How to Cut the Bite Of College Tuition

Severance Pay: What’s New

Know Your Colors

Donate Please: Gun Safety

Corporate Angels

Unemployment Checks Now Online

Participate Please

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,

www.learnwoodworking.com).

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 Page
How 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 number

of options for the parents of youngsters who are heading off to

college

in the fall, there are even more strategies for the parents of

children

who are just a year or two into high school. One of the best, which

has perhaps the most potential to reduce college bills — sometimes

to zero, is the one Ziering’s babysitter used.

An excellent student, she applied to Duke, the University of North

Carolina at Chapel Hill, Northwestern University, Tulane, and the

University of Rhode Island. All accepted her. She knew that graduate

school was in her future, and researched acceptance rates from all

of the schools at which she had been accepted to the graduate schools

she wanted to attend. She discovered that the rates were about equal.

Then she weighed financial aid packages. The University of Rhode

Island,

in its offer, told her, Ziering paraphrases, "You will raise the

bar for our students. We will pay full tuition." Her babysitter

decided to take the school up on its offer.

"I was so proud of her," says Ziering. She finds that most

students, and most parents, strive mightily for the most prestigious

school possible. "A lot of parents will go to any lengths and

pay any price," she says. But, she points out that in most cases

the 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 prestigious

schools

confer contacts that are often worth the price of admission, but she

says the number of such schools is small. She also says that a small

percentage of students are so vastly superior to the rest of the pack

that the most prestigious schools will compete for them, dangling

generous financial aid packages.

Big fish in small ponds save buckets of money. For most

students, Ziering insists, a first-class strategy is to consider

schools

at which they will shine. Schools that are so eager to have them will

offer big packages. If graduate school is a goal, and these schools

send students to top graduate schools, such a decision could well

be a slam dunk, and one that could save the parents’ retirement nest

egg.

Are parents — and their striving children — willing to listen

to talk of passing on four full-tuition years at Princeton to attend

State U. on a full scholarship? Not if planning is put off until

senior

year, Ziering finds. By then, the goal of prestige at any price has

hardened into an obsession. "After the process has begun, they

do not hear," she says, "but if they get the information

early,

they are more accepting."

Most students, Ziering says, "pick schools haphazardly." They

may have a friend whose brother went to a school or the school may

have a "cool" reputation in his high school. Furthermore,

she says that guidance counselors often do not take cost into account

when recommending schools. It is not uncommon that they are driven

by a desire to get as many of the school’s students as possible into

the most prestigious schools. It may be up to the high schooler, and

his parents, to factor cost into the decision — and to do so

early.

Transfer tax liability to junior. Early planning can also

help children to qualify for larger financial aid packages. Here,

entrepreneurial parents may have an edge. Ziering says there are any

number of ways in which families that own businesses can take

advantage

of perfectly legal accounting and tax strategies to up the amount

of financial aid for which they are eligible. They can also put their

child on the payroll, having him, for example, program computers,

make deliveries, or work on marketing campaigns. Advantages include

the fact that the youngster’s earnings are taxed at a low rate.

Even wage-slave families can take advantage of this strategy, paying

children to network the household computers, cut the grass, or care

for younger children during the summer.

Empty the kids’ piggy banks. But while transferring some

money to children in the form of payment for work done is a good idea,

Ziering says that maintaining large college savings accounts in their

names is generally a bad idea. "This is very common, and it is

an error," she states. This is so because financial aid formulas

demand that the student use a higher percentage of his assets to pay

for tuition than his parents need to. In most cases, Ziering

recommends

liquidating 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 taking

the time to look into financial strategies to best position this

money,

as well as other assets. What is not worth a great deal of time, in

Ziering’s opinion, is hunting among the hundreds of small scholarships

offered by a wide range of organizations. "It just won’t make

much of a difference," she says. Besides, the scholarships will

reduce the money the college will give in the form of financial aid.

Don’t bet the house. Right about now, with financial aid

packages in, and the full realization that college is going to cost

a lot of money — a huge number of after-tax dollars — sinking

in, many parents are going in to what Ziering terms "crisis

mode."

The first move? The intuitive solution? Mortgage the house. Once

again,

Ziering goes against conventional wisdom. "Taking out a home

equity

loan is a frequent recommendation," she says, "but I never

suggest taking on debt without a clear and decisive plan for paying

it back."

Among the dangers is that all the money will go straight to the oldest

child’s tuition. "What if you have three children?" Ziering

posits. "What do you do for the other two?"

Even if there is only one child, and if the family believes that

paying

back the loan will not be a problem, Ziering says that any cash from

a home equity loan should be carefully positioned, perhaps in a

financial

product that dispenses money in incremental stages.

