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- brandAldentagged by SYSTEM, 7/31/11
- itemAlden Black Balmoral Shell Cordovan Cap Toe Oxfordtagged by LA Guy, 1/23/15
- itemAlden Black Shell Cordovan Plain Toetagged by LA Guy, 1/23/15
- itemAlden Burgundy Shell Cordovan Chukkatagged by LA Guy, 1/23/15
- itemAlden Burgundy Shell Cordovan Longwingtagged by LA Guy, 1/23/15
- itemAlden Indy Boot 405tagged by LA Guy, 1/23/15
- itemAlden Ravello Shell Long Wing Bluchertagged by LA Guy, 1/23/15
- itemAlden Sand Suede Flex-Welt Chukka Boottagged by LA Guy, 1/23/15
- itemAlden Snuff Suede Flex-Welt Chukka Boottagged by LA Guy, 1/23/15
- categoryFootweartagged by SYSTEM, 7/20/11More
- topicShell Cordovantagged by violethour1951, 5/6/13
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***The official Alden thread *** Share enthusiasm, reviews, sizing, advice, and photos. - Page 4751post #71251 of 1224161/18/14 at 8:33pmpost #71252 of 1224161/18/14 at 8:40pm
mdubs, great looking penny loafers sir. Mine are back in the box waiting for the snow to go away. Nice socks?post #71253 of 1224161/18/14 at 8:54pm
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- mdubs
- Mayor of Aldenville
post #71254 of 1224161/18/14 at 9:30pm
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I have an original Rosen ARG that is over 20 years old that's still going strong. Is that a Solo you're running?post #71255 of 1224161/18/14 at 9:48pm
I have an original Rosen ARG that is over 20 years old that's still going strong. Is that a Solo you're running?[/quote]
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Yep, Solo CDP 9 mm.post #71256 of 1224161/18/14 at 11:22pm
post #71257 of 1224161/19/14 at 6:33am
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So a few weeks back I had posted about my decision between 2 pairs of PTBs (Unionmade Officer Shoe vs Epaulet Tyrol)...
I ended up getting the Officer shoe (which I love) but knew right away I had to have the Tyrol as well..
My first pair of Alden's were on the Berrie and at the time, assuming I was a 10 on the braddock I went with a 9.5. I would not say the shoe was too big but just a little roomy in the toe area so when it came time to pick a size in the Leydon last (Officer Shoe) I chanced it on the 9.5 and have had no regrets.
So now I am faced with another Berrie PTB purchase and am struggling between another 9.5 that will be a touch roomy in the toe or sizing down to a 9 which should either be just like my 9.5 Leydon (perfection) or….to small..
any input would be greatly appreciated.
and pic just bc :-)post #71258 of 1224161/19/14 at 6:57am
^^^Personally I would go with the larger size. I like the ability to wear a thick sock...even where I live in Florida.post #71259 of 1224161/19/14 at 7:42am
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Hello guys,
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Been a SF member for ages but have been MIA for a while. Was wondering if anyone could help me figure out what sizing in need in a Barrie Last for Alden.
I presently where McNairy in a size 9us and in a Vans Era in 10.5. I know I really should go get measured but was wondering if anyone knew what sizing I should be shooting for going off these two shoe brands.
I was thinking 9.5us in a Barrie but I am starting to second guess myself and think i need a size 10.
If anyone can please shed some light on this it would be appreciated.post #71260 of 1224161/19/14 at 8:08am
Doubful. I wear 10 US in McNairy and I'm 9.5D Barrie. You're probably 8.5D in Barrie. The Barrie is .5 larger than TTS. McNairy is TTS.post #71261 of 1224161/19/14 at 9:28amMdubs,
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Love your cigar LHS but I think those jeans need some workpost #71262 of 1224161/19/14 at 10:02am
I had a question about the fit on the alden cap toe boot before I ordered it. I wear a sz 10d pair of alden Indy 403s on the tru balance last. Which I ordered half a size smaller,They fit perfectly. I know the captoe is on a different last. Would you guys recommend ordering a 10.5d in the cap toe?post #71263 of 1224161/19/14 at 10:07amLove the new captoe Frans Boone has! #8 on Grant but with brass eyelets, very coolpost #71264 of 1224161/19/14 at 10:19am
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Return HomeBack to Forum: Streetwear and Denim
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- ***The official Alden thread *** Share enthusiasm, reviews, sizing, advice, and photos.
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***Located in Fall Branch, Tennessee*** If you want safe and stylish and as broke as they come, you've found the right horse. This 12 year old gelding…SOLD
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subset: commoncrawl


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|By Marketwired .
Article Rating:
|March 20, 2014 05:46 PM EDT
NEW YORK, NY -- (Marketwired) -- 03/20/14 -- Levi & Korsinsky announces that a class action lawsuit has been commenced in the USDC for the Eastern District of Virginia on behalf of investors who purchased K12, Inc. ("K12" or the "Company") (NYSE: LRN) common stock between March 11, 2013 and October 9, 2013.
Click here to learn more about the action http://zlk.9nl.com/k12, or call: 877-363-5972. There is no cost or obligation to you.
The complaint alleges that Defendants issued materially false and misleading statements and/or failed to disclose material information regarding the Company's student enrollment and revenue growth prospects for fiscal year 2014.
On October 8, 2013, the Company disclosed information contrary to its prior positive statements regarding the fiscal outlook for 2014. In particular, K12 disclosed that the Company's growth prospects were, in fact, limited and impeded by: a) the Company's failure to timely invest in promotional efforts to enroll new students; and b) failure to consider and adhere to legal compliance requirements affecting student enrollment.
If you suffered a loss in K12 you have until April 1, 2014 to request that the Court appoint you as lead plaintiff. Your ability to share in any recovery doesn't require that you serve as a lead plaintiff. To obtain additional information, contact Joseph E. Levi, Esq. either via email at [email protected] or by telephone at (212) 363-7500, toll-free: (877) 363-5972, or visit http://zlk.9nl.com/k12.
Levi & Korsinsky is a national firm with offices in New York, New Jersey, Connecticut and Washington D.C. The firm's 26 attorneys have extensive expertise in prosecuting securities litigation involving financial fraud, representing investors throughout the nation in securities and shareholder lawsuits. For more information, please feel free to contact any of the attorneys listed below. Attorney advertising. Prior results do not guarantee similar outcomes.
Levi & Korsinsky, LLP
Joseph Levi, Esq.
Eduard Korsinsky, Esq.
30 Broad Street - 24th Floor
New York, NY 10004
Tel: (212) 363-7500
Toll Free: (877) 363-5972
Fax: (866) 367-6510
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Bert Loomis was a visionary. This general session will highlight how Bert Loomis and people like him inspire us to build great things with small inventions. In their general session at 19th Cloud Expo, Harold Hannon, Architect at IBM Bluemix, and Michael O'Neill, Strategic Business Development at Nvidia, discussed the accelerating pace of AI development and how IBM Cloud and NVIDIA are partnering to bring AI capabilities to "every day," on-demand. They also reviewed two "free infrastructure" pr...
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WebRTC is the future of browser-to-browser communications, and continues to make inroads into the traditional, difficult, plug-in web communications world. The 6th WebRTC Summit continues our tradition of delivering the latest and greatest presentations within the world of WebRTC. Topics include voice calling, video chat, P2P file sharing, and use cases that have already leveraged the power and convenience of WebRTC.
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Rapid innovation, changing business landscapes, and new IT demands force businesses to make changes quickly. In the eyes of many, containers are at the brink of becoming a pervasive technology in enterprise IT to accelerate application delivery. In this presentation, attendees learned about the: The transformation of IT to a DevOps, microservices, and container-based architecture What are containers and how DevOps practices can operate in a container-based environment A demonstration of how ...
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Cloud Expo, Inc. has announced today that Andi Mann returns to 'DevOps at Cloud Expo 2017' as Conference Chair The @DevOpsSummit at Cloud Expo will take place on June 6-8, 2017, at the Javits Center in New York City, NY. "DevOps is set to be one of the most profound disruptions to hit IT in decades," said Andi Mann. "It is a natural extension of cloud computing, and I have seen both firsthand and in independent research the fantastic results DevOps delivers. So I am excited to help the great t...
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"At ROHA we develop an app called Catcha. It was developed after we spent a year meeting with, talking to, interacting with senior citizens watching them use their smartphones and talking to them about how they use their smartphones so we could get to know their smartphone behavior," explained Dave Woods, Chief Innovation Officer at ROHA, in this SYS-CON.tv interview at 19th Cloud Expo, held November 1-3, 2016, at the Santa Clara Convention Center in Santa Clara, CA.
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If you haven't heard yet, CollabNet just put out some very big news for managing and gaining value from DevOps. We introduced CollabNet DevOps Lifecycle Manager (DLM) — a platform designed exclusively for providing a single pane of glass, dashboard, and traceability views across your DevOps toolchain and processes from planning to operations and that can be traced back to planning and development.
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@DevOpsSummit taking place June 6-8, 2017 at Javits Center, New York City, is co-located with the 20th International Cloud Expo and will feature technical sessions from a rock star conference faculty and the leading industry players in the world. @DevOpsSummit at Cloud Expo New York Call for Papers is now open.
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SYS-CON Events announced today that Fusion, a leading provider of cloud services, will exhibit at SYS-CON's 20th International Cloud Expo®, which will take place on June 6-8, 2017, at the Javits Center in New York City, NY. Fusion, a leading provider of integrated cloud solutions to small, medium and large businesses, is the industry's single source for the cloud. Fusion's advanced, proprietary cloud service platform enables the integration of leading edge solutions in the cloud, including cloud...
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Video experiences should be unique and exciting! But that doesn't mean you need to patch all the pieces yourself. Users demand rich and engaging experiences and new ways to connect with you. But creating robust video applications at scale can be complicated, time-consuming and expensive. In his session at @ThingsExpo, Zohar Babin, Vice President of Platform, Ecosystem and Community at Kaltura, discussed how VPaaS enables you to move fast, creating scalable video experiences that reach your aud...
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Regulatory requirements exist to promote the controlled sharing of information, while protecting the privacy and/or security of the information. Regulations for each type of information have their own set of rules, policies, and guidelines. Cloud Service Providers (CSP) are faced with increasing demand for services at decreasing prices. Demonstrating and maintaining compliance with regulations is a nontrivial task and doing so against numerous sets of regulatory requirements can be daunting task...
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With major technology companies and startups seriously embracing IoT strategies, now is the perfect time to attend @ThingsExpo 2016 in New York. Learn what is going on, contribute to the discussions, and ensure that your enterprise is as "IoT-Ready" as it can be! Internet of @ThingsExpo, taking place June 6-8, 2017, at the Javits Center in New York City, New York, is co-located with 20th Cloud Expo and will feature technical sessions from a rock star conference faculty and the leading industry p...
Dec. 10, 2016 12:45 PM EST Reads: 2,138


