Wednesday, April 25, 2007

WBEN 930 AM (Radio in Buffalo), April 24, 2007, Tuesday

WBEN 930 AM (Radio in Buffalo)

Delphi Unions Meet To Talk Wages, Possible Strike
Tuesday, April 24, 2007 07:26 AM - WBEN Newsroom

http://www.wben.com/news/fullstory.php?newsid=07324

Listen To Audio

WBEN's Barbara Burns
Exclusive WBEN Windows Media Audio

Arthur Wheaton was interviewed for this show.

Buffalo, NY (AP/WBEN) - General Motors Corp. Chief Executive Rick Wagoner said Friday he remains "optimistic" that Delphi Corp., its biggest parts supplier, can reach an agreement to exit bankruptcy and avoid a crippling strike.

But United Auto Worker locals nationwide are convening Tuesday to discuss wage issues, and possibly look at a strike. To hear more onthe talks, click the audio link above for a report from WBEN's Barbara Burns.

Delphi said Thursday it will leave bankruptcy protection later than anticipated because Cerberus Capital Management LP probably will abandon a plan to invest $3.4 billion in the former GM subsidiary.

Life Science Weekly, April 24, 2007, Tuesday

Copyright 2007 Life Science Weekly via NewsRx.com & NewsRx.net

Life Science Weekly

April 24, 2007

SECTION: EXPANDED REPORTING; Pg. 3165


HEADLINE: PSYCHOLOGY;

Scientists at Cornell University publish new data on psychology

BODY:

A report, "Retesting in selection: a meta-analysis of coaching and practice effects for tests of cognitive ability," is newly published data in Journal of Applied Psychology. "Previous studies have indicated that as many as 25% to 50% of applicants in organizational and educational settings are retested with measures of cognitive ability. Researchers have shown that practice effects are found across measurement occasions such that scores improve when these applicants retest," scientists in the United States report.

"In this study, the authors used meta-analysis to summarize the results of 50 studies of practice effects for tests of cognitive ability. Results from 107 samples and 134,436 participants revealed an adjusted overall effect size of .26. Moderator analyses indicated that effects were larger when practice was accompanied by test coaching and when identical forms were used," wrote J.P. Hausknecht and colleagues, Cornell University.

The researchers concluded: "Additional research is needed to understand the impact of retesting on the validity inferences drawn from test scores."

Hausknecht and colleagues published their study in the Journal of Applied Psychology (Retesting in selection: a meta-analysis of coaching and practice effects for tests of cognitive ability. Journal of Applied Psychology, 2007;92(2):373-85).

For additional information, contact J.P. Hausknecht, Cornell University, Dept. of Human Resource Studies, Ithaca, NY 14853 USA.

The publisher's contact information for the Journal of Applied Psychology is: American Psychological Association, 750 First St. NE, Washington, DC 20002-4242, USA.

Keywords: United States, Ithaca, Psychology.

This article was prepared by Life Science Weekly editors from staff and other reports. Copyright 2007, Life Science Weekly via NewsRx.com.

The New York Times, April 22, 2007, Sunday

Copyright 2007 The New York Times Company

The New York Times

April 22, 2007 Sunday

Late Edition - Final

SECTION: Section 9; Column 1; Style Desk; THE AGE OF DISSONANCE; Pg. 3

HEADLINE: When You Meet an Imus

BYLINE: By BOB MORRIS.

E-mail: Bobmorris@nytimes.com

BODY:

I was descending in an elevator from a party last weekend with some very wound-up young strangers. Out of the blue, one of them looked straight at the well-dressed friend I was with, and said, ''Hey, I saw you on Oprah.''

He thought he was being funny. But all heads went down in the elevator because this friend of mine was the only black person at the party. Was this a racist jibe or just a very poor choice? I wanted to respond to diffuse the tension, but with what?

Fortunately, I didn't have to say anything.

''Yeah,'' my friend shot back playfully, ''and I called her a nappy-headed ho.''

That got a laugh, and the transgressor was quietly shamed.

If only it were always so easy. But even now, after the last of the public debate over why Don Imus lost his job for carelessly throwing an epithet at an innocent team of female basketball players, how many of us would know what to do in that elevator?

When celebrities say something with racial overtones, they get zapped because they're famous. Raoul Felder, the celebrity divorce lawyer, was being asked to resign from the New York State Commission on Judicial Conduct because of a book he wrote with Jackie Mason that colleagues say has ''racial, ethnic and religious invective.''

Well, as the satiric song from ''Avenue Q'' cheerfully suggests, ''Everyone's a Little Bit Racist,'' and some happen to be more publicly accountable than others.

But once you get off the grid of the famous and into everyday life, what do you do? Is it better just to let an inappropriate comment pass?

Most people would rather walk away than risk a confrontation. And most etiquette authorities counsel the same thing, suggesting that the silence a racist or sexist remark provokes is enough of a reply to embarrass a transgressor, though a few argue that inaction just worsens the problem.

''If you chose not to respond,'' said Christopher Metzler, a professor with the Cornell School of Industrial and Labor Relations, ''aren't you knowingly participating?''

Earlier this month he was on an elevator at a conference (about diversity, of all things) when one woman said to another, ''I guess the tanning bed is working.'' The ''tan'' woman was of mixed race. Everyone froze except Professor Metzler.

''After asking her what she meant, and getting a silly answer,'' he said, ''I told her the comment was inappropriate. Doing that is never an easy thing.''

Gwen Krause, a New Yorker who teaches mediation and conflict resolution to executives, was on a vacation when a white tourist told a black tourist, who was Ms. Krause's traveling companion, ''Hey, why don't you smile so we can see where we're going?'' Ms. Krause and her companion were both too stunned to say anything.

''And it's my job to know how to deal with situations like that in the workplace,'' she said. But if she had said something, would that have created more awkwardness, not just because of the confrontation but because it draws more attention to the victim?

Not everything has to be a ''teachable moment,'' as educators like to say. The summer before last, I was a houseguest having lunch when the husband of my host told a Jewish joke. I was glad his wife didn't think she had to rise to my defense. I mean, what good would it do to chide an 85-year-old man unlikely to change his ways?

Of course, every situation is different. Office workers are required to flag racism. Family members are not, but often do so for their own reasons. Some pull the guilty aside for a private talk, others are more public.

When Margaret Cho, the comedian, noticed a bumper sticker that said, ''This car was built with tools, not chopsticks,'' she just pulled up next to the driver, rolled down her window and yelled, ''Aaagh! Aaagh! Aaagh!'' before driving away.

