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Text
UNIVERSITY OF LOWELL
INNOVATIVE EMPLOYMENT PROGRAM
OCCUPATIONAL SPECIFIC ENGLISH AS A SECOND LANGUAGE (ESL)
and
EMPLOYMENT ORIENTATION
prepared for
LOWELL LINGERIE COMPANY
by
Dr. Hai B. Pho, Editor
Lan T. Pho
&
Joan DeWitt Seeler, Technical Writers
THIS CURRICULUM IS PREPARED EXCLUSIVELY FOR LOWELL LINGERIE
COMPANY BY THE UNIVERSITY OF LOWELL/INNOVATIVE EMPLOYMENT PROGRAM
UNDER A GRANT WITH THE DEPARTMENT OF PUBL IC WELFARE/REFUGEE
RESETTLEMENT PROGRAM, DR. HAI B. PHO, PRINCIPAL INVESTIGATOR.
ALL RIGHTS RESERVED. NO PART OF THIS BOOK MAY BE REPRODUCED IN
ANY FORM OR BY ANY MEANS WITHOUT PERMISSION IN WRITING FROM THE
AUTHORS.
1 UNIVERSITY AVENUE . LOWELL , MASSACHUSETTS 01854
TELEPHONE (6 17) 452-5000 , EXT 2270
�UNIVERSITY OF LOWELL
OCCUPATIONAL SPECIFIC ENGLISH AS A SECOND LANGUAGE CESL)
AND
EMPLOYMENT ORIENTATION
PREPARED FOR
LOWELL LINGERLE COMPANY
BY
LANT, PHO
University of Lowell
&
JOAN DEWITT SEE~ER
Jewish Vocational Services
�TABLE OF CONTENTS
Topic
.. Page
Introduction . . . . .
1
Functional Overview
2
Structural Overview
4
Teacher's Notes
6
Month 1 - Week 1:
Week 2:
Lowell Lingerie Company--A General Overview.
7
Employment with Lowell Lingerie--Setting up and
Operating the Machine.
12
Week 3:
Employment Procedures
Week 4:
The Garments--Occupational Safety.
22
Advanced Stitching Terminology--Personnel Policies
27
Month 2 - Week 1:
. 17
Week 2:
Problem with the Machine--Pay Procedures
Week 3:
Good Work Habits, Bad Work Habits--Leave of Absence.
Week 4:
An Introduction to the Union
Month 3 - Week 1:
. 32
34
• • 37
Socializing--Review Pay Procedures
. 39
Week· 2:
Piece-Work--Rate Setting
• 45
Week 3:
Medical Coverage--Health and Welfare Benefits
. 48
Week 4:
Performance Evaluation--Accident at Work-- ·
Lay-off--Termination
...•
• 50
**********
THIS CURRICULUM IS PREPARED EXCLUSil7ELY FOR LOWELL LINGERIE COMPANY BY THE
UNIVERSITY OF LOWELL/INNOVATIVE -EMPLOYMENT PROGRAM UNDER A GRANT- WITH . THE -..
DEPARTMENT OF PUBLIC-wELFARE1-REFUGEE7IBSETTLEMENT PROGRAM.
ALL RIGHTS RESERVED. NO PART OF THIS BOOK MAY BE REPRODUCED IN ANY
OR BY ANY MEANS WITHOUT PERMISSION IN WRITING FROM THE AUTHORS.
FORM
�INTRODUCTION
The Lowell Lingerie curriculum is an instructional package of
occupational specific English As a Second Language (Est) and employment
orientation (ID).
The objectives of the curriculum are (1) to familiarize students
with job related English, (2) to improve their English comprehension level for
both listening and speaking, (J) to provide them with a better uooerstaming of
work procedures, machinery and equipment, company regulations, personnel
policies, occupational safety and interpersonal communication.
The curriculum is written for students who have completed a beginning
course in ESL.
The focus of this curriculum is
and conversation.
job-related vocabulary
Basic grammar is reviewed through the presentation _of
vocabulary and job-related dialogues.
Teaching methods include show-and-tell, illustration, simple explanation,
listening and speaking drill, situational role playing, etc •••
-1-
�FUNCTIONAL OVERVIEW OF CURRICULUM
MONTH ls
LOWELL LINGERIE COMPANY--A GENERAL OVERVIEW
Week 1: -Company orientations products, people, physical plant, occupational safety
-Recognizing machine parts
-Asking for clarification
-Understanding directions
-Recognizing sewing terms
-Acknowledging that you understand directions given
Week 2: -Employment with Lowell Lingeries trial period, hourly rate
workers, inexperienced piece-workers
-Understanding directions for setting up the machine
-Understanding tenns for operating .the machine
-Understanding oral feedback about quality of work
Week
J:
-Employment procedures
-Interpersonal communication
-Supervisors and fellow-workers
-Calling in sick
Week 4s -Occupational safety--review
-Redognizing types of garments
-Recognizing colors
-Recognizing sizes
-Recognizing parts of garments
-Recognizing fabrics
-Understanding directions about handling material
MONTH 2:
ADVANCED STITCHING TERMINOLOGX, PERSONNEL POLICIES
~eek 1: Pay procedure: hourly rate, straight time, overtime
-Recognizing trimmings
-Following directions for sewing
-Recognizing types of stitches and attachments or machines that
make them
-Understanding oral feedback about quality of work
-2-
�Week 2s -Vacation pay, holiday pay, sick pay
-Recognizing and reporting problems the machine
-Asking about and identifying fellow employees and their functions
Week
J:
-Leave of absences
sickness, disability includingpregnancy/maternity
military services, jury duty.
-Understanding good work habits
-Reporting accidents
Week 4s -An introduction to your union--ILGWU
-Understanding break and lunch terms and practices
-Asking i f a seat is free
-Understanding how to use a vending machine
MONTH
J: INTERPERSONAL RELATIONSHIFS AT WORK, PERFORMANCE APPRAISAL, REVIEW
PERSONNEL POLICIES AND UNION PRACTICES
Week 1 s -Review payroll .procedures
-Introducing self
-Talking to a fellow worker about social activities during breaks
-Asking for property
-Acknowledging a mistake
-Understanding piece-work procedure
Week 2s -Piece worker--How rates are set and how to figure your earnings
-Asking directions
-U
nderstanding physical facilities of plant
W
eek J: - M
edical coverage --Health and welfare benefits
-Review union practices
Week 4s -Performance evaluation
-Lay-off and termination
-General review.
-3-
�STRUCTURAL OVERVIEW OF CURRICULUM
MONTH 1
Week 1: -Yes/No question with the simple present li>f "to be"
-Demonstrative "this"
-Imperative "do"
-Yes/No question with the simple present of "to do''
Week 2: -Yes/No questions with modal "can"
-"WR" question "what"
-Present progressives
-Imperatives,
I am--ing
Watch, Put, Press
-Imbedded questions, for example :"Claire said that
Week
3,
-"WR" questions,
-Contractions,
-Possessive:
What, How, Who
What's
Your, My•
-Question with modal "may"
-Future with "I'll"
-Indirect object "Let me know"
Week 4: -Article "some"
-"need" plus infinitive
-Questions with "do"
-Possessive adjestives:
Your, His, Her
-Coordinate conjunction "or"
-Multiple adjectives
MONTH 2
W
eek 1: ~Prepositions of place
-M
odals "have to", "can"
-Adverbs:
Too, Very, M
uch, A little
Week 2: -Modal "should", "had better"
-Past tense "did"
-Contractionss
she's, that's, who's
-Relative clauses,
"She's the woman who/that ••• "
Week 31 -Modal "should", "can", "have to"
-Comparative "er", "more", "est"
-4-
•• 0.
II
�)
-Imperatives
-Future "going to"
Week 4s -Future "will"
-Preposition of time in "months"
-Only
-Imbedded sentense "I think that ••• "
MONTH
3
Week 1: -Review "wh" questions
Past tense
Future tense
This/That, These/Those
-Present perfect continuous--have been working
-Conditional,
"if", "when"
Week 2: -Questions "How", "Where"
-Imbedded question·:
Week
"Where ••••• is"
3: -Conditionals "if", "when"
-Negative question:
"aren't"
-Relative clauses
-Anyone/Someone
-Anybody/Somebody
Week 4: General Review
-5-
�TEACHER'S NOTES
A few suggested drills and activities are included iri the text.
In general the focus should be on speaking and listening, with
reading and writing assigned as homework if desired.
time should be to enable
The aim of class
the student to understand and use the vocabulary
and grammar orally.
Therefore, all terms should be introduced orally and visually first.
When possible real items whould be used in class.
Flashcards and written
dialogues and stories should be used for reenforcement and review.
Choice of drills are left to the teacher's discretion, but those that
require the highest percentage of student conversa:filfllare recommended.
After students can produce the dialogues comfortably, they should use
other vocabulary items
and terms from their own previous knowledge.
Where supplementary vocabulary items are indicated, or if a class
has a low level of English proficiency, the teacher should concentrate
on the most important vocabulary items and attempt to finish all the
topics withinithree-month term period.
Employment orientation is composed of numerous topics related to
employee5 1 performance and job satisfaction.
In some weekly units
vocabulary for ESL and EO are presented separately. In others these
terminologies are integrated.
EX)
terminologies or concepts should be
explained in the most simple form to assure full understanding on the
part of the students.
A review of the company regulations and its
personnel policies by the teacher is essential.
Interpretation services
of bilingual counsellors are strongly recommended.
In addition,
arrangement should be made to involve management staff and personnel
office staff in class presentation.
Curriculum is structured on a daily unit during the first month
of/t~~ining program. For the last two months it is structured into
weekly units.
The following texts can be used in conjunction with this curriculum:
1.
2.
EVERYDAY ENGLISH--STUDEN BOOK 2 B, edited by Linda Schurer, The
T
Alemany Press, 1980.
ENGLISH FOR YOUR FIRST JOB, David Prince and Julia Gage, Edmonds
Community College, Washington, 1981.
-6-
�MONTH 1:
LOWELL LI N
GERIE COMPAN
Y--A GENERAL OVERVIEW
Week ls
Day ls
GENERAL ORIENTATION, MACHINE PARTS, PEOPLE YOU SHOULD KNOW
The First Day at Work
-Welcoming remarks from the company representative
-History of the Company
-The organizational chart
-The physical facilities, parking lot, main entrance,
emergency exit, fire extinguisher, no smoking sign,
stit:her's floor, rest room, nurse's room, lunch room
(lunch bag, refrigerator, vending machine, etc ••• )
-Breaks: coffee, lunch
-The time cards time clock, punch in, punch out.
-7-
�LOWELL, MASSACHUSETTS 01153
12•14 PERKINS STREET
TELEPHONE 117 454-41411
P.O.
eox 40t
NEW YORK OFFICE
EMPIRE STATE 8UILDINO, 110011 421J
350 FIFTH AVENUE
NEW YORK, NEW YORK 10118
(212) QS,2941
CAAAOLL~YANHOOSEA
PAESIDENT,TAEASUAEA
December 28, 1982
LOWELL LINGERIE COMPANY is a Manufacturing concern operating in Lowell
for over 35 years.
We manufacture women's pajamas, gowns, robes, slips, and half-slips mainly
for the chain store market; such as, J.C. Penney Company and Sears, Roebuck & Co.
We are constantly expanding our production at this location and at other plants
in Vermont and Pennsylvania, to meet the demand for this merchandise.
It is our goal to manufacture a high-quality garment and to service our customers
in the best possible way to insure success in the future.
Management acknowledges the fact that it takes people to produce this merchandise,
therefore we are always looking for the type of person who will conscientiously
strive to meet the standards of quality set by this company.
The performance of
our employees is the measure by which the company achieves its goals.
Our employees belong to the International Ladies' Garment Workers' Union and
through the Union, we provide benefits such as Group Health Insurance, Vacation Pay,
Life
&
Disability Insuranc·e .
M
ost people f i nd Lowel l Lingerie a pleasant place to work.
We believe this is a
result of a general willingness to give and take and to deal honestly and intelligently
with whatever problems may arise.
Your supervisor is responsible for your fair treatment, therefore, you will usually
find that a talk with your supervisor is the best way to resolve any problem.
However, if you are unhappy with the results of the discussion, you may talk with
the Union Representative who will, in turn, discuss the problem with management
and hopefully resolve the dispute to everyone's satisfaction.
-7-a
�LOWELL LINGERIE COMPANY
December 28, 1982
-2-
Our management team starts with the supervisors: stitching, finishing, shipping,
and office.
Your supervisor was chosen on the basis of having experience and
training in these areas.
The main responsibility of a supervisor is to direct
and help her or his department so that it will contribute to the efficient and
successful operation of the company.
The stitching supervisor reports to the Production Manager, whose main
responsibility is to coordinate the work flow of goods to meet production deadlines.
The manager also is responsible for the costing of styles and setting
piece rates for styles going into production.
She works closely with the planning
department headed up by the Vice President of Manufacturing.
is based on sales contracts issued by our customers.
-7-b
Production Planning
�CAMBODIAN TRANSLATION
12·1• PERKINS STREET
LOWELL, MASSACHUSETTS 01853
TELEPHONE 817 •M•IMll1
CAAAOLLT. VANHOOSER
PRESIDENT-TREASURER
(Page 1 of 2 pages)
�CAMBODIAN TRANSLATION
-7-b-2-
(Page 2 of 2 pages)
�LAOTIAN TRANSLATION
12-14 PERKINS STREET
(Page 1 of 2 pages)
LOWELL, MASSACHUSETTS 01853
TELEPHONE 817 454-0481
P.O. BOX 408
NEW YORK OFFICE
EMPIRE STATE BUILDING, ROOM 4213
350 FIFTH AVENUE
NEW YORK, NEW YORK 10118
(212) 895-2948
CARROLLT.VANHOOSER
PRESIDENT-TREASURER
-7-b-3-
�LAOTIAN TRANSLATION
-7-b-4-
(Page 2 of 2 pages)
�VIETNAMESE TRANSLATION
12-14 PER KINS STREET
Page 1 of 2 pages)
LOWELL, MASSACHUSETT S 01853
TELEPHONE 617 454-0491
P.O. BOX 4011
CARROLLT.VANHOOSER
PRESIDENT-TREASURER
NEW YORK OFFICE
EMPIRE STAT E BUILDING , ROOM 4213
.3SO FIFTH AVENUE
NEW YORK, NEW YORK 10118
(212) 895-2948
Ngay 28 th~ng 12, nam 1982
- ,',
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Ban quan-tr~ tin rang that ra chi co nhan ~ong moi co the giup xi
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ti~ thue nhu~g nhan c~ng c_ ifu kht> tich c1c lam vifc de,_ d~p un'g v6i ti~u
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-7-b-,-
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(Page 2 of 2 pages)
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-7-b-6-
�PAY PERIOD ENDING
No.
Name ______________________
R.T. HOURS- r---RATE
AMOUNT
,.I.C .A.-
- o.T. HOURS- r---RATt
AMOUN
ED. W.T.
-HOUR.
AMOUN,
CITY/STATE W.T.-
STATE U.C.
NUMBER OF
EXEMPTIONS
TOTAL EARNINGS-,__TOTAL DEDUCTIONS--
oALANCE DUE--
oONos-
1st DAY
2nd DAY
3rd DAY
4th DAY
5th DAY
6th DAY
7th DAY
Weekly I 01 ,
a1
Oa ,ly
To1a1
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TU IAL huuRS SHOWN IS CORRECT
ignature
1950-9112 SIMPLEX TIME RECORDER CO., GARONER. MA. 01441 PAINTED IN U.S.A.
-7 - c
�MONTH 1, Week 1
Day 2s Machine Parts and the People You Should Know
Vocabulary
Plug
Switch
On
Off
Knee lift
Grammars
Materialss
pedal
needle
bobbin
watch me
please say that
again
Floor Lady:
new employee/trainee
break-in a new employee
training
on-the-job training
Service Girls delivery
bundle
review "to be"
Yes/No questions
sewing machinep scrap, scissors, bobbin,
vocabulary sheet.
Dialogue
Claire:
Watch me.
This is the pedal.This is the needle.
This is the bobbin.
Huong:
Please say that again.
Claires
This is the bobbin•
-8-
�MONTH 1, Week 1
Day
J: Machine Parts and the People you Should Know ( continued)
Reviews
Day 2 vocabulary
Production Managers
Vocabulary
pe:i;vous
afraid
not afraid
machine
goes
sew
not
very fast
not too fast
slowly
Mechanics:
Janitors
Grammars
Are you?
authority
l'esponsibility
assignment
organizing
supervising
break-down, problem,
did not work, something wrong
clean, dirty, wet, sweep,
mop, wax
Yes, I am
No, I am not
Do, Don't
Materialss
sewing machine, scrap, scissors, bobbin, vocabulary sheet.
Dialogue
Claires
Huongs
This is the On/Off switch.
Oh! It sews very fast.
Claires
Are you afraid?
Huongs
Yes, I am.
Claire:
Do it slowly, like this.
-9-
�MONTH 1, Week 1
Day 4,
Machine Parts and the People You Should Know (continued)
Review,
Day J vocabulary
Vocabulary
Comptrollers
I understand
I don't understand
thread
pressure (foot)
bobbin case
guide
scrap
scissors
cut
Grammars
Materials:
Dialogue
Claire,
Huong:
Please do it again
Do you understand
Yes
No
I see
record, record
keeping, salary,
pay, expenses,
profits
Secretary/Receptionists telephone,
answer the phone,
take a message, page
Questions with "do", Do You?
Yes, I do. No I don't.
sewing machine, scrap, scissors, bobbin, vocabulary sheeto
Watch me
Thread it like this
Please do it again
•
I
O
O
I
Claire,
Do you understand?
Huong,
Yes, I do.
-10-
�1-fONTH 1, Week 1
Day
5:
Review All Vocabulary. Label Machine Farts on a Picture of Machine
(Supplementary,
Role Playing Dialogues)
Listening Quizs
teacher read items
students circle item they hear
Materials,
pictures of machine for labeling,
listening quiz sheet,
sewing machine, thread
Role Playing:
Thread a machine
Questions and Answers,
Listening Quiz:
company orientation
circle the correct item
1.
plug
switch
pedal
2.
pedal
bobbin
J.
knee lift
bobbin case
needle
bobbin
4.
guide
thread
foot
5.
scrap
scissors
foot
-11-
�MONTH 1
Week 2:
~LO:YMEN'l' WITH LOWELL LINGERIE,
SETTING UP AND OPERATING THE MACHINE
Day ls
Setting Up the Machine
Reviews
Trial Period
Parts of the machine
Vocabulary
drop the bobbin into the case
thread the needle from the front,
wipe the machine
can, can't
wrong, try again
do it like this
good
from the side
Tr.ia.L Period
4-week trial period
13-week trl.a 1 period
probationary employee, trainee
permanent employee
discharge
retain
Grammars
Materials:
Can you •••• ?
Yes, I can
No, I can't
sewing machine, bobbin, thread, scissors, scrap,
vocabulary sheet
Dialogue
Claire:
Can you drop the bobbin in the case?
Huong:
Yes,I can.
Claire,
Can you thread the needle?
Huong:
Yes, I can,
Claire:
That's wrong , do it like this.
Huong:
I'll try again.
Claire:
That's good.
-12-
�MONTH 1, Week 2
Day 2:
Operating the Machine
Reviews
Hourly Paid Worker
&
Piece Rate Worker
Day 1 vocabulary
Vocabulary
turn on
turn off
start
stop
Grammar:
pick up
put down
carefully
and now?
Present progressive
What are you doing?
Am I
Materials,
salary
pay
rate ($3. 75/hr)
piece rate
I am••••
You are
sewing machine, bobbin, thread, scissors, scrap,
flashcard pictures, vocabulary sheet
Dialogu~
Claire,
Watch me carefully
What am I doing?
Huong:
You are turning on the machine
Claire:
and now?
Huong:
You are picking up the foot
Claire:
Good.
Now you do it.
-13-
�MONTH 1, Week 2
Day
J:
Operating the Machine ( continued)
Inexperienced Piece Worker
Review: · very fast, not too fast, machine, pedal, etc •••
Vocabulary
put
under
material
press
6rammar:
Materialss
InexperiencelPiece Rate
inexperience
increase
minimum
classification
accelerate
. right
ready
first
then
Hiring date
Thirty days
Sixty days
Ninety days
Imperatives
sewing machine, bobbin, thread, scissors, scrap,
vocabulary sheet.
Dialogue
Claire:
Watch carefully,
Huongs
OK,
Claires
First pick up the foot,
Huong:
Claire:
I seePut the material under the foot,
Then put down the foot.
Huong:
Uh huh,
Claire:
Then press the pedal slowly,
Huong:
Not too fast,
Claire,
Rie;ht.
-ll:- -
$J.75
3.90
4.10
4.35
�MONTH 1, Week 2
Day 4:
Trial Period (continued)
Good Work and Bad Work
Review:
Vocabulary day 2
&
3
Vocabulary
good work
no good
nice going
not bad
right
Grammars
Materials,
OK
that's nice
that's wrong
very good
wrong
termination
discharge
satisfactory
unsatisfactory
slowdown
lay-off
rehire
imbedded sentences
Claire said that: it's good work
it's OK
sample of good work and bad work.
Exercise
Students,
Listen to vocabulary announced by teacher,
Repeat vocabulary after teacher.
Listen again, for every phrase of "good work", students
raise 1 finger, for every phrase of "bad work", students
raise 2 fingers. Do this listening exercise until
students can distinguish expression of "good work" from
expression of "bad work".
Repeat the exercise, but this time teacher raises her
voice and soften her voice to show that loud voice or
soft voice does not change criticism to praise.
Listen:
good job
nice going
good work
not bad at all
you work fast
OK
pretty good
no good
not good
poor job
poorly done
you work too slow
you made a mistake
do it again, faster
Listen again and repeat after teacher
Listen and hold up 1 finger for "praise"
. 2 fingers for "cri tism"
good job
no good
wrong
good work
not bad at all
wrong
you work fast
you work too slow
Listen again, for "praise" students say "thank you"
for "criticism" students say "I understand"
"Please show me again"
"Should I do it again?"
-15-
�. MONTH 1, Week 2
Day
5:
Review
Situational Role Playing :
Listening Quiz:
Materials s
students receive "praise"
students receive "criticism"
critism phrases
record answer on sheets 1 through
circle "good"for "praise"
circle "bad" for "criticism"
10 phrases 0
flash cards
picture flash cards
sewing machine, scraps, tape of different people
giving praise and criticism, including men and
women speak loudly and softly.
-16-
�MONTH 1
Week
J:
Day 1:
Effl'LOYMENT PROCEDURES
Application Fonn V
ocabulary
Review: -alphabet:
(1) recognition of capital letters and small
letters
(2) alphabetical order
-numbers
Vocabulary
name
first
middle
last
address
work
reference
Grammar:
Materials:
street
town
number
zip code
telephone number
education
citizen
"wh" questions
area code
fill out application
write clearly
print
social security number
emergency contact person
visa status
What's your ••••• ?
How do you spell your ••• ?
blank application form, flash cards for alphabet,
numbers, first, middle, last• name, vocabulary and
dialogue sheet.
Dialogue
What's your name? (first, middle, last)
How do you spell it?
What's your address?
What your telephone number?
Supplementary Dialogue
Saying your name (first, middle, last)
Hi Huong.
This is Claire.
Go with her.
She'll show you
what to do
What's your name? -My name is Claire Lajoie.
You can call me Claire.
My name is Huong Tran.
How do you spell your name?
Please call me Huong .
- H UONG
TRA N.
Huong is my first name, Tran is my last name.
-17-
�APPLICATION FOR EMPLOYMENT
CPRE-EMPLOYMENT QUESTIONNAIRE>
CAN EQUAL OPPORTUNITY EMPLOYER>
PERSONAL INFORMATION
DATE
r;;:
en
--i
SOCIAL SECURITY
NUMBER
NAME
LAST
MIDDLE
FIRST
PRESENT ADDRESS
STREET
CITY
STATE
STREET
CITY
STATE
PERMANENT ADDRESS
ARE YOU 18 YEARS OR OLDER
PHONE NO.
Yes •
Na o
-
SPECIAL QUESTIONS
DO NOT ANSWER ANY OF THE QUESTIONS IN THIS FRAMED AREA UNLESS THE EMPLOYER HAS CHECKED A
BOX PRECEDING A QUESTION, THEREBY INDICATING THAT THE INFORMATION IS REQUIRED FOR A BONA FIDE
OCCUPATIONAL QUALIFICATION, OR DICTATED BY NATIONAL SECURITY LAWS, OR IS NEEDED FOR OTHER
LEGALLY PERMISSIBLE REASONS.
•
•
•
•
Height
feet
Weight
•
•
lbs.
inches
Citizen of U.S. __ Yes _ _ No
:ii
en
--i
Date of Birth*
Read
What Foreign Languages do you speak fluently?
,,
Write
*The Age Discrimination in Employment Act of 1967 prohibits discrim ination on the basis of age with respect to individuals who are at
least 40 but less than 70 years of age.
-
EMPLOYMENT DESIRED
SALARY
DESIRED
POSITION
DATE YOU
CAN START
ARE YOU EMPLOYED NOW?
IF SO MAY WE INQUIRE
OF YOUR PRESENT EMPLOYER?
EVER APPLIED TO THIS COMPANY BEFORE?
WHERE?
EDUCATION
NAME AND LOCATION OF SCHOOL
s::
a
0
,...
m
WHEN?
*NO.OF
YEARS
ATTENDED
*DID YOU
GRADUATE?
SUBJECTS STUDIED
GRAMMAR SCHOOL.
HIGH SCHOOL
COLLEGE
TRADE, BUSINESS OR
CORRESPONDENCE
SCHOOL
*The Age Discrimination in Employment Act of 1967 prohibits discrimination on the basis of age with respect to individuals who are at least 40 but less
than 70 years of age.
GENERAL
SUBJECTS OF SPECIAL STUDY OR RESEARCH WORK
U.S. MILITARY OR
NAVAL SERVICE
TOPS
9 FOIIM 3115 IIIEVISEDI
PRESENT MEMBERSHIP IN
RANK
NATIONAL GUARD OR RESERVES
(CONTINUED ON OTHER SIDE!
-17-a
LITHO IN U.S.A.
�FORMER EMPLOYERS [LIST BELOW LAST FOUR EMPLOYERS, STARTING WITH LAST ONE FIRST] .
DATE
MONTH ANO YEAR
NAME AND ADDRESS OF EMPLOYER
SALARY
POSITION
REASON FOR LEAVING
FROM
TO
FROM
TO
FROM
TO
FROM
TO
REFERENCES:
GIVE THE NAMES OF THREE PERSONS NOT RELATED TO YOU, WHOM YOU HAVE KNOWN ATLEAST ONE YEAR.
