CLEVELAND, OH – On March 24, 2015, South African alien Trevor Noah appeared on Viacom’s Comedy Central with United States Senator Lindsey Graham.
Below is the dialogue between the United States Senator and an illegal alien from South Africa Viacom is responsible for infiltrating into the United States of America and employing in disregard of federal immigration, espionage and foreign agents registration laws.
U.S. SENATOR GRAHAM: “Are you a citizen?”
NOAH: “Am I a citizen? No, I’m not. I’m not, why?”
U.S. SENATOR GRAHAM: “Do you have a green card?”
NOAH: “I do not.”
U.S. SENATOR GRAHAM: “If I were you … I’d be in a hurry. If Trump wins, your days are numbered, pal. Young black illegal guy from Africa is not going to work with him.”
What Noah cannot undo are his own words that his “working presence” in the United States of America as of March 24, 2015 was not lawful.
The trail of evidence to convict Noah is in his publicly-booked appearances in the nation’s 50 states and 3304 counties. The club and casino owners booking Noah are required to complete form I-9’s that verify, first, his eligibility to work in the nation. Without it the club owners who paid him, and Noah for accepting the money, are federal law violators.
Cops across the United States of America are chasing Native American citizens to death and killing children bystanders over expired license plates. Noah is a highly-visible South African organized illegal alien criminal conspiring with others to secure wealth for themselves while spreading vicious anti-government propaganda.
From Noah’s own words to a United States Senator, Viacom obviously ignored its federal law duty to validate Noah’s request for labor certification found in Title 20, Chapter 5 and part 656 of the United States Code. So do state police, troopers, deputies and city cops working as private security for the club and casino owners. An investigative-minded city or county prosecuting attorney who knows the “full game” gets Noah in front of an immigration judge and headed back to South Africa.
I have shared all of Part 656 below, but it works in general by requiring every employer who hired Noah to have submitted a request for a labor certification from the United States Department of Labor. The job Viacom’s Comedy Central offered to Noah had to have been turned down by one Native American comedian and legal citizen after another. The request is made on a form I-9.
Noah’s South African street trash. No job skills. No education. There’s nothing “green-cardable” about him. He’s not funny. His entire schtick is, “Americans are stupid.” Leave … bitch.
I could do a comedy routine on, “Coloured Xhosa Trevor Noah better not use the K word around the Zulu brothers in South Africa or he’ll get his azz beat down? That’s why he fled South Africa to the White nations where he’d better fit in. He wasn’t funny in the Black ones. He talks like a British sissy. Seriously. This dude reminds me of a nappy headed “Benny Hill.” All that was funny and I wasn’t even half trying.
Eddie Murphy, Arsenio Hall, Tom Hanks, Jamie Foxx, Drew Carey, Martin Lawrence, Cedric the Entertainer, Steve Harvey over Noah anyday. There is a list of Native Born American comics who Viacom should have identified to federal labor authorities as turning down the Comedy Central job before its officials were authorized to hire Noah; and he was authorized to enter the nation on a green card. The I-9 laws apply to club and casino owners.
Had either Viacom or Noah obeyed the nation’s immigration laws, every comedian I’ve named had a right to challenge the corporation’s claim that no Native American wanted the job that’s letting an illegal alien from South Africa buy a $27.5 million mansion. Even Roy Wood should have been given the option and turned it down before Noah.
Wood is in the best position as a Native American to file a civil and criminal complaint against Viacom as he’s directly-affected by the anti-American discrimination. Byron Allen’s Comcast lawsuit is the key. Roy. Noah’s an opportunity-stealing alien criminal. He deserves criminal prosecution. Not applause.
From all indication of his “romantic life,” Noah appears to be creating a “live in” relationship with actress Minka Kelly. That’s according to host and personality Wendy Williams.
The talk maven led off her November 18, 2020 show with, “If I were going to jail I think I would try to do something different like leave home the lip gloss and the eyelashes and stuff. Maybe that would be the time I’d go bald. I have told you I have hair under my wig but that would go too.”
Wendy spins into a story about Lori Loughlin’s husband doing his part in going to prison for five months for their “college cheating” scam with their daughters. She describes their girls as untrustworthy. She then drops a few subtle “lugs” about Noah’s relationship with Kelly as she describes his show.
“His show comes on so late at night. I just happened to watch it for a minute and turned it off. Not because it’s boring.”
