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The following articles from the SHHH Journal are posted with permission. The SHHH Journal is published bimonthly by SHHH (Self Help for Hard of Hearing People, Inc.), an international nonprofit volunteer organization devoted to the welfare and interests of those who cannot hear well. For membership and other information, contact: SHHH 7910 Woodmont Ave, Suite 1200 Bethesda, MD 20814 301-657-2248 Voice 301-657-2249 TTY Email: shhh.nancy at genie.com (Nancy Macklin) GETTING A JOB: LET'S PUT YOU IN THE SUCCESSFUL EMPLOYMENT PICTURE ================================================================= by Brenda Battat, SHHH Deputy Director (SHHH Journal 7/95) This is number one in a series of four articles on "Strategies for Successful Employment" for people who are hard of hearing. The other articles (included below) cover: * Getting the equipment and services you need * Getting promoted * Getting along with your supervisors and co-workers There is no definitive way to handle hearing loss in an employment setting. Each individual is unique. The strategies I offer here are based on my 32 years in the workforce in four different occupations and four different countries. All this, combined with my own progressive hearing loss, impacted on and precipitated my interest in and study of laws affecting people who are hard of hearing. As indicated in the statistics in the chart below released by the Equal Employment Opportunity Commission (EEOC), getting a job is clearly a problem for people with hearing loss. They believe they encounter more discrimination in the hiring process than do people with other disabilities. Although EEOC statistics do not separately itemize deaf and hard of hearing populations, the problems these populations encounter and cite indicate that such discrimination is a serious, ongoing problem. With the above facts in mind, here are some criteria for entering and succeeding in today's competitive job force: Only Apply for Jobs for Which You Are Qualified- The Americans with Disabilities Act (ADA) is a civil rights law to prevent discrimination on the sole basis of disability in a qualified employee. It is not an affirmative action law, and does not require employers to establish quotas for hiring people with disabilities. This may seem like common sense, but, when job hunting, make sure that the essential functions of the particular job and your skills are a good match. You can request a list of the essential functions of any position you are interested in. The EEOC refers to four principal issues to consider when determining if a function is essential: * Does the job exist to perform one specific function? For example, a telephone operator's position has only one essential function. * What is the degree of expertise or skill needed to perform the essential function? * Could another employee(s) perform the marginal tasks that are not essential? * What is the work experience of other employees in this job? Focus on Your Skills and Not on Your Hearing Loss- We can get so obsessed by our hearing loss and the barriers it creates to employment that we lose sight of how skilled we are and what we can bring to the organization/company. It is essential to spend time to remind yourself of the positive contribution you can make with your particular assets, training and background by listing your specific job-related skills and experience. Be sure to also include skills which you may have developed through pursuit of a hobby as well as direct job- related skills. Examples of valuable capabilities which can be transferred from job to job and are an asset for an employee to have, may include organizational skills required as a homemaker and mother, or record-keeping skills acquired as scorekeeper of your local basketball team. Plan How You are Going to Hear at the Interview- Plan well ahead of time how you are going to hear and handle the interview. Get as much information as possible about the interview. You need to know how many people will be present, where, how many, and what type of interview will be held. You might be able to get some details from a secretary or receptionist about the environment of the room which will be used, such as level of background noise from an air conditioning or heating system. Use assistive listening devices at the interview only if you are comfortable with them. Practice ahead of time if you are new to them. If you don't own the necessary ALDs, look for places to borrow them -- a friend, your local SHHH affiliate, the library, the state Technical Assistance Center, a university speech and hearing center, or an assistive devices demonstration center. If you are a client of a vocational rehabilitation facility, a device may be provided if it is found to be integral to your being able to participate satisfactorily in the job interview, get the job, and, later on, the job itself. According to the law, you can request that the employer provide accommodations for the interview. My own personal feeling about this is that I want to provide everything myself for the interview if at all possible. It gives you the chance to show how resourceful you are, and gives management the chance to see you in action and get to know you before being confronted by requests for accommodations. You need to maximize the opportunity of the interview to show that you can take control to manage your hearing loss. It is far more effective to do this by example than by lengthy explanations. The interview is the opportunity to showcase you, your assertiveness, and your skills and qualifications. It is definitely not the time to get into a tussle over accommodations which may or may not be provided for the interview by the potential employer, and the added risk that they may or may not work properly at the last minute. You need to be in control at this early stage. Practice being assertive in handling the interview. Be prepared to make any necessary on-the-spot changes to the interview room setup. If your seat faces the window with glare, be prepared to ask for a rearrangement of seating or to ask to pull down the blinds. Do it in a matter-of-fact way without making a big issue of it. Briefly explain the reason without too much detail at this point. Psych-Out Your Interviewer- Try to put yourself in the shoes of the interviewer, and, insodoing, establish a mutually beneficial, calm atmosphere. Be sensitive to management's attitude. It will be related to their comfort level of being around a person with a hearing loss. They may not know how to behave. They may not be sure if the same ground rules apply, whether they need to make things harder or easier. They may be wondering if the presence of a worker with a hearing loss will affect the "chemistry" of the department -- is the worker with a hearing loss going to be less efficient, slower, more dependent, more demanding, less capable? Can the individual with a hearing loss really do the job? How will this job candidate, co-workers and management communicate on a regular basis? Will necessary accommodations cost a lot of money? Why hire you when there is a lot of extra effort involved and they have other equally qualified applicants? Remember, the management team is human, too, and must consider a lot of elements in the decision-making process. If several applicants on the short list are equally qualified, there comes a point at which the decision is based less on objective criteria and more on the overall impression of the individual. This is the same for any person interviewing for a job, hearing or otherwise, and this is where your inventory of skills, resourcefulness, assertiveness, and general presence come into play. You've got to convince them that they want you! Keep all this in mind as you prepare to interview. Know what the law is on interviewing strategies for employers. They cannot ask about the existence, nature or severity of a disability. Among the questions they may not ask, for example, are: * Are you taking prescription drugs? * Are you HIV positive? * How many sick days did you take last year? * Have you filed for worker's compensation? * Do you have a disability that would interfere with this job? An employer can ask: * Can you perform the functions of the job? * Can you meet the attendance requirement of the job? * Describe how you would perform this job? * Do you have the required experience for this job? * Are you using illegal drugs? Your own attitude will also color the way you behave in the interview. Obviously, you have to deal with your hearing loss but don't make it the main focus. If you are still in the denial stage, then you will bring that denial into the interview and find it difficult to be open about your hearing loss and handle it in an easy, light way. And, if and when you do start to tell that you have a hearing loss, you may end up belaboring the issue so much that you scare off the interviewer. Another self- inflicted injury could result if you are not ready to reveal your hearing loss, and try to bluff your way through. This is counterproductive. Although you did not disclose your hearing loss, it will be obvious that something is strained in the conversation. The interviewer may not suspect you have a hearing loss, but may attribute the difficulty to poor communication skills which is considered a disadvantage in many jobs. Hearing loss strips away our self-confidence. Day in and day out we deal with communication difficulties which can make us feel inadequate. Gradually, like peeling away the layers of a wound, we are stripped down to a very sensitive inner core. This is particularly true in the employment arena. Sometimes an individual with hearing loss may not even be personally convinced that he or she is really capable of doing the job well or moving upward on the job ladder. As a result, they may elect to stay underemployed for years because they feel lucky just to have a job, any job, not necessarily one where they can fully utilize their talents and be compensated equitably. Others retire early, no longer able or willing to continue to face the hassles associated with their hearing loss. When do you reveal you have a hearing loss? Each individual should decide based on his or her own unique situation and comfort level. I personally prefer to have it up front from the very beginning. The last job I applied for I even put it on the application form. That was before the ADA, and employers were allowed to ask prospective employees about any physical conditions. It did not stop me getting an interview or finally being hired. Maybe that was luck, but it suits me best to be open from the very beginning. I was interviewed for that job in a very old, noisy office with a window air conditioner. I was interviewed by five people, one man and four women, and I used an FM assistive listening system for the interview. I briefly explained why I was using it and, after a few seconds, I think everyone forgot it was there. I was able to position the microphone in the center of the table we were all sitting around, so we did not have to keep passing the mike. I continued to use the FM system the whole time I worked at that job, which was counseling freshman students at a major state university in the Midwest. My office was in one of the older buildings which had very noisy ventilation systems. I had a caseload of 200 students, and felt, everyday, that I was educating someone new about hearing loss and assistive technology. Using the FM in my office, I used to position the mike propped up in my in-box which I placed right in front of where the students would sit when they came in to see me. Some students thought I was recording our sessions. Once they knew it was to help me hear them, they were very accepting of the technology. I also used the staff newsletter to write an article about my hearing aids and the FM system for the benefit of all the counselors on staff. I did not have day to day contact with many of them but we would meet at a weekly staff meeting and during summer freshman registrations when all hands were on deck. Get Hold of Your Fear- Job seeking is a stressful process for anyone but doubly stressful for people with hearing loss. The thought of the interview becomes a nightmare because we are so worried about hearing. Put all your energy into good planning and identifying your skills which will help to boost your confidence. Don't be modest about yourself. Sit down and list your strengths; ask friends to help you