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Merry Mimosas
Total Time
Prep 5 mins
Cook 0 mins
These have become a New Years Day brunch tradition at our home. They are quick to make and taste good as prepared or as non-alcoholic. We got the recipe out of a holiday BC cookbook several years ago.
Ingredients Nutrition
- 3 tablespoons sugar
- 2 cups fresh orange juice, chilled
- 1 cup cranberry juice
- 2 (25 ounce) bottles champagne or 2 (25 ounce) bottlescatawba grape juice, chilled
- 8 orange slices
- Put sugar and orange juice in a blender. Cover and blend on medium speed about 15 seconds, or until foamy.
- Put 2 Tbsp cranberry juice in each of 8 glasses.
- Pour 1/4 c orange juice into each glass.
- Add about 1 c champagne (or grape juice) to each glass.
- Garnish with orange slices.
Most Helpful
These are great. Everyone loved them .


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Did Muhammad Proclaim the Inferiority of Women?
Prophet Muhammad wanted to warn Muslim women against the misdeeds which are more likely to cause them to be thrown away in the Hell-fire. He wanted to stress that most women in th ...Read More »
Helping the Poor
In fact, all divine religions order helping and lending the poor without interest. They also prohibit ignoring and turning one's back on them. Alms should be given to them even if ...Read More »
Altruism and Regard for Others
Altruism is when a person cares for others' needs more than his own, despite his need. He might stay hungry to feed others and stay thirsty to let others drink. ...Read More »


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SAM MILLS COOKIE GF ANIMAL CARAMEL-8 OZ -Pack of 7 17.5 x, vanilla
- Brand New In Stock
- Item is brand new Original sealed packaging
List Price $18.99
Please note: BLINQ sells products in multiple conditions (new, open box, refurbished, etc). Not all reviews are reflective of the condition that you may purchase.
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- Features
- SAM MILLS COOKIE GF ANIMAL CARAMEL-8 OZ -Pack of 7 17.5 x, vanilla
- 856688004218
- Brand
- Sam Mills
- Model
- 14218
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- 14218
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- Condition is determined, with only the best items passing inspection.
- Item is heavily discounted on BLINQ.com to sell quickly.


text:
Having undesirable fat in different areas of your body can have a considerable influence on your health and self-confidence. While standard weight loss through exercise and diet plan is a great method to lose weight in general, even the very best workouts cannot target problem areas like the stomach, inner thighs, arms, and buttocks. Liposuction is a time tested treatment that is utilized to remove excess fat from specific locations of the body, allowing an individual to form and contour their body to their preference. Is liposuction right for you? Discover now.
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text:
From appetizers to salads, entrées to desserts, these 20-minute recipes use fruit to demonstrate nature's sweetness.
Rum-Spiked Grilled Pineapple with Toasted Coconut
This tropical dessert couldn't be easier, and it cooks on a grill pan, so you can make it any time of year. For a twist, use a mango-, coconut-, or other-flavored rum in the glaze mixture.


