text:
Sending this to myself. Can't get to my e-mail program.
Yes, you can pool hop to Caribbean Beach. The only pools that are off limits are Stormalong Bay (Yacht & Beach Club) and Uzima pool at AKL. Our kids usually like to hop to the pool at the Polynesian or Boardwalk. We usually phone ahead and make sure the pools are not at capacity before we drive over to the resorts.
You will find a big difference in the rooms at OKW as compared to Saratoga Springs. While others have mentioned they are larger, you will realize how much larger they are as soon as you enter the room. In the studio, besides having two beds instead of one & a pull-out couch, the bathroom is much larger. In the one bedroom, the refrigerator is larger; the jacuzzi is a two person rather than one; the washer and dryer are full size instead of space saver; the one bedrooms have a porch with a table/chairs and plenty of room and the bathrooms are much larger. The decor may not be as new/nice, but we'll take the extra space over that any day.
"No capes!"
Sending this to myself. Can't get to my e-mail program.
11 Pre-DVC Trips to WDW 8-1978 through 12-2006.
Our DVC/Disney Resort trips have been:
Trip #1 (Jan 31-Feb 5-07) SSR. Studio.
Trip #2 (May 1- 8-07) OKW. Studio.
Trip #3 (June 26-July 1-07) SSR. 1 Bdrm.
Trip #4 (Sept 16-21-07) OKW. 1 & 2 Bdrm.
Trip #5 (Nov 29-Dec 3-07) AKL.
Trip #6 (Jan 26-Feb 2-08) AKL. Studio.
Trip #7 (April 12-18-08) SSR. 1 Bdrm.
Trip #8 (May 23-27-08) SSR. Studio.
Trip # 9(May 27-30-08) OKW. Studio.
Trip # 10(Sept 10-17-08) BWV. Studio
Trip # 11 (Nov 15-21-08) VWL. 2 Bdrm.
Trip # 12 (Dec 19-21-08) SSR. Studio.
Trip # 13(Feb 1-6-09) SSR. 2 Bdrm.
Trip # 14(Feb 27-Mar 1-09) AKV Studio
Trip # 15(Apr 30-May 8-09) ASR Movies-1 nite, PO Riverside- 4 nites, SSR Studio 3 nites
Trip # 16(July 6th-10th-09)Pop Century
Trip # 17(Sept 18th-24th-2009)Pop Century
Trip #18(Oct 10th-16th 2009) ASR Music-1 nite, SSR Treehouses 5 nites
Trip #19(Jan 20th-26th 2010) OKW-4 nites, Bch Club Studio Villa 2 nites
Trip #20(Apr 23rd-26th 2010) Caribbean Beach Resort
Trip #21(June 18th-25th 2010) POR 2 nites, SSR 2bdrm Villa 5 Nites.


text:
Case Study: Hospital Feasibility Study
A mid-sized hospital from the south recently considered the creation of a new health care facility in Tennessee, and commissioned WPA to survey local residents to determine the perceived need, the best methods to attract interest and gain support, and the best strategy to eventually attract customers to increase market share.
Mike Lee for Senate Campaign
Heading into the Convention, attorney Mike Lee, and businessman Tim Bridgewater separated themselves from the pack of challengers. The Tea Party had swept through Utah, and invigorated activists desperate for a change.
James White for State Representative Campaign
James White was determined to frame the message in his favor, and was vindicated when an August WPA poll found that, contrary to what the "insiders" were saying, Republicans would vote for White without regard for his race. But the poll also showed that only about half of likely voters had ever heard of White.

subset: commoncrawl


text:
The Philip girls' basketball team traveled to the White River Classic Double-double Header to go face-to-face against the Saint Francis Lady Warriors on Saturday, January 7. The Scotties came away victorious with a final score of 67-51. Philip 17 29 44 67 St. Francis 12 24 34 51 Philip scorers: Lindsay Mann - 13, Kenzy Pinney - 10, Bailey Bergesen - 9, Heather Finn and Jodi Williams - 7 each, Sierra Hook and Sarah Albrecht - 6 each, Kaylee Nelson - 5, Sarah Foland and Tylissa Fitch - 2 each. The Scotties made 15 of 32 free throws (47 percent). St.
The Jones County/Midland Lady Coyotes hosted the Wall Lady Eagles at Midland on Thursday, January 5. The Coyotes defeated the Eagles, 61-48. JC/Midland 11 28 44 61 Wall 6 17 26 48 Jones County/Midland scorers: Amy Petoske and Alyssa Krogman 16 each, Shelby Peters - 10, Karissa Miller - 6, Caitlin Eckert - 5, Staci Royers - 4, Mandy Strait and Katie VanDam - 2 each. The Coyotes made 19 of 25 free throws.
The Midland Vikings basketball team went to Wall on Saturday, January 7, to challenge the Eagles. The Eagles won 31-76. Midland 11 19 24 31 Wall 17 37 57 76 Midland scorers: Slate Evans - 8, James Williamson - 7, Bryer Jones - 6, Casey Cvach - 4, James Nelson and Jeremy Duncan - 3 each. Wall scorers: Conrad Kjerstad - 22; Ryan Kjerstad - 12; Joe Kennedy - 11; Tyler Sharp - 7; Ben Anderson - 6; Seth Shull, Jim Besson and Sid Geigle - 4 each; Lex Heathershaw, Bryant Huether and Quincy Kjerstad - 2 each. Three-point goals: C. Kjerstad - 3.
The Philip Scotties wrestling team traveled to the Lyman Invitational Tournament in Presho on Friday and Saturday, January 6-7, and earned third place as a team.Troy Guptill, 103: •pinned Todd Janis, RC, 1:45 •pinned Tylor Frost GET, 3:25 •pinned by Jamin Battles, SPF, 3:27 •decision by Austin Lake, GET, 2-4Tucker McDaniel, 103: •bye •pinned by Kade Klippenstein, HS, 3:49 •decision by Ross Julson, Wall, 3-17Travis Nelson, 103: •pinned by Austin McCloud, H/H, 1:27 •decision by Ian Muirhead, WIN, 0-14
Margaret Williams, age 92, of Wall, died Thursday, January 5, 2006, at the Hans P. Peterson Memorial Hospital in Philip. Mass of Christian Burial was celebrated Tuesday, January 10, at St. Patrick's Catholic Church with Father Leo Hausmann as celebrant, and Father Bob Baden as con-celebrant. Music was provided by Rita Patterson, organist, Jeff White, guitarist, and Diane O'Connor, Christine White, Melissa White and Richard White, vocalists. Lector was Richard White. Ushers were Darrel Terkildsen and Wayland Eisenbraun.
Mary Alice Reiman was born to Claude and Verna (Lawrence) Van Driel in Sioux Falls, SD, on March 1, 1956. She was received as a child of God through the Sacrament of Holy Baptism on April 15, 1956, at Bethlehem Lutheran Church in Hills, MN. She was confirmed in the Christian faith on Oct. 31, 1971, also at Bethlehem Lutheran Church.
Darwin "Smokey" Shepard, age 76, of Wall, died Saturday, January 7, 2006, at the Rapid City Regional Hospital. Funeral services were held Tuesday, January 10, at the United Methodist Church in Wall with Rev. Preston Brown officiating. Music was provided by Carol Hahn, pianist, with congregational hymns. Ushers were Bill Leonard, Jerry Johannesen and Bernard Foster. Pallbearers were Ryan Eisenbraun, Keith Eisenbraun, Gary Beck, B.J. Dartt, Doug Crown and Brady Shepard. Interment with military honors was in the Wall Cemetery. Darwin N.
Henry B. Jeitz, 86, Belle Fourche, South Dakota died Monday, January 2, 2006, at the Sturgis Regional Hospital, Sturgis, SD. He was born March 19, 1919, in Ft. Pierre, SD, to Bruno Henry Jeitz and Elsie Carrie (Koch) Jeitz. As a young man he worked with his father on the railroad near Capa, SD. Henry enlisted in the United States Army, Cavalry Division on May 9, 1942, and soon became a truck driver, which gave him the opportunity to travel the Pacific. He was honorably discharged on September 29, 1945, in Ft. Leavenworth, KS. He returned to Midland were he ran a gas station.
"R-CALF USA is proof that change does not come easy," said Leo McDonnell. He will officially end his R-CALF presidency at the annual cattlemen's meeting during the Denver Stock Show on January 19. "We've been criticized mainly by those who benefit from the United States cattle producers not being organized. Cattlemen, though, have to be pretty good businessmen or they wouldn't have made it. My wish is for every ranching community to continue to improve the economy of the cattle industry, to improve their lives and have a successful industry.
The Philip City Council meeting on Monday, January 3, began the new year quickly. The council approved the payment of monthly bills from the appropriated funds. The official depository for the city for 2006 is the First National Bank in Philip. The official newspaper for the city for 2006 is The Pioneer Review. The paid holidays for 2006 for city employees were set.
Get breaking news delivered to your email.


text:
Start learning with our library of video tutorials taught by experts. Get started
Teaches basic editing skills, including creating a new project, capturing footage, basic editing, and adding effects.
"My biggest problem is figuring out what I want to watch next. Just when I think I'm all set, I find something ELSE that is fascinating." —John O.
more from our members »


text:
My Profile
Baltimore, Maryland
Member since Oct 2009
Flag This ProfileFlag as Inappropriate
Favorited Candied Pecan and Strawberry Salad
Reviewed Paula Deen Savannah High Apple Pie
Dec 23, 2010 in Food Network Community Toolbox on FoodNetwork.com
"This pie IS AMAZING. I've made it multiple different ways, and I've been asked by friends and family to bake it every Thanksgiving and now for Christmas. I usually make the "half-mile high" pie and only use 12 apples instead of 24. I don't decrease any of the other ingredients though. It is so delicious and awesome. I've also used store bought crusts...."


