SOMEWHERE IN TIME - Maksim Mrvica

Music is one of the elixirs of life that revive your spirit. Take a dose religiously, it's a very good Spiritual Medicine. Acknowledgment: Special Thanks to Mr. Thomas Kinkade, an American painter of realistic, bucolic, and idyllic subjects. He is most notable for the mass marketing of his work as printed reproductions and other licensed products via The Thomas Kinkade Company. He is self described as "Thomas Kinkade, Painter of Light" (a trademarked phrase), and as "America's most-collected living artist". Title: Somewhere in Time Artist: Maksim Mrvica FRENCH: La musique est l'un des élixirs de vie que raviver l'esprit. Prenez une dose de religion, c'est une très bonne médecine spirituelle. Remerciements: Merci à Monsieur Thomas Kinkade, un peintre américain réaliste, bucolique et idyllique sujets. Il est surtout remarquable pour la commercialisation de masse de son travail en tant que reproductions imprimées et autres produits sous licence par La Compagnie Thomas Kinkade. Il est auto décrit comme "Thomas Kinkade, Painter of Light" (une marque de la phrase), et que "l'Amérique plus collectées artiste vivant". Titre: Somewhere in Time Artiste: Maksim Mrvica SPANISH: La música es uno de los elixires de vida que revivir el espíritu. Tomar una dosis religiosamente, es una muy buena Medicina Espiritual. Reconocimiento: Gracias especiales al Sr. Thomas Kinkade, un pintor de realistas, bucólico, idílico y temas. Él es más notable para la comercialización en masa de su labor ...



http://www.youtube.com/watch?v=KfZ4D8Osk1s&hl=en

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Bolivia. Economic situation 1982-1988

www.pbs.org Bolivia 1982-1984: The political arena is characterized by infighting and corruption. The international recession and domestic fiscal mismanagement put the Bolivian economy in a state of crisis. The government prints money, fueling inflation. Per capita income falls below 1965 levels, with more than half the labor force employed in the informal sector. Paz Estenssoro is elected president again. 1985-1988: Shifting his focus away from the center left that elected him, Paz Estenssoro institutes a drastic New Economic Policy that liberalizes trade, deregulates the financial sector, privatizes some state enterprises, and implements tax-reform law. These "shock therapy" measures succeed in reducing record inflation and bringing about slow but steady economic growth. Success comes at a high social cost. www.pbs.org



http://www.youtube.com/watch?v=ittBp7z-TbM&hl=en

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Atlanta Employment Lawyers

Employees are protected from unfair employment practices by several relevant laws. Employment law, also known as labor law, deals with workplace rights and responsibilities for both employees and employers.

The United States Department of Labor administers and enforces nearly 200 federal laws. State laws are specifically administered by the state governments. These laws cover all aspects of the employer/employee relationship(except the negotiation process covered under the labor law and collective bargaining). Employment law covers a very wide range of issues from the job hunt and initial contract to privacy and e-mail policies, taxes, immigration, working hours, wages, legal rights, security issues, leaves, benefits, discrimination and harassment, health and safety and separation. Also, employers have to adhere to several rules and laws.

Employment law is very complex and is continuously changing. Hence, it is better to consult a specialist or a legal advisor before considering legal action in the area of employment law.

Whether it is the employee or the employer, a legal attorney who has specialized in employment law could aptly represent any case relating to employer-employee disputes. Many claims relating to employment law have time limits or deadlines known as "statutes of limitations". Therefore, it is better to file a claim as soon as possible.

From the employer's side, most claims are handled by legal experts in their Human Resources department. Companies also outsource a few claims to external lawyers. From the employee's side, it is very important to choose a good employment lawyer to represent a case against an employer. There are various issues to be considered when selecting an employment lawyer. These include cost, time involved, other alternatives like arbitration or mediation, the extent of involvement required by the person, etc.

Atlanta employment lawyers can be found through a referral service provided by Georgia State Bar Association, the county bar association and other professional law associations. Information is also available in the yellow pages or through search engines like Google and Yahoo on the Internet. You can check advertisements of law firms in magazines and newspapers. Friends and family members are other sources of information, and so are co-workers.