NAME
ADDRESS
YEARS
ACQUAINTED
BUSINESS
1
2
3
PHYSICAL RECORD:
DO YOU HAVE ANY PHYSICAL LIMITATIONS THAT PRECLUDE YOU FROM PERFORMING Al~Y WORK FOR WHICH YOU ARE BEING CONSIDERED ?
• Yes
• No
PLEASE DESCRIBE :
IN CASE OF
EMERGENCY NOTIFY
NAME
ADDRESS
PHONE ND.
"I CERTIFY THAT THE FACTS CONTAINED IN THIS APPLICATION ARE TRUE AND COMPLETE TO THE BEST OF MY KNOWLEDGE
ANO UNDERSTAND THAT, IF EMPLOYED, FALSIFIED STATEMENTS ON THIS APPLICATION SHALL BE GROUNDS FOR DISMISSAL.
I AUTHORIZE INVESTIGATION OF ALL STATEMENTS CONTAINED HEREIN ANO THE REFERENCES LISTED ABOVE TO GIVE YOU ANY
AND ALL INFORMATION CONCERNING MY PREVIOUS EMPLOYMENT AND ANY PERTINENT INFORMATION THEY MAY HAVE,
PERSONAL OR OTHERWISE, AND RELEASE ALL PARTIES FROM ALL LIABILITY FOR ANY DAMAGE THAT MAY RESULT FROM
FURNISHING SAME TO YOU.
I UNDERSTAND ANO AGREE THAT, IF HIRED, MY EMPLOYMENT IS FOR NO DEFINITE PERIOD ANO MAY, REGARDLESS OF THE
DATE OF PAYMENT OF MY WAGES AND SALARY, BE TERMINATED AT ANY TIME WITHOUT ANY PRIOR NOTICE."
SIGNATURE
DATE
DO NOT WRITE BELOW THIS LINE
INTERVIEWED BY
HIRED:
o Yes
DATE
o No
POSITION
DEPT.
SALARY/WAGE
DATE REPORTING TO WORK
2.
APPROVED: 1.
3.
DEPT. HEAD
EMPLOYMENT MANAGER
GENERAL MANAGER
This form has been designed to strictly comply with State and Federal fair employment practice laws prohibiting employment d1
scr1minat 1 . This
on
Applicat ion for Employment Form is sold for general use throughout the United States. TOPS assumes no responsibility for the inclusion in sa id form of
any quest ions wh ich, when asked by the Employer of the Job Applicant. may violate State and/ or Federal Law.
-17-b
�MONTH 1, Week 3
Day 2:
Making Telephone Calls
Review:
Job Interview
alphabet and numbers
Vocabulary
pay phon.e, public phone
telephone number
need
a dime
wait
who
calling
please
Grammar:
"wh" question:
modal "may"
Materials:
operator
connect
just a minute
good morning
good afternoon
may
hold
Personnel clerk
schedule
appointment
interview
on time
late
cannot come in
reschedule
what, who, when, where, why
teletrainer, coins, vocabulary and dialogue sheet
Dialogue: 1
Receptionists
"Lowell Lingerie Company."
Lam Muoi s
I am Lam Muoi.
tomorrow.
address.
I will not be in today and
Please mail my check to my home
Receptionists
I will connect you with our Payroll Department.
Lam Muoi,
(wait for the connection) I am Lam Muoi, I will
. not be in today and tomorrow. Please mail my
check to my home address. Thank you.
Dialogue 2
Rece,ptionists
Good morning.
Phenoms
Good morning. I am Phenom. My child missed
the school bus. I will be late for work.
Receptionists
Thank you for calling.
Phenom:
Bye.
-18-
Lowell Lingerie Company.
We'll see you later.
�The phone book has a lot of
page is very important.
It has
Look on the first page and find
ti·
'
.: ·. i
'.
,,.,, <.· W,
~·J,f.j·.
·\
1
fire department
'2
· r ~-· 11.ce
F
-~
. :. , ,. .~ .
3
department
.;
ambulance
L
E
-18- a
TELEPHONE
�To A Friend
CONVERSATION
need to talk to my uncle.
1.
I
2.
You can call him.
1.
No,
I
don't have any money.
You can call him collect.
2.
: 00.
I can't.
PRACTICE
I
He
We
doesn't have any money .
don't have any money.
She
You
l
They
I
We
You
He
She
They
You can call
can
call him.
can't
him
her·
me
them
us
coll ec t.
FILL IN THE BLANKS
don't
him
doesn't
her
us
me
any
them
~
1.
2.
She can't call her parents.
She ____ have_ _ _ _ money.
She can call _ _ _ _ _ collect.
3.
He can't call his girlfriend.
He
have ____money.
-He can call _ _ _ _ _ collect. - -
4.
We can't call you and your wife.
We
have _ _ _ _ money.
You can call _____ collect. - - -
5.
'PHONE
I can't call my uncle. ,)._~;t,have
You can call ~ c { o l l e c t .
They can't call you.
They _____have _____money.
They can call
- - - - -collect.
money.
TELEPHON
�MONTH 1, Week 3
Day Js
Calling in Sick
Reviews
Day 2
Vocabulary
coming in
cannot coming in
sick
tomorrow
let me know
what's the matter with you?
Grammars
Materials:
flu
cold
headache
sure
before
indirect object
teletrainer, vocabulary and dialogue sheet
Dialogue
Receptionists "Good Morning - Lowell Lingerie Company"
Huong:
.I am Huong Nguyen, clock number J0,54.
I am sick today.
or
I am H.uong Nguyen, Clock number J0,54.
l will be out all week, doctor's orders.
or
i am Huong Nguyen, clock number J0,54. ·
I am sick, I will not be ih today.
or
I am Huong Nguyen, clock number J0,54. ·
I am sick, I will not . come in today.
I will come in tomorrow.
Receptionists Thank you.
(Supervisors will check with receptionist to find out who is
absent)
-19-
�MONTH 1, Week 3.
Day 4:
Time Card 1 Pay Check, W4 Form
Reviews
Telling time
Days of the Week
Months of the Year
Dates
Vocabulary
always
everyday
punch in
punch out
break
lunch hour
hours shown
correct signature
Grammars
Materials:
start
finish
go home
again
gross pay
net ·pay · ·
deduction
dependent
allowance
federal tax
FICA
tax w_i thholding
medical insurance
other deduction
present time
adverbs of time.
time card, blank card, punch card, pay check,
see English for your First Job, PP 86-87 attached
Fill-in Exercise
What do you do at work everyday?
I always go to work at
I punch in at
I punch out for lunch at
I punch in again at
I punch out at
. and go home •
-20-
•
�MONTH 1, Week 3
Day
5s
Review
Role play--Telephone calls
Listening Quiz
see Ev~yday English, Book 2 B, PP 17 of Employment section
Materials,
teletrainer
listening quiz sheet.
-21-
�z,JSTEN 1·v
1·nL ;:,J._
vru
fILL IN THE BLANKS
June~
eight hours a day.
She
( 1)
a week.
She ________ at 8:00 and
( 3)
- - - - - - -an
(5)
breaks every day --
-----the
(8)
hour for lunch.
- - (4) - - - -at
-
She also
- - - - -minutes
(7)
- -(2) - - - five
-
day s
5:00.
-------two
(6)
coffee
in the morning and 15 minutes
afternoon.
CIRCLE THE RIGHT ANSWER
1.
How many hours does June work every day?
a.
8 hours.
b.
5 hours.
c.
15 hours.
2.
How many days does June work every week?
a.
b.
c.
3.
What time does she start?
a.
b.
.
C•
,.
4.
e.
At 5: 00.
At 8:00.
At 2:00.
How long is her lunch hour?
a.
b.
c.
2 hours.
8 hours.
1 hour.
lvRITE A STORY ABOUT YOU
ry?
I
s?
8 days.
5 days.
2 days.
_,.,
.~
~
_ _ _ _ _ _ _ hours a day .
I _ _ _ _ _ _ _ _ _ _ _ _ _ _ days a week.
I
start at _______ and _ _ _ _ _ _ _ at
I
have
---------- for
lunch.
I have _ _ _ _ _ _ _ _ _ _ _ _ _ breaks every day.
-21-a
"'MENT
EMPWYMENT
�MONTH 1
Week 4:
Day 1:
1
OCCUPATIONAL SAFETY
THE · .GARMEN'l'S
TyPes of Garments We Manufacture ·
Reviews
Looks
Signs
&
Doors
colors and sizes
Vocabulary
lingerie
night gown
slip
half-slip
robe
kind
Grammars
Materials&
negligee
pants
pajamas
garment
sample
just
danger
stay out
no admittance
do not enter
do not open
low overhead
keep off
no smoking
wet floor
wet paint
watch the step
some, need plus infinitive
samples of each garment, vocabulary and dialogue sheet,
see English for YourFirst Job, PP 65, 66, 69 attached.
Dialogue
Claire:
We need to make some sample garments
Huong:
What kind do we need to make?
Claire:
Some nightgowns and some robes.
Huong:
What colors?
Claire:
Light blue and peach.
Kue.ng:
What sizes?
Claire:
Just medium.
-21.-
�.
..
• • _ ...·- ~.,'! ~ ,
...
,.
C'o, =
..,. ,..,,..
"'
'
--~-.:. .~:~.-. . ..
SAFETY
-.:·-.
1
i
.:
-22-a
F l
�1.
Look:
~GER!
I
Signs and Doors.
~
t
NO
Admittance
0
0
0
2.
0o Not
Open
0o Not
Enter
Keep
Closed
Listen and listen.
Stay out.
Keep closed.
Danger.
No
0
admittance.
Do not enter.
Do not open.
-22-b
0
•
�5.
More Signs:
••
I
Watch the
Step
c.
b.
INSrn°kio9
f
¼
~
Look and listen.
Low overhead.
No smoking.
Watch the step.
-22-c
F S
�MONTH 1, Week 4
Day 2 .:
Parts of Garments
Review:
Fire Signs and Lifting
Types of garments
Vocabulary
Sleeve
cuff
bodice
neckline
collar
yoke
his
Grammar,
Materials,
armhole
back
right
left
leg
your
her
fire exit
fire extinguisher
fire alarm
keep clear
fire drill
do not block
bend down
reach
stretch
lift
be careful
too heavy
too high
too big
questions with "do" and "don't"
possessive adjectives
a sample of large picture of a garment with parts
labeled, vocabulary sheet.
See English for Your First Job, PP 70-71 attached.
Chain Exercise,
in a circle each student asks the next, and
point at parts of the garment they wear.
Does your blouse have a collar?
No it doesn't
Does his shirt have a cuff?
Yes, it does.
-23-
�6.
Fire Signa:
FIR·E
EXIT
i•
FIRE
EXIT
h.
Ke&p
C:le'.a,r
g
Do Not
Block
'c)
Look and listen.
!xit.
Do not bl~ck.
Don't block.
~•P clear.
-2J-a
g
g
�7.
Lifting.
a.
Don't
•
b.
c•
Do
Lif t some thing now.
Be careful!
-23-b
F 7
.,f
�MONTH 1, Week 4
Day
J:
Parts of Garments ( continued)
Reviews
Look and Listen
Parts of garments, Day 2.
Vocabulary
leg
waistline
skirt
crotch
hem line
belt
Grammars
wear safe clothes
put thin~ away
don't sleep
pay attention
don't smoke
keep fire exit clear
"or", multiple adjectives.
Materials:
Cards Games
sample of garments, large picture of garment with
parts labeled, vocabulary sheet, cards for identification
game, pile of picture cards for parts of garment,
pile of sizes 4--18.
students draw cards and ask partners parts of
garment, sizes, etc •••
See English for your First Job, PP 76-77 attached.
-24-
�11.
Look and listen.
What's wrong?
Say:
Wear
safe clothes.
Put things away.
Don't sleep.
Pay attention.
a.
Don't smoke.
Keep
out
Don't lift things wrong.
Keep fire exits clear.
b.
c..
d.
c.
i FIRE
: EXIT
0
-24-a
/No Smoking
�Say:
Wear safe clothe•.•
Put things away.
Don't sleep.
Pay attention.
Dou't smoke.
Keep out
~I
Don't lift things wrong.
Keep tire exits clear.
'
.1
.I
,
.
..
~
g•
,.
1.
'
,.
' \
/
/
/
-24-b
F 13
�MONTH 1 , Week 4
Day 4,
Fabrics
Reviews
parts of garments
Vocabulary
fabric
material
cotton
nylon tricot
fleece
satin
velvet
right side
wrong side
knit
Grammars
Materials&
slippery
light
heavy
show
than
comparatives
hot, hotter, hottest.
samples of each type of material, vocabulary and
dialogue sheet.
Dialogue
Claire,
Be careful.
Huong:
OK
Claire,
This is the right side, and this is the wrong side.
Huong:
Please show me again.
• • e
Huong,
OK.
Tricot is more slippery than cotton.
O 0
Now, I see.
-25-
I don't understand.
�MONTH
1, Week 4
Day
5s
Review
Vocabulary Quiza
Listening Quiz,
teacher holds up items, students circle
multiple choice from 10 to 20 items on a
prepared list of vocabulary.
line up
2 or J
different parts of a.
garment, These pieces should be the same color.
Teacher says s The_____is blue. Students
have to mark the right part of garment on
answer sheet.
See English for Your First Job, PP 72-73-74-7'[ attached for
Employment Orientation quiz on "occupational safety".
:..26-
�8.
Look at the pictures. S w h a t is not safe.
••
b.
0
d.
c.
-26-a
�••
f.
-
I
-
0
0
~
.J
v
g.
h.
-26-b
�________________ ___________ ~
....,
..
Q
What'• vrong?
-26-c
�10.
Look and liaten.
Pay attention.
Put thiDgs away.
Wear safe clothes.
Keep fire exita clear.
Keep out
Don't S111oke.
Don't sleep.
Don't lift things wrong.
J
-26-d
F 11
�MONI'H 21
ADVANCED . ST:fJOHING TERMI:OOI.DGY, PERSONNEL POLICIES
Week la
Day la
TRIMMINGS, S~ING, PAYROLL PROCEDURES
Trlmmings--Review Paycheck and W-4 Form
Reviews
Parts of the garment
Vocabulary .
LaCA
Elastic
Piping
Trim
Snip
Grammar I
Materials•
ruffie
binding
freehand
around
attachment
on
edge
put
be sure
work
under
Preposi ti.ons
a sample garment, large picture labelled, sample
of trlmd.ngs, sample of paycheck and W4 form.
Dialogues
Claires
Huong,
Claire•
Huong•
Work the lace around the neckline like this.
Like this?
Yes, very good.
Be. sure to snip the thread.
OK.
-'Z7-
�LOWELL LINGERIE COMPANY
PA VROLL
CHECK
LOWELL, MASSACHUSETTS 01853
DATE
EMPLOYEE NO.
r'b
0
PAV
TO THE
ORDER OF
113
CHECK NO.
PAY THIS AMOUNT
DOLLARS
CENTS
LOWELL LINGERIE COMPANY
UNION NATIONAL BANK
LOWE LL, MASSACHUSETTS
11• 0
53.45
0 t. 3 0 5 q 11 1
EMPLOYEE
I: 0 ~ ~
BY _ _ _ _ _~UT~H==R1=
A
o zE=D~s N~A=Tu=R=E_ _ __
=,o~
3 0 0 t. 5 b I:
SOCIA L SECURITY ND.
--
11• 0
0 00 32
~ 11•
HOURS
I
WEEK END ING
REGULAR
CHECK NO.
O.T .
I
EARNINGS
REGULAR
OV ERTIME
PIECE WORK
MAKE - UP
TAXES DEDUCTED THIS PAY PERIOD
F .I.C.A .
I
FEDERAL
ST ATE
·-
OTHER
NON -TAXABLE
GROSS PAY
43059
OTHER
I
-· ·-
HOLIDAY
DEDUCTIONS
- ----- .
-
LOWELL LINGERIE COMP ANY
LOWELL. MASS. 0185 3
---- - - YEAR TO DATE TOTAL
GROSS WAGES
I
I
F. 1.C.A.
I
I
FEDERAL
I
STATE
I
I
I
PLEASE DETACH AND RETAIN THIS STUB FOR YOUR RECORDS
-:;fl-a
NET PAV
OTHER
I
I
�Paying Taxes
In January your employer gives you a W-2 form that shows how
much money you earned during the previous year, and how much
money was withheld for taxes. The federal government Internal
Revenue Service sends you a booklet of federal income tax forms
and instructions. If your state has a state income tax, you also receive a booklet of state income tax forms and instructions.
If you are self-employed, you will not receive a W-2 form. The
instruction booklet explains what other forms you need to fill out.
W-2 Form
I
, . Ofliciel 1111 1111,
s?i~1f!,~~~ F!~~- !~t!!J!~'!.!
'
~·~·•·'
ACME: NI\CH/NE .SHOP
name ~c1d1ess.
qo 5T'AT£ STREET
ATV YTOWN1 U- S.,l\ . C,GJ'1Cf9
EmptoyN'I IOCill IKUfity nu ....
21
D
t
] IP COOf MO
Fe<i, ,at 1S1
are1
2 W.,.., t1P1, 1nd othtt
F,.,_. income tu withhttd
0/(,-23 - 7384
113'-fSq/
ff CJJ../foZ
Of
rna,n Stre.et
I
C.¥ 0
t1 1
w1l hhtld
4 Toll! FIC4 Wlftl
1553 53
'.
1 •
St11t 111 withhttd
9
10 Sm,
,.,., W •2
APP ROWID I. I . I .
Dopon ...01 of 1111 T11....,-ln1fflllf R t - Stmrl
S111, W19fS
I t.f 1.31
On:/ o U 5.A qqqqq
um,
I
--~ ol
J o5eph Neha..
! '-1
~
3 FICA tmployH
qU1ilhtd pen1ion pl1n. lie .?
S Wu tfT'tployN cowud by 1
print EMPLOYEE "S NIN , addrea, and ZIP codl brtlow
, ,..."" mufl •l ine wit h ar row)
I
• S,w •"I U W I IOftt -
1den11ty1ng
number
comptnsttton
Type
Name •
~m•
D
Copy A For Internal
Revenue Service Center
£MPl0V£ R'S
11 City or local
12 City o, lo ca l
13 City
Of
loc• ll ty
. .
,,_ ,,,
Questions
1
2
3
4
What is Joseph Melia's social security number? _____
How much money did Joseph Melia make in 1976?
gross income ____________ _ _
net income - -- -_ __ __
.
How much was withheld from his wages during 1976?
federal tax _____ __
state tax
social security tax (F.1.C.A.) ___ __ _
Do you know what the maximum amount is this year that can be
withheld from a person's wages for social security? Check your
federal tax instruction booklet to find out.
- - - - --- -- - -- -- - - - - - -
-
------ - - -- --- - - -- -
-27-b
�MONTH 2 , Week 1
Day 2s
Stitching--Hourly Paid Workers
Reviews
Parts of garment
Vocabulary
Straight
Menow
Chain
Seam
Shirring
only
applique
shir lace attach
piper
menow
machine
trimmer
l
hourly rate
number of hours work per day
number of days per week
gross pay, net pay
deductions
Federal Tax
FICA
health insurance
Grammar•
Materlalss
Modals have to,
can.
samples of' different stitches, vocabulary sheets
Dialogue
Huongs
Claires
How can you make a chain sti'til?
My machine only makes a straight stitch.
machine
~h, you have to use a
special
to make a chain stitch.
-28-
�MONTH 2, Week 1
Day J•
Broblem--Overtime Pay
Review a Size, good work, bad work unit.
Vocabul.a.x:y
wide
Too
Big
Small
Long
Short
Grammars
Materials•
narrow
not straight
do it again
finished
time and half
over thirty f1 ve hours per week
over seven hours in one day
Saturday work, time and half
Sunday work, double time
work on paid vacation day, time and, half
Too, very
samples of bad work
Dialogue
Huong•
Claire•
Huong•
Claires
Huonga
Claire•
I'm finished.
Let me check these.
OK.
'l'hese,a:te good.
I'm sorry.
'lhese are not good.
I '11 do them again.
Good.
-29-
'!hey are not straight.
�MONTH 2, Week 1
Day 41
Problems
Review•
Day J
Vocabulary•
Oh dear!
Take it out
Too near the edge
Bunched up
It's crooked
Not too fast
A little
Much
Running off the edge
Slow down
Grammars
Materials•
Much too
A little too
------
------
Samples of bad work
Dialogue
Huong•
Claire•
Huongs
Oh dear, help!
'!he machine is running mueh too fast.
It's all bunched up.
Take it out.
Do it again.
Slow down.
OK.
-JO-
�MONTH 2, Week 1
Day
5•
Review
Role Plays
Listening quiz
-Jl,...·
�MONTH 2
Week 2s Problems with the Machine.
Vacation Pay 1 Holiday Pay, Sick Pay
Vocabulary
ma.chine
cae;e
fix
fall apart
number
needle thread wrong
broken
stuck
doesn't go
doesn't run
light
material too light
bad tension
bad stitch
change
name
material too heavy
Vacation Pay
Contributions
Computation a
Lowell Lingerie Company make1 contribution to
the Union which in turn issues vacation pay
to eligible employees.
Vacation -;ay is
computed twice a years
May 1 4 1/2 % of gross earning of the previous
ealendar year
Novembers l 1/2 % of gross earning of the
previous calendar year.
Vacation Without Pay
Employees who are not elegible for vacation pay can request
up to two weeks time off as a vacation without pay.
Plan Close Down
First week in July for one week, without pay.
Last week in December for one week, without pay.
Grammars
Materials•
modals should, had better
Past tense "did"
machine, flash cards of parts, samples of bad stitch,
sample of bad tension, sample of light material,
sample of heavy material.
Dialogue
Claires
Huonga
Claire•
Huong•
Claire•
What's the matter?
The machine doesn't work.
Did you check the thread?
Yes, I did. It's OK.
We'd better call a mechanic.
-32-
�MONTH 2
Week 2 (continued) Review People You Should Knowo
Holiday Pay.
Vocabulary
Production Manager
Floor lady
Service Girl
Service Person
cleans
repairs
gives out order
Mechanics
Janitor
coordinate work flow
sets rates
supervises
stitching supervisor
directs the department
Holiday Pay
Holiday will be paid after JO days of employment of newly hired
employees.
Employees will be paid for the following holidays•
1. New Year/s Day
6. 'Ihanksgiving Day
2. Washington's Birthday
7. Day after 'Ihanksgiving
3. Good Friday
8. Christmas Day
4. Memorial Day
9. Last Working Day before Christmas
5. Labor Day
10. Last Working day before Summer
Vacation
11. Patriots Daya
An employee shall not be eligible for holiday pay if, while work
is available, he/she fails to work the day before and the day
after the holiday, unless such absence is for a justifiable cause.
In the event work is performed on a holiday, it shall be paid for
at the rate of time and one-half, in addition to the holiday pay.
Grammars
Materials,
contraction she's, that's, who's.
Relative clauses• she's the woman who ••••• /that •••••
pictures of people, calendar with marked holidays.
Dialogue
Huong,
Mais
Huong&
Maia
Who's that?
That's Claire
Is she the Service Person?
No, she's the Floor Lady. She's my boss.
-33-
�MONTH 2
Week Js
Good Work Habits, Bad Work Habits.
Leave of Absence.
Vocabulary
leave
eat
before
floor
grease
lint, remnant
wipe up, pick up
bugs
work
litters
turn off
attracts
after
oil
everytime
Rules
lo
2.
J.
4o
So
6.
7.
Turn the machine off everytime you leave it.
Keep the machine cleano Wipe it before and after you use it.
Wipe up oil drips and grease. Clea~ up lint.
Don't eat on the stitching flooro Food attracts bugs.
Don't leave food on the stitching floor.
Don't litter the stitching floor.
Pick up remnants on the floor.
Leave of Absence
Leave of absence will be granted fors sickness, pregnancy, maternity,
diesability, military services, jury duty, and union businesses.
Authorized leave of absence can be extended up to 180 days.
Employees return from authorized leave of absence a.re tmtitled to
job rights set forth prior to leave.
Death1 in Familys employee after one year of employment is entitled to
3 wcy-s pay for death of member of the immediate
family (father, mother, brother, sister, husband,
wife, son, and daughter), 2 days pay (father-in-law,
mother-in-law, grand father, grand mother).
Lost Times in excess of 15 minutes such as waiting, machine trouble,
will be paid hourly rate,lost time must be recorded and
approved by immediate supervisor.
Jury Dutys employee will be paid time off for jury dµty.
Tardiness: excessive tardiness will be reported to supervisor for
disciplinary action.
-J4-
�MONTH 2
Week 3 (continued)
Vocabulary
hard worker
on time
clean/neat
good-natured
dependable
reliable
remember
pleasant
Grammars
Materialss
lazy worker
late
messy
moody
not dependable
unreliable
forget
unpleasant
should, comparatives
stick w1 th it
give up
efficient
wasteful
careful.
careless
cooperative
uncooperative
er, more, est.
flashcards, pictures of e (or more) workers to illustrate
characteristics, picture of What's wrong hereo
Dialogues, Stories, Exercises
Everyday English Book 2 B (Employment Section)
Dialogue Page 35 -a
35 -·b, c
Story Page
35-·d
Story Page
-35-
�CONVERSATIONS
Mr. Duong To His Boss
take long coffee breaks?
1.
Do I work hard?
1.
Do I
2.
Yes, you do.
2.
No, you don't.
1.
Do I come on time every day?
1.
Do I
2.
Yes, you do.
2.
Yes, you do.
1.
Can I have a raise?
2.
Yes, you can.
learn new things?
LISTEN TO THE STORY
WRITE SENTENCES ABOUT MR. DUONG
1.
2.
happy
5.
his wife
6.
work hard
7.
J-
a raise
4.
t
710. ~ ~~
a good job
3.
'.,OYMENT
got promoted
spend money
- 3_
5-.a
~~~ -tJ
.
EMPLOYMENT
�,
'·
.
.
.
~
/!
,:,,:./
,
."!·
READ TRE STORY
Bill is a kitchen helper in a restaurant.
He helps the cook.
He chops the vegetables and cuts up the meat.
PRACTl
He has to clean the kitchen, too.
lie runs errands.
WRITE
Yesterday Bill was lazy.
He help~d the cook.
1.
He chopped the vegetables and cut up the meat.
2.
He ran errands.
3.
He didn't clean the kitchen.
4.
5.
COMPARE AND PRACTICE
6.
