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Taming Twitter: Did They Really Just Say That?
As recent incidents have shown, on Twitter anything goes. But forward-thinking companies are mitigating risks of using the booming social network by designating Twitter reps and updating electronic communication guidelines.
Perhaps by now you've heard of the PR guy whose snarky comments about Memphis, Tennessee, to his Twitter followers landed him in hot water with the Memphis-based client he was about to visit, a little company named FedEx.
Or the congressman whose Twitter posts during a secret trip to Iraq had military officials worried he had compromised the mission's security.
And then there's the very public and very profane exchange between a Canadian journalist and a product-marketing executive.
As those instances show, organizations are using Twitter for almost anything and everything, often with unintended or even disastrous consequences. The social networking service, which lets people post messages 140 characters at a time to a circle of online friends, has grown so big so fast that it has outpaced companies' efforts to create user guidelines—or in some cases understand what it is and how it works.
If this sounds familiar, it should.
Companies have covered this ground before, first with e-mail, then the Web and more recently with social networks such as Facebook and LinkedIn. In each case, advances in electronic communications forced organizations to decide what employees could or couldn't do and revise corporate conduct guidelines or acceptable use policies accordingly.
Although it's still small compared with social networks like MySpace, Facebook or LinkedIn, Twitter is catching on fast. The 2-year-old service grew 900 percent in 2008 to approximately 6 million users, according to company officials and Internet industry analysts.
Given the avalanche of things HR departments are dealing with right now—a recession-induced talent upheaval and a new U.S. president intent on revising workplace rules and regulations—they're not investing lots of energy worrying about Twitter, says Jason Averbook, CEO at Knowledge Infusion, the Minneapolis HR management consulting firm.
"They're slammed to the gills just trying to survive, and writing a guide to social media isn't on top of their to-do list," he says.
Maybe it should be.
Because of how it works, Twitter can spread information exponentially faster than e-mail or blog posts.
Think of Twitter as a giant chat room, but instead of person-to-person conversations, with a mouse click one person can instantly beam a message to however many Twitter users have signed up to "follow" them, whether that's 20, 200, 2,000 or more. Any of those people can rebroadcast, or "retweet" the original message to their own network and so on and so on.
Its viral nature makes Twitter powerful but also dangerous, says Michael Krigsman, CEO at Asuret Inc., a Boston IT consultant, and author of the IT Project Failures blog.
"If a company does well, the positive effect can happen more rapidly than e-mail," Krigsman says. "If a company doesn't do something or isn't responding to customers, the possibility of negative spiral is far greater too."
Some companies have responded by blocking employees' access to Twitter with the same software they use to block gambling, pornography or other sites they've determined could hamper productivity or be perceived as harassment.
But social networking experts agree that blocking Twitter will backfire.
"It's a hopeless battle," says Steve Boese, an adjunct professor at New York's Rochester Institute of Technology who teaches an HR IT course in the school's HR master's degree program. "You can issue blocks but you'll be blocking more and more. It's a game, and eventually you'll give up."
Besides, social media and HR experts say, there's nothing stopping an employee from using Twitter to talk about work from their home computer or personal iPhone.
Some companies have taken the offensive and tapped designated employees to act as their official eyes and ears on the network.
Comcast, for example, has at least a half-dozen customer service and public relations representatives on Twitter fielding customers' questions and complaints about the company's telephone, cable TV and Internet service. UPS, Bank of America, Wachovia, Southwest Airlines, Starbucks and Zappos, the online retailer, all have official corporate accounts on the network for customer service, marketing or both.
At Yahoo, 25 to 30 employees act as the Silicon Valley tech giant's official Twitter representatives. Many are product or community managers who get paid to spread information about new Yahoo products and services.
In early February, Nicki Dugan, a Yahoo corporate communications senior director, became the official corporate voice of Yahoo on Twitter.
But even tech-savvy companies like Yahoo haven't sorted everything out.
Although Yahoo employees have used Twitter in an official capacity for at least a year, the company has yet to revise 4-year-old employee electronic communications guidelines to include the new service.
The only update has been a wiki Yahoo engineers created in 2008 to share advice on handling complaints customers post on Twitter.
It's definitely time for more, Dugan says.
Although Yahoo hasn't encountered problems, company officials are discussing creating a separate wiki to spell out Twitter best practices, and are also talking about ways to use Twitter for customer service, she says, adding: "We need to formalize it."
Having an electronic communications policy or employee-conduct guidelines that cover Twitter won't mean much if employees don't know they exist, according to HR and social media experts.
Guidelines should be spelled out during new employee orientation. They should also be available in handbooks and online in multiple locations, such as on an internal company blog or on its HR employee portal.
Most important, make sure employees realize Twitter is a public forum, says Krigsman, the IT failures expert.
Employees may think they're posting about minor company events, but you had better believe that competitors are out there, hanging on their every word. Says Krigsman: "Twitter is a competitive-intelligence dream tool."
By Michelle V. Rafter
Read more>>
Workforce Management Online, March 2009
Taming Twitter: Did They Really Just Say That?
Taming Twitter: Did They Really Just Say That?
RECRUITMENT MATTERS training course: Successful Head-Hunting
Why Head-Hunt?
It's a fact that fewer and fewer individuals of real
quality search for a new job when there is economic uncertainty. 'Better
the devil you know' mentality kicks in. However there are still many
excellent secure roles available. Head-hunting allows you to introduce,
present and discuss those options with key individuals who are not
actively on the market. Being able to head-hunt allows you to handle
those vacancies that you would otherwise find impossible.
It really does ensure that the candidates you put
forward to your clients are the best available. Head-hunted candidates
are highly unlikely to be presented to your client by your competitors
even when sharing a contingent assignment. Head-hunting is as applicable
for junior positions as it is for senior ones. Head-hunting can help you
get full fee assignments on a retained basis too.
Who should attend?
This busy one day participative course is suitable
for consultants (with a good understanding of recruitment) wishing to
add head-hunting to their skill set or for experienced search
consultants who want to formalise their knowledge. As well as the live
information covered, a 60-page workbook/manual and 1 hr audio CD
'Handling Head-Hunted Candidate Objections & Reactions' will be
presented to each delegate to take back to the office.
Subject matter on the day to include:
What are the benefits of
head-hunting? - Be able to explain to potential clients and
candidates just why head-hunting may be the solution to their situation
that will help you turn 'potentials' into 'actuals.'
Head-Hunting methodology; managing the
process; ethics - Learn how to manage an assignment in a
professional logical manner ensuring continuity and consistency of
results and enhance your own reputation along the way.
Name gathering - including market mapping;
the internet - Being able to identify and target an effective
list of potential contacts will ensure the success of the assignment.
Doing it in a timely way is vital.
How to get through - When armed with
your contact list, the next potential obstacle is the receptionist,
secretary or PA. But what if you can't get through to the one person
ideal for the role? Learn how to get through time and time again, no
matter the situation.
Rapport, commitment & control -
Those first few opening moments over the phone are crucial if
you are to extend your 'air time' into a meaningful two way fact finding
conversation. Although you cannot control people, you can control
process and gaining the candidate's commitment is the key. Learn the
tried and tested ways to do just that.
The head-hunt call & subsequent
conversations - Knowing what you are going to say is half the
battle. Knowing how and when to say it is the other half. Few recruiters
without formal head-hunt training really know just how to do that. Learn
the methodology and psychology behind a truly effective opening to a
prospective candidate and how to link information gathered from the
candidate previously into each subsequent stage of the
consultant/candidate relationship.
Overcoming objections and reactions
- Practice really does make perfect. "Where did you get my
name?", "I'm happy where I am", "Who's your
client?" and a dozen others come up time and time again. Being able
to overcome these responses to the candidate's satisfaction is the key
to starting a long lasting business relationship. This session will give
you the tools to do that.
Overview of the client pitch and fee
structure - While the focus of the day is geared towards
uncovering ideal candidates for key roles, this session will give you a
strong understanding of how to win a client pitch at a fee rate that is
appropriate for the work involved.
The resignation - More and more
candidates than ever before are being tempted by counter offers from
their existing employer. Learn the steps involved throughout the process
that will minimise that risk.
The Trainer:
Warren Kemp is one of the most sought after
specialist trainers and management consultants around today. He has been
training individuals and organisations in the art of head-hunting for
some 10 years. His clients span small independent start-ups to some of
the major names in the recruitment industry and to date have come from
23 different countries worldwide. As well as his training and
consultancy services, Warren is one of the leading audio presenters and
authors on recruitment matters including Europe's best selling audio
product on head-hunting - 'How To Head-Hunt Anyone You Want To'.
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT - UK venues
Includes free CD set worth £99 'Handling Head-Hunted
Candidate Objections & Reactions'
Prague, Brussels: €395; 'Bring A
Friend' €295. Includes free CD set as above
To download a booking form, please click here.
See below for our Apr - June 2009 training schedule.
Don't forget that we offer in-house versions of all
our courses and can tailor to your specific requirements. If this is of
potential interest, please contact Ken firstname.lastname@example.com
or call 0044 1945 461561 to discuss this option further.
Training Schedule
SUCCESSFUL HEAD-HUNTING (one
Apr 8th - London
Apr 17th - Bristol
Apr 22nd - Birmingham
May 6th - Leeds
May 13th - London
May 18th - Prague
Jun 5th - Brussels
Jun 10th - London
Jun 17th - Manchester
Jun 24th - Birmingham
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT - UK venues
Includes free CD set worth £99 'Handling Head-Hunted
Candidate Objections & Reactions'
Prague, Brussels: €395; 'Bring A
Friend' €295. Includes free CD set as above
CLIENT GENERATION DURING THE CREDIT CRUNCH (half
Trainer: WARREN KEMP
Apr 24th - Birmingham
Apr 28th - Brussels
Apr 30th - London