discover other strengths you hadn't even thought about. Be ready with concrete examples of your accomplishments both on-the-job and in other areas of your life. Don't wait until you are in the interview to try to come up with these on the spur of the moment. By having some ready, you can use examples which are most appropriate to the position you are appling for. Keep your focus on why you are very employable and, therefore, of value to some organization. It's just a matter of finding the right fit. Practice stress-relieving activities -- relaxation, exercise, positive thinking, or whatever works best for you. Relaxation and stress-reducing activities should be a continual part of our lives as we are subject to the state of ambiguity on a daily basis, and ambiguity has been shown by research to be the most stressful state any human being can be subjected to. Try to detail what your real fears are and work through how to handle each one. "What is the worst thing that could happen" can often help us to get things in perspective and greatly reduce our anxiety. Take Courses in Resume Preparation and Cover-Letter Writing- Initially, you will be judged by your resume and cover letter. You have to find a way to make yours stand out among all the others which will be received. Assess how well prepared you are to look for a job and, if necessary, take a course of study to improve your job-seeking skills such as resume preparation and cover-letter writing. Do Some Interviews for Practice- Start out by applying for jobs which you are only marginally interested in. If you get called for an interview for a job which might not be your first choice, go along and use it for practice. It will be a good learning experience and get you ready to interview for the jobs that you really want. Get Experience Through Volunteering- There is always the Catch-22 situation for people coming new to the job market. The position calls for experience, but you don't have any yet and you can't get it because you don't have it. This is particularly true for displaced homemakers, and newly graduated or trained students. An excellent way to get experience is to offer to volunteer. It can boost confidence for someone who has been away from the workforce for years raising children, for instance; or someone who has never worked but now finds it necessary to work or wants to work. For someone with a hearing loss, a volunteer job can provide a chance to realistically assess just what the problems related to their hearing loss are likely to be in an actual job setting. Some can be predicted but not all. It offers the chance to try out assertive skills needed to get the reasonable accommodations you are going to need. And, most of all, volunteering provides an opportunity to develop new skills. For someone not quite sure what work they want to do or can do well, this type of work is an excellent aid in making that decision. Volunteering is not always an option, of course. It depends on the situation; but if you have the time and some financial support, it can be an excellent stepping stone to employment. Be Your Own Boss- Being able to control your own environment has lots of advantages for people with hearing loss. Setting up your own small business, perhaps starting out in your own home, eliminates a lot of the struggles associated with getting reasonable accommodations approved. It could be worth enrolling in a course in how to set up your own business and plunging into it if you feel your skills lend themselves to such an approach. To Recap- There is no single totally encompassing, infallible way to handle hearing loss in an employment setting. But, there are a number of practical, tried and proven strategies listed here. I have described nine: 1. Only apply for jobs for which you are qualified. 2. Focus on your skills and not on your hearing loss. 3. Plan how you are going to hear at the interview. 4. Psych-out your interviewer. 5. Get hold of your fear. 6. Take courses in resume preparation and cover-letter writing. 7. Do some interviews for practice 8. Get experience through volunteering. 9. Be your own boss. Make them your own. Personalize them. Add to them. And, when you have done so, share with us and with others. Some years ago, 1988 to be exact, the theme of an SHHH Journal was, "All that is missing is YOU!" Let's put YOU in the successful employment picture. Selected ADA Charges by Issue: Comparison of Data for Individuals with Hearing Loss and Total ADA Charges Issue; Hearing Loss: Number of Charges, Percentage of Charges; Total ADA Charges: Number of Charges, Percent of Charges Discharge 436 38.3% 18,425 50.3% Reasonable Accommodations 299 26.3% 9,280 25.4% Hiring 240 21.1% 4,036 11.0% Harassment 137 12.0% 3,857 10.5% Discipline 91 8.0% 2,671 7.3% Promotion 82 7.2% 1,920 5.2% Layoff 73 6.4% 1,403 3.8% Benefits 20 1.8% 1,380 3.8% Total Charges 1,138 36,604 Period: July 26, 1992 to October 31, 1994 GETTING THE EQUIPMENT AND SERVICES YOU NEED =========================================== Title I of the Americans with Disabilities Act (ADA) which covers discrimination in the workplace, went into effect on July 26, 1992, for companies with 25 or more employees, and for companies with less than 25 employees, on July 26, 1994. The law defines disability as "a physical or mental impairment which substantially limits one or more life activities." The ADA specifies that employers cannot discriminate against "a qualified individual with a disability who, with or without reasonable accommodations, can perform the essential functions of the position that such an individual holds or desires." A reasonable accommodation is a modification or adjustment that provides an individual with hearing loss equal benefits and privileges of employment. What is reasonable is determined on a case-by-case basis. You may have a preferred accommodation but employers do not have to provide the exact accommodation request. They may substitute a similar accommodation that will enable you to accomplish the essential tasks of the job. You may provide your own accommodation, but the employer is obligated to provide something if you are unwilling or unable to supply it. The law does not cover personal devices (for example, hearing aids.) The request for accommodations has to come from the employee. Be Willing to Disclose Your Hearing Loss The fact that the request for accommodations has to come from the employee puts the ball in your court. To ask for an amplified handset to hear on the telephone or a flashing light so that you know when the buzzer goes off on a machine, requires that you make known that you have a hearing loss. As we all know, this is not easy for many people to do, especially in the workplace. There is a real fear that our jobs may be threatened if we disclose that we have difficulty hearing, and that we will be seen as less competent. By avoiding dealing with our hearing loss directly, we are fooling ourselves. People around us probably know or suspect the problem. Or even worse, they may attribute miscommunication to a lack in communication skills or an unwillingness to be a team player, both of which would be a real deterrent to promotion. We need to separate the fact of our hearing loss from the skills and abilities we bring to the job. If an assistive device will enable us to have access to important information in staff meetings at the same time as everyone else does, then, clearly, this is contributing to our productivity. We could get the information later, but this is playing catch up and is a waste of valuable time. Know Exactly What it is That You Need The first step is to go through a period of on-the-job communication problem identification. Basically, you need to do an inventory of your work situation and where you run into difficulty hearing. Make a list of: * What functions you carry out on a daily, weekly, monthly, and yearly basis. * Who you interact with in the course of your work. * Where you interact both on and off-site. * What difficulties have arisen, or ones that you can anticipate. For example, the types of situations you might include as requiring accommodations are: meetings, training, telephone use, hearing a warning signal on a machine, communication with supervisors and co-workers, and communicating with clients. Do All the Leg Work Next comes an analysis of how to overcome these barriers which you have identified. Research what is available as possible solutions. This could be some type of assistive listening device, change of behavior on the part of you and or those with whom you work, restructuring your job, or relocation of your desk or office. Whatever the options are, have them ready to present when you make your request for accommodations. If it requires some form of equipment, find out where to get it and how much it costs, so that you can present all the information at the same time. When you provide complete information, it will greatly simplify the decision-making process for your supervisor or whoever is in a position to authorize the accommodation. If you don't have all the information you need, consult with resources that are available. If you work in a large organization, there may be an office responsible for working with employees with disabilities and they could work with you to develop a plan of action. Otherwise you might seek help from your human resource officer or outside resources (see the list at the end of this article). Advocate on the Basis of Productivity When requesting the accommodations you need, do not base the request at the outset on the law alone. Show how these accommodations will enable you to be a more productive employee. Demonstrate how you will be able to better perform the essential functions of the job. Only if you meet resistance should you then bring up the mandates of the law. Seek Out Tax Incentives for Your Employer There are some tax credits available for employers who accommodate an employee with a disability. Examples of these are the Targeted Tax Credit and the Disabled Access Credit. Get the details on these from the Office of the Chief Counsel, IRS and the Local Employment Service Office, and provide this information to your employer. This is a way to help your employer while at the same time getting what you need. Keep a Paper Trail Be sure to follow up all verbal requests for accommodations in writing and keep a file. Requests don't always go smoothly so if you hit resistance, you will have documentation which you can use if you decide to file a complaint with the Equal Employment Opportunity Commission (EEOC.) You have 180 days to file. Resources Job Accommodation Network The Job Accommodation Network (JAN) was established in 1984 by the President's Committee on Employment of People with Disabilities. JAN is based at West Virginia University in Morgantown. They keep a database of what accommodations are most appropriate for different situations in the workplace for employees with disabilities, including hearing loss. It is a free service for employers. Toll-free numbers for JAN: 800-526-7234 (Voice and TTY, outside West Virginia) 800-526-4698 (Voice and TTY, within West Virginia) 800-526-2262 (Voice and TTY, throughout Canada) State Technical Assistance Programs (TAP) Each state has a program to improve access to assistive technology to people with disabilities. These programs are funded by the Tech Act of 1988 and administered by the Department of Education. A list of TAPs in the country can be obtained by sending a stamped self-addressed envelope to TAP List, SHHH National, 7910 Woodmont Avenue, Suite 1200, Bethesda, MD 20814. Assistive Devices Demonstration Centers There are centers across the country, many of them run by volunteers, where you can view and try out different kinds of assistive technology. This is an effective way to find out what is available to help you in different situations including the workplace. A list of demonstration centers can be obtained from the SHHH National office by sending a stamped self-addressed envelope. State Vocational Rehabilitation Agencies Each state has vocational rehabilitation offices which provide counseling to people who are trying to find a job or to remain employed. Counselors work with you to develop a plan which could entail selecting assistive technology and other strategies to help you cope with your hearing loss in the workplace. These offices can be found in the state government section of the telephone directory. Support Groups Meeting other people with hearing