Take a second to read

Everyone one please take a moment to read my Christmas Story for 2008.

http://www.socyberty.com/Holidays/Christmas-Day-2008.421607

Christmas time again

Can you hear my song

Friends and stuff

Prevent Carbon Monoxide Poisoning

Prevention is the Key to Avoiding Carbon Monoxide Poisoning

DO have your fuel-burning appliances -- including oil and gas furnaces, gas water heaters, gas ranges and ovens, gas dryers, gas or kerosene space heaters, fireplaces, and wood stoves -- inspected by a trained professional at the beginning of every heating season. Make certain that the flues and chimneys are connected, in good condition, and not blocked.

DO choose appliances that vent their fumes to the outside whenever possible, have them properly installed, and maintain them according to manufacturers’ instructions.

DO read and follow all of the instructions that accompany any fuel-burning device. If you cannot avoid using an unvented gas or kerosene space heater, carefully follow the cautions that come with the device. Use the proper fuel and keep doors to the rest of the house open. Crack a window to ensure enough air for ventilation and proper fuel-burning.

DO call the Consumer Product Safety Commission ( 1-800-638-2772 ) at www.cpsc.gov for more information on how to reduce your risks from CO and other combustion gases and particles.

DON’T idle the car in a garage -- even if the garage door to the outside is open. Fumes can build up very quickly in the garage and living area of your home.

DON’T use a gas oven to heat your home, even for a short time.

DON’T ever use a charcoal grill indoors -- even in a fireplace.

DON'T sleep in any room with an unvented gas or kerosene space heater.

DON’T use any gasoline-powered engines (mowers, weed trimmers, snow blowers, chain saws, small engines or generators) in enclosed spaces.

DON’T ignore symptoms, particularly if more than one person is feeling them. You could lose consciousness and die if you do nothing.

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Julian King

It was a very sad day yesterday when we heard they found a white suv and then that there was a body of a child in the back seat.

Julian King was 7 years old and had a future ahead of him that should have been a bright one, however somone took that light from him and Julian's family will never be the same, let alone that his grandmother and uncle were also murdered.

I ask that everyone take the time to put Julian's family in their prayers and that they can heal with each day knowing that their loved ones will always be in their hearts and their memories will live on with each passing day.

My prayers and thoughts are with the Hudson and King family during this time of extreme grief, I only hope the press and media can let you mourn in private.

Do you bank with a Credit Union?

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2008 Election

tv 2008 Fall Season

Who will it be?

November is right around the corner, do you know wh oyou are voiting for?

Save at Soccerisalive Store 3.00 per MUG

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Tv in the World

music top 5

what do you what to know?

paying manual surf

movies for 2008

I make money with this

thinking about this

brand new site.....rewardclix......banners.....

paying for this things do you?

when we talk

you for me (the wedding song)

Verse 1.
It seems like forever
That I have waited for you
In a world of disappointment
On thing is true
God has blessed me
And he’s blessed you too
In a world of lonely people
I’ve found you.

Chorus:
Take my hand
And hold me close
And don’t let me go.
You for me
And me for you
Together we’ll make one

Verse 2.
We were once strangers
All by ourselves
Living, living alone
With no one else
But here we are
And it’s so, so sweet
God must have done this
Made you for me
And oh.

Chorus:
Take my hand
Hold me close
Don’t let go.
You for me
Me for you
Together we’ll make one.

Bridge:
We were always sleeping
On the first thing we’ve start
Dreaming, dreaming some love
Wondering where you are
How blessed I am
That I’ve found you
Now that you’re here
I pray to say “I do”
Oh.



This is from Madea's Family reunion, Johnny gill sang it at the wedding. If you have not seen the movie yet, you need to.

are you saving gas?

Cashwrapper

everyone that has an affilaite page needs to go ahead and get this..........

Resumes.......how is yours looking?

Think Again

Jokes...HUmor...Laugh....smile...

Thoughts from across the pond



An email from Ireland to the brethren in the States.



A point to ponder despite your political affiliation:



We, in Ireland, can't figure out why people are even bothering to hold a Presidential election in the United States.

On one side, you have a pants-wearing lawyer, married to a lawyer who can't keep his pants on, who just lost a long and heated primary against a lawyer who goes to the wrong church, who is married to yet another lawyer, who doesn't even like the country her husband wants to run.

Now...On the other side, you have a nice old war hero whose name starts with the appropriate "Mc" terminology, and he’s married to a good looking younger woman, who owns a beer distributorship!

What, in heaven's name, are you lads thinking over there in the colonies??

Fetch Hits Contest Join and see if you win!