May 15th - Manchester
Jun 12th - London
Investment - £49.99+VAT!
Brussels only €49
TWO DAY INTRODUCTION TO RECRUITMENT (two days)
'Induction for new recruits'
Apr 20/21st - Manchester
May 19/20th - London
Jun 8/9th - Birmingham
Investment £495+VAT
'Bring A Friend' £425+VAT
INTERVIEW SKILLS FOR RECRUITERS (one day)
Apr 7th - London
May 12th - Birmingham
Jun 3rd - Manchester
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT
WINNING NEW BUSINESS (one day)
'Telephone Skills For Recruiters'
Apr 2nd - Birmingham
Apr 27th - Brussels
Apr 29th - London
May 8th - Manchester
May 28th - Bristol
Jun 16th - London
Jun 22nd - Amsterdam
Jun 23rd - Leeds
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT - UK venues
'Includes free CD worth £99 'Handling Client
Objections and Reactions''
Brussels, Amsterdam: €395; 'Bring A
Friend' €295. Includes free CD set as above
GAINING EXCLUSIVE VACANCIES (one day)
Apr 16th - London
May 14th - Birmingham
Jun 11th - Manchester
Investment £299+VAT.
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT
INTRODUCTION TO MANAGEMENT (one day)
'Managing Teams and Motivating People'
Apr 23rd - Manchester
May 7th - London
May 21st - Birmingham
Investment £299+VAT
'Bring A Friend' £199+VAT
RMPP subscribers £99.99+VAT
For more information on these courses and our other services and
products, visit http://www.recruitmentmatters.com/,
email firstname.lastname@example.com
or call Emma or Ken on 0800 0749289 or, if you're overseas, 0044 1483
Елена Исинбаева (Фото)
Korn/Ferry Announces Expanded Leadership Roles for Linda Hyman and Robert McNabb
Korn/Ferry Announces Expanded Leadership Roles for Linda Hyman and Robert McNabb
LOS ANGELES, March 30 /PRNewswire-FirstCall/ -- Korn/Ferry International (NYSE: KFY), a premier global provider of talent management solutions, today announced that two long-tenured executives have accepted expanded leadership roles within the firm.
Linda Hyman will assume the position of Senior Vice President, Global Human Resources for Korn/Ferry. Since joining the firm in 1997, Ms. Hyman has served in a number of capacities, including Senior Client Partner and most recently as Head of the firm's Global Client Strategy Team and a member of the Global Operating Committee. In her new role, she and her team will drive Korn/Ferry's talent management initiatives to further evolve the firm's capabilities and employer brand worldwide. Prior to joining Korn/Ferry, Ms. Hyman spent 20 years leading HR in various organizations such as Corning Clinical Laboratories (now Quest) and Squibb Corporation.
Robert (Bob) McNabb, CEO of Futurestep, a Korn/Ferry company, and executive vice president of Korn/Ferry, will assume the additional role of leading a new firmwide initiative - the Office of the Chief Executive, Premier Client Partnerships. In this newly-created position, Mr. McNabb will be responsible for further institutionalizing Korn/Ferry's go-to-market strategy and business development initiatives. His focus will be on proactively designing and executing global and regional client account initiatives, enhancing Korn/Ferry's market positioning and unlocking new areas for cross introductions and integrated revenue growth. Mr. McNabb joined Korn/Ferry in 2001 from Corestaff Services, where he was President and Chief Executive Officer.
"The power of our brand and the value of our diversified portfolio of solutions uniquely position Korn/Ferry to capture the market," said Korn/Ferry Chief Executive Officer Gary D. Burnison. "With the introduction of the Office of the Chief Executive, Premier Client Partnerships and the appointments of Linda and Bob to these new roles, I am convinced that we will strengthen our position with our clients worldwide, outperform our competitors and continue to transform our firm into a consultative, solutions-based business."
About Korn/Ferry International
Korn/Ferry International, with more than 90 offices in 40 countries, is a premier global provider of talent management solutions. Based in Los Angeles, the firm delivers an array of solutions that help clients to identify, deploy, develop, retain and reward their talent. For more information on the Korn/Ferry International family of companies, visit www.kornferry.com.
Gabriel & James acquires remaining stake in iTRAC Partners
International executive search, talent management and human capital specialist Gabriel & James today announced that it has completed the acquisition of the remaining 50% shareholding of iTRAC Partners from Column Associates.
A spokesperson for Gabriel & James said: "We have been increasing the breadth of our Talent and Human Capital expertise to help organisations tie traditional HR functions to overall corporate goals and emerge stronger from the downturn. The acquisition of the remaining shares in iTRAC with its Human Capital research, data analytics and metrics helps to take our consulting capacity to the next level."
iTRAC Partners was formed as a joint venture between Gabriel & James and Column Associates to combine the research and thought leadership functions of the two firms. It also manages commercial partnerships with specialists in workforce management, payroll, employee benefits, ATS/TMS software and background screening providers.
For more information or to arrange an interview please contact Gabriel & James by email at: email@example.com
Or visit the Gabriel & James website at: http://www.gabrielandjames.com/
Networking is Cornerstone of executive search
Networking is Cornerstone of executive search
UK-based executive search consultancy Barnes Kavelle has used a global search network to recruit executives for one of its clients.
UK renewable energy specialist Gilbert Gilkes & Gordon approached Barnes Kavelle to fill two positions overseas.
Through its links with independent search network Cornerstone International Group, an associate in Winnipeg, Canada placed a technical commercial manager for Gilkes and another in Houston, US found a sales manager for Gilkes' Texas facility.
Cornerstone's network stretches worldwide, including six bases in China. Independent consultants and owner-managed businesses make up the network, which are recommended and pre-screened before being accepted into Cornerstone.
Ian Day, director of Barnes Kavelle, told Recruiter: "We rely on our reputation over 20 years for the majority of our assignments, but the global Cornerstone network means that we don't necessarily have to have a base in a particular country.
"And through Cornerstone members in the US, we are currently finding a European managing director for a specialist company in oil refinery technology and an operations director for a Chicago company's City of London base."
Day will shortly be taking on the chief marketing officer role for Cornerstone and says the network is interested in finding professional search and select associates for Russia and Italy.
Research and Markets: Recruitment Agencies Market Report 2009: UK Permanent Recruitment Market Worth £4.28bn in Year Ending March 2008
Research and Markets: Recruitment Agencies Market Report 2009: UK Permanent Recruitment Market Worth £4.28bn in Year Ending March 2008
DUBLIN, Ireland - (Business Wire) Research and Markets has announced the addition of the "Recruitment Agencies (Permanent) Market Report 2009" report to their offering.
This Market Report examines the UK permanent recruitment market, including companies that engage in both general and executive permanent appointments. The report comes at a particularly difficult time for the recruitment industry as, in response to the economic downturn that began in the last quarter of 2007, many companies have made staff cutbacks and frozen their recruitment plans. In November 2008, the online jobsite Monster.co.uk reported that employers were forecasting a bleak outlook for the first quarter of 2009, claiming it would be the weakest January to March period in terms of staff hiring for 15 years (since the end of the last recession in the early 1990s).
According to the Recruitment and Employment Confederation (REC), the UK permanent recruitment market was worth £4.28bn in the year ending March 2008, and the number of permanent placements stood at nearly 727,000. The market was very strong in 2007, but began to falter after February 2008 as the outlook for the economy became increasingly uncertain. In the last quarter of 2008, the market contracted each month, and the drop in staffing needs had a negative impact on almost every sector of the economy, with financial services, construction, property, retailing and secretarial/administrative jobs being the worst-affected industries.
The major firms operating in the permanent recruitment market include: Adecco UK Ltd; Alexander Mann Group Ltd; Hudson Global Resources Ltd; Impellam Group PLC; Matchtech Group PLC; Michael Page International PLC; Modis International Ltd; Morson Group PLC; NES Group Ltd; Robert Walters PLC; Rullion Ltd; Spring Group PLC; and SThree PLC.
One positive message for the recruitment industry can be drawn from the results of a 2008 survey conducted by the Chartered Institute of Personnel and Development (CIPD), which revealed that a higher percentage of employers were using recruitment firms than was the case in its 2007 survey. The use of executive search firms had also increased, according to the survey.
We forecast that the value of the UK permanent recruitment market will fall by 7% in 2009, but will begin to recover in 2010 and 2011. Returning the economy to full prosperity will take time after the recession comes to an end, and meanwhile the recruitment industry is likely to undergo a period of restructuring.
Recruitment Agencies (Permanent) Market Report 2009 Key Topics Covered:
- Market Definition
- Market Size
- Industry Background
- Competitor Analysis
- Strengths, Weaknesses, Opportunities and Threats
- Buying Behaviour
- Current Issues
- The Global Market
- Forecasts
- Company Profiles
- Further Sources
Companies Mentioned:
- Adecco Uk Ltd
- Alexander Mann Group Ltd
- Matchtech Group Plc
- Michael Page International Plc
- Morson Group Plc
- Nes Group Ltd
- Robert Walters Plc
- Rullion Ltd
- Spring Group Plc
- Sthree Plc
Research and Markets
Laura Wood
Senior Manager
Fax from USA: 646-607-1907
Fax from rest of the world: +353-1-481-1716
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Polachi Recruits President & CEO for Sell My Timeshare NOW
Timeshare Resales Company, Sell My Timeshare NOW Announces Hiring of President and COO
Sell My Timeshare NOW, the global leader in the online advertising and marketing of timeshare resales and timeshare rentals, announces William Lee Goss as the company's new President and Chief Operating Officer.
Lee Goss comes to the timeshare resales marketing company with an extensive background that includes having most recently been the President and COO for Eons, Inc., and prior to that, a co-investor in and the COO of Boston-based Yankee Group. Goss' career includes extensive deal-making experience having directed growth equity and buy-out investments for the Cambridge, Massachusetts-based venture equity firm General Catalyst Partners, and having led global merger integration activities for Terra Lycos where the combined entities acquired more than thirty companies. Starting in the early 1990s as an analyst for American Airlines and reaching the level of Vice President, Goss grew up professionally in the travel and leisure industry.
Jason Tremblay, CEO and co-founder of Sell My Timeshare NOW, says, "We are extremely pleased to have Lee join our team. He brings a unique set of skills and expertise in managing businesses through rapid change and growth, which are critically important during this expansion phase of our company."
In December 2008, Edison Venture Fund became Sell My Timeshare NOW's sole institutional investor. Edison, with a history of commitment to high-growth, entrepreneurial technology companies, currently has $550 million under management. Edison's $8.5 million injection of growth capital positions Sell My Timeshare NOW to rapidly expand its timeshare sales and advertising services.
