Listen, I just wanted to let you quickly know about my friend, Frank Bauer’s, latest service site... when I saw it, I snatched it up right away. Have you done so too?
Frank calls it the Add2it Go-To System... the one-stop ads, visitors, clicks, actions & sales conversion tracking & split testing solution.
All the top marketers use this to double, triple and quardruple their results... a must have service!
I am sure you will agree once you get your hands on it yourself...
http://GoTo-Pro.com/silver/5887
Why Should You Take Advantage Of The Add2it Go-To System?
Here's what makes the Add2it Go-To System such a smart choice...
- This system protects all of your affiliate links from commission hijackers!
- This system lets you see how well your website or squeeze page converts visitors to sales!
- This system lets you easily track, manage and edit hundreds of your promotions!
- This system tracks your Return On Investment (ROI) from online as well as offline promotions!
- This system doubles, triples and quadruples your conversion rate thanks to the built-in split testing system!
And this is just the beginning! Learn all by clicking below!
http://GoTo-Pro.com/silver/5887
Saturday, March 29, 2008
Wednesday, March 26, 2008
Imobileplaza
Ok here is a website where you can get all of your cell phone details and services.imobileplazaThey have a mailing list and online support so they can help you, they are based in Jakarta and have been online since 2005.
I think the site is very well thought out and also very easy to find what you need and very user friendly. The variety of phones is amazing and the price is also very good.
I emailed the contact page and in less then 24 hours had a response to a question I asked about one of the phones, so I am very impressed with the response time of the support system.
They are Hacker safe and they have a phone number for you to call right there on the frontpage of the website.
Review their site and check each page and you will see for yourself that if you are in the mood for a phone then you have come to the right place.
I think the site is very well thought out and also very easy to find what you need and very user friendly. The variety of phones is amazing and the price is also very good.
I emailed the contact page and in less then 24 hours had a response to a question I asked about one of the phones, so I am very impressed with the response time of the support system.
They are Hacker safe and they have a phone number for you to call right there on the frontpage of the website.
Review their site and check each page and you will see for yourself that if you are in the mood for a phone then you have come to the right place.
Tuesday, March 25, 2008
HelP me WiN this CONTEST!!!!!
I have yet to see another safelist offer such big
commissions for it's members when it comes to
credit based safelists.
http://the-traffic-secret.com/s.php?cashonly
The site is powered by the same top notch script
that all the big boys use in the credit-based
safelist world.
What makes this site so different and such a secret?
Members - can get paid bigger commissions compared to the rest -
and have the chance to earn residual income!
You can earn up to 100% commissions residually every month
PLUS up to 50% commissions on all of your referrals credit purchases!
That's huge! The site has a clean responsive list
and is growing fast!
If you signup as an Exclusive member you even get Auto-Referrals!
Get in on the big secret today before they intercept
this communication!
http://the-traffic-secret.com/s.php?cashonly
I hope you get this in time,
marie youngcain
commissions for it's members when it comes to
credit based safelists.
http://the-traffic-secret.com/s.php?cashonly
The site is powered by the same top notch script
that all the big boys use in the credit-based
safelist world.
What makes this site so different and such a secret?
Members - can get paid bigger commissions compared to the rest -
and have the chance to earn residual income!
You can earn up to 100% commissions residually every month
PLUS up to 50% commissions on all of your referrals credit purchases!
That's huge! The site has a clean responsive list
and is growing fast!
If you signup as an Exclusive member you even get Auto-Referrals!
Get in on the big secret today before they intercept
this communication!
http://the-traffic-secret.com/s.php?cashonly
I hope you get this in time,
marie youngcain
Monday, March 24, 2008
Create a Survey at dNeero
I am a member here and I must say they do have some good surveys.
If you are a business or a self employed business person and would like to see how people view your products please go and set up a survey.
then at the end please put my code in so I get paid also for you setting up a survey.
marie youngcain's
YHWT5WK
Please make sure to add the bolded code at theend of your sign up...
Once again that way I can get paid for my services.
Thanks
Marie
If you are a business or a self employed business person and would like to see how people view your products please go and set up a survey.
then at the end please put my code in so I get paid also for you setting up a survey.
marie youngcain's
YHWT5WK
Please make sure to add the bolded code at theend of your sign up...
Once again that way I can get paid for my services.
Thanks
Marie
Thursday, March 20, 2008
rainyldaysptr.com still paying...can you say the same for your program?