YESTERDAY
EVERY DAY
7.
He hel,es the cook.
He helped the cook.
He chops vegetables .
He chopped vegetables.
He cuts up the meat.
He cut up the meat.
He runs errands.
·re cleans the kitchen.
He ran errands.
9.
10.
He cleaned the kitchen.
-35--1,
8.
EMPWYMENT
A
�Bill And His Boss
CONVERSATION
1.
Did you chop th e vegetables yesterday?
2.
Yes,
1.
Did you cut up the meat?
2.
Yes; I did.
1.
Did you clean the kitchen?
2.
No,
I did.
I didn't.
I'm sorry.
I forgot.
PRACTICE
Did you clean the kitchen?
Yes,
No,
I did.
I didn't.
WRITE QUESTIONS AND ANSWERS
did
1.
1M, you
didn't
cut up the chicken yesterday?
Yes , ~
2.
y ou clean the floor yesterday?
No,
3.
you chop the vegetables yesterday?
Yes,
4.
you cut up the meat yesterday?
No,
5.
you clean
d,iAL.
?
6.
7.
8.
9.
10.
--35--c
-.,OYMENT
EMPWYMENT
�,
READ THE STO RY
..
--,
The e mployment agency helped June get a job.
•
i al
tomorrow.
She will start
It's her first job in the United States and she is
very nervo us .
She'll have to ask a lot of questions, but she will
learn a lo t very quickly.
3
y/9~
PRACTICE
I
5..:L
Year
He
next week.
She
We
0
You
"i:.l~O
will start
tomorrow.
They
next month.
Will she ask a lot of questions?
Yes, she will.
No, she won't.
i a1
ANSWER THE QUESTIONS
1.
2.
Will s he start next week?
3.
Is she nervous?
4.
Will s he ask a lot of questions?
5.
Will s he learn a lot?
6.
Is thi sher first job in the U. S. ?
7.
Year
Did Ju ne find a new job?
Did th e employment agency help her?
-35-d
EMPWYMENT
'E:MPWYMENT
�MONTH 2
Week J (continued),
Accidents At Work
Reviews
Parts of the body
Vocabulary
Emergency
Get an ambulance
Call the police
Hurts
Broken
Hearl attack
Stroke
Very sick
Can't breath
Shock
Grammars
Get a doctor
Don't move
Help me
Hospital
Sprained
Fell
Can't walk
Can't move
Bleeding
Wounded
Fire
Get out
Call the Fire Department
Call the Nurse
Get a stretcher
Get a blanket
Get a bandage
Can't see
Choke
imperatives, modals "can", "have to", future tense.
Materials•
pictures of human body and first aid items, vocabulary
sheeto
Dialogue
l.
2.
Huong,
Marys
Huongs
Marys
Huongs
What's wrong?
Huongs
Emergency:
Get the supervisor
What \happened?
Johns
Huongs
I f:ell, and my back hurts.
Can you get up?
No, I can'to
Don't move. I am going to call the supervisor.
Susan got a shock.
She can't move.
Accident at Work Procedures&
If you cut your finger, fall down, or hurt yourself in any way,
you. should call the floor lady or supervisor immediately. No
matter how light the accident may seem to you, you should
report it. Your supervisor will take you to the First Aid
Room. If your pain is intense, she will take you to the
hospital.
If your needle is broken, try to find the broken part of the
needle, it may be in your hand or some part of you body. You
may have to go to the hospital for an X-ray.
-J6-
�Parts of the Body
face
"---------shoulder
back
arm---------
leg
toe
foot--------~
�I,
t\
. -1•
~··
·"'
r _., ~
',
·1...
hair _ _ _ _ _
forehead
eyebrow
-
eyelashes _...---- _
,~~..l
-
---
--
f-11
--~\] -:; I '
f
I
eye
~
-;
.
I
I
i
if--
nose
)
---- · ~
(
L)
-------
1
...._ cheek
I
moustache
lip
\
-~
teeth ,-,
'
l_
/
..
J\\L
, le;.
..----
/
knuc kle -
\
~
~
-- ~
· ..
~
)
thumb
wrist
,
I
' ......_ ....____
_
(
' - --·
finger
i,
-,36-b
\
�Inside Your-Body
-
..
__ ___ Brain
•'
Muscle
~-
..
-.
----- Heart
· Lung
· Diaphragm
-- Liver
- --- Stomach
-- ~
.
- Large Intestine
.
, \
.
)
'\
I
A>\ ,_)
~
--·--\
~ -~
\
.t j,t\
r
l
'Z'j/ --•ve;n,
Small Intestine
•
(
"-----
·' ·1
l.
.
.. ~~,
'
,....
_____
____ ___
)
\ '.
I
-J6-c
I
j
�MONTH 2
Week 41
An Introduction to Your Union
Vocabulary
ILGWU International Ladies Garment Workers Union
Union
Initiation fee
~elong to
working conditions
union dues
join
benefits
not yet
pay
in ___ months
training
still
People you should know from your union
-Union Chairperson
-Price Committee Person
-Mens-finishing
Grammars
Materials•
-Shop Committee
-Cutting Room Steward
-Union Business Agent
future tense--Will
preposition of times
flashcards,
story.
in
- - months
visits by union officer, dialogue,
Story
After J months at Lowell Lingerie, Huong will join the ILGWU.
She will pay her initiation fee $15. This fee will be deducted
from her paycheck. Then she will belong to the union. She will
get good benefits. She will get good pay, too. She will pay
$11 dues every month. This dues will also be deducted from
her paycheck.
Dialogue
Huong:
M s
ary
Do you belong to the union?
Yes, I do. Do you?
Huong :
N not yet.
o,
-37-
I am still in training.
�MONTH 2
Week 4 (continued)
Taking Breaks
food, buying, money.
Reviews
Vocabulary
coffee break
caterer
lunchroom
choose
vending machine
out of order
out of
bathroom
lunch break
coin return
water bubbler
get back to work
men's -
ladies
think
Grammars
---
only, imbedded sentence--! think that's •••
Materials•
Picture of a vending machine, play or real money
for role playing, pictures of food, pictures of
places for meals.
Dialogue
Huong•
Excuse me.
Tail
Yes?
Huong•
Tais
lo
This is a line.
OK. I'm sorry.
That's OK.
Huong•
2o
Caterers
Mais
A sandwich and a can of juice.
Sorry. I only have $10.
Caterer•
Mais
That's O.K.
That's $2. 20.
$2.20, J, 4, .5.
I think that's wrong.
Caterers
Excuse me.
Oh, I'm sorry.
Mail
Thank you.
Caterers
I gave you $10.
Bye.
Here you are.
Bye.
Practice or Show and Tells
-J8-
Show students how to use a vending
machine in the lunchroom.
�Month Js
INI'ERPERSONAL COMMUNICATION AT WORK, PERFORMANCE APPRAISAL,
REVIE..V PERSONNEL POLICIES AND UNION PRACTICES
Week ls
Socializing, Review "Payroll Procedures"
Reviews Payroll Procedures (see PP 40, a,b,c,d)
Vocabulary
Weekend
went shopping
watched TV
went to a movie
went to the park
went to the beach
Family status,
married
single
divorced
widow
widower
visited my
vacation
mistake
Grammars
like to
outsick
that's too bad
played basketball
played ping pong
played games
son
daughter
husband
wife
aunt
uncle
niece
last weekend
holiday
I think
stayed home
what's the matter
played soccer
played tennis
played cards
went swimming
father
mother
in-law
brother
sister
cousin
nephew
next weekend
excuse me
I'm sorry
review "wh" question, past tense, future tense,
this, that, these, those.
-Who is that?
-Where do you live?
-How long have you lived there?
-How long have you been working here?
-What's your name?
Dialogues
Johns
Tuans
Johns
1.
Johns
Hello. What's your name?
Tuan Tran. What's yours?
I'm John Smith. What do you do?
I'm a stitcher. What do you do?
I'm a mechanic.
Oh!
Do you live near here?
Yes, on First street. Where do you live?
On Market street. Oh, time's up. Got to get back to work.
See you later.
Bye.
Marys
Mai:
Marys
Mais
What did you do last weekend?
I stayed home. And you?
I went to the park.
ummmm,
Tuan:
John:
Tuan:
John :
Tuan s
Johns
Tuans
2.
-'Yi-
�Jo
Tail
Harry,
Tai a
4.
What are you doing next weekend?
I am staying home. And you?
I am going shopping.
Franks
Hello Thanh. How are you?
Fine, thankso And You?
Not bad.
Thanh I
Frank, this is Quang.
Frank:
Thanh,
Pleased to meet you Tuan~
I'm Frank.
Excuse me, Frank. His name is Quang. Not Tuan.
Franks
Oh!
Quangs
That's OK.
Franks
Thanh a
Sorry Quang.
-40-
�LOWELL LINGERIE COMPANY
12-14 Perkins Street
Lowell, Mass.
01853
*PAYROLL PROCEDURES*
1.
UNION & TRAINEE EMPLOYEES:
1. TRIAL PERIOD
a.
Trial Period for Newl Hired Em lo
Workers, and Hourly Paid
The Trial period will be four weeks during which they may
be discharged without regard to cause.
The rate for experienced workers will be set by the Plant
Manager according to their experience. Stitching Employees
hired at a rate lower than the minimum in their classification,
agreed upon between the union and the Company, will be paid
the minimum rate after completion of the trial period.
If the employee is terminated during the trial period due to
slowdown in production and rehireq within six (6) months,
the rate at the time of rehire shall be the same rate received
at the time of layoff.
Employees terminated during the trial period and rehired after
six (6) months will be considered as new employees.
Employees who are not members of the ILGWU at the time of hire
will be requested to join the Union after completion of the
trial period upon approval of the Personnel Manager.
b.
Inexperienced Piece Workers (Including Stitching Trainees).
The trial period will be thirteen (13) weeks during which they
may be discharged without regard to cause.
The rate during the trial period will be $3.75 per hour, or
the effective Federal Minimum Wage, whichever is higher
Commencing with the beginning of the fifth week of their
employment, and every four weeks thereafter, they will
receive an increase, as follows:
Weeks
Rate
Hiring date
Thirty days
Sixty days
Ninety days
3.75
3.90
4.10
4.35
until they have reached the minimum for their classification.
The Plant Manager, at his descretion, may accelerate these steps
due to greater proficiency of the Trainee, to enable the
Trainee to reach the minimum in a shorter length of time.
-40-a
�UNION EMPLOYEES
1.
(continued)
Trial Period
b.
(Continued)
The Plant Manager will give the personnel department signed
instructions for any exception to these procedures.
Trainees may join the Union before end of trial period upon
approval of the Personnel Manager.
If the employee is terminated due to slowdown in production
or temporary interruption of the training program and rehired
within six (6) months, the rate at the time rehire shall be
the same as the rate received at time of the layoff.
Employees terminated during their trial period and rehired
after six (6) months will be considered new employees.
2.
Overtime Hours
The standard hours of employment are 35 hours per week, divided
equally into five (5) days. All work outside daily working
hours shall be considered as overtime and shall be paid for at
the rate of time and one-half.
Saturday work, as such, shall be considered overtime and shall
be paid for at the rate of time and one-half.
Trainees must work five days during the week to receive time and
one-half on Saturday.
Premium overtime for piece workers is based on total hours
worked, divided into total gross pay earned current week.
EXAMPLE: Worked 40 hours, earned $200.00 (includes piecework
earnings, and all other earnings).
$200.00 divided by 40 hours= $5.00 per hour
Premium overtime rate
= $2.50 per hour X five overtime hours.
3.
Holiday Pay
Holiday pay will be paid after 30 days of employment of newly
hired employees.
Employees will be paid for the following holidays:
1.
2.
3.
4.
5.
New Year's Day
Washington's Birthday
Good Friday
Memorial Day
Labor Day
6.
7.
8.
9.
10.
11. Patriots Day
-40-b
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Last Working Day before Christmas
Last Working Day before Surrnner Vacation
(eff. 1983)
�UNION EMPLOYEES (continued)
Holiday Pay (continued)
Note: The last working day before Christmas may be changed to
the day after Christmas, if Christmas day is on a Thursday.
An employee shall be ineligible for holidy pay if, while work
is available, he fails to work the day before and the day after
the holiday, unless such absence is for a justifiable cause.
Also, Holiday pay will be paid to an employee who is on a leave
of absence or laid off for lack of work, if she returns to work
within three (3) months after the date of the holiday.
Holiday Pay for each piece worker shall be based on average
earnings during the employee's last four (4) weeks of full
employment prior to the holiday.
Holiday Pay for time workers shall be based on their hourly rate.
In the event work is performed on such holiday, it shall be paid
for at the rate of time and one-half, in addition to the holiday pay.
Leave of Absence
Employees must request a leave of absence in writing to the Plant
Manager.
1.
a.
An employee who has been absent because of his own bona fide illness,
subject to verification by a physician's statement, and returns to
work within six (6) months after such absence begins, shall be entitled to his regular job prior to such absence.
If he returns to work after six (6) months but within one year, he
shall be entitled to (i) his regular job prior to such absence, if
available, (ii) if it is not avaiable, to another job, at the same
rate of pay, and (iii) otherwise to any job. In any case he shall
be entitled to his regular job if it becomes available during the
succeeding four (4) months.
b.
If an employee returns after one (1) year of such absence but not
later than one and one-half (1-1\) years of such absence, then such
employee shall be entitled to any job available.
2.
For purposes of this Article, prP.gnancy and disability resulting
from pregnancy and delivery of a child shall be deemed upon verification by physician's certificate like any other illness.
3.
Regardless ofwhether or not an employee is disabled by pregnancy or a
pregnancy-related condition, an employee shall have a right to maternity leave upon certification by her physician that she has reached
at least the sixth month of pregnancy.
She shall also have a right to maternity leave regardless of disability
for three (3) months following child birth. Reinstatement following
her return from maternity leave shall be in accordance to reinstatement
und~r paragraph 1 (a).
4.
An employee may obtain a leave of absence for military service or for
union business.
-40-c
�UNION EMPLOYEES (continued)
Leave of absence (continued)
6.
a.
Any leave of absence may be extended up to an additional one hundred
and eighty ( 180) days for good cause shown.
b.
5.
The Employer shall not unreasonably withhold its consent to the odgi-:
nal application or the extension.
An employee who returns to work under the terms of a leave of absence
granted under paragraphs 1, 2, 3, 4, or 5 above shall be entitled to
the job rights set forth in paragraph 1 above. An employee who returns
to work after an absence authorized under paragraphs 4 or 5 above, shall
be entitled to his regular job prior to such absence.
Death in the Family ·
In the event of death in the family of an employee, employed for a
eriod of one (1) ear or more, the employee shall receive upon return
to work a maximum of three 3 days pay, for Family: Father, Mother,
Br,other, Sister, Husband, Wife, Son and Daughter.
Two ( 2) days pay, for ,Family: Father ;In:--Law, Mother In-Law, Grandmother,
and Grandfather. Said pay shall be computed in the same manner as holiday
pay.
Lost Time
Piece workers will be paid· their hourly base rate for lost time; such
as, waiting, _ achine trouble, etc., in excess of 15 minutes.
m
Time must be recorded on piece work sheets and approved by employee's
immediate supervisor, or in the case of mac_ ine trouble by the
h
mechanic.
Jury Duty
An employee shall be granted paid time off for jury duty. For a time
worker such. pay shall be the difference between jury pay and his
regular rate. For a piece worker such pay shall be the difference between jury pay and his average hourly earnings.
Tardiness
Employee's time will be computed exactly to the minute punched o~ their
time card. Excessive tardiness _ ill be reported to the -supervisor
w
for disciplinary action.
-40-d
�CAMBOD IAN TRANSLATION OF PAYROLL PRODEDURES
12-14 PERKINS STREET
(Page 1 of 3 pages)
LOWELL, MASSACHUSETTS 01853
TELEPHONE 617 454-04111
P.O. BOX 409
. NEW YORK OFFICE
EMPIRE STATE BUILDING , ROOM 4213
350 FIFTH AVENUE
NEW YORK, NEW YORK 10118
(212) 8115-21148
CARROLLT. VANHOOSER
PRESIDENT-TREASURER
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���LAOTIAN TRANSLATION OF PAYROLL PROCEDURES
12-14 PE RKIN S STREET
(Page 1 of 4 pages)
LOWELL, MASSACHUSETTS 01853
TELEPHONE 617 454 ,0491
CARROLLT. VANHOOSER
PR ESIDENT-TREASURER
P.O. BOX 409
NEW YORK OFFICE
EMPIRE STATE BUILDING , ROOM 4213
350 FIFTH AVENUE
NEW YORK , NEW YORK 10118
(212) 895,2948
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12-14 PERKINS STREET
(Page 1 of 5 pages)
LOWEL L, MASSACHUSETTS 01853
TELEPHONE 617 4!>4·0491
P.O. BOX 409
CARROLLT. VANHOOSER
PRE~DEN~TREASURER
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NEW YORK, NEW YORK 10118
(212) 695-2948
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New Year's Day
Washington's Birth-Day
Good Friday
Memorial Day
Labor Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
Last day before summer vacation
-NgayTet Duong Lich
-Ngay Washington'
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Patriot Day
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., -,,
/ .
" 'l
-
Nh~n vien lam kho~n
-.,."
f-
-
s;Jdu~~
tr1 the~ phan
i
t'
l-
sai biet giua luong Boi Tham va luong gio trung binh cua ho lanh t~i hang.
-· .
t
,
-i>I LAM TRE GIO
'\,,
.t-
I'-
r-
•'
,
t
~ ,
L~
"'
Gia lam viec cua nhan vien se duoc tinh dung theo so gio ghi vao the
~
(\
t
nhan vien.
I
1.
-
1,..
>
.,._I
Nhan vien nao d~n lam vi~c trg gio lien tiep se dJ6c dua len Giam
I
. ,._ quyet.
,/
thi, gia1.
-40-d-ll-
�..
·
I ••
r.
.
. ·! . This/That is -
!
These/Those are
. .l
j
Read and practice.
Im 50rry.
. 1his i~t -
E.xcu5e. rn.e..
I thinK thats rn~
· YOJR j ac.~l.
This is MY joe.kt.
j?L~t.
I tninl\ l made a
0\·15lo.Ke...
,,
1m
sorr4.
I
I think I rvia<lea.
mi$to!<e.
!
\
1.
pen
ro \P
2. huok
,
3.
raincoat
6.
4.
pencils
mitten."
8.
boors
:,:'~
06
5.
Q~
. l.
7.
earri~.'i
·· -
.
-·-- - ---
~
·-· -
- ----
-41-
sweat.er
.
�("
:-i·
,,
Act this out, using names of students
in your class.
This/That
-42-
l
.
�Act this out, using names of students
in your class.
These/Those
Excuse me. I thinK
-these ore
'
~
~s. <efli!!=:.~
.
.
.. ''
t:'·· '
-4J-
�r,;,;
•·.
Practice these conversations.
LOST AND FOUND
A. Is THI~ your umbrella?
:~
B.
No, it isn 't.
A. Are you sure?
B. Yes, I'm sure.
THAT umbrellA is -brown, and MY umbrella is black.
,,
....
~
·A. . Are THE SE your hoots'>
B. No, they aren't.
A.
Are you sure?
B. Yes, I'm sure.
THOSE hooti. are dirty, and MY boots are clean .
.
i
,J
. ?
Make up conversations, using
colors and other adjectives you
know.
i
.
1. wat.ch
4. gloves
:l.
fi.
litth· hoy
fl.
-44-
pocketbook
�MONTH 3
Week 2s
Piecework--How Rates Are Set and How to Figure Your Earnings.
Vocabulary
piecework
tickets
piece rate
bundle
styles
need more work
master an operation
add on percentage
ineentive pay
make a rate
turn _ _ on
build speed
rated on difficulty
base pay
seniority
great
NUMBER OF DOZENS X PIECE RATE
= PIECERATE
capable
gumsheet
stick _ _ to
quota
out of work
cab
keep a record of work
EARNINGS X ADD-ON PERCENTAGE
TOTAL EARNINGS
Grammars
conditional "if", "when".
Materials•
sample tickets,
gum
sheet
Chain .Drill
-When
-When
-When
-When
-When
-When
I'm capable, I'll start piecework.
I start piece work. I'll make incentive pay.
I do piecework, I'll build speed.
I finish a bundle, I'll need, more work.
I get a bundle, I '11 read the ticket.
I finish the bundle, I '11 put the ticket on the gumsheet.
-45-
=
�TOl AL
t-UrtM , - 4.tJl
!AMI
NUMBER
COUPONS
START:
FINISH:
#
OEPT.
TOT AL HOURS:
10CIC
-
NO.
AMOUNT .
DATE
'
INSTRUCTIONS
Po•t• on• c oupon ; n each apace.
Keep each lot or kind t ogether.
Write the quant ity , f coupor, s one!
price in apace ot , ,ght ; then totol,
Only co vp on s on sheet
cw, d reco,cled ., i II be pohf.
Do Not Fold Sheet
When Wet
I
I
g:_
\
'
l&I
~
~
..J
I
Ill
::c
~
,!
'(• ·
'
z
0
·:J;
..
.:
.-:~
0
'\~
0
..I
~
-
il
!.
-
. ..
..
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...~.Fi.
~
.
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'f :<, -...
);
t,
n~:·
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~
.
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-
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-
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~
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-
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,
' !° :
,
-
-·-·
·.~ .,
:
··'
------SI N~ IUI
,.,.,ur,. . .
Ptt e l!:.r0111t co11Tli~ •T•Tw•
a••~ a:vu
!:t
t'
I
II 0 AO 8Ctf1LL U
PAIII,
ILL,
�MONTI! 3
Week ~ {continued.) Finding · Your Way Around the Factory
Reviews
prepositions and direction vocabulary from previous lessons.
Vocabulary
department
tracing
stitching
labelling
office
corner
stairs
elevator
designing
cutting
payroll
packing
personnel
go
flight
past
pattern making
cashier
finishing
shipping
nurse
turn
hall
Grammar, --review questions• How do J get to_ __
Where is
-Embedded. questions Please tell me where ___ is.
---
Materials•
tour factory, map of factory, blank maps students use
for direction exerciseo Then fill in.
Dialogue
Huong,
Claire,
Huong,
Please tell me how to get to the packing department.
Go straight past the lunchroom. Turn left. Go
straight to the backo Turn left. You will see the
stairs. Go down 2 flights. You will see the
packing department.
Please say that again .
Claire•
Huong,
(same as above)
Thank youo
-47-
�MONTH 3
Week 31 Medical Coverage--Health and Welfare Benefits
(refer to NORTHEAST DEPARTMENT ILGWU HEALTH AND WELFARE BOOKLEI')
Vocabulary
benefits
eligible
coverage
appeal
deductable
Grammars
Material&
covered
payable
terminated
hospital benefits
eyeglasses
not covered
not payable
file a claim
medical-surgical benefits
disability :t>enefits
If and When conditional
Negative question.
translation sheet from bilingual tutors.
Dialogue
Huong&
Marya
Huong a
Marya
Huongs
Are you a permanent employee?
Yes, aren't you?
No not yet, I'm still in training.
When you are full-time permanent, you will get health
and welfare benefits.
That's good.
-48-
�MO~
lTH 3
Week
3 ( continued) Review Union Practices
(refer to "YOUR UNION" PP 49 a, b, c.)
Vocabulary
represent
negotiate
pension
elect officials
member
Grammars
Materials•
entitled to
benefits
hold a meeting
retirement
a right
file a complaint
hospital plan
seniority
relative clause, anyone/someone, anybody/somebody.
visit from union chairperson, translation sheet
from bilingual tutors.
Dialogue
Huong•
Marys
Huoru,;1
Mary•
Huong:
Marys
After I join the union, can I get benefits?
Anyone who is a member of the union can get benefits.
What benefits?
Heal th and welfare benefits.
After I join the union, do I get a hospital plan?
Anyone who is a member of the union is entitled to
hospital benefits coverage.
Huongs That sounds good.
--49-
�YOUR UNION
.
UNION DUES,
Union dues are $11.0C, per month. $15.00 initiation fee is withheld from
your pay the first month. The $11.00 dues are deferred until the second
month. At that time your first month's and your second month's dues are
withheld. A total or $22.00. Thereafter only your monthly dues or $11.00
will be withheld unless you are in arrears.
Your union dues pay for the operation of the union. The functions of the
ILGWU are many, The negotiating and enforcement or contracts, the processing of complaint, grievances and arbitrations, administering the services and benefits, organizing unorganized workers, providing education,
legal assistance, and countless other services both large and small to
every ·member.
HOW THE UNION WORKS ON THE JOB,
Within today's production industry, "On theJob" problems are a common
thing to every working person.
The type ot work we are assigned to dos the method by which we are paid
and how long we are on any particular job--All can have an important etfeet on our production and the amount of money we earn.
Added to these production concerns there exists in every ILGWU shop cer-• .
tain conditions of work. These deal with such things as the proper payment ot craft . minimums, the maintaining of piece-rate schedules, methods
ot distributing work, assignment io other jobs, proper allocation•ot overtime and so on.
YOUR UNION CHAIRPERSON,---------- ELAINE GALLO
To help make sure that these Union conditions are maintained and enforced
through the work day, there is an elected chairperson in every ILGWU factory. The chairperson's responsibility•is to be available to each member
when advice or help is needed, and this includes taking up any complaints
you might have directly with the employer. When you have a question or a
complaint about anything connected with your working conditions or Union
benefits, take it up with your chairperson.
SHOP COMMITTEE,
In this shop we have a price committee person whose responsibility is to
take up any complaint concerning piece-rates. Each department usually has
a steward to take care of complaints respective to their departments with
back-up from the chairperson.
PRICE COMMITTEE PERSON,------------ ROSE SARRO
CUTTING ROOM STEWARD,-------------- KAREN EANAKOS
r,ENS-FINISHING,-------------------- NICKI EFSTATHIOU
-49-a
�MEDICAL COVERAGE,
Six months after you become a Union member you are automatically covered
by the Union Blue Crose-Blue Shield plan. Fifteen months tor . maternity
coverage. It you are already covered under your spouses• plan, there are
supplementary benefits that you are eligible tor. Thia information is
available in the yellow Health and Welfare booklet.
Once a year you may go to the Union Health Clinic in Pall River tor a
free physical and eye examination. Transportation is provided.
The Union does not pay for any dental work, but we do have a pro~am
through the Lowell Dental Clinic Whereas Union members pay a reduced
rate.