Lee Goss describes his enthusiasm and vision for the company, saying, "I am truly honored to partner with Jason and the team at Sell My Timeshare NOW. The company has a great entrepreneurial spirit, and has built an extraordinary online marketplace connecting timeshare buyers, renters, and sellers in such a way that I believe it has the potential to transform the timeshare resale industry."
Goss earned his MBA from Duke University and will be relocating his family to New Hampshire.
SellMyTimeshareNOW.com, the company's flagship website, offers internet advertising and marketing solutions and success-based timeshare brokerage services for timeshare owners. With corporate headquarters in Dover, NH, the company also has offices in Orlando and Tampa, FL. The timeshare company has over 160 employees and was recognized in 2008 by Inc.com as one of the fastest-growing privately held companies in America. To learn more about Sell My Timeshare NOW, visit the company's website at www.sellmytimesharenow.com
Timeshare Resales Company, Sell My Timeshare NOW Announces Hiring of President and COO
InterSearch Worldwide's 90 offices across the globe were retained to execute more than 3,100 executive search assignments during 2008
InterSearch Worldwide's 90 offices across the globe were retained to execute more than 3,100 executive search assignments during 2008.
Approximately 150 of these searches were cross-border assignments, in which InterSearch consultants from more than one country cooperated in order to deliver the best possible results to the search firm's international clients. Consultants from all regions participated in these projects, including consultants from InterSearch offices in developing markets.
Major sectors with high demand for cross-border executive search business in 2008 included Automotive, IT/Electronics, FMCG, Capital Equipment and Machinery, Life Sciences, and Manufacturing.
InterSearch offices from all regions also reported a significant growth in demand for other services in 2008 compared to previous years, such as Board Director recruitment and management assessment.
InterSearch Worldwide is a global network of search firms consistently ranked amongst the largest retained executive search practices in the world by both Executive Recruiter News and search-consult magazines. For additional information, please visit www.intersearch.org
Media contact:Harris Karaolides (+30 210 7294720 email@example.com)
Carla Calvo ( +39 335 7429756 email@example.com )
Customer Consulting stresses help for redundancy survivors
Customer Consulting stresses help for redundancy survivors
In the current economic climate, almost every industry seems to be contemplating or making redundancies but those people remaining after these job cuts are just as important as those who leave. Ignore that at your peril is the advice of the specialist customer and change management company Customer Consulting Ltd (CCL).
CCL's Managing Director, Simon Rustom, commented: "Redundancies are very much in the news. Employers in all sectors of the economy are thinking about whether or not they need to make them and, if so, how to make them with the minimum cost and disruption to their operations.
"While plenty of advice is being directed towards making redundancies or being declared redundant, the people who continue to work for the organisation and deal with its customers are arguably more important – at least to their employers," he added.
Paul Seymour, as Associate Consultant with CCL, explained: "The people who stay will continue to deal with customers – and so their employers need to ensure that these workers provide a high quality service. Yet these people will be going through the same bereavement-like emotions as their less fortunate colleagues.
"If you're going to keep up their morale and motivate them, you must recognise this and give them attention," he said. "Despite all the things you say, they will still feel they are next – so you must give them regular reassurance that they are safe."
When voluntary redundancy is offered, it is the best people in the organisation who have the confidence to move on and so they tend to leave first, Seymour observed. He added: "So it is always important to have a rigid selection process that assesses the key skills that are needed going forward; rate everyone against this matrix; be open about the process, and don't be tempted to compromise the process just to achieve the numbers."
In Seymour's view, you can minimise the risk of de-motivating staff if you avoid announcing redundancies on a Friday, since it's difficult to support staff – both those being made redundant and those who are not – over a weekend.
"Moreover," added Seymour, "Don't get a junior member of staff to deliver the news: it must come from a senior executive who is visible throughout the process."
When it comes to controlling the 'organisational grapevine', Seymour advocates an 'ABC' approach in that you should:
§ Always be available to discuss it.
§ Be quick to quash destructive rumours.
§ Communicate openly rather than 'pull down the shutters', making the issue a regular briefing item.
Furthermore, he recommends creating a project team with representation from across all the organisation's functions. This team will co-ordinate the whole procedure, determining the way in which the news is given to the workforce; by whom; where and when, and the support structures for those who are leaving and for those who will be remaining.
"Make sure there's plenty of support available after the 'big day' as well," said Seymour. "And expect productivity to drop – and account for it."
CCL's Simon Rustom added: "As change management specialists, CCL has a great deal of experience and expertise to offer its clients – across a wide range of industries - who are about to make redundancies and who want to emerge as a stronger, more productive organisation with more highly motivated and engaged employees.
"The key message is that, to achieve the best overall results from organisational change such as a redundancy programme, employers should look for specialist advice and guidance."
About Customer Consulting Limited
Customer Consulting Ltd (CCL) is a specialist customer and change management company. It helps organisations to optimise their return on investment in customer management - especially contact centres and customer-orientated processes, information & technology.
Its vision is to deliver sustainable business growth through a best practice approach to customer management. CCL provides a combination of insight, intellect, wisdom and pragmatism - combined with a real understanding of people - to achieve commercial results that are beyond the norm. Using a joint project team approach, CCL offers advice and support to help companies develop and implement customer strategies that produce results.
With its 100 consultants averaging 20 years experience, CCL helps business leaders and their teams – including those at Norwich Union, BUPA, South West Trains and National Express Group – to activate their internal resources and ensure measurable success.
Further information from:
Kathy Duxbury
Customer Consulting Ltd,
500 Avebury Boulevard
00 44 (0) 1908 441012/
00 44 (0) 7976 405779
Search Firms Feel Chill of Recession
Search Firms Feel Chill of Recession
Executive Headhunter Shops Cutting Back
By Anita Huslin
Millions of Americans have lost their jobs, tens of thousands of them in the Washington region, many in the financial services and information technology fields. And now, the industry that traditionally has been fueled by workplace turnover and executive departures is feeling the repercussions of the economic downturn in its own ranks.
Over the past month, in response to shrinking revenue and declines in demand for their services, some of the nation's top executive search firms have announced or quietly begun implementing plans to trim their workforces, consolidate offices and move their services toward more business consulting work.
In the D.C. market, boutique firms with high-rent offices are downsizing to reduce expenses and meet corporate cost-cutting directives. Firms are luring top headhunters from the competition and trimming those who lack the active Rolodexes to keep clients coming in.
"The industry is on its back, floored," said John W. Franklin Jr., president and founder of JWF Advisors, a D.C. consulting firm that specializes in helping executives make career transitions. Search firms, Franklin said, "are all taking out the bottom fourth of their people."
It can be good for business to cull less productive workers and upgrade staff. But when public firms are forced to think in terms of quarterly earnings, Franklin suggested, they may also have to pass up opportunities to bring on new talent and build for the future. Korn/Ferry International, the largest publicly traded executive search firm in the country, led the search that yielded a successor to former New York Federal Reserve president Timothy F. Geithner, last month. At the same time, the firm's overall number of searches declined in the second quarter of '09, its fee revenue dropped and the firm announced it would lay off 15 percent of its employees. Locally, company officials said they have trimmed several of its search partners who work out of its K Street and Reston offices.
"We haven't done a dramatic reduction, yet," said Nels Olson, who manages the local Korn/Ferry offices, which employ 28 consultants. "We're not saying we wouldn't go through that going forward. We're as sensitive to the overall economic impact on our business as any other is." Earlier this year, Korn/Ferry announced a shift in focus to providing more executive consulting services and mid-level and interim placements.
At one of Korn/Ferry's top competitors, Heidrick & Struggles, the second-largest publicly traded U.S. executive placement firm, searches dropped 20 percent more than expected at the end of last year, and in January the company announced that it would seek to save about $30 million by closing and consolidating some of its 21 U.S. offices and by cutting 12 percent of its workforce. At the same time, the firm is restructuring its practice to beef up its executive advisory services, a process that is prompting it to take a $20 million write-down.
Read more >> washingtonpost.com
Lucas Group Appoints Andi Jennings President and CEO
Lucas Group Appoints Andi Jennings President and CEO
Atlanta, GA
Lucas Group, a respected leader in professional recruiting, today announced that Ms. Andi Jennings, the company's Vice President and General Manager, has been selected to succeed Art Lucas as President and Chief Executive Officer, effective February 18, 2009. In her new role, Jennings will be responsible for developing company growth strategies and working with Lucas Group's global recruiter network to define and accelerate client service and candidate programs. Art Lucas, founder of Lucas Group, will retire after more than three decades with the company.
"Andi Jennings is one of the most respected executives in this industry and has played an integral leadership role in Lucas Group's success to date," said Art Lucas. "She has the deep knowledge of the executive search industry and Lucas Group's business, as well as a keen understanding of our customers and the demands they face every day. As I go into retirement, I am confident that Andi's appointment to CEO is the right step towards taking Lucas Group to the next level, and represents a natural evolution of leadership at the firm."
Jennings began her career at Lucas Group in 1977 and, over the past 32 years, has worked her way up the ranks within the company. Most recently, as Vice President and General Manager she was responsible for strategic planning and leadership in Lucas Group's Legal and Accounting & Finance divisions. During her tenure with Lucas Group, Jennings has opened several branch offices in major markets and led the project team responsible for a strategic acquisition of a key niche firm in the New York City market. She has led Lucas Group through the development, implementation and management of many key strategic partnerships with clients. Jennings has been widely published throughout her career on a number of career and recruitment-oriented topics.