Atlanta Lawyers provides detailed information about Atlanta lawyers, Atlanta bankruptcy lawyers, Atlanta business lawyers, and more. Atlanta Lawyers is affiliated with Legal Malpractice.

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What Is a Labor Law Poster?

We have all seen Labor Law posters in our break rooms or bathrooms. These are usually about 3ft x 2ft poster. Have you ever read what it actually says on it? Do you know why is it so important for every business to have it posted?

Well, here are some important points about the requirements of Labor Law postings. Lets start with where do they come from and who mandates them. OSHA (Occupational Safety & Health Administration ) requires every business in the United States, that has employees, to post employee rights in a conspicuous place. Some rights are mandated by Federal law, and others by State law. Every state is required to post Federal employee regulations.

You DO NOT need to post employee regulations ONLY if:
1. you have no employees
2. you have only contract employees or volunteers
3. your business is family owned.

There are 9 required Federal postings.
Some of them are:
-Equal Employment Opportunity is the Law
-Federal Minimum Wage 2009
-Employment and Reemployment Rights Act
-Employee Polygraph Protection Act
-Anti-Discrimination Notice and some others.

State requirements are different in every state. If your business contains 10% or more Spanish (as their native language) speaking employees and is located in the following states AZ, CA, FL, GA, NM, NC, NY, TX you are required to post employee regulations in both English and Spanish language. However, this rule does not apply to any other languages.

Did you know that The Employee Polygraph Protection Act of 1988 (EPPA) prevents employers from using lie detector tests, either for pre-employment screening or during employment with certain exemptions? Employers generally may not require or request any employee to take a lie detector test, or discriminate against an employee, or job applicant who refuses to take a test, or for exercising other rights under the Act. Every employer is required to display the EPPA poster in the workplace for their employees.

Another interesting fact: an employer is not allowed to discriminate a person because of his/her age during hiring. (Equal Employment Opportunity is the Law)

All these laws have to be displayed and all of the employees must have access to them. Knowing your rights is a vital part of every employee to employer relation.

To find out more and browse threw Labor Law Posters by state please visit http://www.complianceassistance.us/

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Boosting American Exports

President Obama announces the National Export Initiative, a single, comprehensive strategy to mobilize the Federal Government to promote increased American exports, level the playing field for American companies, and create new jobs for American workers. March 11, 2010.



http://www.youtube.com/watch?v=JFKgbgIGpBU&hl=en

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Teamsters Local 237 Law Enforcement

Teamsters Local 237 Law Enforcement



http://www.youtube.com/watch?v=Gs0BnAANXRY&hl=en

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Idiot of the Week for Oct 18 - Part Deux!

In this week's part deux we have: a man on the run for bank fraud accepts law enforcement official's friend request on facebook and is arrested, a man grabs a nurse's breast while the mother is in labor with his child, and finally drivers are pulled over because instead of putting the hood down after it flew up while on the road they simply stuck their heads out the windows to navigate.



http://www.youtube.com/watch?v=F54-RGaqbiM&hl=en

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Understanding Work Accident Claims

Many workers are shy about pursuing legal action following a workplace injury. Even if employees choose not to sue their employer, they should ensure the proper documentation and medical attention are handled promptly. It's possible for managers and HR personnel to talk to you immediately after a workplace injury as though they're looking out for your best interests. Even when they're completely sincere, things can change when the discussion goes to committee, and the collective account of what actually happened slowly changes to minimize their liability.

When a workplace injury occurs, always treat it as though you're going to file a workplace accident claim. If you choose to do nothing after making the proper reports and medical visits, there's no harm done; but if you don't account for and treat you accident with the seriousness it deserves, before long, it will be too late to change your mind if you suddenly decide to seek financial recovery.

So what should you do if you've had an accident in the workplace? The first step is to tell your supervisor at once, and ask for the first aid representative. Your Human Resources manager (who will probably be the first aid rep as well) will ask you to give a detailed account of the incident for an entry into the accident book. Be sure to read the log entry before signing it.