But Harriette Cole, a syndicated columnist and the author of ''How to Be,'' an etiquette guide for African-Americans, strives for a more elegant delivery. When men on the street or in bars make catcalls, she asks them what their mothers would think.

''You do it with a twinkle in your eye, but you get the point across,'' she said.

Or as my friend said after our elevator incident, ''The best way to bite back is with charm.'' If that takes too much effort, a simple ''I don't get it'' may work, too. Sometimes the best way to deal with a fool is to play one yourself.

URL: http://www.nytimes.com

Fiber2Fashion (India), April 20, 2007, Friday

Fiber2Fashion (India)
http://www.fibre2fashion.com/news/daily-textile-industries-news/newsdetails.aspx?news_id=34068

USA : Cornell ILR launches Globalization and the Workplace program

April 20, 2007

Cornell's School of Industrial and Labor Relations (ILR) has launched a new program, Globalization and the Workplace, which will have a substantial presence both in New York City and Ithaca.

"Other universities have globalization centers, but as far as I know, no other group has specifically focused on the world of work as we're about to do," says Gary Fields, professor of labor economics and director of the new program, which will be administered by the ILR International Programs Committee.

The program is designed to address how the forces of globalization could be harnessed to improve earning opportunities for working people throughout the world and to better enable low-wage workers to work their way out of poverty.

The new program also will focus on the important workplace issues surrounding economic development in emerging economies and the repercussions for workers in developed countries. In its three-year start-up phase, it will support research by faculty and students, provide a forum for policy debates, develop and offer at least one new undergraduate course and help expand study-abroad opportunities.

Start-up funding for the program is provided by David M. Cohen, ILR '73, former assistant vice president of the Columbia University Medical Center, and his wife, Abby Joseph Cohen, A&S '73, a managing director of Goldman Sachs.

"The world will continue to get smaller as transportation and communications improve, and industrialdevelopment and the need for natural resources grow along with consumer demand," said David Cohen. "It is critical that the ILR School establish itself as the leading academic center studying the impact -- for better or for worse -- of the integration of the global economy so that we can avoid the mistakes of the past.

"People who live and work in China, Asia, Africa and Latin America will see major changes in their lives as they increasingly become part of the world economy. Similarly, we in the United States feel the impact of manufacturing and service jobs moving offshore on our own economy," Cohen added. "No institution is better positioned to bring the tools of social science to this endeavor than the ILR School."

Abby Cohen said: "The rapid economic development now occurring elsewhere [in the world] raises many questions. These involve not only the challenges to our own workforce and employers, but also the desirability of creating safe workplaces and opportunities to lift people in other regions out of poverty and into productive work lives."

The Cohens have a long history of involvement with Cornell. Abby Cohen is a presidential councilor and trustee emerita of the university, as well as a member of the board of overseers of the Weill Cornell Medical College. David Cohen is a member of the ILR dean's advisory council and the University Council and is chair emeritus of Cornell Hillel. In recognition of their support, the Cohens have been honored as Foremost Benefactors of Cornell University.

Cornell University


PR Newswire US, April 20, 2007, Friday

Copyright 2007 PR Newswire Association LLC.

All Rights Reserved.

PR Newswire US

April 20, 2007 Friday 4:53 PM GMT

HEADLINE: Teamsters Confront Board Regarding Anti-Union Activities by FirstGroup in U.S.;

Calls On FirstGroup to Keep Promise to 'Stamp Out Anti-Union Behavior'

DATELINE: ABERDEEN, Scotland April 20

BODY:

ABERDEEN, Scotland, April 20 /PRNewswire-USNewswire/ -- FirstGroup faced intense questioning from American trade unions at a shareholders' meeting in Aberdeen today that was called to approve the company's takeover of Laidlaw International, the largest school bus operator in the U.S.

Officials of two of the biggest U.S. unions raised serious concerns about labor relations at FirstGroup's American subsidiary, First Student, which operates more than 20,000 yellow school buses.

Pressure on the company to rein in its American managers increased when a group of influential Labor backbenchers issued a statement today calling on FirstGroup to "honor its commitment to remain neutral on the issue of union membership in its U.S. subsidiaries.

"The expertise of this company in operating bus services would normally be welcome in the USA. It would be unfortunate if its attempt to reinstate nineteenth century anti-trade union methods in the 21st century were to lead to a loss of support and confidence in the U.K. Company," the MPs said.

A First Student bus driver, Connie Torres, from Pine Bush, New York, told the shareholder meeting: "The company has told investors and the Press that it respects workers' democratic right to a secret ballot election.

"But after our election, where we exercised that right and voted for the union, the company rejected our decision and filed objections to the election, making it perfectly clear that the company does not want a union.

"I call on you today to protect workers' rights to freedom of association. I call on you to hold to your word to stamp out anti-union behavior at FirstGroup."

Martin Gilbert, FirstGroup chairman told Ms. Torres: "You have my assurance on that."

Last year the U.K.'s largest public transport operator faced an embarrassing shareholder revolt at its annual meeting when Mr. Gilbert was forced to promise that the group would "do everything in its power" to "stamp out anti-union behavior."

A report produced by American and British academics and employment specialists published this week concludes that the company has "failed to live up to its commitment not to interfere with its employees' right to choose a union."

Stephen Edwards, an SEIU official who last week visited First Student depots in New York with British and Dutch trade unions, told the shareholder meeting: "In every instance workers consistently reported that not only had management behaved in an anti-union manner in some shape or form during the election process, but also had continued to campaign against the union after the election had taken place."

Notes to editors:

The full report, FirstGroup's Neutrality Policy: Failed Implementation can be found at:

http://org.teamster.org/firststudent/firstgroupneutralitypolicy.pdf

.

Its authors are:

-- Dr John Logan, lecturer in employment relations and organizational

behavior at the London School of Economics

-- Professor Lance Compa, a lawyer and specialist in labor and human

rights law at Cornell University, New York

-- Fred Feinstein is a former General Counsel to the U.S. National Labor

Relations Board. He also served for 17 years as General Counsel to a

House of Representatives labor relations committee

Further information:

Tommy Campbell, T&G, Aberdeen 01224 645271, 07810 157920

Professor Lance Compa, Cornell University, 001 607 255 7314

Connie Torres (in Aberdeen) 001 202 409 4148, 001 202 297 5888

Alen Mathewson 07977 109 666 (for MPs' statement)

CONTACT: U.S.: Galen Munroe, +1-202-624-6904; or U.K.: Leslie Miller,

+1-202-409-4148, both of International Brotherhood of Teamsters

Web site: http://www.teamster.org/

SOURCE International Brotherhood of Teamsters

URL: http://www.prnewswire.com

Cleveland Jewish News, April 19, 2007, Thursday

Cleveland Jewish News.com

Wednesday, April 19, 2007

http://www.clevelandjewishnews.com/articles/2007/04/19/news/local/mourning0420.txt


Mourning a loved one ... online



Unique website designed by 20-year-old

Alex Kantrowitz, a freshman at Cornell University, believes many things in life are simpler with the help of the Internet n making travel plans, paying bills, keeping in contact with friends. When it comes to the death and mourning of a loved one, Kantrowitz, 20, was “amazed the Internet hasn’t been used to smooth out the process.” So he spent nearly a year creating a website designed to help mourners during their time of need.

