"May you live a long life full of gladness and health, with a pocket full of gold as the least of your wealth.
May the dreams you hold dearest, be those which come true; The kindness you spread, keep returning to you" - Irish Blessing
Getting to Know You
Autumn came to Callender Inc in May of 2013. She is the West Coast Office/Consultant Manager. Her main duties are the Resumes and all that it entails, helping with invoices as needed, Newsletter, visiting clients and consultants on regular basis, training logs and various other items.
She grew up all along the Desert starting with Lancaster, Mojave, Rosamond, North Edwards, California City and Boron. She moved to Bakersfield in junior high and graduated from Centennial High School in 1997.
She married young and gave birth to 2 boys and a girl. The oldest boy is Christopher who is 15. Rosalinda is 12, and the youngest Ethan is 9. Autumn worked for a company Valley Industrial X-Ray (Applus RTD) were she met Mathew Marler and she was remarried in 2007. She began doing Foster Care in 2009 and became a stay at home mom for 3 1/2 years. She had many kids come and go, but ended up adopting and doing legal Guardianship for some. Her adopted children are Sarah 7 and Marcus 5. She also adopted a very special needs child that was medically fragile and had many ailments. His name was Jordan and he passed away December 2012 at 7 years old.
Outside of work and children she enjoys Tattoos, photography and digital scrap booking and watching her favorite shows. Her favorite types of shows are comedy and The Walking Dead. She devotes a lot of time to community service projects including, Community Action Partnership of Kern, Early Childhood Policy Council and Habitat for Humanity.
Her biggest accomplishments in life as of far is overcoming many obstacles. She grew up in poverty and was subjected to many things that could of led her down the wrong path. She chose to not be a statistic and made better for herself even if it required working 3 jobs. "What has not killed me, has made me stronger."
Our way of showing you who exactly you are working with!
By Pastor Calvary Callender
I still remember very clearly that hot summer day that I set up my first (and only) lemonade stand. I got the posters made up, put together some cups and napkins, and made some lemonade in a little pitcher. I took the old card table out to the sidewalk and set up shop. I'm pretty sure that I drank more lemonade than I sold that day.
Whose kid actually ends up going into the lemonade stand business? You've seen them before; maybe you or your child have tried it. But there really are professional lemonade stands out there, so logic would dictate that some kid somewhere ended up going into the lemonade stand business full time. He wanted to try it one hot summer afternoon after seeing some of the other kids in his neighborhood doing it, or maybe he saw one set up at a baseball park and thought, "I could make a little on top of my allowance with this."
So he tries it out. Gets his dad to help him set up a rickety little stand. Hand paints a sign- "Lemonade - Fifty Cents." And after one successful day, he tries it again. And again. And again. Then he gets invited to bring his lemonade stand to a middle school baseball game, he ups his price to two dollars a glass, and pretty soon he's got a lot of invitations to bring his lemonade stand to all kinds of events. He's getting really busy, taking his lemonade stand all over town. Sure, he's making a really nice profit. But now things are a lot busier, a lot more professional. It's taking up more time than he expected. He's got to make special orders on lemons, he's having to keep track of all his expenses on a spreadsheet, and what started as a little hobby has become a time consuming commitment. And in that moment, he had to make a choice. Is this going to become a kind of career? Is he going to hire a few employees to share the load? What will he choose? Some of you out there are thinking, "Maybe I should go into the lemonade stand business." Others are thinking, "I wish that was my kid. My son or daughter doesn't even know what a spreadsheet is."
Whatever you're thinking, you understand that moment. There's a moment when we all have to make a decision. Is this a hobby or is this a career? Is this for fun or for something more? Am I trying this out or am I investing in it?
Luke 9:23 says, "If anyone would come after me, he must deny himself, take up his cross daily, and follow me." How do we feel about being a Christian? Are we trying him out, or is it an investment? Are we a fan or a follower? Most of us would immediately say we are follower's of Jesus, but don't jump to an answer too quickly. A fan is defined as "an enthusiastic admirer." My concern is that many of us feel like we are followers of Jesus, but in reality we are only fans ... enthusiastic admirers.
So today we have a question to ask, If we are a follower, are we all in? Are we really completely committed to Jesus? Being a follower requires an absolute commitment. We need to be careful not to customize our commitment, not to say, "I'm going to follow Jesus, but I'm going to kind of pick and choose the areas in which I will follow him." Followers of Christ understand that a commitment to him is an "all-in" commitment.
So, I would ask all of us to begin to search our hearts and ask, "Are we followers of Jesus, or just fans?"
News Features -
Injuries and death in the workplace can ruin a company's image and cause major legal problems. No one wants their employees to get hurt or even killed. Policies and safety procedures should be put into place and followed according to the law and other applicable regulations. There are a few things that you can do to make sure that your employees stay as safe as possible in the workplace.
Make sure your employees know and acknowledge company policies and safety practices. Everyone should undergo some type of orientation to become more familiar with the company polices and safety procedures. Each employee should demonstrate that he or she understands those policies and procedures. Each employee should also sign a document stating that they have read and understand those policies and procedures as well.
Ensure that all of your employees are properly trained for the job. If your employee needs to be certified to operate a type of machinery, then that employee should never be allowed to operate the machinery without proper certification. Enroll your employees in regular training to make sure that they are up to date on the proper skills, especially if new machinery or equipment is introduced to the workplace.
Likewise, if your employee is not able to lift a certain amount of weight or does not have the capacity to handle certain dangerous situations, then that employee should not be permitted to work under those circumstances any longer. You may need to hire someone who can do the job without as much of a risk of getting hurt. Employees should be hired for what they can accomplish safely and not just because certain spots need to be filled.
