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Employee Handbook
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Welcome to the Tower Foundation of San Jose State University (Tower). Tower is the University's auxiliary organization dedicated solely to philanthropy. Its primary mission is to build bridges with alumni and friends by improving services, stewardship and donor support. Tower encourages gifts from individuals, corporations and private foundations, trusts, and bequests for the benefit of San Jose State and manages the University's endowment to achieve maximum returns.
This handbook has been prepared to acquaint you with Tower and provide you with a general summary of the working conditions and some of the procedures and practices affecting your employment. You should read, understand and comply with all provisions.
The handbook only highlights Tower's procedures and practices and is not intended to create a contract of employment, expressed or implied, or to modify the rights of Tower and you to terminate employment at will at any time for any reason. To preserve the ability to meet Tower's needs under changing conditions, Tower reserves the right to modify, rescind, delete or add to any of the provisions of all policies, except for the policy of at-will employment. For more detailed information, you should contact Human Resources.
The Tower Chief Operating Officer (or designee within Human Resources) is the only person with the legal authority to establish compensation for a Tower employee. Oral or written statements or promises by any other person are not binding upon Tower.
Equal Employment Opportunity
Tower is an equal opportunity employer and is committed to an active nondiscriminatory policy for all employees. It is Tower's policy that all employees and applicants shall receive equal consideration and treatment. All recruitment, hires, transfers and reclassifications will be made on the basis of the qualifications of the individuals for the positions being filled regardless of race, color, creed, religion, ancestry, sex, pregnancy, sexual orientation, age, medical condition, veteran's status, marital status, national origin, and physical or mental disability or any other consideration made unlawful by federal, state or local laws. Tower's policy of equal employment opportunity applies to all aspects of employment, including recruitment, hiring, training, compensation, benefits, promotion, transfer, discipline and termination. It is the duty of every employee to help maintain a work environment that promotes this policy.
Tower is also committed to assisting employees in performing the essential functions of their jobs by providing reasonable accommodations for any known physical or mental disability for which an employee requests accommodation, unless undue hardship would result.
Anyone who has a question or a concern about discrimination in the workplace should bring his or her concerns to the attention of a supervisor, the Human Resources Director or the COO. Employees may raise concerns and make complaints without fear of reprisal. Anyone found to be engaging in any type of discrimination or retaliation will be subject to disciplinary action up to and including termination of employment.
Harassment Prohibited
Tower is committed to providing a work and educational environment that is free of sexual harassment, as well as other unlawful harassment based on such factors as race, color, creed, religion, ancestry, sex, gender, pregnancy, sexual orientation, age, medical condition, veteran's status, marital status, national origin, and physical or mental disability. In keeping with this commitment, Tower maintains a strict policy that prohibits unlawful harassment of employees by managers, supervisors, or co-workers, and unlawful harassment of students by any Tower employee. Visitors to the campus, and workers employed by the University, by other auxiliaries, or by other public or private organizations engaged in business with Tower are expected to comply with this policy. The purpose of this policy is to: (1) familiarize Tower's employees with the definition of unlawful harassment and the forms it can take; (2) confirm that unlawful harassment will not be tolerated and is contrary to the standards of conduct expected and required of Tower's employees; and (3) make clear that employees who engage in unlawful harassment are subject to possible disciplinary action which may include discharge. Tower also provides regular training to its supervisors and managers regarding this policy.
Definition of Harassment
For the purposes of this policy, unlawful harassment means harassment on the job that is prohibited by provisions of state or federal law applicable to Tower at the time the harassment occurs. Subject to this general definition, unlawful harassment may include unwelcome verbal, physical or visual conduct that unreasonably interferes with an employee's or student's performance or that creates an intimidating, offensive or hostile working or educational environment. This may occur where:
Submission to the conduct is explicitly or implicitly made a term or condition of an individual's employment or education.
Submission to or rejection of the conduct by the individual is used as the basis of employment or educational decisions affecting the individual.
The conduct has the purpose or effect of having a negative impact upon the individual's work performance or of creating an intimidating, hostile or offensive work or educational environment.
Under most circumstances, harassment refers to the type of conduct that is pervasive, repetitive, and that is sufficiently severe to alter the conditions of an employee's employment or a student's education or employment. It also may refer to a single incident that is sufficiently outrageous or harmful, in and of itself, that it substantially alters the conditions of an employee's employment or interferes with that individual's ability to perform job related responsibilities.
Employees also should not confuse harassment with supervision. Supervisors have the right and responsibility to define the job that they want an employee to perform, as well as the manner in which an employee must perform that job. Thus, close supervision of an employee (which includes, but is not limited to, counseling and warnings about job performance, inappropriate conduct, or other performance issues) is not considered to be an example of unlawful harassment.
Examples of Harassment
Harassment may take many forms and will vary with the particular circumstances. Examples of unlawful sexual harassment prohibited by this policy may include, but are not limited to, the following: unwanted flirtations, advances and/or propositions of a sexual nature; deprecating remarks, insults, humor, jokes and/or anecdotes that belittle or demean an individual's body or clothing; unwelcome and/or offensive displays of sexually suggestive objects or pictures; unwelcome and offensive touching, such as patting, pinching, hugging or repeated brushing against an individual's body; sexual assault; and/or suggestions that submission to or rejection of sexual advances will affect decisions regarding such matters as an individual's work assignments, status, salary, benefits or other terms or conditions of employment.
Conduct that is part of a consensual relationship is not considered harassment. Nevertheless, a prior consensual relationship does not permit subsequent unwelcome or unwanted harassment.
Reporting and Complaint Procedure
Employees and students are encouraged to report incidents of inappropriate or unwelcome conduct whenever it occurs. Employees and students are not required to wait for the conduct to be repeated or to worsen. Any incident of unlawful harassment, by any Tower employee or any other person conducting business with Tower, should be reported promptly to the employee's supervisor or manager and/or to the Human Resources Director, who will arrange for an investigation of the matter. Managers who receive complaints or who observe harassing conduct are required to immediately inform the Tower Human Resources Director. An employee or student may contact Tower Human Resources directly and is not required to complain first to his or her supervisor.
All complaints of unlawful harassment are taken seriously, and are promptly and objectively investigated. For example, an investigation may include interviews of individuals who might have information pertaining to the alleged harassment. If Tower begins an investigation, we will endeavor to keep the investigation confidential to the extent possible, including the names of complaining employees and witnesses. In the same way, anyone involved in an investigation of harassment has an obligation to keep all information about the investigation confidential. That is why Tower will only share information about a complaint of harassment with those who need to know about it. Failure to keep information about an investigation confidential may result in disciplinary action.
When the investigation has been completed, Tower will normally communicate the results of the investigation to the complaining employee or student, to the alleged harasser and, if appropriate, to others who are directly involved. If Tower's policy against harassment is found to have been violated, appropriate corrective action, up to and including termination, will be taken against the harasser so that further harassment will be prevented. Both the rights of the alleged harasser and the complainant will be considered in any investigation and subsequent action.
No Retaliation
It is the obligation of all employees to cooperate fully in the investigation process. In addition, disciplinary action may be taken against any employee who is uncooperative or who attempts to discourage or prevent an employee from using Tower's complaint procedure to report unlawful harassment. Retaliation by a Tower employee against any individual who makes a complaint of unlawful harassment is strictly prohibited. Similarly, any person who participates or cooperates in any manner in an investigation or any other aspect of the process described herein shall not be retaliated against. Retaliation is itself a violation of this policy and is a serious offense. Complaints regarding allegations of reprisal should be immediately brought to the attention of the Human Resources Director.
Corrective Action
If unlawful harassment of, or by, a Tower employee is established, Tower will take action that is reasonably calculated to stop the harassment. In cases in which the alleged harasser is not an employee or student, Tower will take action to minimize the recurrence of any unlawful behavior.
Discipline that Tower or the University may impose on employees for behavior that violates this policy (or for other unprofessional conduct by a Tower employee) may include, but is not limited to, reprimand, mandatory attendance at an unlawful harassment training program, suspension, demotion, or dismissal. Unlawful harassment by non-employees may result in restricting the harasser's access to campus.
Additional Information
In addition to Tower's internal complaint procedure, employees may also contact either the Equal Employment Opportunity Commission ("EEOC") or the California Department of Fair Employment and Housing ("DFEH") to report unlawful harassment. The EEOC and the DFEH serve as neutral fact-finders and will attempt to assist the parties to voluntarily resolve their disputes. For more information, contact the Human Resources Director, or you may contact the nearest EEOC or DFEH office.
Nature of Employment
Employment with Tower is at-will. This means that the employment relationship may be terminated at any time with or without cause and with or without prior notice by either you or Tower. Moreover, every aspect of the employment relationship with Tower is subject to Tower's policy of at-will employment, and Tower reserves its inherent authority to manage and control its business enterprise and to exercise its discretion to determine all issues pertaining to your employment, including (but not limited to) all matters pertaining to promotion, salary, job assignment, the size of the workforce, demotion, transfer, discipline, or any other term or condition that the Tower may determine to be necessary for the safe, efficient, and economic operation of its business. Nothing in this handbook or in any other policy statement shall limit the right of Tower to terminate employment at-will. No department manager, supervisor or employee of Tower or the University, has any authority to make any promise or representation, or otherwise to enter into any binding agreement that is contrary to this policy which alters in any way an employee's at-will status. Only Tower's COO has the authority to alter the employment at-will status of any employee, and then only in writing signed by the employee and Tower's COO.