loss who are in the workforce can be a good way to get new ideas on how to handle certain workplace situations. There may be an SHHH group or chapter near you. If you would like a list of the SHHH chapters in your state, contact SHHH National. Exchanging Workplace Information Online Another way to network with people with hearing loss is through computer online services. SHHH's new service on GEnie, SHHH On- Line, went live in June 1995. In addition to the software library where a GEnie subscriber may find articles relating to employment, there is also an employment category in the bulletin board area. Here, one can not only read postings of job announcements, but may also post questions and comments which others on the service may read and respond to. For your free GEnie software and User's Guide, contact Nancy Macklin, business manager, at the SHHH National office. Other Organizations President's Committee on Employment of People with Disabilities 1331 F Street, N.W. Washington, D.C. 20004-3470 (202) 376-6200 Voice (202) 376-6205 TTY Works with corporations toward expanded job opportunities. National Center for Law and Deafness Gallaudet University 800 Florida Avenue, N.E. Washington, D.C. 20002-3695 (202) 651-5373 Voice and TTY Legal Network for Deaf and Hard of Hearing People ATTN: Leonard Hall P.O. Box 1541 Shawnee Mission, KS 66222 (913) 791-6203 Fax GETTING PROMOTED ================ Under the Americans with Disabilities Act (ADA), an employer may not deny an individual with a hearing loss a promotion. Employers cannot: * assume the individual is not interested or qualified; * deny promotion because an accommodation may be needed; * put employee in segregated units or locations that limit their chance or promotion. In a 1993 National Focus Group Report, Virginia Johnson of the University of Arkansas' Research and Training Center for Persons who are Deaf and Hard of Hearing, looked at employment issues and found that, nationwide, people who are hard of hearing express frustration with underemployment in entry level jobs with little chance for advancement. Her report researched and noted numerous instances showing that employment success and job retention depend on the worker demonstrating his or her value to the organization from the onset of employment. The possibility for promotion starts from our first day on the job. Right from the beginning, it is up to us to show that we are promotional material and that we are motivated to achieve. We can demonstrate our work commitment in a variety of ways. The amount and quality of the work we perform -- in addition to work ethics such as punctuality, and attendance and safety records -- are all indications that we are serious about our work and care about how we perform on the job. These, in turn, justify our being considered as candidates for promotion. The way we react to supervision, our ability to follow instructions and carry them out, and our level of flexibility and willingness to adapt to change are areas that management monitors to determine an employee's future. In today's work world, teamwork is common so the ability to function as a team player is a key element in successful employment. So, too, are the degree of initiative demonstrated on the job, and the ability, when necessary, to work without supervision. Interpersonal skills -- evidenced in effective social interaction with co-workers, supervisors and clients -- are another important aspect of being successful on the job. As you can see, many of these factors present no difficulties for people who are hard of hearing. The amount and quality of work and work ethics should be something easily within our own control. Other areas, however, such as following instructions, teamwork and interpersonal skills, many need creative approaches by the employee who is hard of hearing to ensure a smooth outcome. We have to work at them and find ways to eliminate the barriers which prevent us from demonstrating our capabilities in these areas. Following verbal instructions, whether face to face or over the telephone, may require different approaches to ensure the instructions are clearly understood. Confirm the instructions right after they are given. For example, one might say: "My understanding is that I am to draft an outline of the proposal by August 26, and distribute to the sales team ready for a department meeting one week later." Other approaches could include asking for instructions in writing, or writing them up yourself for a sign off, or asking for them to be relayed to you through the company e-mail. The method you use is not important as long as there is a certain comfort level on both sides with your chosen method; that there is no ambiguity in the instructions; and that you are perfectly clear concerning what you are expected to do. The communication required in teamwork also requires that you take the initiative and work with your co-workers. Together you can devise a satisfactory way for you and them to communicate satisfactorily with each other, and thus enable you to hear everyone on the team, whether one-on-one or when you meet as a group. In a group situation, technology such as an assistive device or computer-assisted notetaking may not be the best solution. Consistently Upgrade Your Skills Skills count and so we should take advantage of any and all staff development opportunities both off-site and on company premises. It means advocating and pushing for accessible training. In this regard, note that the ADA mandates that all public accommodations, including conference and convention centers, be accessible. Let the training coordinators know of your specific communication-access requirements. Do this well in advance of the event. There are a variety of accommodations which you can consider to enable you to participate fully in training, which is vital to promotion. Just for starters, consider these options: * Discuss your needs with the trainer prior to the classes. * Request technology or services such as an assistive listening device, an interpreter, computer-assisted real-time transcription, or a notetaker (this could be a colleague taking the same training who might volunteer to serve as a notetaker or share notes). * Ask for printed handouts such as a course outline or visual aids. * Request seating to accommodate your needs for speechreading. * Ask if training could also be videotaped and captioned so that you could view the tape both in advance of the class and thereafter as needed. Other factors which affect the accessibility of a training class would be lighting, and the communication style of the trainer. Trainers should be encourages not to pace when presenting, to always face the class and speak clearly ad slowly, and to rephrase the idea rather than repeat verbatim when a point is not heard. (A brief, printed or typed card incorporating this last suggestion, and presented to the trainer beforehand, is an excellent, continuing reminder.) Also, on your own, take classes independently, outside of your place of work to keep upgrading your skill level. Skills attract employers, make you a valuable employee, and, more importantly, gives you self-confidence. Today's workforce is a demanding one, and more and more skills are needed all the time. Keep Working on Attitudes No matter how capable and skilled you are, some decision- makers may have stereotypical attitudes about what people with hearing loss can and cannot do, often focusing more on the hearing loss than on the abilities. Although, this is unfair and frustrating for the employee, it still happens even today, and can affect the promotion process. SHHH has accounts of employees who have been successfully employed only to experience a change of manager and a sudden turn of events where they and their abilities are trusted less and less, and the employment situation becomes intolerable to the point where individuals feel forced to seek employment elsewhere. The best way to deal with this is education: keep educating everyone we come into contact with about hearing loss. In addition, work to achieve a comfort level on both sides in communicating; and, finally, let our employers and co-workers see our abilities in action. It's a proven fact there is a variation in attitudes of managers within the same company. This supports the importance of someone with a hearing loss developing a mentoring situation in the workplace. In this way, we have a constant in our work lives and we have the backing of someone who understands our abilities and needs, someone in a responsible position who can offer support and motivation when the going gets tough. Nip Communication Difficulties in the Bud If difficulties in communication are happening, don't let them drag on and drag you down in the process. Do something about them quickly, resolve them and put them to rest. Unresolved communication difficulties -- whether with your co-workers, boss, or customers -- can hinder productivity and make you look inefficient and incapable of carrying out your required responsibilities. It's really important to be up front so take the initiative if you get into a situation where you cannot hear well. Take action quickly to try to resolve the problem immediately, on a temporary basis if necessary, or preferably and if time permits, on a long-term, permanent basis. Try not to let the problem get to the point where it would make you seem vacillating or totally inept to suddenly state that you have not been able to follow what has been going on for the past ten minutes or one hour, or entire meeting. You need to do a quick inventory of what is creating the problem. Is it acoustics? Is it background noise? Is it the speaker's communication style? Is it the distance from the speaker? Is this a situation that can be resolved with a request for behavior change or seating relocation? Or, would the only workable option be an accommodation such as an assistive listening device? Half the battle is figuring out what we need in any given situation and then being assertive enough to set it up. GETTING ALONG WITH YOUR SUPERVISORS AND CO-WORKERS ================================================== Make it a point to confirm all verbal instructions immediately with the person giving them. If necessary, double- check all instructions in writing or with E-mail. It is up to you to make a determination of whom you usually can hear and whom you cannot. And it is up to you to set up a system so that others with whom you interact can know ahead of time that they will need to give you instructions in writing or over the office E-mail. Misunderstandings can happen and communication lines break down if you are sloppy. Be disciplined. Take charge of the inter- communication effort from the start. Never bluff on professional issues. There is too much at stake for your successful employment and promotion prospects, not to mention your relationships with your co-workers and supervisors. Keep Hearing Loss in Perspective Keep a sense of humor about issues that may arise related to your hearing loss. Try to stay light. If you show that you are comfortable with your hearing loss, this will help others also to feel more comfortable working with you. Try to build up a buddy system, one or two people that you like and trust and who can help you out in a pinch when other accommodations are not working out. Generally speaking, for people who are hard of hearing, the more structured the situation the easier it is to make the necessary accommodations to enable you to hear. For example, to position yourself to hear a speaker during a training session, it is relatively easy to sit at the front of the class and use an assistive listening device or real-time computer assisted notetaking. On the other hand, in unstructured situations -- such as keeping up with the conversations of your co-workers in the employee lounge, the cafeteria, or across desks and between cubicles -- it is much more difficult, if not impossible, to accommodate. Since the information being exchanged under these circumstances is most likely to be "soft" information, you can ask for an update from one of your "buddies." Seeing others holding a conversation, laughing, perhaps enjoying a joke, and not being able to hear well enough to join in or to share in their camaraderie can sometimes lead to insecure, almost paranoic feelings. Although you may try to reason with yourself that it is not rational to feel like this, and, on the surface, recognize that your associates have absolutely no