OTHER BENEFITS,
Paid holidays
(11)
are as follows,
NEW YEARS DAY, WASHINGTON'S BIRTHDAY, GOOD FRIDAY, PATRIOTS DAY, MEMORIAL
DAY, LAST DAY BEFORE VACATION, LABOR DAY, THANKSGIVING DAY t.rid the DAY
AFTER, CHRISTMAS DAY and the DAY BEFORE or AFTER,
Bereavement pay.After one year of employment you may have up to three
days with out lose of pay for Spoue9,' Chil4, Parent, BrCil;ther or .,Siater" and
two days for Grandparents, Father-in-Law or Mother-in-Law.
Jury
duty. ie also paid tor.
OVERTIME,
Time and one-half overtime la paid tor over thirty-five hours in a week.
Overtime is paid tor over seven hours in one day, Saturday work is also
at time and one-half. Any Ja!d vacation day that is worked is also paid
at time and one-half in addition to the holiday pay. Sunday work is paid
at double time.
UNION OFFICE,
The local ~LGWU· office is located at 3) Harrison Avenue, Boston, Mass.
02111. The telephone number is 426-9350. You are welcomed to call any
time for any information you may need. Some of the people that are available to you for help are ,
JOAN ANDREA--BLUE CROSS
ROSALIE COLORUSSO--MEDICAL FORMS
LISA G--INSURANCE and DRUG PRESCRIPTION CARDS
PRISCILLA--RETIREMENT
-49-b
�YOUR UNION BUSINESS AGENT, -----------PEG BEVINS
To assist and guide the shop's own officers, there is assigned to your
shop a 5usiness Agent who is a representative from the local ILGWU district.
It is the Business Agent's responsibility to personally visit each Union
shop frequently, where he or she can consult with the Chairperson and individual members in o~der to keep abreast of any problems in the shop.
KNOW YOUR BENEFITS,
In addition to your contract's established wage standards and conditions
of work, there is an extensive Benefit and Health Care Program that you
will become eligible for as a working member.
The contract between your employer and your Union makes possible a schedule for paid holidays and paid vacations which are among the beat in the
industry.
Another part of your collective agreement provides for extensive medical
and disability coverage, a prescription drug program, eyeglass benefits
and preventive medical care. In addition, the ILGWU National Retirement
Fund maintains a pension plan that is jointly administered by UnionEmployer Trustees and fully covered under the U.S. Government vesting
rules.
PIECE-WORKERS •••• HOW RATES ARE SET
.
&
HOW TO FIGURE YOUR EARNINGS,
Our contract calls for an "ADD-ON" PERCENTAGE on top of the basic piecerate earnings. This percentage figure varies according to the department
and will increase along with contractual increases in craft minimums.
ILGWU contracts also provide a device for establishing minimum piecerate protection, Under this "RATES SHALL BE SET TO YIELD" clause, the
employer is obligated to set rates _ that the average piece-worker has
so
an opportunity to earn over and above hia or hers craft minimum.
At the end of the work day, a worker would figure her or his earnings
thus,
NUMBER OF DOZEN x PJ:BCE~R.t~E• · PIEBE-RATE EARNINGS x ADD-ON PERCENTAGE
S
= TOTAL EARNINGS
REMEMBER, Records are importe.nt---make sure you keep a record of work
you have done and be certain to keep a note of any time lost due to machine breakdowns, waiting for work or other loss of time.
If you have any problems figuring your earnings--SEE YOUR CHAIRPERSON.
-49-c
�MONTH 3, Week 4 :
GENERAL REVIEW
Performance Evaluation - Accident At Work - Plant Close-Down Lay-off - Ter,,iination
I.
PERFORMANCE EVALUATION
Lowell Lingerie has an informal performance evaluation system. The
evaluation is conducted by the immediate supervisor. If you are a
stitcher, your immediate supervisor is the floor lady.
A.
Good Worker
If you are a good stitcher, your immediate supervisor will tell you
so. She will tell you how good your works are and how pleased
Lowell Lingerie is to have you as an employee.
If you can sew fast and well you can be a piece-worker. If you are
a piece-worker, you can figure your earnings by using this formula:
NUMBER OF DOZENS x PIECE RATE• PIECE RATE EARNINGS
PIECE RATE EARNINGS x ADD-ON PERCENTAGE• TOTAL EARNINGS
Make sure to keep a record of
a record of any time lost due
work, or other loss of time.
your earnings, see your Union
work you have done. Make sure to keep
to machine breakdowns, waiting for
If you do not know how to figure out
Chairperson.
Your wage standards and condition of work are set in the Union
contract. A Union contract is negotiated every three years. The
Union Chairperson will tell employees when they receive a new
wage rate.
B.
Poor Worker
If you do not work very well, your immediate supervisor will tell
you so. Do not feel bad if she tells you your work is not good
enough. Ask her to show you how you can work better. Follow her
suggestions. If you do not understand her instructions, ask her
to show you again.
C.
Worker with a problem
1.
2.
3.
4.
5.
6.
7.
8.
If you do poor work all the time
If you do not follow safety instructions,
If you have poor conduct like fighting with your co-worker,
taking things from the company or from your co-worker, etc.,
If you come to work late many times,
If you stay home and do not come to work many times,
If you have poor attitude,
If you did not listen to and follow your supervisor's
instructions many times,
If you are careless in your work,
-50-
�MONTH 3, Week 4 continued
You will receive an Employee Warning Notice which looks like this:
EMPLOYEE
WARNING
NAM E
I CLOCI\ NO
NATURE OF VIOLATION
0
0
0
0
0
0
0
0
O
•
NOTICE
•
1s1 NO TI CL
I DfPARTMENT
2nd NOTICI:
l l) ATE
ADDITIONAL EXPLANATION
Substandard Work
Safety
Cond uct
Tardin ess
Absence
Att itude
Disobedience
Ca reles sness
Other - See
Explanation Area
I have read this notice
and und ers tand ii.
•
EM PLOY EE 'S SIG NATURE
WAl~NED BY
DAH
!A PPROVED BY
ORIGINAL
Your immediate supervisor will talk to you and explain to you why
she gave you an Employee Warning Notice. She will ask you to sign
the warning notice and she will give this notice to the Production
Manager.
If you receive the first warning notice, try not to do it again.
Because if you receive a second warning notice, the Production
Manager will talk to the Union Chairperson. After that you may be
discharged. You cannot come to work at Lowell Lingerie any more.
II.
ACCIDENT AT WORK PROCEDURE
Your floor lady is a trained employee in first-aid.
what to do when there is an accident at work.
-51-
She knows
�MONTH 3, Week 4 continued
If you cut your finger, you fall down, you hurt yourself etc ••• ,
you should call the floor lady immediately. No matter how light
the accident may seem to you, you should report to the floor lady.
She will take you to the First Aid Room. If you hurt more she
will take you to the hospital.
If your needle is broken, try to find the broken part of the needle,
it might be in your body. You might have to go to the hospital for
an X-ray.
III.
PLANT CLOSE-DOWN
Lowell Lingerie closes down its plant twice a year. One time is before
Christmas and the other time is at the beginning of July. When the
plant is closed down, most employees do not work. If they are
eligible for vacation pay, they may request and receive their
vacation pay at this time.
IV.
LAY-OFF
When there is not enough work to do, usually it happens in
January or February, some employees will be laid-off. Lowell
Lingerie will ask some employees not to come to work for one, two
or three weeks.
First the company will ask for volunteers. Some employees may want
to be laid-off so that they can go visiting friends or relatives.
Sometime they just want to get some of their personal works done
at home like paint their house, fix their car, etc ..•
If there is not enough employees volunteer for the lay-off, the
company wi. 1 decide who is going to be laid off. This decision is
1
based on seniority and make-up pay.
Do not get up-set if you are being laia-off. This lay-off is just
a routine. For the past five years nobody was laid-off for m~re than
three weeks and all laid-off employees are called back to work.
While you are being laid-off, you may be eligible for unemployment
benefits. You should go to the Division of Employment Security
and file a claim for unemployment benefits. The Division of
Employment Security is lo.cated at 291 Summer Street in Lowell,
Massachusetts.
A clerk at the Division of Employment Security will help you to fill
out the claim form. He/she will tell you if you are eligible for
benefits. If you are eligible, the clerk will tell you how much
money you will get per week. He/she will also tell you the time and
the day of the week you should come in to the Division of Employment
Security to collect your check.
-52-
�MONTH 3, Week 4 continued.
V.
TERMINATION
If for some personal reason, you do not like to work for Lowell
Lingerie any more, you are asked to give a 2 week notice. This
notice can be verbal, just tell your immediate supervisor that
· you will stop working for Lowell Lingerie in two weeks. You do
not have to give a reason why you do not want to work for Lowell
Lingerie. You can also give a written notice. Write a short note
to tell the company that you will stop working in two weeks and
bive this not to your immediate supervisor.
Lowell Lingerie needs a two week notice from you so that it can
hire somebody else to replace you. It is not a good practice to
leave a company without a notice.
You may want to talk it over with your immediate supervisor about
taking a leave of absence before you decide to leave the company.
If you take a leave of absence now, you may be able to come back
and work for the company later on without loosing your seniority
and your benefits.
-53-
�
Dublin Core
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Title
A name given to the resource
Indochinese Refugees Foundation, Inc. Collection, 1957-1996
Creator
An entity primarily responsible for making the resource
Indochinese Refugees Foundation, Inc.
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Collection, 1957-1996. UML 1. Center for Lowell History, University of Massachusetts Lowell, Lowell, MA.
Description
An account of the resource
The Indochinese Refugees Foundation, Inc. (IRF) provided services to Southeast Asian refugees that were resettling in Lowell, Massachusetts during the 1980s, due to the ramifications of the Vietnam War and the Khmer Rouge. This collection includes detailed reports, financial records, correspondence, and resources that reveal the extent of the IRF’s work assisting refugees and its members’ involvement in the Lowell community. <br /><br />View the collection finding aid for more information, <a href="https://libguides.uml.edu/uml1">https://libguides.uml.edu/uml1</a>.<br /><br />Part of the collection is accessible on this site. <br />-------------------- <br />SEADA would like to thank the following individuals for their work in making this collection available online: Monita Chea, Soumeng Chea, Christian Hernandez, Julia Huynh, Sam Kong, and Vivien Zhuo.
Relation
A related resource
<span>The collection finding aid, </span><a href="https://libguides.uml.edu/uml1" target="_blank" rel="noreferrer noopener">https://libguides.uml.edu/uml1</a><span>.</span>
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Occupational Specific English as a Second Language (ESL) and Employment Orientation Prepared for the Lowell Lingerie Company, [1982-1983]
Subject
The topic of the resource
Clothing factories
Community organization
English language--Study and teaching
Lowell (Mass.)
Nonprofit organizations
Occupational training
Sewing
Social service
Unemployed--Services for
Description
An account of the resource
The curriculum for the Lowell Lingerie Company was designed specifically for employee orientation and English as a second language. The main objectives are familiarizing people with machinery and equipment parts and understanding company regulations; learning technical stitching terminology, employee personnel policies like leave of absence, vacation and holiday pays, etc., and employment union – ILGWU; and interpersonal relationships within the work environment and performance appraisal.
Creator
An entity primarily responsible for making the resource
Pho, Hai B.
Pho, Lan T.
Seeler, Joan DeWitt
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Collection
Publisher
An entity responsible for making the resource available
Indochinese Refugees Foundation, Inc.
Date
A point or period of time associated with an event in the lifecycle of the resource
[1982-1983]
Rights
Information about rights held in and over the resource
UMass Lowell Library makes this material available for private, educational, and research use. It is the responsibility of the user to secure any needed permissions from rightsholders, for uses such as commercial reproductions of copyrighted works. Contact host institution for more information.
Format
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109 p.; 27.5 x 21.6
Language
A language of the resource
English
Khmer
Lao
Vietnamese
Type
The nature or genre of the resource
Text
Identifier
An unambiguous reference to the resource within a given context
uml1_b01_f34_i001
Coverage
The spatial or temporal topic of the resource, the spatial applicability of the resource, or the jurisdiction under which the resource is relevant
Lowell, Massachusetts
1980-1989
Documents
Lowell Lingerie Company
-
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PDF Text
Text
UNIVERSITY OF LOWELL
INNOVATIVE EMPLOYMENT PROGRAM
VOCATIONAL ENGLISH AS A SECOND LANGUAGE (VESL)
and
EMPLOYMENT ORIENTATION
Volume 1: Housekeeping Department
prepared for
STOUFFER'S BEDFORD GLEN HOTEL
by
Dr. Hai B. Pho, Editor
Lan T. Pho & Joan DeWitt Seeler, Technical Writers
THIS CURRICULUM IS PREPARED EXCLUSIVELY FOR STOUFFER'S BEDFORD
GLEN HOTEL BY THE UNIVERSITY OF LOWELL/INNOVATIVE EMPLOYMENT
PROGRAM UNDER A GRANT WITH THE DEPARTMENT OF PUBLIC WELFARE, DR.
HAI B. PHO, PRINCIPAL INVESTIGATOR.
ALL RIGHTS RESERVED. NO PART OF THIS BOOK MAY BE REPRODUCED IN
ANY FORM WITHOUT WRITTEN PERMISSION FROM THE AUTHORS.
1 UNIVERSITY AVENUE . LOWELL. MASSACHUSETTS O 1 854
TELEPHONE (61 7) 452 - 5000 , EXT 2270
�)
UNIVERSITY OF [OWELL
INNOVATIVE EMPLOYMENT PROGRAM
VOCATIONAL ENGLISH A ASECOND LANGUAGE CVESL)
S
AND
EMPLOYMENT ORIENTATION
PREPARED FOR
HOUSEKEEP'.I;NG DEPARTMENT
BY
LANT. PHO
University of Lowell
JOAN DEWITT SEELER
Jewish Vocational Services
1 UNIVERSITY AVENUE, LOWELL . MASSACHUSETTS O 1 854
TELEPHONE (61 7) 452 - 5000. EXT 2270
�INTRODUCTION
The Stouffer's Bedford Glen Hotel curriculum is an instructional
pack.age of Vocational English as A S~cond Language (VESL) and
employment orientation (EO).
The objectives of the curriculum are (1) to familiarize students
with job related English, (2) to improve their English comprehension level
both listening and speaking, (3) to provide them a better understanding of
work procedures, machinery and equipment, company regulations, personnel
policies, occupational safety and interpersonal communication~
etc.
',
The curriculum is written for students who have completed a beginning
course in ESL.
The focus of this curriculum is on job-related vocabulary
and conversation.
Basic grammar is reviewed through presentation of
vocabulary and job-related dialogues.
Teaching methods include show-and-tell, illustration, simple explanation,
listening and speaking drill, situational role playing, etc ...
*************************************************
*
*
* This curriculum is prepared by the University:
*
:
:
:
:
:
:
:
of Lowell, exclusively for Stouffer's Bedford:
Glen Hotel, under a grant with the Department t
of Public Welfare.
t
All rights reserved. No part of this book:
may be reproduced in any form without written
permission from the authors.
:
t
*
*
*************************************************
1
�TEACHER'S NOTES
In general the VESL focus should be on speaking and listening,
with reading and writing assigned as homework if desired.
A number of
students may be non-literate; therefore, the aim of the class time
should be to enable the student to understand and use the vocabulary
and grammar orally.
visually first.
All terms should be introduced orally and
When possible real items should be used in class.
Flashcards and written dialogues -and stories should be used for
and review.
The choice of drills are left to the
teacher's discretion, but those that require the highest percentage of
the student's conversing are recommended.
After students can produce
the dialogues comfortably, they should use other vocabulary items, and
terms from their previous knowledge.
Where supplementary vocabulary
items are indicated, or if a class has a low level of English
proficiency, the teacher should concentrate on the most important
vocabulary items and attempt to finish all the topics within a
three-month term period rather than try to cover all vocabulary and
not finish all the topics.
Employment orientation (EO) is composed of numerous topics
related to employees' performance and job satisfaction.
This
curriculum will present EO terminology and concepts in three ways:
1.
Essential terminology will be presented in the VESL lesson.
2.
Most concepts will be presented in a story-format when it is
not essential for the student to express specific
terminology in English.
3.
Some EO will be presented as direct translation from the
company/personnel policies or employee's manual.
EO terminology or concepts should be explained in the most simple form
to assure full understanding on the part of the students.
A review of
the company regulations and its personnel policies by the teacher is
essential.
Interpretation services of bilingual tutors are strongly
recommended.
Whenever bilingual tutors are available, students can be grouped
together by their ethnic background.
Each tutor will be conducting
listening and speaking drills with his/her group.
2
In addition,
�arrangements should be made to involve management staff and personnel
office staff in class presentation .
The curriculum is structured on a daily unit during the first
month of the training program.
For the last two months it is
structured into weekly units.
The following texts can be used as reference to this curriculum:
1.
EVERYDAY ENGLISH--STUDENT BOOK 2 B, edited by Linda Schurer,
The Alemany Press, 1980.
2.
ENGLISH FOR YOUR FIRST JOB, David Prince and Julia Gage,
Edmonds Community College, Washington, 1981.
3.
ENGLISH FOR ADULT COMPETENCY, by Keltner, Howard and Lee,
Prentice Hall, Englewood Cliff, N.J. 07632.
3
�FUNCTIONAL OVERVIEW OF CURRICULUM
MONTH 1:
STOUFFER'S BEDFORD GLEN HOTEL
A GENERAL OVERVIEW FOR ROOM ATTENDANTS
Week 1:
Employment Orientation (EO):
Stouffer history - Hotel layout -
Outlet - Overview - Hours of operation - Guest relations
Vocational English As a Second Language (VESL):
- Recognizing work areas
- Understanding general duties
- Guest relations
- Understanding directions
- Asking for clarification
Week 2:
EO:
Working conditions - Safety
VESL:
Application Form Vocabulary
- Job interview
Paycheck
Calling in sick
- Working conditions, a daily schedule
- Safety on the job
Week 3:
EO:
General Personnel Policy Information
- Probationary period
- Employment policies
- Statement on the Union
VESL:
Guest Room :
- Items
- Procedures
- Guest relations
- Teamwork
4
�Week 4:
EO:
Affirmative action~ Open door policy on problem solving
VESL:
Acknowledging that you understand directions given.
Guest
room (continued)
- Items around the bed
- Closet and folders
- Bathroom
- Good work and bad work
MONTH 2:
A ROOM ATTENDANT AT WORK - PERSONNEL POLICIES
Week 1:
EO:
Wages and benefits, hourly rate, straight time, overtime
VESL:
Guest relations, conversations
Week 2:
EO:
Wages and benefits (continued)
VESL:
Filling out a Maid Sheet and other reading's,
Common housekeeping problems
Week 3:
EO:
Your paycheck
VESL:
People you will meet
Week 4:
EO:
Other fringe benefits
VESL:
Tips
MONTH 3:
INTERPERSONAL RELATIONSHIPS AT WORK, PERFORMANCE APPRAISAL,
REVIEW PERSONNEL POLICIES AND EMPLOYEE'S RIGHTS AND
RESPONSIBILITIES
Week 1:
EO:
Accident at work, review personnel policies
VESL:
Work habits
Week 2:
EO:
VESL:
Rights and responsibilities
'- Taking breaks
- Days off
- Introducing self
5
�Week 3:
EO:
Discretionary procedure
VESL:
- Talking to fellow workers
- Asking for property
- Acknowledging a mistake
Week 4:
EO:
VESL:
Employee services
- Performance review
- Promotion/transfer
- Cut back in hours
- Lay off
- Termination
6
�STRUCTURAL OVERVIEW
MONTH 1
Week 1:
Imperatives
Infinitive with "want"
Adverbs of time: "now", "later", "today"
Direct address
Modals: "should", "have to"
Adverbs of frequency: "always", "usually", "sometimes",
"never"
Adverbs: "here", "there"
Week 2:
"WR" questions: "what", "how", "who", "when", "where",
"why"
Modals "may", "can"
Indirect objects
Adverbs of frequency
Week 3:
Passive "is called"
Use of "or"
Review of past tense
Modal: "may be", "might be"
"Need to"
Conditional: "if"
Week 4:
Negative: "don't"
Cardinal number "first"
Adverbs: "again", "now"
Imbedded sentence: "make sure that", "Claire said
that ••. "
Two word verbs: "turn off", "on", "clean down", "wash
out", "clean up"
MONTH 2
Week 1:
Comparative "more", "er"
Adverbs: "very", "-ly"
Week 2:
Prepositions: "on", "under", "near", "to", "in", "up"
Modal: "'d better"
Future - "I'll"
7
�Week 3: - Adverbs: "not yet", "too", "rest"
Week 4:
-
2 word verbs: "break out", "take off", "hose off"
2 word verbs: "turn on/off", "shut off"
Preposition: "down"
Week 4: - Participles: "jammed", "stuck", "broken"
(cont.)
Imbedded sentence: "I think
II
- Modal: "should", "can", "have to"
- Comparative: er, more, est
- Future Tense
- Imperatives
MONTH 3
Week 1: - Adverb: "only"
- Imbedded sentence: "I think that
II
Review "WH" questions
past tense
future tense
demonstrations: "this", "that", "these", "those"
Week 2: - Possessive pronouns
- Tenses: past, future
Week 3: - Conditional: "if", "when"
- Tag question"
---- ,
aren't you"
- Conjunction: "but"
- Adverbs: "really", "just"
Infinitives: "with", "want" and indirect object
Week 4: - General Review
8
�MQNTH 1:
STOUFFER'S BEDFORD GLEN HOTEL
Week 1:
Day 1:
GENERAL ORIENTATION, HOTEL LAYOUT, PEOPLE YOU SHOULD KNOW
The First Day at Work
-Welcoming remarks from the company representative
-History of the Company
-The organizational chart
-The physical facilities:
employee parking lot, employee
entrance, loading deck, security check, emergency
exit, red fire extinguisher, no smoking sign, employee
locker rooms, uniforms, restroom, employee cafeteria
-Breaks:
15 minutes in the morning and afternoon
-Lunch (or Supper):
-The time card:
30 minutes unpaid .- meals are free
time clock, punch in, punch out
Job Overview
The job of a section housekeeper in a Stouffer hotel
is to provide our guests with clean, comfortable rooms,
and to work in cooperation with other members of the hotel
staff to ensure the high level of personalized service our
guests have come to expect from Stouffer's.
The section
housekeeper is responsible for dai:ty cleaning of an 11, 13
or 16-roqm section of the hotel, depending on individuals
work hours.
Opening Duties
1
Go to locker room and put uniform on.
2
Pick up time card.
3
Pick up assignment card and keys.
give time card to supervisor.
4
Pick up caddy, then go to linen closet.
9
Punch in at Time Clock.
Make sure you
�Welcome to Stouffer's Bedford Glen Hotel
On behalf of the entire staff, I welcome you to the employee family at
Stouffer's Bedford Glen Hotel.
In the short time we have been open, Bedford Glen has built it's reputation
on exquisite decor and furnishings, exceptional food, and most of all, the high
quality of service and friendliness provided by our employees.
At Bedford Glen, mediocrity is not acceptable.
We look to you to perform
your job in the best possible manner so that we may continue to provide the best
quality of guest services.
Congratulations on joining our team.
I look forward to meeting you and working
with you in the months to come.
Donald P. Bomer
General Manager
10
44 Middlesex Turnpike, Bedford, Massachusetts 01730 (617)/275-5500
�STOUFFER HISTORY
During the past 23 years, Stouffer Hotels has grown to become one of the
leaders in the hospitality industry. We take pride in our hotels and the
15,000 Stouffer employees who offer the highest standards of quality in
meeting the needs of our clients, our guests, and the communities in
which they live. Today, 23 hotels across the country boast the Stouffer
name including the famous Mayflower Hotel in Washington, D.C. Stouffer's
nationwide reputation for excellence is due largely to people like you who
have contributed to its past success.
Today The Stouffer Corporation is involved in nearly every facet of modern
food service. We are considered to be one of the leaders in the industry.
The corporation is growing rapidly and expanding in many new directions with
new concepts, products, and sites for exciting new hotels.
The Stouffer Corporation is a part of Nestle Alimentana S.A., a world-wide
conglomerate, devoted to all aspects of the food industry and based in
Vevey, Switzerland.
Stouffer Hotels began in 1959,with the purchase of the already constructed
Anacapri Inn located in Ft. Lauderdale, Florida.
To date, there are 23 Stouffer Hotels in operation, and growth plans call for
50 hotels by 1990. This tremendous growth plan is being led by
William N. Hulett, President of Stouffer Hotels.
Stouffer Hotels have been built around quality oriented people who are dedicated to fine quality and .service throughout all of our hotels. A long
tradition of quality, comfort, and highly personalized guest service has
become the cornerstone in establishing new standards of excellence within our
hotels.
Stouffer Hotels today is a family of people who take pride in themselves,
pride in their individual responsibilities, and pride in a company that strives
for the highest in quality for its product, its services, its hotels, and most
importantly, its people.
The Stouffer history is a strong people-oriented heritage we can all be proud
to join. We want to welcome you as a new member of the Stouffer team, and offer
you the individual challenge and opportunity to develop with one of the fastest
growing companies in the American lodging industry.
11
�DIRECTOR OF
HOUSEKEEPING
r
ASSISTANT DIRECTOR
OF HOUSEKEEPING
I
COFFEE SERVICE
SUPERVISOR
LAUNDRY MANAGER
COFFEE SERVERS
LAUNDRY SUPERVISOR
FLOOR SUPERVISOR
LEAD HOUSEMAN
NIGHT MANAGER
NIGHT SHIFT
SUPERVISOR
ie.--, ---.------·
-
ROOM ATTENDANTS
DAY HOUSEMEN
NIGHT CLEANERS
,_.
