LeBron James wants to remain in the present — he isn’t focused on the future yet.

The Los Angeles Lakers superstar enjoyed playing in his 22nd All-Star Game on Sunday night at the Intuit Dome for Team Stripes in the revamped format the league put in place this season.

The media was curious if this wasn’t just his final All-Star Game, but rather his final NBA season, as the 41-year-old has yet to make a decision for the 2026-27 season.

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Team USA Stripes forward LeBron James (23) of the Los Angeles Lakers celebrates after game two during the 75th NBA All Star Game at Intuit Dome on Feb. 15, 2026. (Jayne Kamin-Oncea/Imagn Images)

But, as he’s said in the past, James doesn’t know just yet what he wants to do.

“I want to live,” he told reporters before playing in the game. “When I know, you guys will know. I don’t know. I have no idea. I just want to live, that’s all.”

LEBRON JAMES ENDS HISTORIC 21-YEAR STREAK AFTER MISSING TOO MANY GAMES THIS SEASON

James was initially supposed to speak during Saturday’s availability, but he called his own news conference on Sunday, prompting some to speculate that he was going to make a decision about his future.

Instead, it was nothing of the sort.

James’ 22 All-Star Game appearance is an NBA record that he continued on Sunday. While it’s a given that he will be in the game every season he keeps playing, James does remain a high-impact player for the Lakers.

This season, James has played in 36 games, averaging 22 points, 7.1 assists and 5.8 rebounds per game for the team in fifth place in the Western Conference.

Team USA Stripes forward LeBron James (23) of the Los Angeles Lakers looks on before the start of the 75th NBA All Star Game at Intuit Dome on Feb. 15, 2026. (Kirby Lee/Imagn Images)

James, though, broke his streak of consecutive All-NBA Team appearances after 21 straight nominations after missing his 18th game this season. James won’t qualify for the 65-game minimum needed to be considered for league awards, as per the collective bargaining agreement.

For the first time since 2004, James won’t be on any of those teams.

James’ legacy in the NBA needs no explaining. He owns multiple all-time records, including most points scored by a single player, which continues to increase by the game.

And while it appears he can at least go one more season, speculation will continue to flourish as long as James doesn’t give a definitive answer about his future. That speculation ranges from one more season with the Lakers, to a retirement tour with the Cleveland Cavaliers — his hometown team he began his career with and won an NBA championship with.

Team USA Stripes forward LeBron James (23) of the Los Angeles Lakers dunks the ball in game four against Team Stars during the 75th NBA All Star Game at Intuit Dome on Feb. 15, 2026. (Kirby Lee/Imagn Images)

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Until a decision is made, James looks forward to helping his Lakers reach the playoffs to chase another title in the City of Angels.

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A new report from the far-left Human Rights Campaign shows a remarkable shift: a 65% drop in Fortune 500 companies publicly communicating commitments to diversity and inclusion initiatives. Just a few years ago, corporations raced to outdo one another with ever-expanding DEI pledges. Today, many are quietly stepping back.

This is not a retreat from fairness. It is a return to sanity.

For years, corporate America embraced an ideological experiment that blurred the line between equal opportunity and preferential treatment. What began as a push for broader inclusion morphed into quota-driven mandates, demographic scorecards and internal political signaling exercises that often had little to do with business performance.

Now, the legal system — and increasingly federal regulators — are pushing back.

INVESTIGATION OF NIKE’S DEI PRACTICES COULD HAVE MAJOR NATIONWIDE IMPACT ON HIRING, SAYS ALAN DERSHOWITZ

Hundreds protest outside a rally held by President Donald Trump at Macomb County Community College in Warren, Mich., on April 29, 2025. (Getty Images/Dominic Gwinn)

Consider the recent lawsuit against Starbucks, where Missouri’s attorney general alleged “systemic discrimination” in hiring and promotion practices tied to DEI goals. While a federal judge dismissed the case on procedural grounds, the filing itself signaled growing scrutiny over whether corporate diversity initiatives cross into unlawful discrimination.

Nike is currently facing a federal investigation by the Equal Employment Opportunity Commission over allegations that certain DEI-related employment practices may have resulted in race-based discrimination against White employees. Whether the agency ultimately finds wrongdoing or not, the investigation underscores a new reality: DEI programs are no longer insulated from legal challenge.