Nichum.com (nichum means comfort in Hebrew) was launched nearly two weeks ago. When a loved one passes away, members can post pertinent details such as funeral and shiva date, time and location, on the completely free site. Photos can be posted and there can also be a link to a map to provide directions for out-of-towners.

The site will be funded, explains Kantrowitz, by service-related advertisers such as koshergiftbaskets.com. The ads will give users an opportunity to send items to mourning families such as gift baskets, food trays and flowers.

The most important feature of the site, in Kantrowitz’s opinion, is the “stories of a life” section, a forum that allows users to post personal stories. “People are at their computers all the time these days. To post a story takes a few minutes and creates a living memorial that wouldn’t be possible without the site.”



Kantrowitz, whose home is in New York, created the site not based on personal loss but because he thought it will be a useful tool at some time or other for everyone. The loss of a loved one is “one of the most difficult times in a person’s life, and it can definitely be the most confusing,” he says. Instead of being inundated with phone calls, mourners can direct family and friends to the site, where they will find all the information they need.

New technology, especially dealing with a sensitive issue, can take a while to get used to, Kantrowitz admits, but “as time goes on, this will be an essential tool in the hands of Jewish mourners.” Although the site is in its early stages, there has already been good response in posting. “I wasn’t sure what type of reaction to expect, but I’m pleasantly surprised at the extremely positive reaction the site has received.”

Rabbi Yehuda Pearl at Congregation Anshei Shalom in West Hempstead, N.Y., viewed the new site. “He was extremely positive, and he thought using the Internet would really help people during a trying time,” says Kantrowitz.

The next step is getting funeral homes and synagogues involved and aware of the site, Kantrowitz says. He is designing a brochure about the site that he hopes funeral homes can give to mourners when discussing arrangements. Instead of having synagogue “phone trees,” Kantrowitz is hoping an announcement directing members to the site will be used.

Creating the new site while still being a student “isn’t easy,” Kantrowitz admits, but he believes it is worth the extra effort. “If it’s something I really believe in and am passionate about, I feel it’s necessary to put (work) into.”



The student, who is majoring in labor relations, says he is unsure of his career path, but said it probably won’t be running the site, because the hard work of creating and getting the site running is done. “The issues that will come up will be minor,” he says. “It should run itself.”

jdaddario@cjn.org

PR Newswire US, April 19, 2007, Thursday

Copyright 2007 PR Newswire Association LLC.

All Rights Reserved.

PR Newswire US

April 19, 2007 Thursday 11:00 PM GMT

HEADLINE: Teamsters Raise Concerns Over Antiunion Activities by FirstGroup in U.S.;

FirstGroup Worker to Speak at Friday Shareholder Meeting

DATELINE: ABERDEEN, Scotland April 19

BODY:

ABERDEEN, Scotland, April 19 /PRNewswire-USNewswire/ -- Shareholders in FirstGroup will be told in Aberdeen today that the company has reneged on a commitment to "stamp out anti-union behavior" in its subsidiary in the United States.

A report by academics in the UK and America has found that First Student, which operates more than 20,000 yellow school buses, is still using anti-union tactics. It accuses the company of "fighting a war" with employees and engaging in activities intended to "create an atmosphere of fear and distrust in the workplace to prevent employees forming a union."

Last year the UK's largest public transport operator faced an embarrassing shareholder revolt at its annual meeting and FirstGroup chairman Martin Gilbert was forced to promise that the group would "do everything in its power" to "stamp out anti-union behavior".

Pressure will be renewed at an Extraordinary General Meeting in Aberdeen today, called to approve FirstGroup's 1.8bn pounds Sterling takeover of Laidlaw, which operates Greyhound buses in the US. FirstGroup is also seeking a majority stake in a publicly-owned Dutch bus company Connexxion, valued at about 270m pounds Sterling.

Employee shareholders will address the meeting and provide examples of intimidatory behavior by managers at bus depots where employees are seeking union representation.

A report produced by American and British academics and employment specialists concludes that the company has "failed to live up to its commitment not to interfere with its employees' right to choose a union."

"First Student is still forcefully campaigning against workers choosing union representation and threatening dire consequences if employees succeed in their organizing efforts," the report states.

It concludes that the "centrally-directed 'union-avoidance' policy places the company "in the position of trying to swallow a rival twice its size while fighting a war with half its labor force."

A delegation of British and Dutch trade unions toured First Student depots in New York last week and heard first-hand reports of managers' hostile behavior.

Connie Torres, a driver for eight years based at Pine Bush, 70 miles north of New York City, said: "Managers at the yard used intimidation to try and stop us voting in a ballot for the union. They are behaving exactly the same today, even though we won union representation in the ballot in January.

"They have hired security guards to prevent the union coming into the yard," she said.

At FirstGroup's annual general meeting last year, more than 20 percent of the institutional shareholders refused to support the company's opposition to the introduction of a human rights policy.

Unions have raised their concerns about the company's anti-union behavior with institutional investors in meetings with the Local Authority Pension Fund Forum in Britain and the Council of Institutional Investors in the US.

Notes to editors:

The full report, FirstGroup's Neutrality Policy: Failed Implementation can be found at: http://org.teamster.org/firststudent/firstgroupneutralitypolicy.pdf .

Its authors are:

-- Dr John Logan, lecturer in employment relations and organizational

behavior at the London School of Economics

-- Professor Lance Compa, a lawyer and specialist in labor and human

rights law at Cornell University, New York

-- Fred Feinstein, is a former General Counsel to the US National Labor

Relations Board. He also served for 17 years as General Counsel to a

House of Representatives labor relations committee

The union delegation to New York comprised officials of the UK T&G transport union, the International Brotherhood of Teamsters from the US, the Dutch union FNV Bondgenoten and leaders of the Connexxion Works Council, also from The Netherlands.

