...Home Poetry Book Contest Poetry Book Contest Brick Road Poetry Book Contest Michael Meyerhofer was selected as the winner of the 2010 Brick Road Poetry Book Contest for his manuscript entitled, Damnatio Memoriae. The 4 additional finalists were: Rupert Fike, Lotus Buffet Grey Held, Two-Star General Jamie Thomas, Etch and Blur Toni Thomas, Chosen Jason Schossler, Mud Cakes (scheduled for publication elsewhere) 4 of our finalists, all but Jason Schossler, are scheduled to be published by Brick Road Press. *** The first place winner receives a publication contract with Brick Road Poetry Press and $1000 prize, publication in both print and ebook formats, and 25 copies of the printed book. We may also offer publication contracts to the top finalists. Adhere to all the "general submission" manuscript guidelines. (provided below) Entry fee $25, payable through the online submission manager. If sending hard copy, please include a Check or money order to "Brick Road Poetry Press, Inc." Deadline: November 1, submission accepted starting August 1. Submit via the Brick Road Poetry Press Submission Manager Manuscript Guidelines * Book-length poetry manuscripts only. * Simultaneous submissions accepted, provided we are immediately informed if the manuscript is accepted elsewhere. * Original collection of 50 to 100 pages of poetry, excluding cover page, contents, acknowledgments, etc. * Single sided, single spaced. We prefer no more than one poem...
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...Transmittal letters often accompany reports and inform readers of a report's context. Typically, the letter includes information not found in the report. For example, the letter contains information about the particular project and/or due dates. A Transmittal Letter is a business letter and should be formatted accordingly; that is, you should include the recipient's address, your address, a salutation and closing. Depending on the project, you may also need to include contact information. Always check with your instructor to determine whether or not you should attach a transmittal letter to your report. In Finance, a Letter of Transmittal is a document used by a security holder to accompany certificates surrendered in an exchange or other corporate action. A Letter of Transmittal may also be a distribution list with the recipients of a memo, report or contract. A transmittal letter accompanies a document and explains what the document is, why it should receive the reader's consideration, and what the reader should do with it. A transmittal or cover letter accompanies a larger item, usually a document. The transmittal letter provides the recipient with a specific context in which to place the larger document and simultaneously gives the sender a permanent record of having sent the material. Transmittal letters are usually brief. The first paragraph describes what is being sent and the purpose for sending it. A longer transmittal letter may summarize key elements...
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...four chapters of coursework covered in the textbook and three of the assignments identified on the on-line WebCT page. The course of instruction is now 37.5% complete. Work Completed The work that has been assigned since the beginning of class, August 20, 2012, has been on time and organized. I have been busy with the work that has been assigned and have been studying to keep up. Assignments The first assignment was the tone assignment, the second was the e-mail assignment, and the third was the business letter assignment. These three assignments are outlined in the table below indicating the date each was due and the grade received. Each of these assignments was submitted before the due date and great effort was put into each one as demonstrated by my grades. I am steadily improving and have made a goal to get a 50/50 on an assignment. Assignment |Date Due |Grade | |Tone |August 30, 2012 |40/50 | |E-mail |September 7, 2012 |41/50 | |Business Letter |September 14, 2012 |45/50 | | Quizzes The quizzes that have been assigned have been completed on time. The three quizzes completed are outlined in the table below indicating the date due and the grade received. Each of the quizzes that were completed before the due date. I have put much effort into each quiz and I make sure that I dedicate the same amount of studying time for each one. Quizzes |Date Due |Grade | |1 |August 30, 2012 |30/30 | |2...
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...Setting up Lightroom 5 * Click the icon located in the center of the Desktop. * Once open tether the camera to Lightroom 5. Click File > Tethered Capture > Start Tethered Capture (Note: make sure the camera is connected to the usb cable and computer. * The Tethered Capture Settings window will open. I have already set up where it will be save. Just click ok. * You will notice a new pop up. Check to ensure that the camera is noticed. If it isn’t noticed it will look like the screen below. Take a practice shot. You should notice a new photo popped up in the bottom of the screen in the thumbnail section. * Make sure that you are in the Print Module. Located in the top right side of the screen. * Once in the Print Module look at the center left side of the screen. You will see Template browser. Under Users Templates will be the different settings. All of the photo, with the exception of the 8.5 x 11 size prints will be on 5 x 7 paper. * Once you pick the photo size look at the gray screen where the portraits display. On the top left side of the gray screen will be some text that start with Page 1 of 1. Below the Page 1 of 1 text look to see if the paper size is correct for the template you selected. Then look below the size and ensure that the Canon Printer is listed. Note if any other printer is listed, you need to call me. * Once the size is picked, look at the lower right of the screen and click Print. Clicking...
