances. This way there's no chance for toxic attitudes to flame up again.

If there is one thing employees learned from the MeToo movement is that HR is not our friend and will always take the side of the company even if abuse is blatantly obvious. Because of this conflict of interest, an independent balance is required. So we are organizing into a professional mutual protection organization as we declared last month.

Just having someone independent and safe to talk to can help a lot of victims. And having an authority to answer for their behavior will keep even most unprofessional managers from getting out of line.

We hope management can begin to view our organizing not as a challenge to their authority, but as an aid in creating a healthy workplace further reinforcing that authority. A little feedback is all thats needed to stabilize any system.

Thanks,

BT

--

Borat Taratuta

Biotronical Engineer | at Arse Robotics

A 121 Bacon St. STE 501, Somerville, MA, 02143

E borat.taratuta@ArseKo.cn

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Fri, Jan 25, 8:47 AM

Subject: ArseKo Employees Happy Hour Friday! Catfight Edition.

To: ArseKoAll@ArseKo.cn

Cc:

Bcc:

Good Morning Colleagues!

We're having a ArseKo employee happy hour tonight Friday Jan 25 at the Thirsty Scholar Pub (70 Beacon St, Somerville) 6-8pm. All are welcome!

Come join us for some food and beverages (alcoholic or non) and lets talk about the epic three-way cat-dog-cat battles. Who's the instigator, whos the victim and why the silly pug keeps getting swiped when he tries to make friends with the kitties. Or anything else on your mind.

Lets see if we can get the cats and dogs to get along!

Thank you all for all the hard work,

BT

--

Borat Taratuta

Biotronical Engineer | at Arse Robotics

A 121 Bacon St. STE 501, Somerville, MA, 02143

E borat.taratuta@ArseKo.cn

Mon, Jan 28, 2019

Root of word Zen confidence + Nobby

---------- Forwarded message ---------

From: Borat.Taratuta@ArseKo.cn

Date: Mon, Jan 28, 2019 at 6:21 PM

Subject: The etymology of the word 'confidence'

To: Wu.Zetian@ArseKo.cn

Cc:

Bcc:

Hey Zetian,

Just remember that the 'con' in "conman" stands for confidence. Scammers were called that because they performed "confidence tricks" on people. Conmen always mess with people's confidence.

Real confidence comes from inside us. Conmen try to mess with our self worth to take away our confidence.

I keep hearing those guys messing with you. We need better meeting room sound insulation. But from this side of the wall they sound abusive (in a covert passive-aggressive joking way, but its still hurtful likely).

Let me know if you ever feel the need to talk about it.

BT

--

On Tue, Jan 29, 2019, 10:36 AM Zetian <Wu.Zetian@ArseKo.cn> wrote:

Morning Borat,

Thank you for reaching out,I'd love to take sometime today to grab a coffee/tea and talk about it

When is a good time for you ?

Zetian

--

On Tue, Jan 29, 2019, 3:01 PM Borat <Borat.Taratuta@ArseKo.cn> wrote:

to Wu.Zetian

Hey, it just beeped at me. Yeah, i was going to go grab a coffee at the biscuit after four sometime, or after work if thats easier.

BT

--