Sunday, June 7, 2015

Whose that girl

She was a hot chick in the forties and fifties in  bunch of film noir classics but she is best know to a many as a nurse in a very popular doctor show back in the day. She was sultry and hot but very efficient.

It was very interesting to see her tone it down for seventies TV.

Whose that girl?
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18 comments:

Trooper York said...

Wait a minute. Her name is that bottom of the picture.

Well I guess it doesn't matter. Spinelli still won't guess it right.

June 7, 2015 at 7:11 PM
rcocean said...

From that camera angle she reminds me of Lauren Bacall - but she isn't.

June 7, 2015 at 7:58 PM
Aridog said...

Hey, gotta go off topic...since no one else seems to talk abou tit. Just what is this "new" policy change Obama is proposing vis a vis overtime? My background back in the day was skilled trades, including semi-skilled, assembly, construction, machine repair, etc....and the law then was salaried workers had to be classified as "executives" (able to set policy, hire & fire) before the overtime rule (not required) kicked in...otherwise it was 40 hours and every hour after than was time & 1/2. Period.

What does this "new" thing refer to? Retail? Restaurant workers, clothing store workers, what? I figure Trooper as a small retailer could answer this question. Help?

Yes, I am too lazy to look it all up.

June 11, 2015 at 5:16 PM
Aridog said...

Dang...meant "about it" but tits are also good :D Yeah, I know, I'm a pig!

June 11, 2015 at 5:26 PM
windbag said...

If it's the one I saw the other day, it's cracking down on employers who put people on salary to skirt the overtime. It's changing who can be labeled a manager, setting the pay threshold at $23K or something like that.

I'm about to rehire a guy who left three years ago. He's been working as a "manager" at a fancy resort/spa. On salary. In reality, he's been making $8.57/hr.

June 11, 2015 at 7:06 PM
rcocean said...

Obviously a lot of big retailers, and some not so big ones, were scamming the OT by making everyone a manager. I just got back from Jiffy Lube and 2 of the 4 guys were "managers".

June 11, 2015 at 8:51 PM
blake said...

She's hot-to-tot, fersher.

June 11, 2015 at 10:46 PM
Aridog said...

Are "associates" also "managers"? Why haven't they already been subject to the NLRB and laws for industrial workers? As it stands now, since this exception is already in place, increasing the criteria will kill jobs or diminish their hours....which only harms the lowest classes of employees. This brought to us by our leadership who are all, of course, "for" the working stiff. I might "get it" for small retail outlets, but large outfits...come on now?

June 12, 2015 at 5:55 AM
Aridog said...

The part that puzzles me...due to my background...is the threshold being dollars not hours & actual responsibility. I assure you skilled trades, assembly workers, and other industrial workers surpassed those dollar amounts many years ago. It seems it has to be based on the environment..e.g., retail.

Why not make the rules the same for everyone? Ability to set policy, hire & fire, and 40 hours, period across the board. I realize I'm speaking from a perspective of no experience outside that I've stated. But I will listen.

June 12, 2015 at 11:32 AM
windbag said...

I agree, the hours part is puzzling. A few years back, my wife's company went through and evaluated every employee to see if they were in compliance with the proper categorizing requirements. Lots of people who were on salary had to begin punching the time clock. These are computer programmers. On the surface, that sounds fairly white-collar and professional to me, but they fell into the category of hourly instead of salaried.

If the government just butted out, it'd probably work itself out.

June 12, 2015 at 11:37 AM
Aridog said...

White collared and/or professional made no difference in my experience. Windbag I've seen reviews like the one you mentioned with similar results. Reversion to hourly wages instead of salary, although salary is easily divided by 40 to determine the OT rate when necessary. What mattered was did you have the authority to hire, fire, & set policy? All Dept of the Army civil service employees, below the SES level, fill out what amounts to a time sheet every day. Why? Because they may work on various appropriated projects and the cost differentiation is necessary due to the funding sources. In the U S Army Corps of Engineers, plus a couple others in the federal government, due to it being almost totally funded by individual project appropriations (only headquarters offices have an "expense appropriation), these "time sheets" can run to multiple pages in length...one for each project worked on in a 2 week pay period.

