Post Abortion Healing and Help, Post Abortion Stress Syndrome Support, what is it like to


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what is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

What is it like to have an abortion

By age 45, 1 out of every 2.5 women in the United States has had at least one abortion!*

How you feel after an abortion should not be a ‘political’ or ‘religious’ issue – if you have a need for support, want to talk, or have emotional or physical problems, they should be treated just like the issues with any other medical procedure.

How many women are talking right now on the message boards? Hundreds! How many stories can you go read right now, that have information and answers to questions you might have about post-abortion recovery? Literally, millions! As of 2/23/2015, the message boards have over 2,779,557 posts and 38,687 members! Because we have members from around the world in many different time zones, there is always someone on-line either posting or chatting, and they’d be happy to talk with you! Even if you don’t want to talk, there are almost 2.5 million posts you can read through, to find comfort and support. You are not alone and your feelings are shared by thousands of women around the globe. Our boards cover every aspect of life after an abortion, and we have a lot of different topics to explore. Click Here to go join the message boards and find information and instant friends who truly understand!

For any questions or help with using this website, send an email to [email protected]

  • How to feel better after an abortion – Physical and Emotional Healing for the few days, weeks and months. – This book helps you through the physical and emotional recovery process in the first few days, weeks and months after an abortion. Based on the experiences shared by thousands of women at the Post Abortion Stress Support Website, online since 1998, you will read examples from women, and have guidelines on what is normal afterwards, such as how much cramping, and bleeding to expect, activity levels, and what to do and not to do while you are recovering. This book is also helpful if you are planning for an abortion. You can read through the guidelines ahead of time and be familiar with what will occur afterwards, and make yourself as prepared as you can be before your abortion.

  • How to feel better after an abortion – PASS Recovery Steps – This book is for women who had an abortion 3 months or more ago, and are not feeling better, and are having persistent problems with getting back to normal.
  • You can also buy a print version of the PASS Recovery Steps below, from Cafe’ Press. Individual Recovery Steps Workbook

    What is it like to have an abortion

    We have a special section on our message board system for women working on the Individual Recovery Steps. If you want help, have questions or need input or support on a particular step, please post at the Individual Recovery Steps Message Board.

    Is This A Pro-Choice Or Pro-Life Site?

    This site is neither, it is “Politically Neutral”, and is devoted to healing and recovery for women who’ve had abortions. This site does not endorse any political view about abortion, or endorse any specific religious view about abortion. It is strictly a neutral place of healing, information and support for women, their families and friends after an abortion. We treat this as a medical issue for women, not a political or religious one. Therefore at our message boards and chats there is no discussion allowed on prolife vs prochoice issues, judgement or questioning of women’s reasons, or discussions about the “morality” of abortion. If you choose to participate in our interactive groups, please respect our site policy on these issues. Our site is a 501(c)3 nonprofit organization, and is not financed or supported by any political or religious groups. It is supported solely by the members at the message boards, and profits from the sale of products.

    What Is “Post Abortion Stress Syndrome?”

    Post Abortion Stress Syndrome (PASS) is the name for a condition that can affect women after an abortion. Just like any other condition, PASS does not affect every woman who has an abortion. Some women who have abortions feel peaceful about their decision beforehand, have a pain-free and physically easy experience, feel relieved afterwards, and then live the rest of their lives with no problems or regrets. Other women may have a different experience, and may have a more difficult time with the physical procedure itself, and the emotional and physical recovery process. Those who are affected can find themselves having problems with a common set of physical or emotional issues. After an abortion it’s possible that a woman will have some normal feelings of grief, guilt, sadness, crying and loss. If the feelings become severe, interfere with her daily activities, persist for a long period of time, or lead to other more serious problems, she may be suffering from PASS. Click Here for a list of detailed symptoms of PASS, lists of common problems, and more specific information.

    Doesn’t having PASS problems mean I am “prolife”, or “regret my decision”?”