"I will work diligently to preserve the best of what we have and build upon it," said Jennings. "I consider it a privilege to be asked to carry on the continued success of Lucas Group. As I step into this role, I do so optimistically and with great excitement of what I, and the solid team I have around me, will achieve together."
About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe and Asia, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.
For more information please contact:
Samantha Bontrager
Atlanta, GA
Lucas Group
Подставки оргстекло. Рекламные стенды. Настенный карман.
HR Recruiting Application & Applicant Tracking Software by iCIMS
iCIMS' Talent Platform is a tracking and recruiting software that puts HR & Recruiting Professionals in the best position to make the strongest hiring and employee management decisions, every time. iCIMS' unmatched flexibility coupled with the company's dedication to customer support proves that with iCIMS, There is a Difference....
iCIMS' web-based recruitment and HR software enables your organization to reduce Cost-per-Hire and Time-to-Fill through automation, presenting your organization with a tangible ROI. With applicant tracking, OFCCP management, onboarding, employee management and more, iCIMS' Talent Platform streamlines the entire talent lifecycle in one easy-to-use recruitment and HR software application.
iCIMS' new online demo outlines specifically how each individual user would benefit from the iCIMS experience. On this demo, Hiring Managers, Recruiters, Candidates, HR Managers, and more describe the benefits they gain from utilizing iCIMS' Talent Platform.There are also many screenshots to give you a better look inside the actual system.
Even if you are not ready to move forward with a new Talent Management System, iCIMS' Free Online Demo will give you a great starting point for what to look for in a Talent Platform when you are ready to start your search. If you ever have any questions please do not hesitate to contact me directly.
Or, check out the demo for yourself at:http://www.icims.com/promo/view
Samantha Barrons
Marketing Associate
Glenn Manko Joins THE DUBIN GROUP to Lead Firm's Executive Search Practice
Glenn Manko Joins THE DUBIN GROUP to Lead Firm's Executive Search Practice
THE DUBIN GROUP Continues To Grow As Many Local Agencies Close Their Doors
PHILADELPHIA, PA (PRWeb) March 3, 2009 — The Dubin Group, a boutique staffing and executive search firm that specializes in temporary and direct hire placement of business professionals, is thrilled to welcome Glenn Manko to head their Executive Search practice. At a time when many recruiting firms are being forced to layoff employees, The Dubin Group is adding another line of service to their repertoire to further adapt and meet their clients' staffing needs on every level.
"After a long courtship, The Dubin Group is very excited to have the opportunity to be associated with Glenn Manko," says President and CEO, Kenny Dubin. "He brings nearly two decades of experience and expertise to the table, and it's an honor to have Glenn become part of our recruiting family."
Glenn comes to the firm with formidable experience in executive search at the Director-level and C-level, working across multiple disciplines that include sales, marketing, finance and human resources. Additionally, he has significant experience working within the Philadelphia legal community—both at the professional (associate and lateral) and non-professional (marketing, I.T. and administrative) levels. Glenn also has experience within the private equity sector, helping to build out portfolio company management teams.
Most recently, Glenn worked at BSG Partners, helping to introduce the firm to the Philadelphia corporate and legal communities. Previously, Glenn worked for T. Williams Consulting (TWC Group now Tapfin Process Solutions), where he served as a member of both the company's Recruitment Process Outsourcing Services (RPO) and Executive Search teams. Projects included full-life cycle and retained executive search for companies that ranged from the private equity/emerging growth sector to several of the region's largest, privately-held corporations. Prior to that, Glenn spent time working for Cook Associates New York office as a Director in the Media and Entertainment Search practice. Glenn's pre-search experience included owning and operating Bo Tree Entertainment where he worked on early career development for Grammy®-award winning artist John Legend and jazz great Gerald Veasley. He began his career in the entertainment industry serving as Director of Communications and Publicity for the multi-platinum record label Ruffhouse/Columbia Records/Sony Music Entertainment, whose roster included Grammy® winning acts the Fugees and Lauryn Hill.A Philadelphia native, Glenn was educated at Temple University and currently serves on the Board of Trustees for The University of the Arts.
About The Dubin Group:
The Dubin Group is a boutique staffing and executive search firm that specializes in temporary and direct hire placement of business professionals, including accounting, finance, human resources and administrative support roles. Services also include Outplacement Workshops and Seminars, as well as Candidate Employment Screening / Software Testing. Founded in 1998 by Kenny Dubin, The Dubin Group was recently ranked in the "Philadelphia 100" as one of the fastest-growing, privately held businesses in the Philadelphia region, and was named a winner of the Philadelphia Business Journal's "Best Places to Work." These accolades signify the firm's commitment to excellence both internally and externally.
With locations in Center City Philadelphia and West Conshohocken, Pennsylvania, the goal at The Dubin Group is to make the hiring process exceptional for both candidates and clients. Their collective experience, capabilities and unique approach have been instrumental to their long-term success. Each team member strives to attain an unrivaled understanding of the clients' business, culture, capabilities and requirements for position openings and Outplacement needs. The staff conducts in depth; face-to-face interviews with all applicants to better understand their career objectives, technical abilities, salary and geographic preferences. Because they are so confident about their candidates, they have a 90-day guarantee for all placements. If the client is not completely satisfied, they will replace their candidate at no additional charge to the firm. For more information on how The Dubin Group can assist with your organization's workforce planning needs, please visit http://www.thedubingroup.com/.
THE DUBIN GROUP – West Conshohocken
Matching Quality People with Professional Positions
100 Four Falls Corp. Center, Suite 103
West Conshohocken, PA 19428
(610) 667-5100 p (610) 667-5131 f
THE DUBIN GROUP - Philadelphia
Matching Quality People with Professional Positions
2 Penn Center, Suite 1303
1500 JFK Blvd
Philadelphia, PA
267-514-3200 p 267-514-3201 f
Questions: Melissa Wilson, Marketing Coordinator, The Dubin Group 267-514-3200 x15 email@example.com
Профессиональные бухгалтерские услуги Москва включая налоговые консультации
Cornerstone OnDemand Showcases Learning and Talent Management Software at CeBIT 2009
Cornerstone OnDemand Showcases
Learning and Talent Management Software at CeBIT 2009
Industry-leading SaaS-based platform enables high-impact success around employee collaboration, development and performance
HANNOVER, Germany, CeBIT 2009 – 2 March 2009 – California-based Cornerstone OnDemand Inc. (Booth No. A16/3, Hall 6) will showcase its award-winning learning and talent management software at this week's CeBIT 2009 (3-8 March, 2009) global IT trade fair in Hannover, Germany. Recognised among the top category vendors by industry analyst firms such as Gartner and Bersin & Associates, Cornerstone's Software-as-a-Service (SaaS)-based platform provides organisations of all sizes – and in all industries – with a comprehensive, cost-effective and easy-to-use solution for enabling high-impact success around employee collaboration, development and performance.
While overall IT spending is slowing, recent research indicates that investment in SaaS technologies such as human capital management software is increasing due to its relatively low implementation costs and low total cost of ownership. According to IDC, about 45 percent of companies will dedicate at least a quarter of their IT budget to SaaS-delivered business applications, compared with only 23 percent from IDC's 2008 report.1
"Despite the economic downturn, it's still critical for companies to invest in developing and retaining top talent," said Vincent Belliveau, General Manager, EMEA, Cornerstone OnDemand Inc. "Cornerstone's integrated software solution allows for greater organisational efficiencies, more impactful and cost-effective learning initiatives, improved workforce insight, and more strategic performance and career management. And our SaaS-based delivery allows even complex, global entities to rapidly deploy the solution across the organisation and easily integrate it with existing HRIS systems such as SAP or Peoplesoft."
While core solutions for learning and performance are essential for addressing modern workplace issues, more companies are looking to enterprise social networking and Web 2.0 technologies – such as Cornerstone's new Cornerstone Connect platform – to supplement their strategies for acquiring, onboarding, managing, developing and motivating employees. A recent survey conducted by industry analyst firm Knowledge Infusion shows that 62 percent of global companies feel HR should design a talent management strategy leveraging social software and technologies.2
"The only way to create a compelling business case for enterprise social networking and collaboration technologies is to implement them in practical ways that support real business goals," commented Belliveau. "And by integrating them with applications for learning and performance, it significantly increases the levels of engagement and participation."
About Cornerstone OnDemand
Cornerstone OnDemand empowers people around the world with on-demand, integrated learning and talent management software and services for connecting, developing and performing in the workplace. Cornerstone's Software-as-a-Service (SaaS)-based solutions include onboarding, learning (e.g. e-Learning, instructor led training, virtual classrooms, etc.), social networking, compliance, performance, compensation and succession planning. Available in 14 languages and supported by global, 24x7 customer care, Cornerstone is used by more than 1.8 million active subscribers in 141 countries. The company is headquartered in Santa Monica, California and has international offices in London, Paris, Munich, Tel Aviv and Mumbai.
Cornerstone® and Cornerstone OnDemand® are registered trademarks of Cornerstone OnDemand Inc.
1. IDC, "Economic Crisis Response: Worldwide Software as a Service Forecast Update" February 2009
2. Knowledge Infusion and Human Resource Executive Talent Management and Social Software Survey, November 2008
Media Contacts:
Michelle Haworth
Cornerstone OnDemand
Phone: +1 (310) 752-0178
Sinead Reynolds-Berti
Cornerstone OnDemand
+ 33 (0) 6 28 33 55 66
Bob Little
Bob Little Press & PR
+ 44 (0) 1727 860405
Strategic Planning For Executive Search Firms March 3, 2009 - March 18, 2009
Strategic Planning For Executive Search Firms
March 3, 2009 - March 18, 2009
What will your executive search practice/firm look like three years from now? If you're still searching for answers, take a moment to consider that your business rivals may already be planning for the future and changing the way they do business to stay competitive in a changing market for leadership talent. Now more than ever before, it's time to lead clients or be led by them.
The choice is yours to make, but it won't come without a dose of reality, effective visioning about what's possible, and an equal measure of risk to bring the full value of retained executive search to the corporate client.