text:
September 2012 Archives
What one employment-law question would you ask Paul Ryan?
We're just a few months away from the Presidential election. That means that the debates are right around the corner.
Monday, started a week-long series of hypothetical debate question for the 2012 candidates for President and Vice President. Here are the questions I asked President Obama, Mitt Romney, and Vice President Biden.
And here's my question for Rep. Paul Ryan:
Your campaign website claims (here) that "unions drive up costs and introduce rigidities that harm competitiveness and frustrate innovation." Both you and Mitt Romney have been critical of the Employee Free Choice Act, a bill that would have made it easier for employees to unionize. Indeed, you once received a 7% approval rating with the AFL-CIO.Do you feel that unions today provide any benefit in America's workplace?And, if given the opportunity, would you repeal the National Labor Relations Act altogether?
To see what my fellow bloggers would ask Mr. Ryan, check out:
- Donna Ballman - Screw You Guys I'm Going Home
- Jon Hyman - Ohio Employer's Law Blog
- Daniel Schwartz - Connecticut Employment Law Blog
- Robin Shea - Employment and Labor Insider
What would you ask Mr. Ryan at the '12 debates? Let me know in the comments below.
What one employment-law question would you ask Joe Biden?
We're just a few months away from the Presidential election. That means that the debates are right around the corner.
Monday, started a week-long series of hypothetical debate question for the 2012 candidates for President and Vice President. Here are the questions I asked President Obama and Mitt Romney.
And here's my question for Vice President Biden:
The White House (here) touts the Lilly Ledbetter Fair Pay Restoration Act as the first piece of legislation -- employment-law or otherwise -- signed into law during President Obama's first term. The President touts fair pay and equal rights, but there hasn't been a second significant employment law passed yet.Why hasn't there been a second? (Negative points if you blame the Republicans).
To see what my fellow bloggers would ask Mr. Biden, check out:
- Donna Ballman - Screw You Guys I'm Going Home
- Jon Hyman - Ohio Employer's Law Blog
- Daniel Schwartz - Connecticut Employment Law Blog
- Robin Shea - Employment and Labor Insider
What would you ask Vice President Biden at the '12 debates? Let me know in the comments below. And be sure to come back tomorrow for a question to Paul Ryan.
What one employment-law question would you ask Mitt Romney?
We're just a few months away from the Presidential election. That means that the debates are right around the corner.
Yesterday, started a week-long series of hypothetical debate question for the 2012 candidates for President and Vice President. Click here to see the softball that I tossed President Obama.
Let's see if I can raise my game for Mitt Romney:
As you know, the Family Medical and Leave Act provides job-security protections for qualifying employees with serious health conditions, loved ones with serious health conditions, or who need time off to care for a newborn. Presently pending in Congress are bills to expand the scope of the FMLA. For example, the Domestic Violence Leave Act would provide leave for workers to address domestic violence, sexual assault, or stalking and their effects. The Family and Medical Leave Inclusion Act would amend the FMLA to permit leave to care for a same-sex spouse, domestic partner, parent-in-law, adult child, sibling, grandchild, or grandparent who has a serious health condition.These efforts would broaden the law. But what if you had the power to repeal the FMLA altogether. Would you do it? And why?
To see what my fellow bloggers would ask Mr. Romney, check out:
- Donna Ballman - Screw You Guys I'm Going Home
- Jon Hyman - Ohio Employer's Law Blog
- Daniel Schwartz - Connecticut Employment Law Blog
- Robin Shea - Employment and Labor Insider
What would you ask Mitt Romney at the '12 debates? Let me know in the comments below. And be sure to come back tomorrow for a question to Joe Biden.
What one employment-law question would you ask President Obama?
We're just a few months away from the Presidential election. That means that the debates are right around the corner.
Back in 2008, around this time, employment-law blogger Daniel Schwartz at the Connecticut Employment Law Blog rounded up some other bloggers to pose hypothetical debate questions to the '08 candidates for President and Vice President.
Four years later, Dan has resurrected this successful series and asked yours truly to join in. Today, the question goes to President Obama:
Protection of women's rights in the workplace seems to have been a priority for you since taking office. In 2009, you signed the Lily Ledbetter Fair Pay Act, which effects the statute of limitations for filing an equal-pay lawsuit, into law. The Patient Protection and Affordable Care Act, signed into law in 2010, includes workplace breastfeeding protections.Should you win reelection, what further changes would you make to workplace laws?
To see what my fellow bloggers would ask President Obama, check out:
- Donna Ballman - Screw You Guys I'm Going Home
- Jon Hyman - Ohio Employer's Law Blog
- Daniel Schwartz - Connecticut Employment Law Blog
- Robin Shea - Employment and Labor Insider
What would you ask President Obama at the '12 debates? Let me know in the comments below. And be sure to come back tomorrow for a question to Mitt Romney.
Telecommuting as an ADA accommodation: Maybe; maybe not
Much has been written lately in the blawgosphere about telecommuting as a reasonable accommodation under the Americans with Disabilities Act for qualifying disabled employees.
Last month, Jon Hyman posted (here) about this case, in which a federal court in Ohio held that telecommuting may be a reasonable accommodation based on the unique facts concerning the employee and the workplace -- and that issue was up to a jury to determine.
Earlier this month, I came across another case (EEOC v. Ford Motor Co.), in which a Michigan federal court also recognized that telecommuting may be a reasonable accommodation. However, unlike the prior Ohio decision, the Michigan court recognized that there are some telecommuting arrangements that are just so impractical that no jury would conclude that telecommuting is a reasonable accommodation.
In Ford Motor Co., the court refused to second guess the business judgment of Ford's managers who concluded that the plaintiff could not work from home on a regular basis for up to four days a week. The court further noted that no other employees who held the same position as the plaintiff were allowed to telecommute that often. It also found credible Ford's evidence that frequent, unpredictable absences negatively affected the plaintiff's performance and increased the workload on her colleagues. Consequently, the court dismissed the plaintiff's claim that Ford had failed to accommodate her disability.
The EEOC, which lost the Ford Motor Co. case, has published some guidance on telecommuting as a reasonable accommodation. Jon also has some good tips in his post regarding telecommuting as a reasonable accommodation. Against the backdrop of the Ford Motor Co. decision, Jon's most notable tip is documenting the cost of establishing and monitoring an effective telecommuting program.
Ultimately, each telecommuting request or, for that matter, any reasonable accommodation request, should be analyzed on a case-by-case basis after discussion with the employee about the various reasonable accommodation options.
NLRB's 1st social media ruling: Slams Costco policy; greenlights defamation
It's been a while since I've addressed social media policies and the National Labor Relations Act on this blog. Longer than Kim K's marriage to what's his name? Indeed. Methinks things at the National Labor Relations Board have been quiet lately. Maybe a little too quiet.
And then...
Click..click...BOOM! [Cue music]
Earlier this month, for the first...time...evah, the NLRB weighed in on the validity of an employer's social media policy.
I know. I know. Sit down, catch your breath. This is big stuff! Big stuff!!! Mmmm...double stuf. And speaking of Oreos, have you seen these bad-boys? Who wants to send me a package for Halloween?
Wait! What were we talking about again? Was it fantasy football? Should I start Martellus Bennett tonight?
No, it was NLRB. Dang! What did the NLRB decide about social media policies? WHAT OF SOCIAL MEDIA POLICIES!?!? I won't keep you in suspense any longer. Hit the jump and find out!
Continue reading "NLRB's 1st social media ruling: Slams Costco policy; greenlights defamation" »
That moment right before the pain begins: an EEOC subpoena
Back in July, I blogged here about a federal appellate court recently emphasizing just how broad the subpoena power of the United States Equal Employment Opportunity Commission really is. [Editor's Note: the technical legal term is "crazazy broad"]
Last Friday, as I was hosting the weekly dip-spit distance shot organizing my office, I saw this opinion from the Third Circuit Court of Appeals which further underscored just how far and deep the EEOC's outstretched hand can go into your business.
Yeah, you, dude! The one who is not accused of discriminating against anyone, but who may have information relating to a pending EEOC investigation.
What's in store if you are on the receiving end of that subpoena? Find out after the jump...
Continue reading "That moment right before the pain begins: an EEOC subpoena" »
Want 5 court-approved workplace anti-harassment tips? Read this...
You've got an anti-harassment policy. All managers and employees have copies and you just completed training on the policy for your entire workforce.
But is your policy bulletproof? I mean really bulletproof?
And if an employee claims that a harasser lurks in your workplace, if sued, will a court agree that the steps you have taken were reasonably designed to end the harassment?
Just how confident are you?
After the jump, some not so obvious pitfalls from a recent federal-appellate-court decision and six ways (5 from the court; 1 from me) to help you stay legal and out of the courtroom.
Continue reading "Want 5 court-approved workplace anti-harassment tips? Read this..." »
GUEST POST: Hiring obstacles that the web poses to college grads
Today we have a guest blogger at The Employer Handbook. It's Lauren Bailey. Lauren is a freelance writer currently writing for bestcollegesonline.com. Among her preferred topics to cover, Lauren loves to write about higher education, tech in the classroom, and the college experience in general. Feel free to email her some comments!
(Want to guest blog at The Employer Handbook? Email me.)
Continue reading "GUEST POST: Hiring obstacles that the web poses to college grads" »
Yo, Boss! Did you say "Spacebook" and "Tweeter"?
Penn State Kicker Sam Ficken probably had a pretty bad week. Last Saturday, he missed one extra point and four field goals in Penn State's 17-16 loss to Virginia. After the game, he was deluged with online insults.
Thankfully, his coach, Bill O'Brien, came to his defense.
Obviously, I think it's absolutely ridiculous. Not just because it's a 19-year-old college kid. It's just because, I mean, it's anonymous in some ways, and in other ways it's not. But at the end of the day, you know, these guys are really playing hard, giving great effort for us," O'Brien said. "To go on whatever, Spacebook [sic] or Tweeter [sic], or whatever [and] put stuff on there is just absolutely ridiculous to me and very cowardly, to be honest with you. But that's just my opinion . . . I don't know what type of people do that.
It's refreshing to see one's boss (so to speak) go to bat like this. However, it looks like someone could use a little Social Media 101.
(h/t Philadelphia Daily News)
Is an employee with managerial duties "similarly situated" to a manager?
Maybe it's the luck of the draw, but most of the discrimination cases I defend are hostile work environment cases, where an alleged harasser supposedly has made an employee-victim's life miserable with certain comments, jokes, gestures, touchings, you name it.
Far less often do I encounter disparate-treatment claims. A disparate-treatment claim is one where an employee claims that another similarly-situated employee in another class was treated more favorably because of his/her protected class. For example, a female employee claims that similarly-situated male employees are paid more because they are men.
Sounds like the facts of a recent case decided right in my backyard in the Eastern District of Pennsylvania. This case provides a great opportunity to go back to school on what it means to be similarly-situated...after the jump...
Continue reading "Is an employee with managerial duties "similarly situated" to a manager?" »
Is "casual conversation" of a parent's health enough to trigger FMLA?
Last month, in this post, I addressed a recent opinion in which the court held that the words "Emergency Room," when uttered by an employee to his employer are enough to put the employer on notice -- at least initially -- that the employee needs leave under the Family and Medical Leave Act to care for a parent with a serious health condition.
In another recent opinion (here), the Seventh Circuit Court of Appeals examined inquiry notice under the FMLA to determine whether causal conversation about a loved one's health -- without mentioning the letters FMLA -- is enough to alert an employer to the seriousness of a health condition so as to trigger the need for FMLA leave.
The Court held that it did not:
Here, the evidence falls short of establishing inquiry notice. Nicholson had one "casual conversation" with Naatz and others about the challenges of dealing with aging parents and may have mentioned her father's condition. This is clearly insufficient as a matter of law to notify Naatz that FMLA-qualifying leave was needed.
So, two takeaways for employers to limit what may be a close-call under FMLA:
- Employers should make sure that supervisors are trained to address employee leave that may fall within the scope of the FMLA, especially when the employee does not specifically mention the letters FMLA.
- If an employer even senses that employee leave may fall within the scope of the FMLA, confirm it by obtaining medical certification from the employee.
Court grants access to plaintiff's social media in discrimination case
Many times on this blog (e.g., here, here, and here), I've discussed the discovery of a plaintiff's social media information in pending litigation. More often than not, these issues arise in personal injury actions where the defendant believes that the plaintiff's injury isn't as a severe as he claims it to be. So, it seeks access to plaintiff's Facebook information where it believes it will find pictures of the plaintiff boozing or frolicking or what-have-you.
Although less common in employment discrimination cases, from time-to-time, social media discovery issues do crop up. I'll discuss a new one decided late last month and offer some related tips for employers after the jump...
Continue reading "Court grants access to plaintiff's social media in discrimination case" »
POLL: Your employees post THIS YouTube video. What do you do?
Over the weekend, I heard PSY's catchy song Gangnam Style for the first time. Coincidentally, I then read this story from Kathleen Miles on the Huffington Post about 14 Gen-Y lifeguards at a city pool in El Monte, CA, who posted this video (below, left) on YouTube spoofing the original "Gangnam Style" music video (below, right).
In response, the City fired the 14 lifeguards for using City property, including the pool and their uniforms, for private use. Sure, the City was within its rights to fire these employees. But, was that the ideal response?
Let's pretend that you are the decisionmaker for El Monte, CA. What would you do? Let me know in the comments below.
"How can I keep the white girl?"
[Editor's Note: Because "Playing the Race Card" was already taken]
The title of this post is comprised of the seven poorly-chosen words from a Vice President of Operations at a Detroit casino right before the casino terminated a white employee for allegedly botching supervision of a dealer card shuffle.
What do you think? Do we have a live race-discrimination claim? Oh yeah, we do! Details after the jump, as well as thoughts on employers who strive to maintain racial balance in the workplace...
Save the turtles, skip poison ivy, vote The Employer Handbook!
True story: In the wake of last year's stupid turtle ploy to elicit votes for The Employer Handbook in the ABA Blawg 100 Amici, I spent over an hour in a Harrisburg hotel room on Tuesday night trying to one-up (one-down?) myself by programming a talking computer avatar with an Irish brogue to encourage you to vote for The Employer Handbook in this year's ABA Blawg 100 Amici.
Now, I have done some stupid stuff in my life (see; e.g., the turtle; rubbing poison ivy on my face in the fourth grade because I didn't believe that the shiny green leaves of three that the kid with the baggie on his hand was holding was actually poison ivy) . Heck, while my wife was laboring in the delivery room last month, I was on the couch Googling for turkey crockpot recipes. (Perhaps, I should have kept that one to myself). But the talking avatar thing tops this week's list -- so far (I still have a few more days to go).
But seriously, here is the link, take a few seconds, vote Handbook. Tomorrow is the voting deadline. So, cast your vote today and then cackle with me as I mercilessly crush the competition. WHAT!
Then listen to me try to one-up my avatar idiocy this afternoon on this week's episode of The Proactive Employer. Stephanie Thomas will be hosting me, Jon Hyman, Phil Miles, Robin Shea as we answer your HR and workplace law questions.
The show will air live today at 3 PM Eastern / 12 Noon Pacific on BlogTalkRadio. During the show, you can Tweet your questions using the hashtag #TPESHOW or call in at 1-888-553-6673.
And there's a twist.
According to the Stephanie's show promotion, "No issue is out of bounds, no question is too challenging, no situation is too bizarre for our panel of labor and employment attorneys! " She has further requested that we provide "candid advice" to such workplace conundrums as: "One of my employees posed for a Playboy spread. That's not the image our company wants to portray - can I legally fire her?"
[Editor's note: That sound you just heard was my malpractice carrier's head exploding]
Hopefully, the carrier voted Handbook first.
Ethics charges for two lawyers over Facebook friending a litigant
It was bound to happen sooner or later...
Mary Pat Gallagher of the the NJ Law Journal reports here (subscription required) that two NJ defense lawyers face ethics charges after their paralegal allegedly friended an attorney-represented plaintiff in a personal injury case.
Details on the allegations and some takeaways for both lawyers and HR professionals after the jump...
Continue reading "Ethics charges for two lawyers over Facebook friending a litigant" »
ADA does not require indefinite break from essential job functions
Readers of this blog know (here, here, and here) that if a disabled employee requests an indefinite leave of absence from work, the Americans with Disabilities Act does not require you to provide it. Why? Because that accommodation is not reasonable.
[Editor's note: Obsessed much, Eric? Three posts about the same topic?!? Why don't you just share with your readers about how you refused to drink anything other than water for hours after yesterday's Labor Day lunch of chilaquiles, just so you could continue to savor the satisfying burp-flavor of red sauce and refried beans. TMI, Eric. TMI....]
To the two remaining readers who made it this far, I'll school you on requests for an indefinite reprieve from essential job functions after the jump...
*** belches, draws dirty look from wife, smiles ***
* * *
Continue reading "ADA does not require indefinite break from essential job functions" »


