IN PRISON...You spend the majority of your time in an 8x10 cell.
AT WORK....You spend most of your time in a 6x8 cubicle.
IN PRISON...You get three meals a day.
AT WORK....You only get a break for 1 meal and you have to pay
IN PRISON...You get time off for good behaviour.
AT WORK....You get rewarded for good behaviour with more work.
IN PRISON...A guard locks and unlocks all the doors for you.
AT WORK....You must carry around a security card and unlock and
open all the doors yourself.
IN PRISON...You can watch TV and play games.
AT WORK....You get fired for watching TV and playing games.
IN PRISON...You get your own toilet.
AT WORK....You have to share.
IN PRISON...They allow your family and friends to visit.
AT WORK....You cannot even speak to your family and friends.
IN PRISON...All expenses are paid by taxpayers with no work
AT WORK....You get to pay all the expenses to go to work and
then they deduct taxes from your salary to pay for prisoners.
IN PRISON...You spend most of your life looking through bars
from the inside wanting to get out.
AT WORK....You spend most of your time wanting to get out
and go inside bars.
IN PRISON...There are wardens who are often sadistic.
AT WORK....They are called supervisors.
When I finally left my last place of work, it was just like
being released from prison, as I was free to do whatever
I wanted to.
By Jack Ryan
Quote from a recent Watchtower....
The fact that millions of people KILL THEMSELVES every year shows us this cannot possibly be true.
People commit suicide BECAUSE they can't cope with the stress anymore.
Well they could argue "well they didn't ask for God's help..."
Yea, well you know countless numbers of JWs sadly commit suicide too right...?
So where was God when HIS people needed him eh?
Just annoys me that they are adamant and blindly believe that God will be the "cure-all" but mostly that it trivialises suicide, which is a serious issue.
I am so glad I'm not involved anymore!
By Guest Nicole
March 12, 2018
University of British Columbia
Therapy dog sessions for stressed-out students are an increasingly popular offering at North American universities. Now, new research confirms that some doggy one-on-one time really can do the trick of boosting student wellness.
Therapy dog sessions for stressed-out students are an increasingly popular offering at North American universities. Now, new research from the University of British Columbia confirms that some doggy one-on-one time really can do the trick of boosting student wellness.
"Therapy dog sessions are becoming more popular on university campuses, but there has been surprisingly little research on how much attending a single drop-in therapy dog session actually helps students," said Emma Ward-Griffin, the study's lead author and research assistant in the UBC department of psychology. "Our findings suggest that therapy dog sessions have a measurable, positive effect on the wellbeing of university students, particularly on stress reduction and feelings of negativity."
In research published today in Stress and Health, researchers surveyed 246 students before and after they spent time in a drop-in therapy dog session. Students were free to pet, cuddle and chat with seven to 12 canine companions during the sessions. They also filled out questionnaires immediately before and after the session, and again about 10 hours later.
The researchers found that participants reported significant reductions in stress as well as increased happiness and energy immediately following the session, compared to a control group of students who did not spend time at a therapy dog session. While feelings of happiness and life satisfaction did not appear to last, some effects did.
Read more: https://www.sciencedaily.com/releases/2018/03/180312085045.htm
By Bible Speaks
Can't sleep? It's called "over thinking." What is bothering you? Worries, pain, sadness, stress?
"The peace of God that surpasses all understanding will guard your hearts and your mental powers by means of Christ Jesus." (Phil.4:7)
So many sad things happen to people, humans need comfort and relief. During the Thousand Year Reign of Christ, God “will wipe out every tear from their eyes, and death will be no more, neither will mourning nor outcry nor pain be anymore.” (Revelation 21:4)
It is wonderful to think that there will be no more pain and suffering. It is even more wonderful that God promises to take away death.
Try thinking about this when under stress and can't sleep? We are very close to this fulfillment of this wonderful prophecy and you can see this before your eyes come true. Now, get some sleep let go of anxiety and just "look ahead" miracles do come true. ???
By Guest Nicole
Attempting to get her new business off the ground, Anna worked in public services by day and as a startup founder during every other minute she could spare. She was feeling isolated by the extreme schedule and neglectful of her friends and family — typical of startup life — when she learned of her sister’s suicide. It would be the Twitter message, accidentally ignored for a month, that would send Anna reeling. The note asked that they get together. “I miss you,” it read. Anna finally saw it just days after her sister’s death.
Grief doesn’t just come with sadness and loss. Grief can also come fully-loaded with guilt, anger, uncertainty, denial, regret, and so much more.