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...COPIER CONFUSION CASE STUDY Abstract The Business Company, Inc., badly needed new copying machines. The company had 20 machines, but they were old and copy quality was poor. They broke down frequently. And to change paper size from 8.5 x 11 in. to legal-size, the user had to remove one paper tray containing 8.5 x 11 in. paper and replace it with a tray containing legal-size paper. Newer machines had two trays, one for each paper size, that permitted changing paper size at the push of a button without changing paper trays. The company’s purchasing agent, thought this would be a labor-saving feature and decided to include it in a specification for purchase of new machines. The copying machine industry called this feature, “dual-cassette” design. John Richards, the company’s purchasing agent, thought this would be a labor-saving feature and decided to include it in a specification for purchase of new machines. The copying machine industry called this feature, “dual-cassette” design. The Business Company issued an invitation for bids for purchase and maintenance of 20 replacement machines. The solicitation included a specification that called for a machine that would permit “copying both 8.5 x 11 in. and legal-size paper without manually changing the paper trays.” The term dual cassette did not appear in the specification. John received bids from several companies, including Copies Incorporated, a reputable manufacturer...
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...PROJ598 – Contract and Procurement Management Copier Confusion The Business Company, Inc., badly needed new copying machines. The company had 20 machines, but they were old and copy quality was poor. They broke down frequently. And to change paper size from 8.5 x 11 in. to legal-size, the user had to remove one paper tray containing 8.5 x 11 in. paper and replace it with a tray containing legal-size paper. Newer machines had two trays, one for each paper size, that permitted changing paper size at the push of a button without changing paper trays. John Richards, the company’s purchasing agent, thought this would be a labor-saving feature and decided to include it in a specification for purchase of new machines. The copying machine industry called this feature, “dual-cassette” design. The Business Company issued an invitation for bids for purchase and maintenance of 20 replacement machines. The solicitation included a specification that called for a machine that would permit “copying both 8.5 x 11 in. and legal-size paper without manually changing the paper trays.” The term dual cassette did not appear in the specification. John received bids from several companies, including Copies Incorporated, a reputable manufacturer. Copiers had greeted the invitation for bids with great pleasure. Their inventory included 30 of their Model 125 copying machines, which they were phasing out. The Model 125 had only one tray, which held 8.5 x 11 in. and legal-size paper, but legal-size paper...
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...HW #3: For Tuesday, Feb 8th … If you encounter financial terms with which you are not familiar, the Glossary provided on the Yahoo! Finance website at http://biz.yahoo.com/f/g/ may be of help. 1. Read Sections 5.6 through 5.10 in Chapter 5 – Evaluating a Single Project and Sections 13.1 through 13.4 in Chapter 13 – The Capital Budgeting Process from the course textbook. Note, as mentioned in class, the error in the definition of “EBIT” on page 552 in Chapter 13 which should read “Earnings Before Interest and Taxes.” Also, in Example 13-3 at the bottom of page 556, leverage, λ, is erroneously called the “debt-equity ratio” whereas it should be called the “debt fraction” or the “debt-to-capital” ratio. 2. Answer Questions 5-12, 5-14, 5-16, 5-17, 5-46, 5-47 and 5-54 found at the end of Chapter 5. Write up your answers, showing all work, neatly and concisely on 8.5 x 11 inch paper. Be sure your name appears at the top of each page and staple multiple pages together. Submit your answers at the beginning of class. Late submittals will not be accepted. All work is to be your own, consistent with the University Honor Council’s Guide to Academic Integrity. 3. Read “Assessing a Company’s Future Financial Health” (HBS 9-911-412) handed out in class and then complete the financial analysis of SciTronics by filling in the blanks on pages 6 through 10. Then complete The Case of the Unidentified Industries on pages 10 and 11. Explain your choices in The Case of the Unidentified Industries in...
