Jenna Norton, Program Director of the NIH’s Division of Kidney, Urologic, & Hematologic Diseases, has strongly encouraged, in deed and writings,

“individualized, person-to-person acts of political and social resistance” to stop President Trump and valorizes those “willing to ‘break the law’ when the law is evil.”
“To do nothing is to be complicit in the horrors we are visiting upon the world” and “small, individual acts of noncompliance are also tools that can frustrate great and evil powers[.]”

Such acts, in fact, vary from civil disobedience to outright insubordination.

Civil disobedience, though, demands consequences be applied to the civil disobeyer, else the disobedience is just insubordination, or worse—vandalism or sabotage—with no message of value involved. Insubordination requires its own punishment separately from any attached to claimed civil disobedience.

And so: Norton was put on “non-disciplinary” administrative leave as of 2 pm Thursday [13 November].

She claims

I was not given a reason…but I strongly suspect it is because I have been speaking up in my personal capacity about the harms that I’ve been witnessing[.]

Yet the reason, even if not explicitly stated (and that has not been established), seems obvious; certainly it should be, even to the most ardent, blindered Leftist.

Some—the Left—will decry the evident unfairness of such retaliatory behavior by her employer. They will be, of course, badly mistaken, even as they revel in their Precious dudgeon. Individualized, person-to-person acts of political and social resistance are not limited to one direction. Employers are allowed—and correctly so—to take explicitly individualized, person-to-person acts of resistance against those employees politically and socially resisting them. To that end, employers acting to resist insubordination couched in political and social resistance terms are necessarily acting, in part, politically and socially in their resistance to their employees’ misbehavior.

Indeed, the individualized part is mandated by law, and the person-to-person part is simply optimal business practice. The acts by the employer in such cases also are nothing more than enforcement of the inherent nature of the employer-employee relationship and an emphasis of who works for whom.