N
I
SEAMSTRESS
LAUNDRY
ATTENDANT
I
LAUDNRY
PORTER
l
TURND(')WN
ATTENDANTS
NIGHT
HOUSEMEN
I
NIGHT
LAUNDRY
ATTENDANT
�STOUFFER HOTELS - LOCATIONS
Alamos, a Stouffer Resort
6160 N. Scottsdale Road
Scottsdale, Arizona 85253
Inn on the Square, a Stouffer Hotel
24 Public Square
Cleveland, Ohio 44113
Anacapri, a Stouffer Hotel
1901 North Federal Highway
Fort Lauderdale, Florida 33305
Lauderdale Surf, a Stouffer Hotel
440 Seabreeze Avenue
Fort Lauderdale, Florida 33316
Avalon, a Stouffer Hotel
9519 East Market Street
Warren, Ohio 44484
The Mayflower, a Stouffer Hotel
1127 Connecticut Avenue, N.W.
Washington, D.C. 20036
Stouffer's Battle Creek Hotel
50 Capital Avenue, S.W.
Battle Creek, Michigan 49017
National Center, a Stouffer Hotel
2399 Jefferson Davis Highway
Arlington, Virginia 22202
Bedford Glen, a Stouffer Hotel
44 Middlesex Turnpike
Bedford, Massachusetts 01730
The Oakbrook, a Stouffer Hotel
2100 Spring Road
Oakbrook, Illinois 60521
Stouffer's Cincinnati Towers
141 West Sixth Street
Cincinnati, Ohio 45202
Pineisle, a Stouffer Resort
P.O. Drawer #545
Buford, Georgia 30518
Dayton Plaza, a Stouffer Hotel
Fifth & Jefferson Streets
Dayton, Ohio 45402
Riverview Plaza, a Stouffer Hotel
First National Bank Bldg., Suite 1414
Mobile, Alabama 36602
Stouffer's Denver Inn
3203 Quebec Street
Denver, Colorado 80207
Stouffer's Somerset Inn
3550 Northfield Road
Shaker Heights, Ohio 44122
Stouffer's Dublin Hotel
600 Metro Place, North
Dublin, Ohio 43017
Stouffer's University Inn
3025 Olentangy Road
Columbus, Ohio 43202
Five Seasons, a Stouffer Hotel
350 First Avenue
Cedar Rapids, Iowa 52401
Valley Forge, a Stouffer Hotel
480 North Gulph Road
King of Prussia, Pennsylvania 19406
Greenway Plaza, a Stouffer Hotel
6 Greenway Plaza East
Sourthwest Freeway at Edloe Street
Houston, Texas 77046
The Waverly, a Stouffer Hotel
2814 New Spring Road, Suite 100
Atlanta, Georgia 30339
The Hamilton, a Stouffer Hotel
400 Park Boulevard
Itasca, Illinois 60143
The Westchester, a Stouffer Hotel
80 West Red Oak Lane
White Plans, New York 10604
13
�DIV.
UNIT NO.
JOB CLASS
EMPLOYEE NO.
EMPLOYEE NAME
PAY ENDING
MEALS
TIPS
DOLLAR ADJ.
ACTUAL
HOURS
OVERTIME
HOURS
SUNDAY
HOURS
HOLIDAY
HOURS
VACATION
HOURS
REGULAR
UNIT/ JOB CLASS
o T H E R
UNIT
I
I
JOB / CLASS
0 T H E R
UNIT
JOB/ CLASS
I
I
RATE
-
RATE
-
1st DAY 2nd DAY 3rd DAY
4th DAY
5th DAY
TOTAL HOURS SHOWN ARE CORRECT
SUPERVISORS OK
FORM PAY -1 REV 9 /70
STOUFFERS
14
6th DAY
7th DAY
�MONTH 1 - Week 1
Day 2
EMPLOYMENT ORIENTATION (EO):
First Floor:
Second Floor:
Third Floor:
Hotel Layout
Ballroom, meeting rooms (1111-1157)
Lobby, restaurants, tennis, pool, guest
rooms (2001-2157)
Guest rooms (3001-3157)
VOCATIONAL ENGLISH AS A SECOND LANGUAGE (VESL):
Recognizing Work Areas
Vocabulary
st
nd
rd
floor, 1 , 2 , 3
laundry room
linen closet
housekeeping office
guest room
pool
kitchen
elevator
Grammar:
Materials:
stairwells
Employees restroom
bathroom
room
section
upstairs
downstairs
Infinitives
Infinitive with want
Direct Address
Question: Where
Maps of Hotel
Dialogue 1
Lisa:
Phuong, I want you to clean Section
Phuong:
Where is Section
Lisa:
nd
It's on the 2
floor near the pool.
today.
?
Dialogue 2
Peg:
Sopheo, I want you to clean Section
Sopheo:
Where is Section
Peg:
It's on the first floor near the elevator.
today.
?
�HOTEL LAYOUT
1111-1157
FIRST FLOOR
•D
.
~2 1 01-2157k
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2051-2070 "'
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2001-2033
SECOND FLOOR
THIRD FLOOR
16
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19
--iw
�MONTH 1 - Week 1
Day 3
EO:
Outlet Overview, Hours of Operation (see pages 21 and 22)
Restaurants and Lounges:
Hours of Operations:
VESL:
Havilland's, JPT's, Garden Terrace
Breadfast, lunch, brunch, snack, dinner,
cocktails, room service
Recognizing "Off Limits"
Vocabulary
banquet area
assembly area
lobby
rear lobby
guest restrooms
public telephones
next time
remember
in a hurry
It doesn't make any difference,
Grammar:
off limits
stay out of
instead
use _ _ _ instead
you should never
never
again
against the rules
before
Modal: should
Imperatives with not
Adverb of time
Prepositions: from, to
Dialogue 1
Chuck:
You should never go through the lobby.
It's off limits.
Phuong:
How should I get from
to
Chuck:
Go/Use
instead.
Phuong:
OK •. I'm sorry.
next time.
?
I' 11 go the right way
Dialogue 2
Dave:
Sopheo, you shouldn't be in the banquet area.
Sopheo:
I wanted to go to the ___ . I was in a hurry.
Dave:
It doesn't make any difference. Never go
through the banquet area. It's against the
rules.
Sopheo:
I'm sorry.
I'll remember next time.
20
�OUTLET OVERVIEW
RESTAURANTS AND LOUNGES
Havilland's
A sophisticated, elegant dining room featuring a two sided wood burning fireplace
surrounded by beautifully etched mirrors and solid oak panels.
Menu items include
the finest selection of American cuisine, prepared with simplicity and sophistication.
Reservations suggested.
JPT's
A distinctive, casually sophisticated restaurant featuring a hexagon shaped and brass
trimmed bar.
Accenting the multiple level dining room is a large overhead skylight
with plants throughout the room. _ The menu features light contemporary entrees
reasonably priced and served distinctively.
Garden Terrace
A casually elegant lounge just off the lobby level for relaxing over an early afternoon, evening, or after dinner cocktail.
This beautiful spacious room with decor
enhanced with natural oak, cream colored marble, and a light, very open feeling.
21
�HOURS OF OPERATION
J.P.T. 'S
Breakfast
Breakfast
Lunch
Snack Menu
Dinner
6 : 30 a. m. -11 : 30 a.m.
7:30 a.m.-12:00 p.m.
11:30 p.m.-3:00 p.m.
3:00 p.m.-5:00 p.m.
5 : 00 p •m•-11 : 00 p.m.
Monday Saturday
Monday Monday Monday -
Lounge
11 : 00 a •m. -1 : 00 a.m.
Monday - Sunday
11:30 a.m.-2:00
6:00 p.m.-10:00
6:00 p.m.-11:00
11:00 a.m.-3:00
Tuesday - Friday
Monday - Thursday
Friday and Saturday
Sundays only
Friday
and Sunday
Sunday
Sunday
Sunday
HAVILLAND'S
Lunch
Dinner
Dinner
Brunch
p.m.
p.m.
p.m.
p.m.
GARDEN TERRACE
Cocktails
Cocktails
Cocktails
6:00 p.m.-11:00 p.m.
11:00 a.m.-11:00 p.m.
11:00 a.m.- 3:00 p.m.
ROOM SERVICE
same hours as J.P.T. 'S
t
l/
22
Monday
Tuesday - Saturday
Sunday
�MONTH 1 - Week 1
Day 4
EO:
Guest Relations (see page 2lf)
-Make eye contact. SMILE. Say "Good morning" or
"Good afternoon", as appropriate
-Be prepared to give accurate directions
-Advise security of any suspicious people on the
floors
-Do not unlock doors for anyone waiting access
to a room
VESL:
Understanding General Duties
Vocabulary
housekeeping
be on time/punctual
be dependable
be friendly
check details
have a positive attitude
clean rooms
replace used up/missing/dirty items
report broken items
report missing items
report guests' requests
Grammar:
help guests if you can
be polite
if you don't know, ask
for help
double check the room
pick up phone
punch II 11
finished
C
press 13 /o 14 OCL
report guests' problems
Modal: should
Conditional: if
Dialogue 1
Phuong:
I want to do a good job.
What should I do?
Chuck:
You should
Dialogue 2
Sopheo:
I don't know - - - - - - -
Dave:
That's OK. If you don't know something,
ask for help.
23
�GUEST RELATIONS
It is the objective of Stouffer Hotels to offer each guest the ultimate in
hospitality in terms of food, beverage, accomodations and service. To that end,
it is expected that every guest will be treated with respect, courtesy and dignity,
and will experience professionalism at every level of contact with our employees.
Our guests see each employee as a representative of Stouffer's. Each employee
should keep Stouffer's image of hospitality and service to guests uppermost in his
or her mind.
1.
2.
3.
4.
5.
6.
7.
8.
9.
Have a positive approach to your work.
Self respect and confidence radiate! Conduct yourself professionally
and you will be treated accordingly.
Acknowledge the guests as quickly as possible. If you are not able to
service them immediately, do not ignore them but, rather, make eye
contact and smile indicating that you will be with them momentarily.
Make each guest feel that he or she is your personal guest. Smile
easily and convincingly, and introduce yourself at some time to the guests.
Be composed. Let the guest feel that he or she is in competent hands.
Your self-assurance will instill confidence.
Be discrete. Keep our business operations in our house, and personal
concerns in your house.
Strive for recognition of your guests. If guests come in regularly, learn
their names, recognize them and greet them by name. By the same token,
do not become overly friendly with guests. Always address them by Miss,
Mrs. or Mr. Employees are not to sit with a guest at any time.
Treat your guests with the dignity they deserve, and THAT INCLUDES CHILDREN. Nothing can be more offensive to your guests than to disregard
their children. They should be made to feel just as welcome and comfortable as their parents or escorts. Nothing will win you repeat business
as quickly as taking time to pamper and cater to a family with small
children.
Every complaint is important to the guest who is voicing it and is, therefore, important to us. Every effort must be made to resolve the problem
as quickly as possible. In any complaint situation remember four points:
a. Be calm - your composure can be contagious
b. The guest is always right - never argue with the person
c. When the guest leaves you, be sure that he or she is satisfied.
d. If the problem is major or you are not familiar with a particular
situation or problem, always refer to your supervisor.
24
�MONTH 1 - Week 1
Day 5
Review
Quiz:
Fill in work areas on map of hotel
Role play:
Understanding directions
Personal Appearance:
1.
Everyday, you should report for work in a clean,
well-fitting uniform, neat shoes, hair combed,
hands and fingernails clean.
2.
Always wear your name tag while working.
3.
Maintain good posture at all times. Do not
engage in conversation with other employees in
public areas .
4.
You must wear a closed-toe, closed-heel, leather~
type shoe.
25
�MONTH 1 - Week 2:
Day 1:
EMPLOYMENT PROCEDURES
Application Form Vocabulary
Review: -alphabet:
(1) recognition .of capital letters and small
letters
(2) alphabetical order
-numbers
Vocabulary
name
first
middle
last
address
work
reference
Grannnar:
street
town
number
zip code
telephone number
education
citizen
"wh" question:
Materials:
area code
fill out application
write clearly
print
social security number
emergency contact person
visa status
What's your ..... ?
How do you spell your •.. ?
blank application form, flash cards for alphabet,
numbers, first, middle, last name, vocabulary and
dialogue sheet.
Dialogue
What's your ~ame? (first, middle, last)
How do you spell it?
What's your address?
What's your telephone number?
Supplementary Dialogue
Saying your name (first, middle, last)
Peter:
Good Morning. My full name is Peter F. Macaulay .
You may call me Peter which is my first name.
What is your full name?
Huong:
My full name is Huong T. Tran.
Peter:
How do you spell your full name?
Huong:
My first name is H-U-O-N-G. My middle initial is T.
My last name is T-R-A-N. Please call me Huong.
26
�APPLICATION FOR EMPLOYMENT
HOURLY PERSONNEL
HOTELS, RESTAURANTS, MANAGEMENT FOOD SERVICE
NATIONALLY KNOWN FOR
QUALITY PRODUCTS, QUALITY SERVICE, QUALITY EMPLOYEES
Q)
EXECUTIVE OFFICES
--0
--0
29800 Bainbridge Road
Solon , Ohio 44139
216-248-3600
LL
ffirmative action
atStot/fors
..
--0
11)
0
..J
Q)
E
0
z
~
equal opportunity in all areas
11)
Q)
We are an Equal Opportunity Employer M/ F
0
C:
- 0
11)
0
a..
Q)
0
0
27
�GENERAL DAT A AND AVAILABILITY
Please circle yes or no where appropr iate throughout the application .
Name _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Social Security Number _ _ _ _ _ _ _ _ _ _ _ _ __
Last
First
Middle
Address-------------------------------------- Phone---------C ity
Street
State
Zip
Alternate _ _ _ _ _ _ _ __
Have you used any other name when working? No, Yes, L i s t - - - - - - - - - - - - - - - - - - - - - - - - - - - - Position Desired : 1st Choice _ _ _ _ _ _ _ _ _ __
2nd Choice _ _ _ _ _ _ _ _ _ _ 3rd Choice _ _ _ _ _ _ _ _ __
Wage or Salary Desired : - - - - - - per - - - - - - - - - Is th is negot iable? Yes,
Date available to start work _ _ _ _ _ _ __
No.
How long do you plan to continue working? Please circle. Permanently;
Summer; School Term; Other _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Many units are open seven days per week. Typical schedules involve five days in many instances. (If there is a religious reason you
are unable to work, we will try to accomodate your beliefs as much as possible.)
Are you able to work any hours any days? Yes, No, 'ti' On the chart below the days and shifts you are able to work.
What is the earliest you can arrive for work? _ _ _ a.m./p.m. The latest you can depart? _ _ _ a.m./p.m . You will be expected
to work holidays. (Flexibility is desired for ease in our scheduling. Weekends are busy times, you will be needed, do not limit yourself.)
Shift Annrox im ate Time
Early 6or7A.M .-2 or3P. M.
Lunch
Middle
Dinner
Late
10 AM
3 P .M.
~
p I.A
Mon.
Tues.
Wed.
Thurs.
Fri.
. ,tp M
Sun.
How many hours per week
do you want to work? Circle.
40; 30 to 40; 18 to 30;
llP M
.? A
Sat.
Under 18; On Call Basis
I.A
llP . M. 7A . M.
Is your transportation reliable to meet the schedules listed above?--- Do you have an alternative?----------If public , does it run on weekends and holidays? _ _ _ _ List any scheduling problems or limitations and reasons------
Have you ever been employed by Stouffer ' s? No, Yes, Where - - - - - - - - - - - - - - - W h e n
Rea son for Leaving - - - - - - - - - - - - - - - - - Name of M a n a g e r - - - - - - - - - - - J o b - - - - - - - - How did you happen to apply? Referred by·----- Agency------ ; Ad, P a p e r - - - - - - ; Employee----Sign; Passing by; Other _ _ _ _ _ _ __
Do you have any relatives working here? No, Yes, L i s t - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Can you recommend a friend who might be interested in working here? No, Yes, List _ _ _ _ _ _ _ _ _ Phone------
PERSONAL DATA
Federal law and many state laws prohibit discrimination on account of age, particularly 40 to 70 years of age. Because of minors'
limitations and alcoholic beverages control restrictions we do need to know the age of applicants who are under 21 years of age.
If under 21 years of age: List Age___ Date of birth _ _ _ __ __
CITIZENSHIP: Are you a citizen of the United States of America? Yes, No,
If not, do_you have a green permanent resident
'lisa card, 1-94 Form, or letter from Imm igration Service indicating that you are legally permitted to work in this country? No,
Yes, Card
#____
Classification ____ Expiration Date----. If hired, are you able to show proof of status? No, Yes.
POLICE CONVICTION RECORD : Because we employ a large number of women and in some instances employees have access
to guests ' property, we need to know the following. Have you ever been convicted of a felony or summary offense which involved theft or phys ical assault upon the person of another human? No, Yes, explain when, where, and details. _ _ _ _ _ __
Current Status? - - - - - - - - - - - - - - - - - -
28
�ATTENDANCE AND TARDINESS:
Promptness and good attendance are vital to our type of business which involves
serving the public.
FAMILY SITUATION: Do you have any family or other situation that wou Id make you Iate for work or ab sent from work more
.,n once a month? No, Yes, Exp la in
tL
1-'rlYSICAL CONDITION :
We are an Affirmative Action Employer covered by Section 503 of the Rehobiltation Act. If you have a physical handicap and want to be
considered under the program please indicate here _ _ _ _ _ _ _ __
Number of days absent from work or school due to illness in past 12 months ____ Explain ________________
Have you had any major illnesses in the past five years? No , Yes, List __________________________
Have you received Workers'Compensation for injury on the job? No, Yes, When? _________ Where? _ _ _ _ _ _ _ _ __
Company? ____________,....ddresS------------Type of injury?
Current status? _ _ __
(OPTIONAL)
Many of our jobs involve working around hot equipment, lift ing , and standing most of the shift. Many employees work w ith food and deal
with the public . We would like to know if you have conditions that on some jobs could be a risk to your own health or to our guests' .
Circle those conditions you have suffered with : Typhoid Fever , Tuberculosis, Veneral Disease , Diabetes , Epilepsy , High Blood Pressure,
Hernia , 13ack Injury or Problems, Allergies, Rashes, Varicose Veins, Food Problems, Rheumatism , Heart Attack Condition, Psychiatric
or Nervous Problems. List any other that could affect your w o r k - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
WORK HISTORY
List most recent employers first, then follow 1n order with earlier ones. Explain gaps
in
work history of more than one month ' s
duration. We will check references.
NAMES and ADDRESSES of
PREVIOUS EMPLOYERS
PHONE
DATES WORKED
rrom
lo
Yr .
Mo.
Yr. Mo.
Company
I
Address
r · .. v
c
-
POSITION
I
Zip
'-
RATE
OF
HOURS
PAY
Start
REASON FOR LEAVING
Finish
Moy we contact this employer for a reference?
~<e
SUPERVISOR
Yes
No
Least?
What did you like best?
Gap Explanation:
NAMES and ADDRESSES of
PREVIOUS EMPLOYERS
PHONE
DATES WORKED
From
To
Yr. Mo .
Yr.
Mo .
POSITION
SUPERVISOR
HOURS
Company
I
Address
City
I
Zip
REASON FOR LEAVING
Finish
May we contact this employer for a reference?
State
RATE
OF
PAY
Start
No
Yes
Least?
What did vou like best?
Gap Explanation:
NAMES and ADDRESSES of
PREVIOUS EMPLOYERS
DATES WORKED
PHONE
Mo'.romYr . Mo.
Company
I
Address
Yr .
POSITION
Zio
Whnt ,!;,I _,_,
I;k ..
SUPERVISOR
I
HOURS
RATE
OF
PAY
Start
REASON FOR LEAVING
Finish
Moy we contact this employer for a reference?
r ·+
..
C:. • - • -
Ta
No
Yes
Least?
1-.-e • ?
Gap Explanation:
DA TES WORKED
NAMES and ADDRESSES of
PREVIOUS EMPLOYERS
Company
PHONE
I
Address
e
POSITION
Zip
SUPERVISOR
HOURS
RATE
OF
PAY
REASON FOR LEAVING
Start
I
Finish
May we contact this employer for a reference?
.... City
..._
To
From
Yr .
Yr . Mo .
Mo.
Yes
No
Least?
What did you I ike best?
REFERENCE DATA
The following person knows me and would be able to give me a personal reference.
Nome
Address
29
City
State
Zip
Phone
Occupat io n
�EDUCATIONAL DATA:
Name and Address
Dates Attended
High School
19
19
19
College
Other
to
to
to
19
19
19
Years Completed
8, 9, 10, 11, 12
1, 2, 3, 4,
1, 2, 3, 4
Graduated
Yes
Major
No
Yes
Degree
No
I
Special Skills : Typing--Shorthand--PBX--Doto Processing-- Keypunch--Yoritype-- O t h e r - - - - - - -
MILITARY DATA:
Have you ever served in the United States Armed Forces? No, Yes, What branch? __________ , When? _ _ to ___ ,
Rank?------ Special t r a i n i n g ? - - - - - - - - - - - - Citations - M e d a l s ? - - - - - - - - - - - - - - - - - - - -
PERSONALITY DATA Optional
What three words best describe your personality?---------What ore your goo Is for the next five y e a r s ? - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - What is your main reason for working? Money for: (circle) Self Support, Support Family, Supplement Family Income, School
Expenses, Self Development, To Keep Busy.
List any activities, clubs, sports, hobbies in which you were or ore involved. (Do not list the name if it 1s indicative of race,
religion, creed, color, sex or notional origin of its m e m b e r s . l - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Have you received any honors or held office in any of the above? L i s t - - - - - - - - - - - - - - - - - - - - - - - - - - Which of your jobs would you soy you were the most successful a t ? - - - - - - - - - - - - - - - - - - - - - - - - - - - Why?----------------------------------------------Have you ever been dismissed from a job? No, Yes, W h y ? - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - List those personal characteristics that you hove that would make you on asset for the position for which you applied, _____
If you have applied for a public contact job, list what you think influences customers the most when deciding to come bock
again and again to a certain hotel or r e s t a u r a n t . - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
INFORMATION FOR APPLICANT
This application for employment will be processed as quickly as poss i ble. Public Law 91- 508 requires that we advise you that a routine
inquiry may be made during our initial or subsequent processing which will provide applicable information concerning character, general
reputation, personal characteristics and mode of living. · Upon written request, additional information as to the nature and scope of the ininquiry, if one is made will be provided within a reasonable time.
Stouffer's treats all applicants for employment fairly, regardless of race, religion, color, creed, age, sex, national origin, marital, veteran, or handicap status.
APPLICANT, PLEASE READ AND SIGN
I understand that omissions and misrepresentations ore sufficient cause for dismissal if employed and I certify that to the best of my
knowledge the forego ing statements and historical information given by me are true. I understand that if hired, I will be on probation for
60 days (45 working days for banquet employees ).
agree to abide by appearance and grooming standards and rules and regulations
of Stouffer's whi Ie employed by them · - - - - - - - - - - - - , , - , - - - - - - - - - - - - - - - - - - - - - - -
Signature
APPLICANT DO NOT WRITE BELOW THIS LINE
Post Hire Information:
Marital Status___(spouse _ _ Where Employed _ _ _ _ _ _ _ _ _ _ Phone _ _ _ ___,Height _ _ Weight _ __
B irth Date _ _ _ _ Dependents _ _ _ _ _ Uniform Size : _ _ _ Dress; _ _ _ Jacket; _ _ _ Shirt ; _ _ _ Trouser Waist; _ _ Length _ _
Person to be notified in case of accident or e m e r g e n c y ? - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Address
Phone
Name
Interviewer's Signature _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Comm,nts _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Recommendation _ __
Interviewer's Signature
Final Dispos it ion:
Reject, or Hold
Comments
Recommendation-Reason _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Hire for _ _ _ _ _ _ _..,osition, Classification _ _ _ _ _ _ _ _ Rate _ _ _ _ Start _ _ _ _ _ Date _ _ _ _ _ Time _ _ _ _ _ __
Department _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Approval _ _ _ _ _ _ _ _ _ _ Replacement for _ _ _ _ _ _ _ _ _ _ _ _ _ New _ _ _ __
Needed : Work Permit Yes No ;
V i sa or 1-94
Yes No;
Age Certificate
Yes
No;
Food Handler's Card
Other _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
30
Yes No;
Social Security Card
Yes
No;
�MONTH 1 - Week 2
Day 2:
Job Interview
Vocabulary
personnel office
application form
cannot come in
reschedule
late
personnel clerk
schedule
appointment
interview
on time
Dialogue 1
Kim:
Good morning. My name is Kim.
What is your name?
Saphay:
My name is Saphay.
Kim:
Where do you live Saphay?
Saphay:
I live in Billerica.
Kim:
Did you complete the application form?
Saphay:
Yes, I did.
Kim:
Yes, I'll schedule you for a job interview with Peter.
May I have a job interview?
Dialogue 2
Noy:
Good morning. My name is Noy.
I work in the Stewarding Department.
Kim:
Good morning Noy.
What can I do for you?
Noy:
May I have an application form which I may give
to my friend?
Kim:
Yes.
Here it is.
Thank you.
31
�The phone book has a lot of
information.
The first
page is very important.
Look on the first page and find
1
fire department
3
a mbulance
department
?
,
, ?.
; LL
rs
.:;
':>NE
TELEPHONE
32
�To A Friend
CONVERSATION
need to talk to my uncle.
1.
I
2.
You can call him.
1.
No,
I
can't.
I
don't have any money.
You can call him collect.
2.
PRACTICE
I
He
We
doesn't have any mone·
don't have any money.
She
You
They
I
We
You
He
She
They
You can call
can
call him.
can't
him
h er'
me
them
us
co ll e ct.
FILL IN THE BLANKS
don't
him
doesn't
her
us
me
any
them
M/J.. ;t
~
1.
I can't cal 1 my ·uncle. ). .
have
You c an call ~ ~ o l l e c t .
2.
She can't call her parents.
She ~___ have_ _ _ _money.
She can call _ _ _ _ _ collect .
3.
He can't call his girlfriend.
He
have ____money.
-He can call ______ collect. - -
4.
We can't call you and your wife.
We
You can call _____ collect.
5.
They can't call you .
They _____ have _____money.
They can call
collect.
?
T'ELEPHONE.
money.
have _ _ _ _ money.
TELEPH
33
29
�MONTH 1 - Week 2
Day 3:
-Calling in Sick
Making Telephone Calls
Vocabulary
pay phone, public phone
telephone number
need
a dime
who
wait
calling
please
operator
connect
just a minute
good morning
good afternoon
may
hold
Grammar:
Materials:
coming in
cannot come in
sick
tomorrow
let me know
what's the matter with you?
flu
cold
headache
sure
before
275-5500, extension 536
Indirect object; "wh" question:
where, why, ; modal "may''
what, who, when,
teletrainer, vocabulary and dialogue sheet, coins
Dialogue
Receptionist:
"Good morning - Stouffer's Bedford Glen"
Phuong:
I am Phuong Nguyen, I am sick today.
I want to talk to Chuck Silloway.
or
I am Phuong Nguyen. Please tell Housekeeping that I am sick. I will not be
in today. I will come in tomorrow.
Receptionist:
NOTE:
Thank you.
If you are out sick per your doctor's order, when
you report back to work you should bring in a
doctor's certificate saying that you are well enough
to come back to work.
