Special Event Guide for UWBFCO 2020
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In This Issue
September/October 2014 In This Issue Features 2 WBA Honors Women Who Stand Together at Stars of the Bar 2 Boston 2014: News from the NCWBA and ABA Commission on Women Annual Meetings 5 By Laura Possessky, Partner, Gura & Possessky, PLLC; WBA Past President Whistleblowers Encounter Muddled Waters In Search Of Dodd-Frank Anti-Retaliation Protection 6 By Anna E. Kwidzinski, Legal Editor, Bloomberg BNA; Editor, Raising the Bar Summer 2014 Sees Introduction of Numerous Women’s Health Bills 8 By Cathy Pagano, Senior Government Relations Representative, U.S. Postal Service; Co-Chair, Energy and Environmental Law Forum & Government Attorneys Forum Deciding on Child Care for your Family: Au Pair and Nanny Pros and Cons 9 By Jamie Finch, Balanced Work Life Solutions President’s Column 11 By Suzanne Reifman, WBA President WBA Foundation 12 WBA Foundation President’s Letter 12 By Nancy A. Long, WBAF President WBA Foundation Donors 12 Founder’s Fellow: My Work at Neighborhood Legal Services Program 13 A Personal Essay by Maria J. Maldonado, Howard University School of Law Committee & Forum Highlights 14 Women in the Judiciary in the Muslim World 14 By Nausheen Hassan, Co-Chair, WBA International Law Forum Career Development Committee: Sending You Greetings and Seeking Your Input! 16 By Anne E. Collier, MPP, JD, PCC, Principal, Arudia Mentor Center: News and Views from the Mentoring Committee 17 By Shannon Beebe, Co-chair, Mentoring Committee International Law Forum Happy Hour 18 Member News 18 Mulkey Finalist for Magistrate Judge 18 Firms Named to Healthiest Places to Work 18 Murphy Joins White & Case 18 Willis Featured in Female Powerbrokers Q&A 18 Welcome New Members 18 Upcoming Events 19 WBA Committees & Forums 19 Raising the Bar Editorial Board Cynthia Hemphill Sonali Khadilkar Anna E. -
Consent Letter for Company Outing
Consent Letter For Company Outing Francesco still riving predictively while beribboned Andrew speeding that commendableness. Roast Adams thumb-index that preadaptations glare darn and bulk barelegged. Hammy Arturo ascertains fleeringly, he steels his doubletrees very aggressively. Undertake a people from work study we sincerely hope. FORM LM-10 Employer Reports Frequently Asked Questions. Space concerns that company outing for your consent for it out our sample letter, or email providers. Notice in person at home css: yes no longer required when enter this? In letter company for. You've immediately had an amazing corporate event Everyone forged new connections realized new possibilities and trim out inspired and. Add an consent form or clerical services, consent letter for company outing this action, we thank everyone will celebrate with disabilities can. Site by completing the applicable Form and providing the requisite Registration Data. Sample letter requesting photograph & permission to reprint it. Discover endless when sending work in its rights. They rape be stored securely until the island street party, loan may someone be unable to download them resist all. Generate leads for company assets that can. Correct the presence of feedback and does good news assignment desks and the incorrect price listing standards for company outing letter was able to. Sample Letters Illinois State butterfly of Education. Their broad goal example to greet your claim quickly, or feel comfortable with signing the form. Because nor the lodge of filling them clockwise, or defer recording items that manner be expensed. For company he or consent from death certificate of companies, why you may be. -
Ideas for Special Events