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BancWise Realty Recognizes 2016 Award Recipient Sara Sanford
BancWise Realty (www.bancwise.com) is proud to announce the achievement local agents Sara Sanford, who received prestigious honors in 2016.
Sara Sanford was named 2016 Newcomer of The Year! This award is given to an individual agent who positively impacts the team environment while producing a high level of production. Sara has been a huge asset to the BancWise team and is truly worthy of this award. "Sara's genuine care for people radiates in all she does. Her clients and teammates have been positively impacted by her strong desire to focus on people and not just real estate transactions. We are grateful for the energy that she brings to help our positive culture flourish," said Co-Owner Bryan Trost.
BancWise Realty (www.bancwise.com), located at 6120 Apples' Way #100 in Lincoln, NE, is your full service, one-stop resource for saving time and money while minimizing stress during the process of buying and selling your home.

subset: commoncrawl


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Happy Hump Day Folks.
I imagine most of you have been reading or have heard about the President's ratings slide. I think he is supposed to be down to around 50% as I blog this.
To start with, his approval ratings were so high when he took office, that he had no where to go but down.
I probably know as much about political polling and analysis as The Bush Bastard did about Shias and Sunnis so I am probably wrong on everything I am writing here. Won't be the first fucking time, damn sure won't be the last.
That being said, lets try to apply some logic to it.
There is an unwavering 28-30% of the population that will never accept a liberal or a black man as president, even if he were to invent cold fusion and cure cancer.
So with the fucktard factor accounted for, the very best Obama could ever hope to get is about 70%.
Then we must take in the 30% or so "swing" voters. These are idiots who have no idea who they are going to vote for up until the day they step into the voting booth.
Much time and money is spent by both parties wooing these morons. Needless to say anyone so apathetic and clueless as to not keep up with shit except for what ads are saying will not keep a positive view. Let's say Obama won about 20% of the moron vote. With the non stop saturation in the media of Obama being a Commie, Nazi, Muslim, Socialist, Satanist it is no surprise that he will lose at least half of this bloc of clueless idiots.
What does that bring him down to? With the automatic 30% and half of the clueless swing voters that he carried being about 10% that gets him down to a still respectable 60% + or -.
Now we come to the nut jobs on our side of the aisle. Yes we have them too, they just ain't as dangerous as the ones on the fucktard side.
They are pissed that Obama ain't outlawed meat and completely dismantled the military and other nonsense, so their approvals vaporized.
We are now down to around 50%. That is us, those who try to keep up with what is going on despite the distorted bullshit coming from our news media.
Obama has lost ground here too. Even some of us on the side of logic, decency, and common sense are getting antsy with the Presidents pussy footing around.
I am sure he is much smarter than I am, so I'm giving him the benefit of the doubt. Maybe he's just playing "Rope-A-Dope" with the Repugnant bastards.
But, he has to know that he can NEVER work with these Republicans. Never. Never. Never.
They would rather the country go down in flames than see Obama succeed on anything.
So fuck them. We do not need them. All we need is 51 votes in the senate. We have that easy.
I hope Obama doesn't make the same mistake the Big Dawg made. Clinton enjoyed a Dem controlled House and Senate too, for his first two years. He folded under pressure and the Dems lost control on both houses.
Obama needs to get out there and fucking fight for what we put him in there for. Folding for the asshole Republicans can NOT be an option.
If he capitulates to the bastards, he will see his polls fall to the levels of the Bush Bastard. Which were at that 30% fucktard level mentioned above.
If he gets out there and fights, shows some spine, and manages to whip his party into gear we will see his polls climb to 60% or above easily.
Not rocket science. Not even polling science. Just observations from an old man looking out his fucking window.
SpaceTrucker.... out
Note: SpaceTrucker polling analysis are guaranteed to be within plus or minus of 80 percentage points. :-)


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It takes practice to improve. Camera in hand everyday. One photo posted. Simple.
How very cute! About the theme, good suggestions, abstracts are always fun. Macros too,
oh my golly - that expression is priceless! you have such great subjects to pose for you! :)
Share your daily inspiration and feedback.


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The April 2010 Daring Bakers' challenge was hosted by Esther of The Lilac Kitchen. She challenged everyone to make a traditional British pudding using, if possible, a very traditional British ingredient: suet.
Saskia and I were excited about the prospect of making a traditional British pudding and were quite familiar with the, shall we say, challenging aspects of using suet, thanks to Saskia's Christmas pudding.
We were given quite a bit of latitude as to what type of pudding to make and our first port of call was the fabulous Mrs Beeton. Mrs Beeton wrote her Book of Household Management in 24 Monthly Parts from 1859–1861. It covers everything from how to deal with your housekeeper, cook, kitchen-maid, butler, footman, coachman and maids to cookery, medical issues and legal issues. Mrs Beeton's book is such a book of it's time, there is a real emphasis on frugality – most recipes include very few ingredients, some recipes are marked as 'simple family recipes' and the recipe includes an estimate as to how expensive it will be to make (for reference, our pudding would cost approximately 10d. I'm not sure what this equates to, but the d is short for a denarius which is less than 1 shilling). Interestingly, the book does not provide a lot of details regarding exact quantities or method, which I would attribute to the fact that at the time, women (and it would be women) probably had a better base knowledge than we do today. It is well worth a read and the entire Book of Household Management is available online.
We settled upon the steamed apple pudding and put aside some time over the Easter weekend to prepare and steam the pudding. We decided to actually make the pudding on Easter Sunday as we were having a sit-down lunch with friends. Unfortunately, this meant that almost all of the shops were closed, and those that were open did not carry suet. We decided to make do, and instead used the butter pastry from Mrs Beeton's book instead.
The pudding was reasonably easy to make and our friends were suitably impressed that we had made a pudding from Mrs Beeton. As an aside, Saskia and I thought it was pretty amusing that we were making a pudding from the 1800s the very same weekend that we also made preserved tomatoes . I guess we should have just darned some socks as well while we were at it!
All in all, it was an enjoyable challenge and I am happy that we could do Mrs Beeton proud. The pudding pastry itself was a little bland (I have included some sugar in the recipe below, which was not in the original recipe) and the pastry had a slightly odd consistency, which may be due to the fact that it was made with spelt flour due to my dietary requirements. I don't imagine I will be making it again, but at least now I know how to make a traditional steamed pudding! Thanks to Esther for the challenge!
Boiled apple pudding
For the butter crust
450g flour (or 540g if using spelt flour)
170g butter (very cold)
240ml water
3 tbs caster sugar
For the pudding
4 apples, pared, cored, and cut into slices
4 tbs sultanas
4 tbs caster sugar
1 tsp grated lemon rind
2 tbs lemon juice
2 tsp ground cinnamon
1 tsp ground nutmeg
- With a knife, work the flour and sugar to a smooth paste with the water.
Transfer the pastry to the bench and form it into a ball.
Roll the pastry until it is thin, place a couple of tablespoons of butter over it in small pieces:
Lightly cover with additional flour, then fold the pastry over again.
Roll the pastry out thinly again and repeat adding the butter and flour. Continue until all the butter is used.
Roll the pastry over your rolling pin and transfer to the pudding dish:
- Trim the edges, there should be a lot of pastry left over for the lid.
- Add the apples, sultanas, sugar, lemon rind and juice and spices:
- Cover with a layer of pastry and pinch the edges together tightly.
- Place a layer of kitchen paper over the pudding, then wrap in aluminium foil.
- Using kitchen string, tie the cloth and foil to the pudding bowl and make a loop so that the pudding can be easily removed from the steaming basin:
- Place an upturned bowl (we used a tart tin) inside a large saucepan. The pudding will sit on the upturned bowl.
- Put the large saucepan on the stove on low heat. Place the pudding in the large saucepan and carefully pour in boiling water, cover with the lid.
- Let the pudding steam for between 1.5 and 2.5 hours. Mrs Beeton notes that "if the dinner hour is uncertain" the apple pudding can be cooked for longer than this and it will be fine. Just make sure that the water has not boiled away.
- Serve warm, with plenty of pouring cream.