Yet many companies lack norms or policies for dealing with grief — or “bereavement,” in HR-speak. Those that do have policies often find they’re insufficient. There are strict rules around what type of grief makes one eligible for leave. In most countries, a stillbirth doesn’t warrant bereavement leave, nor does the loss of a best friend, a favorite aunt, or a beloved nephew. In the U.S., Oregon is the only state to guarantee paid bereavement leave. Most current bereavement policies suggest that an employee should absorb their shock, plan and execute a funeral, cope in a healthy way with their loss, and then return to work within three days at full engagement.
By Guest Nicole
Being mistreated at work can make people take out their frustrations on loved ones at home. But a new study suggests that getting more exercise and sleep may help people better cope with those negative emotions by leaving them at work, where they belong.
People who burned more calories on a daily basis—by doing the equivalent of a long walk or swim—were less likely to take out their anger about work issues on people they lived with, the researchers found in the new study, which was published in the Journal of Applied Psychology.
The researchers used activity trackers to record sleep patterns and physical activity of 118 graduate students with full-time jobs. Each participant, and one person he or she lived with, also completed surveys about sleep, exercise and feelings of mistreatment at home or work.
Previous research shows that employees who are belittled or insulted by colleagues are likely to vent their frustrations and behave angrily toward people outside of work, says study co-author Shannon Taylor, a management professor at the University of Central Florida's College of Business.
The new study backs up this idea, but offers a bit of good news, as well: Employees who averaged more than 10,500 steps a day or burned at least 2,100 calories were less likely to mistreat their cohabitants than those who averaged fewer steps or burned fewer calories.
The researchers even calculated the exact energy expenditure needed to protect against work-to-home emotional spillover. Burning an additional 587 calories, the equivalent of a 90-minute brisk walk or an hour-long swim for a 195-pound male, can “substantially reduce the harmful effects of workplace undermining,” they wrote.
The findings also revealed that when employees felt they had a bad night’s sleep because of work issues, they were more likely to be grouchy at home. “When you’re tired, you’re either less able or less motivated to regulate yourself,” says co-author Larissa Barber, professor of psychology at Northern Illinois University.
Physical activity seems to counterbalance poor sleep, Barber says, because it promotes healthy brain functions needed to properly regulate emotions and behavior. “This study suggests that high amounts of exercise can be at least one way to compensate for sleep troubles that lead to negative behaviors at home,” she says.
Barber acknowledges that finding time to work out and get a full night’s sleep can be difficult when work pressures are mounting—and that often, job stress can directly relate to sleep quality. (Her previous research suggests that not only can a bad day at the office keep us up at night, but that poor sleep can also affect how we interpret events at work.)
But, she says, making the effort to burn some extra calories—and blow off some steam—can be worth it. It’s not only good for you, says Taylor, but it can benefit the people you live with as well.
“I would advise people to think of sleep and exercise from an investment perspective rather than another task on the to-do list,” Barber says. “It may seem like more work upfront, but the boost in motivation and energy can help you avoid sinking deeper into workplace stress and productivity problems.”
By Guest Nicole
Sabrina here and I'm going to share a few insights that will
actually change your life.
Few things are inevitable in life: death, taxes.... and dealing
with difficult people. From work to friendships to romantic
relationships, difficult interactions can hit us from all angles
and can take a heavy toll on us.
A few days ago, I was doing some much needed
reorganizing and I found this packet from a class I went to
many moons ago.
I can't remember who taught it, but
the packet was filled with amazing and humorous "rules" for
dealing with difficult people.
Within these humorous insights are pearls of wisdom that can
help you keep your cool during an argument or any other
I really wish I could give you the source, but no names were
written on the sheet so all I have is the information. I couldn't
keep it all to myself though, so here are some amazing (and
I'd even say life-changing) rules.
The 24 Hour Rule
It is imperative to wait 24 hours before reacting when we feel
angry. This is because:
- natural consequences will take care of the problem
- you can calm down and come up with a different
- the issue is no longer important
The Elephant Rule
Picture that a huge, fat elephant is coming your way. What
do you do? You move away and let the elephant go by. The
same is true when someone negative, angry or bitter is
coming your way. Instead of getting in his way, just move
and let him go by. Don't provoke or try to argue with him
because he might stamp you.