    NO! PASS is a collection of physical and/or emotional issues that are common to women after an abortion. It is not expereinced only by women who are prolife, or who regret their abortion. There are plenty of prochoice women who have experienced PASS. There are also plenty of women who feel their abortion was the right choice, and don’t regret it, yet still have problems with PASS. PASS is a medical condition, and has nothing to do with politics or religion.

    What about you and the people who run this site?

    My view on abortion is neutral. The volunteers who help run this site and the message boards and chats have many different views – but the important thing is that everyone who helps out here has a strict devotion to neutrality, and our support and help is totally neutral. What is it like to have an abortion Click here to donate money directly to hosting costs for www.afterabortion.com

    What is it like to have an abortion Choose A Small Orange to host your website and get a discount! Click on the button and enter the code pass5 to get $5 off or pass15 for 15% off your total order.

    What is it like to have an abortion

    What is it like to have an abortion


    Do Women Have a Prostate Gland? #do #women #have #prostates


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    A Female Prostate?

    Q: Is it true that women have a prostate gland? If so, is it the same as the G-spot?

    A: While the existence of the G-spot is controversial. there are two small anatomical structures called Skene s (or paraurethral) glands that are sometimes referred to as the female prostate.

    Named after Alexander Skene, M.D. a gynecologist who described them in a paper in 1880, the glands are situated at the lower end of the female urethra, near the location of the supposed G-spot. They produce a fluid that helps lubricate the urethral opening and may have antimicrobial properties that protect the urinary tract from infections.

    The Skene s glands are thought to have the same structural components as the male prostate, though they are much smaller. Interestingly, they even produce prostate specific antigen, or PSA. (PSA is secreted from other female body tissues, as well, and may be a possible diagnostic marker for breast disease, among other conditions, just as it is for prostate cancer in men.)

    Still, there remains much debate over the exact anatomy and function of the Skene s glands in particular, what, if any, role they may play in sexual function. Some, but not all, researchers say that the fluid produced by some women during orgasm ( female ejaculate ) comes from these glands.

    Though cancer of the Skene s glands or their ducts is very rare, cysts, inflammation and infections sometimes occur in them and may be misdiagnosed as other urinary or gynecological conditions. If a woman has unexplained or unresolved symptoms (such as frequent and painful urination, lower urinary tract or vaginal pain or sexual dysfunction), it s reasonable for her to talk to her health care provider to see if these glands may be a contributing factor.


  • North Carolina Accident Guide – Steps After An Accident #north #carolina #accident #information, #north #carolina


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    Accident Guide in North Carolina

    What to Do

    If you’re involved in a crash, how you react afterwards can go a long ways towards saving you money and, depending on the situation, saving lives.

    • If you’re involved in an accident, don’t flee. You will be wanted by the law, regardless if you were at fault.
    • Take precautions to prevent other cars from adding to the accident. If possible, remove all the vehicles involved from the road. And then stay at the side of the road.
    • Offer assistance to the injured. Do not move an injured person unless there’s immediate danger, like a burning vehicle.
    • Contact the nearest law enforcement agency.
    • Exchange information with all involved parties. Be sure to provide your name, address, driver license number, vehicle registration number and vehicle insurance provider.
    • Try to get the names and numbers of witnesses.

    The Law

    Make an immediate report to the police if anyone is killed or injured, or if the total damage to cars and personal property tops $1,000. Failure to report the accident could balloon into legal hassles and result in a suspended license.

    Parked Car Collisions

    If you hit a parked car and leave a ding, try to find the owner. If you can’t, leave a note with your name, number, and insurance information on the windshield. Then, report the collision to the local police (campus police if you’re on a college campus) or to the highway patrol. If the note blows away, it’ll be considered a hit-and-run, unless it’s been reported.

