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The free permits issued under the city’s “Home Renovatiojn Bonanza” program saved residents an estimated $85.774 in officials said. Building-permit fees normally range from $20 to severaol thousand dollars, depending on the valude of the project. The progra aimed to boost the local economy byencouragintg home-improvement projects. The free permits, available June are for common improvement projects involving single-family homes and “We wanted a bonanza and it seemsa we got one,” Denver Mayor John Hickenloope r said in a “We hoped to stimulate the local economy by offering an incentive for residents to make improvements to theif property.
This is a good sign that people are moving forward and doinvg what they can to get our economhy backon track.” The permits are valid for 180
Wednesday, September 28, 2011
Monday, September 26, 2011
Saturday, September 24, 2011
Chrysler to restart Kenosha engine plant - Baltimore Business Journal:
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The Auburn Hills-Mich.-based automaker idlex all its plants when it filed for Chapter 11 bankruptcyyApril 30. Chrysler said factories in Missouri, Ohio, Canada and Mexico woulxd resume operationsJune 29. A Dodges plant in Detroit had already resumed operationson Monday. Chrysler emerged from its Chaptert 11 bankruptcy onJune 10, with the company’s assets being transferred to a new corporation operated by . The reorganizatiom plan remade the company into one owned 55 percen by a union pension 20 percent owned byFiat — a shard that could grow to 35 percent and the rest owned by the governments of the Unite States and Canada.
Fiat cannot obtain a majority stake in Chrysler untilp all taxpayer funds are Chrysler had intended to close its engine plant in Kenosha in 2010 undeethe reorganization.
The Auburn Hills-Mich.-based automaker idlex all its plants when it filed for Chapter 11 bankruptcyyApril 30. Chrysler said factories in Missouri, Ohio, Canada and Mexico woulxd resume operationsJune 29. A Dodges plant in Detroit had already resumed operationson Monday. Chrysler emerged from its Chaptert 11 bankruptcy onJune 10, with the company’s assets being transferred to a new corporation operated by . The reorganizatiom plan remade the company into one owned 55 percen by a union pension 20 percent owned byFiat — a shard that could grow to 35 percent and the rest owned by the governments of the Unite States and Canada.
Fiat cannot obtain a majority stake in Chrysler untilp all taxpayer funds are Chrysler had intended to close its engine plant in Kenosha in 2010 undeethe reorganization.
Thursday, September 22, 2011
Child cage fight organisers will not face police action - Telegraph.co.uk
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Globe and Mail | Child cage fight organisers will not face police action Telegraph.co.uk The organisers of "barbaric" cage fighting involving children as young as eight will face no police action, it has been announced. By Josie Ensor Concerns were raised about whether two boys were put at risk by taking part in a bout at Greenlands Labour ... 'No issue' over kids cage fight say police Police: We Won't Stop Child Cage-Fighting Should child cage-fighting be regulated? |
Tuesday, September 20, 2011
Troops outnumber monks at temples in Thai south - AFP
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AFP | Troops outnumber monks at temples in Thai south AFP PATTANI, Thailand รข€" With its barbed wire, sandbag bunker and armed guards, Wat Lak Muang in Thailand's strife-torn deep south looks more like a military outpost than a typical Buddhist temple. Since a deadly insurgency erupted in the Muslim-dominated ... 7 best Bangkok temples |
Sunday, September 18, 2011
Formerly Conjoined Twins Healthy & Starting to Crawl - People Magazine
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USA Today | Formerly Conjoined Twins Healthy & Starting to Crawl People Magazine It was a long-hoped-for dream: Eight-month-old formerly conjoined twins Jacob and Joshua Spates, who were born connected at the pelvis and lower spine, are fin » |
Friday, September 16, 2011
Be prepared to relax your salary requirements to secure a new job - bizjournals:
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“A year ago, we never saw a resumw for a senior accountant crossour desks,” says Larry director of Bethesda accounting business LLC. “Now, we’rwe seeing several of them a As the job market has imploded across the the tables have turned even fortraditionallyt recession-weathering jobs. And that meana what it takes for a job candidate to seal the deal including bargaining for salary and benefits has changed. Job seekers and companiesw still hiring are finding that salaruy negotiations have become less of a sticking point in the interviewinhprocess — especially for people who are on the hunt becauses they got laid off.
Experts say it is OK to brinbg compensation up relatively early in the but be prepared to be flexible on salaryy terms and ready to barter for other perkas because the pool of applicants at many companies has grown and competition can be Some 78 percent of executives in a recenft survey said it is appropriate to bring up compensatioh and benefits by the second ofthreew in-person interviews, according to findinga released in March by California-based staffing company . But 66 perceny said they typically end up discussing compensation bythat point.
Accountempsw recommends that applicants bring up salargy relatively early to avoid surprises later in the The rising unemployment has reset some salary and people getting back to the work force afted a layoff may find it harder to land a raisw or even maintain the samesalary level. Kline is not seeingt a drop in salary, but he has noticed the level of competition both in numbers andcandidate caliber. Debbie Shalom, a Pikesville, Md.-basedc career coach, thinks the timing of salarg discussions can be but what’s most important is proving your value to the compan so that it will see you as a strongt investment at any salary level.
