A little poem on how i feel about winter. The change in seasons. And also. change in feelings...
A cool winter’s breeze
Like water in the desert
A new found season
Full of fun and glory
After leaves of brown fall
The joy of the season comes full on
The freezing cold soothes my soul
After leaves of past love falls down
This season of white
After a season so dark
Just brings to my heart
A quick jump start
Spring, summer, autumn, winter
The seasons rotating round and round
But nothing can bring joy to my heart
Like the cold soothing winter breeze.
But as the seasons start anew
Would your feelings for me stay alight the wind
As the trees sway felling their leaves
Would my love also shake away
Leave me in this winter land
Leave my memories next to the corspe
Of our love that was here and now is lost
Lay me to sleep next to our love gone frost..
Friday, November 9, 2007
Without You (A Winter Song)
Well I wrote this. Yeah. I'll record and stuff later. I hope you guys like it...
Its pretty..deep to me
This winter grows so cold without you in my arms
Our distance grows further as the seasons change and change
I’m missing every moment I spent in your charm
With every day without my mind becoming deranged
Come back here for winter time
Honey I miss you so
Let these words written in ink
Become the epiphany that brings you back
December 25th, a new bright day without you in my arms
An empty bed, a cold breeze coming in an empty room
Let the snow mark down the days I knew you’d be alarmed
To find me here cold, alone. Let your imagination assume.
Come back here. Its winter time
It’s been a long time coming now
Let my words spoken in love
Become your beacon on the way home
Its pretty..deep to me
This winter grows so cold without you in my arms
Our distance grows further as the seasons change and change
I’m missing every moment I spent in your charm
With every day without my mind becoming deranged
Come back here for winter time
Honey I miss you so
Let these words written in ink
Become the epiphany that brings you back
December 25th, a new bright day without you in my arms
An empty bed, a cold breeze coming in an empty room
Let the snow mark down the days I knew you’d be alarmed
To find me here cold, alone. Let your imagination assume.
Come back here. Its winter time
It’s been a long time coming now
Let my words spoken in love
Become your beacon on the way home
Employee Harassment. Lets avoid it.
You know. I really hate sexual harassment. This is my readiness. I want to preach it.
Steps Employers Can Take to Avoid Sexual Harassment Lawsuits1.) If your company does not have a sexual harassment/discrimination policy, get one fast! The policy should communicate that the company is taking a "zero tolerance" approach toward sexual harassment. Have an attorney review it, and make sure it gets out to all your employees either through the employee handbook or in memo form. Have the employees sign it to acknowledged that they received and read the policy. The policy should be verbally communicated to all new employees, and can even be posted in the workplace. If you have employees whose primary language is not English, have your sexual harassment policy translated or communicate to them in their primary language.
2.) Provide different routes that employees can take to file complaints; i.e., calling a hotline, contacting the human resource department, or by contacting their supervisor. Also the employee should have the option of talking with a male or female company representative.
3.) Conduct sexual harassment training, even if it is only composed of reading material or watching a video, something is better then no training at all.
4.) Conduct yearly meetings with your supervisors to review the sexual harassment policy, and to make sure that they understand that an employee does not need to suffer negative consequences in order to make a claim of sexual harassment. Inform the supervisors that even mild to moderate sexual jokes or statements can create an atmosphere of hostility that will make some employees uncomfortable, and could lead to the creation of an environment where sexual discrimination could develop. The supervisor should also be directed to always inform upper management of any sexual harassment complaints he or she receives from employees. Supervisors should never promise confidentiality with an employee when the information relates to sexual harassment.
5.) Conduct a yearly sexual harassment survey among your employees. The survey can be done anonymously and should be distributed with a copy of the company’s sexual harassment policy. The survey can simply ask the employees (male and female) if they have experienced any form of sexual harassment during the past year. Why do a survey? The results of the survey will tell a court that your company is actively engaged in preventing and correcting sexual harassment. Remember, that the Supreme Court has just determined that an employer can be held liable for incidents of sexual harassment that they are unaware of occurring. So, one method of defense will be to demonstrate to the court or a jury that your company conducts yearly meetings with supervisors and also conducts a yearly sexual harassment survey to attempt to uncover sexual harassment violations before they cause problems for your employees.
