I want to share this song with you.
Have a break and listen to it, it,s not very difficult to understand
Song
Like A Rolling Stone
Once upon a time you dressed so fine
You threw the bums a dime in your prime, didn't you?
People'd call, say, "Beware doll, you're bound to fall"
You thought they were all kiddin' you
You used to laugh about
Everybody that was hangin' out
Now you don't talk so loud
Now you don't seem so proud
About having to be scrounging for your next meal.
How does it feel
How does it feel
To be without a home
Like a complete unknown
Like a rolling stone?
You've gone to the finest school all right, Miss Lonely
But you know you only used to get juiced in it
And nobody has ever taught you how to live on the street
And now you find out you're gonna have to get used to it
You said you'd never compromise
With the mystery tramp, but now you realize
He's not selling any alibis
As you stare into the vacuum of his eyes
And ask him do you want to make a deal?
How does it feel
How does it feel
To be on your own
With no direction home
Like a complete unknown
Like a rolling stone?
You never turned around to see the frowns on the jugglers and the clowns
When they all come down and did tricks for you
You never understood that it ain't no good
You shouldn't let other people get your kicks for you
You used to ride on the chrome horse with your diplomat
Who carried on his shoulder a Siamese cat
Ain't it hard when you discover that
He really wasn't where it's at
After he took from you everything he could steal.
How does it feel
How does it feel
To be on your own
With no direction home
Like a complete unknown
Like a rolling stone?
Princess on the steeple and all the pretty people
They're drinkin', thinkin' that they got it made
Exchanging all kinds of precious gifts and things
But you'd better lift your diamond ring, you'd better pawn it babe
You used to be so amused
At Napoleon in rags and the language that he used
Go to him now, he calls you, you can't refuse
When you got nothing, you got nothing to lose
You're invisible now, you got no secrets to conceal.
How does it feel
How does it feel
To be on your own
With no direction home
Like a complete unknown
Like a rolling stone?
Thursday, January 21, 2010
¿CÓMO NACE UN PARADIGMA?
A la vista de la siguiente presentación responda:
- ¿La experiencia es un grado?
- ¿el sentido común es un conjunto de prejuicios?
- ¿Qué es el efecto Qwerty?
¿Cómo nace un paradigma?
- ¿La experiencia es un grado?
- ¿el sentido común es un conjunto de prejuicios?
- ¿Qué es el efecto Qwerty?
¿Cómo nace un paradigma?
FIRING AN EMPLOYEE: PROTECT YOURSELF
1. Translate the following text
Activities that Constitute Cause for an Employee's Dismissal
by Celeste Marchand
Under the employment-at-will doctrine, an employer can generally fire an employee for any non-discriminatory reason or for no reason at all. This doesn't mean it is a good idea for an employer to let an employee go for a frivolous reason. If an employer does this, at a minimum they can expect to pay higher unemployment insurance premiums. It is more likely that a former employee will also file an employment discrimination lawsuit. Given that, it is best to let employees go for a good reason and to fully document that reason. The following are some reasons that would justify terminating an employee.
1. It is acceptable to fire an employee who is stealing from your business. Document whatever proof you have of the employee's theft. If there are witnesses, ask them to write down what they saw. If they aren't willing to do that, you should write down what they told you.
2. Incompetence is also a reason to fire an employee. You will be better off if you have documented your attempts at getting the employee to do the job properly. It is also better not to let this problem go on for too long. Otherwise, it may be difficult to convince the court that the employee was not competent for the job. If a new hire still really isn't "getting it" by the third month of employment, let him or her go.
3. Unexcused absences or excessive tardiness provide cause to fire an employee. Your business won't run very well if you can't expect your employees to be there and be there on time. As with any employee problems, document the instances of unexcused absences or tardiness as well as the fact that you told the employee that this was not acceptable.
4. You cannot tolerate any employee conduct that constitutes sexual harassment or any other discriminatory conduct by an employee. If the conduct is egregious enough, you should definitely terminate the employee. Document the incident and your investigation of it. Your real concern here is preventing the person who was the subject of the discrimination from suing your business.
5. If an employee is physically violent or threatens other employees, you should fire that person as well. Here again you don't want to risk a lawsuit from your other employees or anyone else that the person comes into a contact with as a result of their employment. As always, keep good records of any incidents, including information provided by witnesses.
Many other acts by employees may constitute cause for dismissal including insubordination, failure to comply with policies, and failure to comply with safety precautions, to name a few. Even when you do have cause to terminate an employee, it is always a good idea to keep records. It is one thing to have cause to fire someone and another thing to prove it. For more information on documenting employee problems read the related article, "Procedures for Documenting Disciplinary Problems."
2. Watch this video and try to transcribe it
Protecting Yourself Against A Workplace Violence Attack
Activities that Constitute Cause for an Employee's Dismissal
by Celeste Marchand
Under the employment-at-will doctrine, an employer can generally fire an employee for any non-discriminatory reason or for no reason at all. This doesn't mean it is a good idea for an employer to let an employee go for a frivolous reason. If an employer does this, at a minimum they can expect to pay higher unemployment insurance premiums. It is more likely that a former employee will also file an employment discrimination lawsuit. Given that, it is best to let employees go for a good reason and to fully document that reason. The following are some reasons that would justify terminating an employee.
1. It is acceptable to fire an employee who is stealing from your business. Document whatever proof you have of the employee's theft. If there are witnesses, ask them to write down what they saw. If they aren't willing to do that, you should write down what they told you.
2. Incompetence is also a reason to fire an employee. You will be better off if you have documented your attempts at getting the employee to do the job properly. It is also better not to let this problem go on for too long. Otherwise, it may be difficult to convince the court that the employee was not competent for the job. If a new hire still really isn't "getting it" by the third month of employment, let him or her go.
3. Unexcused absences or excessive tardiness provide cause to fire an employee. Your business won't run very well if you can't expect your employees to be there and be there on time. As with any employee problems, document the instances of unexcused absences or tardiness as well as the fact that you told the employee that this was not acceptable.
4. You cannot tolerate any employee conduct that constitutes sexual harassment or any other discriminatory conduct by an employee. If the conduct is egregious enough, you should definitely terminate the employee. Document the incident and your investigation of it. Your real concern here is preventing the person who was the subject of the discrimination from suing your business.
5. If an employee is physically violent or threatens other employees, you should fire that person as well. Here again you don't want to risk a lawsuit from your other employees or anyone else that the person comes into a contact with as a result of their employment. As always, keep good records of any incidents, including information provided by witnesses.
Many other acts by employees may constitute cause for dismissal including insubordination, failure to comply with policies, and failure to comply with safety precautions, to name a few. Even when you do have cause to terminate an employee, it is always a good idea to keep records. It is one thing to have cause to fire someone and another thing to prove it. For more information on documenting employee problems read the related article, "Procedures for Documenting Disciplinary Problems."
2. Watch this video and try to transcribe it
Protecting Yourself Against A Workplace Violence Attack
Thursday, January 14, 2010
Monday, January 11, 2010
Sunday, January 10, 2010
Saturday, January 9, 2010
REMINDER
On Monday 11th everybody,and I mean everybody, has to give me the task about that so interesting film "Smoking room"
Printed on paper, please.
Thanks a lot
Printed on paper, please.
Thanks a lot
VOCABULARY TEST
Cards one to seven.
Date: 18/01/2010, monday, monday...
Not compulsory. Only for these students who want to improve their mark
any grievance?
have a nice weekend!
Date: 18/01/2010, monday, monday...
Not compulsory. Only for these students who want to improve their mark
any grievance?
have a nice weekend!
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