Wendy makes reference to the “green screen” on Noah’s set and how much money is put into his show. But she advises Kelly to have a child whether Noah marries her or not because with him Williams said, “just don’t know.” In her segment Williams is clear that Noah is not from England but South Africa.
Since he’s already been in the nation unlawfully, Noah’s voided his opportunity for citizenship. His disrespect for the nation whose laws he’s violated since his arrival demands his prosecution.
The prosecution doesn’t have to come from federal authorities. Any mayor with a prosecutor knowledgeable in immigration laws can obtain a warrant for his arrest and the arrest of his local employer when he makes a live stand-up appearance in their city. So can any sheriff or state police chief.
The “general instructions” Noah and Viacom should have obeyed are below.
§656.10 General instructions.
(a) Filing of applications. A request for a labor certification on behalf of any alien who is required by the Act to be a beneficiary of a labor certification in order to obtain permanent resident status in the United States may be filed as follows:
(1) Except as provided in paragraphs (a)(2), (3), and (4) of this section, an employer seeking a labor certification must file under this section and §656.17.
(2) An employer seeking a labor certification for a college or university teacher must apply for a labor certification under this section and must also file under either §656.17 or §656.18.
(3) An employer seeking labor certification for an occupation listed on Schedule A must apply for a labor certification under this section and §656.15.
(4) An employer seeking labor certification for a sheepherder must apply for a labor certification under this section and must also choose to file under either §656.16 or §656.17.
(b) Representation. (1) Employers may have agents or attorneys represent them throughout the labor certification process. If an employer intends to be represented by an agent or attorney, the employer must sign the statement set forth on the Application for Permanent Employment Certification form: That the attorney or agent is representing the employer and the employer takes full responsibility for the accuracy of any representations made by the attorney or agent. Whenever, under this part, any notice or other document is required to be sent to the employer, the document will be sent to the attorney or agent who has been authorized to represent the employer on the Application for Permanent Employment Certification form.
(2)(i) It is contrary to the best interests of U.S. workers to have the alien and/or agents or attorneys for either the employer or the alien participate in interviewing or considering U.S. workers for the job offered the alien. As the beneficiary of a labor certification application, the alien can not represent the best interests of U.S. workers in the job opportunity. The alien’s agent and/or attorney can not represent the alien effectively and at the same time truly be seeking U.S. workers for the job opportunity. Therefore, the alien and/or the alien’s agent and/or attorney may not interview or consider U.S. workers for the job offered to the alien, unless the agent and/or attorney is the employer’s representative, as described in paragraph (b)(2)(ii) of this section.
(ii) The employer’s representative who interviews or considers U.S. workers for the job offered to the alien must be the person who normally interviews or considers, on behalf of the employer, applicants for job opportunities such as that offered the alien, but which do not involve labor certifications.
(3) No person under suspension or disbarment from practice before any court or before the DHS or the United States Department of Justice’s Executive Office for Immigration Review is permitted to act as an agent, representative, or attorney for an employer and/or alien under this part.
(c) Attestations. The employer must certify to the conditions of employment listed below on the Application for Permanent Employment Certification under penalty of perjury under 18 U.S.C. 1621 (2). Failure to attest to any of the conditions listed below results in a denial of the application.
(1) The offered wage equals or exceeds the prevailing wage determined pursuant to §656.40 and §656.41, and the wage the employer will pay to the alien to begin work will equal or exceed the prevailing wage that is applicable at the time the alien begins work or from the time the alien is admitted to take up the certified employment;
(2) The wage offered is not based on commissions, bonuses or other incentives, unless the employer guarantees a prevailing wage paid on a weekly, bi-weekly, or monthly basis that equals or exceeds the prevailing wage;
(3) The employer has enough funds available to pay the wage or salary offered the alien;
(4) The employer will be able to place the alien on the payroll on or before the date of the alien’s proposed entrance into the United States;
(5) The job opportunity does not involve unlawful discrimination by race, creed, color, national origin, age, sex, religion, handicap, or citizenship;
(6) The employer’s job opportunity is not:
(i) Vacant because the former occupant is on strike or locked out in the course of a labor dispute involving a work stoppage;
(ii) At issue in a labor dispute involving a work stoppage.