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    Join 1,972,984 Americans who searched DMV.org for car insurance rates:

    THE PLEDGE


    CRNA vs #crna, #program, #work, #that, #believe, #hour, #week, #they, #about, #what, #school, #perfusion, #perfusionist,


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    CRNA vs. Perfusionist

    Aug 27, ’11 by juan de la cruz. MSN, RN, NP Guide

    Perfusion is a good career in my opinion. It’s definitely under the radar as far as a career option – very few programs in the US with small class size in most programs. The role goes beyond running the Cardio-Pulmonary Bypass machine in the OR, some work in Extra-Corporeal Life Support centers and provide expertise on ECMO use at the bedside. The pay is lower than CRNA. I found that they have a forum here: http://www.perfusion.com/perfusion/education.html #

    I am currently in perfusion school, and will be starting CRNA school in the spring so I can give you some insight into what it takes to get into both. Perfusion programs are considerably easier to get into than CRNA programs mainly because it’s a little known profession and there are far fewer applicants. There are about 25 perfusion programs and 110ish CRNA programs nation wide. The perfusion program I’m in is 18mo and pre-reqs are a bachelors degree, 9 hours of chem including organic and biochem, 5 hours of pre-calc mathmatics, 4 hours of physics, and 7 hours of A+P. You don’t need any prior clinical experience, but I can tell you my experience as an ICU nurse and ECMO specialist put me way ahead of everyone else in my class.

    CRNA school requires a BSN or bachelors with an ADN. Minimum 1 year ICU experience (few get in with only 1 year), biostats, physics, college level math class, organic/bio chem. programs nation wide are in the process of switching to the DNP plan of study and vary in length from 24-36mo.

    I enjoy perfusion school. It’s challenging but I’ve decided to switch to CRNA for a few reasons: 1 it’s what I have always wanted to do and the reason I got into nursing in the first place. 2 there are about 3500 perfusionists in the US compared to 40000ish CRNAs way easier to find a job or change jobs. 3 CRNA’s are LIP’s perfusionists are not. 4 I see myself getting bored after 5 years or so. 5 Perfusionists starting salary 80000ish CRNA 130000ish.

    Perfusion is a great career, and it is what I would be doing with my life had I not been accepted into CRNA this year. If you are interested in perfusion try and set up a time to shadow one. All of the perfusionists I know are smart, easy going, nice guys. If you have any other questions let me know.

    Quote from piratenurse0226

    Just a heads up, have you thought of going into a surgical or cvicu? Just asking because if you want to pursue CRNA, they will only take adult ICU exp no nicu exp. if you’re serious about applying I would find an adult unit in your hospital to get into.

    Schools decide what experience they take. Critical care is the requirement. I attend school with a PICU and NICU nurse. Some places also allow ER.

    Hmmmm, well that’s good news then. Most schools that I’ve researched as well as some websites I’ve looked up said most schools will only accept adult ICUs. Thanks for the heads up

    You’re correct in that many schools will only accept adult ICU’s. I’m looking at a school in northern california (I’m working in socal at the moment) that takes NICU exp. I don’t see why schools such as Kaiser/CSUF and others don’t acknowledge NICU as critical care experience. Ridiculous, in my opinion.

    Quote from bdoubleu

    You’re correct in that many schools will only accept adult ICU’s. I’m looking at a school in northern california (I’m working in socal at the moment) that takes NICU exp. I don’t see why schools such as Kaiser/CSUF and others don’t acknowledge NICU as critical care experience. Ridiculous, in my opinion.

    I’ll agree with you too. ICU is ICU, you need to do more drug calculations is seems for pediatrics/neonates than adults anyway. Best of luck!


    Connecticut Personal Injury Lawyer – Cheshire CT Accident Attorney – Michael P #at #203-250-7212 #or


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    Experienced Connecticut Personal Injury Attorney

    Serving clients everywhere in Connecticut including clients from Cheshire, New Haven, Meriden, Waterbury, Bridgeport and Hartford.