3/23/2008 bgmck 4.43 Commissions Payment
3/23/2008 nhtpscd 2.35 Commissions Payment
3/21/2008 cloudy3 5.86 Commissions Payment
2/16/2008 waterkitty 1.94 Commissions Payment
2/16/2008 fanfuzd 4.45 Commissions Payment
3/23/2008 nhtpscd 2.35 Commissions Payment
3/21/2008 cloudy3 5.86 Commissions Payment
2/16/2008 waterkitty 1.94 Commissions Payment
2/16/2008 fanfuzd 4.45 Commissions Payment
Hosting with a Smile
I am looking over this blog and am really enjoying the personality of the writer, honest and simple. the designs for wordpress are beautiful and creative.
Please take a look at the siteweb hosting
Kaushal lets us download themes to use for our blogs and they are simple to download just follow the directions he gives us.
Giving us he thoughts on the webhosting is also very nice, I have never heard of monsterhost, however I will check it out and see what prices and stuff they have.
A hosting company at times does go down for regular updates and to see that it is 100% up time is amazing as far as webhosting is concerned.
I do reccommend that you visit this site and learn about hosting for blogs and templates to use for your blogs.
I am going to review all of the webhosting sites he has listed here to see which one will be best for my blog.
Please take a look at the siteweb hosting
Kaushal lets us download themes to use for our blogs and they are simple to download just follow the directions he gives us.
Giving us he thoughts on the webhosting is also very nice, I have never heard of monsterhost, however I will check it out and see what prices and stuff they have.
A hosting company at times does go down for regular updates and to see that it is 100% up time is amazing as far as webhosting is concerned.
I do reccommend that you visit this site and learn about hosting for blogs and templates to use for your blogs.
I am going to review all of the webhosting sites he has listed here to see which one will be best for my blog.
Wednesday, March 05, 2008
Legal News
Legal News
Company Ordered to Pay Punitive Damages After Manager Denied ADA Training
- By Rita Risser, attorney at law
FedEx hired a deaf employee for its ramp operations. The employee so wanted the job that he brought a friend to the interview and orientation to interpret for him. After he was hired, he was able to do all aspects of his job without interpretation. Despite that, the Senior Operations Manager asked the boss why he had hired a deaf employee.
The employee was also required to attend meetings and training sessions including daily briefings, monthly meetings of up to two hours, plus quarterly meetings and 26 training sessions over the course of three years. These mandatory meetings addressed essential topics for employees such as workplace safety, job training, and employee benefits.
The employee repeatedly asked for an ASL interpreter for these meetings, and repeatedly was denied. On multiple occasions, he asked his supervisors for complete notes from the daily briefings, and this, too, was denied. As a result, he was "unable to understand what [was] going on in the meetings" and training sessions.
The Senior Operations Manager had received training in ADA compliance. The employee's immediate supervisor had not. The supervisor contacted various people in HR, in corporate headquarters and in the Legal Department requesting help. He also asked to go to ADA training. No one gave him any assistance and his request for training was denied.
The employee went to the Equal Employment Opportunity Commission which attempted to reach a settlement with FedEx. When that was unsuccessful, the EEOC sued. A jury awarded both compensatory and punitive damages, and FedEx appealed. On appeal, the court held that the company had failed to accommodate, and that it was liable for punitive damages because it did not make good-faith efforts to comply with the law. The court stated that FedEx had acted "reprehensibly"and was "plainly indifferent to the fact that their failure to accommodate his disability could jeopardize his safety, and potentially implicate the safety of others."(EEOC v. Federal Express Corp., No. 06-1724 (4th Cir. Jan. 23, 2008))
What this means to you: Training is the "silver bullet"of punitive damages. When employers can show that managers and supervisors receive training, they are much more likely to dodge costly jury awards.
Fair Measures training - simply the best. Call 1-800-458-2778.
Big Money
$21 million agreed to be paid by New York City for discrimination in pay and promotions by the parks department against black and Hispanic employees.
$6.6 million to be paid by Fresno State University to the former women's basketball coach who claimed sexual harassment and discrimination.
$3 million to be paid by Saiyed Atiq Raza, former president of AMD, for insider trading while employed by OrthoClear.
Fair Measures reports only settlements and final judgments - never jury verdicts.
Ask the Lawyers #1
Can we post employee productivity metrics?