And JPMorgan Chase has been sued over allegations of “systemic” race bias, including claims that the bank conducted “fake interviews” to satisfy internal diversity targets. That allegation — that a company might go through the motions of interviewing candidates solely to hit demographic benchmarks — illustrates how performative compliance can undermine both fairness and trust.

But the scrutiny does not stop at employment law.

CONSERVATIVE LEGAL GROUP TARGETS CFPB RULE MANDATING RACE, SEX DATA IN HOME LOANS

In recent weeks, the Federal Trade Commission reportedly sent letters to 42 of the largest and most profitable law firms in the United States, warning that racially discriminatory hiring practices — even if adopted under the banner of DEI — could constitute unfair or anti-competitive conduct. According to reporting, the firms were participating in a program overseen by the Diversity Lab that required at least 30% of leadership candidates to come from underrepresented groups.

That kind of industry-wide coordination raises serious questions.

First, there is the obvious Civil Rights Act concern: employment decisions cannot be made on the basis of race, period. But there is also a broader antitrust dimension. When competitors collectively adopt demographic quotas or coordinated hiring mandates, they may be engaging in collusive conduct — effectively setting industry standards through cooperation rather than competing freely for the best talent.

This theory is not new. Federal antitrust authorities have previously warned climate and ESG coalitions that there is no “ESG exception” to the antitrust laws. As former FTC Chair Lina Khan stated plainly: competitors are not permitted to coordinate with one another simply because the coordination is framed as socially beneficial. The same logic applies here. There is no DEI exception to the Sherman Antitrust Act.

For years, corporate America embraced an ideological experiment that blurred the line between equal opportunity and preferential treatment. 

The implications are enormous.

Retailers such as Nordstrom, Macy’s, Bloomingdale’s, Ulta and Sephora signed the “Fifteen Percent Pledge,” committing to reserve 15% of shelf space exclusively for Black-owned brands. More than seventy major corporations — including competitors like Nike, Levi Strauss, Ralph Lauren and American Eagle — signed the “Count Us In” pledge, coordinating around policies that include funding transgender surgeries for employees and engaging in shared lobbying efforts.

The legal question is no longer just whether these initiatives are politically popular. It is whether they create exposure under antitrust law by reducing competition or creating coordinated market standards among competitors.

Corporate America is beginning to recognize the risk.

Ameshia Cross blasts Trump’s anti-DEI initiatives on MSNBC. (Screenshot)

Public companies exist to create shareholder value — not to serve as enforcement arms for shifting social movements. When executives adopted DEI mandates that required race-based hiring targets, demographic quotas, or coordinated pledges with competitors, they exposed their companies to multi-front liability: discrimination claims from employees, regulatory investigations, shareholder lawsuits and now potential antitrust scrutiny.

The 65% drop in DEI messaging suggests something important: boards and CEOs are recalibrating.

That recalibration is healthy. 

There is nothing wrong with expanding opportunity, recruiting broadly, or fostering a respectful workplace culture. But the law demands equal treatment — not equal outcomes engineered through quotas or industry collusion. When companies forget that distinction, they risk violating both civil rights statutes and competition laws designed to protect markets.

Markets function best when companies compete — for customers, for innovation, and, yes, for talent. The moment competitors coordinate around hiring mandates or collective pledges, they drift away from competition and toward centralized standard-setting. That is precisely what antitrust law exists to prevent.

The pendulum is swinging back toward merit.

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Employees want to know they were hired because of their ability. Shareholders want disciplined capital allocation. Customers want quality products at fair prices. None of those priorities require demographic quotas or public virtue declarations.

The retrenchment we are witnessing is not an attack on diversity. It is a rejection of coercion and coordination masquerading as virtue. It is a reminder that equal opportunity under the law applies to everyone — White, Black, male, female — and that industry competitors are not allowed to suspend antitrust principles simply because the goal sounds noble.

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Corporate America is finally rediscovering a simple truth: treat people equally, compete vigorously, and let merit determine outcomes.

That is not only legally sound. It is economically sound. And it is long overdue.

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School memories are not limited to studies and homework only, but are also related to the fun conversations between teachers and students. Sometimes a strict question from the teacher and an innocent answer from the student, sometimes a small mischief in the class – these moments make us laugh and also remind us of the old days. Teacher-student jokes are based on these light and funny moments, which make the study environment a little fun. If you also want some laughter along with sweet memories of school days, then these jokes will definitely bring a smile on your face.