text:
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United States District Court, M.D. Pennsylvania
November 26, 2014
PAUL R. GOSS, JR., Plaintiffv.STANDARD STEEL, LLC, Defendant
For Paul R. Goss, Jr., Plaintiff: Derrek W. Cummings, Larry A. Weisberg, LEAD ATTORNEYS, Joel Weisberg, McCarthy Weisberg Cummings, P.C., Harrisburg, PA.
For Standard Steel, LLC, Defendant: Jill L. Locnikar, Ryan W. Colombo, PRO HAC VICE, Cohen & Grigsby, P.C., Pittsburgh, PA; Robert B. Cottington, Cohen & Grigsby, Pittsburgh, PA.
Christopher C. Conner, Chief United States District Judge.
Plaintiff Paul R. Goss, Jr. brings the above-captioned action pursuant to the Family and Medical Leave Act (" FMLA"), 29 U.S.C. § 2601 et seq . Plaintiff alleges that defendant Standard Steel, LLC violated the FMLA by failing to notify plaintiff about his eligibility for FMLA benefits and by unlawfully terminating him during an extended absence from work. Presently before the court are the parties' cross-motions for summary judgment (Docs. 30, 36). Also pending are defendant's motions to strike the original (Doc. 39) and supplemental (Doc. 50) reports of plaintiff's expert witness. For the reasons that follow, the court will grant defendant's motion for summary judgment.
I. Factual Background and Procedural History[1]
Plaintiff Paul R. Goss, Jr. (" Goss") was employed by defendant Standard Steel, LLC (" Standard Steel") from 1997 to 2012. (Doc. 35 ¶ 1; Doc. 44 ¶ 1). During the relevant time period, Goss worked in the Advanced Forging and Machining Department. (Doc. 37 ¶ 2; Doc. 47 ¶ 2). In 2011, Goss began to experience a number of health issues. On June 22, 2011, Goss saw his primary care physician, Jennifer Sunderland, PA-C (" Sunderland") of Family Health Associates (" FHA"), for headaches, a white film in his mouth, and sinus-related problems. (Doc. 35 ¶ 6; Doc. 44 ¶ 6). Goss subsequently developed chest pain when swallowing and other digestive issues. (Doc. 35 ¶ 7; Doc. 44 ¶ 7). On August 18, 2011, after an appointment with Sunderland, Goss was diagnosed with unspecified dysphagia, inter alia, and began empiric treatment for thrush and esophageal reflux. (Doc. 35 ¶ 7; Doc. 44 ¶ 7). Sunderland also recommended that Goss undergo an X-ray, ultrasound, and endoscopy. (Doc. 37 ¶ 11; Doc. 47 ¶ 11). On September 22, 2011, Goss received an endoscopy, which indicated mild gastritis and a stricture of the gastroesophageal junction. (Doc. 35 ¶ 9; Doc. 44 ¶ 9). On October 12, 2011, Goss visited FHA for continued epigastric pain and was diagnosed with esophagitis reflux, inter alia . (Doc. 35 ¶ 10; Doc. 44 ¶ 10). FHA provided Goss with work excuses for medical-related absences from August 17 to August 19, 2011[2] and from October 20 to October 21, 2011. (Doc. 35 ¶ ¶ 8, 13; Doc. 44 ¶ ¶ 8, 13). The work excuses stated that Goss was under the professional care of FHA and was unable to work on the dates identified. (Doc. 35 ¶ ¶ 8, 13; Doc. 44 ¶ ¶ 8, 13).
On the morning of December 5, 2011, Goss did not feel well at work. (Doc. 35 ¶ ¶ 14, 47; Doc. 44 ¶ ¶ 14, 47). Goss's supervisor, Ronald Stuter (" Stuter"), found Goss wandering around his machine in a daze with " glassy" eyes and slurred speech. (Doc. 35 ¶ 47; Doc. 44 ¶ 47). Goss told Stuter that he did not know what was wrong. (Doc. 35 ¶ 47; Doc. 44 ¶ 47). Stuter transported Goss to Standard Steel's dispensary to see the company nurse, Christine Erhart (" Erhart"). (Doc. 35 ¶ 14; Doc. 44 ¶ 14). Goss complained to Erhart that he felt tired, shaky, and unsteady on his feet. (Doc. 35 ¶ 14; Doc. 44 ¶ 14). According to Erhart, Goss informed her that he had taken a sleeping pill late the night before and did not receive enough sleep. (Doc. 35-7, Ex. F at 23:12-21). Erhart sent Goss home. (Doc. 31 at 9; Doc. 44 ¶ 14). Goss did not return to Standard Steel after December 5, 2011. (Doc. 35 ¶ 15; Doc. 44 ¶ 15). On December 15, 2011, Goss called Sunderland and informed her that his epigastric pain had not improved. (Doc. 35 ¶ 21; Doc. 44 ¶ 21; Doc. 37 ¶ 18; Doc. 47 ¶ 18). Sunderland purportedly informed Goss that she had done all that she could for him, advised him to modify his medication, and scheduled an appointment with a gastrointestinal specialist for January 31, 2012. (Doc. 35 ¶ 21; Doc. 44 ¶ 21; Doc. 37 ¶ 18; Doc. 47 ¶ 18).
Between December 6 and December 13, 2011, Goss called Standard Steel on multiple occasions either to call off sick or to report back to work. (Doc. 35 ¶ ¶ 17-19; Doc. 44 ¶ ¶ 17-19). In those instances in which Goss called Standard Steel to report back to work on a given day, he subsequently called off sick for that day. (Doc. 35 ¶ 18; Doc. 44 ¶ 18; Doc. 37 ¶ ¶ 28-29; Doc. 47 ¶ ¶ 28-29). On December 13, 2011, Goss spoke with Stuter on the phone and informed him that he would likely not return that week due to how sick he was. (Doc. 37 ¶ 31; Doc. 47 ¶ 31).
On December 15, 2011, Goss called Standard Steel and spoke with Erhart. (Doc. 35 ¶ 22; Doc. 44 ¶ 22). According to Goss, he notified Erhart that his physician advised him that she did not need to see him and referred him to a specialist. (Doc. 35 ¶ 24). Goss maintains that he informed Erhart that he had an appointment with the specialist and could not return to work before that appointment. (Id.) Goss avers that he inquired about sick and accident (" S& A") benefits and that Erhart told him that she would mail him the relevant forms so that he could begin to receive those benefits. (Id.) According to Erhart, Goss informed her that he wanted to schedule an appointment with Standard Steel's occupational health department to return to work but had not seen his family doctor. (Doc. 35 ¶ 23; Doc. 44 ¶ 23). Erhart testified that she instructed Goss to make an appointment with his physician for an initial work release and to contact the dispensary after that appointment. (Doc. 35 ¶ 23; Doc. 44 ¶ 23). Pursuant to company policy, a Standard Steel employee who is absent for more than six days is required to obtain an initial release from Standard Steel's occupational health department and final approval from Standard Steel's dispensary. (Doc. 37 ¶ 32; Doc. 47 ¶ 32).
Human Resources Manager Charles O'Neill (" O'Neill") was responsible for the overall administration of the FMLA at Standard Steel. (Doc. 35 ¶ 41; Doc. 44 ¶ 41). On or after December 15, 2011, O'Neill directed that Goss receive S& A as well as FMLA paperwork. (Doc. 35 ¶ 27; Doc. 44 ¶ 27). Standard Steel's records indicate that Goss was mailed S& A paperwork but not FMLA paperwork. (Doc. 35 ¶ 29; Doc. 44 ¶ 29). According to Goss, he returned his S& A paperwork to Standard Steel the day that he received it. (Doc. 47 ¶ 42).
Goss evaluated his condition on a day-to-day basis but remained at home through January 9, 2012. (Doc. 35 ¶ 31; Doc. 44 ¶ 31; Doc. 37 ¶ 23; Doc. 47 ¶ 23). During this time, according to Goss, he " sat around being sick" and had difficulty getting out of his recliner. (Doc. 35 ¶ 44; Doc. 37 ¶ 24; Doc. 47 ¶ 24). Goss did not see a health care provider between December 6, 2011 and January 9, 2012. (Doc. 37 ¶ 26; Doc. 47 ¶ 26).
On January 9, 2012, Standard Steel sent Goss a termination letter. (Doc. 35 ¶ 32; Doc. 44 ¶ 32). The letter stated that Goss had been absent from work for more than five working days without justification and was therefore subject to dismissal pursuant to the collective bargaining agreement between Standard Steel and Goss's union, the United Steelworkers. (Doc. 35-15, Ex. N at 1). As Human Resources Manager, O'Neill was responsible for the decision to dismiss Goss. (Doc. 35 ¶ 40; Doc. 44 ¶ 40).
After Standard Steel terminated Goss, union president Jeffrey Wray (" Wray") requested that Goss provide him with documentation about his medical condition to present at a grievance hearing with Standard Steel. (Doc. 37 ¶ 35; Doc. 47 ¶ 35). Goss obtained a letter from FHA, dated January 19, 2012, that stated that Goss had been diagnosed with dysphagia and gastroesophageal reflux disease (" GERD"), that he complained of frequent abdominal pain, and that he was being seen by a gastroenterologist to address these conditions. (Doc. 35 ¶ 38; Doc. 44 ¶ 38; Doc. 37 ¶ 36; Doc. 47 ¶ 36; Doc. 37-1, Tab A at Ex. 15). Goss alleges that he was too ill to keep his appointment with the gastroenterologist on January 31, 2012. (Doc. 35 ¶ 33). Goss's union filed a grievance on his behalf but subsequently withdrew the complaint. (Doc. 37 ¶ 7; Doc. 47 ¶ 7).
On February 3, 2012, Goss fell in his bathroom. (Doc. 35 ¶ 35). Emergency medical workers found Goss minimally responsive with a weak carotid pulse and brought him to a hospital. (Id.) Goss was discharged approximately one week later with a principal diagnosis of human immunodeficiency virus and a secondary diagnosis of adrenal insufficiency. (Doc. 35 ¶ 36; Doc. 44 ¶ 36).
On March 6, 2013, Goss commenced the instant action. (Doc. 1). He brings one claim for interference with his FMLA rights on the grounds that Standard Steel failed to notify him of his FMLA eligibility and unlawfully terminated him during his absence from work due to a " serious health condition." (Id. ¶ ¶ 25-26). Goss moved for summary judgment on April 23, 2014. (Doc. 30). In support of his motion, Goss attached an expert report by Dr. Paul D. Williams, D.O., FAAFP (" Dr. Williams"), dated March 31, 2014, which concluded that Goss had a " serious health condition." On May 2, 2014, Standard Steal filed a motion to strike Dr. Williams's expert report pursuant to Federal Rule of Evidence 702 and Daubert v. Merrell Dow Pharmaceuticals, Inc., 509 U.S. 579, 113 S.Ct. 2786, 125 L.Ed.2d 469 (1993), on the grounds that the report impermissibly offers a legal conclusion, that it is not helpful to the factfinder, and that it lacks a reliable methodology. (Doc. 39). In his brief in opposition to Standard Steel's motion to strike, Goss attached a supplemental expert report by Dr. Williams, dated May 13, 2014. (Doc. 45-1). Goss disputes that Dr. Williams's original report is deficient but avers that the supplemental report cures any defects. (Doc. 45 at 3). On June 16, 2014, Standard Steel filed a motion to strike Dr. Williams's supplemental expert report. (Doc. 50). In addition to the arguments it advances in connection with its motion to strike Dr. Williams's original report, Standard Steel contends that Goss offers the supplemental report for an improper purpose. (Doc. 51 at 4-6). On April 30, 2014, Standard Steel moved for summary judgment on Goss's FMLA claim. (Doc. 36). All four motions have been fully briefed and are ripe for disposition.
II. Legal Standard
Under Federal Rule of Civil Procedure 56, summary judgment is appropriate when " there is no genuine dispute as to any material fact and the movant is entitled to judgment as a matter of law." Fed.R.Civ.P. 56(a). A factual dispute is " material" if it might affect the outcome of the action under applicable law, and is " genuine" only if there is a sufficient evidentiary basis that would allow a reasonable factfinder to return a verdict for the non-moving party. Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248-49, 106 S.Ct. 2505, 91 L.Ed.2d 202 (1986). The burden of proof is on the non-moving party to come forth with " affirmative evidence, beyond the allegations of the pleadings, " in support of its right to relief. Pappas v. City of Lebanon, 331 F.Supp.2d 311, 315 (M.D. Pa. 2004); see also Celotex Corp. v. Catrett, 477 U.S. 317, 322-23, 106 S.Ct. 2548, 91 L.Ed.2d 265 (1986). " Such affirmative evidence--regardless of whether it is direct or circumstantial--must amount to more than a scintilla, but may amount to less (in the evaluation of the court) than a preponderance." Saldana v. Kmart Corp., 260 F.3d 228, 232, 43 V.I. 361 (3d Cir. 2001) (quoting Williams v. Borough of W. Chester, 891 F.2d 458, 460-61 (3d Cir. 1989)). This evidence must be adequate, as a matter of law, to sustain a judgment in favor of the non-moving party on the claims.
See Anderson, 477 U.S. at 250-57; Matsushita Elec. Indus. Co. v. Zenith Radio Corp., 475 U.S. 574, 587-88, 106 S.Ct. 1348, 89 L.Ed.2d 538 (1986); see also Fed.R.Civ.P. 56(a), (c), (e). Only if this threshold is met may the cause of action proceed.
Pappas, 331 F.Supp.2d at 315.
The court is permitted to resolve cross-motions for summary judgment concurrently. InterBusiness Bank, N.A. v. First Nat'l Bank of Mifflintown, 318 F.Supp.2d 230, 235 (M.D. Pa. 2004) (describing concurrent resolution of cross-motions for summary judgment as " a formidable task"); see also Irvin v. United Mine Workers of Am. Health & Ret. Funds, No. 2: 05CV1072, 2007 WL 539646, at *1 (W.D. Pa. Feb. 15, 2007); 10A Charles Alan Wright et al., Federal Practice and Procedure § 2720 (3d ed. 2014). When doing so, the court is bound to view the evidence in the light most favorable to the non-moving party with respect to each motion. Fed.R.Civ.P. 56; Int'l Raw Materials, Ltd. v. Stauffer Chem. Co., 898 F.2d 946, 949 (3d Cir. 1990); see also Strategic Learning, Inc. v. Wentz, No. 1: 05-CV-0467, 2006 WL 3437531, at *4 (M.D. Pa. Nov. 29, 2006).
III. Discussion
The primary purposes of the FMLA are " to balance the demands of the workplace with the needs of families" and " to entitle employees to take reasonable leave for medical reasons." Callison v. City of Philadelphia, 430 F.3d 117, 119 (3d Cir. 2005) (quoting 29 U.S.C. § 2601(b)(1)-(2)). To accomplish these goals, the FMLA accords eligible employees up to twelve weeks of leave during any twelve-month period. 29 U.S.C. § 2612(a)(1). The FMLA makes it unlawful for employers to " interfere with, restrain, or deny the exercise of or the attempt to exercise" any substantive rights provided under the Act. Id. § 2615(a)(1).
To state an interference claim under the FMLA, an employee must demonstrate that (1) the employee was an eligible employee under the FMLA; (2) the employer was subject to the FMLA's requirements; (3) the employee was entitled to FMLA leave; (4) the employee gave notice to the employer of his intention to take FMLA leave; and (5) the employer denied the employee the benefits to which he was entitled under the FMLA. Criscitello v. MHM Servs., Inc., No. 4: 10-CV-0200, 2013 WL 4049724, at *4 (M.D. Pa. Aug. 9, 2013) (citing Mascioli v. Arby's Rest. Grp., Inc., 610 F.Supp.2d 419, 429 (W.D. Pa. 2009)). An employee is entitled to FMLA leave if he experiences a " serious health condition that makes the employee unable to perform the functions of the position of such employee." 29 U.S.C. § 2612(a)(1)(D). The FMLA's implementing regulations[3] define a " serious health condition" as " an illness, injury, impairment or physical or mental condition that involves inpatient care . . . or continuing treatment by a health care provider." 29 C.F.R. § 825.113(a). " Continuing treatment" within the meaning of the FMLA includes a prescribed period of incapacity and treatment, as well as any period of incapacity or treatment due to a " chronic serious health condition." Id. § 825.115(a), (c).[4] Unlike retaliation claims under the FMLA, interference claims do not require a showing of discrimination; they concern only " whether the employer provided the employee with the entitlements guaranteed by the FMLA." See Callison, 430 F.3d at 120.
The parties do not dispute that Goss was an eligible employee under the FMLA or that Standard Steel was subject to the Act. (Doc. 35 ¶ ¶ 2-5; Doc. 44 ¶ ¶ 2-5). Rather, both parties move for summary judgment on the issues of entitlement and notice. Goss contends that the undisputed facts demonstrate that he had a serious health condition, that he provided Standard Steel sufficient notice of his desire for FMLA leave, and that Standard Steel interfered with his right to FMLA leave. (Doc. 31 at 6-21). Standard Steel argues that Goss's interference claim fails as a matter of law because Goss cannot establish that he had a serious health condition or that he provided Standard Steel with adequate notice of any such condition. (Doc. 38 at 6-19). In opposition to Goss's motion, Standard Steel further argues that summary judgment in its favor is appropriate because Goss cannot show that he was prejudiced by any failure to advise him of his FMLA rights. (Doc. 43 at 17-19). The court concludes that there is no genuine issue regarding whether Goss sufficiently notified Standard Steel of a need for FMLA leave and hence does not reach whether Goss experienced a serious health condition or whether he has shown prejudice.
A. Employees' Notice Obligations Under the FMLA
The FMLA contemplates a " cooperative dialogue" between employees and employers with respect to the needs of each. Shtab v. Greate Bay Hotel & Casino, Inc., 173 F.Supp.2d 255, 257 (D.N.J. 2001). Proper notice is an essential part of this dialogue; an employee's right to take FMLA leave is predicated on notifying his employer of a need for leave. Hayduk v. City of Johnstown, 580 F.Supp.2d 429, 455 (W.D. Pa. 2008). When an employee's need for FMLA leave is foreseeable, the employee must notify the employer at least thirty days before the leave commences. 29 C.F.R. § 825.302(a). When the need for leave is unforeseeable, the employee must inform the employer " as soon as practicable." Id. § 825.303(a). The notice must " provide sufficient information for an employer to reasonably determine whether the FMLA may apply to the leave request." Id. § 825.303(b). When an employee seeks FMLA leave for the first time, he need not expressly assert FMLA rights or even reference the FMLA. Lichtenstein v. Univ. of Pittsburgh Med. Ctr., 691 F.3d 294, 303 (3d Cir. 2012) (quoting 29 C.F.R. § 825.303(b)). Rather, the employee must provide the employer with enough information to demonstrate that FMLA leave may be necessary. Sarnowski v. Air Brooke Limousine, Inc., 510 F.3d 398, 402-03 (3d Cir. 2007) (quoting Woods v. DaimlerChrysler Corp., 409 F.3d 984, 990 (8th Cir. 2005)). Merely calling in sick does not constitute sufficient notice. Jacobs v. York Union Rescue Mission, Inc., No. 1: 12-CV-0288, 2013 WL 433327, at *4 (M.D. Pa. Feb. 5, 2013); 29 C.F.R. § 825.303(b). Similarly, an employee's extended absence from work, without more, does not place the employer on notice of a serious health condition. Wilson v. Kuhn's Quality Foods, No. 05-511, 2006 WL 2709384, at *10 (W.D. Pa. Sept. 20, 2006); see also Andrews v. CSX Transp., Inc., 737 F.Supp.2d 1342, 1351 (M.D. Fla. 2010) (" A period of absence alone is not adequate notice under the FMLA." (citing Phillips v. Quebecor World RAI, Inc., 450 F.3d 308, 311 (7th Cir. 2006)). Indeed, the employee must identify the reason for leave with some degree of specificity. Hayduk, 580 F.Supp.2d at 456; see also 29 C.F.R. § 825.301(b) (" An employee giving notice of the need for FMLA leave must explain the reasons for the needed leave so as to allow the employer to determine whether the leave qualifies under the Act."). Courts of appeals that have found an employee's notice deficient have typically concluded that the employee failed to communicate the basis for his leave. See Sarnowski,
510 F.3d at 403 (citing cases in which employees failed to inform their employers that their absences were due to serious health conditions); see also Woods, 409 F.3d at 990 (" Employees . . . have an 'affirmative duty to indicate both the need and the reason for the leave.'" (quoting Sanders v. May Dep't Stores Co., 315 F.3d 940, 944 (8th Cir. 2003))).
While an employee's notice obligations under the FMLA are not burdensome, " [t]he FMLA does not require an employer to be clairvoyant."
Hayduk, 580 F.Supp.2d at 471 (alteration in original) (quoting Brenneman v. MedCentral Health Sys., 366 F.3d 412, 428 (6th Cir. 2004));
see also Sarnowski, 510 F.3d at 402 (noting that the FMLA's notice requirement should be liberally construed). The critical inquiry, according to the Third Circuit, " is how the information conveyed to the employer is reasonably interpreted." Sarnowski, 510 F.3d at 402; see also Petras v. IAP Worldwide Servs., Inc., No. 07-170, 2008 WL 5395750, at *11 (D.N.J. Dec. 23, 2008) (" [T]he critical question is whether the information imparted to the employer is sufficient to reasonably apprise it of the employee's request to take time off for a serious health condition." (quoting Holpp v. Integrated Commc'ns Corp., No. 03-3383 (WGB), 2005 WL 3479682, at *5 (D.N.J. Dec. 20, 2005), aff'd, 214 F.App'x 176 (3d Cir. 2007))). This is generally a question of fact, but courts may hold an employee's notice insufficient as a matter of law when the undisputed facts would not permit a reasonable factfinder to conclude otherwise. Lichtenstein, 691 F.3d at 303 & n.14. An employee's interference claim cannot survive summary judgment when the employee's notice is " patently insufficient" to inform the employer that the need for leave may be due to a serious health condition. Phinizy v. Pharmacare, 569 F.Supp.2d 512, 515 (W.D. Pa. 2008) (quoting Lackman v. Recovery Servs. of N.J., Inc., No. 06-2016 RMB, 2008 WL 583660, at *4 (D.N.J. Feb. 13, 2008)).
B. Employers' Notice Obligations Under the FMLA
The FMLA also imposes notice obligations on employers. As a general matter, employers subject to the FMLA are required to display conspicuously an explanation of the rights accorded by the FMLA and the procedures for filing complaints with the Wage and Hour Division. 29 C.F.R. § 825.300(a)(1). When an employee requests FMLA leave or an employer discovers that an employee's absence may be due to a FMLA-qualifying reason, the employer must notify the employee whether he is eligible for FMLA leave. Id. § 825.300(b)(1). In connection with eligibility determinations, employers are required to provide written notice to employees of their rights and responsibilities under the FMLA. Id. § 825.300(c)(1). Among other provisions, this notice must disclose that the requested leave may be counted against the employee's annual FMLA leave allocation, state whether the employee is required to provide a certification of a serious health condition, and explain the consequences for failing to provide the requisite certification. Id. § 825.300(c)(1)(i)-(ii). An employer may require that a health care provider issue the certification. Id. § 825.305(a).[5] When an employer possesses sufficient information to determine whether the requested leave is for a FMLA--qualifying reason-such as a serious health condition--it must notify the employee in writing whether or not it will count the time off as FMLA leave. Id. § 825.300(d)(1), (4). These notice obligations are designed " to ensure that employers allow their employees to make informed decisions about leave." Conoshenti v. Pub. Serv. Elec. & Gas Co., 364 F.3d 135, 144 (3d Cir. 2004) (quoting Nusbaum v. CB Richard Ellis, Inc., 171 F.Supp.2d 377, 385-86 (D.N.J. 2001)). An employer's failure to notify an employee of his FMLA rights may constitute interference with those rights. Lupyan v. Corinthian Colls. Inc., 761 F.3d 314, 318 (3d Cir. 2014); 29 C.F.R. § 825.300(e).