Next, if you have a union representative, report the accident to him or her. If possible, all relevant parties on-site should be informed the day of the incident, so that the details are fresh and less likely to be contested. If you need to take any day off from work due to the injury, inform your employer. US law requires that companies file an accident report with OSHA within 8 days of any injury-related days off, while UK law requires that companies file without the HSE if 3 or more days are taken off due to an accident in the workplace. While this is legally the obligation of your employer, not having a public record of the incident will make it difficult to file a Workplace Accident Claim.

To find out more about handling a workplace injury, click on Workplace Accident Compensation Claim.

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Where to Get Jobs For Teenagers

Teenagers cannot be picky since there are not many employers that make an effort to work with minors. Most employers won't hire teenagers under 18 because of the limited availability but there are some places, such as restaurants, go out of their way to work with those limits.

The best way is to go and ask places that you're interested, and also ask if they are hiring. During summer you can also do yard work for neighbors, or work at a swim club, lots of things to do! It might be find a painter or carpenter that needs help or other craftsman and jeweler. Employers wouldn't hire you only if you sound lazy.

The federal labor law states that minors can work at the office, grocery store, retail store, restaurant (not just fast-food), lodging facilities, movie theater, baseball park, municipal parks, amusement park, or gasoline service station.

Different employers have different policies about hiring minors or teenagers under 18. You will need references so talk to teachers, clergy, coaches, or anyone you have done casual labor for, friends, and parents. Be sure to ask if you can appoint them as a reference and let them know to expect calls from employers.

Teenagers under 18 have to provide proof of age before they can work and must tell their age before being hired due to the legal limits of the hours of the day they may be scheduled. Because of those limits teenagers can be denied employment due to age. Therefore, take jobs that people don't want in order to prove that you are a hard worker and to have something on your resume that you can point to when you are interviewing for a better job.

You shouldn't expect too much when finding a job and do not turn down any jobs. Work in anywhere that will hire you. Get the experience, learn from it, put it down on your resume and grow from there. You should apply for a job everywhere. If they're not interested to hire you, they won't give you a call. If they call you and ask for an interview, do not keep addressing that you're under 18.

You can work in a store as a stockroom helper or grocery bagger, it is a simple job but you would probably need a work permit or your parents' permission, depending on local rules. Also you can be a babysitter for your local neighbors who know you and trust you to do that. Employers will hire a teenager, if they have the hours that will suite your age. You cannot work on school days during school hours, you have a work curfew of 7 p.m., and not many places will want to hire a worker with limited hours.

In smaller towns, small grocery stores hire at younger ages for positions like stock and bagger. Think about a newspaper route or working in your local movie theater or rental store. With spring sports around the corner, apply to do concessions at your local park.

Alexa Lie is co-assistant for teen jobs online portal with her role in marketing and communication distribution. She has written many articles related to jobs for teenagers in the United States.

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McDonald's Corp. and Illegal Immigration

Once upon a time, McDonald's restaurants provided jobs for our young. It was an American teen's "rite of passage" to work at a fast food restaurant, as these jobs provided invaluable good work ethics throughout one's career. A movement began around 20 years ago to replace the young workers with limited-English speaking Latin American citizens. Many, who have long suspected that McDonald's franchises have been hiring illegal aliens, were not surprised that a Nevada franchisee pleaded guilty July 16, 2008 in federal court to felony charges of encouraging illegal immigrants to remain in the United States. Luther W. Mack Jr. owns 10 McDonald's franchises in Reno and Sparks, Nevada. As the buck has been passed down to his managers, some who will receive prison time, Mr. Mack was not charged in the case. However, someone commented on this video forum that the same people were back in his restaurant several weeks after the September 2007 raid. On March 26th 2010, Maricopa County, Arizona, executed warrants at four McDonald's restaurants, owned by Richard Coulston. The charges ranged from identity theft and stolen IDs, the same scenario as the Nevada 2007 raids. How much more proof is needed that hiring illegal aliens is common practice among McDonald's franchisers? "McDonalds is a tradition. We had most of our grandkids work in these fine establishments," Sheriff Joe Arpaio said during a press conference. "We are giving jobs away where our kids that are here in this country ...