Joke-1
Master Saheb was teaching mathematics in the primary class.
Master Sahib – “Son, suppose I gave you 10 laddus!”
Pappu – “Why should I accept… you did not give me even one?”
Master Saheb – “Hey, just agree! What does your father have to say by agreeing?”
Pappu – “Okay…”
Master Sahib – “Yes, so out of that you gave me back 5… So tell me how many laddus are left with you?”
Pappu – “20!!!”
Master Saheb – “How?”
Pappu – “Accept it! What is your father’s interest in accepting it!!!”

Joke-2
In the science lab, the teacher took out a coin from his pocket and put it in acid and asked the student to tell whether this coin would dissolve or not.
Student – ​​Sir, it will not dissolve…
Sir – Well done student but how do you know..
Student – ​​Sir, if the coin were to dissolve by putting it in acid, then you would not have asked us for the coin.
That you take it out of your pocket..

Joke-3
nursery class child said
How do you feel about me??
Mam- so sweet!!
the child with the boy next door
See, I told you, she kills the line!

Joke-4
Teacher: Intentions should be high.
Water can be extracted even from stones
Pappu- I can extract water even from iron.
Teacher: How?
Pappu- with hand pump

Joke-5
Teacher: I was beautiful, am beautiful, will be beautiful. Similarly, give examples of all three tenses.
Haryanvi student: Tannai vham tha, tannai vham hai, tannai vham rvaiga.
Teacher: You worthless person, tell me politely.
Student: Respected Madam, you were Bhundi, are Bhundi, will always be Bhundi.

Joke-6
The child was going to school after getting beaten up from home.
On the way someone asked – Son, should you study?
yes, ??
no Child !! wearing your school dress
I am going to my father’s wedding procession.

bangladesh After the results of the 13th parliamentary election, the swearing-in ceremony of the Bangladesh government will be held on February 17 (Tuesday) under the leadership of Bangladesh Nationalist Party President Tariq Rahman. If we look at the election results, this is the first time in Bangladesh in more than two decades that the representation of winning candidates from women and religious-ethnic minority communities has been the lowest.

The number of women members decreased

This election shows a major decline in women’s representation in Parliament compared to recent elections. Only 7 women have reached Parliament after winning the parliamentary elections. Out of the 7 women selected, 6 are BNP candidates. The seventh woman is an independent candidate, who was expelled from the BNP before the elections.

Before this, the 12th National Assembly of the year 2024 election In 2017, 19 women had won on general seats, whereas this time this number has come down to 7. This is the first time since 2001 that women have the lowest representation in Parliament. According to Bangladesh Election Commission data, only 84 women contested this election, which is only 4.08 percent of the total candidates.

These women candidates reached Parliament

1. BNP candidate Afroza Khanum won from Manikganj-3. He defeated Muhammad Saeed Noor of Bangladesh Khilafat Majlis by more than 60 thousand votes.
2. BNP alliance candidate Israt Sultana Ellen Bhutto won from Jhalakathi-2. He defeated SM Neyamul Karim.
3. BNP candidate Tehsina Rushdir won from Sylhet-2 by 79 thousand 321 votes. He has defeated Muhammad Muntasir Ali of Bangladesh Khilafat Majsil.
4. BNP candidate Farzana Sharmin won from Natore-1 seat.
5. BNP candidate Shama Obaid Islam won from Faridpur-2 seat.
6. Independent candidate Rumin Farhana reached Parliament by winning from Brahmanbaria-2, she got 117,495 votes.
7. BNP candidate Nayaab Yusuf Ahmed has won in Faridpur-3.

Decreased number of members of religious-ethnic minorities

At the same time, the four candidates who have won from religious and ethnic minority communities are all from Bangladesh Nationalist Party (BNP). In this, Goyeshwar Chandra Roy has won from Dhaka-3 seat, Nitai Roy Choudhary from Magura-2, Saching Pru from Bandarban, Dipen Devan from Rangamati. The number of minority members has also decreased. 18 minorities were directly elected in the 2018 elections. 14 minority candidates had won in the 2024 parliamentary elections, out of which 12 were from Awami League.

(Input – Dushyant Shekhar)