Voc. Rehab

[Sithie]

3 days just to enter everything for a fiscal and set up sheets whould be a nightmare, congradulations!

Thank you all for your support, you all mean so much to me.

And hey, BK? Since I gave up sleep, there are no distractions at 3-4 am lmao!
Sithie

[chrischris]

Sithie, I'm proud of you girl. You gave me some incentive to do the same. Take care and take it slow..........

[chrischris]

Bummer, Spreadsheets are so much fun! There is nothing more invigoring than a deadline which becomes a mental challenge. You are awesome!

[monster]

Sithie I'm so happy for you girl and congrats on the excellent grades! It's not easy to do on the meds and while in pain but I know you'll stick with it and do absolutely great Congrats on the decision to get back in school, it's been my saving grace!

[Spring]

Hey Girl..You know how PROUD I am! I know how hard this is and has been for you...and you have never gave up. But it doesn't surprise me on bit that you are doing so WONDERFUL. Now remember when things are getting to ruff and getting you down....just pick up the phone and we can talk it out...so we can keep on track....so we can get you that degree.....but as soon as you get the degree...you make lots of copies...and mail me one so when you have misplaced all yours do to RSD brain moments...I will be able copy one back to you.....lol Hey better yet...u better send one to your Mom...just in case I forget what I did my copy.......lol It will be nice to have someone I know that can do my taxes.

Will talk with you in a day or two. Yes I am up at 2:10 no sleep this night....but got the medications in so hopefully it will lessen the pain. I have had more flares ups in the in the last 3 weeks then I had in two months.

Call tomorrow...in the afternoon....I think we will be home....But who knows....If you don't get anwser....I call you back. Hope you had a great weekend.

Will try to call you tommow. I have been

[Bummer Knees]

Sithie

I got most of my homework done at night while my family was sleeping.

[Bad Boy Bad Boy]

http://www.forbes.com/2007/08/03/privacy...peed=30000

Privacy: Don't Ask -- Maybe
Inteview Questions Potential Employers May or May Not Ask Vary From State to State

When may an employer ask for certain information from an applicant? Like age or family life or medical conditions?

The answers are never simple. They depend on the purpose of the inquiry and, often, the state where the hiring takes place.

Laws on pre-employment inquiries stem from the long history of nondiscrimination laws since the 1960s, not from the more recent concern about personal privacy. This means that restrictions about asking for certain information are intended to prevent use of the information in a way that discriminates against the applicant, not necessarily to keep sensitive information out of the hands of employers. If you remember that, you will have a better idea of which inquiries are permissible.

Amendments to the federal civil rights laws specify a number of questions that may never be asked of women or if the answers might be used for impermissible purposes. These include marital status, whether the applicant has had an abortion, is planning a family or is pregnant.

The Civil Rights Act of 1964 and regulations and court cases stemming from it bar questions as to the applicant's religion, but do allow questions of race, ethnicity or gender. Such data should be collected so that it is not traceable to identifiable applicants, however. Affirmative action plans don’t usually include religion and age factors, and so the queries are usually out of place at the pre-employment stage.


Verification of citizenship or legal residency is not only allowed, but often required, though not before a job is actually offered. Sexual orientation questions may be asked, though some states and cities prohibit discrimination based on this, as is the case in federal employment. Still, even in the absence of a regulation, such an inquiry could trigger a lawsuit.

Also allowed are questions about whether an applicant has been arrested or convicted of a crime, though only if the inquiry is job related. Still, some states prohibit inquiries about arrests and very few states prohibit inquiries about certain convictions.

No questions are allowed about union activities or membership under federal law, and secondarily by state laws.

Always banned are questions about disabilities, HIV status or any prescription medicines that are being taken. Still, while the Americans with Disabilities Act bars such queries, it does allow questions about the ability of the applicant to perform certain functions. Also allowed is a medical exam and questions about medical conditions, but only after a job is offered, and only if all employees are treated the same.

Generally allowed is a question whether the applicant smokes at home, though such an inquiry could lead to a lawsuit. Some 31 states ban policies prohibiting off-duty smoking.

Also allowed are requests for an applicant's social security number and a credit report, though the job seeker must be notified that such a report will be sought in California, Minnesota, Rhode Island and Vermont. Under federal regulations, credit inquiries that tend to have a disparate impact on minority applicants, disabled persons or women may be closely scrutinized.

School and college records may be sought only with the individual’s consent. Polygraphs or honesty tests are effectively banned in private employment. Urinalysis to test for drug use is generally allowed, though 13 states have restrictions. Genetic information requests are banned in 31 states. Questions about performance at prior workplaces are allowed.

Political affiliation questions are allowed, though some states ban discrimination on this basis and political affiliation may not be used for discriminatory purposes in federal-government employment.

Many of these issues are in tricky areas. The best advice is to call the nearest regional office of the federal Equal Employment Opportunity Commission (800-669-4000). It enforces many of these federal requirements and also should be prepared to tell you about prohibited inquiries in the states and cities within its region. In fact, I asked an EEOC attorney to review the draft of this column, and I received valuable advice.

If the inquiry is job related and the purpose is not to discriminate -- and especially if the employer documents the reason for the inquiry -- a company can avoid troubles.