Further information:

Tommy Campbell, T&G, Aberdeen 01224 645271, 07810 157920

Professor Lance Compa, Cornell University, 001 607 255 7314

Connie Torres (in Aberdeen) 001 202 409 4148, 001 202 297 5888

CONTACT: U.S. - Galen Munroe, +1-202-624-6904 or U.K. - Leslie Miller,

+1-202-409-4148

Web site: http://www.teamster.org/

SOURCE International Brotherhood of Teamsters

CNBC, April 19, 2007, Thursday

CNBC
CNBC.com

Employee Background Checks
Thurs. Apr. 19 2007 | 12:49 PM[04:42]
http://www.cnbc.com/id/15840232?video=261612894&play=1

The fine line between employee privacy and protecting employees by
conducting background checks, with Jay Waks, Kaye Scholer partner; Bob
Strang, Investigation Management Group CEO and CNBC's Sue Herera

[It may be necessary to click on the URL twice in order to activate the streaming video]

Wednesday, April 18, 2007

WGRZ TV (News 2), April 16, 2007, Monday

WGRZ.com

WGRZ TV (News 2) in Buffalo
5:00pm and 6:00pm News
April 16, 2007

Arthur Wheaton was interviewed for a story on the future of American Axle by Claudine Ewing

American Axle's Future
http://www.wgrz.com/news/news_article.aspx?storyid=35021

PR Newswire US, April 16, 2007, Monday

Copyright 2007 PR Newswire Association LLC.

All Rights Reserved.

PR Newswire US

April 16, 2007 Monday 3:50 PM GMT

HEADLINE: Worker Rights Abuses Continue in FirstGroup's U.S. Operations, Report Finds;

Dutch and British Union Delegation Visits New York First Student Sites as Report Finds FirstGroup's Behavior in the U.S. 'Anti-Union'

DATELINE: WASHINGTON April 16

BODY:

WASHINGTON, April 16 /PRNewswire-USNewswire/ -- FirstGroup plc

(LONDON: FGP) violated its own policy of neutrality toward unions and continues its pattern of worker rights abuses in the U.S., according to reports released Monday by a European labor delegation.

The findings precede shareholder consideration of the $3.6 billion FirstGroup takeover of Laidlaw International, Inc. (NYSE:LI) at meetings on April 20 in Naperville, Illinois and Aberdeen Scotland.

Representatives of Dutch Union FNV Bondgenoten and the British Transport & General Workers Union (T&G) toured First Student worksites and met with workers in the Walkill, New York area April 10-13. FirstGroup, also seeking an acquisition in mainland Europe, is among the bidders for a majority stake of Dutch government-owned transport provider Connexxion. FNV Bondgenoten represents transport workers at Connexxion.

"These women and men have been forced to endure the company's anti-union message in one-on-one and full-group meetings with their managers," said Brigitta Paas, a member of the board of International and European Transport Workers Federations and FNV Bondgenoten's National Coordinator for Coaches. "They have suffered not-so-subtle threats that their facilities might close if they vote for a union. Still they persevere in hopes of fairness and justice in their workplace."

Paas was joined by fellow FNV Bondgenoten leaders Dick Knutzen and Maarten Sweep, and Lew May, Chair of the British T&G 90,000-member National Passenger Trade Group. Knutzen also serves as President of the Connexxion Works Council; Sweep is President of the Novio Works Council. The Transport & General Workers Union represents 24,000 FirstGroup workers in the U.K. The delegation pledged to report its findings to union membership in the Netherlands and the U.K. and to raise questions about the U.S. operations with FirstGroup management.

The delegation's findings were buttressed by a new report from a trio of international human and labor rights experts entitled "FirstGroup's Neutrality Policy: Failed Implementation." The report evaluates the company's efforts to enforce its own internal policy of neutrality toward unions based on the company's materials and management presentations to workers engaged in organizing campaigns.

Authors John Logan, of the London School of Economics; Lance Compa, Cornell University professor and noted international labor and human rights attorney; and Fred Feinstein, former general counsel to the National Labor Relations Board found that the company's behavior was not neutral, despite the company's 2006 pledge to cease anti-union activity in its U.S. operations. Said Logan: "First Student's activities are no less damaging to the free choice of its employees and are intended to have the same effect -- to create an atmosphere of fear and distrust at the workplace and to prevent employees from forming a union."

The report is available for download at the following web address: http://org.teamster.org/firststudent/firstgroupneutralitypolicy.pdf

The International Brotherhood of Teamsters represent 1.4 million hardworking men and women throughout the United States and Canada, including more than 11,000 workers employed by Laidlaw and FirstGroup.

CONTACT: Galen Munroe of the International Brotherhood of Teamsters,

+1-202-624-6904

Web site: http://www.teamster.org/

SOURCE International Brotherhood of Teamsters

US States News, April 12, 2007, Thursday

Copyright 2007 HT Media Ltd.
All Rights Reserved
US States News

April 12, 2007 Thursday 3:10 AM EST


HEADLINE: INDUSTRIAL AND LABOR RELATIONS SCHOOL ANNOUNCES NEW PROGRAM ON GLOBALIZATION AND WORKPLACE

BYLINE: US States News

DATELINE: ITHACA, N.Y.

BODY:
The Cornell University College of Industrial and Labor Relations issued the following news release:

The program is the first-of-its-kind on globalization and the world of work

Cornell University's ILR School, a leader in advancing the world of work, is developing a new program aimed at answering several critical questions related to the effects of globalization on workers in both developing and developed economies. These include:

* How can we better understand the interrelationships of economies and workers in different nations?
* How can the forces of globalization be harnessed to provide improved earning opportunities for working people throughout the world?
* How can we better enable low-wage workers to work their way out of poverty?

These and related issues will be addressed by the ILR School's Program on Globalization and the Workplace. "Other universities have globalization centers, but as far as I know, no other group has specifically focused on the world of work as we're about to do," says Gary Fields, professor, labor economics, and director of the program.

There has been increasing dialogue on the impact of the global economy on individual countries and their citizens. The new globalization program will focus on the important workplace issues surrounding economic development in emerging economies and the repercussions for workers in developed countries. In its start-up phase over the next three years, the program will support research by faculty and students, provide a forum for policy debates, develop and offer at least one new undergraduate course, and help expand study-abroad opportunities.

"This program is the latest in the continuing internationalization of the ILR School consistent with our vision and priorities, which include providing each undergraduate student with at least one international experience during his or her time at the School," says ILR School Dean Harry C. Katz.

David M. Cohen, BSILR '73
and Abby Joseph Cohen, AB '73, are providing start-up funding for the program motivated by their concern about economic development, world poverty, political freedoms, and how to best address those issues in the 21st century. The goal of the program is to attract additional resources for the creation of a permanent center within the ILR School that will continue to focus on the impact of the global economy on the world of work.