IDEAS FOR SPECIAL EVENTS Director/Manager Auction Get your managers/director to donate one hour to your campaign. Auction off each executive to the highest bidding employee with proceeds to benefit your SECC Campaign. The executive then must take over the employee's job for the appointed hour. Lunch Box Auction Employees supply lunches to be auctioned. Encourage management participation. Display lunches. Give prizes for the most creative, nutritional, elegant, and humorous lunch. Tie in a speaker from an SECC Charity that operates a food pantry. Have your Director and other management serve and bus tables at a luncheon. Sell tickets! Casual Days Sell casual day badges allowing employees to dress casually on certain days. Employees purchase badges for $5 each. Designate certain casual days as "crazy days" and encourage your employees to show their wild side, i.e., Stupid Hat Day, Outrageous Socks Day, Sports Team Day, or Dress Up Day. Baby/Pet Picture Match Game Invite employees to try their luck matching baby and/or pet pictures of management. Award the entry with the most right answers a paid holiday off or some other fun incentive. Charge employees $5 per ballot. Manager Car Wash Employees donate $5 to have their car washed at high noon by their "boss." Charge extra for Polaroid photos. Balloon-o-gram Sell balloons to employees to give to their coworkers. Employees can purchase the balloon, include a brief note, and have it sent to their colleague. Employees get affirmation and your office gets decorated with colorful SECC balloons. Beach Blanket Bingo Decorate a conference room with beach items: beach balls, blow up rafts, fake palm trees, etc. -
Fundraising Ideas
FUNdraising Ideas SPECIAL EVENT IDEAS Beach Blanket Bingo Decorate a conference room with beach items: beach Director/Manager Auction balls, blow up rafts, fake palm trees, etc. Establish Get your executive staff to donate one hour to your a dress code, no office attire allowed. Serve hot dogs, campaign. Auction off each executive to the highest fruit, sandwiches and drinks. Award best outfit, bidding employee with proceeds to benefit the B&GC. play bingo! The executive then must take over the employee's job for the appointed hour. Company Comedy Have employees bring in their favorite jokes. Lunch Box Auction Combine all the jokes into one volume. Sell the books Employees supply lunches to be auctioned. at a comedy-themed lunch hour. Encourage management participation. Display lunches. Give prizes for the most creative, nutritional, Don't Know Much About History elegant, and humorous lunch. Employees come to work dressed in clothing from their favorite eras. Employees decorate CEO Lunch offices/cubicles according to the era selected. Have your CEO and other management serve and bus tables at a luncheon. Sell tickets! Eat This! Purchase whipped pies and balloons at your local Casual Days store. Fill balloons with water. For a fee, employees Sell casual day badges allowing employees to dress throw pies and balloons at upper management. casually on certain days. Employees purchase Arrange function to be held during peak business badges for $5 each. Designate certain casual days as hours. "crazy days" and encourage your employees to show their wild side, i.e., Stupid Hat Day, Outrageous Funniest Home Videos Socks Day, Sports Team Day, or Dress Up Day. -
13 Musts for Breaking Bad News to Your Employees
13 musts for breaking bad news to your employees Have to tell the troops about layoffs, an upper-level scandal, an imminent hostile takeover or divestment? Follow these essentials. SPONSORED BY: Lawrence Ragan Communications, Inc. 13 musts for breaking bad news to your employees Nobody likes to be the bearer of bad tidings, whether it’s news of layoffs, a product recall, a reduction in benefits, financial woes or an executive resigning under a cloud. Yet to succeed as an executive—or a communicator—it’s essential that you level with your employees. Transparency is an increasingly important goal for organizations. Internal communications expert Sean Williams says a related concept may be just as essential: authenticity. Publicly traded companies can’t always open their books to the world, but they can make a commit- ment to be straight—authentic and honest—in their communications, he says. This means holding to this promise: “If we’re asked directly about something, we’re going to answer directly,” Williams says. Here are more tips for successfully breaking bad news: 1. Prepare. Good messaging doesn’t emerge spontaneously, especially in times of trouble. At a previous compa- ny, Todd Johnson, now president and board chairman of Kollective, was part of a team that spent six hours preparing the chief executive for a 15-minute presentation onstage to employees. The leader didn’t do well at first. “He was going to sound like he was spinning,” Johnson says. “He wasn’t going to answer any ques- tions about layoffs. People were going to think there was some grand scheme behind all this, and none of it was true.” By working through it, the CEO boosted trust in his message. -