reason to be talking about you, nonetheless, you may have these feelings. The longer you stay out of the conversations, the longer you feel left out, and the worse the feelings of paranoia tend to get. Face the situation; don't hide from it. Try to find ways of showing that you would like to be included and that you are interested in what is going on, and what is being said, even if it is merely a joke or interoffice exchange and not some earth- shaking event. Be open with them, explaining briefly that you cannot follow the conversations, and then go a step further and take the initiative in looking for cooperative ways to be included. Many people who are hard of hearing report feelings of anger which they take out on those around them both at work and at home. If you recognize that you do have anger beneath the surface, seek help to deal with it. Anger can be a great motivator as it creates energy. The key is to be conscious of how best to direct that energy and how to use it positively, to create, and not to destroy. Lots of "Thank You's" We make a lot of requests of those around us in order to hear better. We should try to say an equal number of "thank you's." Most people respond well to positive feedback, and the chances of their continuing to do what helps us are increased if we show our appreciation. So, remember to say "thank you" often and show your appreciation to someone who is obviously going out of his or her way to communicate with you. Be Specific About Communication Needs Just saying "I am hard of hearing" is not enough. You need to be specific about what you need the other party to do. For example, "I need for us to move away from the copying machine to continue this conversation in a quieter place." Or, "When you face me and speak more slowly, it is much easier for me to hear you." Or, "Raising your hand when you begin to speak in a meeting orients me so that I know who is speaking now." In a word, educate. Use ALDs to Participate in Social Functions Get involved. Don't avoid social functions. That's an important way for co-workers to gel. Use assistive listening devices (ALDs) at the company picnic...at holiday celebrations...at a favorite restaurant with a co-worker... when traveling to an assignment. One of the biggest complaints of employees with hearing loss is that they feel left out of the social give-and-take of the workplace -- the fun, the gossip, the relief of letting your hair down after a particularly busy period. Accommodating the social aspects of work life is an important and rewarding element of being a contributing, valuable, and valued member of the job force. Remember Your Hearing Colleagues Have Needs and Frustrations Also People with normal hearing are sensitive to noise and loud voices. These can interfere with their ability to concentrate on the work they are doing, or their ability to carry on a telephone conversation. So, think before you slam down the telephone receiver. Make sure you are not driving everyone mad with the feedback from your hearing aid. At the same time that you are asking others to speak louder for you to hear, learn to monitor how loud your own voice is. In this regard, too, your own sense of awareness and courtesy should remind you, when you are holding a conversation, to move away from other co-workers who are using the telephone or immersed in other work. We can all be independent now on the telephone, thanks to the telecommunications relay service and text telephones. There really is no need to ask someone else to take or place our phone calls. So long as we have a text telephone (TTY), used in conjunction with the telecommunications relay service, we now have access to all callers whether or not they have a TTY. Telephones with volume controls and which are hearing aid compatible are other accommodations which are reasonable to request under the ADA. Remember, monopolizing the conversation is a negative coping strategy that we all tend to employ from time to time. We need to take the time to listen to others, even though it may be a struggle. It is easy to become a bore if we do all the talking, especially if it's about our hearing loss most of the time. Worth mentioning again is the fact that even though we cannot overhear conversations in other offices, or down the hall, or over the noise of office machinery, our hearing co-workers can. We need to keep that in mind when we are talking on the telephone or holding a conversation. When using ALDs in meetings, let things get started for a bit before jumping in and asking for reorganizations. If someone is not familiar with using the microphones (which are often directional and need to be held close to the speaker), be considerate about how you remind the speakers to use the microphone. Getting angry with them will most probably be counterproductive. Again, educate...educate...educate. In the final analysis, the key to coping with hearing loss in the workplace is to be open about your hearing loss and aware of how you can be helped to achieve your highest potential. Once that first door has been unlocked, use the same key to open the understanding and cooperation of others, and, in this way, create an atmosphere of mutual creativity, productivity, and respect. Brenda Battat is the deputy executive director at SHHH National. Before coming to SHHH seven years ago, she earned degrees in physical therapy and counseling and worked in those fields. As part of her own adjustment to progressive hearing loss, she coordinated a self help group in Bloomington, Indiana, where she lived with her husband, Joe, and their two children, Anna and James. She also volunteered in her community to improve access for people with all disabilities. When interviewed for an SHHH Journal article in 1990 after assuming the position of deputy executive director, she commented, "When each one of us is convinced of our own self worth and the contribution each of us can make, then, and only then, will we be able to convince others and enlist their support."


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Rent To Own Houses In Cottonwood Heights – How Does It Work?
Curious to know more about rent to own houses in Cottonwood Heights? Keep reading to find out how they work and to know whether rent to own is right for you Most people think of renting a house or owning a house… but few realize there is an amazing "middle ground" – rent to own … Continued


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Human Rights Conference to Explore the Rights of Indigenous Peoples and Stateless Persons
Apr. 9, 2013
ST. LOUIS, April 9, 2013 – The purpose of international human rights is to give every
person the chance to live a dignified life. These rights include the right to a nationality,
as well as freedom from discrimination and protections for culture and group identities.
Despite these rights, approximately 12 million people around the world do not have
legal citizenship to any country and are therefore stateless. Indigenous peoples also
continue to struggle for recognition as distinct nations and protect their rights
to self-determination, culture, and identity. In both cases, indigenous peoples and
stateless persons seek recognition of their "right to have rights."
Webster University's annual human rights conference, scheduled for April 18 and 19, will focus on these pressing human rights challenges. Conference participants include indigenous chiefs, scholars, activists, journalists, and people who have experienced statelessness firsthand. The conference will also include several representatives from Webster's worldwide campuses. The conference is sponsored by Webster's Institute for Human Rights and Humanitarian Studies. It is free and open to the public, but requires registration.
"Statelessness has been described as a forgotten human rights crisis because many people are not aware of it or educated on what it means," said David Carl Wilson, dean of the College of Arts & Sciences. "Both stateless persons and also indigenous peoples suffer from a lack of political and social recognition and their human rights are regularly threatened despite the existence of international legal protections."
Many indigenous groups struggle to maintain their cultural traditions and self-determination even after the adoption of the UN Declaration on the Rights of Indigenous Peoples in 2007. Similarly, stateless persons are frequently deprived of even the most basic human rights despite two conventions related specifically to their status and protection.
Maureen Lynch, a humanitarian advocate and researcher who will present at the conference, says that while the two groups are different yet deal with similar issues.
"Stateless people and indigenous groups alike may find themselves marginalized on the territory where they were born," said Lynch. "The basic difference between them can perhaps be summed up by the word 'belong.' Stateless peoples are not considered nationals by any country in the world, not anywhere. Indigenous people are connected to a time and place, they belong somewhere."
Conference topics include:
- The Displaced People of Burma
- Unrecognized "ghost" tribes in the United States
- Anthropological Perspectives on Indigenous Rights
- Israel & Palestine: Issues of Refugees & Stateless Persons
- Indigenous Rights and the American Indian Movement
- Experiencing Statelessness as a Banyamulenge
- Photo Exhibition of "Nowhere People: The World's Stateless by Greg Constantine
"Every person has the right to a nationality, but statelessness is a serious rights
abuse that is often overlooked," said Lynch. "The value of conferences focused on
issues such as the rights of stateless people should not be underestimated as avenues
for raising awareness, strengthening advocacy networks and undertaking concrete action
to end statelessness in the United States and around the world."
The conference subject was selected as part of the University's Year of International Human Rights theme, "The Rights of Indigenous Peoples and Stateless Persons."
For more information on the conference speakers and a full schedule of activities, please visit the conference website.
Photos courtesy of Greg Constantine.


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Arthur Nead
An international team of researchers comparing recently-developed methods for diagnosing tuberculosis in children in resource-poor countries has concluded that the best test for high-risk children is the microscopic-observation drug-susceptibility (MODS) technique. MODS detects the presence of bacteria causing tuberculosis using microscopes to detect typical growth patterns in culture broth. The team, led by Dr. Richard Oberhelman, Professor of Tropical Medicine, Tulane University School of Public Health and Tropical Medicine, published results of the study in the August issue of The Lancet Infectious Diseases.
The availability of inexpensive and updated diagnostic technology is crucial for reducing the incidence of tuberculosis in developing countries. Children account for an estimated 20 percent of cases in high-incidence communities, but the outdated diagnostic tools available to physicians in such settings, including skin tests, chest x-rays and physical examinations, make it difficult to confirm cases of pediatric tuberculosis.
"Diagnosing tuberculosis in children is challenging," says Oberhelman. "Symptoms of tuberculosis in children are non-specific, specimens for testing are difficult to obtain, and cultures and smears are often negative."
The team"s goal was to identify the most accurate and rapid test for tuberculosis in children in resource-poor areas with limited laboratory capabilities. The study was carried out in two hospitals in Lima, Peru, from 2002 to 2007, with 456 children of age 12 or younger enrolled as subjects. The team compared results of several different tests on specimens from each subject: MODS, Lowenstein-Jensen culture, auramine stain testing and polymerase chain reaction (PCR), a genetic testing method.
The study evaluated the sensitivity and speed of each method. The authors concluded that PCR testing was not specific or sensitive enough for routine diagnosis, although duplicate PCR was useful to identify which high-risk children were most likely to have positive TB cultures. Compared with the Lowenstein-Jensen bacteria culturing method, MODS almost doubled the sensitivity of detecting tuberculosis, diagnosing 20 of 22 patients compared with 13, and in less than half the time (10 days versus 25 days).


