How to Cut the Bite Of College Tuition
Unemployment Checks Now Online
Corrections or additions?
This article by Barbara Fox was prepared for the May 14, 2003 edition of U.S. 1 Newspaper. All rights reserved.
Job Fair for Tool Buffs
You’re a whiz with a buzz saw, and since you lost your
job, you have been able to spend far too much time in your basement
workshop. Now could be your chance to look for a different line of
work, says Rick Rook, manager of Woodworkers Warehouse, a store
for contractor-grade woodworking tools at Lawrence Shopping Center,
2495 Business Route 1. He is staging a job fair on Saturday, May 17,
from 9 a.m. to 3 p.m., and Sunday, May 18, from 10 a.m. to 3 p.m.
Rook grew up in Levittown, where his father sold machine tools, and
trained as an accountant, serving in the United States Air Force in
England, Korea, and the southern United States from 1975 to 1993.
Then he worked in the Sears hardware department for several years
before moving to Woodworkers Warehouse. At the job fair he will also
be interviewing people for the store. And because he himself switched
from a white collar job to a hands-on job, he encourages others to
do the same. “I take anybody from a guy with an interest to
someone
who has been in this field and got laid off,” he says.
“We will not stop at just having a job fair,” says Rook.
“We
will also start a resource book for our customers looking for work
and a section for employers looking for workers.” Bring plenty
of resumes with you, he suggests, and be ready to be interviewed right
away. Contractors and cabinet makers: You are invited to recruit at
the job fair, and it’s free, but register at 609-895-9200 or fax
609-895-8210.
Based in Lynn, Massachusetts, Woodworkers Warehouse opened in Lawrence
in 1998 and has other stores in Flemington, Lumberton, Edison, and
Hatboro, Pennsylvania. When asked how he competes with the Home Depots
of the world, Rook claims that the contractor who built Home Depot
shops at his store. “We have the largest tool collection,
including
dust collection and router bits,” says Rook, citing such upscale
brands as Delta, DeWalt, Makita, Milwaukee, Bosch, and Freud. He also
offers hand tool repair and a sharpening service. The latest
“hot”
tool, he says, is a $1,199 jet supersaw with miter table that slides
and has a nice miter gauge “for us older guys who can’t see as
well.”
“We’re a hangout place,” says Rook, who with three full-time
and three part-time workers is open seven days. “We get homeowners
who come in with projects they have in the back of their minds that
they want to do, and we give some suggestions. Or we get a self
employed
handyman with a problem, and we work with them to solve it.”
Rook sends those with more enthusiasm than experience to Alan C.
Siswein,
who has a woodworking school, the Arts at ACS, at 213 Bunting Avenue
in Hamilton (609-396-9783; fax, 609-989-4777,
Founded by Siswein, who designs and makes custom furniture, the school
opened last year.
Siswein, 47, went into his father’s industrial scrap metal business
in eastern Pennsylvania and worked in that business for 26 years at
such companies as Delaware Metals in Philadelphia and Krevitz Metals
in Bensalem. Woodworking was his hobby, and he took classes at Bucks
County Community College. “A couple of friends were decorators,
knew furniture making was my hobby, and asked me if I could design
some entertainment centers,” he says. “Seven years ago I
started
designing and making custom furniture — including solid wood,
such as tables — full time.”
In Hamilton he found a suitable building that he could share with
three other woodworkers from the community college and opened ACS
Custom Design. He started the school last year: “Woodworking is
very self gratifying, but just being a woodworker, it’s tough to make
money.”
Now he holds evening classes for from three to five people in his
well-equipped shop. He and his business partner, Stephen Dellaira,
also aim to add cooking to the school’s curriculum, but at a different
site.
These classes are not for those who want to do construction work,
he warns. “Contractors are not furniture builders. We teach how
to use hand tools, such as special saws for furniture making, how
to buy used equipment, how to sharpen it, and how to tune it.”
Students in a four-week 14-hour course, costing $160, start with hand
tools and progress to power tools, and it’s OK to be a rank beginner.
“We have people in here who never touched a tool in their
lives,”
says Siswein. Those more experienced are happy to work with his
extensive
tool selection, trying out tools they may have never seen before.
His competition is the vo-tech schools, but he says that most of them
“sell shop time with a little guidance. Our program is broken
down into actual classes.”
Is there enough work to go around? Says Siswein: “If you are
willing
to work for a custom shop there is work at $12 to $15 an hour for
skilled labor.”
