MONDAY, SEPTEMBER 03, 2018 – LABOR DAY MUSINGS – THE CLINTON CURSE DEFINES THE AMERICAN WORKPLACE
In the United States, Labor activists, and Labor Unions made great progress to defend the rights of Working Class. Unfortunately, President Bill Clinton undermined this progress by approving legislation that took away the dignity of unskilled, hourly wage earners who legally work in the US paying taxes. President Clinton on August 22, 1996, signed into Law, Public Law 104-193, ‘The Personal Responsibility and Work Opportunity Reconciliation Act’ (PRWORA) which places restrictions on the payments of monthly retirement income benefits to workers in the US under Title II of the Social Security Act. Refer to Section 401(b) (2) of PRWORA.
For many unskilled, hourly wage earners performing labor in the US, American Workplace is defined as Work until Death for they have no Retirement option. In other words, those who have no Retirement option, American Workplace is defined by the Book of Genesis, Chapter 3, verses 17 to 19.
I ask my readers to reflect upon the consequences of President Clinton’s actions on this Labor Day. Apart from alien workers, the ground gets cursed with consequences to all its denizens. The Clinton Curse compels Americans to live and work paying off their foreign debt. This nation lives on money borrowed from other nations.
SPECIAL FRONTIER FORCE
IN 1882, LABOR DAY ORIGINATED WITH A PARADE HELD IN NEW YORK CITY
Posted on Monday, September 04, 2017 by EMILY NONKO
An illustration of the first Labor Day parade, via Wiki Commons
Though Labor Day has been embraced as a national holiday–albeit one many Americans don’t know the history of–it originated right here in New York City. The holiday is a result of the city’s labor unions fighting for worker’s rights throughout the 1800’s. The event was first observed, unofficially, on Tuesday, September 5th, 1882, with thousands marching from City Hall up to Union Square. At the time, the New York Times considered the event to be unremarkable. But 135 years later, we celebrate Labor Day on the first Monday of every September as a tribute to all American workers. It’s also a good opportunity to recognize the hard-won accomplishments of New York unions to secure a better workplace for us today.
According to Untapped Cities, the holiday has its roots in a common 19th-century tradition in which laborers held picnics and parades to draw awareness to worker’s rights. Organized unions emerged from there, and New York City became a hotbed for labor activists by the Industrial Revolution of the 1880s.
View of South Street during the Industrial Revolution, via the Metropolitan Museum of New York
Back then, laborers were fighting against low wages, unfair hours, child labor and unsafe working environments. (Most workers at the time worked six days a week, 10 or 12 hours a day, and Sunday was the only day off. There were no paid vacations, no sick days and very few breaks during a day.) Two labor groups, the Knights of Labor and the Tailor’s Union, established a city-wide trade consortium–known as the Central Labor Union of New York, Brooklyn, and Jersey City, or the CLU–in January of 1882 to promote similar goals. They called for things like fair wages, an eight-hour workday and an end to child labor. The group also proposed that for one day a year, the country celebrates American workers with parades and celebrations. The CLU went ahead and organized the first parade for the September 5th of that year.
According to Brownstoner, two different men within the labor movement were credited for the parade. Matthew Maguire, a machinist, first proposed a holiday and parade in 1882. He was the secretary of the CLU. But that same year, Peter J. McGuire, co-founder of the American Federation of Labor, also proposed a parade. The debate between the original founder of Labor Day was never settled, though Matthew Maguire usually gets the credit.
The parade began outside City Hall, with the CLU advertising it as a display of the “strength and esprit de corps of the trade and labor organizations.” It was important to the event that the men gave up a day’s pay to partake in the festivities. And they did arrive in droves, with banners and signs with slogans like “NO MONEY MONOPOLY” and “LABOR BUILT THIS REPUBLIC AND LABOR SHALL RULE IT.”
No drinking was allowed at the parade, which featured everyone from the Jewelers Union of Newark to the typographical union, which was known as ‘The Big Six.’ Along the route, which passed Canal Street on its way to Union Square, hundreds of seamstresses hung out the windows cheering the procession, blowing kisses and waving their handkerchiefs. It’s said as many as 20,000 men marched that day.
The party after the marchers hit Union Square was celebratory, according to the New York history book Gotham. Here’s a passage from the book:
Finally, after passing by a reviewing stand filled with labor dignitaries, the participants adjourned, via the elevated, to an uptown picnic at Elm Park. There they danced to jigs by Irish fiddlers and pipers and were serenaded by the Bavarian Mountain Singers while the flags of Ireland, Germany, France, and the USA flapped in the autumn air.
Labor Day parade float in New York City, early 20th century, via New York Department of Labor
Labor parades began in other cities around the county, and for a while, the day was known as “the workingman’s holiday.” By 1886, several cities had an annual parade, with legislation in the works to make the day a state holiday. Though New York was the first state to introduce a bill to make the holiday official, Oregon was the first to actually pass it as law in 1887. New York quickly followed suit that same year, as did New Jersey, Massachusetts and Colorado.
Labor unions, of course, went on to secure rights like the eight-hour workday, collective bargaining, health insurance, retirement funds and better wages. These days, the holiday is better known as a marker to the end of summer than a celebration of the working class. But it’s a nice reminder such hard-fought battles, which brought accomplishments that now define the American workplace, took root in New York.
Tags: Labor Day
WHOLE MURPHY – WHOLE LABOR – WHOLE LAW
Monday, June 25, 2018 marks the 80th anniversary of enactment of Fair Labor Standards Act (FLSA) which provides protection to people working in the US.