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Several coaching companies allow webmasters to join their coaching affiliate program. Being affiliates for coaching services means you need to do your home works. You owe it to the clients who, after visiting your websites, then hire the coaching program you promote.
If you are not interested in getting a coach yourself before joining the coaching affiliate program, at least research about the coach(es) you are promoting. Which information do they provide, for free, to potential clients? How qualified are they? Are they specialized in specific coaching fields – business coaching, life coaching, etc. – or can they cover several aspects?
Coaching affiliate program
Choosing among the several coaching affiliate programs is not easy. So, instead of suggesting a specific company or coach, we invite you to research. Remember: if a coach looks reliable to you, it is likely your audience will have a similar perception. If, for any reason, there is no chemistry between you and the coach you want to promote, maybe it is better to look elsewhere. You want to recommend only what/who you trust. You owe that to your audience.


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Can the world have too much virtual Edward James Olmos? Bigpoint shows off slightly-creepy character models for the browser-based online game of SyFy hit Battlestar Galactica.
You didn't think they'd make a Battlestar Galactica game without the stars, did you? Bigpoint today reveals that several popular members of the BSG cast have provided their likenesses to the upcoming online game.
On the human side, we'll be seeing Adama, of course, along with Apollo, Chief Tyrol, and Kara "Starbuck" Thrace. I guess they'll pad the rest of humanity with generic character models.
The Cylons, on the other hand, need no padding whatsoever. All you need is Dean Stockwell's Number One, Leoben Conoy's Number Two, Tricia Helfer's Number Six, and Grace Park as Number Eight, and you've got a party.
"These characters brought to life the story and captured the imaginations of a whole new generation of Battlestar Galactica fans and we felt strongly that they needed to appear in the game," explains Heiko Hubertz, CEO and founder of Bigpoint. "Our goal is to create a deep connection to the mythology of Syfy series and by working with the producers, writers and actors, Bigpoint hopes to meet the expectations of the fans and allow them to write their own adventures through gameplay."
Fans writing their own adventures through gameplay? I sure hope the clothes on the Kara Thrace character model don't come off.


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Registering using your Facebook account makes logging back into Birdie next time super easy, just 1 click, no passwords to remember!
Birdie is designed for Golfers in Laos to manage their scores and handicap, analyse their game, find courses, and to interact with other golfers.
By partnering with Birdie you can publish green fee deals, event promotions, and updates about your golf course.
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The fruit diversity project is managed by Project Amazonas, Inc., a Peruvian-American non-profit organization that focuses on humanitarian, educational, research and conservation work in the Peruvian Amazon. The goal of this initiative is to cultivate a nursery of the widest possible variety of Amazon tropical fruits in a single location, as well as to return forests to their natural balance by reintroducing native trees in areas that have been degraded by logging and slash and burn farming. The site is near the village of Santa Cruz on the Mazan River, just upstream from its junction with the Napo River.
Teachers and college students can assist in the project and get a hands-on introduction to the Amazon to bring home and to their classroom while earning undergraduate or graduate credit: Hands-on Amazon for Educators. Volunteers are also invited.
Unlike papaya, coconut and other commonly-known tropical fruits, most local fruits in the Amazon basin don't have the shelf life, durability, consistent supply, or the financial viability to attain worldwide distribution and are relegated to local enjoyment. Only a handful of the most common fruits are mentioned in this article; dozens more can be found in the surrounding rainforest.
Why the variety of tropical fruits? The intense competition of tropical ecosystems, as well as poor soil, variable rains and often months-long inundation have driven plants to creative measures of survival and propagation. Among the adaptations necessary for the survival of the species is a method of seed dispersal, giving rise to an enormous variety of edible fruits. A seed with an appetizer that will be picked up by a fish or mammal without destroying its viability is advantageous to its survival. As an example, the cashew has a fleshy, appealing "apple", while the nut is protected against predation with inflammatory and cyanogenic compounds; it succeeds due to this clever combination of pleasure and poison. The nut must be processed to remove the toxic chemicals before it makes it to the store shelf. It follows that this symbiotic relationship with animals has engendered fruits high in nutrients beneficial to the animals that disperse them, especially proteins, oils, carbohydrates, vitamins, and other phytochemicals yet to be appreciated.
Local fruits are dietary staples on homesteads, as well as ubiquitous in the form of juice drinks and ice cream in Iquitos. In their raw form, many tropical fruits are high in both sugar and citric acid, making them at once sweet and bitter. Cane sugar (also grown locally) is usually added in their preparations; especially needy are starfruit, cocona, camu camu, arazá and a few others.
Some of the most common fruits are described briefly below. Several of them have been imported and widely distributed throughout the tropics but most are of Amazon origin. Since local names vary, often referring to more than one fruit, or to different fruits in different areas of the Amazon basin, scientific names are included.
AGUAJE (Mauritia flexuosa) – The deep red, lumpy, egg-shaped fruit is the most common of all the fruits in Iquitos, found on almost every street corner. Yellow-orange when peeled, tasty, but there's very little to eat (big seed and little meat). The large palm that provides it is impressive. To get the taste of the fruit, stick with the ice cream or buy them fresh, as the fruit available on the street suffers a questionable sanitary standard.
ANONA (Rollinia mucosa) A strange looking thing with green-yellow knobs. When it's ripe (soft to the touch), it's best to cut it in half and use a spoon to scoop it out – taste of vanilla custard. An overlooked gem, not to be confused with noni!) It's a random find, sometimes available at roadside stands on the highway.
Fruit-laden aguaje palm and ripe anona
ARAZÁ (Eugenia stipitata), also known as guayaba brasilera. Yellow, highly variable from golf ball- to softball-sized. Soft skin and texture of a ripe peach, a good fruit to munch on, and extremely versatile, useful from marmalade to wine, and of course, juice. A bit acidic. The native Peruvian version (guayaba) produces smaller fruits and is more susceptible to insect predation, but can be made into an excellent marmalade.
CAMU CAMU (Myrciaria dubia) has the highest concentration of Vitamin C of any known fruit in the world. There is also significant and promising research indicating that the phytochemicals in the fruit are effective in treating a variety of medical maladies.
LUCUMA (Pouteria spp.) – an incredibly unique taste! It's dense and sticky, not something eaten by itself, but it's so unusual that it can be found in many forms including chocolate-covered drops.
Left: arazá and camu camu. Right: lucuma
MARACUYÁ (Passiflora edulis) – a mid-sized yellow passion fruit, teardrop shaped, common in the Belen market. Very similar to GRANADILLA (Passiflora ligularis), another passion fruit. The myriad seeds are covered with a sweet gel that doesn't make for the easiest eating fruit, but a common fruit juice in season and a frequent beverage in local eateries.
UVILLA (Pourouma cecropiaefolia) Amazon grapes, similar to purple grapes but with a much larger seed. Frequently found in smaller markets in season.
Left: Granadilla. Right: uvilla.
TUMBO (Passiflora quadrangularis) – a giant passion fruit, frequently trained on a home garden trellis. Taste similar to cantaloupe.
Tumbo in the market and on home trellis.
CARAMBOLA / star fruit (Averrhoa carambola) – one of those sweet and sour fruits that needs a little sugar. Widely cultivated, it's an import, probably from the East Indies.
COCONA (Solanum sessiliflorum)– a native tomato. In the wild, they're often covered with coarse fuzz. They can be eaten raw but the skin is thick. It's sweetened to make a drink commonly served in local restaurants.
Left: carombola on the tree; Right: cocona on the bush
CACAO (Theobroma cacao) Like copoasú, the pulp around the seed is consumed and the seed is discarded except in commercial operations for making chocolate. Fruit grows directly from the trunk, not unusual in tropical fruits.
COPOASÚ (Theobroma grandiflorum) The soft pulp around the seeds is the tasty part, redolent of rum. The hull is nearly as thick and tough as a coconut.
Left: copoasú in its tortoise shell; Right: cacao ripening on the tree
MACAMBO (Theobroma bicolor) – resembles a green football brain. More likely to see the grilled tasty seeds than the actual fruit.
NONI (Morinda citrofolia) nicknamed cheesefruit for good reason. It's respected by the locals for medicinal uses, and can be eaten as a survival food. There's a type of Danish cheese that has a similar malodorous property – I'm told it's good if you can just get it past the lips, but you can't wash the smell off your fingers.
Left: macambo with its ant sentinels; Center: grilled macambo seeds; Right: noni (cheese fruit)
MARAÑON / CASHEW (Anacardium occidentale). Grouped with cacao here because many people don't know that the best part – the cashew nut, is discarded. The "apple" part is eaten, similar to mamey, but the nut is protected by two layers of deterrent; don't eat it raw unless you want to get poison-ivy like blisters, – the seeds have to be commercially processed to be edible.
TAPERIBA (Spondias dulcis) Common in drinks, ice cream, even pastries. Eaten raw when in season, the somewhat tenuous flesh sticks to a stringy pit, but it has much more meat than aguaje.
Left: cashew apple and nuts. Right: taperiba
GUAYÁBANA (Annona muricata) Easy to identify by its deep green color and spiny skin, it is dense, solid, yet amorphous.
SINAMILLO (Oenocarpus mapora) and UNGURAHUI (Oenocarpus bataua) with clusters of small hanging fruits, these are more typical of palm fruit than is the familiar coconut. Sinamillo is mashed into a cocoa-colored drink. Ungurahui fruit is extremely nutritious, high in good-quality protein and oil.