One of my operations managers wants to post employee productivity metrics on a commonly viewed board, ranking by name from the best to the worst. I have a concern about this from a privacy standpoint. His employees have technician numbers, and I would prefer that he post the data using those numbers (not everyone knows each other's tech number). I'm concerned more so for the employee at the bottom of the list, who everyone will know is not making his numbers and if he continues to miss his goals he could be subject to termination. The manager wants to create a competitive environment. I think he can do that without names only numbers. Do you have any thoughts on the practice or have there been cases which challenged this practice? Thank you.
Rita Risser replies:
To be on the safest side, you should post by number. Productivity information generally is not considered private. Circulating it is done all the time with salespeople. However, conceivably it can lead to harassment, and if the lowest person happens to be minority in some way - female, older, etc. - it might lead to discriminatory comments. So I would limit to numbers.
Good luck.
Ask the Lawyers #2
Can we fire people by phone?
Can I fire someone over the phone?
Rita Risser replies:
If it is otherwise legal to fire them, yes, you can fire on the phone. In some situations this can be preferable. We do not, however, recommend firing by voice mail or email. You want to have an interaction with them.
Good luck.
Ask the Lawyers #3
Employee gave fake pay stub from prior job - what can we do?
A new employee gave us fake pay stub, which we used as base for new salary. How should we handle this?
Rita Risser replies:
In just about every state , you can terminate immediately for lying in the application process, or if you want to give the employee a second chance you could at least re-set the salary. However, you probably don't want someone this underhanded and despicable working for you. This may be a potential embezzler or thief.
I do want to note that I think it is stupid and potentially discriminatory to base pay on what employees made in their last jobs. You should be paying people the same amount for the same jobs, with differences only based on legitimate business considerations such as seniority, experience or performance. I cannot think of any legitimate business reason to pay based on what they made at prior jobs.
Go here for an archive of eNews questions and articles.
We encourage you to pass this announcement on to your colleagues and friends, as long as the following credit line is used: © Copyright 2008, Fair Measures Inc., http://www.FairMeasures.com
Company Ordered to Pay Punitive Damages After Manager Denied ADA Training
- By Rita Risser, attorney at law
FedEx hired a deaf employee for its ramp operations. The employee so wanted the job that he brought a friend to the interview and orientation to interpret for him. After he was hired, he was able to do all aspects of his job without interpretation. Despite that, the Senior Operations Manager asked the boss why he had hired a deaf employee.
The employee was also required to attend meetings and training sessions including daily briefings, monthly meetings of up to two hours, plus quarterly meetings and 26 training sessions over the course of three years. These mandatory meetings addressed essential topics for employees such as workplace safety, job training, and employee benefits.
The employee repeatedly asked for an ASL interpreter for these meetings, and repeatedly was denied. On multiple occasions, he asked his supervisors for complete notes from the daily briefings, and this, too, was denied. As a result, he was "unable to understand what [was] going on in the meetings" and training sessions.
The Senior Operations Manager had received training in ADA compliance. The employee's immediate supervisor had not. The supervisor contacted various people in HR, in corporate headquarters and in the Legal Department requesting help. He also asked to go to ADA training. No one gave him any assistance and his request for training was denied.
The employee went to the Equal Employment Opportunity Commission which attempted to reach a settlement with FedEx. When that was unsuccessful, the EEOC sued. A jury awarded both compensatory and punitive damages, and FedEx appealed. On appeal, the court held that the company had failed to accommodate, and that it was liable for punitive damages because it did not make good-faith efforts to comply with the law. The court stated that FedEx had acted "reprehensibly"and was "plainly indifferent to the fact that their failure to accommodate his disability could jeopardize his safety, and potentially implicate the safety of others."(EEOC v. Federal Express Corp., No. 06-1724 (4th Cir. Jan. 23, 2008))
What this means to you: Training is the "silver bullet"of punitive damages. When employers can show that managers and supervisors receive training, they are much more likely to dodge costly jury awards.
Fair Measures training - simply the best. Call 1-800-458-2778.
Big Money
$21 million agreed to be paid by New York City for discrimination in pay and promotions by the parks department against black and Hispanic employees.
$6.6 million to be paid by Fresno State University to the former women's basketball coach who claimed sexual harassment and discrimination.
$3 million to be paid by Saiyed Atiq Raza, former president of AMD, for insider trading while employed by OrthoClear.
Fair Measures reports only settlements and final judgments - never jury verdicts.