Conflicts of Interest, Gifts and Outside Employment
Tower is concerned about conflicts of interest between Tower and its clients and vendors, and between Tower and its employees. While you are employed with us, Tower is entitled to your undivided loyalty. That means that you have an obligation both to avoid actual and potential conflicts of interest with Tower and its clients and vendors. An obvious conflict of interest would include engaging in, or preparing to engage in, a business that competes with Tower's business. Other obvious conflicts would occur if you or a close relative accepted a gratuity, gift or premium from a vendor who is seeking to do business with Tower, or where a Tower project, department, or agency enters into a business relationship with an entity that is substantially owned or operated by an employee or relative of Tower. Employees are not permitted to accept gifts or gratuities in excess of $50.00 from users of Tower services, visitors or vendors. Overall, you are expected to represent Tower and the University in a positive, ethical, and loyal manner.
For these reasons, you should not engage in, directly or indirectly, either on or off the job, any conduct that is disloyal, disruptive, competitive, or damaging to Tower. For example, employees should not accept employment outside Tower if that employment is to be conducted during the hours that the employee is working for Tower, or if such employment conflicts with the effectiveness of the employee's work for Tower. Any outside employment also must comply with limitations established by the California State University System. Further, employees should not utilize Tower information or services for their personal use, nor should they perform activities that are unrelated to Tower work during working hours.
Employment Categories
In order to determine eligibility for various benefits, the following employment categories have been established:
Regular Benefitted Employees
Benefitted Employees are those individuals who are regularly scheduled to work, and who do regularly work, at least 20 or more hours per week. Benefitted employees are eligible to receive Tower benefits based on the employee's number of hours worked and the nature and length of the employee's assignment.
Regular Non-Benefitted Employees
Non-Benefitted Employees are those individuals who work less than 20 hours per week, and may be assigned a work schedule in advance or may work on an as-needed basis. Non-Benefitted Employees also include those whose expected length of service is less than three months or whose work schedule is intermittent or irregular. Non-Benefitted Employees are not eligible for most Tower benefits, although they are eligible for such benefits as workers' compensation and disability insurance.
Non-exempt employees who work over 8 hours in a day or over 40 hours in a work week are entitled to receive overtime pay.
Exempt employees are not entitled to receive overtime compensation. Exempt employees are salaried executive, administrative, and professional employees.
Working Hours and Schedule
Tower is open for business from 8 a.m. to 5 p.m., Monday through Friday. Tower's regular workweek is Sunday through Saturday, beginning at 12:01 a.m. on Sunday morning and ending at 12:00 a.m. the following Saturday night. Most employees are assigned a work schedule and are expected to begin and end their workday in accordance with their schedule. Daily and weekly work schedules may change from time to time at the discretion of Tower to meet varying needs of our business.
Employees are authorized and shall take one paid 10-minute rest break for every 4 hours worked. This rest break should be taken during the middle of the work period as the work day permits. A meal period is normally one hour and should be arranged to provide adequate office coverage at all times. All non-exempt employees must take at least a one-half hour unpaid meal break when they work more than 5 hours per day. Employees who work in excess of 10 hours in a work day are eligible to receive a second unpaid meal period of no more than 30 minutes. Your work schedule will be determined by your supervisor.
At times, emergencies such as power failures, road closings, earthquakes, fires, or severe weather may interfere with Tower's operations. In such an event, Tower may order a temporary shutdown of all or part of its operations. Tower will determine the appropriateness of paying for such downtime.
Timekeeping Procedures
Nonexempt Employees must record their actual time worked for payroll and benefit purposes. They do that by recording the total number of work hours and non-work hours each day in an electronic time reporting system
Exempt Employees are required to record their non-work hours only.
Time cards must be completed and submitted by the deadlines published on the Tower Foundation Payroll Schedule. Altering, falsifying, and tampering with time records, or recording time on another employee's time record are prohibited and subject to disciplinary action, up to and including termination of employment.
Payment of Wages
Employees are paid twice a month for work performed the preceding pay period. Work performed from the first through the fifteenth is paid on the twenty-sixth of the month and work performed from the sixteenth through the end of the month is paid on the tenth of the following month. Dates may be adjusted if the pay date falls on a weekend or holiday. Employees should check the pay date calendar issued each year.
Paychecks are available for pick up in Clark Hall, third floor (University Advancement) at the Reception Desk, between 9am and 5pm on each pay date. Please bring photo identification and be prepared to sign for the release of your paycheck. Paychecks may not be picked up by unauthorized individuals without written permission. Paychecks not picked up on the pay date may be picked up on subsequent business days at the same location and time. It is possible to arrange for paychecks to be sent to an individual's home. However, a check lost in the mail cannot be reissued until the "stop-payment" order to the bank has been verified.
If there is an error in your check, please report it immediately to your supervisor and to Tower Human Resources.
Automatic Deposit
Employees may authorize Tower to automatically deposit their pay into one or more checking or savings accounts. All of the required enrollment and consent forms are available from Tower Human Resources.
Payroll Deductions
Wages paid to employees are subject to certain federal and state mandated deductions, such as income tax withholding, social security or FICA, and state disability insurance. No payroll deductions will be withheld from an employee's paycheck, except those mandated by federal and state law or those that are authorized in writing by the employee.
Non-exempt employees will be paid one and one-half times their regular rate for all hours worked in excess of eight hours in a workday, over 40 hours in a workweek, or for the first eight hours on the seventh consecutive day of work in a workweek. Non-exempt employees will be paid two times their regular rate for all hours worked in excess of 12 in a work day or in excess of eight on the seventh consecutive day of work in a workweek. For purposes of determining which hours constitute overtime, only actual hours worked in a given workday or workweek will be counted. Exempt employees are not entitled to overtime pay or to compensating time off.
Duration of Employment
Continuation of employment with Tower is at the discretion of the employee and Tower, and any employment beyond one year is dependent on funding. Employment must be renewed on an annual basis and renewal does not guarantee employment for the following year.
Performance Evaluations
Tower believes in the principle that employees should be given the opportunity to demonstrate their abilities and continually improve their job performance. A performance evaluation will be conducted on an annual basis, although it may be conducted at any time to provide both you and your supervisor with the opportunity to discuss your job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss methods for improving your performance. Where performance problems exist, Tower will endeavor to notify an employee about his or her deficiencies. Such notification is an opportunity for the employee to improve. Evaluations are also prepared to:
Evaluate career potential opportunity and development.
Achieve a more effective working relationship between the employee and supervisor.
Departmental goals and personal goals.
Provide a basis for compensation review.
At the same time, please understand that a positive performance evaluation does not guarantee an increase in salary, a promotion, or even continued employment. Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of Tower.
In addition to these more formal performance evaluations, Tower encourages you and your supervisor to discuss your job performance on an ongoing basis.
Alcohol and Drug Abuse Policy
Tower is committed to establishing and maintaining a drug-free workplace. To that end, Tower prohibits the unauthorized use of drugs or alcohol, including but not limited to, the unlawful manufacture, distribution, dispensation, possession or use of alcohol or controlled substances in the workplace. An employee who violates this policy shall be subject to discipline including immediate termination. Except as provided below, the following is strictly prohibited for all employees while on Tower's or the University's premises, while operating Tower's or the University's vehicles or equipment, or while performing Tower business regardless of the location:
Use of alcohol, drugs, intoxicants, or controlled substances.
Reporting to work, or remaining on duty, while impaired by or under the influence of alcohol, drugs, intoxicants or controlled substances.
Driving a vehicle on Tower business while impaired by or under the influence of alcohol, drugs, intoxicants or controlled substances.
Possession, sale, purchase, manufacture, transportation, dispensation or distribution of alcohol, drugs, intoxicants or controlled substances, or drug paraphernalia or an attempt to do any of the same.
The use of prescribed or over-the-counter drugs, or possession incident to such use, is not prohibited by this policy if: (a) the drug has been legally obtained and is being used for the purpose for which it was prescribed or manufactured; (b) the drug is being used at the dosage prescribed or authorized; and (c) the use of the drug does not prevent the employee from safely performing the essential functions of his or her position with or without reasonable accommodation. Tower reserves the right to require certification that the use of the drug will not impair the ability of the employee to perform his/her job properly and safely.
Consequences for Violating This Policy
In the event that Tower discovers that an employee has violated this policy, the employee will be subject to discipline up to and including termination and Tower may report the violation to appropriate law enforcement authorities. It is the responsibility of any Tower employee convicted of a criminal drug offense occurring in the workplace to notify the Tower Human Resources Department within five calendar days of the conviction. Additionally, an employee's conviction for the sale, possession or use of any illegal controlled substance while off the job will also subject the employee to discipline up to and including termination.