Left: guayábana. Center: child plucking sinamillo. Right: sapote vendor.
SAPOTE (Matisia cordata). Attractive olive skin, and rich peach-orange color inside, taste of a great melon but more meaty.
HUITO (Genipa americana), the size of a large fist, gets sickeningly sweetly pungent when ripe. These are well represented in the medicinal plants row in the Belen market, and the young fruit produces an indelible ink and body paint.
PIFUAYO (Bactris gasipaes) Clusters of egg-sized fruit can be green, yellow, or orange, from a tall, spiny palm tree. They can be eaten raw, but are more commonly boiled, peeled and salted.
GUABA (Inga edulis) Sometimes called ice cream bean, it is not related to the vanilla bean. The long pods are twisted to reveal a dozen or so nuts wrapped in a moist, cottony, pleasant tasting snack.
Huito, pifuayo and guava.
SACHA MANGO (Grias peruviana) Generally, "sacha" can be translated as "wild", "pseudo", or the like. It is not at all related to mango. It has a huge seed, and the edible part around it has the color, texture and taste of carrot.
CAIMITO (Chrysophyllum caimito ) the trees produce a huge crop seasonally and can be found most of the year. Quite tasty, but the skin releases latex when broken, making for sticky lips unless it's peeled first.
Some fruit trees have been heavily planted in and around Iquitos primarily for their ornamental value. Mamey, breadfruit, huasai (and some other palms) are the most common. Pictures will follow in a later post.
BREADFRUIT / Pan del arbol (Artocarpus altilis) The seeds are boiled with a peanut-like flavor, and the pulp is high in starch. An import, the fruit was brought to attention by the fascinating story of the voyage of the Bounty. Breadfruit trees are a common sight along the banks of riverine settlements.
HUASAÍ (Euterpe spp.), A sister of the Brazilian acai berry, which enjoyed a brief explosion in popularity in the States as a weight loss scheme. The tree has a slim, elegant look and are a favorite municipal planting, notably along the Nauta highway and at the airport.
MAMEY / poma rosa (Syzygium malaccense Merr&Perry) with dark green foliation, the tree is easily trimmed to a nice shape, and drops a fruit closely resembling an apple both in taste and appearance, except for its large pit. The texture is softer, too, more like a ripe pear. The apple is eaten raw and doesn't make its way into drinks or ice cream. There are several of these trees on the Plaza de Armas in Iquitos, in bloom in August with magenta flowers.
CIDRA – this is a common, inexpensive fruit, a green-colored orange wanna-be. Stringy and as bitter as lemon. Because of the variability of local citrus, these can appear similar to sweeter oranges. They are shown in the first picture in this blog, posing as limes.
COCO / CACAO / COCA – for the casual tourist, it's important to differentiate amongst the similar-sounding things. They are not at all related. COCO is coconut, a nice treat when you're thirsty at fruit stands on the highway chilled, opened with a machete and served with a straw.
CACAO is mentioned above, the fruit that produces the seeds that are processed into chocolate.
COCA is the leaf that can be processed to produce cocaine. The dried leaves are boiled for tea (mate de coca) as a general stimulant and to combat altitude sickness (soroche).
BANANA – very briefly, there are several types that can be called plátano. Plátano maduro is very firm, served grilled or sliced and deep fried. Sweeter and softer bananas are eaten raw or sliced lengthwise and gently pan fried.
Don Dean
Last update: December 2012. Credits: All photos taken on site in Iquitos, Mazan or Santa Cruz, Loreto, Perú.
You may link freely to this site, but all photos and text are copyrighted by the author. I am keenly interested in developing the fruit diversity project with more fruits, as well as adding good quality native woods and palms. Comments and questions are very welcome: firstname.lastname@example.com


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Saint Vincent College is a welcoming environment, sharing the core values of the Benedictine tradition, especially hospitality, community, love, prayer and respect for the dignity of all.
Founded in 1846 by Boniface Wimmer, a monk from Bavaria, we are the first Benedictine college in the United States. Saint Vincent College has striven to embody the ideals and character of the 1,500-year-old heritage of Benedictine education. For 170 years, the monks of Saint Vincent have exemplified and carried on this living Benedictine tradition.
Got monks? We do, and we're proud of it.
LATROBE, PA – Saint Vincent College Small Business Development Center (SBDC) is offering the seminar, The First Step to Small Business Success, from 9:30 – 11:30 a.m. Wednesday, June 12, on the campus of Saint Vincent College.
The First Step is an informal workshop that covers topics such as what is needed to get started, obtaining financing, licenses and applications that are needed and the importance and function of a business plan, marketing plan and financial plan.
An SBDC consultant will present this program and answer questions about initiating a successful business. The fee for the program is $20. Registration is required.
Saint Vincent College Small Business Development Center is part of a statewide system of university-based economic development organizations, whose mission is to provide high quality education and consulting to entrepreneurs to help them start and grow their businesses in the competitive global economy.
Early registration is recommended, as space is limited. To register or to obtain additional information, contact the Saint Vincent College SBDC at 724-537-4572 or visit www.stvincent.edu/sbdc.
Twitter: @MySaintVincent
Facebook: http://www.facebook.com/saintvincentcollege
Instagram: @SaintVincentCollege
YouTube: Saint Vincent College =
Phone: 724-805-2010
Email: firstname.lastname@example.com


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Going to Court
Hearings involving the Department of Child Support Services (DCSS) are held in Department 52 of the Contra Costa County Superior Court, located in the Peter L. Spinetta Family Law Center at 751 Pine Street in Martinez, California.
Frequently Asked Questions
Where should I park?
- Parking can be scarce in Martinez during the week so arrive 30 minutes before your scheduled hearing to ensure you've got time to find a spot.
- Street parking is metered - bring quarters and dimes with you for the meters.
What should I bring to court?
- Income information
- A current paystub from your job, unemployment, disability, workers' compensation, etc.
- A copy of your last tax return
- A current profit & loss statement if you're self-employed
- Copies of court documents
- Notice(s) of Motion
- Responsive Declaration(s)
- Income & Expense Declaration(s)
- Seek Work Logs
- Your child support record of payment, audit, or other accounting, if available
- Four copies of any document you want to present to the court as evidence, such as
- child care receipts
- medical bills
- log of visitation time with child(ren)
- The Family Law Center is a secured building with airport-style security screening - don't bring food, beverages, pocket knives or similar items with you.
Who may come to court with me?
- The courtroom is public so anyone, except children, may attend a hearing.
- Only you or your attorney may address the court during the hearing. Let the Department of Child Support Services (DCSS) attorney know if you have a witness you want to testify.
- Minors (children under 18 years of age) are not allowed in the courtroom, and there is no childcare available at the courthouse.
Where do I go and what do I do, once I get to the courthouse?
- Enter through the main doors, place any bags, jackets or other items on the conveyor - they and you will pass through a metal detector on your way into the building.
- Department 52 is upstairs on the right side. If you use the elevator, you'll be facing Department 52 as you step out of the lift.
- Silence your cell phone, enter the courtroom, and take a seat.
- DCSS staff will call your case and speak with you about the issues to be heard.
- The bailiff will call you forward and request you sign a stipulation. This is an agreement that allows the Family Law Commissioner to hear your case.
How much will I have to pay?
- DCSS and the court both use a computer program called Guideline Calculator to calculate appropriate child support payments, based on factors including gross income (before taxes), tax filing status, visitation, child care costs, health insurance costs, union dues, etc.
- You can also use the Guideline Calculator to get an estimate of what you'll owe.
What if I don't have an attorney?
Even though the DCSS attorney doesn't represent you or the other party, he or she will introduce the case, explain why we're here and where the two parties agree and disagree. You'll have a chance to address the court and explain your position.
What if I can't attend the hearing because I live too far away?
With advance approval from the Court, parties can sometimes participate in their court hearing by telephone. Visit the California Courts website, and
- Review the California Rules of Court - Rule 3.670 regarding telephone appearances.
- Review Information Sheet - Request for Telephone Appearance
- Complete and file Form FL-679 - Request for Telephone Appearance, and file it with the Contra Costa County Superior Court Clerk's Office, Family Law Division, no later than 12 days before the court hearing.
Can I change the date of my hearing?
- There are very few reasons that qualify to change your court date - no guarantees.
- The court can proceed with the hearing, even if you're not there.
- You should make every effort to be available on the date scheduled.
- If DCSS filed the Notice of Motion, you can contact DCSS and ask if the court date can be changed.
What happens after court?
- After the hearing, return to your seat. The Commissioner's orders will be documented, signed, and filed. If you're able to wait 5 to 10 minutes after the hearing, you'll receive a copy of the order before you go.
- If today's hearing results in the modification of an existing order, it may take several weeks to see the change in your payment amount.
- If hearings are finished early, the DCSS attorney or a child support specialist may be available to explain your order and answer questions. There are also other avenues of assistance available to you:
- The Family Law Facilitator is an attorney who works for the court and provides limited free legal assistance. You may visit the Facilitator's Office on the 1st floor of the Family Law Center or call at (925) 957-7887.
- Call, drop in, or e-mail DCSS to discuss your order.
- Login to Customer Connect, California's self-service child support information system.