    If you or a close family member has sustained injuries due to the negligence of another party, the first thing that you should do after seeking medical treatment for your injuries is to find a professional and experienced Connecticut personal injury attorney to represent you in your case. Your choice of personal injury attorney will determine whether or not you receive fair compensation for your injuries and/or the amount of compensation you will receive from the responsible party s insurance company.

    Michael P. Foley, Jr. with an office in Cheshire, Connecticut, is an experienced, highly skilled trial attorney who has been fighting for justice for those who have been seriously injured or killed due to the negligence and wrongdoing of others for over 35 years.

    Experience and Compassion

    In addition to having over 35 years of experience handling personal injuries cases, Attorney Michael Foley has a passion and commitment to the physical, emotional and economic well-being of his clients. He understands that clients lives are often adversely affected by the injuries, stress, and inconvenience caused by the negligence of others. He is committed to helping his clients obtain fair compensation for all of their harms and losses and resume their normal lives as soon as possible. He is proud to have achieved a high level of client satisfaction as can be seen by his clients testimonial videos shown on this website.

    Mr. Foley will handle your case from your initial meeting with him through trial, if necessary. He represents victims and their families in a full range of personal injury claims, including motor vehicle and truck accidents, bicycle accidents, pedestrian accidents, construction site accidents, slip and fall and trip and fall accidents, and wrongful death, among other personal injury cases.

    Injuries caused by the fault of another person can severely affect your life. Many personal injuries result in the requirement for long term medical care and loss of enjoyment of life s normal activities. It is important for the attorney representing you in your case to be extremely skilled and experienced when reviewing all aspects of your claim, so that you can pursue the maximum amount of monetary compensation available to you. The monetary compensation that you would be entitled to is not limited to your medical bills related to the accident. Monetary compensation can also be recovered for any future medical bills that you will incur, your lost wages if you were caused to miss time from work, as well as your loss of enjoyment of life s activities. In addition, you would also be entitled to be compensated for any past and future pain and suffering that you have sustained or will sustain as result of the negligence of the other party. If you are no longer able to work due to your injuries, you would be entitled to make a claim for impairment of earning capacity as well. Attorney Foley has extensive experience in handling all of these types of losses for his clients and he can assist you with your claim as well.

    With an office in Cheshire, Connecticut, Attorney Foley is conveniently located in order to serve clients with personal injury cases in the surrounding areas of New Haven, Meriden, Waterbury, Bridgeport and Hartford. Mr. Foley s 35 years of experience allows him to have insight into the particular facts and circumstances in your case and the amount of damages that you would be entitled to recover. Mr. Foley also has a team of private investigators, accident reconstructionists and engineers that he uses in many cases in order to develop the evidence in the case. Experience has shown that obtaining statements from witnesses while the accident is still fresh in their minds, taking photographs of the accident scene, as well as retaining an accident reconstructionist or an engineer to inspect the area where the accident occurred, greatly enhances the chances of winning the case at trial, and leads to more favorable settlements for Attorney Foley s clients.

    As can be seen from the settlements section of his website, which also includes verdicts, Mr. Foley has obtained excellent results for his clients in every type of personal injury case that he handles. His firm can assist clients who have been injured in a variety of cases including but not limited to the following cases:

    If you have suffered an injury or have lost a loved one due to the fault of another party, you should not have to face the consequences alone. Unfortunately, many times the insurance company for the negligent party will contact the victim of an accident and attempt to negotiate a nominal settlement in the case in order to save themselves money. If you have been injured or have lost a loved one due to the negligence of another party, you should retain a highly experienced, Connecticut personal injury lawyer to represent you in order to obtain fair compensation for your injuries and losses.

    Attorney Foley handles all personal injury cases on a contingent fee basis, which means that his fee is paid only if he obtains a settlement or recovery for you in the case. If you do not obtain any monetary compensation in the case, he does not receive a fee.

    Let him fight for you, as he has fought for hundreds of other injured persons. Call him at 1-888-881-4018 or 203-250-7212 or contact him online at www.mpfesq.com to find out how he can work for you.