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...instances wherein clients fail to meet these agreements. As a consequence, certain sanctions have to be implemented so as to remedy the problem. Having knowledge on how to properly cancel or suspend a customer’s credit account is very important. First, you have to be courteous when you are canceling your client’s credit account. Make sure that you have explained well to them the reason why you are suspending their account. Do not make them feel as if they are being humiliated or hated. Always offer them other possible options regarding their credit accounts. Below is an example letter on how to cancel or suspend a customer’s credit account. This sample letter can be of great help to you when you will have to cancel or withdraw a customer’s credit account. SAMPLE LETTER TO CANCELL CREDIT ACCOUNT Date Sender’s Address Address Customers name Customer Address Dear (Insert name of addressee), This letter is to inform you that your credit account, #134232424, has been temporarily disabled due to delay in payments. We have reviewed your account and found out that you’ve been consistently late in paying your bills for the last four months. According to our policy, any client who cannot follow the terms shall be subject to deactivated accounts. We have been trying to call you for two weeks now but we haven’t received any response from you. The company is assuming that you are undergoing a financial crisis. In light of this, we will give you the opportunity to sort things out as we...
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...Marker CM1 Marker From: Nicoleta Lupu Payroll Administrator Subject: Termination of employment checklist Following our conversation from last week, I noticed that all employees who has been terminated have no termination of employment record. In this memo I am proposing a reorganization of all employee’s files by adding more information regarding their leave. The company has 128 employees and also have personnel form placement agencies. When I need to find details about employment/unemployment, i should be able to retrieve it with no delay and no time consuming. From my yesterday experience, we had to lay off two employees from the production department. I was unable to submit a brief report about the termination. They left the company without signing out and without giving back the tools that belongs to the company. My plan is to use a spreadsheet which can be used when employees are being fired, lay off, quit, parental leave, sick leave, etc. The following items should be checked off prior to an employee leave. Not all items will apply to all employees or all circumstances. Once the form is completed, it will be placed in the employees personal file and kept for two years: - Meet with the employee in a private, neutral location such as conference room or closed office to inform about why they are being fired or lay off; - Give the employee a termination letter that documents their last day, outlining the reason they are no longer working...
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...1. Copies of testimonials of educational qualification and experiences. 2. Copy of relieving certificate from your present employer. 3. Copies of documents with regard to your identification i.e. Aadhar Card/ Driving License/ Voter Card/ Pan Card/ Passport etc. 4. Two recent Passport size photographs. 5. Letter of appointment will be issued to you on successful completion of six months of probation in organization. You are require to assume your appointment by 21st December ‘2012 We wish you a long and mutual faithful stay with us. Thanking you, Yours truly, HR DATAWIND INNOVATIONS PVT LTD. 4. The probation period will be for six months. Thereafter you may be conformed after your performance review, willingness and approval of the CEO. 5. You will be eligible for leaves and other benefits as per rules of the Company as in vogue or altered from time to time. The company has right to amend the rules, which shall be applicable to you. 6. The address given by you and shown in letter will be treated as your address for all communications. In case of any change you will immediately inform the Company, accordingly. 7. You will be observe strict secrecy in respect of information , and working for the Company, its procedure & practices. You will not divulge any information to anyone. 8. Internet Usage: Your job will entail extensive usage of internet while in office. You are expected to use it judiciously and maintain...
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...not be ported to Verizon. The contract negotiation consists of planning, conducting the negotiation and documenting the negotiation and forming the contract. The first step of the negotiation consisted of planning the steps to verify the existence of a contacting with T-Mobile and to see if there is a contract end date. Communicate and conduct the negotiation instructions for the contract end, confirm the contract for termination fees and line porting fees. Confirm a verbal contract with T-Mobile that indicates contract end date and the early termination fees. T-Mobile confirmed that the lines could be ported or terminated. I advised that I wanted to port the primary telephone line to Verizon and terminate the second telephone line on the account. T-Mobile confirmed that there would be not early termination fees. Once these details were confirmed, I contact Verizon and setup the account. I gave them the telephone number that would be ported and added a new number for the second line. With my final payment to T-Mobile, I included a letter detailing my discussion, the name of the representative I spoke to and their id number. To my surprise, the next month I received a bill from...