— Barbara Fox
Top Of PageHow to Cut the Bite Of College Tuition
College acceptance letters for this year’s crop of high
school seniors have arrived, as have financial aid packages. And cries
of anguish can be heard across the land. “Financial aid awards
are falling very short this year,” says Nancy Ziering,
principal
in Madison Financial Aid Consultants. She advises parents on
strategies
for paying for college and finds that overall “people have grander
expectations of getting more than they’re eligible for.”
Still, even at this late date, there are smart moves that parents
can make in funding college for their children. There are dumb moves
too, moves that appear quick and easy, but that can hurt siblings’
college plans, and cause retirement to be postponed until age 102.
Ziering talks about plans and pitfalls when she gives a free seminar
on “What to Do When Financial Aid Is Not Enough” on Tuesday,
May 20, at 7 p.m. at Princeton High School. The talk is co-sponsored
by Fairleigh Dickinson University. Call 973-514-2002 for more
information.
Ziering sometimes turns to her father for advice on complex college
funding strategies. “My father was a successful business
owner,”
she says. “He put five of us through college, and I had no idea
how he paid for it.” Now, when she comes up with an idea for
financing
tuition, she runs it past him and often hears “`Yes, I did that
for you guys.’”
A graduate of the University of Miami in Coral Gables (Class of 1983),
Ziering majored in finance and went to work as a financial consultant.
In advising middle to upper middle class clients, one of the biggest
concerns she ran into was the question of how to pay for college.
It was often a greater concern than retirement, and most parents did
not know how financial aid was calculated, or, if they were not
eligible
for financial aid, how they were going to meet tuition bills. “It
became clear,” she says, “that college planning was a terrific
marketing niche.”
She read all she could, attended seminars, and then, six years ago,
opened her business in Chatham (973-514-2002,
www.madisonfinancialservices.com).
At this 15-person business, the first consultation is free, and
families
then pay from $250 to $1,295, depending on services rendered. She
also meets with parents in a number of temporary offices around the
state, including one in Princeton at HQ in Forrestal Village. After
seeing six years worth of students into college, while working hard
to make sure the education did not bankrupt their parents, Ziering
offers the following advice:
Don’t be blinded by Ivy. While there are still a numberof options for the parents of youngsters who are heading off tocollegein the fall, there are even more strategies for the parents ofchildrenwho are just a year or two into high school. One of the best, whichhas perhaps the most potential to reduce college bills — sometimesto zero, is the one Ziering’s babysitter used.An excellent student, she applied to Duke, the University of NorthCarolina at Chapel Hill, Northwestern University, Tulane, and theUniversity of Rhode Island. All accepted her. She knew that graduateschool was in her future, and researched acceptance rates from allof the schools at which she had been accepted to the graduate schoolsshe wanted to attend. She discovered that the rates were about equal.Then she weighed financial aid packages. The University of RhodeIsland,in its offer, told her, Ziering paraphrases, “You will raise thebar for our students. We will pay full tuition.” Her babysitterdecided to take the school up on its offer.”I was so proud of her,” says Ziering. She finds that moststudents, and most parents, strive mightily for the most prestigiousschool possible. “A lot of parents will go to any lengths andpay any price,” she says. But, she points out that in most casesthe prestigious school will not enhance opportunities later in life.”Did all the professors at Harvard go to Harvard?” she asks.She does admit that a handful of the absolutely most prestigiousschoolsconfer contacts that are often worth the price of admission, but shesays the number of such schools is small. She also says that a smallpercentage of students are so vastly superior to the rest of the packthat the most prestigious schools will compete for them, danglinggenerous financial aid packages.Big fish in small ponds save buckets of money. For moststudents, Ziering insists, a first-class strategy is to considerschoolsat which they will shine. Schools that are so eager to have them willoffer big packages. If graduate school is a goal, and these schoolssend students to top graduate schools, such a decision could wellbe a slam dunk, and one that could save the parents’ retirement nestegg.Are parents — and their striving children — willing to listento talk of passing on four full-tuition years at Princeton to attendState U. on a full scholarship? Not if planning is put off untilsenioryear, Ziering finds. By then, the goal of prestige at any price hashardened into an obsession. “After the process has begun, theydo not hear,” she says, “but if they get the informationearly,they are more accepting.”Most students, Ziering says, “pick schools haphazardly.” Theymay have a friend whose brother went to a school or the school mayhave a “cool” reputation