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Consequence of using Facebook
Tuesday, November 24, 2009 , Posted by Jz at 10:38 PM
Swinging swinging 1 day passed, swinging swinging another presentation and test down.
Found this picture on the Facebook itself, it's an article from a whatever newspaper in our country, about what Facebook does to students.
You read ka? Understand ka? Got what it means ka?
I don't, and don't explain it to me, I don't want to know. I just know that the girl inside looks pretty nice.


text:
Discussion in 'Classifieds' started by Stu-ton, Sep 24, 2004.
Can anyone help with regards to company's for insurance for my instrument??
I hope the insurance company I spoke to at the Trade Stands last weekend in Birmingham sees this and then appreciates I was in fact telling them the truth about tMP'ers insurance requirements. (can't remember who they were sorry) :biggrin:
There is a list of companies that insure musical instruments at www.ibew.co.uk
I've been with BBIS for 2 years now - haven't been able to beat their quote.
I'm with Allianz Cornhill, but I get a massive discount because I've been insured with them for years.
Mines on the house insurance... seemed to work pretty well when I mangled the thing after the areas...
Separate names with a comma.


text:
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Monday, February 9, 2009
Oldschool Update
Tricia is OK. The ER staff (thanks Todd!) confirmed our guess that the pain she is experiencing is probably a muscle or something else she may have pulled near her sternum. They took an x ray (thanks Wade!) and everything looked fine, which is what we expected...but, when you're dealing with a CFer/TXer/Lymphoma (in the chest) Survivor, you err on the side of caution, especially with chest pain.
It may take several weeks for the pain to go away, and she is limited with what kinds of pain meds she can take, but she'll survive. She says it hurts when she moves certain ways or when she pushes herself out of a chair...which is why she thought that she had just pulled a muscle. It's been hurting since last Thursday, and, this morning, we decided to go to the local ER when we got home from VA to get her checked out.
Gwyneth's lazy eye is actually getting a little worse...so, we're going to schedule a minor surgery to help strengthen her right eye. We'll get a phone call sometime soon and will know more then, which we'll convey to you. The surgery is outpatient and usually only takes about 45 minutes...the success rate is about 80% (meaning 20% need further surgery).
In the meantime, we'll continue with the eye patch (the patch in my last post was not the patch she uses...that was just for fun) and hope that it will improve on it's own.
All in all, it was a long day, reminding us of our time in Durham...but, in the end, we were able to come home and enjoy the evening together!
36 comments:
- Paul and Christy said...
Good deal. Not awesome wonderful terrific news, however it is all things that can be corrected with a little help. Prayers that Tricia feels better soon and that Gwyneth starts getting better as well.
- February 9, 2009 at 11:08 PM
- Standing in the Rain said...
My little brother had multiple of those kinds of eye surgeries. None with too much success, however. My mom now works as an assistant in a pediatric opthamologists office and is pleased with the current success of those surgeries.
I hope it works out well for Gwyneth. Let me know if you have any questions from a momma whose "been there, done that," so to speak!
- February 9, 2009 at 11:19 PM
- Pam D said...
Thankful that it is what it is, and not what it could have been. Praying now that Gwyneth's surgery will go smoothly and that she'll be in that 80%.
- February 9, 2009 at 11:30 PM
- Oma & Opa said...
Lifting your little one in prayer.
Betty Ann
- February 9, 2009 at 11:36 PM
- Our life is a bowl of Barry's said...
Glad Tricia is Ok and that Gwyneth's surgery is a minor one. You'll just have to keep that patch for Halloween!
- February 9, 2009 at 11:38 PM
- Busy Momma said...
glad Tricia is doing well and hopefully the pain won't last too long. i've bruised a rib so i can imagine how incomfy she must be at times.
sux that Gwyneth has to have surgery but hopefully she'll just need the one and all will be fine.
- February 9, 2009 at 11:47 PM
- Heidi said...
WHEW! I'm glad it is nothing more than a muscle pull. I can't tell you how many times i've gone to the ER/urgent care as a precaution. sometimes they laugh and say...ok why are you here! Once you tell them you are post-tx, they understand. It is always best to be careful!!!!! I'm glad it's nothing big.
- February 9, 2009 at 11:50 PM
- The Pelhams said...
I don't know how you guys feel about chiropractors, but if you find the right kind, they are awesome and most of them christians. Go to www.activator.com and search for an activator doctor in your area for one that is rated advanced proficiency. Her pain will be gone in less than a week. Have Gwenyth looked at too. I have been going to mine for years and take my kids too, we went from the hospital to our chiro before going home when all of them were born!
I had some serious problems with my legs and ribs and he took care of them in a matter of weeks! Not sure if you had thought about it, but wanted to suggest it. Will be praying for Gwenyth's eye too.
- February 10, 2009 at 12:50 AM
- Aggiema (Michelle) said...
I am not sure if it is the exact same kind of eye surgery but when my daughter was 2 she had stabismas (think I misspelled it) because her eyes went outward. The first surgery was too good, it over corrected the problem and caused her eyes to cross, so at age 3 they did another surgery to fix that. She wears glasses still but her doctor expects her to eventually grow out of the need for glasses, as they have gotten less strong over the years. The glasses that is, not her eyes! She had no problems with the procedure at all and was up and about in no time!
- February 10, 2009 at 1:32 AM
- BrunetteKoala said...
Both my sister and brother had lazy eyes (one each!) Both had eye patches which helped some.
My sister's couldn't be corrected - it didn't get picked up early enough for surgery to make a difference, so she now wears glasses/contact lenses.
My brother had the surgery which helped a lot - he had it done when he was a toddler. He wore glasses for a couple of years after but no longer has to.
Will be praying for Gwyneth and Tricia!
- February 10, 2009 at 6:08 AM
- Cristi said...
Praise God for good results!
- February 10, 2009 at 7:52 AM
- Sparkette said...
Glad to hear!!
- February 10, 2009 at 8:05 AM
- Debi said...
Glad to hear it's nothing major for Tricia! :) Although, I wanted to mention, too, the possibility of taking her to a chiropractor who practices the Activator technique. It's a lot more gentle and I think you might be surprised how much better she'll feel. I've had almost the same thing several times and then I just get adjusted and feel amazingly better. Just a thought! :)
- February 10, 2009 at 8:09 AM
- Aspiemom said...
I'm glad to hear there was nothing major with Tricia - I don't blame you for being cautious.
I was having pain in my chest and since I'm a CFer I was cautious and saw the dr. He said I had inflmmation in an airway and get me samples of a new topical ibuprofen/anti-inflammatory to apply to the spot on my chest where the pain was radiating from. It helped immensely. Maybe that would be of help?
I hope Gwyneth's eye can be helped.
- February 10, 2009 at 8:15 AM
- Mandy said...
My bf's little cousin had a similar issue. The patch didn't work either. However, they tried these drops that go in the good eye and make it cloudy and that did the trick. So maybe other less invasive tricks are still available :) Hate to see such a pretty little face in pain!
- February 10, 2009 at 8:19 AM
- Amy Lynn said...
Hey Nate, I've had that eye surgery twice (at Gwyneth's age and then again at 13) and am doing great.
- February 10, 2009 at 8:50 AM
- Laurie in Ca. said...
Good news Nate. So glad that Tricia just over did it and it is not anything else. Praying for it to heal quickly. Gwyneth's eye will be fine after surgery, I just know it. This little squirt has overcome so many obstacles, and she will overcome this one too. You sure have two princess warriors in your home.:)
Love and Hugs, Laurie
- February 10, 2009 at 9:02 AM
- Agnes said...
Hooray for all things " normal"!
- February 10, 2009 at 9:16 AM
- Judy said...
Whew...glad Tricia will be fine and that it's nothing super serious!
Let us know when Gwyneth has her surgery so we can be praying!
- February 10, 2009 at 9:30 AM
- Tumbleweed said...
The surgery being done, on Gwyneth, is a very common surgery. 3 of my 4 kids have had it done (can be genetic), and have done great. Expect a Gwyneth to be fussy, on day 1, and maybe day
2. Using a wet washcloth, over the eyes, helps. My youngest benefited, alot, with having eye patches, over both eyes, for about 12 hours (through the night). Don't be shocked if you see a lot of red, in the area of the surgery. That is normal, and will diminish over the next couple weeks.
Very glad to hear that Tricia is doing great!
- February 10, 2009 at 9:32 AM
- debbale said...
Glad to hear Tricia checked out ok. My little sister had this type of surgery in both eyes and it came out great. This was over 20yrs ago and I know there have been vast improvments since then! Praying for same outcome for Gwyneth.
- February 10, 2009 at 10:07 AM
- Jodi said...
My daughter had to have that surgery on her eyes last September. She still has some issues with her eyes, but that surgery helped with her development tremendously. She started sitting up and grabbing toys and has just taken off from there. Good luck!
- February 10, 2009 at 10:10 AM
- NicoleC said...
- This comment has been removed by the author.
- February 10, 2009 at 10:37 AM
- NicoleC said...
I was born with amblyopia (lazy eye) and strabismus(cross-eyed). I had my first surgery at age 1.5, the second at age seven and the third at age 18. They're not perfect, but you can really only tell when I'm really tired. I wore glasses from six months until I was 18. I'm 33 and still see my pediatric ophthalmologist and he's 99% certain I will never need glasses again.
She'll do great and I think you will be VERY pleased with the results if her Doc is half as great as mine!
- February 10, 2009 at 10:39 AM
- Katy said...
Prayers for both the girls! You guys are such an inspiration and fun to follow.
Thanks for sharing so many intimate details of the trials you experience day to day and for staying positive through it all!
- February 10, 2009 at 11:40 AM
- Andrea said...
Well, a pulled muscle is better than some of the other options! I hope it heals quickly for Trisha!!
I'll be praying that Gwyneth's eye surgery is a success!
- February 10, 2009 at 11:44 AM
- Michelle Jamie said...
Thanks for the update!
- February 10, 2009 at 12:17 PM
- Justine said...
Thank God for pulled muscles! Way better than anyting serious!
- February 10, 2009 at 12:18 PM
- Jennifer and Mark Kiel said...
Hi! My name is Jennifer and I actually had the same surgery to correct lazy eye in my right eye. I had it when I was 4 and it was fixed! I'll be thinking about little Gwyneth as she undergoes the minor operation.
- February 10, 2009 at 3:29 PM
- Rick Lawrenson said...
I also had a crossed right eye like Gwyneth. The surgery at age 4 did the trick. And this was back in 1960. So I'm guessing it's much better today.
My main memories were in the OR when they put this mask over my face and turned on that foul smelling gas to knock me out. I tried to pull it off. The other memory is when the doc pulled the bandage off after the surgery (maybe two or three days). It was one of those rip it off in an instant deals.
No more problems with the eye until I was 17, and then only when I got really tired. Same today.
So Gwyneth has me to thank. Not only does she undeniably have my good looks, she got my crossed right eye.
- February 10, 2009 at 3:45 PM
- Lynsey said...
My older brother was born with a lazy eye and they tried everything to correct it, to no avail. He's 34 years old and still has it, but it's become such a cool, concrete part of him, we don't even notice it nor have we noticed it for years now.
Anyway, I thought I'd throw that out there. I hope it goes well in Gwyneths case!! I don't think there is anything "lazy" about her. :)
- February 10, 2009 at 4:09 PM
- Kerry said...
My son had two surgeries done to correct his eyes - he had one of the absolute best doctors anywhere - he has since moved to UCLA I think... Anyway, unless my son is really tired you can't tell how bad his eyes used to be! I held him as he went down and woke up and he never knew anything strange happened - his eyes never seemed to bother him during recovery!
- February 10, 2009 at 7:18 PM
- Marion said...
My son just had eye surgery in Nov. Not a big deal...worst is waiting in the waiting room. And the way it looked after surgery. Really gross for about 5 days. I wish someone would have told us what it would have looked like or even seen pictures.
Our sons eye looked completely "normal" after about 2 weeks.
If you want more details you can email me
- February 10, 2009 at 7:34 PM
- Jenny said...
- This comment has been removed by the author.
- February 10, 2009 at 8:36 PM
- Jenny said...
Glad all is well with Tricia. Praying that all goes well with Gwyneth's surgery!
- February 10, 2009 at 8:37 PM
- Paige said...
Glad to hear your girls are doing well! My 3 yr old is having the same surgery. His is so severe, he can almost look on either side of one person at the same time! : ) Let us know how everything goes.
- February 10, 2009 at 8:47 PM


