Unlike cars and other smaller passenger automobiles, passenger vans are quite different to drive due to its longer, higher and wider dimensions. Thus, drivers must rely more on their side mirrors before changing lanes. They must also observe added space, front and rear, to lessen the risk of crashes and other accidents.
The National Highway Traffic Safety research confirmed that rollovers involving passenger vans occur due to inexperience drivers and improperly sized or inflated tires. Improper loading of cargos and passengers also affect the center of gravity that may lead to rollover.
Here are some tips we got from Safercar.gov that drivers can easily remember to avoid auto accidents:
D - Driver should be well trained and experienced.
R- Rest well. Fatigue can affect driving and response time.
I - Inspect the vehicle before every trip, especially the tires.
V - Vehicle weight should never exceed the Gross Vehicle Weight Rating.
E - Ensure all passengers are buckled up and side mirrors adjusted.
R - Replace old tires. Check the vehicle owner’s manual for correct size.
S - Safety is First.
Drivers have the duty to inspect their vehicles before starting the engine and pulling off the hand break. Proper car maintenance is also a key to a safe and relaxed travel. Drivers must also know the how to’s of driving. If you don’t have much time for these, then DON’T DRIVE. Do not be held accountable for causing injuries and fatalities due to vehicle accidents.
Following the tips above will not take much of your time. However, not doing these safety precautions may likely result to your last drive.
Tuesday, March 29, 2011
Tuesday, March 22, 2011
US Labor Dept to Assist Tennessee Workers Affected by Layoff
A pleasant relief will soon be at hand. About 1,500 workers will receive their much awaited grant as the Department of Labor announced that they will release around $8,397,127 to help these laid-off employees at General Motors Assembly Plant in Tennessee.
These workers are guaranteed that the department is committed in providing temporary assistance to those individuals who lost their jobs, Labor Secretary Hilda Solis affirmed.
Also included in the grant are those who are displaced from their jobs in Johnson Controls, MAPA Spontex, Penske Logistics and Premiere Manufacturing Services. All these companies are suppliers of GM Motors.
The grant will be given to Tennessee Department of Labor and Workforce Development while the South Central Tennessee Workforce Board will supervise the distribution of the fund that the workers may use for retraining, dependent caring and transportation assistance.
The government will initially release $4,851,182 of the total amount. The rest of the amount will be released depending on the state’s ability in complying with the guidelines set by the Labor Department.
This positive action of the federal government definitely deserves appreciation. Our unstable economy is resulting to increase of jobless people in America. Giving these individuals financial support is one way of telling them that the government is committed in alleviating their worries and uncertainties.
These displaced auto workers are not asking for too much. They are just requesting for assistance to obtain retraining and to prepare themselves for their present and future employment.
These workers are guaranteed that the department is committed in providing temporary assistance to those individuals who lost their jobs, Labor Secretary Hilda Solis affirmed.
Also included in the grant are those who are displaced from their jobs in Johnson Controls, MAPA Spontex, Penske Logistics and Premiere Manufacturing Services. All these companies are suppliers of GM Motors.
The grant will be given to Tennessee Department of Labor and Workforce Development while the South Central Tennessee Workforce Board will supervise the distribution of the fund that the workers may use for retraining, dependent caring and transportation assistance.
The government will initially release $4,851,182 of the total amount. The rest of the amount will be released depending on the state’s ability in complying with the guidelines set by the Labor Department.
This positive action of the federal government definitely deserves appreciation. Our unstable economy is resulting to increase of jobless people in America. Giving these individuals financial support is one way of telling them that the government is committed in alleviating their worries and uncertainties.
These displaced auto workers are not asking for too much. They are just requesting for assistance to obtain retraining and to prepare themselves for their present and future employment.
Thursday, March 17, 2011
Belk, Inc. Settles Religious Discrimination Case
People differ in religious beliefs and practices, which the law recognizes and they can freely exercise, even in the workplace, without the fear of being punished by their employer. Under Title VII of the Civil Rights Act of 1964, covered employers are prohibited from using an employee’s religion as basis when making employment-related decisions in the workplace.
In addition, they are also required to provide reasonable accommodation to their employees’ religious beliefs or practices, unless doing so will impose an undue hardship on their business operations.
A company that may have failed to comply with this law has recently settled a religious discrimination case in order to avoid possible punishments that may be given to at the end of the litigation process.
Belk, Inc. has agreed to pay about $55,000 and to provide other relief as part of the consent decree that was agreed on with the US Equal Employment Opportunity Commission (EEOC).
The agency accused the company of religious discrimination because it failed to reasonably accommodate the religious beliefs of its former employee Myra Jones-Abid. In addition, the company allegedly terminated Abiddue to her religion.
According to the case, the woman was required to wear a Santa hat and apron at the Belk’s Crabtree Valley Mall store in North Carolina during the 2008 Christmas season. However, she refused to do so because her religion, Jehovah’s Witnesses, does not celebrate and recognize holidays. She was then terminated because of it.
Hopefully, the company will be more careful when dealing with employees in order to avoid facing a costly lawsuit in the future.
In addition, they are also required to provide reasonable accommodation to their employees’ religious beliefs or practices, unless doing so will impose an undue hardship on their business operations.
A company that may have failed to comply with this law has recently settled a religious discrimination case in order to avoid possible punishments that may be given to at the end of the litigation process.
Belk, Inc. has agreed to pay about $55,000 and to provide other relief as part of the consent decree that was agreed on with the US Equal Employment Opportunity Commission (EEOC).
The agency accused the company of religious discrimination because it failed to reasonably accommodate the religious beliefs of its former employee Myra Jones-Abid. In addition, the company allegedly terminated Abiddue to her religion.
According to the case, the woman was required to wear a Santa hat and apron at the Belk’s Crabtree Valley Mall store in North Carolina during the 2008 Christmas season. However, she refused to do so because her religion, Jehovah’s Witnesses, does not celebrate and recognize holidays. She was then terminated because of it.
Hopefully, the company will be more careful when dealing with employees in order to avoid facing a costly lawsuit in the future.
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