Still puzzled (by what I don't know ... Trooper? Somebody?)...never heard of a dollar based criteria due to my back ground. Hell, I'd have been without overtime by college years (my 20's). Due to my DA category of "essential" (part of a job description) when I had management & fiduciary responsibility they could have ordered me to work overtime at no added cost, especially in an emergency, but usually did not do so. None-the-less I did so voluntarily multiple times (when in the boon docks back in the old "aim" the big dish satellite como days when the added detail input was just too much hassle ...e.g.,slower than molasses in February...I was already well paid)...sometimes all night in fact. That category also made me "eligible" for deployment without volunteering after 2004 or so. Had I remained in service through June 2006 I'd been in Afghanistan for a tour. And...NO that is not why I retired...I've explained that story many times before. But it was a nice coincidence. :-)

June 12, 2015 at 6:23 PM
Aridog said...

Short Form: Just who does or did this dollar criteria apply to...what types of jobs? Waitress or waiter jobs already had/dave weird low-cut criteria (that much I did know) and thus I usually tipped well, unless the service was truly atrocious, even when traveling extensively and not likely to see either again. Never paid less than $5 at an airport for the early check in guys or girls...beat snot out of standing in lines inside the terminal. I was always paid well and figured I owed it. (PS: I didn't and don't do strip joints, so there's that)

Call me weird. You won't be the first. :)

June 12, 2015 at 6:29 PM
chickelit said...

Gene Tierney?

June 13, 2015 at 1:34 AM
Michael Haz said...

Short version: If you are paid by the hour, you are considered non-exempt form receiving overtime pay at a multiple of your regular hourly pay. And overtime begins immediately after your 40th work hour of a week.

If you are paid by a weekly, monthly or annual salary, not computed on a hourly rate, you are considered exempt from having to be paid for working more than 40 hours per week. There are a few minor exceptions, but that's basically the deal.

Obama wants to appeal to more younger, salaried, overworked workers, so he has floated the idea of requiring that salaried workers below a certain wage level will also be paid OT if they work more than 40 hours weekly. Employers who hire younger, largely unskilled employees on a salaried basis think this idea sucks. Since the big Dem supporters like software-driven companies would pay through the nose if this happened, you can expect that the idea will fail.

The greater risk is if local politicians in places like NYC or Chicago or Seattle imp[ose the law locally.

June 13, 2015 at 1:33 PM
Aridog said...

Haz said...

If you are paid by a weekly, monthly or annual salary, not computed on a hourly rate, you are considered exempt from having to be paid for working more than 40 hours per week. There are a few minor exceptions, but that's basically the deal.

That is NOT the case for industrial workers in the vocations I cited earlier. In the USA it'd be hard to argue that industrial workers are a minor exception. Salaried personnel, however calculated, if they do not have the authority to set policy, hire & fire, require overtime pay for hours worked over the calculation by division of 40 or multiples thereof. The NLRB performs audits when this rule is violated and I've been covered by those audits. That is why I asked the question.

Just who, or what occupations, does this dollar threshold or "salary" determinant stuff apply to...since I've not ever worked in fields where it applied, including government....with the exception of uniformed military.

June 14, 2015 at 11:26 AM
Aridog said...

I should add that I am "gathering" that this dollar/salary threshold stuff applies to "retail" workers...something I've never done.

June 14, 2015 at 11:29 AM
Michael Haz said...

Exempt Classification Rules

Classifying an employee as exempt is not always easy and does require thought as to job duties and responsibilities. The employee's job type and duties must meet three general standards to be able to make the classification.

The first standard is that an exempt employee must make more than $23,660 per year, unless that employee is a computer professional. Certain classifications of computer professionals must make more than $57,470 per year to be considered exempt. These include computer programmers and software engineers.

The second standard is that exempt employees must in fact be treated as a salaried employee. This means that the employee is routinely paid a set amount at a set interval. Claiming an employee as a salaried employee, yet docking pay by minutes or hours if the employee is late or leaves for a doctor’s visit is not treating the employee as a salaried employee.

Another standard is the nature of the job itself. Exempt employees must engage in duties that are considered “white-collar” work, such as executive, professional and administrative duties. An employee must have some level of independent judgment and discretion in making decisions on behalf of the company. It is important to note that job titles are not taken into consideration when determining if duties meet the standard.

For additional information, read the Fair Labor Standards Act.

June 14, 2015 at 12:20 PM
Aridog said...

Haz said ...

An employee must have some level of independent judgment and discretion in making decisions on behalf of the company.

Which is what I said. So who are these in-between employees? I am guessing retail fields and retail services?

Next question: how many retail employees, in small business especially, have the discretion cited on behalf of the company?

PS: I am very familiar with the FLSA & NLRB, which is why I asked this question in the first place. Other than the IT folks cited, who else qualifies as salaried & exempt? Not many in reality would be my guess. So what is this all about in the first place?

Answer: Political publicity, and little else.

June 14, 2015 at 1:26 PM

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