text:
If you need immediate assistance, call 877-SSRNHelp (877 777 6435) in the United States, or +1 585 442 8170 outside of the United States, 8:30AM to 6:00PM U.S. Eastern, Monday - Friday.
Management accounting
Earnings Management, IPO, Initial Public Offering, Incentives, New Issues Puzzle
Venture-capital, valuation, value relevance, accounting
management control systems, formal systems, professionalization, CEO tenure, startups
Customer Satisfaction, Retailing, Activity Based Costing, CRM
management control systems, product development, innovation
capital markets, stock prices, internet stocks, stock market bubble
Accounting harmonisation, Financial reporting, International equity valuation, Country factors, Industry factors
internet companies, market-to-revenue multiple, price/sales ratio, private companies, public companies, transitory revenue, venture capital
Market-to-Revenue Multiple, Price-to-Sales Ratio, Public Companies, Private Companies, Venture Capital, Internet Companies, Transitory Revenue
Valuation; Management control systems; Start-ups; Competition; Strategy
management control, management accounting, entrepreneurship, startup companies, CEO turnover
© 2015 Social Science Electronic Publishing, Inc. All Rights Reserved. FAQ Terms of Use Privacy Policy Copyright Contact Us This page was processed by apollo5 in 0.438 seconds


text:
Comprehensive Compliance Consulting | Written Supervisory Procedures
Supervisory Control Consulting (3012-3013) | AML Programs and Audits | Full Service Broker/Dealer Registration
State Registrations and Licensing |
FinOP and FOCUS Consulting
CRP provides a broad range of compliance and regulatory services to the Broker/Dealer community. Our clients have found that outsourcing certain aspects of the compliance function is a cost effective strategy that provides access to qualified experts when needed.
Whether you are starting a new firm or you have an existing firm needing a mock regulatory exam, assistance with branch audits, new supervisory procedures, a continuing membership application or assistance with FOCUS Reports, state licensing or CRD registrations, you can be confident CRP will be up-to-date on the relevant issues related to Broker/Dealer compliance.
Comprehensive Compliance Consulting
CRP offers the following ongoing compliance consulting services for Broker/Dealers. We will coordinate a flexible compliance program to meet the needs of your firm.
CRP's Consulting Services:
- Written Supervisory Procedures
- Supervisory Controls (3012-3013) Procedures and Consulting
- AML Programs & Audits
- Full Service B/D Registration
- Continuance in Membership Application (Rule1017)
- Branch Office Audits
- NASD Mock Examinations
- State Registrations and Licensing
- FinOP & FOCUS Consulting
- Compliance Meetings
- CE Needs Assessment & Training
- Respond to regulatory inquiries (e.g. SEC and FINRA deficiency letters)
Written Supervisory Procedures
Written Procedures (Model)
Our Model Procedure Manuals are continually analyzed and updated as a result of regulatory reviews and changes in industry practices and technology. Due to our frequent interaction with the SEC, FINRA and state regulatory bodies, CRP's procedures cover the latest regulatory initiatives.
Our model procedures include specific manuals for each of the following:
- Written Supervisory Policies and Procedures
- Written Supervisory Control Policies and Procedures (NASD Rule 3012 and 3013)
Our model procedures are designed to provide guidance to firms who are developing new procedures or modifying existing procedures. Firms should not adopt "off the shelf" procedures without substantial modifications to conform to the firm's business activities and operations.
Written Procedures (Customized)
CRP will customize the Model Policies and Procedures to meet the specific needs of each client.
We will also review and update your current supervisory and compliance procedures, upon request.
Regulator Expectations
NASD Rules 3012 and 3013, along with amended NASD Rule 3010, set forth the current requirements for a supervisory system. CRP is an expert in instructing you relative to adopting and implementing the proper supervisory procedures for your company.
- Rule 3013 requires the CEO to certify that the firm has a process to adopt adequate Supervisory Policies and Procedures
- Rule 3010 requires the establishment of a supervisory system and implementation of adequate written supervisory policies and procedures
- Rule 3012 requires each firm to test and verify supervisory procedures and, if necessary, to amend policies and procedures
Minimum Requirements for a Supervisory System and Procedures are discussed in NTM 99-45. These requirements include:
- Written Supervisory Procedures reasonably designed to achieve compliance with all applicable laws and regulations
- Designating Qualifications of Principals Responsible for Supervision
- Designating Offices of Supervisory Jurisdiction
- Annual Compliance Meeting
- Review of Supervisory Procedures on a regular basis
- Annual Inspection
More detail on FINRA expectations regarding supervisory procedures is found in FINRA's Written Supervisory Procedures Review Checklist. Although this list is not to be considered a "safe harbor" or all inclusive, guidance is provided on what areas FINRA examiners are currently reviewing.
Supervisory Control Consulting (3012-3013)
For years, under NASD Rule 3010 and NYSE Rule 342, Broker/Dealers have been required to have supervisory systems and written supervisory procedures in place that are reasonably designed to ensure compliance with applicable rules and regulations. However, newly adopted NASD Rules 3012 and 3013 and amended NYSE Rule 342 have raised the bar on regulatory expectations regarding supervisory and compliance systems.
NASD Rule 3013 requires every CEO of a Broker/Dealer to certify that the Broker/Dealer maintains a process to establish, maintain, review, test and modify written compliance and supervisory procedures.
Rule 3013 also requires that a written report be prepared and reviewed by the CEO, CCO and other appropriate officers prior to executing the certification. The report should include the manner and frequency in which the processes are administered, as well as the identification of officers and supervisors who have responsibility for such administration. The CEO and CCO are required to have at least one meeting annually to discuss the findings of the report.
NASD Rule 3012 requires that your firm had identified one or more principals who had established, maintained and enforced a system of supervisory control policies and procedures that test and verify that the firm's supervisory procedures are reasonably designed to comply with applicable securities laws and NASD rules and amend those procedures when necessary. The identified principal(s) must submit to senior management, no less than annually, a report detailing the firm's system of supervisory controls, a summary of test results, significant identified exceptions and any additional or amended supervisory procedures created in response to the test results. Rule 3012 also contains specific requirements for supervision of producing managers and supervisory controls for transmittal of customer funds, change of address and changes in customer's objectives.
CRP's Supervisory Control Program
CRP assists firms in complying with the rules. Our program is based on feedback from FINRA regarding expectations for program implementation:
- Develop a list of business activities and applicable rules, regulations and internal controls for each activity;
- Conduct a "gap analysis" of your current supervisory procedures by assessing whether your procedures adequately address all applicable rules, regulations and internal policies and controls for each business activity;
- Develop new or modified procedures where material gaps in the current procedures exist;
- Develop and implement a verification and testing plan for the firm's procedures;
- Develop a reporting model to meet the requirements of Rule 3012 and 3013; and
- Create a model that may be used to support the CEO certification and reporting requirements in future years.
AML Programs (Model or Customized)
CRP has developed a comprehensive program to assist clients in meeting their AML responsibilities, to include:
- A Customer Identification Program
- A sample AML policy statement
- Written supervisory procedures and red flags to assist in monitoring activity and opening accounts.
AML Audits
NASD AML Rule 3011 requires that member firms provide for an independent testing function to review and assess the adequacy of and level of compliance with the firm's AML compliance program. "The rule will allow for either internal testing by qualified personnel or the use of a qualified outside party. If a firm uses internal personnel, sufficient separation of functions should be maintained to ensure the independence of the internal testing personnel. The independent testing should be performed annually. After a test is complete, the auditor should report findings to senior management or to an internal audit committee, as appropriate. The firm must ensure that there are procedures for implementation of the auditor's recommendations and corrective or disciplinary action as the case may warrant."
If your firm does not have a sufficient number of qualified internal personnel to maintain separation of functions so that the individual(s) testing the AML program are not involved in monitoring day-to-day AML compliance, you may need to hire an outside firm to conduct your annual audit. If you feel you have adequate personnel it may be more cost effective to conduct the testing internally.
CRP can either conduct the audit or train your internal audit staff.
Full Service Broker/Dealer Registration
CRP has fifteen years of experience assisting firms through the NASD/FINRA membership process. The regulatory and industry experience offered by CRP can reduce the risk of delayed or abandoned registrations, additional work delays and costly legal issues.
The cornerstone of a firm's compliance program is an effective set of supervisory and compliance procedures and supervisory control procedures that are reasonably designed to achieve compliance with all applicable securities laws, regulations and rules of FINRA. We take the time to understand the firm's business plan and prepare policies and procedures that address each firm's unique compliance issues.
CRP will prepare and file all required documents for Broker Dealer registration with the SEC, FINRA, MSRB and State Jurisdictions. These documents include the following:
- Form BD (Broker/Dealer Application Form) and all applicable schedules
- Form U-4 and fingerprint cards for each Registered Principal and Representative
- New Member Assessment Report
- Written Supervisory and Compliance Procedures
- Written Supervisory Control Procedures (Required under new Rules 3012 and 3013)
- Written Supervisory Procedures and Completed FINRA Procedures Checklist
- Assistance with the Business Plan
- Financial Statements and Net Capital Computation
- Description of Financial Controls, Communications and Operational systems
- Description of all Supervisors and Principals
- Description of Record-Keeping System
- Description and Documentation of the Nature and Source of Capital
- Continuing Education Needs Assessment and Training Plan