in his high school. Furthermore,she says that guidance counselors often do not take cost into accountwhen recommending schools. It is not uncommon that they are drivenby a desire to get as many of the school’s students as possible intothe most prestigious schools. It may be up to the high schooler, andhis parents, to factor cost into the decision — and to do soearly.Transfer tax liability to junior. Early planning can alsohelp children to qualify for larger financial aid packages. Here,entrepreneurial parents may have an edge. Ziering says there are anynumber of ways in which families that own businesses can takeadvantageof perfectly legal accounting and tax strategies to up the amountof financial aid for which they are eligible. They can also put theirchild on the payroll, having him, for example, program computers,make deliveries, or work on marketing campaigns. Advantages includethe fact that the youngster’s earnings are taxed at a low rate.Even wage-slave families can take advantage of this strategy, payingchildren to network the household computers, cut the grass, or carefor younger children during the summer.Empty the kids’ piggy banks. But while transferring somemoney to children in the form of payment for work done is a good idea,Ziering says that maintaining large college savings accounts in theirnames is generally a bad idea. “This is very common, and it isan error,” she states. This is so because financial aid formulasdemand that the student use a higher percentage of his assets to payfor tuition than his parents need to. In most cases, Zieringrecommendsliquidating children’s college funds and repositioning the money,possibly in such a way that it is paid out over time.Don’t chase $500 scholarships. It is well worth takingthe time to look into financial strategies to best position thismoney,as well as other assets. What is not worth a great deal of time, inZiering’s opinion, is hunting among the hundreds of small scholarshipsoffered by a wide range of organizations. “It just won’t makemuch of a difference,” she says. Besides, the scholarships willreduce the money the college will give in the form of financial aid.Don’t bet the house. Right about now, with financial aidpackages in, and the full realization that college is going to costa lot of money — a huge number of after-tax dollars — sinkingin, many parents are going in to what Ziering terms “crisismode.”The first move? The intuitive solution? Mortgage the house. Onceagain,Ziering goes against conventional wisdom. “Taking out a homeequityloan is a frequent recommendation,” she says, “but I neversuggest taking on debt without a clear and decisive plan for payingit back.”Among the dangers is that all the money will go straight to the oldestchild’s tuition. “What if you have three children?” Zieringposits. “What do you do for the other two?”Even if there is only one child, and if the family believes thatpayingback the loan will not be a problem, Ziering says that any cash froma home equity loan should be carefully positioned, perhaps in afinancialproduct that dispenses money in incremental stages.Keep looking at the financial aid package. It is possibleto dispute financial aid offers. This can be done not only beforefreshman year, but also throughout the student’s college years. Shoulda family need to assume the care of an elderly relative, for example,or should a parent suffer health problems or lose a job, the awardcould be adjusted.Let the kids take on the loans. Youngsters can deductthe interest on the loans, Ziering points out, but parents typicallycan deduct only a certain portion.Perhaps more important, most parents are looking at collegetuition and retirement savings as two trains, barreling down thetracks,one just a little behind the other. Taking an eye off the cash flowrequired for a comfortable retirement is a bad idea, particularlysince there are more options for funding college at a late date thanthere are for funding retirement at a late date. Or, as Ziering pointsout, “You can borrow for college, but you can’t borrow forretirement.”Top Of PageSeverance Pay: What’s NewDownsizing follows a down economy as surely asfull-blownallergy attacks follow the first pollen bursts of the spring. Alongwith downsizings come severance issues. Surprisingly, a new studyby Right Management Consultants finds that U.S. companies have aneasier time casting off employees they can no longer afford than dotheir counterparts in many other countries.Meg Paradise, senior client services consultant in Right’sParsippanyoffice, speaks on “Benchmarking Severance Plans: What OtherEmployersAre Doing” at a seminar that is part of the Employers Associationof New Jersey’s 87th annual membership meeting on Tuesday, May 20,at 9:30 a.m. at the Somerset Marriott. Other seminars are “Firmbut Fair: Evaluating Job Performance” by Rebecca Dent ofEANJ, and “Can I Make an At-Will Termination?” by John Sarnoof EANJ. Cost: $100. Call 973-758-6800 for more information.Paradise, a New Jersey native, studied art history at Rutgers (Classof 1983). Before joining Right, a 2,000-person HR consulting andcareertransition firm, she worked in business development centering onintellectualproperty issues for Ford, Pepsico, and Kawasaki, and she developeda sales learning approach for