Ask the Lawyers #1
Can we post employee productivity metrics?
One of my operations managers wants to post employee productivity metrics on a commonly viewed board, ranking by name from the best to the worst. I have a concern about this from a privacy standpoint. His employees have technician numbers, and I would prefer that he post the data using those numbers (not everyone knows each other's tech number). I'm concerned more so for the employee at the bottom of the list, who everyone will know is not making his numbers and if he continues to miss his goals he could be subject to termination. The manager wants to create a competitive environment. I think he can do that without names only numbers. Do you have any thoughts on the practice or have there been cases which challenged this practice? Thank you.
Rita Risser replies:
To be on the safest side, you should post by number. Productivity information generally is not considered private. Circulating it is done all the time with salespeople. However, conceivably it can lead to harassment, and if the lowest person happens to be minority in some way - female, older, etc. - it might lead to discriminatory comments. So I would limit to numbers.
Good luck.
Ask the Lawyers #2
Can we fire people by phone?
Can I fire someone over the phone?
Rita Risser replies:
If it is otherwise legal to fire them, yes, you can fire on the phone. In some situations this can be preferable. We do not, however, recommend firing by voice mail or email. You want to have an interaction with them.
Good luck.
Ask the Lawyers #3
Employee gave fake pay stub from prior job - what can we do?
A new employee gave us fake pay stub, which we used as base for new salary. How should we handle this?
Rita Risser replies:
In just about every state , you can terminate immediately for lying in the application process, or if you want to give the employee a second chance you could at least re-set the salary. However, you probably don't want someone this underhanded and despicable working for you. This may be a potential embezzler or thief.
I do want to note that I think it is stupid and potentially discriminatory to base pay on what employees made in their last jobs. You should be paying people the same amount for the same jobs, with differences only based on legitimate business considerations such as seniority, experience or performance. I cannot think of any legitimate business reason to pay based on what they made at prior jobs.
Go here for an archive of eNews questions and articles.
We encourage you to pass this announcement on to your colleagues and friends, as long as the following credit line is used: © Copyright 2008, Fair Measures Inc., http://www.FairMeasures.com
Lipton Iced tea Lemon 03/05/08
Ok so today I needed a soda and the pepsi was sold out in the vending machine so I selected a Lipton Iced tea with lemon and I got it out of the machine and I sat it on the table and then I realized there was something floating in it and so I went and showed it to 4 other people and they said yes there is something floating in it however we do not know what it is.
so I called the 1800 number and the guy on the other end says please keep that bottle until the company tells you what we want you to do with it..
I am keeping the bottle it is not even open...I also took pictures of the bottle even though they did not come out good the date and time are always on the picture.
the date on the bottle is apr 28 08 so it is not outdated
He took my name and phone number and address..
so I called the 1800 number and the guy on the other end says please keep that bottle until the company tells you what we want you to do with it..
I am keeping the bottle it is not even open...I also took pictures of the bottle even though they did not come out good the date and time are always on the picture.
the date on the bottle is apr 28 08 so it is not outdated
He took my name and phone number and address..
Monday, March 03, 2008
Taboo or not?
I have always wondered why we are so worried about the age ofpeople that we date or to hang out with... why doe sage have ot matter ifthey are over the age of 18? Consenting adults and are able to make thier minds up on what andwhere they can go...
When a man dates a younger woman it is not frowned upon, however if a woman dates a younger man, people start talking about her... double standards here or what?
This has been going on for ages and as far as I am concerned to each is own, if you happen to fall in love with a person that is 10 years younger or older then you or even 20 years younger or older then you as long as you two are happy and can deal with the age difference then be happy and live your life.
However then the question comes up?? if they are 10 years younger then you , how do you keep up with them and keep them interesetd in you? I say don't worry about it, they care for you for the person that you are and no relationship is promised to last forever, you just enjoy the time you have with each other and pray for another day together..
When a man dates a younger woman it is not frowned upon, however if a woman dates a younger man, people start talking about her... double standards here or what?
This has been going on for ages and as far as I am concerned to each is own, if you happen to fall in love with a person that is 10 years younger or older then you or even 20 years younger or older then you as long as you two are happy and can deal with the age difference then be happy and live your life.
However then the question comes up?? if they are 10 years younger then you , how do you keep up with them and keep them interesetd in you? I say don't worry about it, they care for you for the person that you are and no relationship is promised to last forever, you just enjoy the time you have with each other and pray for another day together..
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