- Business Continuity Plan
- Anti-Money Laundering Program
- State and MSRB Registration Applications
- Fidelity Bond Application
- Description of Number, Experience, and Qualifications of Principals
- Description of Legal and Regulatory Actions Against any Associated Person
- Web CRD Entitlement Forms
- Provide Compliance Training to the Principals and Staff during the Application Period
- Additional Information Requested by FINRA following the initial filing and
- Additional Registration Requirements (i.e., FINS number, SIC agreement, SIPC Membership, MSRB Registration)
Change of Control / Change of Business Activities or Product Mix
FINRA member firms planning to implement changes in Ownership, Control or Operations and firms wanting to remove or modify restrictions placed on them by FINRA must file an application pursuant to NASD Membership Rule 1017. These filings can be quite extensive and may include a business plan, amended supervisory procedures, organizational charts and a continuing membership interview with the FINRA District Office. In addition, Rule 1017 sets forth strict time frames for filing requested information with the District Office. CRP offers experienced personnel to prepare these filings and act as the liaison with FINRA staff during the approval process.
State Registrations and Licensing
State Registrations
Firm or agent registration in a state can be very complicated and time-consuming. Each state offers written instructions on its individual registration process; however, the CRP registration staff is familiar with the "unwritten" preferences of many states that allow the registration process to be completed faster and more efficiently. CRP not only prepares and submits a state registration package, but also monitors the progress of each state filing until the registration becomes "APPROVED."
WebCRD and Representative Registration
Clients may outsource the entire Web CRD function to CRP staff. We will file all new U-4's, U-5's, BR's and amendments to Form BD, U-4 and U-5, and also file 3070 Complaint and Disclosure filings. CRP provides a Web CRD monitoring system for those firms who wish to use their internal staff resources more efficiently.
CRP evaluates each firm's business and determines the frequency of monitoring needed to keep the firm in compliance. CRP will supervise all areas of CRD and notify the firm of deficiencies, renewals, upcoming continuing education requirements and provide the firm with Supervision Reports. We are also available for consultation for any Web CRD filings, DRP reporting and 3070 Complaint and Disclosure Filings. By outsourcing daily, weekly or bi-weekly monitoring to CRP, a firm can save vast amounts of time and avoid unexpected and unnecessary violations.
CRP's FinOp Consulting Service is focused on providing relief to the Financial and Operations Principal who may wear several hats and/or has limited practical experience. The time consuming process of preparing monthly financial statements, net capital computations and filing monthly and/or quarterly FOCUS Reports can significantly reduce time available for revenue producing or compliance activities. Furthermore, the FinOp must stay current on any rule changes or new interpretations that may affect a Firm's net capital position and ultimately its ability to conduct certain types of securities business.
CRP's FinOp Consulting Services include the following:
- Full general ledger function
- Review financial statements, prepare net capital computation and file FOCUS report
- Participate in annual financial audit and FINRA/SEC examination
- Advise clients regarding changes in the Financial Responsibility Rules
- Advise clients as to the net capital impact of proposed transactions
- Assist firms in locating a qualified Financial and Operations Principal and/or bookkeeper


text:
SILVER SPRING, Md., June 20, 2012 — I have Asperger's syndrome. After years of hearing that parents were often diagnosed on the autism spectrum after their children were and reading accounts of autism that applied to me as much as they did to my autistic son, I finally chose to pursue and get an Asperger's diagnosis for myself this year.
As an adult who does not require services and who is pretty effectively indistinguishable from typical adults, some might wonder why I felt the need to get an official diagnosis. After all, such a thing requires a substantial investment of time, money and mental energy. Why bother?
The answer is much more complicated than the question and is probably different for every adult who contemplates such a thing. Many adults choose self-diagnosis of Asperger's at least partly because it can be so hard to find a qualified professional willing to do adult assessments or because they do not have the funds to pay for the several-hour appointments required.
For some, their status as an Aspie is so obvious to them that they do not feel a need for someone else to confirm it.
It was different for me. For as much time as I had spent thinking I was probably on the spectrum, I had spent a similar amount of time thinking of reasons why I couldn't be. I didn't need services. I didn't feel disabled. I could function socially and didn't fit any stereotypical ideas of what an Aspie would look like.
Yet I have sensory issues that significantly impact my quality of life. I have spent years both unconsciously and sometimes very purposefully watching other people to see how they act so that I would know how to behave in similar situations. I have difficulty in social situations, although I've learned to fake it very well. There are crucial life tasks that are very difficult for me to accomplish, but that my husband has been able to step in to do.
Although I felt that I probably fit the description of an Aspie, I didn't feel right assigning it to myself. Furthermore, if I had chosen to do that instead of hiring a professional, I knew that I would second-guess my self-diagnosis frequently. With a professional diagnosis, all of that energy that I had put into wondering if I was autistic or not, I could now put into other things.
Those other things include self-knowledge that I hope will help me find comfort in who I am and the limitations that my neurology places on me. Much as a self-diagnosed sensory processing disorder diagnosis (so obvious to me) years earlier put me more at ease in accepting my aversions to sensory stimuli, I hope that my Asperger's diagnosis will let me see the world and my behavior through a new, more forgiving lens.
For me, for years, my interior life has not matched my exterior life. I don't expect that to change. The diagnosis doesn't make me a different person, but it allows me to recognize truths about myself. To understand that it is okay to say no to an invitation because I just can't handle it. To accept that I will need to come home from an event and just sit on the couch to process for a while. To recognize that I will have to mentally prepare with self-talk prior to outings that I know will be stressful. To know that when I make an embarrassing social gaffe, that maybe there is a reason behind it.
My Asperger's diagnosis gives me a name for what I've always known I was, starting in elementary school when my mantra was, "Nobody understands me," up to today when the tagline to my personal blog is, "Get your quirk on." It gives me a connection to my autistic son and it gives me self-knowledge that I find precious.
I am grateful to have my diagnosis, but it wasn't easy to get there. The first hurdle I had to cross was my own willingness to open up about my need for a diagnosis. I reached out to the Autism Women's Network, but there are other organizations and networks that could offer support, including the Autistic Self Advocacy Network or Wrong Planet.net. They might be able to suggest someone who does adult diagnosis or, as in my case, they might just give you the encouragement you need to do so.
Finding a qualified psychologist to do the assessment can be a challenge, especially if you do not live in a large urban center. It is important to find someone with whom you feel comfortable and also someone who understands the difference in presentation between adult diagnosis and childhood diagnosis. If you are a woman, there are additional differences in the way autism and Asperger's presents in women.
I started contacting organizations that did child assessments to find out if they did adult assessments as well. Many did not. Some do adult assessments, but only through college age. Most will have suggestions for someplace else to try, however, and eventually it is likely that you will find someone. Ultimately I found two places: one was an organization that does assessments and provides other services for individuals on the spectrum and one was an individual psychologist whom I found by asking one of my son's providers if she knew someone.
Another thing you should know is that, much as a child's evaluation and assessment costs hundreds of dollars, so does adult assessment. It is probably worthwhile to look for researchers or others who might charge less, but it is likely you will have to pay a substantial amount for your diagnosis and it is also likely that your insurance will not cover it.
The assessment itself consisted of two long sessions of interviews and testing. I also provided some written material to explain some of the reasons I thought I might have Asperger's, as it is infinitely easier for me to fully express what I want to say in writing rather than in person. The psychologist also asked many questions about my childhood and my development, most of which I had to ask my mother about.
I should note that all of this is based on my own experience in getting a diagnosis. There are undoubtedly many ways to do it and infinite reasons why you might want or not want a diagnosis. I can only speak to my own. I wrote more extensively on my personal blog about why I chose to pursue diagnosis in a post called "Aspie Like Me: A Diagnosis Story."
Regardless of how or when or whether a self or professional diagnosis, choosing to discover something about yourself is, in my opinion, nearly always a good thing. Knowledge is power. It is also worthwhile to put thought into whether to publicly disclose your status on the spectrum.
I know that in my case, I am grateful to have had the time, resources and funds to discover a little bit more about how my brain is wired. I am grateful to be surrounded by supportive people who have embraced me when I told them about my diagnosis. I am glad that I can be an example of a proud Aspie adult for my autistic son. I look forward to finding out where this self-knowledge takes me in the future and wonder what twists it will bring to the path of my personal journey.
Jean writes a personal blog at Stimeyland and an autism-events website for Montgomery County, Maryland, at AutMont. You can find her on Twitter as @Stimey. Read more of Jean's work at Autism Unexpected in the Communities at the Washington Times. Please credit Jean Winegardner and the "Communities at WashingtonTimes.com" when linking to this story.
This article is the copyrighted property of the writer and Communities @ WashingtonTimes.com. Written permission must be obtained before reprint in online or print media. REPRINTING TWTC CONTENT WITHOUT PERMISSION AND/OR PAYMENT IS THEFT AND PUNISHABLE BY LAW.