Keep looking at the financial aid package. It is possible

to dispute financial aid offers. This can be done not only before

freshman year, but also throughout the student’s college years. Should

a family need to assume the care of an elderly relative, for example,

or should a parent suffer health problems or lose a job, the award

could be adjusted.

Let the kids take on the loans. Youngsters can deduct

the interest on the loans, Ziering points out, but parents typically

can deduct only a certain portion.

Perhaps more important, most parents are looking at college

tuition and retirement savings as two trains, barreling down the

tracks,

one just a little behind the other. Taking an eye off the cash flow

required for a comfortable retirement is a bad idea, particularly

since there are more options for funding college at a late date than

there are for funding retirement at a late date. Or, as Ziering points

out, "You can borrow for college, but you can’t borrow for

retirement."

Top Of Page
Severance Pay: What’s New

Downsizing follows a down economy as surely as

full-blown

allergy attacks follow the first pollen bursts of the spring. Along

with downsizings come severance issues. Surprisingly, a new study

by Right Management Consultants finds that U.S. companies have an

easier time casting off employees they can no longer afford than do

their counterparts in many other countries.

Meg Paradise, senior client services consultant in Right’s

Parsippany

office, speaks on "Benchmarking Severance Plans: What Other

Employers

Are Doing" at a seminar that is part of the Employers Association

of New Jersey’s 87th annual membership meeting on Tuesday, May 20,

at 9:30 a.m. at the Somerset Marriott. Other seminars are "Firm

but Fair: Evaluating Job Performance" by Rebecca Dent of

EANJ, and "Can I Make an At-Will Termination?" by John Sarno

of EANJ. Cost: $100. Call 973-758-6800 for more information.

Paradise, a New Jersey native, studied art history at Rutgers (Class

of 1983). Before joining Right, a 2,000-person HR consulting and

career

transition firm, she worked in business development centering on

intellectual

property issues for Ford, Pepsico, and Kawasaki, and she developed

a sales learning approach for AT&T Solutions.

In its recent study, Right polled HR executives in 33 countries about

their severance practices. Fifteen hundred executives, 819 of them

representing organizations in the United States or Canada, returned

the survey.

Paradise says the biggest trend the study uncovered is that there

are substantial legal constraints on termination. Surprisingly, the

United States, a country most often thought of as litigious and highly

regulated, has side stepped this global trend. In the United States,

says Paradise, only two percent of respondents cited legal constraints

as being significant in lay-off decisions. The top legal constraint

cited was the need to provide advance notice of lay-offs to affected

individuals, the government, and unions.

Half of the study’s respondents said that their organizations have

formal, written severance policies. Thirty-four percent have informal,

unwritten policies, while 15 percent have no policies. In the United

States, 58 percent of respondents claimed formal policies, while in

Japan the number jumps to 91 percent. Japan’s statistic reflects an

important factor in whether or not a company formalizes its severance

policies — the legal climate. Another important factor, says

Paradise,

is the maturity of the company. In other words, one would expect to

find detailed procedures at General Motors, but possibly not at

four-person

Mom and Pop Discount Auto Sales.

As for the manner in which severance is paid, the Right study found

that the vast majority of companies prefer a single, one-time payment,

while 19 percent pay severed employees over time. Just eight percent

of all respondents reported that their organizations make supplemental

payments to former employees who don’t find another job. Typically,

says Paradise, these generous employers are based in Europe or in

Latin America.

While full-time employees nearly always qualify for some severance

payment, 58 percent of respondents report that their organizations

make payments to part-time employees as well. Sixty percent of

respondents

report that medical benefits are provided to severed employees at

all levels.

Around the globe, about two-thirds of all employers require that their

former employees sign a release before any money, benefits, or

outplacement

services begin to flow. But in the United States that number jumps

to 80 percent, and it goes even higher in Canada.

With corporations operating around the globe, a knowledge of the way

severance is handled in other countries becomes vital. Right’s survey

points out, for example, that:

In Australia, an employer can not terminate an employee if

termination

is considered unjust, harsh, or unreasonable. Economic justification

will be considered and reviewed, and a six-month due to illness is

protected.

In the UK, no employee can be terminated without fair reason

and they must be given notice according to common law as it relates

to severance, a contract might state six months and the employer may

be ordered to extend it for six more months if the contract did not

clearly state the reason for termination.

In China, an employer should treat an employee without an

employment

contract the same as one with a long-term employment contract without

an expiration date.

In Japan, the solicitation of voluntary resignations or the

implementation of an early retirement program is the most practical

way to terminate employees. In order to accelerate voluntary

resignations,

companies have to make significant additional payments, triggering

possible cash restraints.