    Serving Cheshire, New Haven, Meriden, Waterbury, Bridgeport and Hartford since 1993.

    * Prior results do not guarantee a similar outcome.

    We serve the following localities: Fairfield County, Bridgeport, Danbury, Greenwich, Norwalk, Stamford, Stratford, Hartford County, Bristol, East Hartford, Hartford, Manchester, New Britain, Southington, West Hartford, Litchfield County, Torrington, Middlesex County, Middletown, New Haven County, Ansonia, Branford, Cheshire, East Haven, Guilford, Hamden, Madison, Meriden, Milford, Naugatuck, and Waterbury.

    Connecticut Personal Injury Lawyer – Cheshire CT Accident Attorney – Michael P. Foley, Jr.


    Masters ng vs #counseling, #dermatology, #masters, #psych, #that, #degree, #nursing, #therapy, #care, #wound, #educating, #like,


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    Masters Degree. Nursing vs. /Non Nursing

    I would encourage you to decide on what you want to do as the next step of your career, where you want your career to go, and that will tell you what degree/concentration will most benefit you professionally.

    (I should have said yesterday that that would also help you figure out whether a graduate degree or some kind of specialty certification or other training (that doesn’t involve getting a graduate degree) would be more helpful. )

    I totally agree with ellpark on this. Your choice of an educational program should depend on the type of work you want to do after you graduate. Answer that question and the educational choice will fall into place.

    Too many people do it backwards — and end up investing lots of time and money into degrees that don’t lead them to jobs they enjoy. They end up disliking their job options — and regret the investment they made in the education.

    So. what type of work do you want to do in the future?

    You can always brows job site and look at the type of degrees that employers are looking for. Do you want to be a manager or nursing leader? Then masters degrees in Hospital or healthcare administration would be a good way to go. Do you want to be more of a generalist? Then a masters in Public Health is a way to go. Researchers will generally have a degree in their field of research. Some nursing schools are experimenting with a new advance practice role called the Clinical Leader, which is similar to the soon to be phased out Clinical Nurse Specialist. You don’t have to be an NP if you want an advanced nursing degree. There is also the Nursing Infomatics masters degree, if you really like working with data and computers.

    I don’t want to be a manager. and don’t feel that the CNL would be the right fit. I think the CNS makes more sense for me over the NP and CNL, but, as you mentioned, that is being phased out. I guess that is why I was thinking I should find a degree that is not a MSN, but just works well with nursing. (Although that doesn’t sound like a great option either. )

    PS. I appreciate all the advice that I have received!


    These are the 7 most important skills retail managers need to have #retail #definition


    #retail skills

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    These are the 7 most important skills retail managers need to have

    Retail managers have to do it all: work with customers, manage sales associates, hit monthly store quotas and pitch in whenever something needs to get done.

    That s why employers in the retail industry often look for a blend of diverse, transferable skills on a resume that are indicative of a versatile, well-rounded candidate who has a good understanding of the industry and is able to adapt as needed , says Michael Lan, resume consultant at Resume Writer Direct in Wilmington, Delaware.

    These are the seven skills you most need to be a success as you rise in the ranks.

    Customer service is critical for everyone in retail, says career communications specialist Kelly Donovan in Los Angeles. Retail is all about making sure the customer has an excellent experience every time, so this skill should be at the top of your list.

    As a retail manager, you ll be supervising a team that may include inexperienced employees earning modest wages for a tough job, Donovan says. You ll need a track record of your leadership capabilities, and you must be able to provide examples of how you motivate people.

    Devin Pappas, who works as a store manager and visual merchandiser for Clearwater, Florida-based Patchington, says that being able to assess other people s strengths and identify areas of opportunities is key. Depending on how the store or chain is managed, you may be asked to provide one-on-one management and written action plans for store teams. You ll also have to create a team environment to get everyone working together.