In my analysis, FLSA is fundamentally flawed for it divides workers into categories such as “White Collar” and “Blue Collar” without understanding basis for man’s existence in natural world. There can be no distinction among workers if Life is defined as ‘Knowledge in Action’. All human beings process similar kind of information and use chemical energy to perform similar kinds of sequential, guided, purposeful and goal-oriented actions described as ‘Metabolism’.
I ask US Congress and The US Department of Labor to put an end to division of workers into White or Blue Collar. As such, each employee and his or her employer must make determination about compensation or remuneration and agree upon salaried or hourly wage for performing labor. In my view, Natural Science does not validate the concept of “WHITE-COLLAR” as no human being performs executive, administrative, or professional service while operating metabolic functions of human bodies of their own. No man lives as boss, ruler, governor, or administrator of his own body.
SPECIAL FRONTIER FORCE
FACT SHEET – WAGE AND HOUR DIVISION (WHD) – U.S. DEPARTMENT OF LABOR
Clipped from: https://www.dol.gov/whd/overtime/whdfs17s.htm
(March 2018) (PDF)
Fact Sheet #17S: Higher Education Institutions and Overtime Pay Under the Fair Labor Standards Act (FLSA)
The FLSA requires that a non-exempt employee receive minimum wages for his or her work, as well as overtime wages whenever he or she works more than 40 hours in a workweek. Section 13(a)(1) of the FLSA, however, exempts certain employees who perform bona fide executive, administrative, professional, and outside sales duties from minimum wage and overtime requirements. These exemptions are often called the “white-collar” exemptions. This fact sheet discusses the applicability of these exemptions to jobs that are common in higher education institutions.
General Requirements for Exemptions
To qualify for a white-collar exemption, an employee must generally satisfy three tests:
- The employee must be paid on a salary basis that is not subject to reduction based on the quality or quantity of work (the “salary basis test“), rather than, for example, on an hourly basis;
- The employee must receive a salary at a rate not less than $455* per week (the “salary level test“); and
- The employee’s primary duty must involve the kind of work associated with the exempt status sought, such as executive, administrative, or professional work (the “duties test“).
- Additional information concerning these exemptions is available in Fact Sheets 17A-G. See
Exemptions for Common Higher Education Jobs
A teacher is exempt if his or her primary duty is teaching, tutoring, instructing, or lecturing to impart knowledge, and if he or she is performing that duty as an employee of an educational establishment. See 29 C.F.R. § 541.303. Educational establishments include elementary school systems, secondary school systems, institutions of higher education, and other educational institutions. See 29 C.F.R. § 541.204(b). If a bona fide teacher meets this duty requirement, the salary level and salary basis tests do not apply. See 29 C.F.R. §§ 541.303(d), 541.600(e). Given these standards, professors, instructors, and adjunct professors typically qualify for this exemption.
A faculty member who teaches online or remotely also may qualify for this exemption. The regulations do not restrict where bona fide teaching may take place, to whom the knowledge can be imparted, or how many hours a teacher must work per week to qualify for the exemption. The exemption would therefore ordinarily apply, for example, to a part-time faculty member of an educational establishment whose primary duty is to provide instruction through online courses to remote non-credit learners. The exemption could likewise apply, for example, to an agricultural extension agent who is employed by an educational establishment to travel and provide instruction to farmers, if the agent’s primary duty is teaching, instructing, or lecturing to impart knowledge. To determine a teacher’s primary duty, the relevant inquiry in all cases is the teacher’s actual job duties. Job titles or full/part-time status alone do not determine exempt status.
A teacher does not become non-exempt merely because he or she spends a considerable amount of time in extracurricular activities (such as coaching athletic teams or supervising student clubs), provided the teacher’s primary duty is teaching.
Athletic coaches employed by higher education institutions may qualify for the teacher exemption. After all, teaching may include instructing student-athletes in how to perform their sport. But a coach will not qualify for the exemption if his or her primary duties are recruiting students to play sports or visiting high schools and athletic camps to conduct student interviews. The amount of time the coach spends instructing student-athletes in a team sport is relevant, but not the exclusive factor, in determining the coach’s exempt status.
The FLSA provides for several kinds of exempt professional employees—such as learned professionals, creative professionals, teachers, and employees practicing law or medicine. In higher education, employees eligible for the professional exemption are often either teachers (as discussed above) or learned professionals (as described below). To qualify as a learned professional, the employee must satisfy three requirements:
- The employee’s primary duty must be the performance of work requiring advanced knowledge;
- The advanced knowledge must be in a field of science or learning; and
- The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.
See 29 C.F.R. § 541.301. Unless the employee is a teacher or practicing law or medicine, he or she must also satisfy the above-referenced salary basis and salary level tests to be an exempt professional.
In higher education, examples of exempt non-teacher learned professionals generally include certified public accountants, psychologists, certified athletic trainers, and librarians. Postdoctoral fellows, who conduct research at a higher education institution after completing their doctoral studies, likewise generally meet the duties requirements of the learned professional exemption, and they may additionally qualify for the teacher exemption if teaching is their primary duty. Of course, an employee’s qualification for the exemption depends on his or her actual job duties and education. Job titles alone are not sufficient for determining whether an employee satisfies the duties test.
Various employees at higher educational institutions may qualify as exempt administrative employees. The administrative exemption applies when the following requirements are met:
- The employee’s compensation must satisfy the above-referenced salary basis and salary level tests;
- The employee’s primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers; and
- The employee’s primary duty must include the exercise of discretion and independent judgment with respect to matters of significance.