As far as New Jersey area severance trends go, Paradise says

a big one is that some companies are extending the time for which

they pay for ex-employees’ outplacement services. The reason, not

surprisingly, is that "it’s taking longer to land a new job."

Top Of Page
Know Your Colors

<d>Sherry Anderson is a green — but with gold

underpinnings. She has been with the Girl Scouts as a staff member

for 16 years. For the 15 previous years she was a Girl Scout

volunteer,

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 test

that uses colors as classification tool, she quickly discovered that

she was a "gold."

Anderson is associate executive director, membership and adult

development

for the Girl Scouts of Delaware Raritan, covering Mercer and Middlesex

counties (732-821-9090, www.gsofdr.org). She leads the Central Jersey

Women’s Network in a True Colors program on Tuesday, May 20, at 6

p.m. at the Radisson Hotel in Princeton. Cost: $35. Call 908-281-9234

for more information.

Anderson grew up in Hamilton, and lives in a Victorian home in

Allentown

with her husband, Steve Anderson, who makes cabinets and fine

furniture.

She says she has lived "within a five mile radius" all of

her life. Her husband has stayed even closer to home. He was born

in Dr. Farmer’s Hospital in Allentown, and is now talking about

retirement.

Anderson doubts that his heart is in it, though. "He has a sign

in his shop," she recounts. "It says `find a job you like

and never work another day in your life’."

Anderson is not even talking about retirement. "I started

(volunteering

for 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 came

open. I love it."

She devotes much of her time to the Girl Scouts’ adult education

program.

Adult education? Yes indeed. Anderson reports that her council alone

counts 5,600 adult volunteers. Her division teaches them everything

from CPR and camping skills to leadership and conflict resolution

to best practices in working with a diverse group of girls. Some of

the 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, falls

under diversity training. "We recognize every girl’s

uniqueness,"

says Anderson, "their culture, family, religion, ethnicity. We

make leaders aware of all of those things." In addition to more

obvious differences, the girls have different learning styles, and

some learn more quickly than others. Each learning pattern must be

honored.

While True Colors helps leaders understand the personality differences

underlying the girls’ approach to tasks and their interactions, it

also promotes understanding among staff members and volunteers, and

would be an ideal tool in a company setting.

An advantage it has over other personality assessment tools is that

it is so fast and easy to get it going. Anderson explains that each

member of the group taking part in a True Colors assessment is given

four cards, each with pictures on the front and a list of

characteristics

on the back. Participants rank themselves from one to four — least

like me, most like me — on each characteristic to see whether

they are "green," "gold," "orange," or

"blue."

Greens are analytical and logical; golds are organized, and love to

make lists; oranges are impulsive, and just want to have fun; blues

are emotional, and more concerned with feelings.

Sometimes True Colors have trouble sorting themselves out. This is

to be expected, says Anderson, explaining that few people are pure

gold or blue. And it’s a good thing, too. "Colors taken to the

extreme are dysfunctional," she says. But everyone has to pick

a dominant color. With the sorting in progress, each color sits around

a table with others of its kind. Often, this phase resembles a reunion

of long-lost relatives, who may quickly, and gleefully, agree that

"We hate oranges!"

Other times, more sorting out is in order. Anderson, a warm,

gregarious

person despite the fact that she says "blue is my weakest

color,"

leads the process. "I’ll ask what would you do if you won the

lottery?" she says, chuckling at how predictable the responses

are. Golds invariably say they would put the money away, for example,

while oranges say they would immediately embark on a big vacation

bash.

Another telling question: What kind of car would you buy if money

were not an object? The oranges are torn between cool all-terrain

vehicles and sports cars, while the golds want something, says

Anderson,

that is "pretty sturdy, good quality, reliable." The blues,

who relish relationships, invariably opt for minivans. And how about

the greens? "They have trouble making a decision," says

Anderson.

These are the folks who closet themselves with stacks of Consumer

Reports and spend hours reading car reviews and checking crash test

data.

While it is undeniably great fun to take part in a True Colors

program,

just how useful is it? Listening to Anderson tick off examples of

True Colors in action, it is striking that such a simple program

appears

to 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 give

more compliments." She might also reward good work by blues with

a personal item, while the golds on her staff, the organized group

that is less concerned with personal relationships, might be just

as 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 information

on the fly. An orange with a green boss might do well to present

information

in a folder rather than try to get it across while whizzing by on

the way to a long lunch.

Likewise, the green boss might do well to think of sparing an orange

staff 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 would

turn in, but it might not be ready as quickly.