34
�MONTH 1 - Week 2
Day 4:
EO:
Working Conditions - Daily Schedule
Working condition (see page 37)
-meal and break periods
-security
-employee locker rooms
VESL:
-uniforms
-parking
-status
Daily Schedule
Review:
Telling time
Vocabulary
punch in your own card
change to your uniform
pick up time card
11
"
a caddy
11
11
maid sheet
11
11
a bag of supplies
receive keys
turn in time card
pick up a cart
make sure/ check
well stocked
get back to work
get to work
get/pick up uniform
Grammar:
Materials;
go home
clean the guest room
report to the housekeeping office
check
linen closet
cleaning supplies
guest room supplies
change linen
clean the bathroom
take a break
eat lunch
turn in left property
assignment?
section?
adve.rbs of frequency: always, usually, sometimes, never
present tense, cardi;nal numbers
11
11
. wh
question: what time, when
maid sheet
Dialogue
Sopheo's husband:
What do you do everyday at work?
Sopheo:
First I punch in at 8;00.
Then, I get changed into my uniform.
Then I report to the Housekeeping office
and get my work assignment and my keys.
Next r pick up my caddy and check the
guest room supplies.
Then I pick up my ~oleaning supplies.
Then I pick up the cart and take it to the
· · linen closet in my section ,
Then I clean the rooms.
At 9:30 we take a break. Then l clean some
more rooms. We eat lunch at ll;.30.
I get another break at 2:00. I i~t out at 4 ;30 ,
~
35
�7-3
•I
3 - I)
II - 7
H(>.V\ h
L•"'IT
Two
.Hll CU5T0M.E°I!..
~
Ji~}
~
.5 oI< he/
:Wl!Ji;
_
w
°'
1ovtj5o-.\
•I
LIMIT
Two
P[ll CU5ro,,fft
~
!) wltie.vi
2) ]) o es
3) who
-
does Ho.nh 3D 1o
WC'f),?
Sokho.. go .shoppin5 ivi fh.e mov--n,·r15
sleeps
in
+h-e..
vvtov-lt\
iY\3
?
?
�WORKING CONDITIONS
MEAL AND BREAK PERIODS
Employees are provided a fifteen minute break period in the morning and afternoon.
In addition, a thirty minute unpaid lunch period is provided. Your supervisor will
advise you as to appropriate times for meal and break periods, so as not to interfere with peak periods.
SECURITY
/
/
All employees are required to enter and exit the Hotel through the employee enterance
located at the rear of the Hotel. A security officer will inspect all parcels upon
entering and exiting the premises. Any part of the building designated for "employees
only" is absolutely off limits to non employees.
/
Lockers will be assigned and controlled by the security department.
are not permitted, and locker inspection will be held periodically.
Personal locks
EMPLOYEE LOCKER ROOMS
Men's and Women's locker rooms are available with each employee assigned his/her
personal locker. Clothing and personal belongings may be stored in lockers. At no
time should any food or hotel property other than uniforms be stored in lockers.
Lockers are assigned and controlled by the security department. Each and every employee is responsible for maintaining the cleanliness of the locker room area.
UNIFORMS
Those employees required to wear uniforms will be provided with uniforms. Stouffer's
Bedford Glen Hotel will maintain and launder all uniforms. Uniforms are not to leave
the property at any time. Lockers and locker areas will be provided for storage and
changing into and out of your uniform.
PARKING
Free parking is provided for all employees in the employee parking lot adjacent to
the employee enterance.
STATUS
Full time employees are those who work a minimum of thirty (30) hours per week on a
regular basis. Part time employees work a minimum of eighteen (18) hours per week
on a regular basis. Employee working less than 18 hours per week on a regular basis
are classified as per diem employees, scheduled as needed.
37
�MONTH 1 - Week 2
Day 5:
Safety (see page 78.)
Vocabulary
wipe up spills
say "Passing, please"
handle with care
avoid breakage
keep to the right
read instructions
report unsafe conditions
report accidents
guest acciqents
employee accidents
Movie (make advance arrangement with Kim in Personnel Office)
Show fire safety film
38
�MONTH 1 - Week 2
Day 5:
- EO:
Safety
Sa fety at Stouffer's Bedford Glen Hotel (see page 78)
Vocabulary
wipe up spills
say "Passing, please"
handle with care
avoid breakage
keep to the right
read instructions
report unsafe conditions
report accidents
guest accidents
employee accidents
Movie (make advance arrangement with Kim in Personnel Office)
Show fire safety film
VESL:
Safety in the Housekeeping Department
Vocabulary
block
doorway
secure
lock
refuse to
report
immediately
Materials:
Grammar:
excuse me
later
can't
come back
inside
ok
in
ask Dave
ask Chuck
for a minute
for a second
Be careful
still
there
Supervisors role play as guest
"be sure''/"refuse" with infinitive
preposition : inside
adverbs of time: later, for a minute/second, still
modal can't
What i f
adverb of place: there
Dialogue 1
Phonh:
Chuck :
What i f the guest is still in the room?
Don ' t clean the room ;if the guest is still there ,
Dia logue 2
Pia :
Guest :
When would you like me to do your room?
Give me a half an hour ,
Dialogue 3
Savoeurn:
Darlene:
What if I want to take a break?
Leave your cart in the linen closet.
39
�MONTH 1 - Week 3
Day 1:
EO:
Prob,ationary Period - What is a Caddy?
Probationary Period (see pages 41 and 42)
-probationary employee
-two calendar months
-evaluate
VESL:
-regular employee
-performance appraisal
-review
What's in a Caddy?
Vocabulary
soap
bath soap
small soap
shaving kit
bath gel
evaluation
bathtub
sink
closet
vanity
Grammar:
note pad
do not disturb sign
laundry slip
fire safety folder
liners
room service folder
door
desk
in, on
door knob
reminding
Pany"
Where does the ·___ go?
On the ___ , in the _ __
Materials:
caddy and pictures of room, then real room
Dialogue 1
Darlene:
Where does the bath gel go?
Phonh:
It goes on the vanity in the bathroom.
Dialogue 2
Darlene:
You don't have any laundry slips on your cart.
Deng:
Thanks for reminding me .
40
�GENERAL PERSONNEL
POLICY INFORMATION
Probationary Period and Performance Appraisal
A new employee is on probation for the first two calendar months. After this
time, the supervisor will conduct a performance appraisal with the employee.
Through this counseling process you will both mutually agree upon what the
job is and what is expected of you.
After the initial review, you will be considered a regular employee and will
be formally reviewed annually thereafter. Remember - the appraisal is intended
to evaluate your job performance. It also provides the basis for promotional
opportunities.
41
�PROBATIONARY REVIEW
Employee Name____________________Date of Review_ _ _ _ _ _ _ _ _ _ _ _ __
Department_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _Position_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
_ _ _Performance has been outstanding.
- - -Performance has been good.
Improvements could be made in the following areas:
1.
2.
3.
4.
5.
_ _ _Performance is marginal. I do not recommend an increase at this time. I
recommend the probationary period be extended 30 days until the following
problem areas are corrected. A further review will be conducted in 30 days.
1.
2.
3.
4.
5.
- - -Performance has been poor.
I recommend termination for the following reasons:
1.
2.
3.
4.
5.
Employee Signature_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _Date_ _ _ _ _ _ _ _ _ __
Supervisor Signature
------------------------Date-----------
Dept. head Signature
Date
------------------------ -----------
Received in Personnel
-----------------------Date-----------
�MONTH 1 - Week 3
D~:
EO:
Employment Seniority - Guest Relations
Employment Seniority (see page 44)
-5 years of employment
-25 years of employment
-anniversary party
-star club
VESL:
Guest Relations
Vocabulary
woul d
like
cleaned
or
Good morning
now
left
key
let me in
I' 11
Grammar:
come back
in half an hour
in an hour
in a few minutes
in 5 minutes
in a couple of minutes
call the desk
just a minute, please
I have to
verify
name
give me
do
next
my room
would you
today
future: I'll; passive; cleaned; or ;
111odal .would with indirect object, infinitive and
and pass:lve, "Would like to''
preposition ''in" with time
"need" with infinitive
Materials:
clock faces
Dialogue 1
Sopheo:
Would you like your room cleaned now or would
you like me to come back later?
Guest:
Give me 5 minutes.
(or I don't want service today.)
Dialogue 2
Guest:
I left my key in the room.
Please let me in,
Phuong:
I have to call the desk first.
your name for me,
Guest:
Paul Nickerson.
Phuong :
Thank you.
P-a-u- 1 N-i-c-k-e-r-s - o-n.
I'll be right back.
43
Please write
�GENERAL PERSONNEL
POLICY INFORMATION
Anniversaries
You will be invited to your first anniversary party when you have five years of
employment credit at Stouffer's. These parties are noted for good fellowship
and fun - a sort of trademark in the Stouffer family. At your five-year
anniversary, a service emblem will be presented to you. Every five years
thereafter, you will receive a new service emblem indicative of your years of
service. Then after you have been with us for 25 years, you will receive a
beautiful diamond set into a new service emblem. These remembrances are one
way of our saying a sincere thank you for your dedication, fine service, and
loyality over the years.
Star Club
When you reach your 25th anniversary, you will become a member of Star Club.
New members are welcomed into the Club each year with a special company party
held in their honor. It is a happy time, brimming with warmest memories. This
special group of employees also receive an additional benefit package.
Statement on Unions
We respect the rights of our employees and are committed to maintaining an open
and direct relationship with our people. We believe, and agree with our employees,
that it is not necessary to belong to a union to maintain such a relationship.
Over the years, our direct relationship has been mutually beneficial to both our
employees and the company, and has contributed to Stouffer's success. We wish
to support his relationship by continuing to review and establish programs (such
as our regular wage surveys, problem solving procedures, progress review program,
etc.) and policies which lead to the betterment of all Stouffer people. We believe
in these policies which give our employees the right to discuss problems, express
dissatisfaction, and obtain all necessary help by dealing directly with their
supervisors.
We do not believe it is necessary for you to have to pay dues to any outside
union to act as a mediator between us, and Stouffer employees have repeatedly
endorsed this same position in past elections and have shown a clear preference
for the continuance of our open and direct relationship.
Employee Meetings
Periodic departmental meetings as well as quarterly hotel employee meetings are
a standard Stouffer Hotel policy.
These meetings are held to communicate any operational changes and to give you
general direction on Company goals and objectives. At the same time, it is an
opportunity for you to bring up any job related problems or concerns that they
may be experiencing.
44
�MONTH 1 - Week 3
p~:
EO:
Employee Meetings - Guest Room Procedures - Beds
Employee Meetings (see page 44)
-departmental meeting
-communicate
-general direction
VESL:
-quarterly meeting
-operational change
-company goals
Guest Room Procedures - Beds
Vocabulary
blanket
changed
needs to
stain
bed pad
wrinkle
dustruffle
pillow case
bed
dirty
holes
Grammar:
linen
pillows
extra
hospital corner
throw pillows
top sheet
cot
softer
firmer
more
sheet
tight enough
forgot
bed spread
bottom sheet
would be good
sheet
again
see
here
''needs to" with infinitive
modal: could
past tense with negative: didn't
,;forget" with infinitive
Materials:
a bed, linens, pillows
Dialogue 1
Peg:
Phuong, see this blanket has a stain here.
Phuong:
Oh.
Peg:
You should change the blanket.
Phuong :
OK .
I see it.
Dialogue 2
Guest:
Could you leave me an extra pillow?
Doua,ngmany ;
Yes, of course , (Sure , ) (Yes 1 l w;i..11 , )
Do you want a soft pillow or a firm pillow?
Guest:
A firm one would be good.
45
�MONTH 1 - Week 3
Day 4:
EO:
Statement on Unions - Team Work
Statement on Unions (see page 44)
-open and direct relationship
-right to discuss problems
-express dissatisfaction
VESL:
-union
-mediator
-supervisor
Team work
Vocabulary
team
team work
give a hand
help out
I need help
work together
get organized
right
Grammar:
keep up with it
keep on top of it
run smoothly
do your/our/their/part
How's it going?
good procedure
a mess
need to
conditional if
Dialogue
Kane:
This place is a mess.
Chuck:
If you want to make this department run smoothly
you need to work as a team.
Kane:
What do you mean?
Chuck:
Get organized, use good procedure, work together.
Kane:
You were right.
46
Now we can keep on top of it.
�MONTH 1 - Week 3
Day 5:
Acknowledging that You Understand Directions Given
Vocabulary
I understand
I don't understand
I don't understand very well
Please do it again
Please show me again
watch me carefully
Grammar:
Materials:
sure
no problem
that's it
now you do it
I'll
it first
make it
negatives: don't
cardinal numbers
a bed and linens
Dialogue
Lisa:
Nouphit:
I don't understand very well,
Please make it again,
Lisa:
No problem.
Nouphit:
Now I understand,
Lisa:
I
Now, you do it.
Nouphit:
,
OK.
Lisa:
l, ·~;
I'll make the bed.
Watch me.
Good.
�MONTH 1 - Week 4
Day 1:
EO:
Affirmative Action - Guest Room Items
Affirmative action (see page 49)
-Fair treatment
-Affirmative action program
-Self improvement
-Educational refunds
VESL:
Guest Room Items Around the Bed
Vocabulary
bed
night stand
lamp
clock
bureau
clean
dirty
dusty
broken
stained
Grammar:
ripped
maintenance
waste basket
liner
ashtray
pen
notepad
sofa
chair
coffee service tray
prepositions:
Materials:
room service tray
right now
picture
coffee table
end table
matches
tv report
in, on, next to, under
room with items
"something wrong" pictures with items missing
or broken
Dialogue 1
Douangmany:
Peg, the chair in Room 2001 is broken.
Peg:
OK, I'll report it to maintenance.
Dialogue 2
Darlene:
Deng, you forgot to clean the ashtray on
the night stand.
Deng:
I'm sorry.
I'll do it right now.
48
�AFFIRMATIVE
ACTION
Fair Treatment
Stouffer's is a grand place to work. One of the many things that you will
learn to appreciate is the fact that you will be treated fairly regardless of
race, religion, color, creed, sex, age, national origin, or marital status.
Stouffer's main concern is whether you work hard, are dependable, perform your
job well, and are able to cooperate and work well with your co-workers. We are
concerned that you follow directions carefully, show respect for your supervisors, and strive for quality at all times. Each employee has an obligation
to see that our Affirmative Action Program is effective. This means that we all
should help other employees, deal fairly with them, show consideration of them,
regardless of race, religion, color, sex, age, national origin, or marital status.
Self Improvement
The Company has made available to employees Educational Refunds to assist them
financially with courses that will help them on their jobs. Discuss the details
of the program with your Hotel Director of Personnel.
Promotion From Within - Advancement
Stouffer Hotels is committed to promotion from within and you will be encouraged
to advance to the limit of your ability. There will be no discrimination on
account of race, religion, color, sex, age, national origin, marital or draft
status. All promotions take into consideration experience, education, dependability, attitude, quantity, speed, and quality of work in addition to length
of employment service.
Speaking Out
If at any time you feel you are not being treated fairly and that you are being
discriminated against because of your race, religion, color, sex, age, national
origin, marital or draft status, DISCUSS IT WITH YOUR SUPERVISOR FIRST, THEN YOUR
MANAGER. Then if your problem is not handled to your satisfaction, our problem
solving procedure should be followed (refer to "Open Door Policy on Problem
Solving").
A Word About Quality
Quality is what we seek providing in service to our Stouffer Hotel guests.
Quality in guest service can only be obtained through a sincere desire from all
Stouffer Hotel employees to serve and please our guests. Quality is what we
seek in our employees. Quality comes from men and women of all ages, colors,
races, religions, and nationalities.
49
�MONTH 1 - Week 4
Day 2:
EO:
Affirmative Action - Understanding Directions
(continued)
Affirmative Action (see page 51)
-Promotion from within
-Advancement
-Speaking · out
-Discrimination
-Quality of work
VESL:
Guest Room Items - Closet and Folders
Vocabulary
laundry bag
shoe shine bag
swim bag
laundry slips
sliding doors
luggage rack
HBO
fire safety folder
hangers
Grammar:
enough
more
a few
any
a lot
Dialogue
Phuong:
Do you have enough laundry bags?
Sopheo:
No I don't,
I need a lot more.
so
�AFFIRMATIVE
ACTION
STATEMENT of POLICY on EMPI.OYMENT AFFIRMATIVE ACTION
Stouffer's since 1924 has built its reputation on quality. Stouffer's is now recognized as a leader in the
hotel and food service industry and it continues to provide the best quality in all areas of its operations.
This reputation for quality was built by the efforts of Stouffer employees of all races, religions, coiors,
creeds, nationalities. Our employees were and still are men and women of varying ages from 18 to 80.
We are proud that many newcomers to the country of all nationalities learned their English while
helping in our operations. Each employee is recognized for his or her individual abillty, effort,
personality, dependablilty, and quality and quantity of work. We trust our employees to do their best at
all times, to cooperate with one another and to be loyal to Stouffer's. Eachjob, no matter what type, if
done well, is valuable to the total team effort for quality. It is sound business and morally right that we
do not discriminate. Of course, Stouffer's has over the years complied with whatever the current
legislation, whether local, state, or federal, requires pertaining to discrimination. Stouffer's wants to •
reaffirm our basic policy of recognition of the indivdual and indicate our sincere continued effort not to
discriminate against minorities, women, handicapped and Vietnam veterans, but to encourage their
employment, fair treatment and advancement with the Company. This is spelled out below:
Stouffer's will continue to comply with all local, state, and federal laws relative to Fair Employment Practices and Equal Employment Opportunity.
Stouffer's will not discriminate against any applicant for employment because of race, religion,
color, creed, national origin, sex*, age* or marital, handicap, or veteran status in recruiting,
testing, selection for hire, or setting initial rate of pay.
Stouffer's will not discriminate against any employee in all matters dealing with employment
including but not l1mited to: Training, tuition refund, promotions, testing, standards, termination,
layoff, recall, transfer, use of facillties, assignment of stations, benefit consideration for
increment in wage or salary, social and recreation programs or any other terms and conditions
off employment because of race, rel1gion, color, creed, national origin, sex*, age* or marital,
handicap or veteran status.
Stouffer's will maintain a productive work environment free from harassment on account of
race, religion, sex, or national origin. Employees are encouraged to bring to management's
attention any problems of discrimination or harassment. Stouffer management will investigate
any such problems and take remedial action where appropriate.
Stouffer's will take affirmative action to insure that these policies will be implemented at all
levels and at all locations. Programs have been instituted to encourage the recruiting and hiring
of females and minority** employees, and to facilltate participation in community efforts
directed toward promoting better understanding and implementation of Equal Employment
Opportunity. Efforts will be made to correct deficiencies.
To insure the effectiveness of the Affirmative Action Program, Stouffer Hotels has appointed
AllenD. Lancaster, Director of Personnel, as Equal Employment Opportunity Officer. Mr. Lancaster
will assume over-all responsibillty for the implementation of policy, outlining of objectives,
stimulating the reporting of positive results, and the adm1nistration of all programs of action. In
order to accomplish this, Mr. Lancaster will rely on his departmental staff and on each hotel's
General Manager and through Stouffer Hotels General Office Department Heads for further
implementation of all Equal Employment Opportunity Programs. Regular reports will be made
on the effectiveness of the program to the President.
Signed
<'-:<?
~~ef';,/ ~
_ _ /.,,','c::'~ _ _/[/-a:,~
L
,:; C -
William N. Hulett - President, Stouffer Hotels
*UnleSS a bona.fide occupational qualification.
**Minorities include: Blacks,Asians,American Indians, Hispanics,Alaskan Natives, Vietnam Veterans
and Handicapped.
Stouffer's General Offices
Effective: 8 / 15/82
Form # AlOOl 8/82
29800 Bainbridge Rd.• Solon, Ohio 44139 • (216) 248-3600
Supersedes: 11/ 1/80
51
�MONTH 1 - Week 4
Day 3:
EO:
Open Door Policy - Guest Room Items
(continued)
Open door policy on problem solving (see page 53 )
-Employee rights
-Problem solving procedures
-Improve communication
-A fair and equitable way
VESL:
Guest Room Items:
Bathroom
Vocabulary
move it a little
ice bucket
coasters
glasses
soap dish
wicker basket
amenity basket
sewing kit
shower cap
shampoo
safety mat
wet, dry
clean, dirty
right place
correctly
incorectly
Grammar:
folded
almost
like this
bath gel
shoe mit
towels
wash clothes
bath mat
shower
shower curtain
liner
sink
toilet
filled, empty
full, empty
wrong place
or
Dialogue
Nouphit:
Is the shower cap in the right place
or wrong place?
Peg:
It's almost right.
Move it a little. Like this.
52
�OPEN DOOR POLICY
ON PROBLEM SOLVING
Stouffer Employee Rights
Everyone has problems. Things are never perfect. How do we solve them? Well,
when they involve your job, Stouffer's has a procedure that works and is available to all.
When things are not going the way you feel they should in your job, Stouffer's
wants to help. The following problem solving procedure is a right you will
always have. It is a method where we can deal with each problem directly with
you and on an individual basis. Please become familiar with this procedure and
feel free to use it as needed.
Stouffer's Open Door Policy on Problem Solving
Stouffer's is proud of its problem solving procedure and policy. This policy says
that Stouffer's will provide and maintain a clear and open channel through which
every employee will be given the fullest opportunity to obtain a satisfactory
solution to job problems. Employees are assured that they will not be discriminated against or in any way penalized for using this authorized procedure.
These steps are set up to try to improve communications and correct any mistakes
that might happen despite our best efforts. We are sure that these procedures
and steps will make for a fair and equitable way to solve your job problems, and
for a true "open door policy" for all Stouffer employees.
If you, as a Stouffer employee, are dissatisfied with anything related to your
job, treatment by your supervisor, company policies or practices which create a
problem in performance of your job, the following steps should be taken.
Step 1 - The employee is to first discuss the problem with his/her immediate
supervisor. The supervisor will set aside some time, listen, investigate the problems, and then make recommendations and give a decision
or findings to the employee.
Step 2 - If the employee is not satisfied with the immediate supervisor's
decision, the problem may be taken to the employee's Department Head.
Step 3 - If the employee is not satisfied with the Department Head's finding
or decision, the individual may present the problem verbally or in
writing to the Director of Personnel.
Step 4 - Again, if the employee is not satisfied with the decision, the Hotel
General Manager will make a decision upon the verbal or written
presentation of the problem.
Step 5 - If the employee still feels the need for further consideration, the
individual may submit the problem to the area Vice President, and if
still need be, could write the President of Stouffer Hotels.
53
�MONTH 1 - Week 4
Day 4:
EO:
Open-Door Policy (continued) - Good W
ork and Bad Work
Open-door policy steps (see pages S:3 and 56)
1-Talk to immediate supervisor
2-Talk to Department Head
3-Talk or write to Director of Personnel
4-Decision by General Manager
5-Submit problem to area Vice President
6-Write to President
VESL:
Good work and bad work
Vocabulary
good work
no good
nice going
not bad
right
poor job
slow
Grammar:
mistake
OK
that's nice
that's wrong
very good
wrong
imbedded sentences
it's good work
Peter said that
it's OK
Exercise
Students:
Listen to vocabulary announced by teacher,
Repeat vocabulary a f ter teacher.
Listen again. For every phrase of "good work", students
raise 1 finger. For every phrase of "bad work", students
raise 2 fingers. Do this listening exercise until
students can distinguish expressions of " good work" .from
expressions of "ba d work".
Repeat the exercise, but this time teacher raises her
voice and softens her voice to show that a loud voic e or a
soft voice does not change criticism to praise.
Listen:
good job
nice going
good work
not bad at all
you work fast
OK
pretty good
54
no good
not good
poor job
poorly done
you work too slow
you made a mistake
do it again, faster
�MONTH 1 - Week 4
Day 4:
continued
Listen again and repeat after teacher
Listen and hold up 1 finger for "praise"
2 fingers for "criticism"
good job
no good
wrong
good work
not bad at all
wrong
you work fast
you work too slow
Listen again, for "praise" students say "thank you"
for "criticism" students say "I understand"
"Please show me a gain"
"Should I do it again?"
55
�OPEN DOOR POLICY
ON PROBLEM SOLVING
For our hotel, your problem solving contacts are as follows:
1.
2.
Department Head
3.
Director of Personnel
4.
Hotel's General Manager
5.
Area Vice President
6.
Note:
Supervisor
President
Please fill in this section with your supervisor during your orientation.
56
�MONTH 1 - WEEK 4
Day 5:
EO:
Review
A short story on problem solbing
Kim was very happy, she has been making plans for her
sister's visit on the week-end!
Her sister, who lives in
Philadelphia, will come to visit her and will stay until Monday.
She plans to take her sister out to lunch at a Chinese
restaurant in Boston's Chinatown on Monday.
When Kim looked at her work schedule for next week, she
was very disappointed.
She has to work on Monday.
Saphay: "What can I do now?;
She asked
Sap hay said: "Don't worry.
go
and see Chuck."
Kim went to see chuck and asked him if she could have ?1onday off to go to Boston with her sister.
Chuck told her it's
all right, he will ask Nouphit to work on Monday.
He also reminded
her that if she wants a day off, she will have to tell him· or Dave
on Tuesday of the previous week.
Whenever you have a problem at work, talk to your supervisor.
He will help you to solve your problem.
VESL:
Role Play
1-one student gives directions--the other doesn't understand
2-one student does a procedure wrong--the other critizes the first
Discuss asking for clarification and criticism in Cambodia, Laos,
Vietnam and the US.
Vocabulary matching quiz
Listening quiz
57
�MONTH 2 - Week 1:
EO:
WAGES AND BENEFITS
VESL:
EO:
GUEST RELATIONS, CONVERSATIONS
Wages and Benefits (see pages
59
and 62)
WAGES
Vocabulary
fixed entry rate
average wage
equity
hotel achievement
increase
6O-day probationary period
annual increment
employee performance
Dialogue
Pion:
What is my pay rate?
Chuck:
It's a fixed entry rate.
Pion:
How much is it per hour?
Chuck:
It's
Pion:
is it good pay?
Chuck:
It's better than average.
----
per hour.
HOLIDAYS
Vocabulary
regular holiday
floating holiday
regular pay
double-time
cummulative
forfeit
Dialogue
Phonh:
I am not working tomorrow.
Deng:
Why?
Phonh:
It's my floating holiday.
Deng:
Will you get pay?
Phonh:
Yes, I'll get regular pay.
Deng:
That's very good!
58
�WAGES & BENEFITS
Wages
The wage and benefit program at Stouffer's Bedford Glen Hotel provides that jobs of
comparable worth are paid equal to or better than average wage in our area. Regular
wage surveys and audits are conducted to maintain equity in our wage system. All employees are hired at a fixed entry rate and eligible for an increase at the conclusion of
the sixty (60) day probationary period. Thereafter, wage rates will be increased at
least once anually based on many factors including market surveys, governmental guidelines, departmental and overall hotel achievement and employee performance.