The Madhouse Rule
While walking, you see a sign on a building that says
"Madhouse" and for some reason you hear a man shouting
from one of the windows saying: "HEY!! You man, are so
Do you really believe him? Do you take it personally? Do you
let it bother your? Or do you ignore him and think: "Poor guy,
he is locked in the madhouse and yet he thinks that I'm the
You might find it humorous or might even feel compassion,
Well, you could have the same attitude towards other
people, especially with strangers, people that hardly know
you, or people in the street. For examples: why bother to
react when another driver insults you? Or when a coworker
is trying to push your buttons and you know it? This would be
a good rule to apply.
The Hospital Rule
Imagine a very sick person that is lying on a hospital bed,
hooked up with so many tubes that it's almost impossible for
him to move. You are sitting on the other side of the room
feeling very thirsty. You notice that there is a glass of water
right next to the sick person.
What do you do? Do you ask him to pass you the glass?
After all it is just a small glass, no big deal, right? It is
obvious that you would not bother him; you know better than
that because he's so sick! You don't expect him to pass the
glass to you and you don't get angry or take it personally.
And that is exactly what you should do when you are with
people that cannot understand what you need, or are
incapable of doing, saying, or giving what you would want. It
is much better if you do not ask them, and do not expect
them to do something for you.
Trust me, you will definitely live better and you will have less stress in
A New Mode
1. Are employers required to accommodate the religious beliefs and practices of applicants and employees?
Yes. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes refusing to accommodate an employee's sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship (more than a minimal burden on operation of the business). A religious practice may be sincerely held by an individual even if newly adopted, not consistently observed, or different from the commonly followed tenets of the individual's religion.
2. What does Title VII mean by "religion"?
Title VII defines "religion" very broadly. It includes traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism. It also includes religious beliefs that are new, uncommon, not part of a formal church or sect, or only held by a small number of people.
Some practices are religious for one person, but not religious for another person, such as not working on Saturday or on Sunday. One person may not work on Saturday for religious reasons; another person may not work on Saturday for family reasons. Under Title VII, a practice is religious if the employee's reason for the practice is religious.
Social, political, or economic philosophies, or personal preferences, are not "religious" beliefs under Title VII.
3. What are some common religious accommodations sought in the workplace?
Applicants and employees may obtain exceptions to rules or policies in order to follow their religious beliefs or practices. Remember that employers may grant these accommodations for religious reasons but still refuse to grant them for secular reasons. Examples of common religious accommodations include:
an employee needs an exception to the company's dress and grooming code for a religious practice, e.g., Pentecostal Christian woman who does not wear pants or short skirts; a Muslim woman who wears a religious headscarf (hijab); or a Jewish man who wears a skullcap (yarmulke). The EEOC has developed a technical assistance document "Religious Garb and Grooming in the Workplace: Rights and Responsibilities" along with a fact sheet explaining these issues due to the frequency of their occurrence.
a Catholic employee needs a schedule change so that he can attend church services on Good Friday; an atheist needs to be excused from the religious invocation offered at the beginning of staff meetings; a Christian pharmacy employee needs to be excused from filling birth control prescriptions , or a Jehovah's Witness seeks to change job tasks at a factory so that he will not have to work on producing war weapons; an adherent to Native American spiritual beliefs needs unpaid leave to attend a ritual ceremony, or a Muslim employee needs a break schedule that will permit daily prayers at prescribed times; an employee needs accommodation of a religious belief that working on his Sabbath is prohibited. 4. How does an employer determine if a religious accommodation imposes more than a minimal burden on operation of the business (or an "undue hardship")?
Examples of burdens on business that are more than minimal (or an "undue hardship") include: violating a seniority system; causing a lack of necessary staffing; jeopardizing security or health; or costing the employer more than a minimal amount.
If a schedule change would impose an undue hardship, the employer must allow co-workers to voluntarily substitute or swap shifts to accommodate the employee's religious belief or practice. If an employee cannot be accommodated in his current position, transfer to a vacant position may be possible.
Infrequent payment of overtime to employees who substitute shifts is not considered an undue hardship. Customer preference or co-worker disgruntlement does not justify denying a religious accommodation.
It is advisable for employers to make a case-by-case determination of any requested religious accommodations, and to train managers accordingly.
5. What other protections might apply, and where can I get more information?
Title VII also prohibits disparate treatment, job segregation, or harassment based on religious belief or practice (or lack thereof), as well as retaliation for the exercise of EEO rights.
EEOC publications on religious discrimination and accommodation are available on our website.
What You Should Know About Workplace Religious Accommodation
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