Employees Who Seek Assistance
Employees who suspect that they may have a substance abuse problem may contact Human Resources about the possibility of a leave to enroll in a professionally recognized alcohol and/or drug rehabilitation program. However, such a request does not give an employee the right to state that he or she has a substance abuse problem and expect accommodation once Tower discovers that an employee has violated this policy. Nor does it shield an employee from disciplinary action for violation of this policy.
Tower is not responsible for the cost of the employee's participation in the rehabilitation program, and any leave necessary to attend a rehabilitation program is unpaid, unless the employee is otherwise eligible to use paid time off under Tower's policies. If the employee fails to return to work upon the expiration of his or her rehabilitation program leave or fails to satisfactorily complete the program, the employee will be terminated.
Questions and Confidentiality
Employees with questions about this policy or about issues related to drug or alcohol use in the workplace may raise their concerns with their supervisor or with the Tower COO. All records or communications relevant to an employee's participation in a drug or alcohol rehabilitation program or use of prescription drugs or over the counter drugs will be confidentially maintained and limited to personnel on a need to know basis.
Whistleblowers Protection
When employees notify an appropriate government or law enforcement agency that they have reasons to believe their employer is violating a state or federal statute, or violating or not complying with a state or federal rule or regulation, those employees are protected from retaliation. Tower has a strict policy that prohibits retaliating against employees who make such reports and that prohibits retaliating against employees who have made such reports while employed in any former employment. Tower also does not permit retaliation against an employee who refuses to participate in an activity that would result in a violation of a state or federal statute, or a violation or noncompliance with a state or federal rule or regulation.
If you have information regarding possible violations of state or federal statutes, rules, regulations, or violations of fiduciary responsibility by Tower, we encourage you to report it immediately to your supervisor, manager, or to the COO at (408) 924-1508. Alternatively, you may contact the California State Attorney General's Whistleblower Hotline at 1-800-952-5225. The Attorney General will refer your call to the appropriate governmental authority for review and possible investigation.
Electronic Communication Use
Tower's computer systems, voice mail, electronic mail (e-mail), and its access to the Internet enable employees to access and exchange information quickly and efficiently. When used properly, we believe these resources greatly enhance employee productivity and knowledge.
Voice-mail, e-mail and computer systems and files used by Tower are provided solely to further Tower's business operations. These systems and the information stored in them belong to Tower. Although employee passwords may be used for Tower-oriented security reasons, the use of such passwords is not intended to assure employees those messages or other communications generated by or stored on these systems will be kept confidential. Tower maintains the right to access these systems and to retrieve information stored therein at any time, and all employee passwords must be made known to Tower upon demand. Further, Tower reserves the right to monitor, review or access, at any time, information revealing an employee's Internet usage, including websites accessed or any information that may have been downloaded. Consequently, Tower's voice mail, e-mail, and computer systems, including the Internet, should be used primarily for business purposes.
Once again, employees should bear in mind that messages and all other data stored on Tower's voice-mail, e-mail and computer systems is subject to access by Tower at any time. We therefore ask you to exercise good judgment in using these systems.
Guidelines for Use
This section sets forth guidelines concerning the appropriate use of Tower's voice-mail, e-mail and computer systems.
Since voice-mail and e-mail messages, as well as other computer-stored data, are considered business records and may be electronically retrieved, even after you "delete" them, nothing should be included in a voice-mail or e-mail message that you would not consider putting in a memorandum.
Employees should delete unwanted voice-mail and e-mail messages as soon as practical and should log off when not using the computer system.
Employees should exercise good judgment in the use of e-mail distribution lists; these lists are developed for the convenience of the addressees and unnecessary or frivolous messages should not be sent, thereby cluttering up user screens.
Employees should not use a password, access a file, or retrieve or download any stored communication without express authorization. You also should not send e-mail or other communications that either mask your identity or indicate that someone else sent them, and you should never access another employee's voicemail, e-mail, or computer systems without express authorization.
Employees may not install any software on Tower computer systems without the prior authorization of Tower's COO.
Tower's voice-mail, e-mail and computer systems, including the Internet, must not be used for the following purposes.
- Any illegal, discriminatory, threatening, harassing, abusive or offensive comments. For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes or anything that may be construed as harassment or showing disrespect for others.
Anything in conjunction with an employee's outside business endeavors or sales of any product or outside service (home products, cosmetics, etc.).
Messages or other communications violating a Tower policy or contrary to supervisory instructions.
To copy or distribute copyrighted material unless you have confirmation from an appropriate source that Tower has the right to copy or distribute the material.
For the illegal duplication of software and its related documentation. Employees also may not use any software on local area networks or on multiple machines that is not in accordance with the software license agreement.
Employees should notify their immediate supervisor, the network administrator or any member of management upon learning of a violation of this policy. Any violations of these "Guidelines for Use" or other provisions of this policy may result in disciplinary action, including possible termination.
External Access and Confidentiality
Under certain conditions, employees will need to communicate with clients and other external users via voice-mail, e-mail and/or via the internet. Employees are cautioned to exercise an additional level of discretion, professionalism, and sound judgment when communicating with third parties via these systems.
For example, all employees should safeguard Tower's confidential information, as well as that of guests and others, from disclosure. Messages containing confidential information should not be left visible while you are away from your work area. E-mail messages that you send which contain confidential information should include the following statement in bold and in all capital letters at the top of the message:
"Confidential: Unauthorized Use or Disclosure Is Strictly Prohibited."
Also, you should be aware that Internet sites maintain logs of visits from users. These logs identify the company and the individual who accessed the Internet website. If your work requires a high level of security, please ask your supervisor or an appropriate manager for guidance on securely exchanging e-mail or gathering information from Internet sources.
Privacy and Disclosure
As previously noted, Tower's and the University's voice-mail, e-mail, and computer systems, including the use of the Internet, are provided to facilitate the conduct of its business. All messages and other communications generated through and/or stored on these systems are considered business records. Employees who use the voice-mail, e-mail and/or computer systems should understand that information stored on these systems cannot be considered confidential or private. Indeed, Tower reserves the right to access any voice-mail, e-mail, Internet usage or other computer-stored information at any time.
Tower is concerned about the health and safety of its employees and others who enter Tower's premises. It is Tower's policy to comply with all applicable federal, state, and local health and safety regulations and to provide a work environment as free as feasible from recognized hazards. You are expected to comply with all safety and health requirements whether established by management or by federal, state, or local law.
Any accident that occurs on Tower's premises be that of a client, visitor, or employee, should be reported immediately to your supervisor or to the Human Resources Director. For your own safety and the safety of others, please do not attempt to give medical aid to an injured client, visitor, or fellow employee. Call the appropriate medical authorities.
Tower also requires that work areas be kept clean and orderly at all times. You are responsible for maintaining your work area in a clean and orderly fashion at all times. Tower will attempt to maintain the temperature, lighting, and noise level of its facilities at a level that is comfortable for employees yet appropriate for the nature of our operations. You should inform your supervisor of any concerns about working conditions.
Smoking Policy
Smoking is prohibited on the San Jose State University campus.
Life-Threatening Illness Policy
Tower understands that employees with life-threatening illnesses including, but not limited to cancer, heart disease, and AIDS, may wish to continue to engage in as many of their normal pursuits as their condition allows, including work. As long as these employees are able to meet acceptable performance standards, and medical evidence indicates that their conditions are not a threat to themselves or others, Tower is sensitive to the medical conditions of these employees and insures that they are treated consistently with other employees. At the same time, Tower has an obligation to provide a safe environment for all employees. Therefore, Tower will take appropriate precautions to help insure that an employee's condition does not present a health and/or a safety threat to other employees.
Workplace Violence
Tower has zero tolerance for violence and/or threats of violence against Tower employees, Tower business associates, or any member of the campus community. Tower prohibits any violent act, threat of violence or any behavior, which by intent, action or outcome harms or intimidates another person or property on any Tower or University work site, or while conducting Tower business. Such conduct will be subject to disciplinary action up to and including termination.
We strongly encourage you to report any observations, experiences of violence or threats of violence to the Human Resources Director, the Tower COO, or to any member of Tower's management team.
Inquiries About Your Employment
Tower may receive inquiries from outside individuals regarding the status of your employment. Tower responds to written requests only and has a strict policy of providing only limited information. Consequently, no employee other than the Director of Human Resources may provide any information regarding current or former employees (either on or off-the-record) to any non-employee without the specific written approval of the Tower COO. This includes letters of reference. The only information that we will confirm is your dates of employment and your position title with Tower. We will not reveal your salary without your written authorization. Tower's strict policy prohibits us from revealing any information about why you may have left us.
Employee Benefits
Tower provides medical, dental, vision and life insurance to Regular Benefitted Employees whose appointment is expected to exceed three months. Detailed information and brochures describing available plans may be obtained from Human Resources.
Participation in Tower's insurance plans is not automatic. Employees must complete necessary applications before coverage can commence. Eligible employees normally have sixty (60) days to decide on a plan.
Tower reserves the right at any time to modify, amend or terminate (in whole or in part) any or all of the provisions of the employee benefit plans or programs with advance notice.