http://www.youtube.com/watch?v=sWt74Lysgj4&hl=en

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Lawsuit Loan - Keys to Stopping Sexual Harassment in the Work-Place

Perhaps you've been subjected to sexual harassment in the workplace and would like to provide some tips to the individual engaging in such behavior. If so, you may wish to share the following with them: (1) do not make the mistake of treating individuals in the manner that you think they wish to be treated, but treat them in the manner they wish to be treated; (2) expend some effort to determine whether the other individual is actually participating and occasionally, at least, initiating the interaction between the two of you; and (3) always beware of the need to maintain the other individual's space, recognizing that you must first obtain their permission prior to invading that space.

Avoid touching individuals and/or standing too close to them without first asking whether they feel comfortable when you're doing so. It is unlikely that such conduct would be appropriate unless you and the other individual are close friends prior to engaging in such conduct. Any of these activities may serve as an appropriate basis for litigation against the employer, and are very likely to be situations for which you would qualify for a lawsuit loan.

It is important to keep in mind that relationships will change over time. Simply because behavior may have been appropriate in the past does not mean that conduct is appropriate at the present time. This is oftentimes simply a matter of the way in which the relationship has changed with time. If you are uncertain, you should always ask the other individual that such conduct is appropriate at the time in which he engage therein.

For those in managerial positions, you are advised to act in a prudent fashion. Individuals in such positions should limit compliments to employees' performance in the workplace, rather than employees' personal appearance. Additionally, it would be a rare instance in which it would be appropriate for an individual in a managerial position to comment on other employees' attire. You may qualify for a lawsuit loan to pursue an action against the employer due to a doctrine in law that makes the employee or, in many instances, liable for its employees' conduct.

A lawsuit loan it may be just what you need to cover your expenses while pursuing litigation against an employer in an effort to stop such abusive behavior in the workplace!

About Us

Legal Settlement Loans is the premier settlement lawsuit loan educational resource. We provide all the needed information to someone looking to get a lawsuit loan during their pending lawsuit. Visit us today to educate yourself further on lawsuitloans and how to find the proper provider. Apply for your lawsuit loan today!

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Spiritual Networking

Spiritual Networking is a cutting edge concept that transcends the usual networking notion. Spiritual Networking in itself embraces many aspects and manifestations that pertain to human connections. It is a Holistic and Organic approach, and a way to use a new outlook to translate connections. Being part of a growing multifaceted community can enrich our lives, and at the same time create a myriad of new possibilities for interactions, relationships and connections. As we organize into a normal social network, Humanity Healing is setting the standard, providing the backdrop of Global Service, Ethical Standards, and Professional Excellency. Humanity Healing's concept of Spiritual Networking can be condensed down to this single concept: to make this world a better place by gathering as many willing hearts as possible, be they individuals or organizations, and assisting with synchronization so that together we can send our actions and intentions out through the connection of our shared Humanity. The Ripple Effect concept has been a labor of love for Humanity Healing. The pebble has been dropped. The ripple is spreading. Will you be a part of the wave? Community Network: www.humanityhealing.ning.com Main Website: www.humanityhealing.net Foundation Website: www.humanityhealing.org ©2009 Humanity Healing Music: Enya, Athair Ar NeamahFAIR USE NOTICE This video may contain copyrighted material the use of which has not always been specifically authorized by the copyright owner. We ...



http://www.youtube.com/watch?v=DFNmL_TtYE0&hl=en

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Overtime Pay Violations

The Fair labor Standards Act (FLSA) generally requires most employers to pay their employees time and one-half (1.5) their regular hourly rate of pay for working more than forty (40) hours in a workweek. Such compensable work time may include forced, mandatory overtime as well as "off the clock" work. Even if an employer has a written policy prohibiting overtime, the employer may be required to pay for overtime worked if that policy was not enforced or if the employee was otherwise permitted to perform the work.