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...Dismissal Meeting Name Institution Dismissal Meeting According to (Dessler, 2000), dismissal meetings are convened by human resource managers when an employee or employees are leaving service. Dismissal meetings are always held on two important occasions. The first occasion being when an employee leaves service due to retirement while the other occasion is when an employee is terminated. Termination commonly occurs due to firing perhaps because the organization has established a need to downsize or when the employee is declared redundant (Armstrong & Armstrong, 2011). Downsizing or laying off is either a permanent or a short end of employment. Downsizing commonly affects a group of employees rather than a single employee. Downsizing mostly occurs for business reasons like when there is a business slow-down or perhaps when some positions are declared redundant. Workers who are affected by downsizing are usually referred to as laid off workers. Earlier on this term was taken to mean a temporary interference with work, but now it refers to a permanent end of work due to reasons that a company specifies. Laying off is a more particular term as it means a reduction in the number of employees. Downsizing is broad as it also includes reduction of the operations but just to improve efficiency (Bratton & Gold, 2000). In this paper, therefore, my aim is to discuss dismissal meeting that is held when laying off has occurred. Ways through Which, a Manager, can use...
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...: 23RD MARCH 2016 Chapter 20: Effective Discipline and Domestic Inquiry Procedures The purpose of discipline is to encourage employees to meet established standards of job performance and behaviour. This means all employees are expected to adhere to rules and regulations. Discipline is actually a form of training. When employees get more enjoyment from their work and feel that they are part of the team they will tend to follow rules and regulations willingly. Discipline action should only be used as a last resort and employees should be encouraged to practise self-discipline. Whether an employee is terminated or dismissed, however, the Industrial Court will proceed to hear the case as a dismissal if it is referred to the Court. Termination arises out of breach of contract and an employer has the right to terminate an employee if he has breached the terms of his contract. If the employees would not be able to perform his duties and if there is no other suitable work for the employees, the employer has the right to terminate the employee’s service. The right to dismiss arises out of breach of discipline. An employee may be dismissed without notice after he has been found guilty of a disciplinary offence after an inquiry. The right to dismiss arises out of breach of discipline. An employee may be dismissed without notice after he has been found guilty of a disciplinary offence after an inquiry. The employee has lost his job but he is dismissed, he will also lose his...
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...on the job for two months. The job offer letter she had been given mentioned the great career opportunities at the company and stated that her annual salary would be $30,000. The employer is an employment at will employer. Elaine was given no reason for the termination. After the termination, Jerry hired a man named Kramer, who had less job experience and education than Elaine, for the position. Elaine has sued to get her job back. The legal issues in the case of Elaine versus Jerry the employer consist of possibilities of prodigious career chances, where Elaine was looking to have a great career opportunity. Bearing in mind that the employer is an “At Will” employer, does the company need to provide an explanation for the dissolution of employment? Are there principles abuses or various types of discrimination that played a part in the cessation of the plaintiff? There are several inquiries that must be responded before a ruling can be made in this case. Did the company have the right to terminate Elaine without providing an explanation of the reasons that took the owner to make a decision to rescind her services? Are there satisfactory suggestions to a violation of the business ethics as an employer or discrimination against Elaine? Was the employment contract a valid contract or was it merely a paper on the table. (Henry p. 204) Elaine has needs to become a person who will need to look for the proofs to prove that the termination of her services was unlawful. Elaine estates...
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...Midterm Project Employment Law Kimberly Thompson Date: 1 July 2013 Memorandum for President From: Kimberly Thompson, VP Subject: Termination of Employees, Direct Marketing Division Decision: (Phillip Price, Sally James, Mike Williams) Employee: Phillip Price Parties’ Arguments: a. Employee’s Argument: Mr. Price is solely responsible for the quality programming that took place in the program being abandoned. Mr. Price recently expressed to management that he is homosexual and has recently “come out”. Mr. Price alleges he has been treated indifferently by his co-workers at “More Beer” because of his recent decision to openly express his homosexuality. Mr. Price may allege this action by “More Beer” may be discriminatory towards him according to Title VII and the developing laws regarding sexual orientation and transsexuals. b. Company’s Response: Mr. Prices’ overall track record and productivity is average. He has programming experience from the Navy that goes beyond that of the abandoned program. However, Mr. Price absenteeism from work (17 days to be exact) in the past two months with little explanation may play a factor. I feel in order to be productive and follow the direction the company is taking at this pivotal time, Mr. Price should make himself even more available to offer his talents. Mr. Price’s accusations of adverse conduct from his fellow co-workers have not been officially reported or documented with HR and there has been no indication...
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