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Wednesday, June 8, 2016
Ants Control Service - pest exterminators
Seattle ant control experts providing fast and safe ant exterminator services.It seemed crazy to hire an exterminator to deal with little sugar ants,After the exterminator visited, the ant problem would subside for a couple days.Seattle ant Exterminators has been a trusted Seattle pest control company providing services for Bellevue,kirkland,Redmond,Samammish,Issaquah,Kent,Renton,Mercerisland,Carnation,cavington,Preston,shoreline,Woodinville,Bothell,Tacoma,puyallup, Everett, and the Puget Sound. Published by Ampm Exterminators. 24 Views, 0 Likes on Docs.com. #pest control for ants #ants pest control #pest control ants #ant pest control #remedies for ants #pests
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Once an in-depth mold analysis and testing has been completed, ASAP Restoration will begin the mold removal process. In order to properly remove the mold from the property, we develop and execute a precise plan of action based on the level of mold damage and contamination so that we can plan properly to avoid further exposure and contamination to the property.
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Many times we can utilize a variety of industry grade chemicals to achieve this on floors and walls, however, if the mold is inside or in the back of a wall we may have to remove the material depending on the amount of mold growth that exists within the contaminated area. We will need to remove wet or moist mold damaged materials.
All mold contaminated areas must be contained to prevent further contamination. In many cases we will employ the use of top industry grade mold removal and remediation tools such as air scrubbers or HEPA air scrubbers, zip walls which are a great way to isolate contaminated areas, mold coatings and mold sealers.
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Archive for the 'brand' Category
Your Logo is Your Best Salesperson
Can you identify your entire company in one image that needs to large or small, color or black & white? If your company logo didn't immediately leap to mind, then you have a problem with your identity.
The Importance of Logos
Corporate logos represent one of the greatest challenges of graphic design. Your logo must separate you from competitors, reinforce your brand, and convey a sense of who you are and what you offer. And it must do all of this while being visually appealing and memorable. That's a tall order for such a small item, and that's why corporate logo design should be taken seriously.
Logo Design Specialists
Given everything that a corporate logo must accomplish, it's easy to see why logo design is such a specialized field. You should think of logos as much more than a company's symbol. Think of them as an inseparable part of your company. It should be on your stationary, website, promotional items… even facsimiles, invoices and contracts. Some companies go so far as to include their logo on all e-mails.
But without an eye-catching logo, your customers won't remember you. That's why hiring a professional to create a logo is so important.
The Logo Design Process
To deliver a logo that captures the essence of your company, a marketing company like Intra-Focus, Inc. starts out by gathering as much information as possible. You should expect a combination of survey questionnaires, conference calls and in-person meetings. You need to describe your company in your own words. What is your company all about? Who is your audience? What sets you apart from the competition?
Armed with this information, marketing companies will then begin the logo design process by starting "from scratch" based on the information gathered, or they can work from any sketches and ideas you might have. While the design company has the talent, nobody will understand your company better than you. If you want a key motif in your logo, then be sure to bring it up. Nothing is more frustrating that designing logos for days on end when you have a clear idea of exactly what you want.
Your marketing company should present you with two or three designs for you to review. This is a starting point. You may see one immediately that you like, or you may want to go in a different direction.
If none of the designs work for you, try to find one that you feel captures some of what you are looking for and give the designers feedback based on that logo. This helps to narrow down what you like.
It is possible that none of the designs are acceptable. Don't get discouraged! To create your ideal logo, you might go through twenty different designs before you get a final product. This is normal and necessary to weed out all of the possibilities.
Even after you have chosen a final design, feel free to ask for minor adjustments until you are completely satisfied. You are going to be looking at this logo for the next several years, so you should be happy with it.
Where's My Name?
Most businesses feel that they need their name in their logo. However, this isn't necessarily a good idea. Remember that your logo is going to need to be very small with some uses. If you have a long name like "Smithville's Tempting Tapioca Company", the name is going to look like a blurry line. On that note, if your name is five letters like "Swish" or "Zings", then working your name into the logo is more viable.
A good rule of thumb is to think of the famous logos that are in the business world. How many of them have a company name? Nike has one of the most recognizable logos out there. Even though it is only four letters, they chose instead to have a symbol and look where they are now? What about Macintosh Computers? That name is much too long, so they chose a symbol that was the same as their name. Chick-Fil-A went a different route by using a symbol in their name that showcased their main product.
Whatever you want, be sure to ask your marketing company about their process. Make sure that it is a process similar to the one in this article. If they don't come close to showing this kind of care when branding your company, then get out while you can or you might end up with a solid circle representing your company for the next ten years!
A quick check list when reviewing a logo proposal:
- Does this logo tell me anything about what I do?
- Is this logo professional?
- Is there anything about this logo that might be politically incorrect?
- Will this still look clear when it is decreased in size?
- Will this logo look good in black & white?
Let us help you turn your logo ideas into reality. Contact Intra-Focus today and ask about their corporate logo design and brand identity services.


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Halos soar past Tigers with eight-run fifth
Hamilton has three hits; Angels set season high in runs
DETROIT -- In what has been nothing short of a bewildering first 12 weeks for the Angels -- with Josh Hamilton perpetually lost at the plate, the defense ranked 30th in the Majors and more one-run losses than anyone in baseball -- there's now this:
Against the American League West-worst Astros, the Angels are 3-7 and have been outscored by 20 runs.
Against the American League Central-leading Tigers, the Angels -- 14-8 winners at Comerica Park on a rainy Tuesday night -- are 4-0 while outscoring them by 24.
"We're just trying to get as many wins as we can. That's really all there is to it," said C.J. Wilson, his Angels still nine games below .500 and 10 games out of first place. "It's so deep in the season now, I don't care if we win in 16 innings and they're all unearned runs or whatever. We need to take advantage of every mistake the other team makes, and that's all that matters right now -- that we won the game."
The Angels won Tuesday night thanks to their offense, which notched a season high in runs, cranked out 16 hits and took advantage of six Tigers errors -- the most by the franchise since 1982. Eight runs came across in the top of the fifth, turning a 2-2 game into somewhat of a laugher, and every member of the Angels' lineup collected at least one hit and scored at least one run.
Five players -- Hamilton, J.B. Shuck, Mike Trout, Albert Pujols and Erick Aybar -- had multi-hit games.
"You feed off each other," said Hamilton, who notched his first three-hit game since April 22 after missing the previous three with a sore right wrist. "It goes as far as winning, too. You build momentum, and that can happen in an inning, as well as it can in a game. That's just fun, when guys go out and get the job done throughout the lineup."
The eight-run frame was the second-largest inning for the Angels this season. Their largest was nine runs in the first inning on April 20 against Rick Porcello, who took the mound in the top of the fifth for Detroit with the game tied at 2, and then watched it all unravel.
Pujols hit a one-out double, Mark Trumbo singled, Howie Kendrick gave the Angels the lead with an RBI single, Hamilton notched another RBI single, Alberto Callaspo was intentionally walked and then Porcello exited the game. In came Darin Downs, who walked Hank Conger with the bases loaded, gave up a sacrifice fly to Aybar, and then three straight RBI singles to Shuck, Trout and Pujols.
The final run scored on an errant pickoff throw from Evan Reed, capping an inning in which the Angels sent 12 batters to the plate and went 6-for-7 with runners in scoring position.
"Coming off an off-day, sometimes it doesn't go that way," said Shuck, who went 3-for-5 with a double and four RBIs. "Today, we put together a great performance."
Wilson battled an escalating pitch count and was charged with five runs in five innings in what he said was "one of my worst outings of the year." But the Angels scored eight in the fifth and then tacked on three more in an ugly eighth, providing more than enough cushion for a ninth inning that saw the Tigers score three runs with a lightning storm nearby.
The Angels swept a three-game series against the Tigers in Anaheim April 19-21 and have outscored the Tigers, 36-12, in four games this season -- a year in which they won't face Justin Verlander or Max Scherzer.
"The Angels right now, they've just got our number," said Tigers right fielder Torii Hunter, who went 3-for-4 against his former team. "They beat us at their place and they beat us down today. So, that's the way it goes. The Astros, they actually beat those guys and we beat the Astros, so it's a crazy game. I always say it: Round ball, round bat. You never know what's going to happen."
That's a mantra the Angels will carry through the rest of this uphill climb, which has them needing to win 13 of their next 16 games to have a winning record by the All-Star break and go 56-29 to finish with 90 wins.
The momentum that carried the Angels in that eight-run fifth is the type they'll need on a daily basis as they aim for another long winning streak, like the 11-game surge that suddenly has the Blue Jays in the thick of a heated playoff race in the AL East.
The bats won't be there every night, especially not like this, but something has to be most of the time.
"We need to do everything right to get to where we need to get, to be in the race," Wilson said. "And we need to get lucky, because we're so far back right now that it's not even scoreboard watching. We have to really pull together and get the most out of ourselves. Guys have to play at the highest possible level they can play for us to win, otherwise we won't be there at the end of the season."


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To get locked in, Volquez needs to get head locked in
It's all in Edinson Volquez' head. That is, the placement of Volquez' head when he pitches.
Making his second start of the season on Sunday, Volquez certainly will be shooting for better results than he had on Opening Day, where he lasted just three innings and gave up six runs in an 11-2 rout by the New York Mets. In that game, evidently, Volquez was tilting his head off to the side as he came through on his delivery.