AT&T Solutions.In its recent study, Right polled HR executives in 33 countries abouttheir severance practices. Fifteen hundred executives, 819 of themrepresenting organizations in the United States or Canada, returnedthe survey.Paradise says the biggest trend the study uncovered is that thereare substantial legal constraints on termination. Surprisingly, theUnited States, a country most often thought of as litigious and highlyregulated, has side stepped this global trend. In the United States,says Paradise, only two percent of respondents cited legal constraintsas being significant in lay-off decisions. The top legal constraintcited was the need to provide advance notice of lay-offs to affectedindividuals, the government, and unions.Half of the study’s respondents said that their organizations haveformal, written severance policies. Thirty-four percent have informal,unwritten policies, while 15 percent have no policies. In the UnitedStates, 58 percent of respondents claimed formal policies, while inJapan the number jumps to 91 percent. Japan’s statistic reflects animportant factor in whether or not a company formalizes its severancepolicies — the legal climate. Another important factor, saysParadise,is the maturity of the company. In other words, one would expect tofind detailed procedures at General Motors, but possibly not atfour-personMom and Pop Discount Auto Sales.As for the manner in which severance is paid, the Right study foundthat the vast majority of companies prefer a single, one-time payment,while 19 percent pay severed employees over time. Just eight percentof all respondents reported that their organizations make supplementalpayments to former employees who don’t find another job. Typically,says Paradise, these generous employers are based in Europe or inLatin America.While full-time employees nearly always qualify for some severancepayment, 58 percent of respondents report that their organizationsmake payments to part-time employees as well. Sixty percent ofrespondentsreport that medical benefits are provided to severed employees atall levels.Around the globe, about two-thirds of all employers require that theirformer employees sign a release before any money, benefits, oroutplacementservices begin to flow. But in the United States that number jumpsto 80 percent, and it goes even higher in Canada.With corporations operating around the globe, a knowledge of the wayseverance is handled in other countries becomes vital. Right’s surveypoints out, for example, that:In Australia, an employer can not terminate an employee ifterminationis considered unjust, harsh, or unreasonable. Economic justificationwill be considered and reviewed, and a six-month due to illness isprotected.In the UK, no employee can be terminated without fair reasonand they must be given notice according to common law as it relatesto severance, a contract might state six months and the employer maybe ordered to extend it for six more months if the contract did notclearly state the reason for termination.In China, an employer should treat an employee without anemploymentcontract the same as one with a long-term employment contract withoutan expiration date.In Japan, the solicitation of voluntary resignations or theimplementation of an early retirement program is the most practicalway to terminate employees. In order to accelerate voluntaryresignations,companies have to make significant additional payments, triggeringpossible cash restraints.As far as New Jersey area severance trends go, Paradise saysa big one is that some companies are extending the time for whichthey pay for ex-employees’ outplacement services. The reason, notsurprisingly, is that “it’s taking longer to land a new job.”Top Of PageKnow Your Colorsd>Sherry Anderson is a green — but with goldunderpinnings. She has been with the Girl Scouts as a staff memberfor 16 years. For the 15 previous years she was a Girl Scoutvolunteer,and she spent seven years of her childhood in a Girl Scout uniform.That’s a lot of green, but there’s more. Administering True Colors,a personality assessment program similar to the Myers-Briggs testthat uses colors as classification tool, she quickly discovered thatshe was a “gold.”Anderson is associate executive director, membership and adultdevelopmentfor the Girl Scouts of Delaware Raritan, covering Mercer and Middlesexcounties (732-821-9090, www.gsofdr.org). She leads the Central JerseyWomen’s Network in a True Colors program on Tuesday, May 20, at 6p.m. at the Radisson Hotel in Princeton. Cost: $35. Call 908-281-9234for more information.Anderson grew up in Hamilton, and lives in a Victorian home inAllentownwith her husband, Steve Anderson, who makes cabinets and finefurniture.She says she has lived “within a five mile radius” all ofher life. Her husband has stayed even closer to home. He was bornin Dr. Farmer’s Hospital in Allentown, and is now talking aboutretirement.Anderson doubts that his heart is in it, though. “He has a signin his shop,” she recounts. “It says `find a job you likeand never work another day in your life’.”Anderson is not even talking about retirement. “I started(volunteeringfor the Girl Scouts) when my daughter was a Brownie,” she says.”I was having so much fun that I just stayed on. Then a job cameopen. I