"The world will continue to get smaller as transportation and communications improve, and industrial development and the need for natural resources grow along with consumer demand. It is critical that the ILR School establish itself as the leading academic center studying the impact - for better or for worse - of the integration of the global economy so that we can avoid the mistakes of the past. The people who live and work in China, Asia, Africa and Latin America will see major changes in their lives as they increasingly become part of the world economy. Similarly, we in the United States feel the impact of manufacturing and service jobs moving offshore on our own economy. No institution is better positioned to bring the tools of social science to this endeavor than the ILR School," says David Cohen.

Abby Cohen adds: "The United States has been the primary engine of global economic growth for several decades, and our workers have generally benefited from ongoing gains in income and standard of living. The rapid economic development now occurring elsewhere raises many questions. These involve not only the challenges to our own workforce and employers, but also the desirability of creating safe workplaces and opportunities to lift people in other regions out of poverty and into productive work lives."

The Cohens have a long history of involvement with Cornell. Abby is a presidential councilor and trustee emerita of the university, as well as a member of the board of overseers of the Weill Cornell Medical College. David, a member of the dean's advisory council of the ILR School, is serving his second term as a member of the University Council and is chair emeritus of Cornell Hillel. In recognition of their support, the Cohens have been honored as Foremost Benefactors of Cornell University. The Cohens' two daughters also are Cornellians.

The Cornell Program on Globalization and the Workplace will be administered by the international programs committee of the ILR School and will have a substantial presence both in New York City and Ithaca. The ILR School is the world's leading academic institution for teaching, research and outreach focused on advancing the world of work.

Contact: Gary Fields, 607/255-4561, gsf2@cornell.edu.

JobsintheMoney.com, April 11, 2007, Wednesday

JobsintheMoney.com

Managing Up: True Life Tales

By Carol Lippert Gray Apr 11 2007
http://news.jobsinthemoney.com/ITEM_FR/newsItemId-100354

The guidelines for managing up sound simple and straightforward. Among other things, you must communicate clearly and openly, anticipate your boss's needs, avoid surprises, be sensitive to his work and management styles and, in general, make him look good to both superiors and subordinates. Tales from the trenches tell a similar story.

In one case, a major restructuring resulted in a manager (we'll call him Hal) of a large department reporting to a new leadership team, whose executive has a different background and approach to work. Hal was frustrated because it was evident the boss (we'll call him Ed) wasn't getting what he needed. The new boss was frustrated because he thought Hal was becoming oppositional. That wasn't Hal's intention: He saw himself as simply asking questions to understand his new situation, a recommended managing-up technique.

The two men's communication became so fraught they might as well have been speaking different languages. In a way, they were. So, it was critical for Hal to learn Ed's language. One way he did this was by setting goals. Hal took extra time to write down goals that accommodated Ed's needs and "hot buttons," using many words from Ed's vocabulary.

After reviewing Hal's goals, Ed told him, "You did a fabulous job. It's evident to me that you're clear in the direction you and your department are going, and I agree with everything you have written."

Anthony Panos, director of the management development and human resource management programs at Cornell's Industrial and Labor Relations School, "The department manager did not 'suck up.' Rather, he restructured the communication in a way that was understandable to the other manager. He included goals that were important to him, but positioned them in a way that was understandable, and demonstrated how they met the needs of the other manager."

Speak Up to Manage Up

Panos provided both Hal's story, and one involving a middle manager we'll call Holly. She wasn't getting the support she needed from her supervisor, especially when one of her direct reports, Meredith, worked around her.

“Advocating for oneself is an important part of managing up," Panos says. To him, Holly next step was the appropriate one: She said to her supervisor, "When Meredith came to you yesterday about the situation in my department, you responded. When that occurs, it puts me in a difficult situation and lessens my ability to manage this department. You have great influence with the people in this organization, and I would like you to support me by redirecting anyone who comes to you back to me so I can handle the situation."

The supervisor agreed with Holly's assessment. For her part, Holly learned her supervisor had no intention of undermining her authority.

To Learn More:

Managing Up: How to Forge an Effective Relationship With Those Above You by Rosanne Badowski and Roger Gittines

Managing Up: 59 Ways to Build a Career-Advancing Relationship With Your Boss by Michael Singer Dobson and Deborah Singer Dobson

Throwing the Elephant: Zen and the Art of Managing Up by Stanley Bing

One-day course in managing up offered in Manhattan by Cornell’s Industrial and Labor Relations School ($695), June 8, October 19, December 3. For details, click here.

The Chronicle of Higher Education, April 6, 2007, Friday

Copyright 2007 The Chronicle of Higher Education

All Rights Reserved

The Chronicle of Higher Education

April 6, 2007 Friday

SECTION: THE CHRONICLE REVIEW; Pg. 6 Vol. 53 No. 31

HEADLINE: How Governments Can Improve Access to College

BYLINE: RONALD G. EHRENBERG

BODY:

In recent weeks, Congress has begun to debate several policies to help bridge the divide in student access to higher education, and late last month U.S. Secretary of Education Margaret Spellings heard other proposals at her National Higher Education Summit. In the weeks and months to come, we will be seeing still more. Whether those fixes involve tuition or student aid, or focus on the pipeline from elementary and secondary schools, all must confront some fundamental concerns. First, the United States no longer leads the world in college-completion rates; improving those rates is important to the nation's economic well-being. Second, the inequalities in access for students from different income groups have narrowed only slightly during the last 25 to 30 years, and inequalities in college-completion rates have narrowed even less. Finally, the population groups that are growing the most rapidly have historically been underrepresented in higher education.

Turning first to private higher education, in the past, financial barriers have kept many students from low-income backgrounds from enrolling in our nation's most expensive and most selective private colleges and universities. While there are a few encouraging signs of change, we are still far from bridging the income divide in access to those institutions.

Throughout most of the 20th century, tuition at private colleges rose, on average, by more than two to 3.5 percentage points a year above the rate of inflation. As I discussed in my book Tuition Rising: Why College Costs So Much (Harvard University Press, 2000), several factors have been responsible for that pattern. They include the unwillingness of private colleges to raise student-to-faculty ratios because low student-faculty ratios are thought necessary for high-quality undergraduate education, and the quest by institutions to be the very best that they can in all their activities, which has led to an "arms race" of spending. There has also been a widening distribution of incomes in the United States, which has increased pressure on students and their families to "buy the best," thereby intensifying competition for admission at selective private institutions and reducing institutional incentives to limit tuition increases. On top of those factors have been the U.S. News & World Report college rankings, which penalize institutions for holding spending down; external demands from federal, state, and local governments, alumni, environmental movements, and the like, which raise institutional costs; and the difficulty of enacting cost reductions because of the system of shared governance among faculty members, administrators, and trustees. More recently, to that list should be added the belief of some students and parents that high tuition reflects high quality, leading some institutions to raise tuition to signal their worth.