    You may also be responsible for employees training and development, and you will need a background in recruiting or networking in the retail market to help fill positions, Pappas says. You ll need to be able to handle delicate situations with fairness and patience, follow corporate guidelines and hold every employee to high standards.

    Most retail employees are responsible for sales, Donovan says. So sales skills are essential for the majority of retail applicants, whether you re going for an associate position or a management position.

    Have examples ready that show you understand how to turn a browser into a buyer, and how to maximize sales by upselling customers with add-ons to their purchases.

    Your own sales experience may not be enough. Not only do you need to motivate people to work, you must motivate people to sell, Donovan says.

    A background in sales leadership is vital for retail managers. You may be asked to train sales associates and then improve their sales numbers over time.

    Retail is constantly changing, says Lisa Ritchie, vice president of human resources at Match Marketing Group in Mississauga, Ontario. Retail managers need to be flexible and mentally tough to deal with day-to-day variations. While the uncertainty of the industry can be exciting, it can also lead to burnout if you don t have the chops to handle the ups and downs.

    Retail is a fast-moving and dynamic industry, and it takes a lot to stay on top of everything that s going on. Successful retail managers are organized, good planners and strong troubleshooters, Pappas says. Being able to multitask helps as well.

    You ll need to draw on your communication skills to work with employees, customers and your own manager, Pappas says. You ll be directing store meetings and will need to confront a variety of internal and customer-facing situations, both positive and negative. Being able to communicate effectively will serve you well through it all.

    Related Articles


    Ten retailers who still have not come to Canada (but we hope they will) #retail


    #british retailers

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    Ten retailers who still have not come to Canada (but we hope they will)

    The last three years has seen the arrival of some of the most sought-after retail brands arrive in this country — J Crew, Victoria’s Secret and Target, to name a few. But despite an increasingly competitive market for retail real estate, there remain a handful of retail players who could still set up shop here, spurred by customer demand or their own desires to further expand global operations.

    1) Trader Joe’s — The California grocery chain with 390 U.S. locations has the unique problem of being so sought after in Canada that is has been pirated … allegedly. Owned by the family dynasty behind Germany’s biggest supermarket chain Aldi, Trader Joe’s is suing Vancouver-based Pirate Joe’s for trademark infringement for stocking up and reselling its house-branded goods. Pirate Joe’s owner Mike Hallatt has spent more than $350,000 buying goods at the U.S. chain on Trader Joe’s items such as Charmingly Chewy Chocolate Chip Cookies, Multigrain Tortilla Chips and Pumpkin Spice Pancake Mix, and driving them back across the border to resell them at a markup. Washington state judge Marsha Pechman dismissed the lawsuit, ruling that there was no basis to apply a U.S. law known as the Lanham Act, which confers broad jurisdictional powers upon U.S. courts. Despite the buzz, Trader Joe’s has not said it intends to open stores in Canada.

    2) Uniqlo — The Japanese cheap chic apparel giant has more than 1,000 outlets in Asia, France and the U.K. and wants to open up to 200 stores in the U.S. market, where it currently has 17 locations and will open its first stores in Australia next year. Uniqlo is high on HBC chief executive Richard Baker’s wish list of retail partnerships for his Hudson’s Bay department store chain.

    3) American Girl Place — Most parents of girls 10 and under have heard about this retailer from their daughters, and most likely to excess. The retailer of US$110 dolls and doll accessories has a thriving online division and stores in 15 U.S. states that emphasize high-service, “experiential” retail. Twelve stores include restaurants so one can book brunch, lunch, afternoon tea, dinner, or parties with her doll friends (adults are allowed too), and all outlets offer a photo studio and theme craft parties for customers.

    4) DSW, or Designer Shoe Warehouse. is a bit like the Winners (or sister chain Marshall’s) of shoes, selling top footwear brands at a discount. Bigger in size than Canada’s The Shoe Company stores, DSW operates nearly 400 locations averaging 22,000 square feet as well as 355 leased departments within other U.S. retailers.