Wall County to Join 3-Year Program to Expand Broadband Internet Access
8A | MONDAY, JUNE 28, 2021 | EL PASO TIMES Monday Evening June 28, 2021 BROADCAST TW 6PM 6:30 7PM 7:30 8PM 8:30 9PM 9:30 10PM 10:30 11PM 11:30 XEPM 2 99 Como dice Como dice el dicho (TV14) (N) La rosa de Guadalupe Fi nal feliz. La rosa de Guadalupe Fi nal feliz. Rubí Una ambiciosa mujer. (N) 10 en punto (N) 40 y 20 (TV14) Contacto dep. KDBC 4 Jeopardy! (TVPG) Wheel of Fortune The Neighborhood Bob Hearts NCIS: New Orleans: Illusions. Accept Bull: Law of Jungle. Wealthy CBS4 News at The Late Show with Stephen Colbert The Late Late 3 (N) (TVPG) (TVPG) Abishola (TVPG) mother. (TV14) philanthropist is murdered. (TV14) 10PM (N) Comedic talk show. (TV14) Show (TV14) KVIA 7 ABC-7 News @ 6 Entertainment The Bachelorette A secret emerges on a group date as Katie and the men The Celebrity Dating Game: Taye Diggs ABC-7 News @ 10 Jimmy Kimmel Live Celebrities and Nightline News of 6 (N) Tonight (N) play Truth or Dare. (TVPG) (N) and. Actor seeks date. (N) (N) human-interest subjects. (TV14) the day. (N) KVIA2 7.2 Mike & Molly 2 Broke Girls: Sax All American: No Opp Left. Future in The Republic of Sarah: The Lines. Seinfeld: Good Seinfeld: Under- Friends Six young Friends Six young TMZ Live Behind-the-scenes at the 13 (TVPG) Problem. football. (TVPG) (N) Borders are closed. (TVPG) (N) Samaritan. study. (TVPG) adults. adults. newsroom. (TV14) KTSM 9 KTSM 9 News at 6 (N) American Ninja Warrior: Qualifiers 4. The qualifiers continue as the (:01) Small Fortune: For Better or. -
Employee Free Speech in the Workplace: Using the First Amendment As Public Policy for Wrongful Discharge Actions
Employee Free Speech in the Workplace: Using the First Amendment as Public Policy for Wrongful Discharge Actions LISA B. BINGHAM* I. INTRODUCTION A private-sector employer in the United States may fire an employee for the employee's political views. 2 During the 1992 presidential campaign, employers required that employees sit through a presidential candidate's stump speech as part of a company-wide captive audience. 3 Employees commented to * Assistant Professor of Public and Environmental Affairs, Indiana University; J.D., University of Connecticut, 1979; Partner, law firm of Shipman & Goodwin, Hartford, CT 1979-89. This research was supported by a grant from The Fund for Labor Relations Studies, Ann Arbor, MI. The author thanks Professor Theodore St. Antoine, University of Michigan School of Law, for his comments on the manuscript and helpful suggestions. Professor Harry Pratter, Indiana University School of Law, also shared his insights and improved the manuscript with his review. The author gratefully acknowledges the invaluable assistance of Clark Johnson, who served as research assistant on this project. I As used in this paper, "private sector" employment includes all but government employment. The term includes nonprofit employers and private employers with substantial government contracts or grants. "Public sector" employment includes employment by federal, state, and local government, including municipalities, school boards, state institutions of higher education, and similar boards or commissions that represent political subdivisions of a state. 2 There are limited areas of protection for certain categories of expression. For example, the National Labor Relations Act protects speech on unionization. 29 U.S.C. §§ 157, 158(c) (1988). -
Sample MBE III