Although data from the College Board suggest that during the past 30 years, tuition has continued to rise, on average, by three percentage points more than the rate of inflation each year, such increases typically overstate the rise in costs faced by students. "Tuition discounting" -- using institutional grants to compensate for higher sticker prices -- is prevalent. The 2005 Tuition Discounting Survey from the National Association of College and University Business Officers suggests that the typical private college gave back almost 40 percent of its tuition revenue in the form of grant aid to its full-time freshmen. Increasingly, however, that aid is "merit based," as institutions seek to position themselves as "selective" in the rankings. Very few institutions provide only need-based financial aid.

At the same time, federal and state student-aid programs that help finance attendance at both private and public institutions have increasingly been directed toward students from middle-income families rather than limited to students from lower-income families. At the federal level, the major growth in financial support has come in the form of increases in subsidized loans and tax credits that primarily benefit the middle class (although the Bush administration and some Democrats in Congress now propose to increase the maximum Pell Grants next year, which will help lower-income students). At the state level, following the introduction of the HOPE Scholarship program in Georgia in 1993, more than a dozen other states have introduced broad merit-aid programs to encourage students to attend public -- and in many states also private -- in-state institutions. Those who qualify for the state merit programs dispro-portionately come from white and middle- or upper-income families; there is only limited evidence that they enhance college enrollments of students from disadvantaged backgrounds.

Where students go to college may be equally as important as whether they go to college. While the evidence on whether it pays students to attend a selective private college is ambiguous, it is quite strong that, other factors held constant, on average the higher the level of educational expenditures per student at an institution, the higher the earnings for graduates. That is why the information that our nation's most selective private colleges (which have the highest expenditures per student) enroll relatively few students from lower-income families (as measured by the share of their students who receive Pell Grants) has received great attention.

The richest private institutions, like Harvard University, have responded by eliminating all loans and no longer requiring parental contributions in their student-aid packages for those from low-income families, strengthening their recruitment efforts, and increasing their support services to ensure that, if admitted, those students will persist through to graduation. Other, less well-endowed private colleges have recently announced that they intend to eliminate (for example, Hamilton College) or reduce (for example, George Washington University) their use of merit aid, or eliminate student loans from aid packages (for example, Davidson College). Those are welcome announcements, but it is too early to tell whether they are harbingers of a new trend.

Roughly two-thirds of all four-year college students and four-fifths of all college students (including community-college students) attend public higher-education institutions. So in a real sense, concern about accessibility should be focused heavily on the public sector.

College Board data indicate that over the last 30 years, the average yearly percentage increases in tuition at public four-year institutions have exceeded those at private colleges. For example, during the decade ending in the fall of 2007, the average tuition at public institutions rose by about four percentage points more than the rate of inflation each year. However, because the public colleges started out with much lower tuition levels than the private colleges did, the absolute dollar increases in tuition have continued to be larger each year at the private institutions than at the public ones. For example, the College Board reports that the average dollar change in tuition at public four-year institutions in 2006-7 was $344, while the comparable dollar change at private four-year institutions was $1,238. The attention paid to higher percentage rates of tuition at the publics has obscured the fact that the absolute dollar differences in the cost of attendance between the private and the public institutions continue to rise.

In addition to the factors influencing tuition increases in private higher education, tuition increases in public higher education during the last 30 years have been driven largely by the failure of state support per student to grow much in real terms during the period. Indeed, real state support per student was about the same at the end of the period fiscal-year 1980 through 2006 as at the start. Pressure on states to reduce state taxes and to raise expenditures in other areas (most noticeably elementary and secondary education, Medicaid, and the criminal-justice system), as well as the tremendous expansion in the number of students attending public higher-education institutions (a 50-percent increase between 1974 and 2004), all have limited the ability of state governments to increase per-student financing of higher education. With one revenue stream (state appropriation per student) constant in real terms and the other revenue stream (tuition) increasing in dollar terms each year by far less than the increase in tuition at private institutions, it should come as no surprise that expenditures per student in public higher education have fallen relative to expenditures per student in private higher education.

That has led to a substantial decline in the salaries of faculty members at public colleges relative to the salaries of their private-college counterparts, which has made it increasingly difficult for the public institutions to attract and retain top faculty members. It has also led to a growth in the share of part-time or full-time non-tenure-track faculty members at public institutions. That has also occurred in private higher education, but at a somewhat slower rate. Sadly, as economists know, there is no such thing as a free lunch. Research shows that, when other factors are held constant, lower levels of expenditure per student and increased use of "contingent faculty" are both associated with lower graduation rates.

Educational expenditures per student vary widely across types of public higher-education institutions; on average they are larger at flagship institutions whose highest offering is the doctorate than at master's-level institutions, and larger at master's-level institutions than at community colleges. Conversely, on average, the proportion of students who are Pell Grant recipients is larger at community colleges than at the master's-level institutions and larger at the master's-level institutions than at the doctorate-granting institutions. So students from lower-income families are more likely to attend the public institutions with lower than those with higher financing. Given that, as mentioned, expenditures per student have some impact upon the earnings gain that students receive from attending college, the gain students will receive from attending public higher education, on average, will be inversely correlated with their family income levels. Many states and their flagship institutions understand that inequity, and a number of our nation's major public universities have established programs to increase the access and graduation rate of students from lower-income families and other underrepresented groups. Those include, for example, AccessUVa in Virginia, the Carolina Covenant at the University of North Carolina at Chapel Hill, and the Longhorn Opportunity Scholarship Program at the University of Texas at Austin.

The financial constraints faced by state governments are unlikely to go away in the years ahead, and as a result pressures are mounting to allow the privatization of public higher education -- among other things, privatization means permitting public colleges more freedom to substantially raise tuition to obtain the resources they need to maintain their quality and better compete with private colleges. Such freedom is most likely to produce desired outcomes at the public flagships: Demand for admission to them is sufficiently high that they can substantially raise tuition without losing enrollments, while their considerable rates of annual giving and income from their endowments will allow them to provide financial aid to guarantee lower-income students access. The public comprehensive and community colleges are less likely to have the resources to do that, and it is reasonable to fear that privatizing them will very likely price some students, primarily those from lower-income families, out of college.