There are many schemes employers use to avoid paying their employees overtime. Some employers require or permit employees to work "off-the-clock" by having employees perform certain tasks before clocking in or after their shift is over. Another trick many employers use is they automatically deduct for meal periods, but do not completely relieve their employees of their work duties. These improper automatic deductions are common in the healthcare industry where nurses are often responsible for their patients and subject to recall during their meal periods. Some employers illegally deduct pay for short breaks. The law, however, usually requires employers to pay their employees for breaks that last only five (5) to twenty (20) minutes.

Other employers make their workers sign independent contractor agreements even though the worker is not really in business for himself. The actual working relationship, not a piece a paper, determines whether a worker is an employee. In general, an independent contractor works for more than one company at a time and controls his own work.

One of the most common wage violations is when an employer tries to avoid paying overtime by simply paying a salary to employees who are not exempt from the requirement that they be paid overtime. In general, executive level employees, administrative employees and professional employees are exempt from the overtime requirements. Some employers will give an employee a fancy title, but it is the actual duties the employee performs, not the job title, that determine whether an employee is entitled to overtime pay. For example, even if an employer creates a job title of "assistant manager" and pays that employee a salary, if the employee does not really manage anything or supervise anyone, he probably should be paid on by the hour and be entitled to overtime pay.

Another way employers commit wage theft is by misusing the "tip credit" in the restaurant industry. In certain situations, restaurants who employ wait staff can pay their wait staff $3.02 less than the minimum wage for hours worked where the employee receives tips. That $3.02 is sometimes called a "tip credit." To be able to pay its employees below the minimum wage using the "tip credit," an employer must first meet certain rules. If the employer does not comply with these rules, the "tip credit" is invalid and you may be entitled to the $3.02 deducted from your pay for each hour you worked. One common way the tip credit can become invalid is when an employer requires its employees to share their tips with employees who do not customarily receive tips, such as the restaurant manager, dishwasher, or chef. Such an improper tip pool can invalidate the tip credit. Another violation is when restaurant employers require their tipped employees to work only for tips. Bober & Bober, P.A. has handled many cases involving the restaurant industry. Even customarily tipped employees-waiters, waitresses, bartenders, busboys, food runners-are entitled to legal protection.

If you believe your employer or former employer has cheated you out of your wages, call Bober & Bober, P.A. or contact us through our web site at http://www.wageclinic.com. If we are able to handle your case, we do not charge any fees or costs unless we recover money for you.

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Indian student killed in Australia - India's FM condemns the attack with a warning to Aus govt

"We were under the impression that the message had been registered with the people and the government of Australia. We were assured by the Prime Minister that the government of Australia and the provinces would take the most stringent actions according to the law of the land." - Somanahalli Mallaiah Krishna, Indian Foreign Minister @0.32+ Last year's attacks triggered violent protests and strained bilateral ties between the two countries. The latest attack has prompted India to issue Australia a warning..... "I would like to convey that if more attacks to this nature continue to take place in Australia then government of India will have to sincerely think as to what other courses of action that lies with government of India and I am hoping that government of India will not be pushed to take such positions." - SM Krishna @1.20+ Australian Deputy PM Julia Gillard's easy "condemnation" (@1.51+) was + is no kind of solution. It is mere excuse-making + a kind of affirmation that racist attacks are still somehow permitted. What IS actually needed in Australia is CHANGE + genuine acknowledgement of Australian white settler society's main problem - that it is completely up itself, uhh. Shame on their complicit Labor Party!!! *



http://www.youtube.com/watch?v=r9xpNOgavlg&hl=en

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Jonathan Zittrain: "Minds for Sale"

