Mix 2 cans sweetened condensed milk and 3/4 c. lemon juice. Pour into a store bought graham cracker shell. Put it in the fridge for a couple hours. No baking, 1 dirty bowl.
I get what you are saying. But on the same note, lost money eventually means to cut losses. Was just curious of his opinion.
Sounds good, thanks.
I’ve been putting $100 in a mutual fund monthly for the past year. So far it has just lost money, about $40 total. Should I discuss changing funds with my advisor or ride it for a while longer?
I looked for the same video, couldn’t find it and gave up.
I still think it is bad policy to not provide equal benefits to all on staff. And I don’t think my job description involves covering for other lack of work for others for extended periods of time.
At least for me, I can cash out any medical leave I have accrued when I leave my job. Again, I said an opt out option for people, not eliminate maternity/paternity leave.
True, but at least at my current job, when I leave the job, I can cash out medical leave. I never said get rid of maternity/paternity leave, I said provide an opt out for people that don’t use it.
I can demand it but its not likely my employer will pay the bill, I will have to pay out of my own pocket for extra. We don’t live in a communist society, it is about what benefits me the most. The reason being, the better I provide for myself, the less I depend on society.
A couple things I notice about this. A person has to work there 4 years, which makes more sense than providing it to someone just walking in the door. Virgin probably has a stack of qualified resumes that they can go to for replacement workers, requiring less extra work for the people already there. I still think…
But I would take medical leave and/or personal leave, which at least at my job, is provided at the same rate as everybody. I didn’t say get rid of maternity/paternity, I said allow people to opt out and receive some for of compensation for not partaking.
I see voluntary but not federal/state law. I also look at it from this scenario: a person hired on April 1 has a baby on April 2 and now that company has to pay him/her for 7 weeks plus a replacement? Maybe that is covered in those policies but to me its part of the choice of parenting. Just a flawed contract policy…
Exactly, you decide to pay the difference. By having children, parents decide to take on additional burden. Maternity/paternity leave should not be part of standard practice unless there is an option for those that do not utilize it.
No I take medical leave that is available at the same rate of my coworkers, not a separate category of leave that some will use and some won’t.
Should I be able to demand different medical coverage from the rest of my co-workers because I have a rare disease?
So if I decide to have knee surgery, I should receive extra time off? I’ll be dealing with pain, limited mobility, won’t be sleeping as well, not on a vacation. Also, I’m not sure depending on social security as a 32 year old is a great financial strategy.
In my experience, co-workers have to pick up the slack for those on leave. I don’t see the married with children crowd often “nominated” or personally volunteer for extra duties either. Also, pregnancy is highly preventable, so I view it as a choice by parents to take on the financial burden.
This will probably catch me some fire but why should a company provide a benefit that will not be used by all of its employees? Shouldn’t non parents be able to “opt-out” for some gain?
Something to remember with the time span from sentencing to execution is that most cases aren’t in the same realm of terrorism as this one. If you look at what I consider a comparable case, Timothy McVeigh was executed about 4 years after conviction/sentencing.