Tolerance. One of the greatest values of a True Colors

program is the reminder it brings that people — and even whole

departments — do work differently. While diversity programs often

focus on ethnic differences, these often pale next to ways of

approaching

life 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,

interactions

will become so much easier — at home and at work. Anderson’s

experience

proves 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 forward

to becoming a Girl Scout volunteer in the fall when her four-year-old

daughter becomes a Girl Scout, and adds just

Top Of Page
Donate Please: Gun Safety

Michael Shpuntov of Halberd Match Consulting is

in the organizational stages of establishing the New Jersey Gun Safety

Foundation (NJGSF). Because firearms have remained virtually

unregulated

in recent years, the NJGSF will be committed to providing programs

to 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 NJGSF

will actively promote such technology through litigation, legislation,

and public education efforts. Other program priorities include

supporting

efforts by state-based groups as well as restricting gun access among

youth and other high-risk users.

The NJGSF will also be engaged in research spanning topics such as

"Guns as Consumer Products," "Restriction of Gun Access

among Youth," and "Technology for Safer Guns." Shpuntov

is looking for financial contributions to spearhead the foundation.

Top Of Page
Corporate Angels

Mercer Street Friends Food Cooperative has received

$1,660 collected at area ShopRite stores during special anti-hunger

events. ShopRite selected Mercer Street Friends as the recipient of

its anti-hunger initiative because of its central role in fighting

hunger in central New Jersey.

"The money comes at a crucial time for the hungry in central New

Jersey," says Phyllis Stoolmacher, director of the food

co-op. "Our food bank is facing a tremendous strain and we are

stretching our physical and manpower resources to distribute even

more food for the thousands of people coming to food pantries and

meal programs."

The regional food bank distributes more than 100,000 pounds of food

each month from its Lawrenceville warehouse, meeting the needs

of 15,000 people, up from 10,000 a month just 18 months ago.

"For the past year or so," says Stoolmacher, "food

pantries

and meal sites have expressed a widespread and deepening concern about

the rising number of people coming to them for food baskets or meals.

Some agencies have reported a 40 percent increase in the need for

food."

The Princeton Wild Oats Natural Marketplace in conjunction

with the Princeton YWCA, WPST, and Tender Hearts of

Hamilton hosted a Prom Dress Drive.

The goal was to collect 100 prom dresses for needy teens facing an

expensive rite of passage. Instead, the drive pulled in more than

200 prom dresses, which were sent to Tender Hearts, where girls can

choose from among them.

Prom dresses, typically worn just once, can cost $300 or more, and

many teens cannot afford to purchase one. For that reason, Wild Oats

came up with the idea of a prom dress drive. For more information

call 609-924-4993.

The Princeton Child Development Institute’s annual black tie

benefit, Spring Sensations, held on April 5 at the Doral Forrestal,

raised $160,000 for autism intervention programs. Sponsors included

Prudential , Church and Dwight, Washington Mutual,

Princeton Insurance Company, Hopewell Valley Vineyards,

and the Philadelphia Eagles.

Science students at Rutgers will have additional

state-of-the-art

facilities thanks to Regina Best Heldrich , a Douglass alumna

(Class of 1942), whose $1.25 million gift has funded a complete

renovation

of the 79-year-old chemistry building on the Douglass campus.

The restored building, renamed the Regina Best Heldrich Science

Building,

was unveiled on Friday, April 25.

Grant A. Somerville of Merrill Lynch has been named

chairman

of CancerCare’s Greater Mercer Area board. Also joining the board

are Richard Anderson of Capital Consulting Network, Michael

Dahl of Princeton Financial Systems, Jay Ganzman, an attorney

practicing in Lawrenceville, and Dr. Michael Kane of the Cancer

Institute

of New Jersey.

Somerville is a vice president, senior financial advisor, wealth

management

advisor, and certified financial manager at Merrill Lynch. He has

worked for the company for over 20 years. A Princeton resident,

Somerville

has worked with CancerCare for three years.

The largest non-profit of its kind, CancerCare provides free

professional

services, including counseling, education, financial assistance, and

practical help to people of all ages, with all types of cancer, and

at any stage of the disease. For more information, call 800-813-4673

or visit www.cancercare.org.

Commerce Bank has donated $25,000 to the Franklin Township

Public Library.

Top Of Page
Unemployment Checks Now Online

Unemployed workers can now use the Internet to claim

their continued unemployment benefits. The website address is

www.njuifile.net.

The online process for filing a claim is similar to the paper and

pen process. If the user is eligible, he or she is advised of the

amount of the check to be issued.

The Internet application for continued benefits is available Monday

through Friday, including holidays, from 7 a.m. to 6 p.m. Anyone

choosing

to claim benefits on the Internet must file on their

regularly-assigned

reporting date. Anyone missing an assigned reporting date should file

on the Wednesday, Thursday, or Friday immediately following that

assigned

date.

Top Of Page
Participate Please

The Day for All Women committee is seeking

presenters

to 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. Call

215-968-8015.


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