To the extent that an employer does not have enough information to determine whether the requested leave is for a FMLA-qualifying reason, it should inquire further about the basis for the leave. 29 C.F.R. § 825.301(a); see also Lichtenstein, 691 F.3d at 305 (" [I]f an employee's initial notice reasonably apprises the employer that FMLA may apply, it is the employer's burden to request additional information if necessary."). This duty is only triggered, however, when the employee initially provides the requisite quantum of notice. De Luca v. Trustees of Univ. of Pa., 834 F.Supp.2d 282, 290, 293 (E.D. Pa. 2011). An employer need not interpret every absence or request for leave as potentially FMLA-qualifying. Such a requirement would place " a substantial and largely wasted investigative burden on employers." Id. at 291 (quoting Aubuchon v. Knauf Fiberglass GmbH, 359 F.3d 950, 953 (7th Cir. 2004)).
C. Sufficiency of Goss's Notice
In the case sub judice, Goss contends that he provided Standard Steel adequate notice of his need for FMLA leave. Goss points to his demeanor at work on December 5, 2011; his calls to Standard Steel between December 6 and December 13, 2011 in which he reported off sick; Standard Steel's notation of his absences as " sick; " his December 15, 2011 conversation with Erhart; and O'Neill's directive that he be sent S& A and FMLA paperwork. (Doc. 31 at 15-18; Doc. 46 at 17-20).[6] Viewing the evidence in the light most favorable to Goss, these circumstances--individually and in their totality--fail to create a genuine issue of material fact regarding the sufficiency of Goss's notice.
With respect to Goss's behavior on the morning of December 5, 2011, Stuter testified that a Standard Steel employee indicated that there was something wrong with Goss and that Stuter should speak with him. (Doc. 35-14, Ex. M at 17:15-19). Stuter found Goss ambling around his machine in a daze with " glassy" eyes and slurred speech. (Id. at 17:19-22). Goss informed Stuter that he did not know what was wrong with him. (Id. at 17:22-24). Stuter told Goss that he could not work in that state and transported him to the dispensary to see Erhart. (Id. at 18:2-8). Stuter testified that at no point during or after the incident did Goss inform Stuter what was wrong with him that day. (Id. at 18:20-23).[7]
Erhart testified that Goss looked tired and was unsteady on his feet when he visited the dispensary on December 5, 2011. (Doc. 35-7, Ex. F at 21:20-22, 23:16-17). Goss informed Erhart that he had taken a sleeping pill very late and did not receive enough sleep. (Id. at 23:17-21). Erhart directed Goss to return home due to the safety risk that he posed. (Id. at 22:14-16; Doc. 35-15, Ex. N at 2). Notably, Erhart did not instruct Goss to go to the emergency room. (Doc. 35-7, Ex. F at 22:5-16);
cf. Lichtenstein, 691 F.3d at 304, 305 n.16 (finding notice potentially adequate when plaintiff conveyed that she was in an emergency room with her ill mother and would not be able to work that day, and distinguishing a disclosed trip to the emergency room via ambulance from a " generic reference" to a hospital visit); Parker v. City of Williamsport, 406 F.Supp.2d 534, 539, 542 (M.D. Pa. 2005) (holding that plaintiff's request for FMLA leave was sufficient when he informed his employer about a visit to the emergency room for psychological treatment and provided an emergency room document stating that he would not be able to return to work until he saw his primary care physician). Goss does not dispute Stuter's or Erhart's testimony on this issue.
Goss's behavior on December 5, 2011 was not sufficient to put Standard Steel on notice that he may have had a serious health condition. The record contains no evidence that Goss conveyed to Standard Steel the potential causes of his disorientation, that the incident may have been connected to earlier absences, or that his condition was anything other than temporary. The record is also devoid of evidence that Goss informed Standard Steel that he consulted a health care provider regarding this incident or that his subsequent absences may have been related to his condition on December 5, 2011. Given this dearth of contemporaneous or subsequent explanation or medical information, coupled with Erhart's uncontroverted testimony that Goss informed her that he took a sleeping pill late the night before, Standard Steel could not have " reasonably interpreted" that Goss possessed a serious health condition or sought FMLA leave from his behavior on December 5, 2011. See
Sarnowski, 510 F.3d at 402.[8]
Goss's calls to Standard Steel between December 6 and December 13, 2011 also fail to create a genuine issue regarding notice. The record reveals that Goss called off sick in advance of his scheduled shifts on at least December 6, 2011, December 8, 2011, and December 12, 2011. (Doc. 35 ¶ 19; Doc. 37 ¶ ¶ 27-28).[9] On December 13, 2011, Goss called Standard Steel and spoke with Stuter. (Doc. 35 ¶ 20; Doc. 44-1, Tab A at 20:25-21:11). According to Goss, he informed Stuter that he would " probably not" attend work the rest of that week " because of how sick [he] was." (Doc. 37-1, Tab A at 76:16-22). Goss further explained that Stuter stated that he would ensure Goss's shifts were covered " just in case [he] can't make it." (Id. at 76:22-24). Stuter testified, by contrast, that Goss informed him that he would be out for the next four or five days but did not disclose why he would be absent. (Doc. 44-1, Tab A at 21:12-22:6).
Calling in sick, without providing additional information, does not put an employer on notice of a potential need for FMLA leave. Jacobs, 2013 WL 433327, at *4; see also Naber v. Dover Healthcare Assocs, Inc., 765 F.Supp.2d 622, 636 n.105 (D. Del. 2011) (" '[S]ick' does not imply 'a serious health condition.'" (quoting Collins v. NTN-Bower Corp., 272 F.3d 1006, 1008 (7th Cir. 2001))), aff'd, 473 F.App'x 157 (3d Cir. 2012). Construing the evidence in Goss's favor, the record simply does not support a finding that Goss provided Standard Steel with enough additional information about his condition during these calls. Goss concedes that he did not convey the nature or severity of his illness to the company security guards, only that he was sick. (See Doc. 37 ¶ 34). Goss's December 13, 2011 conversation with Stuter revealed little more. Assuming that Goss expressed that he was sick and would likely be absent for several days due to illness, he communicated this information only in general terms and failed to convey any additional facts about his condition from which Stuter could reasonably infer that he was requesting FMLA leave due to a serious health condition. Cf. Beaver v. RGIS Inventory Specialists, Inc., 144 F.App'x 452, 456 (6th Cir. 2005) (finding notice inadequate when plaintiff informed her employer over the phone that she was " sick" and " needed a couple of days to get better, " and provided a doctor's note stating that she would need to delay her return to work).[10] Finally, the undisputed fact that Goss initially reported to work on at least two occasions during his absence weakens his assertion that Standard Steel had reason to know that he had a serious health condition.[11]
That Standard Steel continued to record Goss's absences as " sick" following his December 13, 2011 phone conversation with Stuter (see Doc. 35 ¶ 31; Doc. 35-15, Ex. N at 10) does not support an inference that Standard Steel believed that Goss's absences may have been FMLA-qualifying. Goss testified that pursuant to Standard Steel's attendance policy an employee who calls off sick remains off until that employee reports back to work. (Doc. 37-1, Tab A at 53:23-54:3, 58:11-22). Goss called off sick for his shift on December 12, 2011 and did not report back to work after that point. (Doc. 47 ¶ 30). It comes as no surprise, then, that Standard Steel continued to mark Goss as sick until his termination on January 9, 2012. Of course, merely calling in sick--whether actively or passively--does not satisfy an employee's notice obligations under the FMLA.
Goss further contends that his conversation with Erhart on December 15, 2011 provided sufficient notice of a need for FMLA leave. The parties dispute the content of this exchange. Standard Steel maintains that, consistent with Erhart's testimony and notes, Goss informed Erhart that he wished to return to work but that he had not seen his primary care physician, and that Erhart instructed him to make an appointment with his physician to obtain a medical release pursuant to company policy. (Doc. 35 ¶ 23; Doc. 44 ¶ 23). Goss testified, on the other hand, that he notified Erhart that he had spoken with his family doctor, who advised him that she did not need to see him and referred him to a specialist. (Doc. 35-5, Ex. D at 63:6-10). Goss purportedly informed Erhart that he would not be able to return to work until after his appointment with the specialist and avers that Erhart directed him to contact the dispensary after that appointment. (Id. at 63:10-12, 65:12-14).
Viewing the disputed evidence in the light most favorable to Goss, the court finds that Goss's conversation with Erhart failed to inform Standard Steel of his intention to take FMLA leave due to a serious health condition, and therefore failed to trigger any duty on the part of Standard Steel to investigate further. The record does not indicate that Goss provided any substantive information to Erhart about his illness. Goss did not, for example, assert that he was suffering from a serious condition, discuss the nature or severity of his condition, describe any in-person visits with health care providers, convey any diagnoses, connect his December 2011 absences with earlier work excuses, or offer any medical documentation that would tend to show that he may have had a serious health condition.[12]
Courts have routinely concluded that an employee's notice was legally deficient when the employee failed to communicate any specific information about his medical condition. See, e.g., Phillips, 450 F.3d at 312 (holding that plaintiff's request for FMLA leave was insufficient when she " failed to convey any information regarding the nature of her medical problem"); De Luca, 834 F.Supp.2d at 294-95 (concluding as a matter of law that plaintiff failed to supply proper notice of her need for leave to care for her adopted child when, inter alia, plaintiff neglected to provide her employer with " any details about the child's condition."); Rosenfeld v. Canon Bus. Solutions, Inc., No. 09-4127 JBS/KMW, 2011 WL 4527959, at *9 (D.N.J. Sept. 26, 2011) (dismissing on summary judgment plaintiff's FMLA interference claims with respect to his insomnia before May 2008 on the grounds that plaintiff failed to apprise his employer of his condition before that date); Kerns v. Drexel Univ., No. 06-5575, 2009 WL 2004378, at *12 (E.D. Pa. July 8, 2009) (granting summary judgment in favor of employer when, inter alia, plaintiff did not convey any of his symptoms or assert that he suffered from a serious health condition); Wilson, 2006 WL 2709384, at *10 (finding that plaintiff's telephone calls and letters to her employer averring that she was sick and required time off work, which " provided no information about her condition, " did not put her employer on notice that she had a serious health condition).
Conversely, the vast majority of cases in this circuit that have found notice potentially adequate have done so when the employee provided at least some information about his condition.
See, e.g., Sarnowski, 510 F.3d at 403 (finding a genuine issue regarding the sufficiency of plaintiff's notice when he informed his employer that additional cardiac surgery may be necessary and " conveyed what information he had and made it clear . . . that his health problems were continuing"); Treaster v. Conestoga Wood Specialties, Corp., No. 4: 09-CV-00632, 2010 WL 2606479, at *26 (M.D. Pa. Apr. 29, 2010) (holding that a reasonable juror could conclude that plaintiff provided sufficient notice with respect to a specific absence when she informed her employer that she had mental health issues and that her medications for these conditions caused drowsiness), adopted by No. 4:09-CV-632, 2010 WL 2606481 (M.D. Pa. June 25, 2010); Pinson v. Berkley Med. Res., Inc., No. 03-1255, 2005 WL 3210950, at *17 (W.D. Pa. June 21, 2005) (concluding that a work excuse from plaintiff's physician constituted sufficient notice when, inter alia, plaintiff " repeatedly" informed her employer about her neck and back condition); Wilson v. Lemington Home for the Aged, 159 F.Supp.2d 186, 191-92 (W.D. Pa. 2001) (finding that plaintiff gave sufficient notice of her need for FMLA leave when she informed her employer about her digestive issues, although not her ultimate diagnosis of depression, and stated that her physician had advised her to remain home for approximately one month).
In the instant matter, Goss has not adduced evidence that he communicated to Standard Steel any substantive information about the nature of his condition prior to his termination. Cf.
Hayduk, 580 F.Supp.2d at 456 (" The employee must state the reason for the leave with some specificity . . . ."). Of course, the evidence implies that Goss did not become aware of certain underlying medical issues until well after his termination. Nevertheless, the record does not support an inference that Goss conveyed " what information he had, "
see Sarnowski, 510 F.3d at 403, as preliminary as that information may have been.
With respect to his December 15, 2011 conversation with Erhart, the record indicates only that Goss communicated that he was sick, had spoken with his family doctor about an unspecified illness, and would not be able to return to work until he saw a specialist at some undisclosed point in the future.[13] A mere period of absence from work, however, does not put an employer on notice of a serious health condition.
Wilson, 2006 WL 2709384, at *10. And while expressing an inability to work may buttress the sufficiency of an employee's notice, something more is required to survive summary judgment. See Lichtenstein, 691 F.3d at 304-05 (finding a genuine dispute regarding the sufficiency of plaintiff's notice when plaintiff informed her employer that she was in the emergency room with her ill mother and would be unable to work that day); Viereck v. City of Gloucester City, 961 F.Supp. 703, 707 (D.N.J. 1997) (finding plaintiff's notice adequate when she explained the " nature and extent of her injuries, " stated that she had been hospitalized, and told her employer that she would not be able to return to work in the near future due to her injuries). Indeed, the very act of calling in sick--which fails to satisfy an employee's notice obligations under the FMLA--generally implies that the employee is unable to work on one or more days.[14]
Finally, Goss argues that the undisputed fact that Standard Steel failed to send him FMLA paperwork after O'Neill directed it to is enough to defeat summary judgment. The court ultimately disagrees.[15] O'Neill testified that Standard Steel sent employees FMLA paperwork as a matter of " standard course" and " just to make sure that we covered our bases and gave the employee every opportunity to have a covered absence." (Doc. 35-10, Ex. I at 37:3-38:1).[16] The record reveals that Standard Steel's sua sponte decision to send FMLA documentation was based on administrative expedience rather than on a reasonable inference that Goss's absence may have been FMLA-qualifying. O'Neill did not concede that Standard Steel had reason to believe that the FMLA applied to Goss's absence; rather, he testified that Goss failed to notify Standard Steel that he had a serious health condition or that he required FMLA leave. (Id. at 50:23-51:20 (" [Goss] never provided documentation written or verbally to indicate that it was a serious health condition or should be considered a serious health condition.")). Even assuming that Standard Steel's failure to provide Goss with FMLA paperwork was inconsistent with company policy, that failure does not give rise to an interference claim unless Goss first provided Standard Steel proper notice of a potential need for FMLA leave.
See Hayduk, 580 F.Supp.2d at 455 (" An employee's right to take FMLA leave, even unplanned leave, is conditioned on his notice to his employer." (citing
Aubuchon, 359 F.3d at 951-52)). The court finds that a reasonable trier of fact could not conclude that Goss satisfied this requirement.[17]
The court holds that, as a matter of law, Goss did not adequately notify Standard Steel prior to his termination of a need for FMLA leave due to a serious health condition. The limited communications and circumstances that Goss cites-both individually and in their totality--are not enough to withstand summary judgment under controlling authority.[18]
IV. Conclusion
For all of the foregoing reasons, the court will grant Standard Steel's motion for summary judgment, deny Goss's motion for summary judgment, and deny as moot Standard Steel's motions to strike the original and supplemental expert reports of Dr. Williams. An appropriate order will issue.
AND NOW, this 26th day of November, 2014, upon consideration of plaintiff's motion (Doc. 30) for summary judgment, defendant's motion (Doc. 36) for summary judgment, and defendant's motions to strike the original (Doc. 39) and supplemental (Doc. 50) reports of plaintiff's expert witness, and for the reasons set forth in the accompanying memorandum, it is hereby ORDERED that:
1. Plaintiff's motion (Doc. 30) for summary judgment is DENIED.
2. Defendant's motion (Doc. 36) for summary judgment is GRANTED.
3. Defendant's motions (Docs. 39, 50) to strike plaintiff's expert reports are DENIED as moot.
4. Judgment is ENTERED in favor of defendant and against plaintiff.
5. The Clerk of Court is directed to CLOSE this case.
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CHATHAM, Mass. — Its reputation as a man-eating predator aside, the great white shark is emerging as a boon for tourism on Cape Cod. Unlike in "Jaws," in which one of the animals terrorizes a small island, the sharks that have been spotted in growing numbers are stirring more curiosity that fear — and a buying frenzy for shark-related merchandise.
Shark T-shirts are everywhere, "Jaws" has been playing in local movie theaters and boats are taking more tourists out to see the huge seal population that keeps the sharks coming. Harbormasters have issued warnings but — unlike the sharks in the movies — the great whites generally are not seen as a threat to human swimmers.
Among the entrepreneurs is Justin Labdon, owner of the Cape Cod Beach Chair Company, who started selling "Chatham Whites" T-shirts after customers who were renting paddle boards and kayaks began asking whether it was safe to go to sea.
"I mean, truthfully, we've probably grown about 500 percent in terms of the sale of our shark apparel," he said. The T-shirts, hoodies, hats, belts, dog collars and other accessories bear the iconic, torpedo-shaped image of great whites and sell for between $10 and $45.
He said his store brings in thousands of dollars in sales of the shark-themed merchandise.
Tourists peer through coin-operated binoculars in hopes of catching a glimpse of a shark fin from the beaches of Chatham. The posh resort town is on the elbow of the cape that has a large population of gray seals — the massive animals whose blubber is the fuel of choice for great white sharks. Local shops sell jewelry, candy, clothes, stuffed animals and beverages with shark motifs.
A study released last month by scientists at the National Oceanic and Atmospheric Administration found the number of great white sharks off the Eastern U.S. and Canada is surging after decades of decline. Conservation efforts and the greater availability of prey such as Massachusetts' seals are credited with the reversal.
Shark sightings have soared from generally fewer than two annually before 2004 to more than 20 in each of the last few years off Cape Cod, where the economy depends heavily on the summer tourism season. Despite notices urging boaters and swimmers to use caution, the official reaction has been nearly the opposite of the panic depicted in "Jaws," the 1975 film shot mainly on the Massachusetts island of Martha's Vineyard.
"White sharks are this iconic species in society and it draws amazing amounts of attention," said Gregory Skomal, a senior marine fisheries biologist who also leads the Massachusetts Shark Research Program, who said people are coming in hopes of witnessing the animals in their splendor. "I have not been approached by anyone who has said to me 'let's go kill these sharks.'"
Skomal said sharks have been coming closer to shore to feed on the seals, which he said have been coming on shore in greater numbers because of successful conservation efforts.
Confrontations with people are rare, with only 106 unprovoked white shark attacks — 13 of them fatal — in U.S. waters since 1916, according to data provided by the University of Florida.
Still, officials are wary of the damage that could be done to tourism if one of the predators bites a person. Brochures have been distributed to raise awareness of sharks and safe practices in the event of a sighting.
"You have to make sure people understand," Cape Cod Chamber of Commerce CEO Wendy Northcross said, "if they go to the beach and they see a family of seals there, that's probably not the best place to hang out."
Laurie Moss McCandless of Memphis, Tennessee, has vacationed on Cape Cod every summer since she was a little girl and doesn't remember hearing about sharks back then. But her son is obsessed with sharks, she said, and she's hoping to hear more about them on their vacation in Chatham.
"He loves all his sharks paraphernalia," McCandless, 39, said as she bought a shark-themed sweatshirt for one of her three children.
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Can somebody help me~?
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I'm just wondering...Where can I get lyrics (japanese and english) to Hiyama Kiyoteru's songs(expecially for Brillant eve) ? n__n I would be so happy if somebody could tell it to me...


