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In "The Faker and the Finder," the author's transparency of a "dirty soul" helps the reader become aware of a Divine relief for a heavily wounded spirit. An unveiling of the impact of tragedy and trauma on the mind and body, she takes the hand of the reader and walks them step-by-step through her journey of trying to fake her way back into feeling alive. The Finder's restoration plan for her existence and eternity revealed a Father who would not surrender control.

Thank you for your work to restore certainty to the Kansas 'Hard 50' sentence.

This article is the first report on the results of the Indiana Law Alumni Survey, conducted on Indiana University Law School - Bloomington alumni over the last six years. The survey asks for responses from law alumni five and fifteen years out of law school to examine their reflections on their experiences with law school and their experiences in their careers. Extensive data are collected on alumni careers, type of practice, hours of work, income and job satisfaction, as well as personal and family characteristics. The results show that Indiana alumni were active students, and are generally very satisfied when they think back to their law school experiences. Indiana alumni found law school particularly satisfying intellectually. Women were particularly satisfied with their law school experience. Students' participation in extra-curricular activities and employment may be indicative of their future career plans, as it seems that students chose to participate in activities they believed would help for the particular career they wanted to pursue. We also find that, after graduation, Indiana alumni use their talents and skills to undertake successful careers in a variety of professional settings while attempting to balance work with family life. Traditional gender roles affect family life and career as male alumni are more focused on earning income and are more likely to be the primary breadwinner in any marital relationship, while our female alums report significantly greater childcare responsibilities. Women, Blacks, and Hispanics tend to be found in greater proportions as government attorneys, public interest attorneys or acting as corporate counsel, and the women who go into private practice tend to be found disproportionately in the larger law firms. Women and Blacks report lower incomes than men who are predominately found in private practice, while they report similar job satisfaction. Women tend to report higher levels of satisfaction with their families. The personal traits of the examined lawyers and the family choices they make can have profound effects on their careers.

Hollywood can seem like a tricky beast, but the more you know about its wily ways, the less intimidating it is, and the more fun its wild nature will be. "Thriving in Hollywood!" is a compilation of 25 pieces written by 21 different women in the entertainment industry from the first year of msinthebiz.com. Whether you are brand new to the business or an industry veteran, "Thriving in Hollywood!" will keep you motivated, inspired and arm you with knowledge.

In the last three decades, the American labor market has undergone a dramatic transformation that has heralded enormous change in the governance of the workplace. The development of new information technology and the rise of the global economy have decentralized firm decision-making and brought the market into the firm in ways that have not previously been experienced. These changes have made possible a new flexibility in many production methods which allows the vertical disintegration of firms, compartmentalization of production and the out-sourcing of work on the global market. Firms can now organize production on a global scale, coordinating parts production with suppliers from across the globe, assembling engines and transmissions in Asia, and doing final assembly in consumer countries, using subcontracted or temporary labor. As a result, the paradigmatic employment relationship in the United States, and other developed countries, has moved away from a long-term relationship governed by internal labor market rules within a centralized managerial structure, toward a short-term relationship governed by international labor markets in a decentralized managerial structure. This transformation in the labor market has contributed to the decline of union representation in America. The decline of hierarchical management and the role of internal labor market rules has robbed unions of some of their traditional function of representing employees within this hierarchy. Indeed, the new systems of decentralized management, employee involvement and subcontracting, combined with same very generous Supreme Court interpretations of the managerial and supervisory exemptions under the National Labor Relations Act (NLRA) have left from 31- 40% of employees uncovered by the Act. At the same time, the rise of the global labor market and the movement of manufacturing jobs overseas has undermined unions' bargaining power. American unions are representing less and less people, and bringing less clout to bear at the bargaining table. As a result, more and more American workers find themselves in a system of workplace governance based on individual contract within a context of common law rules and state and federal legislation rather than collective bargaining. Moreover, the development of the new information technology, the rise of the global economy and the corresponding decline of unions has lead employers to negotiate or impose different terms in individual employment contracts. With the decline of long-term employment, employers have sought to protect their investments in training and intellectual property by requiring covenants not to compete and follow-on clauses, while attaining greater flexibility in the employment relationship by reducing expectations of job tenure and deferred benefits. Additionally, as union representation has declined in the private sector, employee litigation has come to loom large in the minds of employers and they have turned to alternative methods of dispute resolution to avoid litigation and communicate with their employees even in the absence of a union. In particular, the practice of arbitration pursuant to individual employment contracts, or employment arbitration, has grown, encouraged by legislation and court decisions favoring the procedure. Finally, perhaps in response to the decline of employee rights in the new economic regime, in recent years there has been a modest erosion of the traditional common law doctrine of employment-at-will that undergirds the American system of individual contract. In the last three decades, courts in many jurisdictions have developed common law exceptions to the employment-at-will doctrine for discharges in violation of public policy, public duty, implied contract and the implied covenant of good faith and fair dealing. At the same time, many state legislatures have passed statutes protecting employees from discharge in certain cases. These common law and statutory exceptions have circumscribed an outline of basic common law protection against the worst abuses of employer power in the system of individual contract. In this essay, we will set forth an empirical outline of the contemporary individual contract regime of workplace governance regime in the United States. Because of the breadth and diversity of the individual contract regime, this description cannot be exhaustive. We focus almost exclusively on what is known about the contents of individual contracts for employment and recent common law and statutory restrictions on the employment at-will doctrine. Where appropriate we will make comparisons with the employee rights and procedures that exist under workplace governance through collective bargaining. In this way we hope to provide a brief description of what is currently known about the contours of this regime and how it varies from the regime of collective bargaining in order to provide a basis for further research.

K.S.A. 79-2804 requires foreclosure sales be held by public auction. The requirement for public auction is satisfied by use of an online auction site with members of the public being allowed an in-person place in the county to observe or bid. Kansas law does not specifically require a public auction be held solely in person. Cited herein: K.S.A. 58-1015, 75-4317a, 79-2302, 79-2303, 79-2306, 79-2401a, 79-2801, 79-2803, 79-2804.

The area that would become Washington County was first settled by the explorers, trappers, and fur traders who traveled by steamboat along the Missouri River to an area inhabited by the Otoe, Missouri, and Omaha Indians. These settlers were pioneers of German, English, Danish, and Irish ancestry who migrated west in search of a better life. They came by steamboat, flatboat ferry, the occasional canoe, on horseback, in wagon teams, and sometimes by foot, venturing into the vast great plains of the frontier. They staked their claims, built sod and hewn-log homes, and traveled on the first post roads using old Indian trails. From the timberland along the river, they pushed westward into the lush rolling hills of red top, timothy, clover, and prairie grasses and tilled the virgin soil to build their futures. It would be another 15 years before the railroad broke ground. These brave men and women journeyed westward, traveling with all their possessions, into the untamed territory that they would later call home.