    5) Delia’s — The apparel and accessories retailer for teens and tweens has just over 100 stores in the U.S. but also has a thriving catalogue operation. Could it succeed where La Senza Girl failed?

    6) Lane Bryant — The popular destination for online and cross-border Canadian shoppers who wear plus-size women’s apparel has more than 800 locations in the U.S. market. With an oft-noted void in the category relative to demand, the chain could provide some competition to the Reitmans-owned Addition Elle and Penningtons stores were it to open here.

    7) Madewell — This budding chain launched by J Crew in 2006 has not reached its full capacity in the U.S. so it is unlikely that we would see it here for at least a few years. But much like the prevalence of Gap and Old Navy in Canada over that of pricier corporate sibling Banana Republic, the less expensive J Crew unit might prove to be more popular among Canadian consumers.

    8) Macy’s — The large department store chain has been on the lips of industry watchers for years as a possible successor to Sears Canada, which has sold off the leases of some underperforming urban locations back to landlords. Now that Richard Baker has chosen luxury department store chain Saks as the dance partner for Hudson’s Bay, they speculate Macy’s might step in to give HBC some more serious competition.

    9) Primark – With rivals like Forever 21 and H M finding a steady foothold in Canada, the large Irish clothing retailer, which has 260 stores in the U.K. Austria, Belgium, Germany, Ireland, the Netherlands, Portugal and Spain, might find fit to set up shop here too.

    10) Next – With 500 stores in the U.K. and rivaling Marks Spencer as Britain’s biggest clothing chain, the contemporary fashion retailer is a well known brand throughout the world, with 200 outlets in 30 countries including China, Kuwait and Greece.

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    Wal-Mart, Target have raised the minimum wage #skechers #retailers


    #retail wages

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    Wal-Mart, Target have raised their minimum wage. Why not fast-food chains?

    The private sector minimum wage parade keeps marching on.

    Last week, Target announced that it would increase pay for all its workers to at least $9 per hour starting in April. That announcement comes on the heels of one made by Wal-Mart last month and after similar moves by TJX —parent company of T.J. Maxx, Marshalls, and Home Goods—Gap Inc. and Ikea.

    While retailers should be commended for paying workers more, the pile-on has brought attention to a key group of low-wage employers that have been noticeably absent from the discussion. Traditional fast-food restaurants haven’t made a peep.

    That’s not to say fast-food employers have been free of pressure from their workers and the public to bump up wages. The so-called Fight for 15 campaign has repeatedly hounded fast-food chains—most notably, McDonald’s—for their low pay, erratic hours, and most recently poor workplace safety .

    While worker advocates will tell you there s no excuse for the fast-food giants wage policies, a few facts help explain why retailers have been able to move faster on the issue.

    Hourly jobs in both the retail and food service sectors are certainly on the low end of the wage scale—retail sales workers make a median hourly pay of $10.29 ; food prep workers earn $9.28 —but when you take into account how many individuals in each industry earn the federal minimum wage, food service workers have it worse. According to a report released in March 2014 by the Bureau of Labor Statistic s, 4.3% of the hourly workers in the retail trade earned the federal minimum wage of $7.25 per hour or less (there are exceptions that allow employers to pay below the federal rate). Compare that to the leisure and hospitality sector, which includes employees who work in food and accommodation services. There, 19% of hourly workers are paid $7.25 an hour or less.

    Put a different way, there are 477,000 workers in sales and related occupations whose pay is at or below the minimum wage, according to the BLS; in food preparation and serving-related occupations, there are 1,540,000 such people, even though the sales sector has 700,000 more hourly workers. When Wal-Mart made its wage hike announcement, this trend was put on display. The retail giant disclosed that 6,000—or less than 1%—of its 1.3 million domestic employees received the federal minimum wage .