"You've got to keep your head still, in line," said manager Bud Black. "Edinson's ball naturally runs, which is an advantage for him; he has great movement to his fastball. But when that head comes off, that left shoulder flies open and his stride's a little bit open at times. So his direction gets him going a little bit left."
As he did last year in leading the National League in bases on balls, Volquez did damage to his own cause with three walks in New York. Black said it's also mandatory that Volquez resort more to his changeup than he did against the Mets.
In four career starts at Coors Field, Volquez has struck out 21, but walked 16. At the same time, Black said Volquez' stuff can be so sharp that he's less effected by the altitude of Coors Field than most.
"His ball moves here as much as anybody I've seen," said Black. "The curveball's good here. The change is good here, good anywhere. Some guys who come here with minimal action suffer, but not him."
Proud dad
The first game of the Final Four in was about to begin, not long before first pitch of the Padres-Rockies game at Coors Field, and the televisions throughout the visiting clubhouse were tuned to college basketball.
In the manager's office down the hall, meanwhile, Bud Black was alone and watching college women's gymnastics on a laptop computer. Specifically, he was trained on the NCAA regional competition at the University of Florida, which is how Black found the tournament stream on the "Gator Vision" website.
"There she is," Black said as the University of Maryland team paraded into the arena for introductions. "Jessie Black."
Black beamed, but also looked quite emotional, at the sight of his daughter appearing in the Terrapins lineup. Having recently returned from an injury, she was due to compete on the rigorous uneven bars of the team event.
"This is real tough – I mean, real tough," said Black, whose daughter once came back to gymnastics from a fractured spine. "What she does is a 30-second thing, man. She also did (balance) beam as well as bars. Beam is really hard to watch. But it's pretty cool to be able to see this. Go Terps."
Jessie Black, a junior at Maryland, was a national-calibre gymnast in her time as a student at Cathedral Catholic.
Harang a Rock … sort of
Earlier in the day, the Rockies traded catcher Ramon Hernandez to the Los Angeles Dodgers for starting pitcher Aaron Harang, the former San Diego State and Padres pitcher who became odd man out in L.A.'s deep rotation. Harang was not with the Rockies on Saturday, however, and likely won't be wearing their uniform any time soon.
Colorado immediate designated Harang for assignment, strong indication that they're looking to turn him right around in another trade. Cash was also a consideration in the deal with the Dodgers, who reportedly sent $4.25 million to the Rockies, ostensibly to help cover the $7 million due Harang.
Harang got his big contract with the Dodgers after the Padres – for whom Harang started 28 games and went 14-7 in 2011 – showed less than great interest in keeping him. However, if Harang clears waivers and the price drops, the Padres would not be averse to the notion of bringing him back to San Diego.
Dodgers all right in S.D.
Speaking of the Dodgers, the Padres will miss left-handed ace Clayton Kershaw and celebrated newcomer Hyun-Jin Ryu from Korea in the home-opening series at Petco Park. The Padres will face all right-handers -- Josh Beckett on Tuesday, Chad Billingsley on Wednesday and Zack Greinke on Thursday.
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Wilson, originally from Orlando, Fla., has served the two previous years as director of the NASCAR Whelen Southern Modified Tour. He'll now lead the northeast-based NASCAR Whelen Modified Tour, which traces its roots back to the first NASCAR-sanctioned event in 1948.
Ellis, who hails from Suffolk, Va., will fill the void left by Wilson. He served the two previous seasons as the technical director for the NASCAR Whelen Southern Modified Tour.
"We are very pleased to appoint Jimmy and Juston to their leadership positions with the NASCAR Whelen Modified and Whelen Southern Modified Tours," NASCAR Tour Series Director Brad Moran said. "Jimmy will bring a wealth of experience to NASCAR's oldest series, and it will be a great opportunity for Juston, who has done a great job with NASCAR since coming on as the Whelen Southern Modified Tour's technical director."
Wilson, 37, has nearly two decades of experience as a stock car racing official. He was a NASCAR Timing & Scoring official for four seasons in the mid-1990s and served as the series director and race director for the USAR Pro Cup Series for 14 years. In two seasons leading the NASCAR Whelen Southern Modified Tour, the car count increased by an average of five entries per event.
Wilson fills the NASCAR Whelen Modified Tour director position that was vacated by the recent appointment of Chad Little to the same position for the NASCAR Camping World Truck Series.
Prior to joining the NASCAR Whelen Southern Modified Tour officials staff in 2011, Ellis, 33, came to NASCAR with six seasons of experience as pit steward and technical director at Langley Speedway in Hampton, Va., a NASCAR Whelen All-American Series-sanctioned facility. He graduated from Old Dominion University in 2002 with a degree in civil engineering.
Wilson and Ellis will lead their respective tours for the first time in the non-points UNOH Battle At The Beach, Feb. 18-19 at Daytona (Fla.) International Speedway. The NASCAR Whelen Modified and NASCAR Whelen Southern Modified Tours will run a combination race as part of a tripleheader of feature racing action on a .4-mile oval on the track's backstretch.
The 2013 NASCAR Whelen Modified Tour points season will commence at Thompson (Conn.) International Speedway on April 14, the first of 14 events. The 12-race 2013 NASCAR Whelen Southern Modified Tour points season will begin at on March 16 at Caraway Speedway in Asheboro, N.C.


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Celebrating illustration, design, cartoon and comic art of the mid-20th century.
Tuesday, May 08, 2012
Al Parker Illustrates the Grand Prix... Creatively!
Al Parker wrote a fantastic intro for the Autumn '64 issue of Famous Artists Magazine on the nature of creativity. Considering the relative time period in which Parker gave us these words and these pictures, I thought it might be interesting to bring them together in today's post.
"Are you creative?" asked Parker. "Creativeness in the artist is that quality of the imagination that makes his pictures stand out significantly from others - even others using the same subject matter."
"Some artists are by nature remarkably creative. Most of us are between the rare genius at one end of the creative scale and those at the other extreme who lack imagination but can enjoy the tangible rewards of learning and craftsmanship. To see how you can develop your own creative ability, let's look at some qualities creative artists have in common."
"First of all, they work hard at being creative, for they recognize they must develop every bit of innate ability they may have."
"They don't wait for flashes of inspiration to guide their work. But when ideas seem to come out of the blue, the creative artist knows he must develop them thoughtfully. Even Vincent Van Gogh, whose paintings often seem to have been created in a frenzied, emotional state, left behind him thousands of carefully planned preliminary sketches for his pictures."
"Though creative artists think in an original and personal way, they constantly keep in mind the meaning their pictures must convey. This requires their sensitive analysis of a creative thought - and then selection and emphasis of the pictorial elements necessary to communicate their artistic meaning in the most direct and effective way."
"The creative artist is always a student. He continually works to perfect his craft so that it will never be inadequate to express his creative thought."
"He expresses his artistic self, avoiding, if he can, the imitation of other artists. This is true whether he is creating within the limitations of the commercial problem, or making a personal artistic statement. The result bears the stamp of his own personality."
"The creative artist constantly investigates new techniques and contemporary art trends because, in order to grow, he must be sensitive to the latest developments in the ever-changing world around him."
"Truly creative artists set high artistic standards for themselves - standards they never attain - for, whenever they draw near their goals, they raise them. they do their best, then demand more of themselves. it's a tough course they set, but chances are not one really creative artist would change it - even if he could."
* Many thanks to TI list member Tom Johnson for today's Al Parker scans.
10 comments:
I remember this series of illustrations, and they do look as though heReplyDelete
drew them as he watched the spectacle.
Do you think he drew them on the spot and painted them later, Harald? Anyone know?ReplyDelete
Hi Leif! He did not draw them on the spot. He used reference photographs which he later cut up and pieced together to create the new scenes. My sources also tell me that he used ketchup and mustard squirt bottles filled with paint to create the work. We have two of these paintings in the Modern Graphic History Library. They're awesome!ReplyDelete
Thanks so much for sharing that with us, Skye. Readers should check out the treasures at the MGHL blog. For example, a recent post shows Al Parker's reference photo superimposed over his finished illustration to neat effect!ReplyDelete
Love the illustrations, but these paragraphs on creativity in art is spot on. Nice to see it said in such a thoughtful way.ReplyDelete
Love these posts!!
Thank you, Donna - I'm so pleased to get a comment on that. being so relentlessly innovative, it's no surprise that Al Parker would have thoughtful - and thought provoking advice on the subject.ReplyDelete
i will second the ketchup and mustard squirt bottles filled with paint to create the work- tid bit. Marshall Arisman told me that story about these images when I was doing my masters at SVA. THought it was a very cool technique and used very well to achieve the speed in the image.ReplyDelete
There is no better evidence of Parker's "creativity" than his ability to turn an assignment to paint cars into an excuse to paint a great big (4 feet wide) painting of a luscious girl in a pink bikini.ReplyDelete
The original of that painting is bright and bold and juicy. I understand that Parker and SI art director Dick Gangel had a good time with the assignment.
Squeezy bottle of paint? Cut up photos? Who cares? I know that Skye is NOT complaining, rather, explaining, but, the resultant IMPRESSION they give of immediacy, speed, power and zooming automobiles, which owes a lot to reportage art, that is what counts. Parker was an inveterate experimenter with media and approach and so it kept him fresh for many decades. Thanks for posting these old friends. Last time I saw them, they were on Parker's wall!ReplyDelete
Very Nice And Interesting Post, thank you for sharingReplyDelete
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