See 29 C.F.R. § 541.200. Such administrative employees in higher education might include, for example, admissions counselors or student financial aid officers. An employee’s qualification for the exemption depends on his or her actual job duties; job titles alone are not sufficient for determining whether an employee satisfies the duties test.
Notably, there are specific regulatory provisions for certain administrative employees—known as “academic administrative employees”—whose primary duty is performing administrative functions directly related to academic instruction or training in an educational establishment. To be exempt as an academic administrative professional:
- The employee must satisfy the above-referenced salary basis and salary level tests or receive a salary of at least the entrance salary for teachers in the same educational establishment; and
- The employee’s primary duty must be to perform administrative functions directly related to academic instruction or training in an educational establishment.
See 29 C.F.R. § 541.204. Employees who work in higher education but whose work does not relate to the educational field (such as work in general business operations) do not qualify as exempt academic administrative employees. See id.
In higher education institutions, exempt academic administrative personnel generally include department heads, intervention specialists who are available to respond to student academic issues, and other employees with similar responsibilities. Exempt administrative personnel would likewise generally include academic counselors who administer school testing programs, assist students with academic problems, and advise students concerning degree requirements. Again, whether an employee satisfies the duties test for these exemptions depends on the employee’s actual job duties, not just the employee’s job title.
To qualify for the executive exemption, an employee must satisfy the following tests:
- The employee must receive compensation that satisfies the above-referenced salary basis and salary level tests;
- The employee’s primary duty must be managing the enterprise or a customarily recognized department or subdivision thereof;
- The employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent (for example, one full-time and two half-time employees); and
- The employee must have the authority to hire or fire other employees, or in the alternative, the employee’s suggestions and recommendations as to the hiring, firing, advancement, promotion, or any other change of status of other employees must be given particular weight.
See 29 C.F.R. § 541.100. Various positions in higher education institutions might qualify for the executive exemption, including deans, department heads, directors, and any other manager or supervisor whose job duties and compensation satisfy the above criteria.
As a general matter, most students who work for their college or university are hourly non-exempt workers and do not work more than 40 hours per week. The following, however, are examples of students who often receive a salary or other non-hourly compensation:
- Graduate Teaching Assistants. Graduate teaching assistants whose primary duty is teaching are exempt. Because they qualify for the teacher exemption, they are not subject to the salary basis and salary level tests.
- Research Assistants. Generally, an educational relationship exists when a graduate or undergraduate student performs research under a faculty member’s supervision while obtaining a degree. Under these circumstances, the Department would not assert that an employment relationship exists with either the school or any grantor funding the student’s research. This is true even though the student may receive a stipend for performing the research.
- Student Residential Assistants. Students enrolled in bona fide educational programs who are residential assistants and receive reduced room or board charges or tuition credits are not generally considered employees under the FLSA. They therefore are not entitled to minimum wages and overtime under the FLSA.
An employment relationship will generally exist when a student receives compensation and his or her duties are not part of an overall education program. For example, students who work at food service counters, sell programs or usher at events, or wash dishes in dining halls and anticipate some compensation (for example, money or meals) are generally considered employees entitled to minimum wage and overtime compensation.
Compensatory Time at Public Universities
Public universities or colleges that qualify as a “public agency” under the FLSA may compensate non-exempt employees with compensatory time off (or “comp time”) in lieu of overtime pay. A college or university is a public agency under the FLSA if it is a political subdivision of a State. When determining whether a college or university is a “political subdivision,” the Department considers whether (1) the State directly created the entity, or (2) individuals administering the entity are responsible to public officials or the general electorate.
If the public university or college qualifies as a public agency, non-exempt employees generally may not accrue more than 240 hours of comp time. However, employees engaged to work in a public safety activity, an emergency response activity, or a seasonal activity may accrue as much as 480 hours of comp time. See 29 U.S.C. 207(o)(3)(A). Private higher education institutions may not pay employees comp time in lieu of overtime pay.
Where to Obtain Additional Information
This publication is for general information and is not a regulation. For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call our toll-free information and help line, available 8 a.m. to 5 p.m. in your time zone at: 1-866-4USWAGE (1-866-487-9243).
The Department of Labor is undertaking rule making to revise the regulations located at 29 C.F.R. part 541, which govern the exemption of executive, administrative, and professional employees from the Fair Labor Standards Act’s minimum wage and overtime pay requirements. Until the Department issues its final rule, it will enforce the part 541 regulations in effect on November 30, 2016, including the $455 per week standard salary level. These regulations are available at: https://www.dol.gov/whd/overtime/regulations.pdf.
WHOLE FOODS – HAPPY PLACE – HAPPIER PEOPLE:
Whole Foods Market Inc.,(WFM) hired me during April 1997 and since that time I have been working in the Grocery Department at WFM Ann Arbor, Michigan location. Most of my fellow employees recognize me as the “WholeDude who Loves Whole Foods.” A person from Lansing, Michigan visited Ann Arbor on April 10, 2015 and inquired if I am happy working for Whole Foods. He asked for my opinion about Whole Foods as a workplace. I politely responded that I do not believe in private conversations. I prefer to express my opinions in writing and I invite people to respond to my views by offering comments in writing. I could not continue my conversation with that person who desired to investigate working conditions at Whole Foods in general and at Ann Arbor in particular. I would welcome him and others to leave comment on this post and ask for any further information to validate my opinion on Whole Foods – “A Happy Place With Happier People.”