text:
HOW much time do you see Buyers taking to write an offer?
Scott Godzyk, One of Manchester NH's Leading Agents (Godzyk Real Estate Services)
Once a Home buyers says "That is my Dream Home" how long do you see them waiting to write an offer? I am seeing an interesting pattern and when reading a question in the Active Rain, Q and A sec...
How Exciting... I just received the Best of Trulia Top Agent Award!
Cheri Savini, Quakertown Realtor, Bucks & Montgomery County (KELLER WILLIAMS REAL ESTATE)
Thank you Trulia... they gave me an exclusive badge on my profile and I will be featured on the Trulia homepage. I'm the Top Agent on Trulia in Quakertown because of my reviews and past sales.
97% Financing - Fannie Mae Releases Selling Guide 1.27.15
Eric Boucher, The FHA/VA Condo Project Approval Guy (ReadySetLoan Condo Team LLC)
97% Financing - Fannie Mae Releases Selling Guide 1.27.15 Fannie Mae released its updated version of the Selling Guide on January 27, 2015. The majority of the changes stem from its earlier announ...
Rocky Todaro Under Investigation For Possible Involvement in New England Patriots Deflate-Gate!
Rob Thomas, Bristol TN-VA & Tri Cities Agent, ABR, GRI, e-Pro (Prestige Homes of The Tri Cities, Inc. CALL....423-341-6954)
Rocky Todaro Under Investigation For Possible Involvement in New England Patriots Deflate-Gate! ActiveRain News Flash! Check out the latest news ....Rocky Todaro Under Investigation For Possibl...
To Be Successful In Sales We Have To Market Ourselves
George Souto, Your Connecticut Mortgage Expert (George Souto NMLS #65149 FHA, CHFA, VA Mortgages Connecticut)
I have been involved in sales for about 40 years. During those 40 years, I have attend several seminars on how to be successful in sales. Two thing always comes through loud and clear and are co...
Advertising Remarks Question
Nick T Pappas, Madison & Huntsville Alabama Real Estate Resource (Assoc. Broker/Broker ABR, SFR, e-Pro, @Homes Realty Group, Huntsville AL)
Advertising Remarks Question As agents we have to keep up with Fair Housing laws and are in fact required to complete Fair Housing class work as part of our continuing education. A question recentl...
On-Line Friendships
Dick Greenberg, Northern Colorado Residential Real Estate (New Paradigm Partners LLC)
Debbie Reynolds' Singing in the Rain challenge has been tremendous fun, providing us with a great excuse for some real-world interaction with our fellow AR members. But as I wrote that, I thought...
What are the BIGGEST Mistakes Wellington Home Flippers Make?
Michelle Gibson, REALTOR (Hansen Real Estate Group Inc. )
What are the BIGGEST Mistakes Wellington Home Flippers Make? Growing up I'll never forget the "creepy dilapidated house" down the block, the one where the imaginary witch lived, the one you told gh...
Writing a real estate blog post - how many words are necessary?
Marte Cliff, your real estate writer (Marte Cliff Copywriting)
Remember when the gurus said a web page or blog post needed to be 200 words in order for Google to pay attention? Then do you remember when that increased to 400? And now, although he does mention...
Has Your Listing Been Scammed on CraigsList? My Listing Just Did!
Fred Griffin, Licensed Florida Real Estate Broker (Frederick Griffin, Licensed Real Estate Broker)
Wow! CraigsList has an ad for a great rental in a Tallahassee neighborhood for only $1000 including utilities and lawn care. 3 bedrooms, 2 baths, large corner lot in a good location. There'...
We Are Testing Out a New Activity Feed - Feedback Please!
Kris Neese, Mr. Behind the Scenes at ActiveRain (Trulia | ActiveRain)
Hi everyone, As part of our release on January 26th, we released a beta version of the new activity feed that we are planning to add to the home page. We set up this test page so you can look throu...
Q: At your open houses, what app are you using on your iPad or tablet to have prospects touring the home sign in? Also, have you any resistance to people signing in on an iPad, how do you overcome it?
Sharon Paxson, Newport Beach Real Estate - HOM Sotheby's Int'l Re (HÔM Sotheby's International Realty, BRE License 01501912)
Q: How can you find potential Probate Sellers before they file any papers in probate courts?
Morry Eghbal, CEO of Successorsdata.com (www.successorsdata.com)
Q: What is the most productive part of your workday? Why?
Debbie Reynolds, Your Dedicated Clarksville TN Real Estate Agent (Berkshire Hathaway HomeServices PenFed Realty, Your Clarksville Real Estate Professional, 931-920-6730)
Q: If you are at a listing appointment and the seller says they are interviewing a few Realtors and asks you what is it that makes you the best listing agent, what do you say?
Noah Seidenberg, Chicago-land and its Suburbs (800) 858-7917 (Coldwell Banker)
Targeting Your Market: Social Media is the New Neighborhood
Suzanne De Vita, Online Associate Editor (RISMedia)
Our global economy (and the infinite abyss that is the Internet) can make it seem like your reach has to extend far beyond the parameters of your market. And while that can be true in some cases, b...
Q: Anybody heard of a Lease with Right to Purchase investor who is buying homes cash after you find the tenant to lease it? I have 2 of them going right now. Seems like a pretty good program.
Gary Meek, (916) 995-9385 (NewVision Realty Group)
Projects Not to Do It Yourself
Jim Sinnott, Realtor, ABR, GRI Licensed in MA and RI (Keller Williams Realty)
Projects Not to D-I-Y Television today is awash with many real estate based reality shows: shows on buying your first home, buying and flipping homes, buying vacation homes, buying homes al...


text:
Howdy, Stranger!
It looks like you're new here. If you want to get involved, click one of these buttons!
2005 versus 2006 Freestyles
Is there any big difference? I'm currently looking for a certified pre-owned Freestyle with the safety and security package. Those side airbags are hard to find! There are quite a few 2005s out there, but are there any major reliability issues with the 2005 models versus the 2006 ones? Consumer reports rates higher brake, fuel system, suspension and audio problems for the 05s, and these ratings are better for the 2006 model year. Should I stick with trying to find an 06?
freealfas Posts: 652Find an '06 not because CR says what it says regarding reliability but because its a year newer and has had a year of production under its belt to get the process refined. Our '05 ltd fwd has been great short of the common rear brake issue(gone @ 17k). Get the dark interior to eleiminate the dash glare issue of the light interior and leather if you can swing it as the base model fabric seems to stain fairly easy.
Other than its been a great ride. -
sportman Posts: 23I concur with Freealfas - mine is an '05 LTD AWD. I am at 33,000 miles and the only disappointment is the rear brakes. If you find an '05 that was a BUILD TWO version (Manufactured after May??, I think) - go for it, the price will be less and the rear brake issue can be rectified with ceramic pads.
Build two alleviated most of the initial hiccups in '05. -
passat_2002 Posts: 468
This discussion has been closed.


text:
Wed, Sep 2, 09 at 21:42
I am wondering if this chinensis variety "hot paper lantern" has similar flavor and heat to the orange or red habanero? Anyone is welcome to share their experience with growing and/or eating this pepper as well. |
Follow-Up Postings:
They have a little of the hab "fruitiness",but not nearly as much as most habs ,and not nearly as hot. just my opinion. :) Kevin |
- Posted by Marianne 30415(firstname.lastname@example.com) onMon, Jul 25, 11 at 15:14
My son and I own resorts in Costa Rica and buy these peppers down there and make a fabulous sauce with them! They appeal to us (we are both hot food lovers) more than many other peppers because of their extreme heat and smokey flavor...Bad weather affected our plants here in Georgia this year, and they are late producing. Does anyone know where I can purchase the peppers? Thanks. Marianne |
Please Note: Only registered members are able to post messages to this forum. If you are a member, please log in. If you aren't yet a member, join now!
Return to the Hot Pepper Forum
Information about Posting
- You must be logged in to post a message. Once you are logged in, a posting window will appear at the bottom of the messages. If you are not a member, please register for an account.
- Please review our Rules of Play before posting.
- Posting is a two-step process. Once you have composed your message, you will be taken to the preview page. You will then have a chance to review your post, make changes and upload photos.
- After posting your message, you may need to refresh the forum page in order to see it.
- Before posting copyrighted material, please read about Copyright and Fair Use.
- We have a strict no-advertising policy!
- If you would like to practice posting or uploading photos, please visit our Test forum.
- If you need assistance, please Contact Us and we will be happy to help.
Learn more about in-text links on this page here


text:
Your password reset email has been sent. Please be sure to check your spam folder if you do not receive the email in your inbox.
We're always coming up with ways to help you stay on track with coupons and promotions designed just for you. Visit us often to learn about exciting new offers!
We're evolving for you! Our great-tasting meals have more protein, fiber and nutrients to help you reach your goals.
of any 10 Products
Combine smart eating with workouts at home using Weight Watchers® Fitness Kits to reach your goals faster!
Make 2015 your best year yet! Save time and money with tasty new recipes and coupons for your favorite products.