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Good Legal News

Your Legal "To Do" List - By Rita Risser, attorney at law
Looking back over the past year, we've seen a few trends in employment law. What action steps can you take now to prevent costly lawsuits?
Mandate (good) training for all your reports
The courts are clear: employers who fail to train employees are negligent and can be sued for harassment. But the courts don't uphold just any training - it has to be good and effective training.
In one case, the U.S. government ordered a company to stop computer-based training (CBT) because it didn't give real-life skills. The board found that CBT effectively provided factual information, but did not give employees an understanding of processes or the ability to ask questions about abnormal situations. What was lacking was "training that goes beyond fact memorization and answers the question 'Why?'"
The board told the company to replace computer tutorials with "face-to-face training conducted by personnel with process-specific knowledge and experience who can assess trainee competency."
Of course, when you do live training, make sure it is supported by everyone in the company from the top down. One company lost a case in 2007, in part because the Chairman walked into a harassment prevention training and made an inappropriate "joke."
Follow proper procedure in harassment claims
One good trend for employers - the courts will protect you from suit if you have a proper procedure and follow it. In one 2007 case, a federal Court of Appeals ruled against a victim of harassment who was fired for refusing to work with the accused harasser. The court found the company promptly and fairly investigated her claim, properly warned the accused, and offered the victim reasonable options which she refused.
In contrast, if you don't follow procedure, you lose. In another 2007 case, the harasser properly was given a final written warning, and then after harassing again, given a second written warning instead of being terminated. When he harassed a third time, the victim quit and sued. The court said because he was not terminated the company emboldened him to continue harassing. The victim was allowed to take her case to jury trial.
What you should do: If you are in a position to require people to attend training, make it one of their objectives for the coming year. All employees need harassment prevention and all managers should take Managing within the Law to learn about following proper procedure. Remember that cheaper and easier training is not better. Not only will it make you look bad when you get sued, it makes you more likely to get sued in the first place, because people don't learn in cheap and easy training.
Training - good training - is the only way to prevent mistakes and stop costly lawsuits.
Check out our engaging, interactive, and plain-spoken training programs here.
Big Money
A claim that Knicks coach Isiah Thomas sexually harassed and wrongfully terminated Anuch Sanders has been settled for $11.5 million. In October, 2007 a federal jury in New York had awarded Ms. Sanders $11.6 million in punitive damages, plus compensatory damages and legal fees. The settlement avoids an appeal of the jury verdict.
A San Diego Children's Hospital agreed to pay $2.7 million to 150 former employees denied meal breaks.
Lowell (MA) High School settled a gender bias suit for over $1 million.
3000 home health care workers are to receive $2.2 million for unpaid time traveling between clients and working more than 40 hours in a week.
Fair Measures reports only settlements and final judgments - never jury verdicts.
How much does training cost? A lot less than a lawsuit! Call us at 800-458-2778 now.
Ask the Lawyers #1
Our company has facilities in many states - what laws should we follow?
If a hotel management company has properties all over the United States are they expected to have the same policies in effect at each location or can they go by the state law which presides? (for lunch breaks, OT regulations etc..)
Thank you.
Rita Risser and Ann Kiernan reply:
Federal law provides the minimum standards for all locations, but if the state law for a particular site provides more for employees, the company must follow the law which is most beneficial to the employees. You can have the same polices for all locations as long as the policies follow the most generous state law on the subject.
Every state requires employers to prevent discrimination and harassment. Find out how we can help you do that through our program, Managing Within the Law.
Ask the Lawyers #2
Manager is out sick a lot - can we fire him?
Our workshop manager is increasingly taking time off when he is sick. We suspect a chronic illness, but do not have any official notification. My boss wants me to find out how to deal with this situation legally. A manager's presence is necessary for the shop to run properly and our products to get done. We feel his illness is impacting his job performance and our business is suffering because of it. We don't know if we can let him go and replace him or if we need to work with him through whatever is going on.
Rita Risser replies:
The Americans with Disabilities Act (ADA) requires that employers enter into an interactive process with disabled employees. In other words, talk to him. I would say something like this: "We notice you are taking sick time, and we are concerned about your health. We don't want to invade your privacy but if you have a chronic or disabling condition, you do have rights under the Americans with Disabilities Act or the Family Medical Leave Act. And of course you are entitled to use all your accrued sick leave. We also have the right to have someone here to do the work. What can we do to resolve this situation?" Then begin your discussion.
Ultimately, once he exceeds his FMLA and sick leave, even if he is disabled he can be terminated (or released on disability) if he can't perform the essential functions of the job, one of which is to be there. However, it is best if you work closely with a local attorney if you decide to go this route.
Good luck.
Learn how to comply with ADA, FMLA and more in our program, Managing Within the Law Part II.
Ask the Lawyers #3
Spanish speaking employees are making negative comments - can we make them speak English?
Inside of our company, there is a handful of employees, all men, who are bi-lingual. They speak English fairly well and are fluent in Spanish. When they get together they all immediately speak Spanish leaving everyone else in the room in the dark with regard to their discussion. However; many of us know a little Spanish here and there and can fairly guess that they are making negative comments, or just plain talking about non work related topics. Can we enforce an English-only work place?? Your advice on this topic will be appreciated.
Rita Risser replies:
Wow - people who speak only English at your workplace never make negative comments and never talk about non-work related topics??? Although there are a few limited circumstances when employers can enforce English-only in the workplace, the general rule is that people should ignore the conversations of others, and if any reprimands are to be made for making negative comments or non-work-related conversation, everyone must be reprimanded, no matter what language they speak.
How do you prevent misunderstandings like this? Our Respectful Workplace program facilitates good relationships at work.

Go here for an archive of eNews questions and articles.
We encourage you to pass this announcement on to your colleagues and friends, as long as the following credit line is used: © Copyright 2008, Fair Measures Inc., http://www.FairMeasures.com