Dual Coverage:
Employees holding a concurrent appointment with Tower and San Jose State University and who are eligible for medical, dental and/or vision benefits from both sources may not participate in Tower's Plans if enrolled in such plans through the University. However, the employee may participate in dual retirement systems for the percentage of time employed by each entity.
Medical Benefits
Tower will provide health benefits to its employees hired half time (20 hours per week) or more with an appointment equal to or exceeding 3 months. Tower pays a share of premium costs for medical insurance. Employees are eligible for medical coverage the first of the month following 30 days of continuous employment. Employee must complete enrollment forms for all plans to initiate participation.
Employees not requiring medical benefits may participate in the Benefits for Cash Plan. This is an optional benefit plan that allows employees to waive insurances in exchange for cash. Employees will receive $128.00 additional cash in their paychecks each month. This payment is treated as taxable income and will be subject to the same payroll taxes as regular salary. The additional income will be reported as income on Form W-2 in the year it is received.
Employees taking advantage of this program must certify that they have alternative coverage(s) and that coverage has been approved by Human Resources. Tower may modify these benefits as necessary at any time. Contact Tower Human Resources for plan information and rates for medical coverage.
Delta Dental – Tower pays the total premium for employees and their dependents
VSP Vision Plan – Tower pays the total premium for employees and their dependents
Auxiliary Employee Assistance Program (LifeMatters) – All Tower employees are eligible for the AEAP. Employees and their dependents may use the services offered by CONCERN. Employees are permitted 1-5 sessions per year for each issue. After 5 sessions, the employee is referred to outside sources.
Long Term Disability Insurance (LTD) – Sun Life – Tower pays the total premium for eligible employees.
Short Term Disability Insurance (STD) –Sun Life – Tower pays the total premium for eligible employees.
Short Term (State) Disability Insurance (SDI) – The Employee pays cost of insurance which provides coverage for loss of wages when employees are unable to work because of physical or mental illness or injury. All employees are eligible for SDI and it is required by the State of California.
Short and Long Term Disability Plans (Sun Life) - Tower pays the total premium for employees.
Life/Accidental Death and Dismemberment (AD&D) - MetLife
Employees appointed half time (20 hours per week) or more and for more than six months may enroll in Life and AD&D- Insurance. Coverage is effective the first day of the month following 30 days of continuous employment. Benefit is one times employee's annual salary up to a maximum of $50,000. Employee must complete enrollment forms to initiate participation.
Retirement/Supplemental Retirement Annuity - Teachers Insurance and Annuity Association-College Retirement Equity Fund (TIAA-CREF)
Regular Benefitted employees appointed half time (20 hours per week) or more and for six months or more, are eligible for the retirement program. Regular Benefitted Employees are eligible to contribute to the retirement plan on the first of the month following completion of 30 days of employment. Employees completing one year of service and at least 1,000 hours of work are eligible for a Tower contribution of seven (7) percent of the employee's base salary.
Employees may contribute a minimum of $25 per month via payroll deduction. Contributions may be made to the regular retirement annuity or to a Group Supplemental Retirement Annuity, beginning the first of any month after hire. Enrollment forms are required and may be obtained from Tower Human Resources.
Lifetime Medical Benefits
Retiring Tower employees age 60 or older, with at least 10 years of continuous service during the last 20 years and who are currently employed by Tower and enrolled in a Tower sponsored health plan, are eligible for life time medical benefits. This benefit is extended to eligible dependents also currently enrolled.
Educational Reimbursement Program
Tower assists Regular Benefitted Employees who aspire to high levels of skills and professional competencies. Educational reimbursement may be used for successful completion of approved work-related classes or accredited courses leading to an undergraduate or graduate degree.
Educational reimbursement, based upon availability of funds, will be made accessible to all Regular Benefitted Employees who have completed at least one year of service. Eligible employees are required to submit an Education Reimbursement Application Form for approval prior to enrollment in classes. To maintain eligibility, employees must remain on active payroll (regular full-time) and receive satisfactory course grades. Upon demonstration of successful completion of courses taken, the employee's semester/quarter tuition costs or fees will be reimbursed up to the equivalent of San Jose State University mandatory fees for zero to six units per semester.
Other Benefits
Workers' Compensation
All Tower employees are protected in the event of job-related injuries and illness by Workers' Compensation Insurance which is an employer-paid benefit. If an employee is injured or becomes ill as a result of his or her job, this insurance pays for medical care, necessary rehabilitation services, income in case of disability, or death benefits to dependents.
If any injury causes temporary disability, temporary disability indemnity will be payable for the period commencing on the fourth day of disability, or in the case of hospitalization for inpatient treatment required by the injury, the first day of disability. If the temporary disability extends beyond 14 total days, the initial 3 days that were withheld would be paid at that time.
Important: Report any injury or illness immediately to the appropriate supervisor and call Human Resources. Any delay in reporting an accident may delay Workers' Compensation benefits. Failure to immediately report a work injury or accident may be cause for disciplinary action.
The President of the University establishes the academic work days and holidays for the University, and Tower normally observes the same holidays. If a designated holiday falls on a Sunday, the holiday is observed on the following day (Monday). If a designated holiday falls on a Saturday, the holiday is observed on the preceding Friday. When a designated holiday falls on a weekday and classes are still being held, all staff members will be expected to work as usual and a substitute day will be designated. In addition to the stated holidays, eligible employees receive a personal holiday to be taken on your birthday or religious holiday. Holidays will be posted at the beginning of each calendar year.
Regular Benefitted Employees are eligible to receive holiday pay, but they must be employed and on paid status with Tower on the date that the holiday is actually observed, as established by the University's academic calendar, and the holiday must fall on a scheduled work day to qualify for holiday pay.
Non-exempt Regular Benefitted Employees who work on recognized holidays shall be paid their straight-time rate of pay for hours actually worked on the holiday. Holidays that are recognized by Tower are:
New Year's Day
Martin Luther King's Birthday (3rd Monday in January)
President's Day
Cesar Chavez Day
Memorial Day
Independence Day
Labor Day
Friday after Thanksgiving
Christmas Day
In addition to the named holidays, 2 - 3 additional days per year are scheduled by the University President, usually in connection with the Christmas and/or New Year's holidays. A holiday schedule will be posted at the beginning of each calendar year.
Nonexempt Tower employees accrue vacation based on length of service as follows:
|Service Requirements
|Hours Accrued per Month
|Days Accrued Annually
|1 Month to 3 Years
|37 Months to 6 Years
|73 Months to 10 Years
|121 Months to 15 Years
|181 Months to 20 Years
|241 Months to 25 Years
|301 Months and over
Exempt employees accrue vacation at the rate of 16 hours per qualifying month. Part-time employees accrue vacation on a prorated basis.
Sick Leave
For each month of continuous employment, Tower employees accrue 8 hours of sick leave. Part-time employees accrue sick leave on a prorated basis.
Bereavement Leave
Tower Foundation allows a regular employee 5 days of Bereavement Leave when a death occurs in the employee's "immediate family" which for the purposes of this policy, is defined as spouse, registered domestic partner, parents, guardians in lieu of parents, siblings, child, mother-in-law, father-in-law, grandparents and grandchildren.
Jury Service/Court Leave
Regular Tower Foundation employees are eligible to be paid their regular wages while on jury leave up to a maximum of 5 work days per calendar year. The Jury Summons must be submitted with the time sheet for the appropriate pay period.
Leaves of Absence
It is Tower's policy to grant leaves of absence to eligible employees for the purpose of medical, disability and personal emergencies. Unless specifically provided otherwise, all leaves of absence are available on an unpaid basis.
Subject to any applicable legal restriction or obligations, requests for leaves will be considered on the basis of employee's length of service, performance, responsibility level, the reason for the request and Tower's ability to obtain a satisfactory replacement during the time the employee would be away from work.
Detailed information regarding Family and Medical Leave (FMLA), Pregnancy Disability Leave, Military Caregiver Leave, Qualifying Exigency Leave, Military Leave, Leave When Spouse or Domestic Partner is on Leave from Military Service, Time for Victims of Domestic Violence, and Personal Leave may be obtained from Human Resources.
If You Must Leave Us...
While we hope that your employment with us will be lengthy and pleasant, it must be remembered that the employment policy of Tower is that all employees are employed on an at-will basis which is based on the mutual consent of you and Tower. Thus, either you or Tower may terminate the employment relationship at any time and for any reason, with or without cause.
Most Tower employees sign appointment forms, indicating that funding for their position may end at the end of the project, grant or contract, or it may end at the end of the Tower's fiscal year unless they are offered a new appointment. Severance is not paid to departing Tower employees.
If you decide to leave Tower, we would appreciate at least two weeks written notice of your resignation. Should you fail to provide sufficient written notice of your resignation, you will be deemed ineligible for re-employment. Please return all property owned by Tower (e.g., computers, keys, identification badges, credit cards, etc.) prior to your departure. University keys must be returned to the Lock Shop; parking permits to Traffic and Parking; and Identification Cards to Human Resources. Also, please contact Human Resources to determine your eligibility for any unemployment insurance and disposition of your final paycheck.