Holidays
Our hotel celebrates seven (7) regular holidays and one(l) floating holiday. The seven
regular holidays include New Year's Day, Patriot's Day, Memorial Day, Independence Day,
Labor Day, Thanksgiving and Christmas.
Regular employee's who work the holiday will be paid double time or a regular days pay
plus straight time for all hours worked on the holiday. All other full time (30 hour)
employees granted the day off du~ to the holiday will receive a regular days pay.
The floating holiday may be used on your birthday or any other day during the calendar
year. You must schedule your floating holiday at least two weeks in advance with your
supervisor, floating holidays are not cumulative, therefore it will be forfeited if
it is not taken during the calendar year. You must complete your 60 - day probationary
period to be eligible. Employees will not be allowed to work the floating holiday for
the purpose of receiving overtime. Employees must work the scheduled day before and
after the holiday to be eligible for holiday pay. Any questions regarding the floating
holiday ~hould be forwarded to the Director of Personnel.
Vacation
Employees are required to schedule vacations at least two weeks prior with their
supervisor. All vacations are subject to the approval of the individual supervisor
and should not be scheduled during peak business months.
59
�(continued)
MONTH 2 - Week 1
VACATION
Vocabulary
take the time off
pro-rated basis
schedule a vacation
earned vacation
Dialogue
Chuck:
Did you schedule your vacation?
Pia:
No, I didn't. How many days
have I earned?
Chuck:
After one year of work, you get
a 2-week vacation.
'Pia:
That's great!
VESL:
Guest Relations - Conversations
Vocabulary
How do I
get
nearest
go
down
corridor
over there .
I'll get some more
get
didn't
wake-up call
morning c·o ffee
turned down
Grammar:
turn
left
right
Have a nice day
go right ahead
straight
shade
TV
broken
something wrong with
phone
my
There is
out of order
around
corner
upstairs
downstairs
ice machine
in here
this morning
last night
let
know
problem with
the heat
"wh" questions: where, how
adverbs of place: right, left, straight, here, there
future: I'll
possessive: my
Dialogue 1
Guest:
Douangmany:
Where is the nearest ice machine?
Go down the corridor. It's near the elevator.
Dialogue 2
Guest:
Phuong:
I didn't get my morning coffee.
I'm sorry. I'll let room service know.
60
�MONTH 2 - Week 2:
EO:
WAGES AND BENEFITS (continued)
VESL:
FILLING OUT A MAID SHEET & OTHER READING'S
COMMON HOUSEKEEPING PROBLEMS
*****
EO:
Wages and Benefits (continued)
PAID SICK LEAVE
Vocabulary
eligibility
perfect attandance
accumulated sick days
Dialogue
Chuck:
You did not come in to work yesterday.
Deng:
No, I didn't.
Chuck:
Did you make a request for sick pay?
Deng:
Yes, I did.
supervisor.
I was out sick.
It has to be approved by my
HEALTH INSURANCE
Vocabulary
hospitalization
short-term disability
dental coverage
major medical
life insurance
Dialogue
Nouphit:
I've been working for 3 months.
Am I eligible for health insurance?
Peg:
Yes, you are.
Nouphit:
Am I eligible for dental insurance, too?
Peg:
No, you're not.
You have to work for one year.
OVERTl'.ME
Employees will get paid time and a half for work in excess
of 40 hours per week. No extra pay for work performed on
Saturday and/or Sunday.
61
�WAGES & BENEFITS
All regular full-time employees will earn:
2 weeks vacation after 1 continuous year of service
3 weeks vacation after 7 continuous years of service
Under no circumstances will vacation pay be authorized without taking the time off.
All vacation earned must be taken within twelve months of the date it is earned or
vacation will be forfeited.
Part time employees will earn vacation on a pro rated basis, equal to the average
number of hours worked during the course of one year.
PAID SICK LEAVE
Employees will earn one day for every two months of perfect attendance, to a maximum
of twelve days.
Employees who do not use any sick days after a f ull year of employment will receive two
extra days pay in addition to accumulating the sick days.
Paid sick leave is an added insurance benefi t and should be accumulated to allow for
financial protection in the event of illness.
Sick leave is paid subject to the approval of your supervisor.
HEALTH INSURANCE
Stouffer's Bedford Glen Hotel provides a comprehensive health insurance program including hospitalization, major medical, short-term disability insurance, life insurance,
and dental coverage.
All full time employees are eligible for insurance coverage on the first of the month
after 3 months of continued employment. Dental insurance is included after one year
of continuous employment. You must fill out the appropriate insurance cards to be
eligable for insurance benefits.
PAY DAY
All employees are paid on Friday of each week.
the Security Office.
Pay checks will be distributed from
OVERTIME
Bedford Glen pays approved overtime to all employees who work in excess of 40 hours
per week. Time off in lieu of overtime pay is not permitted.
PAYROLL DEDUCTIONS
As required by law, Stouffer's makes certain deductions from your paycheck. Those
deductions include Federal Income Tax, State Income Tax, and Social Security (FICA).
Other payroll deductions which may be selected by the employee include those pertaining to various Stouffer benefit programs.
JURY DUTY
Stouffer's will pay the difference between the pay you receive for Jury Duty and your
regular day's pay. Please contact Personnel if you are called for Jury Duty.
62
�MONTH 2 - Week 2
EO
(continued)
JURY DUTY
Stouffer's will pay the difference between the pay an
employee receives for Jury Duty and her/his regular
day's pay.
VESL:
Filling out a Maid Sheet (se e page 64) and other
Review Dates
readin g
Vocabulary
project of the day
c/o
occ
act ST
remarks
done
checkout
occupied
Grammar:
initial(s)
sect.
day
date
Jan.
Feb.
March
goes
"wh" questions:
fill out
mean
vac. If
Apr.
May
June
July
Aug
how, what, where
Dialogue 1
Phuong :
How do I fill this out?
Darlene:
Write "done" here.
Phuong:
Oh, I see.
Dialogue 2
Deng:
What goes here?
Peg:
I initial it.
Deng:
ummm.
Do Not: Disturb
don't write
Sept.
Oct.
Nov.
Dec.
rec. slip
�DAY .
~AHE - - - - - - -
L-
· DA'fE _
SECT.------VAC
D
SUPERVISOR
-------
.
ROOH NUM.BERS
---~-
.
-
m:·c:::I( ST l.TUS
ACTUAL
STATUS.-
c/o -· -·. '.Gee- ·
REMARKS
1
2
·
I
-~ --=~--==~=:=-i-=--:,-~4---4--- ----.;__--=-- - ~- - - - - -- .
3
. . ..
-
. 4
. 5
7
:s
I
9
- .?,]i---=,, , ,., ,._-1----=-t-----:· l- - - l - -! ·
+
- - -·--- - - - - -
-11
'.12
I
D
COOL
HEAT
LO\v
QHJ6H
•
l
J
4
l
oFF
�MONTH 2 - Week 2
VESL:
(continued)
Connnon Housekeeping Problems
Vocabulary
dust
the top of the mirror
trash
under the bed
bathtub
sink
still dirty
polish
chrome
right
burned out
forget to
Grannnar:
point
warmer
cooler
cool
heat
high
low
off
dry shower liner
toilet paper
shower liner
needs to be
changed
missed
go back
dirty
set
summer setting
winter setting
light bulb
more careful
''want" with infinitive
I want you to
past tense: -ed (missed)
irregular past tense: forget, forgot
Dialogue 1
Peg:
You missed under the bed.
trash under there.
Phuong:
I'm sorry.
There's still
-Next time I'll be more careful.
Dialogue 2
Peg:
The top of the mirror is dirty.
Lamdoum:
I'm sorry.
I missed it,
65
I'll do it right away.
�MONTH 2 - Week 3:
EO:
VESL:
EO:
YOUR PAYCHECK
PEOPLE YOU WILL MEET
Your Paycheck (see pages 6 7, 68 , and 69)
Vocabulary
pay day
pay slip
gross pay
net pay
payroll deductions
current
year-to-date
federal income tax
state income tax
F.I.C.A.
Dialogue 1
Nouph it:
Is pay day today?
Dave:
Yes, it is.
Nouphit:
Where can I get my paycheck?
Dave:
At the Security office.
It's Friday.
Dialogue 2
Dave:
Did you get your paycheck?
Noy:
No, not yet.
Dave:
You'll get one next Friday.
VESL:
I started to work two days ago,
People You W
ill Meet
Vocabulary
Manager
Night Manager
supervisor
maid
runner
Grammar:
guest
laundry room staff
security
personnel
know
"wh" question:
That
who
Dialogue
Noy:
Who is that?
Phonh:
That's Darlene.
Noy:
What does she do?
Phonh ;
She's a supervisor.
66
�YOUR PAYCHECK
A popular subject with our employees! The work week runs from Saturday through
Friday. The following Friday is payday, at which time employees will receive
their paychecks from their supervisor or from the Personnel Office. Checks will
be issued every Friday during the hours specified.
Listed below is an explanation of a sample paycheck (see next page for "sample"
paychecks).
Explanation of Sample Pay Slip (Check Stub)
Code
Title of Column
Explanation of What Column Contains
1.
Pay Ending Date
The last day for which the check pays.
2.
Current Week's Figures
The top line the entire way across is for
the current week's calculations of earnings, taxes, and deductions.
3.
Year-to-Date Figures
The bottom line shows your year-to-date
earnings and taxes.
4.
Earnings (Gross)
Top Line - Total earnings during the week
(includes wages, tips declared, and other
miscellaneous earnings).
Bottom Line - Year-to-date earnings.
5.
Federal Tax
Top Line - Withholding tax deducted, based
on the gross wages plus tips declared for
the current week.
Bottom Line - Year-to-date federal tax.
6.
F.I.C.A.
Top Line - The amount deducted for Social
Security tax based on the gross earnings
including tips for the current week.
Bottom Line - Year-to-date F.I.C.A.
7.
State
Top Line - The amount deducted for any
state tax.
Bottom Line - Year-to-date state tax.
8.
Disability
Top Line - The amount deducted for any state
disability insurance tax in New Jersey, New
York, and California for the current week.
Bottom Line - Year-to-date disability tax.
9.
Local
Top Line - The amount deducted for any city
or local tax for the current week.
Bottom Line - Year-to-date local tax.
67
�YOUR PAYCHECK
Code
Title of Column
Explanation of What Column Contains
10.
Deductions
The total amount of all other deductions
listed below under "Description."
11.
Net Pay
The result of subtracting all taxes (#5,
6, 7, 8, and 9) and all other deductions
(#10) from the total earnings ( #4).
12.
Earnings Description
The types of earnings paid or valuations
credited for tax purposes. Could include
any or all of the following:
Regular - Hours worked times the rate
(include overtime hours).
Overtime - 1/2 the overtime hours times the rate.
Dollar Adjustment - Amount added to this pay
to correct prior pay for retroactive pay
raise or for split shift premium or other.
Tips - Declared
Holiday - Rate times holiday hours.
Vacation - Rate times earned hours.
13.
Earnings - Hours
The number of hours worked in each particular category shown to the nearest hundredth
hour.
14.
Earning - Current
Total$
The amount earned or credited in each particular category (regular hours times the rate,
1/2 overtime hours times the rate).
15.
Earnings (No Title) Year-to-Date Total
The amount earned or credited in each particular category this year-to-date.
16.
Deductions Description
Could include any or all of the following:
Tips - Declaration to of fset earnings
credited for tax purposes.
Dollar Adjustment - Amount deducted from
this pay to correct prior pay or other.
Garnishment
Advance
Stouffer's Health Benefits Program
United Way
U.S. Bonds
Vacation
Holiday
Miscellaneous
17.
Deductions - Current
Total
Total of deductions for each description.
68
�YOUR PAYCHECK
Code
Title of Column
Explanation of What Column Contains
18.
Amount of Check
Net weekly wages after all deductions.
SAMPLE PAYCHECK
H- 718249
H002
STOUFFER HOTELS
DIVISION OF THE STOUFFER CORPORATION
:~OT GOOO r oe- Ov E~ '6 Xl 00 QQ- AF''TE R 60 OA Y
S1
CHECK DATE
PAY
TO THE ORDER OF
CHECK
AMOUNT
Your Name Here
****7)J2
1120
0054 0540 OlA
999 99 999
6-103
411>
7l8L49
H
OSPITALITY BEGINS WITH U
I
I
I
I
I
I
I
I
I
I
I
I
I
Could also inclu
Attachrrent.
uld also inclu
tilers; See Atta
69
See
�MONTH 2 - Week 4:
EO:
OTHER EMPLOYEE BENEFITS
VESL:
EO:
TIPS
Other Benefits
COMPLEMENTARY ROOMS PROGRAM (see page 71)
Vocabulary
complimentary
25 % food and beverage discount
anniversary date of employment
room reservations
Dialogue
Pia:
Where do you stay on your vacation?
Dave:
At the Westchester Hotel in New York.
Pia:
Do you have to pay?
Dave:
No, it's complimentary. I've been working
here for more than a year.
FREE MEALS
Breadfast, lunch, and supper are free to employees who
are at work.
Dialogue
Darlene:
Let's go to lunch.
Noy:
It's a good idea.
Darlene:
It's free.
How much does it cost?
EMPLOYEE RECOGNITION PROGRAM (see page
-· )
Dialogue
Chuck:
Congratulations Kane! You were selected
EMPLOYEE OF THE MONTH.
Kane:
Thank you.
Chuck:
Will you take your sister out to brunch?
Kane;
Yes, next Sunday, at the Havilland's.
70
�COMPLIMENTARY ROOMS PROGRAM
As a means of conveying the Company's appreciation for the part employees play in
contributing to the successful operation of our hotels, the Company will offer a
complimentary rooms program to Stouffer Hotel employees and their . immediate family
members traveling with them.
Room reservations are subject to space availability and must be made at least 14 days
in advance of the arrival date. Reservations are to be made through the Personnel office
at Bedford Glen.
All hotel employees with one or more years' of service will be provided complimentary
rooms, providing space is available at the requested hotel. In addition to complimentary rooms, all employees will be provided a 25% food and beverage discount.
The number of nights an employee can stay in the hotel without charge is based on the
amount of time he or she has worked for Stouffer's. All periods of employment are
counted when adding up the total years of service with Stouffer Hotels. An employee
earns complimentary rooms after being on the payroll one year. Complimentary rooms
cannot be accrued or carried over from year to year. In case of an employee who left
the Company and was rehired by the Company, the twelve-month period for using free
accommodations begins on the anniversary date of the employee's re-adjusted date of
hire.
The discount applies to the number of rooms required by members of the immediate
family. Spouse and their children traveling with the employee are granted the same
benefits, even if additional rooms are required.
If additional rooms are used for parents, brothers, sisters, or other relatives accompanying the employee, they will be charged 50% of the regular room rate and receive
no discount on food and beverage.
This complimentary rooms policy does not apply at the following hotels: Denver Inn,
Riverfront Towers, Somerset Inn, or the University Inn. Also, no employee room requests will be honored at Anacapri or Lauderdale Surf from December 15 through Easter
of each year, no employee requests will be honored at Pineisle from April 1 through
September 1 of each year, and no employee requests will be honored at The Alamos
from January 1 through April 15 of each year.
Employees who have not completed one year of service will be allowed a 50% discount
at participating hotels.
71
�EMPLOYEE
REGOGNITION PROGRAM
"EMPLOYEE OF THE MONTH"
Each month, the staff at Bedford Glen will select an "Employee of The Month".
The employee will chosen based on the following criteria:
-pleasant, friendly attitude with Stouffer's employees and
staff as well as hotel guests.
-performs their job efficiently.
-willing to help other departments when needed.
-comes to work on time and with few absences.
-a true asset to the hotel.
The "Employee of The Month" will receive a $50.00 savings bond and brunch for two
in Havilland's.
At the end of every year, we then choose the "Employee of The Year" who will receive
a vacation at another Stouffer Hotel.
72
�MONTH 2 - Week 4
VESL:
(continued)
Tips
Vocabulary
checkout
dollar bill
under ashtray
on the tv
on the pillow
on the bed
with a note
ask
What i f
Grammar:
every
morning
usually
leave it
alone
occupied
supervisor
leave alone
if conditional
adverbs of frequency:
preposition: on
if
American
Chinese
Japanese
usually
Dialogue
Darlene:
If the room is occupied, leave the
money alone.
Lamdoum:
What if its a checkout?
Darlene:
If its a checkout, the money's a tip.
73
�MONTH 3 - Week 1:
ACCIDENTS AT WORK - WORK HABITS
Accidents at Work
Procedures:
1.
2.
3.
Report the accident to the supervisor immediately.
Personnel Department/Security Department will
determine the medical attention required.
Fill out an accident report as soon as possible
for all accidents.
Vocabulary
emergency
get an ambulance
call the police
hurts
broken
heart attack
stroke
very sick
can't breath
shock
Grammar:
Materials:
get a doctor
don't move
help me
hospital
sprained
fell
can't walk
can't move
bleeding
wounded
fire
get out
call the fire department
call the nurse
get a stretcher
get a blanket
get a bandage
can't see
choke
imperatives, modals "can", "have to", future tense
pictures of human body and first aid items,
vocabulary
Dialogue 1
Lisa:
What's wrong?
Piou:
I fell, and my back hurts.
Lisa:
Can you get up?
Piou:
No, I can't.
Lisa:
Don't move.
I am going to call the supervisor.
Dialogue 2
Darlene:
Emergency!
Get Security!
Chuck:
What happened?
Darlene:
Susan got a shock.
She can ' ·t move.
74
�arts of the Body
\._-------shoulder
back
knee - - - - - - - - - - - - - - - - leg
toe
foot
- - - - - -- - - -- -
75
�.
hair
;•
--- - - - -
forehead
eyebrow
eyelashes
eye
nose -
cheek
thumb
lip
w ri st
te et h
f in ger
76
/
�,side Your- Body
(
\
Gall B ladder
l
La rge Intest ine
Cu
Sma ll Inte sti ne
77
�SAFETY
Safety is extremely important. Wipe up spills immediately. Do not attempt to
operate any piece of equipment until you have received full instructions and
know how to operate it properly.
Remember to say "Passing, please" in congested areas to avoid accidents.
Report any unsafe conditions to your supervisor immediately so that accidents
can be avoided.
Be careful in handling china. Breakage not only costs the hotel a lot of money,
it can also be dangerous. A flying piece of china can easily cut someone or
land in food being prepared.
Always keep to the right in aisles, hallways, stairwells and other areas of the
hotel. Enter to and exit from doorways staying to your right and using the door
to your right. This is a must!
Guest Accidents
1.
An accident involving a guest in any area of the hotel should be immediately
reported to the supervisor who will then contact the Security Department.
Should the accident be serious enough to require any type of medical
attention, the Personnel Department and/or the Security Department will
take the necessary action.
2.
Guest property damage accidents should be reported immediately to the
supervisor who will, in turn, notify the Security Department.
3.
In the instance of damage or soiled clothing resulting from a server's
accident, the supervisor must be informed. The supervisor will advise
the guest as to how the cleaning bill should be processed.
Employee Accidents
Any employee who is injured on the premises must report the accident to his or
her supervisor immediately, regardless of the degree of the accident. The
Personnel Department and/or the Security Department will determine the medical
attention required, and will take appropriate action. An accident report must
be completed as soon as possible for all accidents.
78
�MONTH 3 - Week 1
(continued)
Work Habits
Vocabulary
lazy worker
late
messy
moody
not dependable
unreliable
forget
unpleasant
hard worker
on time
clean/neat
goon-natured
dependable
reliable
remember
pleasant
Grammar:
should, comparative:
Materials:
stick with it
give up
efficient
wasteful
careful
careless
cooperative
uncooperative
er, more, est
flashcards, pictures of one or more workers to
illustrate charachteristics, picture of What's
wrong here
CONVERSATIONS
Kane to her Supervisor
1.
Do I work hard?
1.
Do I take long coffee breaks?
2.
Yes, you do.
2.
No, you don't.
1.
Do I come on time every day?
1.
Do I learn new things?
2.
Yes, you do.
2.
Yes, you do.
1.
Can I have a raise?
2.
Yes, you can.
LlSTEN TO THE STORY
,
WR,ITE SENTENCES ABOUT KANE
1.
got promoted
2.
a good job
3.
a raise
4.
happy
5.
his wife
6.
work hard
79
�MONTH 3 - Week 2:
EO:
EMPLOYEE'S RIGHTS AND RESPONSIBILITY
VESL:
TAKING BREAKS - DAYS OFF
*****
EO:
Employee's Rights and Responsibilities (see page 81)
1-Review "Open Door Policy" page
2-Solicitation and distribution
3-Appearance
4-Attendance and punctuality
5-Identification
6-Work rules
Dialogue 1
Judy:
You look nice.
Pia:
Yes, it is.
Is it a new uniform?
Darlene gave it to me yesterday.
Dialogue 2
Dave:
Where is your name tag?
Noy:
Oh!
Dave:
Please wear your name tag all the time.
I think that I left it in my locker.
Dialogue 3
Chuck:
You forgot to punch in.
Lamdoum:
I'm sorry.
Chuck:
Here is your time card.
Lamdoum:
Thank you.
80
Please give me my time card.
�RIGHTS & RESPONSIBILITIES
Employees will not be disciplined or terminated without a just cause. Please feel free
to discuss any problems regarding discipline or your employment with your supervisor
or department head. The Personnel staff will be available to assist you with employment problems whenever necessary.
OPEN DOOR POLICY
Stouffer's is proud of its problem solving procedure and policy. This policy says that
Stouffer's will provide clear and open channels through which every employee will be
given the fullest opportunity to obtain a satisfactory solution to work related problems.
Again, the Personnel staff is available to assist you with this process. Please refer
to "Stouffer's Open Door Policy on Problem Solving" which is in your possession under
separate cover.
SOLICITATION AND DISTRIBUTION
Non-employees are not permitted to solicit or distribute literature for any purpose
on Company property at any time. Solicitation or other organizational activities
in the interest of any organization are not permitted by any employee during the working
time of the employee doing the soliciting or being solicited. Employees are not
permitted to distribute literature of any kind during working time in the working areas.
APPEARANCE
Your appearance is a direct reflection on you, your department and Stouffer's Bedford
Glen Hotel. We expect our employees will be neatly groomed with clean and pressed
uniforms (or personal clothing). Clean and comfortable shoes should be worn and only
personal jewelry such as wedding rings, service pins and watches. Your supervisor will
advise you of specific regulations pertaining to your department.
ATTENDANCE AND PUNCTUALITY
It is expected that our employees will be on time for work and maintain a satisfactory
attendance record. Adequate coverage must be maintained so that the needs of our guests
can be met. If unforseen circumstances warrant that you be late for work, it is your
responsibility to notify your supervisor and inform him/her of your expected arrival
time. In the event you should be absent from work, please notify your supervisor
before the start of the shift and each consecutive day that you will be unable to report.
IDENTIFICATION
All of our employees are supplied name tags and are required to wear them at all times
while on duty.
WORK RULES
Employees are expected to know their work schedules and work hours. Please punch in
your time card at the scheduled time, in uniform and ready for work, and punch out your
time card when your shift is completed. The Stouffer policy does not permit the hiring
of relatives at the same hotel.
81
�MONTH 3 - Week 2
VESL:
(continued)
Taking Breaks
Review:
food, employee cafeteria
Vocabulary
bathroom
ladies
lunch break
water bubbler
think
coffee break
employee cafeteria
choose
men's
get back to work
Grannnar:
only, imbedded sentence--I think that's ...
Materials:
pictures of food, pictures of places for meals,
tour of employee's cafeteria
Dialogue 1
Phonh:
Excuse me.
Pia:
Yes?
Phonh:
This is a line.
Pia:
Oh.
Phonh:
That's OK.
I'm sorry.
Dialogue 2
Noy:
Excuse me.
Lisa:
Yes, but no one's sitting over there.
Noy:
Thank you.
VESL ;
Is someone sitting here?
Days Off
Vocabulary
Weekend;
went shopping
watched TV
went to a movie
went to the park
went to the beach
like to
out sick
that's too bad
played basketball
played ping pong
played games
82
stayed home
what's the matter
played soccer
played tennis
played cards
went swimming
�MONTH 3 - Week 2
VESL:
(continued)
Days Off
(continued)
Family status:
married
single
divorced
widow
widower
son
daughter
husband
wife
aunt
uncle
niece
father
mother
in-law
brother
sister
cousin
nephew
visited my
vacation
mistake
last weekend
holiday
I think
next weekend
Grammar:
review "wh" question, past tense, future tense,
this, that, these, those.
-Who is that?
-Where do you live?
-How long have you lived there?
-How long have you been working here?
-What's your name?
Dialogue 1
John:
Hello.
What's your name?
Tuan:
Tuan Tran.
John:
I'm John Smith.
Tuan:
I'm a steward.
John:
I'm a bus boy.
Tuan:
Oh!
John:
Do you live in Lowell?
Tuan:
Yes, on Salem street.
John:
On Market street.
get back to work.
Tuan:
See you later.
John:
Bye!
What's yours?
What do you do?
What do you do?
83
Where do you live?
Oh, time's up.
Got to
�MONTH 3 - Week 2
VESL:
(continued)
Days Off
(continued)
Dialogue 2
Frank:
Hello Thanh.
How are you?
Thanh:
Fine, thanks.
Frank:
Not bad.
Thanh:
Frank, this is Quang.
Frank:
Pleased to meet you Tuan, I'm Frank.
Thanh:
Excuse me, Frank.
Frank:
Oh!
Quang:
That's OK.
And you?
Sorry Quang.
84
His name is Quang.
Not Tuan.
�MONTH 3 - Week 3:
EO:
DISCRETIONARY PROCEDURES
VESL:
TALKING TO FELLOW WORKERS
*****
EO:
Disciplinary Procedures
(see page 87)
Vocabulary
departmental rules
hotel rules
repeated offenses
suspension
discharge
disciplinary actions
violation
corrective measure
verbal warning
written warning
Dialogue 1
Where are you going Kane?
To the guest lounge.
Please don't do that. It's not
authorized.
Piou:
Kane:
Piou:
Dialogue 2
We must observe hotel safety regulations.
Yes, I know. It's good for us.
That's right. Violation of hotel safety
regulation is also an offense.
Yes, it also can lead to dismissal.