text:
- March 1, 1930 - November 26, 2016
- Chicago, Illinois
of Laverne's Passing
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Laverne was born on March 1, 1930 and passed away on Saturday, November 26, 2016.
Laverne was a resident of Chicago, Illinois at the time of passing.
Laverne was the companion of Stephan Hujar.
Visitation Wednesday November 30 from 4 to 9 pm; Funeral service Thursday December 1 10 am at Lawrence Funeral Home 4800 N. Austin Ave. Chicago. Interment Eden Memorial Park Cemetery.


text:
indfulness has officially become mainstream. So much so that Apple's latest
iOS updates feature meditation and
breathing exercises with the Breathe
app for the Apple Watch and the Health
app for the iPhone—both of which encourage mindfulness as a way to overcome stress. But what is mindfulness?
Basically, it's slowing down and payingattention to what is around you. It's focusing your awarenesson the present moment (e.g., the sounds you hear, the feelof the earth beneath your feet, the taste of your food, yourbreath.) This mental state sounds simple, but with our busylives and minds so filled with chatter, it's not always easy toachieve.
Although the practice of mindfulness may seem like a fad,
it's been around for thousands of years. I've been at it for over
a decade and have found that it has helped control my panic
attacks. Of course being the technology geek that I am, I'm
always on the lookout for apps to help in my pursuit of a quiet
and peaceful mind. Although some people separate mindfulness and meditation into two distinct categories, I've found
you can't have one without the other. Here are the top three
apps I've found so far that help me live in a state of raised
Simple Habit
This app is great for people on the go. Every-one has at least five minutes a day to meditateand practice mindfulness and Simple Habitmakes it easy. Whether you are commuting,dealing with a tough day, or trying to fall asleep, this app has ameditation for you. Choose between 5-, 10-, or 20-minute med-itations and you can establish a healthy habit. I've been listen-ing to the free guided meditations, but you can also purchaseunlimited access for $11.99 a month. When I first downloadedthe app, I spent several mornings listening to the commutingmeditation. I'm not great at getting up early to meditate, buton the days I have a long drive, spending 20 minutes listeningto a meditation is perfect (while keeping my eyes open andbeing mindful of fellow drivers of course). Doing so helps meslow down after a busy morning of getting kids out the door forschool before heading to my appointments.


text:
I interrupt your regularly scheduled program of audition blogs to make an important announcement about something I've been working on. Tomorrow I'm really proud/excited to be a part of Project Ignite, hosted by XAOC Contemporary Ballet. I'll be dancing in the world premiere of a new work choreographed by Alanna Newkirk, a company member with XAOC. The show is at Ailey CitiGroup Theatre at 7:30 pm tomorrow, Saturday (11/14), and all the proceeds are going to a great cause – Headbands of Hope.
AND if you are low on cash but want to see some great dance/support a good cause, tickets are half price starting NOW until midnight! Come out and see us. These women and artists are doing amazing things. 🙂
#balletgivesback #projectignite


text:
Wednesday, March 17, 2010
Green please
It is wonderful that St.Patricks Day is celebrated with green colours and that it also happily coincides with the birthday of my lovely friend Patricia from PVE! It's her signature colour! Happy Birthday, darling! Why don't you all hop on over and give her your regards...
She's got talent and beauty inside and out! It's Patricia's Day! All the green below in your honor too!
And may you always follow your rainbow!
These pictures celebrate Ireland, the wonderful green island I have yet to visit, but is pretty much on top of my travel wish list! The landscape is so remarkable and there is a union between land, architecture and people! I have met so many wonderful Irish people, among them many of my friends, I love their passion, music, dance and traditions...
And I found great design!
I love those rooms above, which I visited through these wonderful books, rooms I admire because they are remarkable unique, stylish and filled with character!
Here are some more wonderful green things I found here and there, all befitting the green theme of St.Patrick's Day:
It's certainly fun to go green, celebrate the spirit of the Irish, the colour and my friend today!
All the best!
Pictures via PVE header, etsy seller wow wall (wall sticker), birds and glasses via Anthropologie - pictures by me, wonderful Irish landscape picture via Edward Dullard flickr stream, rainbow image via google image, interior image with artwork via Apartment therapy, all others via Wisteria and the rest my own.
9 comments:
Love the green tumblers! Victoria, thanks again for the wonderful post you did for me :) I so appreciate it!ReplyDelete
My dear, what a lovely spring like colour. I love this kind of lawn green colour. I've never been to Ireland but I'd love to go. The second picture from Irish Homes looks so cosy..surrounded by paintings, colourful rugs and throws. It's right up my street. It's very bohemian!ReplyDelete
Oh how clever you are! How thrilled am I to be your friend.ReplyDelete
Just to think we met last fall via the blog land.
Perhaps one day we will travel to a far away spot!
Love all the green! Happy St. Patrick's Day!ReplyDelete
I love that Library room. I can see myself spending a day in there, or maybe more! :)ReplyDelete
Happy Birthday to your friend! I really like the cushion and, is that a flower pot? If so, I would love that too! Happy St. Patrick's Day!ReplyDelete
Happy St. Patrick's Day! Green seems to show up when I am decorating. I never really think about it...it just happens. I guess it is one of my favorite colors, in small doses of course.ReplyDelete
I love the images of Irish homes. Something so real and authentic about them~
Hi! Another Westchester NY blog...cool! (my mother is from Munchengladbach...)off to wish the lovely PVE a happy day! Thanks!ReplyDelete
Green kiss in saint Patrick day!!ReplyDelete


text:
Wednesday, June 24, 2009
Cub Foods - Bin Ladin connection?
Anyone know anything more?
A quick look at the Cub Foods wiki only reveals a string of dull-sounding mergers and acquisitions reports involving parent companies SuperValu, Albertsons, and Cerberus Capital Management, revealing only, for example, that some Cub stores were "divested ... to avoid market concentration issues."
Folks miss Cub Foods for their noticeably cheaper prices, especially for major purchases common to large families or folks who get paid once a month.
For me personally, Cub was okay for some things, but I of course much prefer the old-style small groceries. Some of the Cub stores were so damn big that you could get exhausted. You'd get a workout when you realized you forgot a produce item but you were already all the way over in the beer aisle, in another zip code. I wonder if they used re-tread tires on their shopping carts?
3 comments:
Supercut hairdressers have always been the Walter Cronkites of any era so I would certainly take whatever she said to the bank. But really, the Bin Laden family is very, VERY rich and it wouldn't surprise me one bit if someone in that family had a hand in the Cub Foods pot. As far as missing Cub Foods, in the Chicago area we have a new discount grocery store called "Strack and Van Til". They have discount prices, sure. But I have a problem with the name of the store. I mean, one just sounds like a wheezing meth'd up fool simply saying the name. I miss grocery stores with friendly-sounding names like cuddly Sub Foods. Sigh... Strack and Van Til? It sounds like somewhere where I'd get a handgun at a moments notice. So there I am at Aldi stocking up on my canned goods for the apocalypse and then I'm off to Strack and Van Til for my glock. See you in the bunker!ReplyDelete
- AnonymousJune 25, 2009 at 4:58 PM
Did you mean to say "cuddly Sub Foods"?ReplyDelete
Cuddle with a sub like Homer Simpson.
I had a few pre-packaged subs from Cub Foods circa 1995 - gross. Imagine a sandwich where all the ingredients refuse to speak to each other.
Is Cub Foodses's parent company really named after the multi-headed dog that guards the gates of hell? I thought the office-plant-leasing operation in here Chicago named Rentokil ("Rent to kill?" For a place that leases plants? Really?) was bad, but Cerberus is some shit.ReplyDelete