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Shoe by Gary Brookins and Susie MacNelly
- March 12, 2013
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Comments (14) (Please sign in to comment)
But they all volunteered to drive you there !
Shows how important facebook is…
How many of his Facebook friends even live in driving distance of Treetops Int'l Airport? Heck, most of mine don't even live in my time zone.
'tis truly a fat bird that flyeth commercial.
ack ack-ack-ack
Your facebook pals flunk the test of true friendship, if they won't pick you up at the airport.
Or maybe the shocks in their cars can't take the extra weight!
whmIII said, about 4 hours ago
There are acquaintances, then there are friends…too often they are confused.
Ay' Up ~ you are precisely correct. Friends are individuals with whom one has established a bond of trust and camaraderie and upon whom one can depend when support is needed..
Many Facebook so-called 'friends' are in the game only to climb socially, an' mightn't even pee on one should one be on fire.
Has anyone figured out yet just what kind of bird Cosmo's shrink is?…At first glance, it almost appears as though the psychiatrist is drawn as a human…
If you have to rely on Facebook for friends……
@SUSAN NEWMAN said,
"I refuse to have ANYTHING to do with Facebook".
I tried.
They wouldn't let me go.
Their butt widens. My chores remain undone.
Arrgh !!
I don't need Facebook friends, I get all I need at GoComics!
BTW — I'm getting out of prison on Friday. Can anybody pick me up?
duhhhhhhhhhhhh what a stupid idea facebook.
Do u ever meet theses people in person. Most people i meet on internet are not locals
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My Lotusphere/Connections 2013 Schedule
We're all off to the conference formerly known as Lotusphere, so if you're heading there, where can you find me? Well.
The ConnectoSphere 2013 Hog Ride.
Saturday and Sunday I'm on a Harley Davidson V-ROD with another dozen folks, exploring the highways, byways and Hooters restaurants of Central Florida. Want to come along? Check out Pauls Blog Entry.
The format is simple. The nation best known for running bars (ie, us, the British), take over Shulas bar for one evening. The bar tab is covered but entry is by INVITATION ONLY so look out for myself or one of the other hadsl chaps, such as Tony "Champion" Holder, Roy Holder or Richard Sampson for a ticket.
Reporting on your IBM Domino Environment - SHOW103 - SWAN - Osprey 1 - Wednesday 2pm
Wouter Aukema and I show Admin folks how to use simple Excel techniques to give you real world, useful, boss-pleasing reporting on your Domino environment. Techniques that might actually save your career!
(Apologies - bad eyesight and small fonts led me to believe this was in Dolphin)
Worst Practices - BP108 - Dolphin - North A-C - Main Stage - Wednesday 5:30pm
Paul Mooney and I will be back with all new content, some new gags and a whole bunch of reasons why you don't want your story up here on stage next year. The usual 'learning by sarcasm' session.
And despite rumours, both Paul and I will be visible on the main stage as we present, despite being 'little fellahs'.
All of the BP speakers will be up on stage to answer your questions. Most of us at that point will be trying to hide and avoid speaking :-)


