WecU Human Justice Corporation

04/28/2026

That’s how it is done . We have to respect the ones that do the right thing

Then-District Attorney Kelly Burke put Jessie Askew away for life. But, after having second thoughts, Burke has been pushing for his release for over a decade.

04/22/2026

Attorneys affiliated with WecU Human Justice Corporation prioritize the organization's mission, team, and the welfare of the people they serve above all else. Every decision is guided by the commitment to uphold these core principles and adhere to the values that define them. As they continue their work, they encourage team members to collaborate with diligence and purpose, recognizing that not all stakeholders share the same objectives. Therefore, it is crucial to remain vigilant, focused, and protective of their collective efforts. This approach emphasizes integrity, accountability, and ensuring their work benefits the community rather than individual interests. They value the support of everyone who shares their purpose and commitment to truth.

02/10/2026

Temporary Protective Order

What I witnessed in court today was deeply troubling and disheartening. The denial of a Temporary Protective Order (TPO) in the face of documented concerns reflects a failure to fully appreciate the realities and dangers of domestic violence. From lived experience, I know that moments like these—when warning signs are minimized or dismissed—are often the moments that precede irreversible harm.

It is particularly concerning how claims of “children’s well-being” are frequently weaponized by abusive individuals as a means of maintaining access to, control over, or proximity to the mother. This tactic is well documented and widely recognized in domestic violence advocacy, yet it continues to succeed in courtrooms across this country.

During these proceedings, I observed family members of the respondent provide testimony denying any knowledge of abuse. Such statements, especially when made despite credible allegations and supporting documentation, contribute to a culture of silence and enable harm. When families choose denial over accountability, they do so at the expense of women and children—and often in contradiction to the values they would claim to hold for their own daughters.

To women watching or experiencing similar circumstances: if you are facing abuse, document it. Report it. Seek protection. And if necessary, prioritize your safety and your children’s safety above all else—even if that means relocating. Courts, families, and systems are not always aligned with your protection, and waiting for validation can be dangerous.

Today, substantial facts were presented to the court in advance, including detailed documentation and an amicus brief outlining the risks and concerns. Despite this, the request for a TPO was denied. This outcome warrants reflection and accountability. Judges hold immense responsibility; their decisions can either interrupt cycles of harm or unintentionally allow them to continue.

Domestic violence is not theoretical. It is not rare. And it is not something that resolves itself through good intentions alone. When warning signs are ignored, women and children pay the price.

This statement is written not out of anger, but out of urgency—and out of commitment to truth, safety, and justice. Clayton County, Georgia wish yall did better Jewel Scott for Judge failed A DV victim-

01/16/2026

FYI:

Nonprofits can and do receive money through donations, grants, program income, contracts, and fundraising and it’s not illegal for them to pay staff or executives. In fact, most nonprofits need paid employees just like any other organization to run programs, manage fundraising, and stay operational. 

Here’s the part that many people don’t understand:

Nonprofits do NOT exist to enrich insiders.
Under federal tax law, a nonprofit must be organized and operated for a charitable purpose

Salaries ARE allowed — but they must be reasonable.
The IRS says nonprofit boards are responsible for setting “reasonable and not excessive” compensation that reflects what similar organizations pay in the same region and field. It’s not a blank check. 

If compensation is too high, the IRS can impose significant penalties — including excise taxes on the person paid and even penalties gia law (and nonprofit governance rules) requires conflict-of-interest oversight, good recordkeeping, and fiduciary duty — which means boards must act in the nonprofit’s best interest, not personal gain. 

Here’s the reality check 👇

Large nonprofits with big budgets often pay full-time CEOs and staff, because they run multi-million-dollar programs that require professional management.

Small nonprofits, especially grassroots and community-led ones, often struggle to pay any salary — relying on volunteers and lean teams.

Some people unfairly judge small nonprofits for not having big salaries — but in reality, big salaries in big nonprofits often reflect the work, complexity, compliance demands, and legal expectations of running large services.

Nonprofits can pay staff legally.
They must justify that compensation.
They cannot use nonprofit funds for personal enrichment.
And they must operate transparently under federal IRS rules and Georgia nonprofit law.

If you want smaller nonprofits to thrive, the answer isn’t to shame legal compensation it’s to support equity, transparency, and capacity-building across the nonprofit sector.