text:
Excited families, relatives and friends waiting to see their seniors graduate from high school.
This photo was shot on film. Taken by lomofish with a Zenit TTL loaded with Kodak Gold 400 (35mm) film in Malmö, Sweden. These tags describe this photo: family, relatives, people, graduation, student, studenten, high, school, balloons, friends, lomo, 35mm, film, lomography, colors, and lightleak. Date: 2010-06. Time: Afternoon. This photo can also be found in the album First Days with Zenit TTL [forgotten roll].Please login to get more out of this site
You are currently not logged in, do so now to add comments, like articles as well as photos, submit to competitions, translate articles and gain access to unlimited photo upload! If you are not registered yet, go here to find out more about Lomography and join now! If you just want a limited account for now you can use Twitter or Facebook. We would love to have you as a member here!
8 people like this photo
Liking photos helps us to present the best ones to you and others. 8 people like this photo. 8 people like this photo: adash, sixsixty, kiri-girl, mafiosa, weleasewoger72, hervinsyah, pangmark, and stouf.
1 comment
Great color


text:
Funeral service will be at 2:30 p.m., Saturday, November 3, 2012, at New Jerusalem COGIC in Drew with Reverend Edward R. Smith officiating. Burial will follow in Drew Cemetery under the direction of T.L. Redmon Funeral Home, Cleveland.
Visitation will be from 1-5 p.m., Friday, November 2, 2012, at the funeral home.
Survivors include: son, Caderius Brown of Memphis, Tenn.; father, Willie Lee Ellis of Tutwiler; mother, Elizabeth Brown of Jackson; brothers, Wi Havius Brown and Lee Mon Brown, both of Jackson, and Lawrence Hudson, Jacques Matthews, Chuncey Matthews and Tarfred Matthews, all of Tutwiler; sisters, Anita Brown of Jackson and Katrina Roebuck, both of Hattiesburg, and Dynita Ellis and Charlisha Ellis, both of Tutwiler; maternal grandfather, Ross Sylvester Johnson of Tchula; maternal grandmother, Annie Brown of Chicago, Ill.; paternal grandmother, Earlene Ellis of Tutwiler; and a host of nieces, nephews, relatives, and friends.
Online guestbook may be viewed and signed at www.tlredmonfuneralhome.com


text:
Cliff Harris suspended indefinitely; will miss LSU game
Oregon cornerback Cliff Harris has been suspended "indefinitely" from the football team in the wake of citations for driving at 118 miles per hour with a suspended license, coach Chip Kelly announced in a news release Wednesday afternoon.
At a minimum, Harris will miss Oregon's high-profile season-opener with LSU in Dallas, Texas, on Sept. 3, Kelly said in the release.
"Cliff's future is clearly in Cliff's hands," Kelly said in the release. "Earning an opportunity to represent the University of Oregon and this football program certainly rests far beyond a player's ability on the field of play. Our behavior out of the spotlight often is more important and will be held to a higher standard.
"Until Cliff is able to conform to the same standards all of us must comply with, his status will remain unchanged."


text:
Psychiatry and Behavioral Sciences
Olga Brawman-Mintzer, MD
Olga Brawman-Mintzer, MD | ||
Olga Brawman-Mintzer, MD, is a Professor of Psychiatry at the Medical University of South Carolina (MUSC). She earned her BS and medical degrees at The Hebrew University, Hadassah Medical School in Jerusalem, Israel. She went on to serve as a Postdoctoral Research Fellow at UCLA. Dr. Brawman-Mintzer completed residency in Psychiatry at the University of Miami School of Medicine and a 2-year Research Fellowship in anxiety disorders at the Department of Psychiatry at MUSC. She was also a visiting scientist at the National Institute of Mental Health, Division of Services and Intervention. At the University level, Dr. Brawman-Mintzer served as Medical Director for CNS Research and Business Development for The Clinical Innovation Group/MUSC Foundation for Research Development. She is the Director of the Anxiety Disorders Program. Dr. Brawman-Mintzer has been also a staff physician in the Mental Health Service line in the VA Medical Center since 2001 and served as a member of the Research and Development Committee at the VA until 2008. Her VA research has been continuously funded through HSR&D multicenter grants and investigator-initiated VA research projects. A Diplomate of the American Board of Psychiatry and Neurology, Dr. Brawman-Mintzer published extensively in peer-reviewed journals and textbooks. She serves as Principal Investigator and collaborator on federally funded and industry sponsored multidisciplinary projects focusing on biological correlates, the impact and innovative treatments for neuropsychological sequela of medical conditions as well as mood and anxiety disorders. | ||
At the completion of this session, the participant should be able to: | ||
1. Review the definition, prevalence and cost of TBI. | ||


text:
SF Bay Area
Searches Related to
Motorcycles for Sale in 94602
Used Motorcycles on Oodle Used Motorcycles Used Road Bikes Used Sport Bikes Used Touring Motorcycles Used Dirt Bikes Used MX Bikes Used Supercross Bikes Used Scooters & Mopeds Motorcycle Trailers Classic Motorcycles Competition Motorcycles Custom Motorcycles Mini & Pocket BikesMotorcycles for Sale in 94602
(1 - 15 of 1,776)-
$5,700 2013 Moto Guzzi Griso 1200 8V SE
Moto Guzzi · Oakland, CA2013 Motto Guzzi Griso 1200 8V SE Aggressive black/silver color concept in a matte tone. Under manufacturer's warranty. It is in immacul... -
$4,300 1997 Moto Guzzi Daytona RS Red
Moto Guzzi · Red · Mountain View, CA1997 Moto Guzzi Daytona RS with 1536 original miles, clean title with paper work, I was told by a collector that only 308 were made. The ... -
$2,300 Suzuki C50 Boulevard 2005
Suzuki · San Jose, CAC50 Suzuki 2005 Boulevard Cruiser. It is in great condition. The only visual issue is the rack on back of seat is showing signs of weathe... -
$6,500 1938 Indian *ORIGINAL Chief
Indian · Oakland, CA--1938 INDIAN CHIEF 1200cc. COLOR RED. THIS IS AN ORIGINAL MOTORCYCLE (BARN FIND) THAT STARTS & RUNS & RIDES GOOD. CLUTCH & TRANS WORK GO... -
$6,517 1973 Kawasaki H2 750 Beautiful Kawasaki
Kawasaki · Oakley, CAThis bike was restored 8-10 years ago just before I bought it. I have maybe 200 miles on it since. Mostly riding through my neighborhood ... -
$5,000 2003 Harley Davidson Road King Classic 100 Year Anniversary Model
Harley-Davidson · Castro Valley, CA03' Road King Classic with extra's. This bike is a pleasure to ride, runs great. Fluids were changed, purple synthetic engine oil was use... -
$3,900 1974 Green Laverda SF1 750cc
Laverda · Green · Hayward, CA*Very nice Laverda SF1. Has been sitting in a museum. Will need a new battery and maybe the carbs cleaned. This motorcycle is in nice sha... -
$3,450 1973 Triumph TridentT150 starts first kick
Triumph · San Jose, CAalmost everything on the motorcycle is original (with the exception of the gators and a few rubber parts), the rubber on the foot pegs, n... -
$5,880 2011 Yamaha R1
Yamaha · San Jose, CAUp for sale is my clean title 2011 Yamaha R1 in candy Red. This color scheme was exclusive to 2011 year. The following upgrades have been... -
$4,500 2006 Orange CHOPPER! IronHorse
Orange · San Jose, CATHIS IS AN IMMACULATE 2006 AMERICAN IRONHORSE TEXAS CHOPPER IN GREAT CONDITION AND WITH ONLY 2090 MILES ON IT THIS BIKE IS BARELY BROKEN ... -
$8,300 006 Ducati Sport1000
Ducati · Fremont, CAExterior Color: Black Make: Ducati Engine Size (cc): 1,000 Model: Supersport Warranty: Vehicle does NOT have an existing warranty Sub Mo... -
$4,400 2011 Harley-Davidson Touring
Harley-Davidson · Lathrop, CABeing sold as a project, As-Is, Non-Running, Missing some parts, View Photos! 1584 cc 96 Cubic inch Fuel Injected 6 speed transmissi... -
$4,000 1975 BMW R756 750cc Airhead Motorcycle with Upgrades & New Parts
BMW · San Jose, CAThis is a 1975 BMW R75/6. It's blue. It's really quite beautiful, though it's by no means a concours bike.- Rebuilt master cylinder, cali... -
$3,200 2007 BMW R1200 RT w/PIRELLI ANGEL Tires
BMW · San Rafael, CA2007 BMW R1200RT. 29,500 Miles. All new Plastic from a bike with 700 miles on it. The Back Box and all Brown Parts came off a bike that h... -
$4,200 2001 HARLEY DAVIDSON Touring FLHTCUI
Harley-Davidson · Oakland, CABurgundy NEW TIRES THIS SPRING, OIL CHANGE EVERY 1000 MILES OR AS CLOSE AS POSSIBLE, NEW BRAKES THIS SPRING, HAS SMALL INDENT ON FRONT F...
More on Oodle Marketplace
Oodle Marketplace is a great place to find used cars, used motorcycles, used RVs, used boats, apartments for rent, homes for sale, job listings, and local businesses. Athens Motorcycles | Austin Motorcycles | Washington Motorcycles | Greenville Motorcycles | Jacksonville Motorcycles | Los Angeles Motorcycles | Madison Motorcycles | Oklahoma City Motorcycles | Omaha Motorcycles | Anaheim Motorcycles | Riverside Motorcycles | San Antonio Motorcycles | Seattle Motorcycles | Trenton Motorcycles | Tucson Motorcycles.
Safety Tips
Safety Tips
- Meet the seller and test drive before you buy.
- Be cautious of underpriced items.
- Don't wire money or take advance payments.
- Only pay for shipping if you know the seller.
To learn more, visit the Safety Center. Report suspicious listings by clicking on .