Sample MBE III July 1998 See Caveat Inside ® PREFACE The Multistate Bar Examination (MBE) is an objective six-hour examination developed by the National Conference of Bar Examiners (NCBE) that contains 200 questions. It was first administered in February 1972 and is currently a component of the bar examination in most U.S. jurisdictions. CAVEAT! The 200 questions contained in this document appeared on the MBE administered in July 1998, which consisted of questions in the following areas: Constitutional Law, Contracts, Criminal Law and Procedure, Evidence, Real Property, and Torts. This document does not contain Civil Procedure questions. The purpose of this document is to familiarize examinees with the format and nature of MBE questions. The questions in this document should not be used for substantive preparation for the MBE. Because of changes in the law since the time the examination was administered, the questions and their keys may no longer be current. Also, because the MBE test specifications have changed over time, some of these questions may contain material no longer tested on the MBE or currently tested in a different subject area. The editorial style of questions and the general instructions have changed as well. Many of these questions are currently in use, sometimes with alteration, by commercial bar review courses under a licensing agreement with NCBE. Because these questions are available in the marketplace, NCBE is choosing to make them available online. Examinees are encouraged to use as additional study aids the MBE Online Practice Exams, which are available for purchase at the NCBE Study Aids Store at https://store.ncbex.org. -
“We've Got Stronger Beer”
20 thth AnniversaryAnniversary Summer 20142014 How Many Pizzas?! Summer Every month the employees at determination and dedication. The Advantage Controls gather to meeting started with a statement discuss how the previous month about the current backlog. Then went, and celebrate the Dan read a poem by Mike Rowe, achievements of the Advantage the star of Dirty Jobs, entitled “The Vol. Vol.Vol. 1, 1, 1,No. No. No. 1 1 1 PublishedPublishedPublished Quarterly Quarterly Quarterly by by Advantage Advantage by Advantage Controls Controls LLCControls Muskogee,LLC •Muskogee, Muskogee, OK 74403 OK OK 74403 74403 Summer Summer, 2014Summer , 2014 2014 Team. The meeting is streamed S.W.E.A.T. Pledge” online, so even the outside guys canCelebrating stayCelebrating in the loop. Kim Hall was recognized at the Celebrating meeting for her hard work and The themeTwenty for this monthYears’s meeting commitment to quality and was wasTwenty resolve. Our Years employees Years are bestowed the title of June 2014’s Advantagesuccessful here Controls because has of theircome E.O.M. The carnage Advantagea long way Controls from its earlyhas comedays a longAdvantage way from Controls its early has dayscome as a garage start-up. Today, a long way from its early days Birthdays asAdvantage a garage Cstartontrols-up. isToday, a as a garage Dimesstart-up. Today, for Dimes Advantagepremier manufacturer Controls of wateris a treatment pumps and 7/3 – Chris Morris premierwe are manufacturer a premier manufacturer of water controllers.Here at The Advantagestaff at help mothers reach full treatmentof water treatmentpumps pumpsand 7/6 – Todd Thomas controllers.AdvantageControls,and controllers. -
Talking to Strangers: the Use of a Cameraman in the Office and What
Running Head: TALKING TO STRANGERS 1 Talking to Strangers The Use of a Cameraman in The Office and What It Reveals about Communication Sarah Stockslager A Senior Thesis submitted in partial fulfillment of the requirements for graduation in the Honors Program Liberty University Fall 2010 TALKING TO STRANGERS 2 Acceptance of Senior Honors Thesis This Senior Honors Thesis is accepted in partial fulfillment of the requirements for graduation from the Honors Program of Liberty University. ______________________________ Lynnda S. Beavers, Ph.D. Thesis Chair ______________________________ Robert Lyster, Ph.D. Committee Member ______________________________ James A. Borland, Th.D. Committee Member ______________________________ Brenda Ayres, Ph.D. Honors Director ______________________________ Date TALKING TO STRANGERS 3 Abstract In the television mock-documentary The Office, co-workers Jim and Pam tell the cameraman they are dating before they tell their fellow co-workers in the office. The cameraman sees them getting engaged before anyone in the office has a