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Mumbai/New Delhi, Dec 29 (IBNS): Celebrities from different sections of the society on Saturday joined rest of the nation to condole the death of the Delhi gangrape victim and posted their reactions on micro-blogging site Twitter.
Minister of State for Human Resources Development Shashi Tharoor posted on his Twitter homepage: "Deeply saddened by the passing of our brave sister in Singapore. She waged a courageous battle for life&galvanized a cause that will not die."
Jammu and Kashmir Chief Minister Omar Abdullah posted a small tweet that read: "Rest in Peace brave one."


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ERP(Enterprise Resource Planning) is revolutionary concept in the contemporary world. All the information of an enterprise under one roof for assisting planning and implementing decisions having complete visibility that is the main objective of ERP.
ERP Software's in Textiles:
ERP Software's are available in different sectors in textiles. Such as:
1. ERP-Software for Home Textiles
2. ERP-Software for Spinning Mills
3. ERP-Software for Weaving Mills
4. ERP-Software for Textile Processing Mills
What are the Benefits of ERP ?
- Easily monitoring of an industry
- Compiling report within a very short time
- No chance for data manipulation
- Saving of time
- Easy access anywhere from the world
ERP Software allows the following functions :
- Sales order entry
- Procurement
- Inventory
- Production
- Costing
- Managing Dye house
Considering color size combinations , creation of preformed invoice,shipping document, sales invoice, picking of finished goods, packing list generation, handling letter of credit facilities.
2. Procurement:
Requisition, approvals, purchase order creation, receiving goods through receiving documents.
3. Inventory:
Availability of raw materials/work-in progress/finished goods per lot, container, batch wise, order wise.
4. Production:
Production steps with consumption breakdown, starting and end dates, waste calculation, production progress tracking.
5. Costing:
Pre-costing by merchandisers and actual costing from raw materials in reality utilized in production floor.
6. Managing Dye House:
A lot of waste come from dyeing industry that certainly increases the fabric price. ERP software facilities dye house management providing chemical inventory, batch management system, daily production report with waste calcularion, recipe creation, lab-management, actual cost calculation, reprocess dyeing etc. in their recognized ERP system.