If you are moving, a forwarding address should be given to Human Resources for mailing of W-2 Forms and other paperwork.
Tower retains the right to accept your resignation immediately and pay you the amount of compensation you would have earned had you continued to work during your resignation period.
Exit Interview
Before leaving, you will be asked to participate in an exit interview. This will provide closure to your employment with Tower and will allow Tower Human Resources to ensure that it has resolved various administrative matters pertaining to computer passwords and other information, and that it has answered any questions you may have about continuation of benefits. It also provides Tower with an opportunity to listen to any of your comments or ideas about improving Tower's operations or procedures.


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For the third year in a row, the Rice MBA Marketing Case Competition brought MBA candidates from across the country to campus this past weekend. The competition bridges the gap between academia and the business world by giving MBA teams the opportunity to leverage their business acumen to solve real-world marketing problems.
Cameron International has sponsored the event since its inception, and this year, for the first time, competing teams were challenged to provide insight and recommendations about a Cameron-authored case. The 'live-case' format helped students and executives gain insight about a business issue faced by their company. Cameron will use the teams' findings to improve their marketing decision making.
The event began with a dinner Thursday night where teams met each other and executives from Cameron. The case was distributed that evening, and teams had until 1 pm Friday to develop their presentations. In the first round, every team drew random assignments and presented in front of judges who had no prior knowledge of which school teams represented. Three teams were announced as finalists, and they immediately presented in the auditorium in front of everyone to compete for first, second and third place.
"It was a great experience with lots of 'ah-ha' and team-building moments," said Owen Davies, a business student at the University of Houston. "It was fun to compete on an intellectual level with such reputable universities. Rice, along with the support of Cameron, was a terrific host and had solutions for everything, which made the entire event go smoothly."
Made up of four to five MBA students each, 11 teams participated from eight business schools including those from Vanderbilt University, Washington University, The Pennsylvania State University, Tulane University, Louisiana State University, University of Houston, The University of Texas at Dallas, and Rice University.
Eight judges were enlisted, including five marketing executives from Cameron and three professors from University of Houston, Texas Tech University and the Jones School.
Hosted by the Rice Marketing Club and organized by a committee of full-time Rice MBA students led by club vice president Christian Hinkie (Rice MBA '14), the case competition divided prize money totaling $7,000 among the top three winning teams: $4,000 to first place winner Vanderbilt, $2,000 to second place winner UH, and $1,000 to third place winner Washington U.
An in-kind closing reception was sponsored by H-E-B, Buffalo Bayou Brewing Co., and Pedernales Cellars. Both Pedernales and Buffalo Bayou Brewing were founded by Rice alumni (Pedernales by David Kuhlken, Rice '94; Buffalo Bayou by CEO Rassul Zarinfar, Rice '04, who attended the reception with Daniel Willis, Rice '12).
Dr. Connie Porter, visiting assistant professor of marketing and co-advisor to the Rice Marketing Club, said, "The Jones School has deep and longstanding ties with Cameron, and we view our case competition as a means to enhance the value of this relationship. Their sustained sponsorship has made it possible for the event to expand every year, enabling the Jones School to foster greater intellectual engagement and interaction among a community of students and faculty within Texas and beyond."

subset: commoncrawl


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SOG Trident 1/2 Serrated Desert Camo Folding Knife
The SOG Trident 1/2 Serrated Desert Camo Folding Knife is a great tool to carry along whether you are going hunting or camping. A combination of serrated as well as plain blade makes it ideal for use in various outdoor activities. Made from high grade AUS8 steel, the blade is destined to last longer and provide smooth cuts. Copper TiNi finish on the blade prevents it from rusting and increases its life-span. It uses S.A.T. (SOG Assisted Technology) to bring the blade to an open position. With the patent-pending Arc-Actuator technique, the blade locks stronger into position and also releases easier. There is a built-in safety mechanism to keep the blade locked when closed. The knife handle is just as unique as the blade itself, with its patent-pending Groove which helps the user in simple tasks like cutting a fishing line, without having to open the blade. Ensuring a coarser grip is the Digi-Grip variable pattern on the handle. Equipped with an SOG bayonet style clip, the knife can easily be switched for right or left hand person. It can also be removed and stowed away in a pouch for storage. Buy the SOG Trident 1/2 Serrated Desert Camo Folding Knife and get yourself a Rambo style, handy blade today!
This product has a limited lifetime warranty.


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Remove tough stains from vinyl flooring
Sheet vinyl "resilient" flooring is so easy to clean that it may never require anything beyond damp mopping with a cleaner intended for vinyl floors. But if your floor has marks or stains that still won't come off, you can use stronger stuff. Although the methods described here won't harm most vinyl floors, we strongly recommend that you test them in a closet or on a section of flooring that's hidden by furniture. Use white rags only; chemicals that dissolve stains can also make fabric colors bleed and stain your floor.
Isopropyl alcohol, sold as a disinfectant at drugstores, is a mild solvent. It's the best cleaner for heel marks and works on other tough stains too. You can also use lighter fluid or mineral spirits. Remember that all these products are flammable; turn off any nearby pilot lights and hang rags out to dry before throwing them away.
Bleach will often erase stains left by liquids like fruit juices, tomato sauce and wine. Mix one part household bleach with four parts water, soak a rag in it and lay the rag over the stain. Bleach works slowly; you may have to leave the rag in place for an hour or so.
Oxalic acid is the solution for stubborn rust stains. It's often labeled "wood bleach"—but not all wood bleach contains oxalic acid, so check the label. Most paint stores and some hardware stores carry oxalic acid. If the stain won't rub off, wet a rag with the acid solution and lay it over the stain for 10 minutes. If the stain remains, rewet the rag and repeat. When that's done, rinse the floor with clean water.


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California has apparently decided 2012 will be the Year of the Tax Increase.
On Nov. 6, Californians passed Proposition 30, which increased the state sales tax by a quarter percent for four years to help cover the state deficit and prevent further cuts to education funding.
On the same ballot, voters in 28 out of 36 California cities OK'd local sales tax hikes.
Now, Los Angeles voters will decide whether the willingness to increases sales taxes continues into 2013. On March 5, residents will be asked to increase the city sales tax by a half-percent, designed to bring in up to $215 million next year, covering nearly all of a projected $216 million shortfall in the city budget.
"On the surface it looks as if voters are more amenable to supporting revenue proposals," said Raphael Sonenshein, executive director of the Pat Brown Institute at California State University, Los Angeles.
"But, I think you have to go back to look at the specific campaigns and what the money will be used for. I don't think you can say with certainty that voters will approve this tax."
Council President Herb Wesson developed the new city sales tax proposal after looking at alternatives, spokesman Ed Johnson said.
"None of the other taxes bridged the gap and none of them polled very well," Johnson said of proposals to increase the parking occupancy tax, hike the documentary transfer tax or impose a $39 a year parcel tax for parks.
"We looked at what other cities were doing who were facing similar budget challenges and their success at the polls. We felt it was something that we should at least put before voters."
If passed, the sales tax in Los Angeles would be 9.5 percent.
That's higher than most of L.A.'s neighbors. Burbank, Glendale, Culver City, San Fernando and Agoura Hills all have a 9 percent sales tax. Thousand Oaks' tax rate is 7.5 percent while Santa Monica is at 9.5 percent.
Larry Kosmont of Kosmont and Associates who publishes an annual guide on the most expensive cities in which to do business, said he believes the city is asking for trouble with the proposed tax increase.
"I think it's problematic for Los Angeles," Kosmont said. "It just makes Los Angeles, as a city, more expensive.
"Los Angeles has all these borders where it's easy to go to cities with lower sales tax. You can forget seeing big TVs, washers and dryers - all the major consumer goods - being sold in Los Angeles in the near future."
The increase in the sales tax would not affect car sales, since car buyers are charged based on the tax rate where they live. However, it could affect other large items.
"People will just go over the border to where sales taxes are less expensive," said former Mayor Richard Riordan, who is opposed to the tax hike. He has proposed a ballot measure to overhaul the city's pension systems to reduce city costs.
Kosmont said the biggest problem with sales taxes is they are so regressive - hitting the poor and middle class the hardest, which is why cities have tried to avoid raising the tax.
But, he said, with the loss of Community Redevelopment Agencies that provided some funding for programs and the difficulty in raising other taxes, the sales tax has become the latest target of public officials.
The last major local increase in the sales tax was passed in 2008, when voters approved Measure R, a 30-year half-percent tax hike to pay for transit and transportation projects. Measure J, which would have extended the tax another 30 years to 2069, failed on Nov. 6.
Most of the city's sales tax - 6.2 percent of the current 8.75 percent - goes directly to the state.
Los Angeles only receives about .75 percent now, which brings in about $332 million a year, the city's fifth largest revenue source.
State law limits how much the sales tax can be increased by local governments to a maximum of 2 percent. The county of Los Angeles already uses 1 percent of that for transportation programs, leaving the city of Los Angeles with access to the remaining 1 percent.
The request to have voters approve a sales tax increase comes as Los Angeles has tried to remake itself as more business friendly.