text:
1. A legislative framework should:
(a) provide for worker and union rights in relation to collective bargaining which, as a minimum, meet the standards set by international law and are comprehensive, enforceable and facilitate union organising;
(b) ensure that all workers have access to fair and relevant award wages and conditions in the context of living standards generally, and as a basis for bargaining;
(c) enable compulsory conciliation and arbitration of all industrial disputes; and
(d) facilitate the operation of independent and genuine industrial organisations with the capacity to effectively represent members.
2. The Commission's powers should be enhanced and its independence assured. The Commission should be required to develop and publish a protocol for defining, receiving and handling bona fide complaints against Commission members as well as complaints about Commission systems and processes.
3. The full constitutional powers of the Commonwealth should be used to ensure that all Australian workers receive access to rights and protections no less than those available under federal legislation. These powers should not override state systems that provide comparable rights and protections to the federal system, but legislation must ensure that federal standards prevail over inferior state systems.
4. The Workplace Relations Act (Act) should be amended to give the Commission the power to make awards on any matter that is the subject of an industrial dispute; that is, empowering the Commission to the full extent of the constitutional conciliation and arbitration power. In particular, the Act should provide that, prima facie, provisions removed from awards pursuant to the 1996 amendments, should be restored.
5. The Act should be amended to remove the requirement to contain facilitative provisions. The amending Act should contain provision for facilitative provisions inserted as a result of simplification to cease to have effect unless their continuance is consented to by all award parties or their representatives.
6. The Commission should be required to ensure that awards provide for secure, relevant and consistent wages and conditions and provide for fair standards for employees in the context of living standards generally prevailing in the community. A priority for the Commission should be to address the crisis of low pay in Australia.
7. The Commission should be able to give regard to market rates, where appropriate, in determining award rates of pay.
8. The Commission should be required to ensure that achievement of equal remuneration for work of equal value is a consideration in its determinations, including for women, young people and labour hire and contracted out employees.
9. Additional resources should be provided to ensure the operation of an effective system of compliance.
10. Federal legislation that provides for collective bargaining should ensure that Australian law is consistent with international standards and is conducive to union organising.
11. To make it clear that the legislation is directed towards the encouragement of collective bargaining between unions and employers or organisations of employers, the following should be included as objects of the Act:
(a) establishing and protecting rights to collective bargaining between unions and employers or employer organisations;
(b) providing rights for parties in collective bargaining consistent with Australia's international obligations;
(c) encouraging the association of workers and employers in trade unions and employer organisations; and
(d) preventing discrimination in rates of pay and conditions for work of equal value performed by employees irrespective of their mode of employment.
12. Employers should be required to bargain in good faith with a union which has indicated its desire to negotiate a collective agreement.
13. The Commission should be empowered to make binding orders in relation to the commencement and continuation of the collective bargaining process to ensure that the parties to a bargaining period negotiate in good faith. The powers of the Commission should also include the capacity, where unions agree, to mandate a single bargaining unit comprising the appropriate unions which have initiated a bargaining period. Where such a single bargaining unit has been formed, the employer must negotiate in good faith with the single bargaining unit.
14. The orders should be able to deal with issues such as:
(a) provision of information to the other party, including in relevant languages;
(b) requirement to genuinely consider proposals from the other party;
(c) adherence to a program for meeting and responding;
(d) recognition of unions' representative role and preventing conduct which undermines the authority of a union to represent workers or which interferes with the relationship between a union and its members;
(e) preventing the employment of replacement workers during protected action; and
(f) time limits for the conclusion of an agreement.
15. The Commission should be empowered to arbitrate a bargaining dispute where legitimate collective bargaining is not occurring, taking into account matters including:
(a) that arbitration should not be used to avoid legitimate use of protected industrial action to achieve improved standards;
(b) the relative bargaining strength of the parties;
(c) the conduct of each party in the bargaining process;
(d) the history of wage fixing in the particular award, including whether it was characterised as a paid rates award; and
(e) the effect of the dispute on the community or part of it or on the economy or part of it.
16. Employers required to bargain with a union should not be permitted to put alternative agreements directly to employees during the bargaining process.
17. In line with international standards, union and delegate rights should be either legislated or determined by the Commission. These rights should include:
(a) physical and electronic right of entry for union officials;
(b) the right for unions to hold discussions with and meetings of employees on the employer's premises; and
(c) delegates' rights to time off for training and facilities to enable them to carry out their functions, such as access to telephone, fax, email and reasonable time to consult with members.
18. It should be unlawful for an employer to discriminate in any way against an employee because the employee is seeking to bargain collectively through his or her union, or to induce an employee to abandon his or her right to bargain collectively through his or her union.
19. Congress recognises that successful bargaining is a key factor in encouraging increased union density. Where there is more than one union in a workplace or industry sector involved in collective bargaining, unions must make every effort to agree on joint claims and tactics. Where unions are operating in an SBU unions must not undermine the legitimate bargaining claims and tactics of the union collective by separate negotiations or settlement with the employer. Unions must not enrol or seek to enrol members of other unions whilst they are engaged in prosecuting collective bargaining disputes. Where a dispute arises the matter should be referred to the ACTU for prompt resolution.
20. Workers should be able to take industrial action, including the right to strike, in accordance with international conventions, including on economic and social issues. Industrial action should be dealt with by the Commission, not the courts.
21. The right to take protected industrial action should be extended to collective bargaining on a multi-employer or industry basis, and to sympathy action in support of workers taking protected action against their employer.
22. The provisions of the Act which allow employers to lock out employees have been used to inflict extreme hardship and unfair pressure on employees in the bargaining process. Lock outs should not be a feature of the Australian industrial relations system. Part VIB Division 8 of the Act should be amended to remove lock out provisions.
23. Sections 127, 170MN and Part VIIIA of the Act, together with sections 45D-EB of the Trades Practices Act should be repealed. The Commission should deal with industrial action by unions or employers in the context of its general powers in relation to industrial disputes.
24. Unions should have the right to be notified and intervene in certification proceedings for any agreement that is intended to cover an employee for whom the union has coverage under its rules.
25. The ACTU and its affiliates note that under the present legislation, non-union agreements have been used by employers to deunionise workplaces and undermine the union bargaining strategy. ILO conventions on collective bargaining and freedom of association embrace the fundamental role that unions play in effective and genuine collective bargaining. Unions believe that the only agreements that can genuinely protect workers are those negotiated with the involvement of unions. This is why the promotion of the representative roles of unions should be reinstated as an object of the legislation. Unions oppose non-union agreements for the foregoing reasons, and the fact that non-union agreements deliver inferior outcomes in pay and conditions to union negotiated agreements.
26. Multi-employer agreements should be able to be certified on the same basis as single enterprise agreements. Where an agreement has dominant coverage in an industry there should be scope for the Commission to extend its terms to cover non-consenting employers.
27. If the legislation continues to allow certification of collective agreements made without union involvement, then this should be available only where there are no union members at an enterprise, and should be subject to the Commission being satisfied that the agreements are:
(a) the result of a genuine collective bargaining process, involving genuine majority support of the employees concerned; and
(b) not capable of being used by employers to undermine or exclude collective bargaining involving union representation.
28. Where there is at least one union member involved, the union must be party to the negotiating process and the agreement. Where a union has initiated a bargaining period and this remains in place, negotiations for a non-union agreement should not be able to commence or continue.
29. Section 170LL appears to allow the employer to pre-select the bargaining partner on behalf of potential employees at a greenfields project, regardless of whether or not the employer's preferred partner will ultimately be truly representative of the workers later employed. Accordingly the Act should be amended to ensure that certified agreements are not misused as de facto demarcation instruments.
30. The no-disadvantage test should ensure that employees are not disadvantaged in their general or specific terms and conditions of employment by the making of the agreement. The Commission should be required to issue a statement certifying that the necessary calculations have been made to ensure that the agreement has been measured against the relevant award and the test satisfied.
31. Provision should be made for certified agreements to include a term providing that a specified negotiating fee be deducted from the wages of all employees covered by the agreement to be forwarded to the relevant union. The Union may determine that such fee be offset against union dues if paid by the employee.
32. The Office of the Employment Advocate, together with the system of AWAs, should be abolished. There should be no legislative provision for individual agreements.
33. The definition of an "employee" should be extended to provide greater protection for persons who work under a contract wholly or substantially for labour only, even where that person is a lessee or owner of tools or other implements of production or of a vehicle used to transport goods or passengers.
34. The definition of an "employer" should be extended to include partnerships, group training schemes and labour hire agencies.
35. The Commission should be required to ensure, as far as practicable, that casual employment be applicable only for workers engaged on an unpredictable non-continuous basis, essentially for emergency situations, unforeseen absences or short-term demands. Casual and seasonal workers should be entitled to pro-rata leave on the same basis as other workers.
36. The Commission should be empowered to determine disputes about the use of contractors and labour hire companies.
37. The Commission should be empowered to regulate the use of precarious employment forms, depending on the circumstances of particular industries or workplaces.
38. Transmission of business provisions should apply in all cases where work or functions are transferred from one entity to another.
39. The Act should be amended to provide that a transmission of business includes where an employer ceases operations, and another company re-commences a similar business where that second company includes one or more of the same directors as the first company, whether or not the same assets are involved.
40. The Superannuation Guarantee Act should be amended to provide that superannuation contributions must be paid monthly.
41. An object of the Act should be inserted to ensure that award working hours provisions facilitate regular and predictable work, and prevent the working of excessive or unreasonable hours.
42. The Commission should be empowered to regulate the hours of work of all workers, including part-timers and casuals, and to include a minimum and maximum duration of employment for casual workers.
43. The Commission should be empowered to provide for portability of entitlements.
44. The Commission should be specifically empowered to set minimum and maximum hours of work for part-time workers.
45. The Commission should have power to determine disputes over hours of work.
46. The Commission should be able to determine requirements for consultation, monitoring and agreement about rostering, staffing levels and hours of work.
47. The Commission should be required to ensure that awards contain effective and innovative provisions to assist workers to combine work with family responsibilities, including provisions relating to hours of work.
48. The Commission should be required specifically to examine proposed agreements in relation to whether or not they positively assist the workers covered by the agreement to combine work with family responsibilities, and, in particular, that flexible hours provisions be held to contravene the no disadvantage test if they could result in disadvantage to workers with family responsibilities.
49. Personal/carer's leave should be legislated as a minimum standard of employment to apply to all employees who do not have access to at least this standard.
50. Paid maternity leave of 14 weeks, in line with the ILO Maternity Protection Convention, should be introduced.
51. The legislation should be amended to ensure that all employees, including apprentices and trainees, have access to a timely and fair remedy to prevent and compensate cases of unfair termination of employment.
52. As a priority, provisions relating to unfair dismissal should be streamlined.
53. The Commission should be required by legislation to:
(a) hear and determine unfair dismissal cases within set timeframes; and
(b) give the remedy of reinstatement primacy.
54. In circumstances of mass terminations, unions should be given the ability to make a single application to be heard and determined within set timeframes.
55. Application and filing fees for unfair dismissal applications should be abolished.
56. The ACTU and unions support the extension of workplace consultation. Better health and safety, improved skills, career paths and productivity can result from a stronger role for workers and their unions in the organisation of work. Better community services can also be achieved in the public sector by enabling the constructive input of workers and their unions.
57. Legislation should require that awards and agreements include provisions giving employees the right to be consulted on a regular and comprehensive basis. In particular there should be a requirement for the provision of information to unions and workers on the company's overall strategy and planning, with particular reference to employment-related issues, including new technology, products and processes, the company's future planning, future labour requirements and proposed changes to work organisation.
58. While the full detail of consultative mechanisms required in awards and agreements should be developed through a broad debate, key requirements for unions include:
(a) the promotion of consultation at the industry level, and the potential use of Industry Consultative Councils under s.133 of the Act;
(b) enterprise level consultative mechanisms not having a role in collective bargaining;
(c) where there is union representation in existence at the workplace, this being recognised as representing employees for the purpose of consultation;
(d) employers being required to provide all relevant information on issues including the economic and financial position of the business, its likely development, probable employment trends, the introduction of new working methods and substantial organisational changes.