A new range of projects is making the application of human brainpower as purchasable over the cloud as additional server rackspace. Jonathan Zittrain, Professor of Law and co-founder of the Berkman Center for Internet & Society at Harvard, dives into the ethics and issues surrounding cloud labor in this talk from the Berkman West reception at the Computer History Museum in Mountain View, California on November 18, 2009. INDEX 0:00 Open 1:47 West Coast vs East Coast 2:05 Ubiquitous Human Computing or "Minds for Sale" 2:32 The Tween Bot 4:14 Crowdsourcing "The Future of the Internet" 7:36 A tour of the Ubiquitous Human Computing pyramid 8:37 Example 1: The X-Prize 10:24 Example 2: Innocentive 12:08 Example 3: LiveOps 15:43 Example 4: SamaSource 16:16 Example 5: Amazon's Mechanical Turk 20:13 Example 6: The ESP Game 22:47 Example 7: Human Computing for Electronic Design Automation 24:01 Example 8: Google 25:24 Why Should We be Pessimistic? 26:38 Child Labor on PBS 28:11 Laboring for a Devious Cause 29:23 US Border Webcams 30:05 Smart Drive 30:45 Internet Eyes 32:09 Identifying Protesters 33:21 A Speculative Example 35:05 Mechanical Turking your way to a Fake Reputation 39:36 Mechanical Turking your way to a Political Movement 41:20 Captchas Sweatshops 43:03 "Crowding Out" 44:41 The Future of Crowdsourcing and How to Stop It 47:14 Clickworkers of the World Unite! 50:45 Monetizing Kindness 52:25 Q&As



http://www.youtube.com/watch?v=Dw3h-rae3uo&hl=en

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Stimulus Plan, $30M for Rats? Democrat Big Government Spending Bill, Pelosi's None-earmark

How can Democrats look themselves in the mirror after voting for this porkulus spending bill? They are growing our government. They are growing our debt. They are steeling our grandchildren's money to spend on their selfish "needs". They are criminals, and should be rounded up, placed in prison, and forced to do hard labor for the rest of their pathetic lives. jbranstetter04 Experts: Stimulus bill could backfire on US The US Senate has taken an important step in the fight against recession by passing the $838-billion economic stimulus bill, but the bill's protectionist clauses could backfire and hamper the country's recovery, Chinese economists said yesterday. The Senate approved the stimulus package on Tuesday after a long and fierce debate. But it is still bickering with the House of Representatives on tax cuts and details of government deficit as they try to hammer out a compromised version for US president Barack Obama to sign into law. "It's a major step to save the US economy, though uncertainties about the US economic prospects persist," said Dong Yuping, an economist with the Institute of Finance and Banking of the Chinese Academy of Social Sciences. "Such worries over the uncertainties cannot be dispersed in the short term," Dong said. What's worse, the US stimulus bill retains some protectionist clauses such as those on "buy American" products only and the one that restricts banks and other financial institutions that get taxpayers' money as bailout funds from ...



http://www.youtube.com/watch?v=R167ShA9PrU&hl=en

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How to Deduct Employee Benefits on Schedule C, Line 14

If you are a Sole Proprietor with employees, there are numerous employee benefits that you can deduct on Schedule C. Are you aware of what those are? If not, read on and get the scoop on this type of deductible small business expense.

First, let's discuss what should not be deducted on Line 14. Note that the Schedule C description for Line 14 reads as follows: "Employee benefit programs (other than line 19)." So we go to Line 19 and read "Pension and profit-sharing plans." In other words, do not include pension plan expenses or other employer-provided retirement plan expenses on Line 14.

Now on to the good news: what kinds of expenses can you deduct on Line 14? Here's an overview of the most common types of employee benefit plans:

1. Accident and Health Insurance Plans. Do you provide a health insurance plan for your employees? The amount of premium you pay is a deductible business expense for you and a tax-free benefit to your employees. Some employers pay 100% of the premium on behalf of their employees. Others share the expense, with the employer paying part and the employee paying part. If you are sharing the expense, be sure to only deduct your part of the premium payment.