Given this picture, how can the United States meet its social objective and bridge the divide in access to higher education? Among public colleges, the percentage of first-time freshman students who enroll at community colleges has been increasing over time; in the fall of 2004, approximately 38 percent of such students attended community colleges. While not all community college-students aspire to a bachelor's degree, facilitating the transition of students from community colleges to four-year colleges is important -- especially if a goal is to increase college-completion rates for currently underserved populations.

Florida helps to achieve that with a common course-numbering system across community and four-year colleges, which permits students to easily transfer credits. Both the Senate and the House of Delegates in Virginia have passed legislation that would allow community-college graduates in certain fields to continue to pay lower community-college tuition levels if they transferred to the University of Virginia or another four-year institution in the state; the two bodies are now trying to reach agreement on how the program would operate. The lower tuition would reduce the financial barriers for needy students at the state's flagship institutions. Finally, the Jack Kent Cooke Foundation has begun working with a number of our nation's most selective private and public colleges to help them develop programs to expand their enrollment of graduates of community colleges.

A number of states also have programs that offer scholarships or loan-forgiveness programs to public- and private-college students who remain in the state after graduation and work in fields that the state judges to be socially important -- for example, nursing, teaching, and social work. In the public sector, to the extent that tuition rises rapidly and students more and more take on large loan burdens to finance college, such programs are likely to play an increasingly important role in attracting high-quality students into majors that lead to relatively low-paying jobs. In the private sector, with even higher levels of tuition and student-loan burdens, the programs often are not generous enough to attract students to socially important work. Just as our nation's most-selective private law schools have developed programs for graduates who work for a number of years in public-interest law, private higher-education institutions might consider developing similar programs at the undergraduate level for students who enter other socially important, but low-paying, occupations.

Finally, if increasing the enrollment and persistence of students from lower-income families is a serious public-policy goal, federal and state financing of higher-education institutions must reflect it. For example, New York State's Bundy Aid program provides grants to private colleges in the state for each state resident they graduate. The program provides an incentive for private colleges to enroll transfer students from the state's community colleges, and many aggressively recruit to do so. State and federal programs could follow that model of incentives and provide money to public and private colleges for each Pell Grant recipient they graduate.

As we evaluate proposals being offered in Congress, the states, and the think tanks, we must weigh them in light of the factors that have created the higher-education system we have today, and the goals for where we hope to be tomorrow.

Ronald G. Ehrenberg is director of the Cornell Higher Education Research Institute.

US States News, April 5, 2007, Thursday

US States News

April 5, 2007 Thursday 5:57 AM EST


HEADLINE: INDUSTRIAL AND LABOR RELATIONS FACULTY, STAFF RECEIVE MAJOR AWARD FOR DISABILITY RESEARCH

BYLINE: US States News

DATELINE: ITHACA, N.Y.

BODY:

The Cornell University College of Industrial and Labor Relations issued the following news release:

ILR School Employment and Disability Institute (EDI) faculty and staff were awarded second place in the 2006 American Rehabilitation Counseling Association (ARCA) Research Awards competition, for their article entitled "The Impact of Business Size on Employer ADA Response" appearing in a 2006 issue of the Rehabilitation Counseling Bulletin. The EDI team honored for their work are Susanne Bruyere, EDI director and ILR associate dean of outreach; William Erickson, research specialist; and Sara VanLooy, project assistant. Bruyere accepted the award at ARCA's recent annual conference in Detroit.

The award-winning article detailed results from a Cornell University EDI survey of human resource professionals nationally, examining how small-business employers are responding to the requirements of the Americans with Disabilities Act (ADA). Small businesses continue to be the most rapidly growing segment of our national economy and are a significant, potential source of employment for American job seekers with disabilities

A full copy of the article is available in the EDI collection of the DigitalCommons@ILR online repository.

Friday, April 13, 2007

Camping Magazine, March/April 2007, Vol. 80, No. 2

Camping Magazine, March/April 2007, Volume 80 Number 2

Building a Comprehensive Camp Communications Strategy: Consider What Parents Really Think
By Jeffrey Hoffman, Bonnie Weberman, and Noah Doyle
http://www.acacamps.org/campmag/0703.php

Photos in the story are by Noah Doyle as well.

Quote from the end of the article, " Noah Doyle is a lifetime camper and a graduate of the Cornell University's School of Industrial and Labor Relations."

Tuesday, April 10, 2007

MarketWire.com, April 10, 2007, Tuesday

MarketWire.com, April 10, 2007, Tuesday
http://www.marketwire.com/mw/release_html_b1?release_id=236424

Experts Connection

Know the Law Before You Commit to a New Job: Experts Connection(TM) Focuses on Employment Agreements

Employment Lawyer Rob Bernstein Reveals What You Need to Know to Protect Yourself and Retain Your Rights

NOVATO, CA -- (MARKET WIRE) -- April 10, 2007 -- Do you know what impact an employment contract can have on your career? Rob Bernstein, an expert in employment law and a partner with Laner, Muchin, Dombrow, Becker, Levin and Tominberg, will demystify employment agreements in the next Experts Connection™ (www.experts-connection.com) teleseminar, "The Ins and Outs of Employment Agreements," scheduled for Tuesday, April 24, from 4:00 - 5:00 p.m. ET, (1:00 - 2:00 p.m. PT). The Experts Connection teleseminar series for executive career management is sponsored by NETSHARE® (www.netshare.com).

During his presentation, Bernstein will review the details of employment agreements, providing insights that any employee should know. Included will be information about termination, severance, non-disclosure and confidentiality, non-competition and non-solicitation, and your rights as an employee and how they vary from state to state. The information in the Experts Connection teleseminar will arm job seekers and employed workers with an employer's perspective of the labor laws, putting attendees in a better position to negotiate an employment agreement without surrendering their rights.

Bernstein is an expert in drafting employment agreements and counseling companies on the legalities of hiring. His expertise can be invaluable to newly hired executives, revealing:

--  Pursue an employment agreement with a new employer
-- Identify key issues to consider when negotiating an agreement
-- Understand restrictions after they leave the job, including
enforceability
-- Understand the substantive differences in state laws regarding
employment agreements.
"Understanding your rights before you accept a new position is essential, and it's surprising how many senior executives don't understand the basics of employment law," said Kathy Simmons, CEO of NETSHARE and host of the Experts Connection teleseminars. "This Experts Connection session will serve as an essential primer in what everyone should know when they accept a new job."

The Experts Connection teleseminar series gives executives access to leading career experts. The cost of the seminar is $45, $35 for NETSHARE members, and access is provided via web and telephone. For more information, visit the Experts Connection online at www.experts-connection.com.