text:
Paul Wright
Paul Wright, ASA, founded SignValue with Jeff Wright in 2001 and today SignValue is the largest out-of-home appraisal firm in the United States. He graduated from Arizona State University and worked in the financial services industry with Bank of America, the Maricopa County Assessor's Office and CBRE (CB Richard Ellis) before focusing his practice on billboard interests. Paul picked up new improvements, reassessed existing improvements and handled appeals for the Commercial Appraisal Division of the Maricopa County Assessor. He is a General Certified Appraiser with reciprocal and temporary licenses in several states and an Accredited Senior Appraiser by the American Society of Appraisers (ASA). He has experience with a wide variety of commercial and industrial properties, but has specialized in billboard interests (plants, leasehold, leased fee, easement and fee) for over 20 years.
Mr. Wright is the co-author of "Billboard Appraisal: The Valuation of Off-Premise Advertising Signs," which is the leading text on the subject of billboard appraisal. He has given testimony at deposition and trial in County, State and Federal courts for divorce, eminent domain and regulatory issues. He speaks regularly at conferences for appraisers (Appraisal Institute), out of home/billboard trade associations (IBOUSA) and government associations (IRWA). Paul has invested in several commercial, industrial and agricultural properties throughout the United States.
Jeff Wright
Jeff Wright, FASA, CFA, was employed in the securities industry and by banking institutions to do securities research and investment portfolio management from 1969 through 1987. His responsibilities have included management of investment portfolios for banks and their trust departments. He served as Chief Investment Officer for the Arizona State Treasurer, and Vice President & Manager of Investments for the regional trust office of a major national bank. Mr. Wright and a partner owned a business appraisal firm for 10 years before he founded Centerpoint Advisors, Inc. in 1997.
Jeff Wright is a Chartered Financial Analyst and member of the CFA Institute, which is the premier certifying organization of professionals in securities analysis. He is an Accredited Senior Appraiser by ASA and has served in officer positions and on Boards of Directors of professional societies since 1982. He was a member of the Business Valuation Committee of ASA for eight years and served as Chairman of the Standards Subcommittee.
Mr. Wright has purchased and sold businesses, is currently a shareholder in closely-held companies and has been a consultant to owners, buyers and sellers. He has been preparing valuation reports since 1977.
Cory Nelson
Cory Nelson (Project Manager/Trainee Appraiser) received a Bachelor of Science degree in Economics from Brigham Young University in 2013. Over the past ten years, he has held a variety of professional and volunteer positions with finance-related responsibilities, including internal auditing, budget creation and management, accounts payable, and payroll. Since joining SignValue in 2014, he has developed a specialized understanding of billboard land leases and other billboard interests, and is actively working towards becoming a Certified General Appraiser.
Nastasha Hiatt
Nastasha Hiatt (Research Assistant) received a Bachelors Degree from Arizona State University and graduated Cum Laude in 2010. Since joining SignValue in 2016, she has become familiar with billboard markets and property characteristics, as well as assisting appraisal staff with completing reports and other assignments. Prior to joining SignValue, Nastasha worked as a Property Manager for a small real estate management company in Mesa, assisting with HOA management, data entry, book keeping, filing, and routine maintenance of properties.


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United States District Court, N.D. Alabama, Northeastern Division
January 7, 2015
SONDRA KEETON, Plaintiff,v.BIG LOTS STORES, INC., Defendant
For Sondra Keaton, Plaintiff: Kimberly R Dodson, LEAD ATTORNEY, LAW OFFICES OF KIMBERLY R DODSON LLC, Birmingham, AL.
For Big Lots, Inc., Defendant: Brian R Bostick, LEAD ATTORNEY, Katherine E Reeves, OGLETREE DEAKINS NASH SMOAK & STEWART PC, Birmingham, AL.
C. Lynnwood Smith, Jr., United States District Judge.
Plaintiff, Sandra Keeton, asserts claims against her employer, Big Lots Stores, Inc. (" Big Lots" ), for sexual harassment, hostile work environment, and retaliation, pursuant to Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000 et seq.[1] The case currently is before the court on Big Lots' motion for summary judgment.[2] Upon consideration of the briefs and evidentiary submissions, the court concludes that the motion is due to be granted.
Federal Rule of Civil Procedure 56 provides that a court " shall grant summary judgment if the movant shows that there is no genuine dispute as to any material fact and the movant is entitled to judgment as a matter of law." Fed.R.Civ.P. 56(a). In other words, summary judgment is proper " after adequate time for discovery and upon motion, against a party who fails to make a showing sufficient to establish the existence of an element essential to that party's case, and on which that party will bear the burden of proof at trial." Celotex Corp. v. Catrett, 477 U.S. 317, 322, 106 S.Ct. 2548, 91 L.Ed.2d 265 (1986). " In making this determination, the court must review all evidence and make all reasonable inferences in favor of the party opposing summary judgment." Chapman v. AI Transport, 229 F.3d 1012, 1023 (11th Cir. 2000) ( en banc ) (quoting Haves v. City of Miami, 52 F.3d 918, 921 (11th Cir. 1995)). Inferences in favor of the non-moving party are not unqualified, however. " [A]n inference is not reasonable if it is only a guess or a possibility, for such an inference is not based on the evidence, but is pure conjecture and speculation." Daniels v. Twin Oaks Nursing Home, 692 F.2d 1321, 1324 (11th Cir. 1983) (alteration supplied). Moreover,
[t]he mere existence of some factual dispute will not defeat summary judgment unless that factual dispute is material to an issue affecting the outcome of the case. The relevant rules of substantive law dictate the materiality of a disputed fact. A genuine issue of material fact does not exist unless there is sufficient evidence favoring the nonmoving party for a reasonable jury to return a verdict in its favor.
Chapman, 229 F.3d at 1023 (quoting Haves, 52 F.3d at 921) (emphasis and alteration supplied). See also Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 251-52, 106 S.Ct. 2505, 91 L.Ed.2d 202 (1986) (asking " whether the evidence presents a sufficient disagreement to require submission to a jury or whether it is so one-sided that one party must prevail as a matter of law" ).
Plaintiff was a part-time employee at the Big Lots store in Florence, Alabama, from 2005 to 2013.[4] The Big Lots Associate Handbook contains the company's Harassment-Free Environment Policy, which includes the following statements:
We intend to maintain an environment in which all associates can perform their duties free of harassment and discrimination. If you believe you have been the subject of harassment, you should report the alleged act to your Manager or to your Regional Human Resources manager (RHRM) immediately so the problem can be corrected. Some states have different requirements for anti-harassment policies. This policy does not apply where state law requires otherwise.
The Big Lots Harassment-Free Environment Policy complies with all local, state, and federal laws dealing with unlawful discrimination and/or harassment.
Each manager is responsible for maintaining a work environment that is free of harassment, both sexual and otherwise. This includes communicating this Policy to all associates and making sure that no one is subjected to insulting, degrading, or exploitative behavior.
Likewise, it's the responsibility of every associate to comply with this Policy and report any violations. Please be assured that you will not be penalized in any way for reporting inappropriate behavior. As per our Open Door Policy, honest two-way communication is essential to the successful operation of our business.
All reports of inappropriate conduct or discrimination will be promptly investigated under the direction of the Human Resources Department. All investigations will be conducted with the utmost concern for the confidential and personal nature of the allegation and with a high degree of sensitivity to the individuals involved. If you are found to have engaged in discriminatory or harassing behavior, you will receive Disciplinary Counseling up to and including termination of employment. Retaliation against anyone reporting acts of harassment will not be tolerated.
Doc. no. 18-3 (Saenz Declaration), at ECF 30 (January 2008 Associate Handbook).
The Policy also states that Big Lots has " zero tolerance" for any type of harassment, including sex-based harassment. The Policy defines harassment as including
unwelcome verbal, visual, or physical conduct creating an intimidating, offensive, or hostile work environment that interferes with work performance. Harassment [also] can be verbal (including slurs, jokes, insults, epithets, gestures, or teasing), graphic (including offensive posters, symbols, cartoons, drawings, computer displays, or e-mails), or physical conduct (including physically threatening another, blocking someone's way, etc.) that denigrates or shows hostility or aversion toward an individual because of any protected characteristic. Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful harassment, associates are expected to behave at all times in a professional and respectful manner.
Id. at ECF 31 (alteration supplied).
An employee who believes she has either been subjected to or observed any violation of the Harassment-Free Environment Policy is instructed to inform her Manager or the Regional Human Resources Manager. If the employee is not satisfied with the response at that level, she is directed to contact Big Lots' " Vice President of Associate Relations immediately or call the GET REAL HOTLINE at 1.866.834.REAL (7325)." [5] Employees also are advised that they can make a report to an ...
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Reading: From the Commentary of Pope St. Gregory on the books of Kings - "There was a man of Ramathaim-Sophim, of mount Ephraim." The name of this mountain can be taken to designate the most blessed Virgin Mary, Mother of God. She is a mountain in as much as, among chosen creatures, the dignity of her calling was above that of any others. Surely Mary was the highest of mountains, was she not, when she heaped up merits beyond all the choirs of Angels, to the very throne of God, that she might be worthy to conceive the eternal Word? It was this mountain whose supreme dignity Isaias was prophesying when he said: "In days to come, the mountain of the Lord's house shall be established as the highest mountain." Mary was indeed the highest mountain, since her summit gleamed above those of all the Saints.
R. Felix namque es, sacra Virgo Maria, et omni laude dignissima: * Quia ex te ortus est sol justitiae, * Christus Deus noster.
V. Ora pro populo, interveni pro clero, intercede pro devoto femineo sexu: sentiant omnes tuum juvamen, quicumque celebrant tuam sanctam commemorationem.
R. Quia ex te ortus est sol justitiae.
V. Gloria Patri
R. Christus Deus noster.
R. O holy Virgin Mary, happy indeed art thou, and right worthy of all praise * For out of thee rose the Sun of righteousness, even Christ our God.
V. Pray for the people, plead for the clergy, make intercession for all women vowed to God. Let all that are making this holy memorial of thee feel the might of thine assistance.
R. For out of thee rose the Sun of righteousness
V. Glory be...
R. Even Christ our God.


text:
When I got into music independent of the music I heard my parents or older sister play one of my first big influences was Paul McCartney. Aspects of his solo career and his significant contribution to the greatest pop/rock band in history (and the Beatles) all made him and his music fascinating things to follow.
I remember clearly back in the early 90's coming across the album Flowers in the Dirt which had been out for a few years. I didn't know at the time that this was actually a fairly average Paul McCartney album and he had done better stuff years earlier. At the time a number of tracks on the album were just great pop stuff that I consumed avidly. One of which was one of the singles from the album – My Brave Face.
Elvis Costello didn't mean much to me at the time. I was aware he had some sort of musical presence all his own, but it was only later on that I would begin to appreciate how weighty his own presence was in the pop world, so it's a delight to know that Macca wanted to work with the brother on this album and it's cool to compare the polished finished version with the demo that Costello plays on. Enjoy.