Also, be careful not to deduct any health insurance premium you pay for yourself on Line 14. Self-employed individuals are never considered an employee of the Sole Proprietorship, so you are not allowed to deduct your own health insurance premiums on Schedule C. You may still qualify for a health insurance deduction, but you must take the deduction on Form 1040, Line 29. Check the rules on that, however, as there are specific criteria for qualifying.

One more comment here: If your spouse happens to be an employee of your business, you can put her on the health insurance policy as the primary insured, and you would be covered as one of her dependent family members. End result: you do get to deduct your own health insurance premium on Schedule C. There are at least two tax advantages to this approach: 1) You don't have to qualify for the Form 1040, Line 29 deduction, which is disallowed if you have a loss on Schedule C; and 2) Taking a deduction on Schedule C rather than Form 1040 reduces not only your federal income tax, but also your Self-Employment Tax, resulting in an approximate 15% additional tax savings.

2. Group Term Life Insurance Plans. Again, you only get to take this deduction for your employees, not for yourself. Sorry!

3. Dependent Care Assistance Programs.

Looking for more small business tax tips? For a free copy of the 25-page Special Report "How to Instantly Double Your Deductions" visit http://www.YouSaveOnTaxes.com Wayne M. Davies is author of 3 ebooks on tax reduction strategies for small business owners and the self-employed.

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Love Your Heckler

Labor Day weekend 2009 was over the top! A friend of mine and I preached open air at the Pismo Beach Pier on Saturday and Sunday afternoon. We arrived on Saturday at around 2PM. It was a glorious time serving along side my brother in Christ. While he preached, I prayed, passed out tracts, and served as a single-man "rent a crowd." Brother Robert had an appointment at 4PM, so after that, I was on my own. I reasoned within myself, 'better leave now, you shouldnt continue by yourself.' But at the same time I questioned my motive for wanting to leave. What was it? I was thinking of my own safety. My self-centered-reasoning was not based on loving GOD lifting up the Name that is above every name. My motive for wanting to leave was not based on loving man. I was more concerned for my own wellbeing instead of thinking of what was best for those who are lost, dying, under the wrath of God, and who desperately need be saved and enjoy peace with God. I understand that God can save people without me He is in need of no help! But at the same time, I also understand this, "brothers: not many of you were wise according to worldly standards, not many were powerful, not many were of noble birth. But God chose what is foolish in the world to shame the wise; God chose what is weak in the world to shame the strong; God chose what is low and despised in the world, even things that are not, to bring to nothing things that are, so that no human being might boast in the presence of God. And ...



http://www.youtube.com/watch?v=UaJrYfLbhrg&hl=en

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More Perspective - Dismal Employment Data - Bloomberg

Interview with Linda Barrington, Labor Economist at The Conference Board (Open Exchange)



http://www.youtube.com/watch?v=JL-RAreyypM&hl=en

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How are we being Controlled and Who is Doing it? Part 2

LEAA came into existence in 1968 with a huge budget to assist various US law enforcement agencies. Its effectiveness, however, was not considered too great. After spending $6 billion, the FBI reports general crime rose 31 percent and violent crime rose 50 percent. But little accountability was required of LEAA on how it spent its funds. LEAA's role in the behavior modification research began at a meeting held in 1970 in Colorado Springs. Attending that meeting were Richard Nixon, Attorney General John Mitchell, John Erlichman, HR Haldemann and other White House staffers. They met with Dr. Bertram Brown, director for the National Institute of Mental Health, and forged a close collaboration between LEAA and the Institute. LEAA was a product of the Justice Department and the Institute was a product of HEW. LEAA funded 350 projects involving medical procedures, behavior modification and drugs for delinquency control. Money from the Criminal Justice System was being used to fund mental health projects and vice versa. Eventually, the leadership responsibility and control of the Institute began to deteriorate and their scientists began to answer to LEAA alone. The National Institute of Mental Health went on to become one of the greatest supporters of behavior modification research. Throughout the 1960's, court calendars became blighted with lawsuits on the part of "human guinea pigs" who had been experimented upon in prisons and mental institutions. It was these lawsuits which ...



http://www.youtube.com/watch?v=YBvBy94AkiY&hl=en

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