(7) The job opportunity’s terms, conditions and occupational environment are not contrary to Federal, state or local law;
(8) The job opportunity has been and is clearly open to any U.S. worker;
(9) The U.S. workers who applied for the job opportunity were rejected for lawful job-related reasons;
(10) The job opportunity is for full-time, permanent employment for an employer other than the alien.
(d) Notice. (1) In applications filed under §§656.15 (Schedule A), 656.16 (Sheepherders), 656.17 (Basic Process), 656.18 (College and University Teachers), and 656.21 (Supervised Recruitment), the employer must give notice of the filing of the Application for Permanent Employment Certification and be able to document that notice was provided, if requested by the Certifying Officer, as follows:
(i) To the bargaining representative(s) (if any) of the employer’s employees in the occupational classification for which certification of the job opportunity is sought in the employer’s location(s) in the area of intended employment. Documentation may consist of a copy of the letter and a copy of the Application for Permanent Employment Certification form that was sent to the bargaining representative.
(ii) If there is no such bargaining representative, by posted notice to the employer’s employees at the facility or location of the employment. The notice must be posted for at least 10 consecutive business days. The notice must be clearly visible and unobstructed while posted and must be posted in conspicuous places where the employer’s U.S. workers can readily read the posted notice on their way to or from their place of employment. Appropriate locations for posting notices of the job opportunity include locations in the immediate vicinity of the wage and hour notices required by 29 CFR 516.4 or occupational safety and health notices required by 29 CFR 1903.2(a). In addition, the employer must publish the notice in any and all in-house media, whether electronic or printed, in accordance with the normal procedures used for the recruitment of similar positions in the employer’s organization. The documentation requirement may be satisfied by providing a copy of the posted notice and stating where it was posted, and by providing copies of all the in-house media, whether electronic or print, that were used to distribute notice of the application in accordance with the procedures used for similar positions within the employer’s organization.
(2) In the case of a private household, notice is required under this paragraph (d) only if the household employs one or more U.S. workers at the time the application for labor certification is filed. The documentation requirement may be satisfied by providing a copy of the posted notice to the Certifying Officer.
(3) The notice of the filing of an Application for Permanent Employment Certification must:
(i) State the notice is being provided as a result of the filing of an application for permanent alien labor certification for the relevant job opportunity;
(ii) State any person may provide documentary evidence bearing on the application to the Certifying Officer of the Department of Labor;
(iii) Provide the address of the appropriate Certifying Officer; and
(iv) Be provided between 30 and 180 days before filing the application.
(4) If an application is filed under §656.17, the notice must contain the information required for advertisements by §656.17(f), must state the rate of pay (which must equal or exceed the prevailing wage entered by the SWA on the prevailing wage request form), and must contain the information required by paragraph (d)(3) of this section.
(5) If an application is filed on behalf of a college and university teacher selected in a competitive selection and recruitment process, as provided by §656.18, the notice must include the information required for advertisements by §656.18(b)(3), and must include the information required by paragraph (d)(3) of this section.
(6) If an application is filed under the Schedule A procedures at §656.15, or the procedures for sheepherders at §656.16, the notice must contain a description of the job and rate of pay, and must meet the requirements of this section.
(e)(1)(i) Submission of evidence. Any person may submit to the Certifying Officer documentary evidence bearing on an application for permanent alien labor certification filed under the basic labor certification process at §656.17 or an application involving a college and university teacher selected in a competitive recruitment and selection process under §656.18.
(ii) Documentary evidence submitted under paragraph (e)(1)(i) of this section may include information on available workers, information on wages and working conditions, and information on the employer’s failure to meet the terms and conditions for the employment of alien workers and co-workers. The Certifying Officer must consider this information in making his or her determination.
(2)(i) Any person may submit to the appropriate DHS office documentary evidence of fraud or willful misrepresentation in a Schedule A application filed under §656.15 or a sheepherder application filed under §656.16.
(ii) Documentary evidence submitted under paragraph (e)(2) of this section is limited to information relating to possible fraud or willful misrepresentation. The DHS may consider this information under §656.31.
(f) Retention of documents. Copies of applications for permanent employment certification filed with the Department of Labor and all supporting documentation must be retained by the employer for 5 years from the date of filing the Application for Permanent Employment Certification.
[69 FR 77386, Dec. 27, 2004, as amended at 71 FR 35523, June 21, 2006]