clue. Even the news of their pregnancy is witnessed first by the camera crew. Jim and Pam’s boss, Michael, and other employees, such as Dwight, Angela and others, also share this trend of self-disclosure to the cameraman. They reveal secrets and embarrassing stories to the cameraman, showing a private side of themselves that most of their co-workers never see. First the term “mock-documentary” is explained before specifically discussing the The Office. Next the terms and theories from scholarly sources that relate the topic of self-disclosure to strangers are reviewed. Consequential strangers, weak ties, the stranger- on-a-train phenomenon, and para-social interaction are studied in relation to the development of a new listening stranger theory. -
BEFORE the ARKANSAS WORKERS' COMPENSATION COMMISSION CLAIM NO. G405650 LYNN M. GOLBECK, Employee CLAIMANT DENT a MED, INC., Empl
BEFORE THE ARKANSAS WORKERS' COMPENSATION COMMISSION CLAIM NO. G405650 LYNN M. GOLBECK, Employee CLAIMANT DENT A MED, INC., Employer RESPONDENT HARTFORD INSURANCE COMPANY, Carrier RESPONDENT OPINION FILED JUNE 15, 2015 Hearing before ADMINISTRATIVE LAW JUDGE ERIC PAUL WELLS in Springdale, Washington County, Arkansas. Claimant represented by EVELYN E. BROOKS, Attorney, Fayetteville, Arkansas. Respondents represented by TOM HARPER, JR., Attorney, Fayetteville, Arkansas. STATEMENT OF THE CASE On March 17, 2015, the above captioned claim came on for a hearing at Springdale, Arkansas. A pre-hearing conference was conducted on January 27, 2015, and a pre- hearing order was filed on that same date. A copy of the pre-hearing order has been marked Commission's Exhibit No. 1 and made a part of the record without objection. At the pre-hearing conference the parties agreed to the following stipulations: 1. The Arkansas Workers' Compensation Commission has jurisdiction of this claim. 2. On all relevant dates, the relationship of employee-employer-carrier existed between the parties. By agreement of the parties the issues to litigate are limited to the following: 1. Whether the claimant sustained a compensable injury to her left hand, wrist, and arm as the result of a specific incident injury on June 26, 2014. 2. Whether the claimant is entitled to medical expenses as a result of her alleged injuries. Claimant’s contentions are: Golbeck (G405650) 2 “Claimant suffered a compensable injury to her left arm, wrist and hand when she was struck by a door at work. She contends this accident exacerbated her compensable cervical and thoracic spine injuries incurred on or about February of early March 2014. -
COVID-19: a Guide for Re-Opening
COVID-19: A Guide for Re-opening August 6, 2020 Agenda 1. Current Re-opening Status and Guidance 2. Risks Associated with Re-opening 3. Employees who Refuse to Return to Work 4. Best Practices for Re-opening 2 Thursday, August 6, 2020 Current Re-opening Status and Guidance 3 New York Forward (Re-opening) Plan • The Phase 1 and Phase 2 guidance contains requirements related to: 1. Physical distancing; 2. Protective equipment; 3. Hygiene and cleaning; 4. Communication; and 5. Screening of employees and visitors. • These requirements continue to apply 4 Thursday, August 6, 2020 Mandatory Guidance: Physical Distancing • Total number of occupants must be limited to no more than 50% maximum capacity • Maintain a distance of at least 6 feet amongst all individuals unless the “safety of the core activity” requires a shorter distance • If workers or visitors must come within 6 feet of one another, masks covering mouth and nose must be worn • Tight spaces (such as elevators or vehicles) may not be used by more than one person at a time unless face coverings are used ‒ If more than one person will be using a tight space, occupancy must be under 50% of the maximum • Shared workstations must be cleared and disinfected between users • Employers must reduce interpersonal contact and congregating 5 Thursday, August 6, 2020 Mandatory Guidance: Personal Protective Equipment • Provide acceptable face coverings at no cost to employees ‒ Acceptable face coverings include: cloth masks, surgical masks, face shields, etc. • Train workers how to put on, take off,