WHOLE FOODS – “A HAPPY PLACE WITH HAPPIER PEOPLE”:
I have demonstrated the fact of my Love of Whole Foods during a Life’s Journey precisely measured in Service Hours. Love and Happiness are purely subjective experiences. But, the fact of Love and the mental condition called Happiness can be accurately verified by using objective criteria to prove that subjective experience. Some of the tested objective standards used in evaluating the ‘morale’ of any workforce include factors such as 1. Absenteeism, 2. Discipline, 3. Financial Security, 4. Sickness/Personal Injuries at workplace, and 5. Stress at workplace. Using these objective measurements, I would like to claim that I Love Whole Foods for I find Happiness at Whole Foods.
1. ABSENTEEISM: Research clearly demonstrates a direct link between absenteeism and the happiness experienced by a worker at his workplace. I worked about 37, 300 Service Hours( not counting Over Time Hours ) without no recorded unscheduled absence from work. Over the last 17 years of my employment at WFM, I generally maintained a Full-Time Status with variable work schedules dictated by the demands of the workplace. Apparently, I do not find the Service to be dull, uninteresting, monotonous, tedious, or boring. In fact, some of those characteristics are often associated with the experience called unhappiness. Unhappy workers tend to be either tardy or remain absent or miss scheduled work.
2. DISCIPLINE: Compliance with the Standards and Ethics of workplace is clearly linked with the ‘morale’ of the worker. Unhappy individuals more often face disciplinary action as compared to happy individuals. I will not be able to claim that I Love Whole Foods and I will not be able to assert that I am happy working at Whole Foods if I do not maintain a “Clean Slate”, a record that is free from marks of discredit or dishonor. I welcome any interested party to verify my personal Record of Service kept at WFM and I fully waive my rights to keep such information as private and confidential.
3. Financial Security: In modern economic life, the true index for personal happiness in life is not the figure on the paycheck. Happiness at workplace is not consistent with financial insecurity. The level of personal indebtedness is a true measure of a person’s financial security. I make a living working at WFM without incurring personal debts or taking Credit Card loans. In other words, while being an hourly wage earner who provides labor at WFM without a signed ‘Contract’, I am able to live a life without experiencing financial insecurity.
4. SICKNESS/PERSONAL INJURIES: A number of studies reveal a relationship between a person’s susceptibility to sickness/ a person’s proneness to injury and the person’s psychological state or condition. Current medical research indicates a connection between mental health and happiness with immune function. Even when the working environment is clean and healthy, unhappy individuals more often report sickness or sustain injuries at workplace. During the time I spent at WFM, I have not missed even a single day of my work on account of sickness or personal injury.
5. STRESS AT WORKPLACE: Occupational Stress is clearly reflected in the personal habits of the workers. Individuals experiencing stress are often driven to find relaxation by using tobacco, alcohol, or any variety of Chemical Substances and Drugs used for recreational purposes. Secondly, workers often take ‘Time Off’ to escape from the stress experienced at the workplace. I do not use tobacco, alcohol, or any other recreational substance and this fact has been consistently verified by voluntary participation in periodic drug screening tests and during medical examination by physicians over a course of 25 years. Apart from my freedom from Chemical Substances, the fact of not experiencing stress during my employment at WFM can be substantiated by the number of ‘Paid Time Off'(PTO) Hours that I have accumulated. I accumulated about 2, 750 PTO Hours to which the WFM has assigned a cash surrender value. In reality, I have not experienced an urge to pursue a habit for its recreational value. I do not watch movies or visit places for personal amusement. If time permits, I listen to songs composed in Indian languages to preserve my language skills.
All said and done, I am not suggesting that personal motivation as the most important factor to find happiness in employment. Happiness is like the Sunshine. To find happiness, the dude needs an external source of Light that generates happiness. To write and state, “WholeDude Loves Whole Foods”, the dude needs to be in relationship with an external source of happiness. WFM has stated ‘Team Member Happiness’ as its Core Value, an Operating Principle to govern the Employer-Employee relationship at the Company. I am submitting that the WFM Core Value of Caring for Team Member Happiness is truly experienced by me. In conclusion, with a sense of great pleasure I claim that Whole Foods is, “A HAPPY PLACE WITH HAPPIER PEOPLE.”
Whole Team Members who visit this Page can ‘Leave a Comment’ to receive the Whole Reward as shown under:
WHOLE TEAM – WHOLE LABOR – SCAPEGOAT TRADITION:
Here is the most exciting news for ‘Whole Team’ Members. You will be able to safe and securely thrust all the blame for all your mistakes on the head of your designated “SCAPEGOAT.”
As a ‘Whole Team’ Member, my primary concern is about your Happiness and Excellence at your Workplace. But, we have to accept the realities of life. In common usage, the word ‘Sin’ refers to the blame attached to any behavior or action that is not acceptable to established standards. At the Workplace, there are over one hundred rules of conduct and behavior; the terms and conditions for workplace behavior and conduct are explicitly stated. It is not easy to avoid blame or ‘sin’ and earn points that will invariably lead to corrective action which may include dismissal service. My idea is not about changing workplace terms and conditions for employment. I am proposing an original plan for ‘Sin Removal’ and ‘Sin Disposal’ Service that will promote your happiness and boost up your excellence in the tasks you perform.