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Motley Crue Back to Their Old Destructive Ways?
Motley Crue are apparently up to their old ways again, as documented in a picture posted via Nikki Sixx's Twitter page.
Motley Crue are apparently up to their old ways again, as documented in a picture posted via Nikki Sixx's Twitter page.
Motley Crue's Nikki Sixx is an avid music lover and that's not just relegated to hard rock and metal, as evidenced by the wide range of guests on his 'Sixx Sense' radio show. However, Sixx definitely has a special place in his heart for his latest musical recommendation. The bassist has reached out to his social network followers about the new band, Figs Vision, which features his son Gunner Sixx as one of its members.
Motley Crue bassist Nikki Sixx has been very forthcoming about his band going out with guns blazing. Determined to end on a high note, Sixx claims in a new interview that after Crue release their highly anticipated new album, complete the movie adaptation of the band's autobiography, 'The Dirt,' release the film's soundtrack and embark on a farewell tour, the iconic group will disband permanently.
It's turning out to be quite the productive and creatively rewarding trip for Nikki Sixx as he enjoys his travels in Australia. Sixx is currently touring Down Under with Motley Crue and he's been using his downtime to work through new music.
Nikki Sixx may be touring down under with Motley Crue in Australia, but the bassist is keeping his mind creatively occupied with ideas for his other band Sixx: A.M. as well. In his latest Australian tour journal, the bassist reveals that he's been working on new music during his downtime on the road.
Earlier this year, legendary bassist Nikki Sixx of Motley Crue and Sixx: A.M. proudly announced his new partnership with Schecter Guitar Research, the result of which is the incredibly sleek Schecter Sixx Signature Series Bass. Now, Loudwire is teaming up with Ultimate Classic Rock, Schecter Guitars and Eleven Seven Music to offer an amazing giveaway of the 'Schecter Sixx' bass guitar and more prizes to one very lucky fan.
Nikki Sixx says he'd like see Motley Crue go out while they're still on top. The musician spoke with Loudwire and other reporters at the recent NAMM Convention, where he was showing off his new Schecter Sixx bass guitar, and he addressed Motley Crue's future, their upcoming album and winning the 2012 Loudwire Bassist of the Year, among other topics...
Nikki Sixx has a lot on his plate at the moment, but the Sixx: A.M. bassist and creative force took some time to speak with Loudwire and other reporters during a roundtable interview at the NAMM conference in Anaheim Saturday (Jan. 26).
Nikki Sixx is a man of many passions, as evidenced by his career as a successful author, photographer and radio host as well as the musical work he's best known for as a member of Motley Crue and Sixx: A.M. On Saturday (Jan. 26), Sixx was able to reveal his latest creative venture, the new 'Schecter Sixx' signature series bass, during the NAMM convention in Anaheim, California.
Schecter guitars and Motley Crue bassist Nikki Sixx have teamed up to create a new model of bass. The guitar company is planning to reveal the 'Schecter Sixx' signature series bass at the winter NAMM conference in Anaheim, Calif. on Jan. 26.


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Samsung's Galaxy Note Edge smartphone has a screen that curves to the right for a little extra touch interface. Source: Joanna Stern/The Wall Street Journal
Hands on with Samsung's Galaxy Note Edge
Samsung makes an original design statement with the Edge and it's an upsell that should make sense to anyone in the market for the Galaxy Note phablets.
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Showing results for "Carlton Mats". Did you mean Carlo Max
204 matching items were found.
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✔ Free Delivery ✔ 30-Day Replacement Guarantee ✔ Cash on Delivery ✔ Combo Deals.
204 offers for Carlton Mats across various categories like Furniture, Mattresses, SINGLE MATTRESSES, KING SIZE MATTRESSES, QUEEN SIZE MATTRESSES, Cream, Red and brands like Springfit are available.


text: The E-Business Revolution Continues Nearly 1 billion people will be using the Internet by 2005, and that's only about 15 percent of the world's population. Contents The E-Business Revolution Continues The New Kid on the Block: Web Services .Net Everywhere JXTA: A Peer-To-Peer Platform Are You Extreme? .Net Everywhere Remember "Windows everywhere"? You know, the Microsoft catchphrase that was supposed to convince developers and IT people that Windows should be on every device. Well, Microsoft continues to promote this idea through the Microsoft .NET initiative for extending Web services to desktops and servers. The plan consists of a number of parts: the .NET framework (a series of low-level API calls); tools for programmers, known as the Visual Studio.NET line; a software server; and HailStorm Web services, which includes Passport, the company's first offering in this line. Microsoft has an incredibly aggressive plan. The idea is that you'll use desktop applications to tie into server applications and Web services, all using these .NET solutions. Microsoft stresses that all the components are built on industry standards such as XML and SOAP, so in theory, you'll be able to connect any application to any service, whether or not they're using the .NET framework. In reality, though, Microsoft is going to make it easier for one .NET application to call another .NET application. That's the way that Microsoft has always designed its tools. HailStorm Web services are going to be a critical part of this architecture. Microsoft plans to use Passport for user identification over the Web; the company claims there are already 160 million active Passport accounts. Other services include calendaring that is smart enough to know which parts of your calendar you want to share and with whom you want to share them. Passport is currently free, but the long-term plan is to license HailStorm applications either independently or as parts of other products, such as Microsoft Office or MSN. You can expect to see future versions of both Windows and Office take advantage of the .NET framework and HailStorm services. This plan seems to be one of the reasons why Microsoft is aggressively pushing companies to agree to software licenses that incorporate continuing upgrades. The biggest advantage of this architecture: It could allow for more tightly integrated applications that are more intelligent about your preferences and that work on multiple devices. For businesses that use only Microsoft products, HailStorm could make everything work together better.


text:
A Recent Favorite:
Uh Oh, Nothing Here Yet
Why don't you go browse some Comics or Editorials and pick a few to favorite?
Recent Comments
I agree with Calvin. I'm depressed and see very little point. Also I feel I must add that I'm annoyed by people who think an afterlife gives them a free pass to treat this world poorly. Whatever you believe, leave this Earth in the same, or better condition than you found it.
Classic Bloom County I haven't seen before??? Cool! I wish I could zoom in well enough to see the original publication date.
I agree with Calvin! Life should be more fun – too bad it's so dangerous. Maybe a VR fireball?
Wow. That should have ended with a ZAP
As an English as a Second Language teacher, I'm put off by our fonts that make the letter l (L) and the letter I (i) look the same. It's hard enough to teach someone a new language without having mystery letters.
I keep screaming this in the cemetery….doesn't work…
Love it! Sounds like Maria will age as the strip progresses then?
Imagine the parenting advantages :). Of course, Blanche should try to pick up a few spells to help even the odds.
Meet Mr. Night Stick! :)
Thing, thing, is that your liver?
Thing, thing, come here and give 'er!
Thing, thing, is that your heart?
It has to come out; it's played its part!


