SPLN SUX

im hungry... i dont what i want though... i deffiantly dont feel like sitting down and eating

Wrong... thats how i got pwnd by a fire hydrant. I down shifted thinking it would be better, untill i realized that the gear trasition made the tires skid... so i layed into it full blast with the wheels turned and it went right up onto the curb and into a hydrant. Just use the brake pedal... very easy.

I killed a bird with a golf ball once... it was funny.

It would get awful cold.

Even if it does have miles: 1. its easy to fix 2. parts are dirt cheap 3. they do well in crash tests 4. theyre good on gas

Civic. End of thread.

- Have a light sabre - Build my own supercar - Dogfight a A6M6 Zero with a F6F Hellcat - Walk on the Moon - Rail Milla Jovovich and Amanda Peet at the same time

You should go yell at killer wahles too... they torture baby seals just for practice.

I too will soon be looking for a CRX HF... but not for its economy...

you would NEVER catch me doing that shit.

Boom! And theres the breakdown. Had you made a solid attempt to do the sit down, things would have been different. How do you do this when your superiors are not readily avilible do you ask? One key phrase, "Supension Pending Termination" Using that phrase in both word of mouth and written documentation will win you almost any case if executed properly. Rather than firing him on the spot and moving to remove him from payroll, you should have told him he was Suspended Pending Termination. At which point you also tell him that you will be contacting the next availible superior to schedule a sit down meeting to give an unbiased mediation between the two of you. It sucks, but its the process. If grounds are found to terminate the employee, well the superior does it, and youre off the hook. If no grounds are found then the worst thing that can happen is the employee gets paid any SCHEDULED hours missed, and continues working with the understanding youre not fucking around anymore... big whoop. When it comes to HR, i know almost every loop hole there is, and have become an expert in covering my own ass. Why you say? Because at one time I was an HR nightmare... maybe not the biggest, but most deffinatly the most reoccuring. I even threw an employee out on to the pavement once... literally... and kept my job because i played the process correctly. So in my professional opinon, the breakdown is what got you fired. Its unfortunate, but ive seen it several times. Most times the employee wont lawyer up, but you just happen to be dealing with a tool of an employee. If you ever get into a jam with anything business management, ESPECIALLY HR issues, give me a shout, im sure i can add some insight Good Luck :woowoo:

Rl Hybrd

I saw one yesterday on a Black TA that said "LS1 FTW"

Weaksauce 2002 Chevrolet Corvette (Lingenfelter 427 twin turbo) 1.97 9.24 Thats just scary. Id pay to ride for one pass in that car.

http://i7.photobucket.com/albums/y292/mrmeanr/energy-1.jpg

Yea i heard that too... what a tool box. But, you have to admit... most guys arent running out to 8000-10000rpms... so for someone like me who never really spins faster than 6500 on ANY motor, the only way to spin that successfully is with a bit of spray. Thats just the way it is in my line of building as opposed to your line.

you can get a generic pipe kit for less than $100

Heres a pic of it i took a while ago right after i got it. Laying on top of it is a PS2... http://i7.photobucket.com/albums/y292/mrmeanr/DSC01748.jpg

Its a front mount... aluminum... and it was used for a short time by its previous owner, i myself never used it. Ill bring it out this friday with me.

Yes part time only. Thursday - Sunday 3-4 days, 4hr shifts... so roughly 12-16hrs. Just enough to make a few bucks to take the lady out for a nice dinner and a nice bottle of wine

HAHA noob

I see...

Ive got one in my closet... ill sell it to you cheap... $150

Ok, my next questions... 1. Did the documentation content and wording follow company process and policy to the mother fuckin T? 2a. Does siad company have a specifically outlined CRP? (Concern Resolution Process) 2b. Did the employee follow that process, and provide documention of each step taken? 3. At what point, if any, did you involve one or more supuriors in a one-on-one-with mediator sit down to not only solve the issues, but also set in stone the CRYSTAL CLEAR expectations of siad employee? 4. Did the employee show documentation that he did infact lawyer up AFTER the date that you initialy fired him, and most importantly, REMOVED HIM FROM THE PAYROLL SYSTEM??? - This would have been my VERY first inquery only because most businesses have a clause in the intial paperwork stating that an employee is under no sercumstances allowed to make a move to take legal action while still under the payroll. And untill they are removed from that, they are still technicaly an employee. If they should do that, they immediatly give up any uncollected wages and are seceptable to a counter suit of large proportion.

What can i say... business is my is my forte'.