My proposal for ‘Sin Removal’ and ‘Sin Disposal’ Service would have the following features. 1. An Official “SCAPEGOAT” of the Whole Team, 2. An Official ‘High Priest’, a designated ‘Team Leader’ or a designated ‘Store Team Leader’ who is given the powers to “TRANSFER” the blame and sin of a ‘Whole Team’ Member and place it on the head of the “ScapeGoat”, 3. On a designated day of ‘Atonement’ or on the “Team Member Appreciation Day”, the “ScapeGoat” will be dispatched to the Desert to safely and securely dispose all the blame and sin, and 4. On successful conclusion of the Mission, “ScapeGoat” returns to the workplace from the Desert.
We have to carefully understand the Biblical principles and practices to save people from punishment and harsh retaliation for their sinful conduct and behavior. While Bible recommends a very rigid conduct code, it uses a flexible approach while giving punishment. Bible does not always demand punitive or retaliatory action while it deals with the problem of sinful conduct. The Old Testament Book of ‘LEVITICUS’, Chapter 16, verses 7 – 26 give a very detailed description of the practice called “THE DAY OF ATONEMENT.” Bible gives the man a second chance, a chance to atone, redeem, and save himself for his shortcomings. It is very interesting to find that Bible has devised a mechanism to transfer the sins of an individual, or even a large group of individuals and place the burden on the head of an innocent creature whose life is spared while it finds an opportunity to dispose the sins in a place far away from the community. “But the goat chosen by lot as the scapegoat shall be presented alive before the LORD to be used for making atonement by sending it into the desert as a scapegoat(LEVITICUS 16:10).” Further, Bible carefully describes the entire practice by which sin can be transferred. “He(the High Priest) is to lay both hands on the head of the live goat and confess over it all the wickedness and rebellion of the Israelites – all their sins – and put them on the goat’s head. He shall send the goat away into the desert in the care of a man appointed for the task. The goat will carry on itself all their sins to a solitary place; and the man shall release it in the desert(LEVITICUS 16:21-22).” It is very clear that the Bible does not intend to punish or retaliate against the scapegoat which is used for Sin Removal and Sin Disposal Service and Bible insists that the life of the scapegoat must be protected by appointing a man for the task of dispatching it into the wilderness or desert.
I am applying the Biblical Tradition of Atonement to solve the problems of our Whole Team Members at the workplace. These hourly wage-earners who making living on their labor or physical exertion deserve some help to get rid of the burden imposed by citations that they receive for violations of the workplace code of conduct and behavior. It should be understood that these violations may not qualify as State or Federal Crimes. We need a flexible approach and we need a corrective action that may include the opportunity to transfer the blame and sin to a different person and give them the second chance. My proposal for Sin Removal and Sin Disposal Service is unique and is the first of its own kind. In the entire US history, no person has ever shared my concept of protecting the happiness and excellence of Whole Team Members by simply transferring, removing, and safely disposing off the sin burden by literally using another Team Member as a “ScapeGoat.” To protect the life and well-being of the “ScapeGoat” the Sin Removal and Sin Disposal Service needs a refinement of the Biblical practice.
The Sin Removal and Sin Disposal Service using the “ScapeGoat” is a vital Mission for ensuring the productivity and efficiency at the workplace as Whole Team Members cannot find happiness and excellence if they have to shoulder the burden of sin for workplace violations of the code for conduct and behavior. At the same time, it must be realized that the “ScapeGoat” is not a sacrificial goat. I have carefully selected the desert near Las Vegas City in Nevada as the destination of the “ScapeGoat” to release its burden of sins in the wilderness.
There are several tactical advantages in choosing Las Vegas as the destination of the “ScapeGoat” to dump its burden of sin. Las Vegas has clearly established its reputation as “Sin City” and hence the City cannot object or restrict the Sin Removal and Sin Disposal Service that involves using the desert near Las Vegas. Secondly, the City promoted itself using the Slogan, “WHAT HAPPENS IN VEGAS, STAYS IN VEGAS.”
For the successful execution of my ScapeGoat Mission, it is important that the sin that is removed and disposed must not return to the workplace. Las Vegas made an open commitment and had promised that “What Happens In VEGAS, Stays In VEGAS.”
THE BIBLICAL LEGEND ABOUT “ESCAPED GOAT” :
The phrase “ScapeGoat” was coined by William Tyndale in 1530. Tyndale was an English reformer and translator of the Bible. His work is the basis for the Authorized or King James Version of Bible of 1611. Most unfortunately, he was executed for heresy in 1536. He could not get the chance or fortune to be a “ScapeGoat” and he carried the burden for the faults of the Church and its Clergy. The phrase combines Scape + Goat and it is probably derived from Latin. Caper Emissarius which means Emissary Goat, or Greek. Tragos Aperchomenos which means Departing Goat. In Hebrew tradition, the phrase is derived from “Sair Laazazel” which means a “Goat that Leaves.” But, the Hebrew word “AZAZEL” also refers to the name of a ‘Desert Demon’. In Hebrew, the phrase was coined to imply that the “ScapeGoat” is always a He-Goat and that the “She-Goat” or “EZ + AZAZEL had already left or escaped. The Emissary Goat, or the Departing Goat has a purpose for it is sent to the wilderness to meet “AZAZEL” the Escaped She-Goat or its transformation, a Desert Demon. There is some connection between the Escaped She-Goat and the Desert Demon. To seek atonement, the Hebrew tradition is placing the burden of sins on a He-Goat and then releasing it in the desert or wilderness where it may have the opportunity to find the She-Goat or the Desert Demon which may eventually accept the burden of Sin delivered by the He-Goat. In my view, the safe and secure Sin Removal, and Sin Disposal Service may need an unknown Desert Demon or a She-Goat or a Female Deity who specializes in disposing the burdens of human Sin.