Councilman Eric Garcetti, who is running for mayor and opposes the sales tax proposal, has backed a plan that would phase out the city's business tax, arguing that would attract new business investment and boost other tax revenue.
Mayor Antonio Villaraigosa, who has been lukewarm on the sales tax proposal, has called for a number of other breaks for businesses - from business tax holidays to tax exemptions for start-up firms.


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Varicose veins are swollen, twisted, painful veins that have filled with blood.
Sclerotherapy; Laser therapy - varicose veins; Radiofrequency vein ablation; Endovenous thermal ablation; Ambulatory phlebectomy; Transilluminated power phlebotomy; Endovenous laser ablation; Varicose vein therapy
Varicose veins usually develop in the legs. They often stick out and are blue in color.
The following treatments for varicose veins can be done in a doctor's office or clinic. You will receive local anesthesia to numb your leg. You will be awake, but will not feel pain.
Sclerotherapy works best for spider veins. These are small varicose veins.
Laser treatment can be used on the surface of the skin. Small bursts of light make small varicose veins disappear.
Phlebectomy treats surface varicose veins. Very small cuts are made near the damaged vein. Then the vein is removed. One method uses a light under the skin to guide treatment.
This may be done along with other procedures, such as ablation.
Ablation uses intense heat to treat the vein. There are two methods. One uses radiofrequency energy and the other uses laser energy. During these procedures:
Your doctor may recommend varicose vein therapy to treat:
These treatments are generally safe. Ask your doctor about specific problems that you might have.
The risks for any anesthesia are:
The risks for any procedure are:
The risks of varicose vein therapy are:
Always tell your doctor or nurse:
You may need to stop taking aspirin, ibuprofen (Advil, Motrin), warfarin (Coumadin), and other medicines that make it hard for your blood to clot.
Your legs will be wrapped with bandages to control swelling and bleeding for 2 to 3 days after your treatment.
You should be able to start normal activities within 1 to 2 days after treatment. You will need to wear compression stockings during the day for 1 week after treatment.
Your doctor may check your leg using ultrasound a few days after treatment to make sure the vein is sealed.
These treatments reduce pain and improve the appearance of the leg. They usually cause very little scarring, bruising, or swelling.
Wearing compression stockings will help prevent the problem from returning.
Freischlag JA, Heller JA. Venous disease. In: Townsend CM, Beauchamp RD, Evers BM, Mattox KL, eds. Sabiston Textbook of Surgery. 19th ed. Philadelphia, Pa: Elsevier Saunders; 2012:chap 65.
Goldman MP, Guex JJ, Weiss RA. Sclerotherapy: Treatment of Varicose and Telangiectatic Leg Veins. 5th ed. Phildelphia, Pa: Elsevier Saunders; 2011.
Nijsten T, van den Bos RR, Goldman MP, et al. Minimally invasive techniques in the treatment of saphenous varicose veins. J Am Acad Dermatol. 2009;60:110-119.
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text: Famous for durability, the Diamond® retaining wall system has been trusted by contractors for decades. The clean lines of the straight face and the enduring look of the beveled face provide options for a wide range of functional projects. From simple to complex, projects built with the Diamond system stand the test of time.


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Martha M. Coakley
Saul Loeb/Agence France-Presse — Getty Images
News about Martha M. Coakley, including commentary and archival articles published in The New York Times.
Republicans Hold the Top 2 Prizes in Governor Races
Rick Scott of Florida and Scott Walker of Wisconsin were re-elected in states that both parties are looking to as a gauge of voter sentiment in the run-up to the 2016 presidential race....
November 5, 2014, Wednesday
MORE ON MARTHA M. COAKLEY AND: States (US) , Kasich, John R , Ohio , Corbett, Thomas W , Wolf, Thomas W , Pennsylvania , Rauner, Bruce , Illinois , Hogan, Lawrence J , Maryland , LePage, Paul R , Walker, Scott K , Maine , Abbott, Gregory W (1957- ) , Texas , Branstad, Terry E , Iowa , Snyder, Richard Dale , Michigan , Brownback, Sam , Kansas , Baker, Charles D Jr , Scott, Richard L , Coakley, Martha M , Massachusetts , Wisconsin , Florida , United States , Elections, Governors , Midterm Elections (2014) , Democratic Party , Republican Party
Tearful Displays Enliven Close Governor's Race in Massachusetts
Martha Coakley and Charlie Baker have both fought hard to change what caused their 2010 defeats, but neither has made enough of an impression to take the lead in the polls....
October 31, 2014, Friday
MORE ON MARTHA M. COAKLEY AND: Massachusetts , Coakley, Martha M , Baker, Charles D Jr , Elections, Governors , Midterm Elections (2014)
With Praise, Hillary Clinton Keeps an Adversary Close
At a rally in Boston, Mrs. Clinton praised Senator Elizabeth Warren, a liberal Democrat some see as a potential future rival, but did not appear onstage with her....
October 25, 2014, Saturday
MORE ON MARTHA M. COAKLEY AND: Clinton, Hillary Rodham , Warren, Elizabeth , Coakley, Martha M , Massachusetts , Presidential Election of 2016 , Democratic Party
Verbatim: Clinton on Warren
Hillary Rodham Clinton, after praising Senator Elizabeth Warren as "the passionate champion for working people and middle class families" at a campaign event for Martha Coakley, the Democratic gubernatorial candidate in Massachusetts....
October 24, 2014, Friday
MORE ON MARTHA M. COAKLEY AND: Clinton, Hillary Rodham , Coakley, Martha M , Warren, Elizabeth
Primaries in Northeast Set the Stage for the Fall
Gina M. Raimondo, the Democratic treasurer of Rhode Island, won a convincing victory to become her party's nominee for governor — just one of several primaries taking place across New England on Tuesday....
September 10, 2014, Wednesday
MORE ON MARTHA M. COAKLEY AND: Raimondo, Gina M , Shaheen, Jeanne , Tierney, John F , Taveras, Angel , Grossman, Steven (1946- ) , Rubens, Jim , Swift, Jane , Pell, H Claiborne , Coakley, Martha M , Shields, James , Midterm Elections (2014) , Rhode Island , Elections, Governors , Elections, Senate , Elections, House of Representatives , Baker, Charles D Jr , Massachusetts , New Hampshire , Primaries and Caucuses , New England States (US) , Democratic Party , Republican Party , Brown, Scott P , Moulton, Seth W
Lessons From Losses Drive Massachusetts Candidates
Martha Coakley, a Democrat, and Charlie Baker, a Republican, were stung in 2010, but both are favored to win in the primary for governor on Tuesday....
September 7, 2014, Sunday
MORE ON MARTHA M. COAKLEY AND: Massachusetts , Coakley, Martha M , Baker, Charles D Jr , Primaries and Caucuses , Elections, Governors , Midterm Elections (2014) , Democratic Party , Patrick, Deval L
Abortion Clinic Protections Proposed in Massachusetts
Lawmakers expressed support for a bill that they say would address safety concerns that arose when the U.S. Supreme Court struck down buffer zones for demonstrators at abortion clinics....
July 15, 2014, Tuesday
MORE ON MARTHA M. COAKLEY AND: Freedom of Speech and Expression , Supreme Court (US) , Law and Legislation , Chandler, Harriette L , Abortion , Demonstrations, Protests and Riots , Coakley, Martha M , Massachusetts
The Risks of Hospital Mergers
When two top names in health care formed an alliance in Massachusetts, it did not turn out well for consumers....
July 7, 2014, Monday
Massachusetts: Court Allows Public to Vote on Repealing Casino Law
The state's highest court ruled Tuesday that a proposal to repeal the state's expanded casino gambling law can appear on the ballot this fall....
June 25, 2014, Wednesday
MORE ON MARTHA M. COAKLEY AND: Coakley, Martha M , Decisions and Verdicts , Massachusetts , Referendums , Casinos , Springfield (Mass) , Gambling
Massachusetts Democrats Hand Coakley a Setback
The state treasurer, Steve Grossman, finished well ahead of Ms. Coakley, who barely beat the third-place candidate for the gubernatorial nomination....
June 14, 2014, Saturday
MORE ON MARTHA M. COAKLEY AND: Massachusetts , Coakley, Martha M , Endorsements , Grossman, Steven (1946- ) , Elections, Governors
The Nanny Murder Trial
In 1997, a young British nanny charged with murder brought shaken baby syndrome into the national spotlight, and raised a scientific debate that continues to shape child abuse cases today.
Martha Coakley on Lessons Learned
Martha Coakley, the attorney general of Massachusetts, is running as a Democrat for governor, after a failed run for Senate in 2010.
Why Massachusetts Voted Brown
Carolyn Ryan of The New York Times analyzes the different campaign styles of Scott Brown and Martha Coakley and how they may have determined the outcome of the Senate race in Massachusetts.
A Percolating Candidacy
Conservatives quietly mobilized behind a state senator, Scott Brown, to fill the Senate seat left empty by the death of Edward M. Kennedy.