love it.”She devotes much of her time to the Girl Scouts’ adult educationprogram.Adult education? Yes indeed. Anderson reports that her council alonecounts 5,600 adult volunteers. Her division teaches them everythingfrom CPR and camping skills to leadership and conflict resolutionto best practices in working with a diverse group of girls. Some ofthe training is required and some is optional.The True Colors program, which was not developed by the Girl Scouts,but rather is a product of a private California-based company, fallsunder diversity training. “We recognize every girl’suniqueness,”says Anderson, “their culture, family, religion, ethnicity. Wemake leaders aware of all of those things.” In addition to moreobvious differences, the girls have different learning styles, andsome learn more quickly than others. Each learning pattern must behonored.While True Colors helps leaders understand the personality differencesunderlying the girls’ approach to tasks and their interactions, italso promotes understanding among staff members and volunteers, andwould be an ideal tool in a company setting.An advantage it has over other personality assessment tools is thatit is so fast and easy to get it going. Anderson explains that eachmember of the group taking part in a True Colors assessment is givenfour cards, each with pictures on the front and a list ofcharacteristicson the back. Participants rank themselves from one to four — leastlike me, most like me — on each characteristic to see whetherthey are “green,” “gold,” “orange,” or”blue.”Greens are analytical and logical; golds are organized, and love tomake lists; oranges are impulsive, and just want to have fun; bluesare emotional, and more concerned with feelings.Sometimes True Colors have trouble sorting themselves out. This isto be expected, says Anderson, explaining that few people are puregold or blue. And it’s a good thing, too. “Colors taken to theextreme are dysfunctional,” she says. But everyone has to picka dominant color. With the sorting in progress, each color sits arounda table with others of its kind. Often, this phase resembles a reunionof long-lost relatives, who may quickly, and gleefully, agree that”We hate oranges!”Other times, more sorting out is in order. Anderson, a warm,gregariousperson despite the fact that she says “blue is my weakestcolor,”leads the process. “I’ll ask what would you do if you won thelottery?” she says, chuckling at how predictable the responsesare. Golds invariably say they would put the money away, for example,while oranges say they would immediately embark on a big vacationbash.Another telling question: What kind of car would you buy if moneywere not an object? The oranges are torn between cool all-terrainvehicles and sports cars, while the golds want something, saysAnderson,that is “pretty sturdy, good quality, reliable.” The blues,who relish relationships, invariably opt for minivans. And how aboutthe greens? “They have trouble making a decision,” saysAnderson.These are the folks who closet themselves with stacks of ConsumerReports and spend hours reading car reviews and checking crash testdata.While it is undeniably great fun to take part in a True Colorsprogram,just how useful is it? Listening to Anderson tick off examples ofTrue Colors in action, it is striking that such a simple programappearsto be able to enhance group functioning so much.Rewards. “My lowest color is blue,” says Anderson.”I have to think about that when I work with blues. I try to givemore compliments.” She might also reward good work by blues witha personal item, while the golds on her staff, the organized groupthat is less concerned with personal relationships, might be justas happy with a note praising good performance.Scheduling. The greens are going to want lots of meetings,while the fun-loving oranges would just as soon get their informationon the fly. An orange with a green boss might do well to presentinformationin a folder rather than try to get it across while whizzing by onthe way to a long lunch.Likewise, the green boss might do well to think of sparing an orangestaff the agony of sitting still through lengthy meetings.Deadlines. A green may need more time to complete work.His report might well be more thorough than the one an orange wouldturn in, but it might not be ready as quickly.Tolerance. One of the greatest values of a True Colorsprogram is the reminder it brings that people — and even wholedepartments — do work differently. While diversity programs oftenfocus on ethnic differences, these often pale next to ways ofapproachinglife and work that are determined at birth, honed throughout life,and very difficult to change.If a gold can learn to understand and value an orange,interactionswill become so much easier — at home and at work. Anderson’sexperienceproves the point. “My daughter is an orange,” says the gold.”We had a lot of conflicts when she was a teenager.”But now, the orange daughter is a mother herself, and looking forwardto becoming a Girl Scout volunteer in the fall when her four-year-olddaughter becomes a Girl Scout, and adds justTop Of PageDonate Please: Gun SafetyMichael Shpuntov of Halberd Match Consulting isin the organizational stages of establishing the New Jersey Gun SafetyFoundation (NJGSF). Because