I am pleased to invite Whole Team Members to use the services of “ScapeGoat” and find Happiness and Excellence in their workplace. There could be some financial costs involved in the Sin Removal and Disposal Service. All Whole Team Members who apply for “ScapeGoat” Service will get a free box of 365 Everyday Value Mismatched Sandwich Cremes as a Welcome Gift.
SIN REMOVAL – SIN DISPOSAL SCAPEGOAT SERVICE – US $ 100 REWARD:
WholeDude.com claims that the Sin Removal and Sin Disposal ScapeGoat Service described in this article is original, and is one of its own kind. Any Whole Team Member who presents evidence to show that this Service is available from any other agency or entity can claim this US $100 Reward. Upon due verification, the Whole Team Member will be presented a $100 Whole Foods Gift Card.
WHOLE TEAM – WHOLE LABOR – WHOLE CONCEPTION – THE BIRTH OF SHAKE AND LIKE TRADITION:
The term “LABOR” refers to physical or mental exertion to accomplish a specific task or the work done by physical exertion. The word ‘Labor’ is also applied to all wage-earning workers as a group and distinguishes them from a group or class called Capitalist or Management. The work accomplished by the workers for wages is described as ‘LABOR’. But no Capitalist or no kind of ‘Management’ has any exclusive right to the use of Language. In Medicine, the term “LABOR” is defined as the process or period of childbirth, parturition; especially the muscular contractions of giving birth. In any case, the term ‘Labor’ implies physical work done to deliver a product or provide a service, or accomplish a task that involves the manual effort. In Medicine, Labor is preceded by an act called as ‘Conception’. The fact of Labor is the confirmation of the fact of ‘Conception’. There is no Labor unless the person had conceived. In my view, the ‘Capitalist’ is the ‘Father’ or the provider of the ‘Originating Seed’ that causes an incident called ‘Conception’ which further leads to Labor and Delivery by the use of muscular contractions.The term ‘Conception’ describes the act of conceiving, such as conceiving an embryo, or the beginning of some process, chain of events, or of conceiving mentally, the formulation of a new and original idea or concept . I am using the phrase “Whole Conception” to contrast my original idea with the Biblical concept known as “IMMACULATE CONCEPTION.” I want to submit with humility that my mind has simply conceived an idea after it is impregnated by an external stimulus, and that I was not fully aware or conscious when the event called ‘Conception’ took place. The term ‘Tradition’ refers to the handing down of Customs from generation to generation so as to make it a long-established practice. At Whole Foods Market, Ann Arbor, on Thursday, August 21, 2014, at the All-Store Team Meeting(ASTM), the birth of a new ‘Team’ tradition was announced. The idea of ‘Team’ describes a group of people working together in a coordinated effort in striving for a common goal. This concept of ‘TEAM’ does not include a group of laborers or wage-earning workers who come together to form an ‘Association’ or Union’ to promote and protect the welfare, interests, and rights of its members primarily by collective bargaining. Even if there is no ‘Association’, or ‘Union’ for the purposes of collective bargaining, the concept of “TEAM” is still useful at any workplace where a group of wage-earners work together to accomplish specific, or assigned tasks. From the idea of ‘Team’ the phrase called ‘Teamwork’ is derived and it describes joint action by a group of people in which individual interests are subordinated to promote group unity and efficiency. I coined the phrase “Whole Team” to give due credit and recognition to the “ORIGINATOR” who provided the economic stimulus to generate activity that demands the employment of a large group of wage-earners who labor to deliver the product called commodity or merchandise. The existence of ‘Whole Team’ is preceded by an act that can be named ‘Whole Conception’.
WHOLE MISSION – WHOLE VALUES – WHOLE CONCEPTION – THE BIRTH OF SHAKE AND LIKE TRADITION:
I conceived a new, and original idea and I respectfully compare my act of mental conception to that of “IMMACULATE CONCEPTION” described in The New Testament Books of Holy Bible. The originating seed for my mental conception is derived from the book “CONSCIOUS CAPITALISM” sold at Whole Foods Market, Ann Arbor. The image of a coiled Arrow that appears on the cover page of “Conscious Capitalism” is the “Father” of my “Child.” When the “Seed” found its way into my mind, I was not “Conscious” or aware of that stimulus. John Mackey is the author of the book and he is the CO-CEO of Whole Foods Market Company. The Company adheres to certain “CORE VALUES”( I describe them as “WHOLE VALUES”) and its Business Mission includes several new concepts apart from “Promoting Team Member Happiness and Excellence” and “Win – Win Partnerships with its Stakeholders” and the Company values its employees and treats them as partners or stakeholders. Whole Foods has distinguished itself from all other US Corporations by using its “Whole Values” to accomplish its “Whole Mission” and created a new trend in business philosophy that could be named “Whole Capitalism.”
I am using the term “WHOLE MISSION” as a new phrase to bring full unity between the “CORE VALUES” and the business practices of “CONSCIOUS CAPITALISM.” I am struck by this passion to promote Team Member Happiness and the drive to create partnerships with both suppliers and employees. It stimulated me to come up with a group practice that would provide ‘Reinforcement’ to substantially accomplish the task of promoting Team Member Happiness. In Psychology, ‘reinforcement’ refers to any action that reinforces a response and increases the probability of a response to stimulus. The single, most important factor that provides job satisfaction at a workplace is that of receiving appreciation in recognition of the work performed. In the context of Teamwork, there is a need for giving appreciation to individual Team Members in due recognition of their individual contributions even while the Team works to accomplish a collective mission fully subordinating their individual interests. I have visualized a simple practice that would let individual Team Members to experience Happiness while they take the initiative to recognize their own individual contributions and claim that they are pleased with the results.