The Next Move for Democrats
Richard W. Stevenson, deputy Washington bureau chief for The New York Times, discusses the ramifications of Republican Scott Brown's victory over Democrat Martha Coakley for the Senate seat in Massachusetts.
Rss Feeds On Martha M. Coakley
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Just a reminder that I am running a submission only BJJ comp (with gi) at the NEC as part of the Martial Arts Show on Sunday 13 May. It is open weight, but if there are sufficient entries I will split divisions at 76kg.
No points will be awarded you can only progress through the competition by submission. Time limits will be set nearer the time (to make sure we can finish before the close of the day!) but will be at least 10 minutes for all matches.
Standard IBJJF rules for permitted techniques.
You may wear any colour gi!
So if you have always wanted to show off that red Koral, camo Keiko or that Pin-Up gi now is your chance.
There are entries in every division, but curiously the smallest division is the white belts. Plenty of blue belts have entered so it should be a good event.
Currently there are entries from:
Combat Base
Mick Shore MA
Braulio Estima
Pedro Bessa
GB Midlands
Entry will close on Monday 7 May at midnight (ie late on Monday night)
To enter PayPal £5.00 to: firstname.lastname@example.com
Remember to include your: name, weight, belt, academy
Your entry to The Martial Arts Show also includes entry to The MMA Show which is taking place in the adjacent hall there is a real whos who of MMA there many of whom are offering free seminars etc.
Huge list of stars in attendance including:
BJ Penn
Randy Couture
Jake Shields
Dan Henderson
Chandella Powell
Brittney Palmer
Alexander Gustafson
Kenny Florian
If you are an MMA fan you need to be there.


text: Posted April 29, 2013 Career#1: Graphic Designer Love the possibility of making the world a prettier place but don't want to sit in a cubicle day in and day out to do it? A career as a graphic designer could give you the opportunity to work from anywhere, rake in some decent cash, and follow your creative dreams. Graphic designers are generally regarded as some of the most creative people on a team. According to the U.S. Department of Labor, they're the ones responsible for creating visual concepts, selecting colors, images, and layouts, and advising clients on strategies to reach their audience. Why It's Ideal for Telecommuting: You may think graphic designers must work in a collaborative environment, chained to the communal table with their colleagues, but Mund says that's not the case. "Graphic designers are asked to solve creative problems, which perhaps counter-intuitively, is often something best done alone," notes Mund. "We now know that creative work - things that require innovation or art - is best done in solitude." Additionally, open-plan offices, which are used by most creative agencies, have actually been found to decrease productivity, she adds. "Thus, telecommuting may be even more conducive for this type of work than working in an office." Salary Potential: What's more, toiling away in creative solitude could earn you a healthy salary. Top paid graphic designers in the 90th percentile make $77,490 annually, according to the Department of Labor. On the low end of the scale (10th percentile), designers make $26,250, while the median annual wage registers at $44,150. Education Requirements: You'll be required to have a bachelor's degree in graphic design or a related field if you want to pursue a position as a graphic designer, according to the Department. If you've earned a bachelor's degree in another field, you should pursue "technical training in graphic design" and be prepared with a solid professional portfolio demonstrating your creativity and originality. Career #2: Computer Programmer Think you might have what it takes to be a programmer but aren't sure you're cut out for office life? Computer programming may provide the opportunity to ditch the cubicle and work from home - and the pay isn't bad, either. Computer programmers create, test, and fix bugs in software programs by working with computer code, says the U.S. Department of Labor. These programs range from simple mobile applications for cell phones to more complicated computer operating systems. Why It's Ideal for Telecommuting: The two reasons this career is great for telecommuters stem from the fact that it requires a computer and it involves creativity, says Mund. "Because you can work from anywhere with only an outlet and an Internet connection, it's not difficult to choose the place where you're most productive instead of focusing on punching the clock," she says. The second reason, Mund adds, is that despite the technical nature of the work, it is actually quite creative. "Generally speaking, programmers solve the types of problems that must be solved by one person, not a team. When a programmer can work away from distractions like coworkers, he or she can get work done more effectively." Salary Potential: And if you work effectively, salary for this career could be in your favor, too. The Department of Labor lists median annual wage for computer programmers as $74,280. The top 90th percentile of employees earns $117,890, while the bottom 10th percentile earns $42,850. Education Requirements: According to the Department, most computer programmers have a bachelor's degree in computer science or a related field. However, some employers may hire you if you've only earned an associate's degree. Certification is an additional way to demonstrate your skills and give you a competitive edge, says the Department. Career #3: Accountant Turns out accountants aren't only working during tax time. In fact, almost all organizations employ accountants to ensure that financial documents and records are in order 24/7. But don't they have to be working alongside the rest of the office to rake in their hefty salaries? Contrary to popular belief, maybe not. Why It's Ideal for Telecommuting: An accountant doesn't need a group of people around to carry out his or her best work - instead they're able to get by with only financial records and a spreadsheet, says Mund. "And that, of course, can be done from anywhere - the office, the home, or elsewhere." The U.S. Department of Labor backs up Mund's claim: While many accountants work in offices, some work from home or travel to their clients' places of business instead. But don't think that telecommuting translates to fewer hours. One in five accountants worked more than 40 hours a week in 2010, according to the Department of Labor. Salary Potential: Accountants earning in the bottom 10th percentile report a respectable $39,930, says the Department of Labor. The top 90th percent, however, could see $111,510, while the median annual salary is $63,550. Education Requirements: If you want to pursue a career in accounting, the Department says you'll need at least a bachelor's degree in accounting or a related field. Looking for a competitive edge? Many accountants get licensed as a Certified Public Accountant (CPA) to enhance job prospects. Career #4: Writer Look around. Chances are that when your eyes focus on something near you, you'll see text. And where there is text, there's a writer behind it. Whether you're reading an advertisement, a magazine, or the lyrics of a song, a writer is responsible for creating it, according to the U.S. Department of Labor. But did you know that some writers are able to work from the couch or their neighborhood coffee shops and still make a decent paycheck? Why It's Ideal for Telecommuting: Just like many other careers on this list, the meat of this profession is best done alone. "Input from others during the writing process can stifle the flow of thoughts from brain to fingertip to screen, cause undue fear or pressure for perfection, and so on. Writing on one's own terms can yield better results than working in a normal office environment," explains Mund. The other key factor that makes this a great career for doing just about anywhere with computer access is that many writers don't have what we would traditionally think of as a boss. As the Department of Labor points out, in 2010 about 68 percent of writers were self-employed. Some industries in which writers might find work include religious, grant-making, or civic work; newspaper, periodicals, or books; and advertising or public relations, notes the Department. Salary Potential: If you find yourself in the top 90th percentile as a writer, the Department of Labor says you could make $117,860. The bottom 10 percent earns $27,770, while the median salary is $55,940. Education Requirements: Much like the career itself, the path to writing isn't written in stone. Still, if you're interested in going down that path, the Department has this to say: "A college degree is generally required for a salaried position as a writer. Many employers like to hire people who have a degree in English, journalism, or communications." Career #5: Public Relations Specialist If you love public speaking and don't mind long hours, a career as a public relations specialist could be right up your alley. But despite how "public" this career seems, you might be surprised to learn that you could carry out some of these duties remotely. Public relations specialists write press releases and help clients communicate effectively to the public, says the U.S. Department of Labor. Why It's Ideal for Telecommuting: Because press conferences take place outside of the office, it's clear why these professionals wouldn't need to be there all the time, says Mund. But there are other reasons this career is great for telecommuting, too. Public relations specialists are communicating constantly - but that doesn't mean they need to actually be putting in face time to do that, she says. "This is the kind of job twentieth-century technologies, like phones and the Internet, were made for: immediate, scalable communication and information." And the need for that immediate communication doesn't always happen in the office. According to the Department of Labor, people in this profession are often attending meetings, giving speeches, and traveling - which means putting in office time may be less common than other careers. Salary Potential: Of course, that doesn't mean this career path rewards you any less. The median annual wage of a public relations specialist is $54,170, says the Department. The top 90th percentile earning wage is $101,030, and the bottom 10th percentile is $30,760. Education Requirements: Typically, says the Department, to pursue a career as a PR specialist, you'll need a bachelor's degree in fields employers prefer, such as journalism, public relations, English, communications, or business. Career #6: Software Developer Ever wonder how and why your computer works when you turn it on and open up a program? The answer is software developers. These creative types develop the applications that run on your computer or other devices, and constantly work to make sure that they function correctly, according to the U.S. Department of Labor. But how are they able to work from their couch and still make a great salary? Why It's Ideal for Telecommuting: Developers, like programmers, work exclusively from computers, so they're already set up to telecommute. Mund says that this career also requires a type of creation, so it's best done when you can get into the "flow." She defines flow as a state of concentration and complete focus on the activity in front of you. And as anyone who's worked in an office before can tell you, "flow" isn't as easily achieved in a traditional setting where you're likely to be distracted. Salary Potential: If you earn median salary as an applications software developer, you could expect to see $90,060, according to the Department of Labor. The top 90th percentile makes $138,880, while the bottom 10th percentile makes $55,190. Education Requirements: If you want to pursue a career as a software developer, you'll probably need to have a bachelor's degree, notes the Department. Most computer programmers have one in computer science, software engineering, or a related degree. These professionals also have strong computer programming skills, says the Department. more Share this post Link to post Share on other sites


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About Russian RiverView a map of Russian River wineries
The Russian River Valley is named as such due to its proximity to the Russian River, the river itself named for the Russian fur traders who came down from Alaska in the late 18th and early 19th centuries. The Russian River is agricultural land. While there is a focus on wine, beyond the vineyards are many small, family-owned farms cultivating everything from cattle to Christmas trees.