About Robert Bernstein

Robert Bernstein is a partner in the law firm of Laner, Muchin, Dombrow, Becker, Levin and Tominberg in Chicago, where his practice focuses on defending employers in employment litigation, providing counsel on day-to-day labor and employment issues and drafting and negotiating employment and non-competition agreements. Bernstein, who was selected as a 2007 Illinois Super Lawyer, has been practicing law for 12 years and is an active member of the American Bar Association's Labor and Employment Section. He is a frequent speaker/moderator for the Illinois Institute of Continuing Legal Education, the Council on Education in Management and other organizations, and is the Chicago Chapter Chair or the Cornell School of Industrial and Labor Relations. Bernstein received his BS from the Cornell School of Industrial and Labor Relations and his Juris Doctorate from the University of Wisconsin Law School.

Staten Island Advance (New York), April 8, 2007, Sunday

Copyright 2007 Advance Publications, Inc.

All Rights Reserved

Staten Island Advance (New York)

April 8, 2007 Sunday

SECTION: ANNIVERSARIES; Pg. D06

HEADLINE: Michael and Mary Rizzo Westerleigh couple combine travel with celebration of golden jubilee

BODY:

STATEN ISLAND, N.Y. - To mark the 50th wedding anniversary of Mr. and Mrs. Michael Rizzo of Westerleigh, a double celebration was enjoyed by family and friends when the couple was feted at a luncheon in the Parish Center of Holy Family R.C. Church, Westerleigh, and again aboard the Diamond Princess cruise to the Mexican Riviera.

Prior to the luncheon, Mr. and Mrs. Rizzo were among the celebrants participating in a renewal of wedding vows for golden jubilarians at Holy Family R.C. Church.

Among the luncheon attendees were the original flower girl, Mrs. Rizzo's niece, Linda Sue Maki; her husband, William, and Patricia Casciano, all from Montvale, N.J., Edward and Maryann Ferdinando of New Dorp, who have been friends with the Rizzos since they all met while they were honeymooning.

The cruise was hosted by their son, Michael John and his wife, Rosemary of Lake Oswego, Ore. Sailing with the couple were their grandson, John Michael Rizzo, Mrs. Rizzo's sister, Rose Dardanglli of Dover, Del., who was the original matron of honor.

Mr. and Mrs. Rizzo received a congratulatory message from President George W. Bush and Mrs. Bush and were presented with a 50-years marriage certificate from Edward Cardinal Egan, head of the New York Archdiocese.

Mrs. Rizzo, the former Mary Margaret Casciano, was born in Tompkinsville. After graduation from Curtis High School, she embarked on a full-time business career. Her first position was with New York Telephone in Manhattan, where she was a comptometer operator in the accounting department. She remained with the company for 10 years, taking a year sabbatical when her first child was born.

In 1973, she started working with the New York Police Department in Manhattan. As a principal administrative associate with the license division for 16 years, Mrs. Rizzo came in contact with many celebrities, and met baseball greats Willy Mays and Rusty Staub; opera great, Luciano Pavorotti, and former radio talk-show personality, Barry Grey. She then transferred to the 120th Precinct, St. George, and assumed the position of supervisor of civilian personnel until her retirement in 1994.

In 1981, Mrs. Rizzo met Mother Teresa while serving as president of the NYPD Regina Coeli Society for Catholic Women.

She received a certificate of merit from the License Division of the NYPD and a certificate in Trade Women's Studies from Cornell University through the School of Industrial and Labor Relations, Manhattan.

DEDICATED VOLUNTEER

While the children were attending St. Teresa School, Castleton Corners, she served as a reading volunteer and was recognized by the retired and senior volunteer program RSVP/S.E.R.V.E. for 500 hours of service. Involved in church activities, Mrs. Rizzo served as past president of the Roses Society at St.Teresa R.C. Church and the Rosary Altar Society at Holy Family, where she is on the parish council. Mrs. Rizzo is a member of the Communication Workers of America (CWA) Local 1180, Manhattan. She enjoys gardening.

Mr. Rizzo was born in Bulls Head and attended McKee Vocational High School. He enlisted in the U.S. Navy in 1950 and served in Korea as an airman-aviation structural mechanic aboard the USS Philippine Sea CV47, Naval Air Station, based in Miramar, Calif., and received the Korean Service Award. He went on to serve for two years in the U.S. Army Reserves at Ft. Wadsworth and attained the rank of Corporal, 24MI (Military Intelligence).

Having received a general equivalency diploma, in 2002, he was awarded a diploma from McKee High School as part of the state's "Operation Rescue" program. Under its auspices, Korean War veterans were granted the privilege of receiving their high school diplomas since they were unable to complete their education due to military service commitments.

OPENED FIREHOUSE

After his discharge in 1954, Mr. Rizzo found employment at the Bethlehem Steel Shipyard in Mariners Harbor, where he worked in the propeller shop. In 1957, he began a 33-year career with the city Fire Department. He was first assigned to Engine Co. 55 in Manhattan and transferred three years later to the newly opened Engine Co. 165, Ladder Co. 85 in New Dorp, where he was on duty opening day and is now a charter member.

A sports fan, Mr. Rizzo roots for the New York Jets and Yankees and skis with his grandson on Mt. Hood in Oregon. Playing poker with friends on a weekly basis and woodcrafting are favorite pastimes.

He is a member of the American Legion Five Star Post No. 1857, Graniteville, the Veterans of Foreign Wars North Shore Post, No. 7172, Westerleigh, where he can be found cooking for the members. He also belongs to the FDNY Retirees and Columbia Association and St. Teresa's Holy Name Society.

Members of the South Shore Country Club, Huguenot, Mrs. Rizzo is a member of the Women's Club and Mr. Rizzo can boast of two holes-in-one. (The second lifetime ace was at South Shore Golf Course while playing with the All Hands Golf Club of which he is a member.)

They are world travelers, visiting destinations from Alaska to Italy, the Caribbean and National Historic sites across the United States. They enjoy the New York theater scene and spending time in Atlantic City where Mrs. Rizzo catches a show and Mr. Rizzo tries his luck at the gaming tables. They are members of the Willowbrook chapter of AARP, where Mrs. Rizzo served as a past treasurer.

Mr. and Mrs. Rizzo met when they both worked at the former Fisher Beer 5 & 10 in Port Richmond, but they didn't begin dating for four years. They were married in Our Lady of Good Counsel R.C. Church, Tompkinsville, on Nov. 11, 1956. In addition to their son, Michael, they are the parents of Brian Joseph Rizzo of North Chatham, N.Y.

-Dianne Petrarca