WHOLE TEAM – WHOLE PRACTICE – WHOLE SHAKE – WHOLE LIKE – WHOLE HAPPINESS – THE BIRTH OF SHAKE AND LIKE TRADITION:
The idea of using the “THUMBS UP” sign is very popular and it instantly communicates that the person is pleased, and enjoyed the actions that preceded the action of giving the “THUMBS UP” sign.
In Indian tradition it is described that Birds make a living using their Wings and Man makes a living by using his hands. Social traditions have evolved and most of those traditions involve the use of hands to communicate a mental concept. Hand movements are used to symbolize the tasks performed to maintain Life through work or labor. Shake Hands is a popular tradition that involves the act of clasping each other’s hands as a token of agreement or friendship. Handshake is a traditional form of parting and greeting. To promote Team Member Happiness, I evolved a novel form of Handshake that will not involve clasping each other’s hands.
WHOLE PRACTICE – WHOLE TRADITION – WHOLE HAPPINESS – THE BIRTH OF SHAKE AND LIKE TRADITION:
I introduced the ‘Whole Tradition’ called “SHAKE AND LIKE” at Whole Foods Market during their All-Store Team Meeting held on Thursday, August 21, 2014. The participating Team Members form a wide circle and each person uses the right hand like in a traditional Handshake but will not grasp the hand of any other Team Member. The participating Team Member also uses his/her left hand to give the “THUMBS UP” sign. The “SHAKE AND LIKE” action involves the moving of right hand up and down with short, and quick movements in the air for five times while the left hand is held in the ‘thumbs up’ position. On the sixth move, the entire participating Team Members will jump up into the air with both hands going upwards in a show of joy and pleasure at the concluding move of the “SHAKE AND LIKE” action. The philosophy of “SHAKE AND LIKE” can be stated as “I LABOR, AND I LIKE.” The action called “Shake and Like” is that of each participant acknowledging their own individual work or Labor and contribution using the right hand movements up and down in the air and simultaneously being pleased with that work or Labor and contribution using the ‘thumbs up’ sign. When this action is performed as a group, it reinforces the idea of giving appreciation for contributing to the collective work on an individual basis. This concept of “SHAKE AND LIKE” has received the support from all of our Team Members and they participate in the action with great enthusiasm. If this tradition finds wider usage among Team Members or workers in the US and the rest of the world, it could become the most cost-effective tool to practice the idea of employees being treated as partners and stakeholders at any corporate entity. “Shake and Like” means “I Labor and I Like” and hopefully it will be the new ‘Mantra’ to create Job Satisfaction and Happiness at all Workplaces. But, all said and done, at any workplace, the rules, the code of conduct for the group of laborers is decided by the Capitalist or Management and the laborers may have no legal right to institute a traditional practice using their own initiative or imagination. Having conceded the limitations for creating new workplace traditions, I am still optimistic that new traditions will come into existence if they are founded on valid and verified principles of Human Psychology.
WHOLE TEAM – WHOLE LIKE – WHOLE PRIZE:
Team Members who visit this blog post are invited to use this opportunity to claim a “Whole Prize” by simply liking the post and leaving a comment. Go for it. Sorry, MILK NOT INCLUDED.
SPIRITUALITY SCIENCE – MAN IS A SPIRITUAL BEING:
In my view, Soul or Spirit is the divine attribute of a material substance that Science describes as Protoplasm, Cytoplasm, or Cytosol, the Living Matter found in all living entities.The method called scientific inquiry is limited to observations or statements that can be further verified. The reality of Soul or Spirit when defined as the vital, animating, Life principle of all living things can be verified using scientific inquiry. There is a fundamental dualism between matter and matter. A distinction can be made between living and non-living, or animate and inanimate matter. In Natural Science, matter is defined as a thing that has Mass and hence it occupies Space. While Matter has physical dimensions such as weight, and volume, it has an immaterial dimension for it has attributes such as being immutable, and imperishable. In Classical Physics, certain quantities are always conserved and the Fundamental Law of Conservation claims that Mass and Energy are neither created nor destroyed. It should not be of any surprise to note that Living Matter is associated with Soul or Spirit that is neither created nor destroyed and it is unborn. The presence of Soul or Spirit is revealed in the primary biological characteristics of living matter, material, or substance and these are the power of Nutrition, Sensibility, Consciousness, and Intelligence(the ability to acquire information, process information, use information, store information, and perform tasks that involve the use of information). We can easily make a distinction between a stone and Amoeba proteus. It is easy to understand Soul and Spirit as an operating principle that is present in all living things.
THE DUALISM OF SOUL:
Indian philosopher Madhvacharya made a distinction between Soul and Soul or he described the dualism of Soul. He made the distinction between the Divine Soul and the Human Soul. The physical reality of Human Existence can be explained as the Unity between the Human Soul and the Divine Soul while both may not be identical or the same. In a complex, multicellular organism like the human being, each independent living cell has the operating principle soul, and the Individual who exists because of the functions performed by the trillions of individual cells has a Human Soul or Spirit. To establish the physical reality of man’s existence, the cells, tissues, organs, and organ systems have to work together and it demands the operation of a central, coordinating, or controlling structure. In man, such a structure exists and is found in the Reticular Formation of the Brain Stem. The term Death, departure of Soul, or Spirit is medically documented as the cessation of functions of the Brain Stem and is often called Brain Death while the rest of the body will experience death as a consequence of the Brain Death.