All dangerous and high traffic areas should be marked properly. There may be different areas in your workplace, and some may be more prone to danger than others. Clear markers in the area should designate and separate these areas from others. Signs on doors, walls, and certain machinery can help. Tape and different colours of paint can also help separate these areas and draw attention to them.
Do not let employees work alone with heavy machinery, if at all possible. Someone else should always be in the area to assist anyone who encounters a problem. A floor manager or supervisor should always be available for employees to ask for help. Make sure that everyone has access to a phone in case of an emergency.
Of course, all employees should have access to proper safety gear, water to flush out eyes and wash skin in the case of chemical use, and fire extinguishers. All employees should be properly trained to use this equipment regularly, and all equipment should be inspected to make sure that it is all in good and usable condition at regular and appropriate intervals throughout the year.
Enforce an anti-drug policy in the workplace.No one can work safely if he or she is under the influence of drugs or alcohol. This presents a huge problem that can be easily avoided if employees follow an anti-drug policy. Random drug tests may be done during employment, and employees should be screened before they are hired to begin with.
Some types of businesses are more dangerous than others, but most businesses all have the potential for injury or even death. Making sure that employees follow certain safety rules and are trained properly is a huge part of keeping everyone safe in the workplace. However, the workplace must be kept clean, in order, and have good working safety regulations in order to work cohesively with the employees' efforts to remain out of harm's way.
Anti Slip Tape carries all of the abrasive and non-abrasive anti slip tape, all made by the reliable manufacturer Heskins, that businesses need to keep employees safe and to increase productivity. All of Heskins non slip tape is manufactured to the highest standards using the most advanced technologies to create the best tape available. Heskins abrasive and non-abrasive anti slip material is conveniently distributed worldwide to end-users, businesses and re-sellers. For more information on the types and colours of anti-slip tape available or to create a customized solution for any situation, please visit http://www.antisliptape.co.uk or call 01254-832266.
Article Source: http://EzineArticles.com/8338233
Articles & Info
Air Winch Line Caught in Derrick Fingers Results in an Employee Being Pulled off of the Rig Floor
While rigging up a fill and circulation (FAC) tool, the air winch line became trapped in the fingers on the derrick. This prevented the tool from aligning with the wellbore for installation. The tool was lowered in to the V-door to take the weight off and thus free the cable. As an employee pulled the cable free from the derrick fingers it jerked violently pulling the employee off of the rig floor. The employee was thrown approximately 10 feet (3 meters) off of the rig floor and fell striking his head on the edge of the V-door. The employee then fell another 20 feet (6 meters) to the ground.
WHAT CAUSED IT:
-Training on FAC tool rig up and potential hazards was lacking.
-IF the AC tool needs to be laid out it must be placed on the catwalk and not the V-door stop.
-Situational awareness was a big factor. Due to the amount of people involved and the operation in progress when the accident occurred, the attention to detail should have been better. The rig floor was congested from the stand point of personnel on the floor;and drill pipe that was racked back in the derrick did impair visibility.
-The guards on the rig floor were not used when picking up equipment through the V-door.
-Speed while rigging up was an issue. The injured employee, who took the air winch line away from two other personnel, jerked it free from the derrick fingers. The potential danger had not been identified nor addressed.
-There was no verification that the air winch line was clear of the derrick fingers prior to picking up the tool..
-The drill pipe in the derrick impaired the air winch line operator's vision on the location of the air winch line.
-Improper placement of the FAC tool on the Pipe Stop on the V-door also contributed to the accident. The tool was set on the stop in a semi vertical position. An approximately 8 foot (2.4 meters) hose was on the bottom of the assembly 4 feet (1.2 meters). This action removed the slack instantly from the air winch line.
CORRECTIVE ACTIONS: To address this incident, this company did the following:
-The company reminded all rig personnel that if the V-door guards are not in place, fall protection should be used when working in this area.
-Through a company approved safety alert, the company communicated to all service personnel what had happened to increase awareness during this operation.
-The company instructed all drillers to verify that air winch line is not out of position on the derrick fingers prior to picking up the tool. If the derrick finger barriers are available, they should be verified that they are in place.
-The company instituted a policy change that does not allow their personnel to operate the rigs equipment. Personnel are to only operate their company specified equipment.
Los Angeles-based Occidental Petroleum Corp. (NYSE: OXY) announced early Friday that it is splintering off into two companies and moving its headquarters to Houston.
The oil and gas exploration and production company is separating to create a new company that will oversee its existing California assets as the state's largest natural gas producer.
Occidental is reportedly the largest oil producer in Texas and already maintains its oil and gas operations and energy marketing offices in Houston at Greenway Plaza. The company extended its lease in Greenway Plaza in March of 2013.
But the change announced Friday will move the overall headquarters from Los Angeles to Houston.
It will have exploration and production operations in the Permian Basin and other parts of Texas, the Middle East region and Colombia. It will also have a midstream and marketing segment and a chemical subsidiary, OxyChem.
"Creating two separate energy companies will result in more focused businesses that will be competitive industry leaders," Occidental President and CEO Stephen Chazen said in the announcement.
The board of directors also revealed that Chazen has been asked to remain as president and CEO to lead the transition and ensure that a suitable management team is in place for Occidental. He has agreed to do so through the 2016 Annual Meeting of Stockholders.
Occidental plans to announce the management team of the new California company in the third quarter of the year and to complete the separation by the end of 2014 or early 2015.
The new California company will have 8,000 employees and contractors and will be California's largest natural gas producer and the state's largest oil and gas producer on a gross-operated barrels of oil equivalent basis.
Occidental headquarters in Houston will oversee its operations in the United States, the Middle East, northern Africa and South America.
News Features -
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