text:
Depressed, or just "Life?" - page 4
I'd like some feedback from my fellow Nurses on this topic. Sociology question/debate.This IS NOT, I repeat NOT in any way shape or form a flame against ppl who have depression issues, so please... Read More
3Mar 17, '12 by Whispera, BSN, MSN, APRN, CNSI believe people can be disabled by the kind of depression that is a response to terrible things happening, just as much as they can be disabled by chemical-imbalance-in-the-brain depression. If we see those two on a continuum from situational to chemical, there's a spot where they probably overlap, and it's difficult to see exactly where that spot is. I also believe situational depression can trigger chemical depression. Sometimes medications can help situational depression when it's unclear if it's all situational or not.
Depression is what the person says it is. It's not helpful to say someone with situational depression is suffering less than someone with chemical depression. It's still suffering. Both types can range from just-a-little to GOOD-GRIEF!!!
Some people respond to stress differently than others too. Some fall apart, some become hard, and some work to change the stress. We're all just different in personality. It's good to have coping skills and to develop the ones we have as well as to learn new ones. Until we have them, though, sometimes we suffer immensely... -
1Mar 17, '12 by dirtyhippiegirl, BSN, RNI guess I find this question very interesting because I've been dx'd as clinically depressed (and anxious and anorexic and eventually borderline) since I was 12 or 13. And I was, like, actually clinically depressed spent-most-of-my-teenaged-years-in-psych-hospitals crazah.
I am currently very unhappy with many of my life choices. Marriage. Job. etc.
I personally think that divorcing the two sources of my depression has been the hardest thing that I've ever done. But it is possible.leslie :-D likes this. -
0Mar 17, '12 by sunny4youTotally don't understand it, when so many people, especially women need so many lets say medication to help them cope with "LIFE" .... don't get me wrong, I'm not talking about those who actually have a psychological or physical imbalance/condition!!..There are too many volunteering positions or even causes that need human hands to participate or lend a hand to..so to speak....I don't get it....give me a break....if they would just stop focusing on themselves, they would get out of this rut....exercise as simple as walking is excellent too, and you can't wait for the desire for these feelings to occur, you have to push yourself outside to the local high school track or your neighborhood or even the sidewalk in your own neighborhood....it just requires pushing yourself.....lets say its a start....
1Mar 20, '12 by netglowWell, if you do try meds for depression and you don't notice any change... one thing I'd say, if they help just a tiny bit, maybe just enough to get you up another rung of that ladder you are climbing to get out of the "pit of hell", go for it.
I think it takes a lot of things to get out of a depression, and if meds help great. Some people make to much a big deal of it all. It's just a pill. There I said it. You can do a lot worse to "harm" yourself IMHO. Relax, see if it works.leslie :-D likes this. -
1Mar 20, '12 by nmychairI think that going through life can cause people to lose perception. My "aha" moment was a couple months after my mom died about 12 years ago (my dad and biggest hero died when I was 16, so death wasn't a stranger to me), i had quit my job and found no happiness at any turn. My husband would come home everyday to find me asleep in the closet after I had cried myself to sleep. He sent me to the doctor, I came home with meds and days became blurs. I woke up one day, six months into the medication haze and decided I would rather experience highs and lows than experience nothing at all. Ever since, I have made myself goals to accomplish. When one goal is met, I make another one, or two. Was this clinical depression? or situational depression? Personally I don't care what you call it, I call it "I need to stay busy to stay happy". A pill couldn't give me the goal driven happiness i feel right now. Let me say that I am a new graduate, so overwhelmed I may feel in the next couple of weeks but nonetheless I am penciling out my next set of goals (first of which is to find me an excellent mentor in the hospital I just became employed with).
Life isn't fair, isn't perfect, and the sun doesn't shine every day, we need the rain to grow. That being said, I think if you are truly depressed, you don't even feel like complaining, cause really what good does it do, is anything or anyone going to change? Those are the ones I fear are really suffering. If you have the energy to complain, then try using that energy to change.
Don't flame me, it is just my opinion, take it for what it is.leslie :-D likes this. -
1Mar 20, '12 by leslie :-DQuote from netglowi have to tell you netglow, i disagree with you.I think it takes a lot of things to get out of a depression, and if meds help great. Some people make to much a big deal of it all. It's just a pill. There I said it. You can do a lot worse to "harm" yourself IMHO. Relax, see if it works.
let me say that i have absolutely no problems with one taking meds, if the situation warrants it, and you are being monitored by a competent professional.
but speaking from personal experience and a knowledge base, those seemingly innocuous pills, carry plenty of power and punch.
most, if not all, antidepressants carry a warning of potential suicidal ideations, along with a dozen of other (potential) se's.
these meds can truly, precipitate ravaging effects on one's mind.
that is why i am against them being used for relatively benign depression...
and should be prescribed selectively and judiciously.
major depression is a devastating illness that impacts all who are close to the person.
given appropriately, antidepressants can be literal lifesavers...no doubt about it.
but "just a pill", can also be wreak excruciating havoc, if chemically incompatible.
you are 100% spot on when stating that it takes a lot to climb out of depression...
and that meds are only a small part of the solution.
i also really liked the poster who stated that if you have the energy to complain, then use this energy constructively.
being productive help with one's depression...often feeling rewarding.
this thread has been enlightening in so many ways.
thanks to all who have contributed.
leslieVivaLasViejas likes this. -
0Apr 24, '12 by wanderlust99.............Last edit by wanderlust99 on Apr 24, '12 : Reason: too personal


text:
B&B $15 at the Radisson Edmonton South
For an extra $15, receive breakfast for two in the Atrium Restaurant!
Mother always said that breakfast is the most important meal of the day, and we agree.
Book the Rate of the Day and for an additional $15, enjoy our hot breakfast buffet in the Atrium Restaurant for up to two guests.
Package includes:
- Guestroom accommodations
- Hot breakfast buffet for up to two registered guests
- 2,000 bonus Gold Points®
Join Club CarlsonSM today!
Additional packages are available at www.radisson.com/edmontonca.
Villkor och bestämmelserRate does not include gratuity or taxes


text:
Norwegian Cruise Line
Miami, Florida , 33126, United States
Offering a "Freestyle Cruising" experience, Norwegian Cruise Line has an extensive offering of journeys that vary in destination and length of trip to satisfy a variety of budgets and preferences. Leaving from the Port of Miami, Norwegian's trips range from a two-day quick getaway to the Bahamas to a 7-day trip to the Western Caribbean. Transatlantic trips to destinations like Venice, Italy, typically 23 days in length, are also available. On board, guests have access to activities like pools with slides, relaxing spas, and casinos. The cruise line also offers Freestyle Dining, which includes no set dining times or assigned tables.
Open / Closes- Big (over 600 guests)
- Family Excursion
- Families
- Games and Contests
- Gym
- Handicapped Accessible
- Lectures (*select sailings)
- Nighttime Programming
- Outdoor Dining
- Other Live Entertainment
- Pool(s)
- Specialty Restaurant(s)
- Teen Club


text:
Name Last modified Size Description
Parent Directory - etherwake-1.09-x86_64-4cf.txt 16-Feb-2012 18:06 338 etherwake-1.09-x86_64-4cf.txz 15-Feb-2012 17:31 7.7K etherwake-1.09-x86_64-4cf.txz.asc 22-Jul-2013 12:31 490 etherwake-1.09-x86_64-4cf.txz.md5 16-Feb-2012 18:06 64
The Slackers.it Slackware Repository ====================================================================== etherwake You can wake up WOL compliant Computers which have been powered down to sleep mode or start WOL compliant Computers with a BIOS feature. WOL is an abbreviation for Wake-on-LAN. It is a standard that allows you to turn on a computer from another location over a network connection. etherwake also supports WOL passwords. ======================================================================


text:
Deader Than Ever (Music)
With Jim Bruce
Sat Aug 21st 2010 11.00pm–1.00am
R=listener request. N=music new at the station. L=local music. Your purchases using the Buy it! links
Time zone: central
11:02pm | Grateful Dead "Darkstar>China Cat Sunflower>The Eleven" from 1/28/68 (self)Buy it! |
11:21pm | Little Feat "Fat Man In The Bathtub" from Waiting For Columbus (WB/Rhino 2002)Buy it! |
11:26pm | Grateful Dead "Easy Wind" from Unknown Date (self)Buy it! |
11:34pm | Legion of Mary "Freedom Jazz Dance" from 8/30/74 (self)Buy it! |
11:55pm | Old And In The Way "Panama Red" from Breakdown (Acoustic Disc www.acousticdisc.com 1997)Buy it! |
11:58pm | Grateful Dead "Terrapin Station" from To Terrapin (Rhino) R Buy it! |
12:12am | Little Feat "Feats Don't Fail Me Now" from Waiting for Columbus (Live) (Warner Bros. 1978)Buy it! |
12:18am | Jerry Garcia Band "Sugaree" from After Midnight (Rhino 1980)Buy it! |
12:34am | Grateful Dead "Smokestack Lightening" from Three From The Vault (dead.net www.dead.net)Buy it! |
12:51am | Grateful Dead "When I Paint My Masterpiece" from Dozin' At The Knick (Grateful Dead Productions)Buy it! |
12:55am | Grateful Dead "Little Sadie" from Reckoning Bonus Material (Rhino)Buy it! |
Like everything else, times are approximate. Spinitron and this station are not liable for errors or omissions.