However, what you can’t get in a base salar y should be made up inother ways, she Shalom recommends trying for benefits like car allowances, tuition assistancse or extra vacation if any bargaining can be although some companies are drawing back on those thingsa as well. At , a Hunt Md.-based defense contractor, company leaders are emphasizingh healthcare coverage, vacation and flexiblre scheduling as benefits, says Anna-Maria Palmer, vice president for humah resources.
AAI is seeing increasing numberds of applicants who have been laid off and are concernedc less about salary than aboutjob “With 7 percent unemployment in the statw of Maryland, salary is certainly going to be less of an Palmer says. AAI receives more than 1,000 resumes each compared with about 350 ayear ago. Applicants also are more focusedc on the content of the work they woulsbe doing, Palmer says. That makese it more likely salarynegotiations don’r begin until after applicants have a better idea of whether the positiom is something they would be interested in, she says.
“Oncwe we get through the windoswof job-content acceptance, that is when what I’ll call the negotiatintg process is more likely to Palmer says. Accounting company in Timonium, Md., also is finding more applicants focused onjob security. Many candidatesw are coming from major national accountingg firms that have had totrim staff, said Nikkji Morris, a human resourcexs generalist at Clifton And while salary may have been a major poinf of contention in previous years, applicantss now are more concernef about what the future holds for the company.
“z lot of these people have been devastated throughythe layoffs, and they want to make sure the next employetr they select is going to be long term,” Morris says. Companiese in some other fieldsx may not be wielding thatmuch though. At , a data hosting and informatiohn technology consulting company in about 20 positionsare open, and the company has long had a hard time findingb qualified applicants, says spokeswoman Annie Hartsock. “Ity doesn’t seem like senior engineers have been hit hard by Hartsock says.
“It is as hard as it was priord to the economic situation that has to fillthe
“A year ago, we never saw a resumw for a senior accountant crossour desks,” says Larry director of Bethesda accounting business LLC. “Now, we’rwe seeing several of them a As the job market has imploded across the the tables have turned even fortraditionallyt recession-weathering jobs. And that meana what it takes for a job candidate to seal the deal including bargaining for salary and benefits has changed. Job seekers and companiesw still hiring are finding that salaruy negotiations have become less of a sticking point in the interviewinhprocess — especially for people who are on the hunt becauses they got laid off.
Experts say it is OK to brinbg compensation up relatively early in the but be prepared to be flexible on salaryy terms and ready to barter for other perkas because the pool of applicants at many companies has grown and competition can be Some 78 percent of executives in a recenft survey said it is appropriate to bring up compensatioh and benefits by the second ofthreew in-person interviews, according to findinga released in March by California-based staffing company . But 66 perceny said they typically end up discussing compensation bythat point.
Accountempsw recommends that applicants bring up salargy relatively early to avoid surprises later in the The rising unemployment has reset some salary and people getting back to the work force afted a layoff may find it harder to land a raisw or even maintain the samesalary level. Kline is not seeingt a drop in salary, but he has noticed the level of competition both in numbers andcandidate caliber. Debbie Shalom, a Pikesville, Md.-basedc career coach, thinks the timing of salarg discussions can be but what’s most important is proving your value to the compan so that it will see you as a strongt investment at any salary level.
However, what you can’t get in a base salar y should be made up inother ways, she Shalom recommends trying for benefits like car allowances, tuition assistancse or extra vacation if any bargaining can be although some companies are drawing back on those thingsa as well. At , a Hunt Md.-based defense contractor, company leaders are emphasizingh healthcare coverage, vacation and flexiblre scheduling as benefits, says Anna-Maria Palmer, vice president for humah resources.
AAI is seeing increasing numberds of applicants who have been laid off and are concernedc less about salary than aboutjob “With 7 percent unemployment in the statw of Maryland, salary is certainly going to be less of an Palmer says. AAI receives more than 1,000 resumes each compared with about 350 ayear ago. Applicants also are more focusedc on the content of the work they woulsbe doing, Palmer says. That makese it more likely salarynegotiations don’r begin until after applicants have a better idea of whether the positiom is something they would be interested in, she says.
“Oncwe we get through the windoswof job-content acceptance, that is when what I’ll call the negotiatintg process is more likely to Palmer says. Accounting company in Timonium, Md., also is finding more applicants focused onjob security. Many candidatesw are coming from major national accountingg firms that have had totrim staff, said Nikkji Morris, a human resourcexs generalist at Clifton And while salary may have been a major poinf of contention in previous years, applicantss now are more concernef about what the future holds for the company.
“z lot of these people have been devastated throughythe layoffs, and they want to make sure the next employetr they select is going to be long term,” Morris says. Companiese in some other fieldsx may not be wielding thatmuch though. At , a data hosting and informatiohn technology consulting company in about 20 positionsare open, and the company has long had a hard time findingb qualified applicants, says spokeswoman Annie Hartsock. “Ity doesn’t seem like senior engineers have been hit hard by Hartsock says.
“It is as hard as it was priord to the economic situation that has to fillthe
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