THE STAGES OF HUMAN EXISTENCE – LIFE, DEATH, AND REBIRTH:
While the Life of the Individual can be objectively recognized, the continuity of this Human Soul or Spirit that is involved in establishing the Life of the Individual is not amenable for proper scientific scrutiny. If this Human Soul or Spirit has independent existence of its own when not associated with its human body, or the fact of Human Soul’s independent existence cannot be observed by scientific method. It is known that everything that is born in this world arrives as a newly created object, and in case of man, the genome that defines him has not existed in the past, and will not again exist in the future. However, the genome defines the human physical form and the Human Soul or Spirit is not concerned about the human physical form. The genome or DNA has no ability to exist on its own and is never independent. The genome or DNA works if its functions are supported by the Life operating principle called Soul or Spirit that belongs to the living matter found inside the living cell. The issue of rebirth, reincarnation, transmigration of the Human Soul cannot be verified as we can only verify the presence of the Human Soul while the Individual maintains the reality of physical existence. For Science, a thing called real must have correspondence with an external fact. Man and Soul are real for they exist in relationship with each other and there is correspondence between the two. It may be claimed that the Human Soul can have existence apart from the man if it exists in relationship with another living entity like God. At that time, Human Soul and God can have correspondence and this correspondence that is not entirely based upon the presence of a living human body cannot be discovered by Science. The stories about reincarnation or rebirth, or transmigration of souls cannot be verified by Science as they do not meet the basic objective criteria to establish the truth or reality of a Human Soul having its own independent existence in the absence of a living human body.
Rudra N Rebbapragada
Ann Arbor, MI 48104-4162, USA
SPIRITUALITY SCIENCE – WHOLE MEDICINE:
Medicine is among the most ancient of human occupations. Evidences of the practice of ritual healing, combining religion, and primitive science, are found in the earliest traces of human society and communal living. The Healing Art of ancient Greece was associated with the worship of Apollo who taught Medicine to Chiron and it was passed on to Aesculapius who could be a real person that lived in Greece around 1,200 B.C. The term ‘Asclepiad’ describes a physician and it was used to designate physicians belonging to a family that had produced well-known physicians for generations.
In ancient Greece, the knowledge of Medicine was imparted at Medical Schools and such institutions of Learning were known as ‘Askleipion’.
HIPPOCRATES – THE FATHER OF MEDICINE:
Hippocrates, c. 460 – 377 B.C. was undoubtedly a historical figure in spite of the fact that most accounts about his life could be imaginative. Little is known about him, but a great tradition surrounds his name. Apart from practising his art, he presumably taught at the Medical School at Kos.
Greek philosopher Plato called Hippocrates, “The Asclepiad of Kos.” Greek philosopher Aristotle said that, Hippocrates was called “The Great Physician.” Hippocrates had a philosophical approach to Medicine. He regarded the body as a “WHOLE” – that is, as an Organism. His medical practice resulted from his collection of information regarding parts of the body into an embracing concept and thereafter, the division of the “WHOLE” into its parts. He had promoted Medicine based on objective observation and deductive reasoning.
Hippocrates stated that it is more important to know what sort of person has a disease than to know what sort of disease a person has. In a quote attributed to Hippocrates, he claimed that wherever the art of Medicine is loved, there is also a love of humanity. Hippocrates may not have authored the so-called “Hippocratic Oath”, but he could have stressed the ethical code for the medical profession. He had also stressed the importance of diet and hygiene.
The principles taught by Hippocrates are, 1. a physician should work not for personal gain but for love of humanity, 2. disease should be studied by meticulous observation, and cases should be carefully recorded and studied to establish a prognosis, 3. disease is often the result of environmental forces, diet, climate, and occupation, and 4. a physician should emphasize simple treatment supplemented with careful diet and surgical intervention when necessary. In spite of the breathtaking rapidity of developments in modern Medicine, the basic concepts are still the same.
THE PHILOSOPHY OF MEDICINE – THE CONCEPT OF WHOLE MEDICINE:
Medicine is the Science and Art of Diagnosing, Curing, and Preventing Disease and it includes the relief of pain, minimizing of disabilities, improving, preserving and maintaining health. The term ‘Medicine’ is also used to describe any drug or other substance used in treating disease, healing, or relieving pain. In several native traditions across the globe, Medicine may include any object, spell, rite, etc., supposed to have natural or supernatural powers as a remedy, curative, preventive, or protective. The idea of ‘Take One’s Medicine describes the requirement to endure just punishment or accepting the results of one’s action. In my view, Medicine must be concerned with the status of man in the universe, in his natural environment, in his social community while the man exists as an individual with individuality. In other words, Medicine as a Science must primarily be concerned with the biological basis for the reality of man’s physical existence in the world. A systematic study of the biological basis of human existence would demand the study of Soul and Spirit as the vital, animating principle found in all living things. I seek the existence of Soul and Spirit in a substance that is basic to life activities. Spirit or Soul must be found in a living material substance that is responsible for all living processes. The term Soul and Spirit belong to the materialistic realm where the physical reality of man’s biological existence is established. Further, I do not intend to use the term Soul or Spirit as a metaphysical or transcendental reality independent of the living organism. I would define the phrase “Whole Medicine” as a systematic study of the Physical, Mental, Moral, Social, and Spiritual aspects of Man’s Well-Being in relation to health and disease while the man exists as a Created Being.