firearms have remained virtuallyunregulatedin recent years, the NJGSF will be committed to providing programsto reduce the growing number of firearms deaths and injuries.Halberd Match Consulting has developed “smart gun technology,”personalized guns that can be fired only by their intended owners,thereby reducing unintended gun injury (U.S. 1, January 2). The NJGSFwill actively promote such technology through litigation, legislation,and public education efforts. Other program priorities includesupportingefforts by state-based groups as well as restricting gun access amongyouth and other high-risk users.The NJGSF will also be engaged in research spanning topics such as”Guns as Consumer Products,” “Restriction of Gun Accessamong Youth,” and “Technology for Safer Guns.” Shpuntovis looking for financial contributions to spearhead the foundation.Top Of PageCorporate AngelsMercer Street Friends Food Cooperative has received$1,660 collected at area ShopRite stores during special anti-hungerevents. ShopRite selected Mercer Street Friends as the recipient ofits anti-hunger initiative because of its central role in fightinghunger in central New Jersey.”The money comes at a crucial time for the hungry in central NewJersey,” says Phyllis Stoolmacher, director of the foodco-op. “Our food bank is facing a tremendous strain and we arestretching our physical and manpower resources to distribute evenmore food for the thousands of people coming to food pantries andmeal programs.”The regional food bank distributes more than 100,000 pounds of foodeach month from its Lawrenceville warehouse, meeting the needsof 15,000 people, up from 10,000 a month just 18 months ago.”For the past year or so,” says Stoolmacher, “foodpantriesand meal sites have expressed a widespread and deepening concern aboutthe rising number of people coming to them for food baskets or meals.Some agencies have reported a 40 percent increase in the need forfood.”The Princeton Wild Oats Natural Marketplace in conjunctionwith the Princeton YWCA, WPST, and Tender Hearts ofHamilton hosted a Prom Dress Drive.The goal was to collect 100 prom dresses for needy teens facing anexpensive rite of passage. Instead, the drive pulled in more than200 prom dresses, which were sent to Tender Hearts, where girls canchoose from among them.Prom dresses, typically worn just once, can cost $300 or more, andmany teens cannot afford to purchase one. For that reason, Wild Oatscame up with the idea of a prom dress drive. For more informationcall 609-924-4993.The Princeton Child Development Institute’s annual black tiebenefit, Spring Sensations, held on April 5 at the Doral Forrestal,raised $160,000 for autism intervention programs. Sponsors includedPrudential , Church and Dwight, Washington Mutual,Princeton Insurance Company, Hopewell Valley Vineyards,and the Philadelphia Eagles.Science students at Rutgers will have additionalstate-of-the-artfacilities thanks to Regina Best Heldrich , a Douglass alumna(Class of 1942), whose $1.25 million gift has funded a completerenovationof the 79-year-old chemistry building on the Douglass campus.The restored building, renamed the Regina Best Heldrich ScienceBuilding,was unveiled on Friday, April 25.Grant A. Somerville of Merrill Lynch has been namedchairmanof CancerCare’s Greater Mercer Area board. Also joining the boardare Richard Anderson of Capital Consulting Network, MichaelDahl of Princeton Financial Systems, Jay Ganzman, an attorneypracticing in Lawrenceville, and Dr. Michael Kane of the CancerInstituteof New Jersey.Somerville is a vice president, senior financial advisor, wealthmanagementadvisor, and certified financial manager at Merrill Lynch. He hasworked for the company for over 20 years. A Princeton resident,Somervillehas worked with CancerCare for three years.The largest non-profit of its kind, CancerCare provides freeprofessionalservices, including counseling, education, financial assistance, andpractical help to people of all ages, with all types of cancer, andat any stage of the disease. For more information, call 800-813-4673or visit www.cancercare.org.Commerce Bank has donated $25,000 to the Franklin TownshipPublic Library.Top Of PageUnemployment Checks Now OnlineUnemployed workers can now use the Internet to claimtheir continued unemployment benefits. The website address iswww.njuifile.net.The online process for filing a claim is similar to the paper andpen process. If the user is eligible, he or she is advised of theamount of the check to be issued.The Internet application for continued benefits is available Mondaythrough Friday, including holidays, from 7 a.m. to 6 p.m. Anyonechoosingto claim benefits on the Internet must file on theirregularly-assignedreporting date. Anyone missing an assigned reporting date should fileon the Wednesday, Thursday, or Friday immediately following thatassigneddate.Top Of PageParticipate PleaseThe Day for All Women committee is seekingpresentersto offer 90-minute workshops dealing with women’s issues on Saturday,October 18, from 9 a.m. to 4 p.m. at Bucks County Community College.The event is hosted by the Bucks County Community College. Call215-968-8015.Next StoryCorrections or additions?This page is published by PrincetonInfo.com— the web site for U.S. 1 Newspaper in Princeton, New Jersey.