6.) Conduct investigations promptly and thoroughly. After the dispute is resolved, a follow up should be done with the employee to ensure that no one has suffered retaliation. Make sure your sexual harassment policy spells out clearly that retaliation against an employee filing a sexual harassment complaint is illegal and will not be tolerated.
7.) Treat same-sex harassment, and men reporting harassment, the same as you would for a woman reporting her male supervisor being sexually inappropriate.
8.) Always document the results of any sexual harassment complaint or investigation. Not only document the results, but document any corrective action that you asked the employee or supervisor to take. Follow up on any corrective action so you can document if the employee fails to take advantage of your companies polices/procedures or any corrective action that your company takes to prevent the sexual harassment from occurring again in the future.
9.) Inform all employees that it is their obligation to report sexual harassment that they either experience or witness.
Taken from http://www.employer-employee.com/sexhar1.htm
Steps Employers Can Take to Avoid Sexual Harassment Lawsuits1.) If your company does not have a sexual harassment/discrimination policy, get one fast! The policy should communicate that the company is taking a "zero tolerance" approach toward sexual harassment. Have an attorney review it, and make sure it gets out to all your employees either through the employee handbook or in memo form. Have the employees sign it to acknowledged that they received and read the policy. The policy should be verbally communicated to all new employees, and can even be posted in the workplace. If you have employees whose primary language is not English, have your sexual harassment policy translated or communicate to them in their primary language.
2.) Provide different routes that employees can take to file complaints; i.e., calling a hotline, contacting the human resource department, or by contacting their supervisor. Also the employee should have the option of talking with a male or female company representative.
3.) Conduct sexual harassment training, even if it is only composed of reading material or watching a video, something is better then no training at all.
4.) Conduct yearly meetings with your supervisors to review the sexual harassment policy, and to make sure that they understand that an employee does not need to suffer negative consequences in order to make a claim of sexual harassment. Inform the supervisors that even mild to moderate sexual jokes or statements can create an atmosphere of hostility that will make some employees uncomfortable, and could lead to the creation of an environment where sexual discrimination could develop. The supervisor should also be directed to always inform upper management of any sexual harassment complaints he or she receives from employees. Supervisors should never promise confidentiality with an employee when the information relates to sexual harassment.
5.) Conduct a yearly sexual harassment survey among your employees. The survey can be done anonymously and should be distributed with a copy of the company’s sexual harassment policy. The survey can simply ask the employees (male and female) if they have experienced any form of sexual harassment during the past year. Why do a survey? The results of the survey will tell a court that your company is actively engaged in preventing and correcting sexual harassment. Remember, that the Supreme Court has just determined that an employer can be held liable for incidents of sexual harassment that they are unaware of occurring. So, one method of defense will be to demonstrate to the court or a jury that your company conducts yearly meetings with supervisors and also conducts a yearly sexual harassment survey to attempt to uncover sexual harassment violations before they cause problems for your employees.
6.) Conduct investigations promptly and thoroughly. After the dispute is resolved, a follow up should be done with the employee to ensure that no one has suffered retaliation. Make sure your sexual harassment policy spells out clearly that retaliation against an employee filing a sexual harassment complaint is illegal and will not be tolerated.
7.) Treat same-sex harassment, and men reporting harassment, the same as you would for a woman reporting her male supervisor being sexually inappropriate.
8.) Always document the results of any sexual harassment complaint or investigation. Not only document the results, but document any corrective action that you asked the employee or supervisor to take. Follow up on any corrective action so you can document if the employee fails to take advantage of your companies polices/procedures or any corrective action that your company takes to prevent the sexual harassment from occurring again in the future.
9.) Inform all employees that it is their obligation to report sexual harassment that they either experience or witness.
Taken from http://www.employer-employee.com/sexhar1.htm
November 9, 2007
So. I'm bored. In class. Woo. Hoo
Not really. It's pretty cool. Writing poems. And other items.
Its my birthday. And now
I have a year. To get better AND make myself known. I've never had a goal like this. But that's what I want now. To get big. And be known.
Lets take this show to the road. I am so ready to record. Make it big. I'm ready.
I'm ready to get famous!
Not really. It's pretty cool. Writing poems. And other items.
Its my birthday. And now
I have a year. To get better AND make myself known. I've never had a goal like this. But that's what I want now. To get big. And be known.
Lets take this show to the road. I am so ready to record. Make it big. I'm ready.
I'm ready to get famous!
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