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Previous Challenge Entry (Level 1 – Beginner)
Topic: Fruit (10/10/05)
TITLE: A Seed of Gratefulness
By Joanne Sampl
One day, eight year old Timmy Johnson stood barefoot in the town square, kicking the dust in the air and watching it catch in the warm summer breeze. His family�s farm was one of the hardest hit by the draught. No one heard him whisper a prayer.
�God,� he started, �I know you can hear me and see me. The preacher said you can.� He looked around to make sure no one else heard him. Timmy�s stomach rumbled with hunger pains since there was only enough food for one meal a day.
�So, God, can you answer me one little prayer? Can you fix this? The bible says if I believe in you, you�ll answer my prayers. Please, God! Thank you.� Timmy squeezed his eyes shut while he pleaded and thanked the Lord in his prayer.
The heat and lack of food brought Timmy into the shade of the general store porch. He spread his thin body out on the steps of the porch in the shade and quickly fell asleep. His small sleeping body wrestled in the heat and one of his arms fell between the planking of the porch steps.
Waking an hour later, Timmy felt a cool, round object with his hand under the porch. His eyes strained to see in the darkness what he was touching. It was an apple, a slightly overripe fruit with a softening outer skin and the pungent smell of decay. Timmy brushed the ants off the apple and picked it up.
�Thank you, God,� Timmy shouted happily, looking up to the sky. �This is just what we need.�
Timmy ran home with the apple and brought it into his house. His mother did not see what Timmy was so excited about. �If it weren�t decayed, maybe we could make it into a pie,� she said. Timmy�s father was equally unimpressed with his son�s find. �Son, it�s not worth anything.�
Timmy was sure they were wrong.
He carried his treasure out to the barn and cut it open with his pocket knife. He carefully took the seeds from the core, then took a small pot and filled it with dirt and cow manure. He crumbled the remainder of the apple in the dirt, and then buried the seeds a few inches below the top. He trusted God to make an apple tree grow. He sat with his potted seeds under the stars before he went to bed, thanking God for answering his prayer and believing He would keep on answering his prayers.
God was faithful. That night, the tiny town was refreshed by the first gentle rain fall in months. The next night, another gentle rain came while the town�s people slept. Timmy spent some time each night sitting beside his potted apple seeds, thanking God for watering the night before. He was so grateful for all God was doing.
Soon, the tiny seeds broke the surface of dirt with small, fragile green sprouts. Timmy was so thrilled to see his patience and his praise to God was working.
One night, Timmy�s father came out to him and the pot of apple seeds.
�It looks like you�ve got something growing, son,� the tired farmer said, realizing that his own fields were lifeless. �I�m glad you found those seeds. Maybe someday they�ll grow strong apple trees.�
�Maybe,� Timmy answered quickly. �I just need to thank God everyday.�
�I wish I had your faith,� his dad said sadly.
�You can, Pa. You just need to be grateful for what you have.� Timmy shared again how he found the seeds right after he�d prayed to God, and that he knew God was watching him and knew what he was praying.
�Do you thank God very much, Pa?� Timmy�s question was simple and truthful.
�No, son - not very much at all,� the father admitted.
�That can change, Pa,� Timmy shared. �Thanking God can start as small as a seed, but it can grow every day.� Then, the father and son gave God thanks for blessing them with rain and each other.
The next day, tiny green sprouts began to push through the softening soil in the farmer�s field.
A seed of gratefulness has a plentiful harvest.
Copyright 2005
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text:
So here we are: the final installment of "The Secret Art of Managing Your Boss.´ I hope the previous three posts were
helpful (part 1, part 2, part 3). The previous two "things"?? (Know
Yourself; Know Your Boss) kind of talked around the actual relationship with
the boss. Now, in part 4, we can address
it directly. I´m leaving the slide
graphic out of this post, since it doesn´t really add anything-there were only four
bullet points and they´re listed below.
Context and Content
When communicating with the boss (or anyone), there are two
things to keep in mind as you consider what´s taking place (remember double
loop learning?): context and content. Content is the actual message that is being communicated-thoughts and
ideas. Context consists of the situations,
feelings and environments that surround the content. Most folks only think about the content of
the message without explicitly acknowledging the power of context, even though
they are impacted by it. You´re wise to
pay attention to both elements. Context,
like perception, is a shifty devil. Situations and environments change in the blink of an eye, and what was
once unthinkable, becomes standard operating procedure.
Problem Clarity
Irrespective of what type of boss you´ve got-a reader or a
listener-you´ve got to be able to not only identify problems, but also to
identify solutions, and other variables that impact the situation. The best way to do this is to pitch a
proposal. And the best way to pitch a
proposal is to adopt the classic three-part memo. Here´s a template for your use-it´s in
Microsoft Word and you can just file it away and reuse it as needed. The basic idea, though, is to break apart the
pieces of the message. There should be a
block of text that describes the problem, a block of text that does a brief
analysis of the problem, and a block of text that details the proposed
solution. Each should build upon the
other, in order to make a bombproof case for change. This way of organizing information is called "chunking"??
and "info-mapping."?? Tech writers excel
at this kind of stuff. Learn more at
infomap.com (no affiliation, I just admire their methods).
Goodwill Account
The goodwill account isn´t anything you can quantify or put
your finger on, but it´s something to be aware of. Pretty much everyone keeps track to some
degree of who´s done what for them. Those who have done something for me have a balance in my goodwill
account. Those who haven´t, don´t. It´s much easier to say no to someone who
doesn´t have a balance. The "7 Habits of
Highly Effective People´ book has a specific name for what I´m calling a "Goodwill
Account,´ but I just can´t remember it. Actually, I can´t remember much from that book, aside from "Sharpen The
Saw.´ What´s that tell you? Being aware of both your balance in your
goodwill account with your boss, and being aware of how you treat your boss due
to their balance, is a good exercise. It´s
nothing that needs to be addressed explicitly (someone in a seminar asked me if
they should keep a spreadsheet of the goodwill account-not a good idea), but
you ought to check in and see how the account is informing your interactions
with your boss.
Here we are again, with our old friend Mr. Feedback. By now you ought to have a good grasp of
feedback at both the task and process levels and how you can use feedback to
keep your boss accountable. In my
estimation, the two largest leverage points for managing your boss are
continuing to seek to understand your own self, and becoming an expert at appropriate
feedback interactions. Use appropriate
feedback to help your boss help you.
I´ve really slammed through a lot of theory and tactics in
these four posts. It´s my intention to
revisit sections of them from time to time and expand upon some of the
ideas. For now, though, feel free to
drop me a note if you have any questions, or need clarification.


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Amaretto Fruit Dip
Total Time
Prep 5 mins
Cook 0 mins
Really simple, 3 ingredients, and good. This is my daughter's favorite fruit dip.
Ingredients Nutrition
- 8 ounces Cool Whip Lite
- 0.5 (3 7/8 ounce) package vanilla flavor instant pudding and pie filling mix
- 1⁄4 cup Amaretto
- Mix cool whip with dry pudding mix and amaretto.
- Refrigerate 2 hours or more. Serve with cut up fruit.
Most Helpful
Made this tonight for lazyme's Superbowl win in the football pool and I will have to say it was very easy to put together and complimented the strawberries I was serving very well. It was quick to prepare and everyone was really impressed with the taste. Thanks lazyme...I will be using this one again!


text:
Red Buffet
vintage painted red sideboard
Red Distressed Dresser, Red Buffet, Painted Media Console, Stained Top, Walnut Stain, Noteworthy Home, red painted furniture
A Few of My Favorite Things #1 - Hymns and Verses
Thrift store find becomes The Red Dresser. With a link to a glazing tutorial.
Emperors Silk CHALK PAINT® with Dark Wax painted red buffet with striped red white chairs....beautiful
I want to do this finish to an antique buffet I just bought and use it for an entertainment center.
Hi guys! Are you tired of seeing red furniture yet? I really hope not because I have a few more custom red pieces I will be sharing in the ...
Red buffet by The Modern Cottage Company
ASCP Emperor silk with clear and dark wax. Gorgeous red buffet!
Perfect for F/R Buffet Table - The Lilypad Cottage


text:
Anonymous asks:
my friends son has adhd and aspergers how does it effect their eyeryday life, is there things they find difficult or cannot do for themselves
My friends ten year old son has adhd and aspergers how does this appect their everyday life, is there things thy find difficult or cannot do for themselvesIn Topics: My child's growth and development
> 60 days ago
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text:
Neil Cole book launch of Stability in Mind
Readings at the Melbourne Brain Centre, University of Melbourne, Royal Parade, Parkville, 3010.
Stability in Mind by Neil Cole is a profoundly moving account of living with a mental illness.
This memoir is the story of the first politician in Australia to publicly admit to having a mental illness. Neil Cole was a lawyer, a Melbourne City Councillor and a Member of the Victorian Parliament. After only five years in parliament he was diagnosed with bipolar mood disorder and treated with lithium. The revelation, and the cathartic experience of this diagnosis, changed his life forever.
Free, no need to book.
Up next
Barry Jones on knowledge, courage and leadership
Church of All Nations, 180 Palmerston Street, Carlton