    In theory, retail stores also have an easier time raising wages because their labor costs—when compared to overall sales—are lower than at fast-food restaurants. In retail, labor costs represent 9% of total sales. In the more labor-intensive accommodation and food services sector, payroll costs account for 28% of sales .

    “Generally speaking, if Target or Wal-Mart raises [wages] to $9 or $10, the labor cost increase that it entails is smaller than if McDonald’s or Burger King did the same,” says Arindrajit Dube, an associate professor of economics at University of Massachusetts Amherst. Those labor costs figures also mean that retailers can more easily pass wage increases along to customers if they wish, since worker pay represents a smaller portion of all goods sold.

    Despite these factors, Dube expects the retailers recent wage increases to put pressure on fast-food chains to follow suit, the same way Wal-Mart s pay increase prompted Target to make a change (even after Target Chief Financial Officer John Mulligan said in February that rivals wage raises wouldn t sway the company to make similar changes .) They re all competing for the same workers, Dube says. There s lots of crossover between employees in the bottom end of retail and restaurants.

    The private sector minimum wage parade keeps marching on.

    Last week, Target announced that it would increase pay for all its workers to at least $9 per hour starting in April. That announcement comes on the heels of one made by Wal-Mart last month and after similar moves by TJX —parent company of T.J. Maxx, Marshalls, and Home Goods—Gap Inc. and Ikea.

    While retailers should be commended for paying workers more, the pile-on has brought attention to a key group of low-wage employers that have been noticeably absent from the discussion. Traditional fast-food restaurants haven’t made a peep.

    That’s not to say fast-food employers have been free of pressure from their workers and the public to bump up wages. The so-called Fight for 15 campaign has repeatedly hounded fast-food chains—most notably, McDonald’s—for their low pay, erratic hours, and most recently poor workplace safety .

    While worker advocates will tell you there s no excuse for the fast-food giants wage policies, a few facts help explain why retailers have been able to move faster on the issue.

    Hourly jobs in both the retail and food service sectors are certainly on the low end of the wage scale—retail sales workers make a median hourly pay of $10.29 ; food prep workers earn $9.28 —but when you take into account how many individuals in each industry earn the federal minimum wage, food service workers have it worse. According to a report released in March 2014 by the Bureau of Labor Statistic s, 4.3% of the hourly workers in the retail trade earned the federal minimum wage of $7.25 per hour or less (there are exceptions that allow employers to pay below the federal rate). Compare that to the leisure and hospitality sector, which includes employees who work in food and accommodation services. There, 19% of hourly workers are paid $7.25 an hour or less.

    Put a different way, there are 477,000 workers in sales and related occupations whose pay is at or below the minimum wage, according to the BLS; in food preparation and serving-related occupations, there are 1,540,000 such people, even though the sales sector has 700,000 more hourly workers. When Wal-Mart made its wage hike announcement, this trend was put on display. The retail giant disclosed that 6,000—or less than 1%—of its 1.3 million domestic employees received the federal minimum wage .

    In theory, retail stores also have an easier time raising wages because their labor costs—when compared to overall sales—are lower than at fast-food restaurants. In retail, labor costs represent 9% of total sales. In the more labor-intensive accommodation and food services sector, payroll costs account for 28% of sales .

    “Generally speaking, if Target or Wal-Mart raises [wages] to $9 or $10, the labor cost increase that it entails is smaller than if McDonald’s or Burger King did the same,” says Arindrajit Dube, an associate professor of economics at University of Massachusetts Amherst. Those labor costs figures also mean that retailers can more easily pass wage increases along to customers if they wish, since worker pay represents a smaller portion of all goods sold.

    Despite these factors, Dube expects the retailers recent wage increases to put pressure on fast-food chains to follow suit, the same way Wal-Mart s pay increase prompted Target to make a change (even after Target Chief Financial Officer John Mulligan said in February that rivals wage raises wouldn t sway the company to make similar changes .) They re all competing for the same workers, Dube says. There s lots of crossover between employees in the bottom end of retail and restaurants.


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