Notable FactsThe proximity of this cool river and the rolling fogs from the Pacific Ocean make the area amenable to cool-climate grapes like Pinot Noir and Chardonnay. In fact, the region is quite known for its full-bodied, yet elegant Pinot Noir, as well as their ripe, yet lean Chardonnays. Within Russian River Valley lie the smaller appellations of Chalk Hill and Green Valley. Chalk Hill is the warmer of the two and furthest from the ocean, while Green Valley is cooler and closer to the water.
About California
The most famous of the California wine regions is Napa Valley, and these wines are certainly outstanding – but it's not as broad and diverse as its larger neighbor, Sonoma County. Down south, Santa Barbara's Santa Maria Valley is well-known for its Rhône blends, as well as cool-climate varieties like Pinot and Chardonnay. The Central Coast, the largest California AVA, has many different microclimates that lead to a wide range of wines with many sub-AVAs.


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These are some funny text messages. ENJOY!!!
One Direction
- by Niall Girl Here
- Rating:
- Published: 28 Feb 2014
- Updated: 28 Feb 2014
- Status: In Progress
Raegan MC'call, Cidnie Shannon, Kinsey Jones, and myself Keniyah Brooks.We are in love with 1D. But when we get tickets to their concerts what will happen? ps. Raegan loves harry. Kinsey loves liam. Cidnie and I both like niall. But she also likes louis
Join MovellasFind out what all the buzz is about. Join now to start sharing your creativity and passion
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How far does it get when booting?..It must show some info before getting to menu, see any error or warning?...Please post any piece of info that might give us a guide to help you...It might be a video issue, but need more info.
Ill start with my specs: Intel core i7 3770, Nvidia Geforce GTX 570, WD 320 GB HDD, Windows 7 Pro 64-bit. So i have downloaded BT5R3 KDE and GNOME 4 different times and verified with md5sum. The Live DVD's that i burned, i just used the Windows disc burner and burned the ISO i downloaded from the BackTrack website. I set the BIOS to boot from the ATAPI DVD drive, and all i get is a black screen with a blinking underscore. It doesn't even get to the BT boot menu. The same thing happens with the USB drive. I used NETBootin to put the BT5R3 KDE and GNOME ISO onto the USB drive, and the same thing happens when i choose to boot from the USB drive, black screen with blinking underscore, like its waiting for something. Just to make this clear, I have successfully booted BT5R1 to the same system with live DVD and installed it along with Windows 7. So there is nothing wrong with the system booting from DVD and installing BackTrack 5 R1, why will it not boot BT5R3? I used the same method with both DVD's. Is there something new with R3 that I don't know about? I have been googling and searching for days about this issue and gone through 2 packs of DVD's. Please somebody help me with this issue, i would greatly appreciate it. If anybody needs anymore info let me know.
Question: Why when booting from USB and Live DVD do i get a black screen with blinking underscore, before it even shows me the BT boot menu. When i choose to boot from either DVD/USB it boots straight into the blinking underscore black screen. Whoever can help me will be my hero.
How far does it get when booting?..It must show some info before getting to menu, see any error or warning?...Please post any piece of info that might give us a guide to help you...It might be a video issue, but need more info.
I see nothing, no errors or warnings. When i choose in my BIOS to either boot from USB or DVD and click F10 to save changes and exit. It starts to reboot like normal, then where it gets to the point when its supposed to boot into BackTrack and show the boot menu, it doesn't, it just sits with a blinking underscore. No warnings, no errors, it just boots straight into the blinking underscore screen. The only thing before that is the regular boot process which goes fine, but when it gets time to read the BackTrack bootloader, its like nothing is there. It sits and blinks an underscore. Now....I have tried BT5R2 also just now, and the same thing happens when booting from USB. Ive reformatted this USB 15 times and tried 15 times to get Backtrack 5 on it using UNetbootin, none have worked. The only thing that works is my old BT5R1 DVD, which boots fine and i actually have it installed along windows 7 pro 64-bit. Seems like BT5R1 is the only distro that works for me ATM. But...like i said....no errors no warnings, after Boot screen and options to choose BIOS or F8 etc...goes straight to a black screen with blinking cursor......which is where it sits. This is RIGHT before its supposed to start loading casper and whatever else with all the ............................................... Because thats what happens when i loaded BT5R1...it showed me the blinking cursor like i get now, but eventually goes into loading Backtrack. As for BT5R3 it never gets passed the blinking cursor. If you need any screenshots, or anything else for you guys to help me i will get it to you....i am about to pull my hair out at why none of this is working, and getting same result no matter what.
Yes, please post some pics to take a look at them...
I'll appreciate it very much.
Although I might seem to be a hardware problem, but to discard thet problem, I would strongly suggest to download a Linux Distro Live DVD (DEbian, Ubuntu, LMDE) and see if it boots..
Also try recording downloaded ISO in a much lower speed..
If It doesn't, we might be looking at a faulty hardware..But we need to make sure that only BT5 does not boot up.
Last edited by maverik35; 01-16-2013 at 12:00 PM.
One more thing: VM install will never, ever be the same as HDD install. I guess that is why he wants HDD install.
Hi..i am new too bactrack..downloaded BT5R3, using netbootin..have mounted the iso in my 16GB pendrive...i am ble to succeffully run the BT by selecting boot option from BIOS...i am sorry for my query would be stupid...please, i am new to this, i was able to connect from wifi..now after "apt-get update"..when i do "apt-get upgrade" it does goes till 100% , but then when its unpackig after that..it shows not enough space and wants me to remove files...when the dialog box opens up..it does shows 25 GB available..i dont get it, plz help me..what should i do..? where does the upgrade files get stored.
Yes. I want it installed along with Windows 7 Pro. I already have BT5R3 working in Virtualbox, using the SAME ISO ive been using for all the failed attempts at burning to DVD and USB. @Maverick35....Im sorry i can't get a pic of the screen where it gets stuck, if you can picture an all black screen with a blinking cursor in the top left corner....thats it, literally. Not much to it. Also, as i already stated, ive successfully booted from, and installed BT5R1 yesterday along with Windows 7 Pro using a live DVD i burned on the same computer some time back. I burned the DVD's at the lowest speed the Windows Burner offered also. Wondering if i should try a different USB drive, and try Power ISO or something, i dunno. Again, when the BT5R1 live DVD boots up, my system goes to the same blinking cursor screen for about 5 seconds before going into the BackTrack boot menu. So, it seems as if its getting stuck at that point, for some reason. That is what im trying to figure out. Im sorry if im doing a horrible job at explaining things, please let me so if this is the case. Also, i have enabled legacy USB support....
I just wanted to make this clear, it was bugging me last night. When I say "blinking cursor" this is what I mean. When you run a command in the cmd prompt, and its sitting there waiting for it to finish...the blinking underscore, or blinking minus sign, that is blinking on the next line down....THAT is all that shows on a black page. I didn't want anybody thinking i was talking about "cursor" in a different way.
I figured out what the problem was. When going into my BIOS and looking at the USB Mass Storage Settings, the Emulation was set to Auto. When changing it to HDD, the USB booted right up, unetbootin startup right up, and BT5R3 started right up like normal. Just needed to change the USB Emulation to boot as HDD.


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Hi,guys,Is it possible to set the csv text alignment,I don't see a way to do this
Well,Let me explain it in details. I'm doing a project,so I need to write a function to export csv files.It works well,but the client require the text to be aligned on left and top.currently,text aligns center,which make it looks jumbled.
i hope u got me there...
Best regards
To my knowledge there isn't a way to give that much detail in a CSV. However, once the CSV is imported, the client simply needs to press Ctrl+A to select all cells, and then right-click on any Cell, go to Formatting, and set the alignment to top left.
Ok,thanks. since there isn't a way to give that much detail in a CSV,I'll feedback to my client about this.
Keep in mind, CSV is simply a comma separated list of values, it doesn't provide any formatting. The client looks to be importing it into another program/application (either Excel or some derivative of Excel). That piece of software may have defaults that can be updated, or as I previously stated, he should be able to select ALL of the cells containing data and assign the specific alignment he wants that way.
Best of luck. Worse case scenario, if he is using Excel, you could always create a macro that does these steps for him at the push of a button, but I've only ran into once situation where that became a necessary step (hopefully it isn't one for you).
Thank u very much for ur replay.By the way,is there any living chat rooms/groups for php recommend??
go to irc channel #php on freenode. thats the best chat place for php
Could u plz give me the link,thankx
You need to use an irc chat client. I use pidgin.Connect to irc.freenode.net and channel #php