Chuck:
Noy:
Chuck:
Noy~
VESL:
Talking to a Fellow Worker About Social Activities
During a Break
Vocabulary
weekend
this weekend
last weekend
stay home
go shopping
Grammar :
Materials:
go to the park
watch TV
go to the movies
play soccer
play baseball
sew a dress
knit a sweater
have a party
play football
past tense, future tense
pictures of leisure activities
Dialogues
Deng;
Lisa:
Deng:
What are you doing next weekend?
I am staying home. And you?
I am going shopping.
Mary;
Nouphit:
Mary:
Nouphit:
What did you do last weekend?
I stayed home. And you?
I went to the park.
ummmm.
85
�MONTH 3 - Week 2
VESL:
continued
Asking for Property - Acknowledging a Mistake
Vocabulary
Grammar:
Materials:
-
gloves
umbrella
mistake
jacket
coat
sorry
raincoat
sweater
book
boots
possessive pronouns: my, your, his, her, our, .
their, this, that, these, those
items of clothing
Read and proctice.
Im 50rry.
Excuse rne.
1hi5 i~t
I thinK thats m~
YOJR jac.kt.
I thinl\ lmMe. a
This is MY j~&t.
rr{1$laKe.
j&.l<Gl.
·. ~
The ~c..er.e . :John
~
ta\<es Satt~•s
pel'\
!
6rd wa\Ks~.
i
- ---··-
·-·- ··-·-
�RIGHTS & RESPONSIBILITIES
Employees a r e not permit ted in tmassigned -areas of the Hotel unless directed to those
areas by the ir supervi sor . Use o f of f ice, public area and guest room telephones i s
not permitted . Coin operated telephones are provided for employee use in a desi gnated
employee area. No personal telepho ne call s will be accepted for an employee unless .it
is an emergency call. Employees should not be on the Hotel premises more than½ hour
before or½ hour a f ter their assigned shift.
·
For the convenience of our guests, please use service elevators when transacting
business and please use the restrooms designated for employees only. Hotel recreationa l
facilities are for guest use only and not for the use o f employees.
Friends and/or relatives are not allowed in the Hotel while you are on working hour s .
If after work transportation is being provided, kindly ask those persons to wait ou t side the Hotel.
DISCIPLINARY PROCEDURE
The focus of our disciplinary procedur e is to correct present problems and prevent fut ur
ones. Violations of departmental or hotel rules will result in disciplinary action
as a corrective measure. Disciplinary action may include counseling, verbal warning,
written warning, or in cases of ·severe or repeated of fens.e s, suspensiox:i or discharge.
Whenever possible, oral notice of problems you are having in your job performance or
in following hotel or department rules will be given before more serious measures are
taken.
There are various offenses which cannot be tolerated and may be cause for dismissal.
These violations include but are not limited to:
1.
2.
3,
4.
5.
6.
7.
8.
9.
10.
11.
Posession of illegal drugs, firearms, or alcoholic beverages while on hotel
premises.
Stealing from guests, hotel property or fellow employees.
Falsification of time card or payroll i nformation(you must punch your own time
card).
Entering a guest room for any reason other than hotel business without authorization
Reporting to work or being on duty while under the influence of intoxicants or
drugs.
Any form of physical violence, fighting, arguing or horseplay with a guest, anothe r
employee or any person while on hotel property.
Utilization of guest rooms or lounges while ·on duty.
Unautho r i zed presence on hotel property.
Falsif ication of employment applications.
Insubordinat ion
Destruction of property belonging to the hotel, guest, or employees.
Other offenses which are serious and could ultimately lead to dismissal include
are not limited to:
1.
2.
3.
4.
5.
6.
Poor work performance.
Smoking in an unauthorized area.
Abuse of sick leave policy.
Excessive unauthorized absenteeism.
Violation of hotel safety regulations.
Use of profane language.
90
but
�MONTH 3 - Week 3: . EMPLOYEE SERVICES, PERFORMANCE REVIEW. PROMOTION/
TRANSFER, CUT BACK IN HOURS - LAY~OFF AND
TERMINATION
EMPLOYEE SERVICES (see page 92)
Vocabulary
personnel department
personnel files
employee newsletter
employee activities
intramural sport
Grammar:
recreational function
social function
holiday party
summer picnic
If and When conditional
Negative question
Dialogues
1)
You'll play soccer this Saturday, · won't you?
Sinh:
2)
Peter:
Yes, I will if I can find a ride.
Scott:
You didn't go to the picnic last Sunday?
Lek:
No I didn't.
I wasn't feeling well.
91
�EMPLOYEE SERVICES
PERSONNEL DEPARTMENT
The Personnel Staff is available to assist you at any time during the course of your
employment at Stouffer's Bedford Glen Hotel. Among other topics, the Personnel Staff
can discuss with you policies and procedures, benefits, wages, performances reviews,
transfer and advancement opportunities and any problems regarding your employment.
Please feel free to use these services available to you.
ACCESS TO PERSONNEL FILES
You are free to review the contents of your personnel file with your supervisor and/or
the Director of Personnel. You are also free to submit to. the Personnel Office any
written documentation regarding your employment you wish to have entered into your
file.
EMPLOYEE NEWSLETTER
A newsletter about Stouffer's Bedford Glen Hotel and our employees is published monthly.
Suggestions for stories and comments should be forwarded to the Director of Personnel.
Any employee interested in becoming involved wtth the publication should contact the
Personnel Office for information.
EMPLOYEE ACTIVITIES
In recognition of the hard work of our employees, Stouffer's Bedford Glen Hotel will
periodically arrange recreational and social functions. These functions may include
a Holiday party, Summer picnic, as well as intramural sports leagues.
92
�MONTH 3 - Week 3
(continued)
PERFORMANCE REVIEW
Vocabulary
Probationary review is conducted by the immediate supervisor
after the completion of the 2-month probationary
employment. (see page 37)
-performance
-performance
-performance
-performance
-termination
has been outstanding
has been good
is marginal
has been poor
Annual Evaluation Report is conducted by the immediate
supervisor every year around the anniversary date of employment.
(see page 95)
-quality of work
-quantity of work
-job knowledge
-attitude toward work
-attitude toward others
-personal qualifications
-capacity for development
Grammar:
present perfect tense:
"has been", "have been"
Dialogue
Peter:
You have been working here for 2 months.
Hanh:
Yes, I know.
Peter:
Here is your probationary review.
Hanh:
Please explain it to me.
Peter:
I'd be glad to. Your performance has been good.
I'll recommend an increase from$
- - - to$- - for you starting next week.
Hanh:
Great, thank you.
Peter:
Please sign your name here.
Hanh:
OK.
93
�MONTH 3 - Week 3
(continued)
PROMOTION/TRANSFER
Vocabulary
good work
dependable
better salary
Grammar:
third shift
bus boy ·
good English
infinitives with indirect object and want
Dialogue
Peter:
You do very good work.
Tong Sai:
Thank you.
Peter:
I want to offer you a job on the night
shift. The pay is better. Its$
---
Tong Sai:
That's great.
me to start?
Thank .you.
When do you want
CUT BACK IN HOURS. LAY-OFF. TERMINATION
Vocabulary
lay-off
let you go
fire
warning
give notice
cut-back
no work
slow season
temporary
start up again
Grammar:
conjunction: but
adverbs: really, just
Dialogue
Peter:
Hanh, I'm really sorry.
your hours.
Hanh:
Did I do something wrong?
Peter:
No. You do good work. We just don't have
enough customers. We'll give you more hours
as soon as we can.
Hanh:
That's difficult for me.
enough customers".
TERMINATION NOTICE:
We have to cut back
But I understand "not
Employees are requested to give a 2 week
notice in writing to their immediate
supervisor in case of self termination or
resignation.
94
�EVALUATION REPORT FORM -WAGE EMPLOYEES
Date
Accomplished
FORM PROCESSING STEPS
l.
2.
3.
· 4.
Bookkeeping or Personnel completes history section and forwards form to Deportment Head.
Deportment Head forwards form to Supervisor.
Supervisor completes it and forwards the form to Deportment Head.
Unit Manager or Deportment Head comments and approves or disapproves wage or other
change, returns the form to the Supervisor.
S. Supervisor holds review session with employee, and returns form to Deportment Head.
6. Review information is entered on Progress Cord by Supervisor.
7. Form is returned to Bookkeeper or Personnel.
HISTORY
Unit _ _ _ _ _ _ _ # _ _ _ _ _ __
Department _ _ _ _ _ Evoluator _ _ _ _ _ __
Employee Name _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ # _ _ _ _ _ _ _ _ _ _ _ __
Date of Hire _ _ _ _ _ _ Current Job Class _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Type Evaluation: Annual
6 Mo. _ _ __ Other _ _ _ Lost Evaluation
Period This Evaluation _ _ _ _ _ to _ _ _ _ _ _ Tardinesses _ _ _ _ _ _ _ _ _ _ __
Absences _ _ _ _ _ (Excused _ _ _ , Illness ___ , Unex, _ _ _ )
Current Rote $ _ _ _ _ Lost Iner,$
on D a t e - - - - - - - -
CHANGES
Proposed Increase $ _ _ _ to$ _ _ _ Effective Date _ _ _ _ _ _ _ _ __
No Iner.ease Proposed - Reason _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Other Changes Proposed _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Approved _ _ _ _ _ _ Disapproved _ _ _ _ _ Signoture _ _ _ _ _ _ _ _ _ __
-
EMPLOYEE'S COMMENTS
Signature _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Date _ _ _ _ _ _ _ __
SUPERVISOR'S COMMENTS AND RECOMMENDAT IONS AFTER DISCUSSION WITH EMPLOYEE
-
Si9nature _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Date _ _ _ _ _ _ _ _ __
UNIT MANAGER'S OR DEPARTMENT HEAD'S COMMENTS
\
Signature
Date
. Signature
Date
95
0-72 Rev. 0/ 77
Page 1 of 4
4
�··· -
-- - -
~
C
0
Where* appears utili ze Stouffer Management Control Systems
forrn s, schedules, ratings, summar ies etc. if pertin ent to the
L
departm and job being evaluated. These wi ll provide
ent,
detail ed item s fo r scrutiny. A listing of these is at the
top right of thi s form.
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Management Control Sy stem Forms: San is
talion Control -K itchen, Pantry. Assignmen:
Schedu le Control- Hou sekeeping. l aundry,
Banquet S ice, Kitchen. Banquet Room
erv
Service Plan and Schedule Contro l.
C
(continu~d 011 nex t .
:,
0
lOO'li 90% 80% 70% 60% 50% 40% 30% 200,;, IO% 0%
CO MM E
.NTS AND EXPL MAT! ONS
A. QU AL IT Y OF W
ORK
I. Products and performance meet
Stouffer Standards.*
2. · Methods meet Stouffer Standards.*
3. Mee ts safety standards.*
4. Meets san itation standards.*
5. Meet s hou sekeep ing standards.*
6. Profit con scio us.* (Breakage,
porti ons, en ergy, etc. }
7. W
orks with mi nimum of supervision
to att ain optimu m results.
8. Asks questions of supervisor
when necessary .
e
"'U ANTITY OF WORK
l. Work accomp lished meets production
goals , schedules and timetables
con sis tently .*
2. Uses work simplifica tion to accomplish
most work in lea st time. *
3. Plans ah ead and makes advance preparations.
4. Is able to pe rfo rm tasks with in specified
time li mits.
5. Work s quietly and does extra work
as im e allows .
C. JOB KNOW LEDGE
I. Is perce ptive of overall department
an d own job and what is necessary
to acc omplish requirements.
2. Kn ows own job thoroughly.*
3. Kno ws oth er stations and is willing
and abl e to work them.
4. Can distingui sh top qual ity as per
standard s* and works toward that goal
in all are as of job.
,d
Z -:E?,:
....._
�-
:
Coffee Service Plan and Schedule Control. Banquet Meal
Service Schedule Control. Hotel Performance ReviewsHr· ~keeping. Greeting the Stouffer Guest. Housekeeping
·I Assignment Control. Housekeeping Daily Plan.
01,. _as developed.
s~
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100% goqo 80% 70~o 6000 ~0% 400b 30% 20•;, 10°0 0°v
D. ATTI TUDE TOWARD WORK
l. Attendan ce .
2. Pun ctual ity.
3. En ergetic, enthusiastic, posit ive,
op timi stic.
4. Wo rks well under pressure, adapts
pace, i s ca lm .
5. Willi ng ly assumes additional responsibi lit y.
6. Willin gl y adapts to change and new methods.
E. ATT ITUDE TOWARD OTHERS
1. Is smil ing and fr iendly to coworkers,
sup ervisors, guests, suppliers, etc .
2. Is help fu l to other employees
and supervi sors .
Co op erat es with oth ers.
4. Take s directions willingly.
5. Acc ep ts co nstru ctive critic i sm well
and tries to imp rov e.
-
-
-
F.
PERSON AL QUALIFICATIONS
I. Meets dress and appe arance st andard s.
2. Mee ts good hy giene and cleanl iness
stan dards.
3. Ha s ph ysical strength, energy, stami na
and vit ality for the job.
4. Has ate per a ent that is suited
to the ]Ob .
5. Has in itiative - assumes responsibi l ity.
G. CAPACITY FOR DEVELOPMENT- Optional
1. Shows desire to learn.
2. Has proven ability to learn .
Ha s shown leadership cap abi li ties.
Has shown ab ili ty to assume
responsibility wi sely . .
'
COMME NT S AN 'EXPLM A -IONS
·D
�IMPROVEMENT PROGRAM
Suggestio_s and Commitment From Employee and Supervisor
n
To Be
Accomp.
By Date
A. QUALITY OF WORK
(Products, Results, Meth ods, Safety,
Housekeeping, Cost / Asks Questions)
.
.
B. QUANTITY OF WORK
(Am ount, Timing)
C. JOB KNOWLEDGE
· (Present job and others)
D . ATT ITUDE TOWARD WORK
(Attendance, Punctua Iity, Energy,
Posit ive Approach, Pressure)
E. ATTITUDE TOWARD OTHERS
(Friend li ness, Helpfulness, Cooperation,
Ta king Direction)
F. PERS ONAL QUALIF ICATIONS
(Dress & Ap pe arance, Hygiene & Clea nl iness,
Strength & Sta mi na, T emperoment, Initiative)
G. CAPACITY FOR DEVELOPMENT
(Desire & Ability to Learn, Leadership,
Responsibility)
Pae4of4
9
Follow up
Dates
..
· Tes
Repo.rton former lmproveme.nts
Acco mp I i shed
No
�(
MONTH 3 - Week 4:
GENERAL REVIEW - INDUCTION CHECKLIST
INDUCTION CHECKLIST
As part of our orientation process, it is important tha.
t
you receive and understand the following information:
W 4 forms
Health Insurance Information
Your Rights and Responsibilities
Open Door Policy on Problem Solving
Affirmative Action Statement
General Personnel Information
I have received my employee handbook and agree to abide by th~
rules and regulations outlined in the handbook.
Employee Signature
Personnel Representative
96
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Indochinese Refugees Foundation, Inc. Collection, 1957-1996
Creator
An entity primarily responsible for making the resource
Indochinese Refugees Foundation, Inc.
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Collection, 1957-1996. UML 1. Center for Lowell History, University of Massachusetts Lowell, Lowell, MA.
Description
An account of the resource
The Indochinese Refugees Foundation, Inc. (IRF) provided services to Southeast Asian refugees that were resettling in Lowell, Massachusetts during the 1980s, due to the ramifications of the Vietnam War and the Khmer Rouge. This collection includes detailed reports, financial records, correspondence, and resources that reveal the extent of the IRF’s work assisting refugees and its members’ involvement in the Lowell community. <br /><br />View the collection finding aid for more information, <a href="https://libguides.uml.edu/uml1">https://libguides.uml.edu/uml1</a>.<br /><br />Part of the collection is accessible on this site. <br />-------------------- <br />SEADA would like to thank the following individuals for their work in making this collection available online: Monita Chea, Soumeng Chea, Christian Hernandez, Julia Huynh, Sam Kong, and Vivien Zhuo.
Relation
A related resource
<span>The collection finding aid, </span><a href="https://libguides.uml.edu/uml1" target="_blank" rel="noreferrer noopener">https://libguides.uml.edu/uml1</a><span>.</span>
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Vocational English as a Second Language (ESL) and Employment Orientation for the Stouffer's Bedford Glen Hotel, [1982-1983]
Subject
The topic of the resource
Bedford (Mass.)
Community organization
English language--Study and teaching
Lowell (Mass.)
Nonprofit organizations
Occupational training
Social service
Unemployed--Services for
Description
An account of the resource
The curriculum for the Stouffer’s Bedford Glen Hotel was designed especially for the housekeeping department employee orientation and English as a second language. The main objectives focus on the hotel overview, its hours of operations, and room attendants; employee personnel policies; and an overview of their union rights and interpersonal relationship within the environment.
Creator
An entity primarily responsible for making the resource
Pho, Hai B.
Pho, Lan T.
Seeler, Joan DeWitt
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Collection
Publisher
An entity responsible for making the resource available
Indochinese Refugees Foundation, Inc.
Date
A point or period of time associated with an event in the lifecycle of the resource
[1982-1983]
Rights
Information about rights held in and over the resource
UMass Lowell Library makes this material available for private, educational, and research use. It is the responsibility of the user to secure any needed permissions from rightsholders, for uses such as commercial reproductions of copyrighted works. Contact host institution for more information.
Format
The file format, physical medium, or dimensions of the resource
98 p.; 27.5 x 21.6
Language
A language of the resource
English
Type
The nature or genre of the resource
Text
Identifier
An unambiguous reference to the resource within a given context
uml1_b01_f47_i001
Coverage
The spatial or temporal topic of the resource, the spatial applicability of the resource, or the jurisdiction under which the resource is relevant
Bedford, Massachusetts
1980-1989
Documents
Stouffer's Bedford Glen Hotel
-
https://d1y502jg6fpugt.cloudfront.net/37070/archive/files/a7ad18375953e444a5688631ce401da0.pdf?Expires=1712793600&Signature=bJtwhoEIcwBWYNwY2fRs5Rqi-myMtmj%7Ey-0B9aCG2FbBXHJpZizwPtVkYNPZJMjsc19YsjdCiQBnlo9rVOQt3%7E3EQ9Zk4dueC6vpEgMhrEF4FqoM8WKzpO3Eji96gYdyClCsfL6wiXNCPoQeFwcPVKAm-UmUwCKn9Ufe4bclnXRylYCEsNK-bcuxzYZ7238YjhLI3xf6Xa5hrU5RkRJtcHljbh%7EZQC4kh8raPfStB5r1xFzthaXCC7LqjP0IfgAhZUImefEjXjr8A-y-J%7EDXZzEEQlY-w4ZrZs9Kpa9LrwP9aZjWC2WSXjUbzAqikK3LwLdioSvDqD8JQMsUwKv9YQ__&Key-Pair-Id=K6UGZS9ZTDSZM
826f678f0d30ab4a828bd0dec9038784
PDF Text
Text
UNIVERSITY OF LOWELL
INNOVATIVE EMPLOYMENT PROGRAM
VOCATIONAL ENGLISH AS A SECOND LANGUAGE (VESL)
and
EMPLOYMENT ORIENTATION
Level One
prepared for
USCI/BARD IMPLANTS, INC.
by
Dr. Hai B. Pho, Editor
Lan T. Pho
&
Joan DeWitt Seeler, Technicai Writers
THIS CURRICULUM IS PREPARED EXCLUSIVELY FOR user DIVISION/BARD
IMPLANTS, INC. BY THE UNIVERSITY OF LOWELL/INNOVATIVE EMPLOYMENT
PROGRAM
UNDER A GRANT
WITH
THE
DEPARTMENT
OF
PUBLIC
WELFARE/MASSACHUSETTS OFFICE OF REFUGEE RESETTLEMENT, DR. HAI B.
PHO, PRINCIPAL INVESTIGATOR.
ALL RIGHTS RESERVED. NO PART OF THIS BOOK MAY BE REPRODUCED IN
ANY FORM WITHOUT WRITTEN PERMISSION FROM THE AUTHORS.
1 UNIVERSITY AVENUE , LOWELL. MASSACHUSETTS O 1 854
TELEPHONE (61 7) 452-5000 . EXT 2270
�UNIVERSITY OF LOWELL
INNOVATIVE EMPLOYMENT PROGRAM
VOCATIONAL ENGLISH AS A SECOND LANGUAGE (VESL)
and
EMPLOYMENT ORIENTATION
Level One
prepared for
USCI/BARD IMPLANTS, INC.
by
Dr. Hai B. Pho, Editor
Lan T. Pho & Joan DeWitt Seeler, Technical Writers
THIS CURRICULUM IS PREPARED EXCLUSIVELY FOR user DIVISION/BARD
IMPLANTS, INC. BY THE UNIVERSITY OF LOWELL/INNOVATIVE EMPLOYMENT
PROGRAM
UNDER A GRANT
WITH
THE
DEPARTMENT
OF
PUBLIC
WELFARE/MASSACHUSETTS OFFICE OF REFUGEE RESETTLEMENT, DR. HAI B.
PHO, PRINCIPAL INVESTIGATOR.
ALL RIGHTS RESERVED. NO PART OF THIS BOOK MAY BE REPRODUCED IN
ANY FORM WITHOUT WRITTEN PERMISSION FROM THE AUTHORS.
1 UNIVERSITY AVENUE , LOWELL. MASSACHUSETTS O 1 854
TELEPHONE (61 7) 452-5000. EXT 2270
�D.
Cross Cultural:
This section is intended to stimulate
the students cultures and that of the
put students in a pair or small group
in similar situations in their native
E.
discussion of differences between
United States. You may wish to
to discuss ~hat students would do
countries.
Readings:
This section is basically a summary of the main components of U.S.C.I.
personnel policies. Students ·should understand the meaning of each
summary. Oral::translations ~ bilingual tutors are highly recommended.
F.
Role Playing/Simulations
Whenever possible, have student role play the dialogue situations
with props.
II.
LESSON PLAN
We suggest each lesson plan include the following:
Review of old material
Introduction of new material
Drills and other practice
Mastery activity to reveal to the student and
teacher that he/she can produce the language
taught without reading it.
1.
2.
3.
4.
III.
HOMEWORK
The teacher should give lessons to students as follow-up.
Additional
written works are encouraged, however, students will probably have
little time to do extra work at home.
IV.
READING
(as an extra assignment)
Advanced, literate students may be given teacher made assignments.
The teacher may want to do some literacy excerises with weak or
non-readers.
1.
2.
3.
4.
Identification of letters in alphabet
Sounds of consonants
Combinations of CVC (consonant, vowel, consonant) ie., bat,
mat, fat, sat, cat
Sight words employees will see around the plant, ie., men,
women, entrance, exit, make line here, names of departments,
fire, etc.
3
�V.
GUEST SPEAKERS
The teacher should feel free to request a staff member to visit the
class and provide explanation of compiicated or t~chnical subjects.
The teacher can, alternately, ask for time for the staff member to
explain procedures, and may request materials to show and use in class.
VI.
REVIS ION
This curriculum will be revised after it is taught according to comments
by teacher, USCI/Bard staff, and employees.
The teacher is therefore
requested to keep notes on what worked well and what didn't.
Comments
and suggestions are very welcome.
VII.
REFERENCE
The following texts can be used as references to this curriculum:
1.
ENGLISH FOR YOUR FIRST JOB, David Prince and Julia Gage, Edmonds
Community College, Washington, 1981.
2.
EVERYDAY ENGLISH - STUDENT BOOK 2B, edited by Linda Schurer,
The Alemany Press, 1980.
3.
ENGLISH FOR ADULT COMPETENCY, by Keltner, Howard and Lee, Prentice
Hall, Englewood Cliff, NJ 07632, 1981.
4.
AMERICAN CULTURAL ENCOUNTERS, by Carol K. Ford and Ann M. Silverman,
The Alemany Press, San Francisco, CA 94101, 1981.
4
�FUNCTIONAL OVERVIEW OF CURRICULUM
LESSON 1:
The First Day at Work/Orientation
A brief history of USCI/Bard Implants; organizational chart;
physical facilities; time cards; workweek; shifts; meals and
rest periods; good manufacturing practices.
LESSON 2:
Recognizing Work Areas
Getting around the plant; departments.
LESSON 3:
People You'll Meet/Introductions
Plant staff and their activities.
LESSON 4:
General Operations
Common Operations; duties.
LESSON 5:
Materials You Work With
Common raw materials and their use; some products.
LESSON 6:
Time Tickets - Daily
Explanation of content.
LESSON 7:
Time Ticket - Weekly
Plant closing, other reasons to be away from work. Explanation of weekly time ticket, holidays, vacation, sick pay,
emergency closing, snow day, and bereavement pay.
LESSON 8:
Machines - Tools - Equipment
Introduction to common machines, tools, equipment.
5
�LESSON 9:
Introduction to Introducer Operations
Operations and materials.
LESSON 10:
Grundzig Area
Introduction to products, operations, and materials.
LESSON 11:
Pay and Hours
Punching in and out, signals, breaks, and shifts.
LESSON 12:
Pay Day
Explanation of how to receive pay, pay check, payroll deductions,
unemployment compensation, and workers compensation.
LESSON 13:
Labor Reporting System
Explanation of how the labor reporting system works.
LESSON 14:
A Typical Day at Work
Activities and procedures.
LESSON 15:
Taking Breaks; Days Off
Vocabulary for social conversation: leisur e activities, famil y ,
polite phrases, starting a conversation, vacation , and holidays.
LESSON 16:
Employment Procedures
Filling out forms:
names.
LESSON 17:
employee address card, W- 4 form, and order of
Job Security
Physicals, probation, seniority, job evaluation, and re-evaluation.
LESSON 18:
Hourly Job Bidding
Vocabulary and forms:
hourly, clerical/technical.
6
�LESSON 19:
Good Work and Bad Work
Recognizing phrases specifying good and bad work, significance
of volume. Vocabulary for describing work habitp.
LESSON 20:
Recognizing that You Understand Directions Given/Problems
Phases for asking for .help, repetition, acknowledging understanding,
lack of understanding, constructive criticism, and problem solving.
LESSON 21:
Medical Interview
Medical form vocabulary; parts of the body.
LESSON 22:
Safety/Security
On the job accidents or illness, plant nurse, and security.
LESSON 23:
Calling in Sick
Vocabulary and procedures
LESSON 24:
Lot History and Move Ticket
Explanation of importance and procedure of filling it out.
LESSON 25:
Connnunication and Meetings
Common vocabulary, team work, and lot history problems.
LESSON 26:
Forms at Work - Personal Records
Veteran status, citizenship status, disabilit y , education.
LESSON 27:
Forms at Work - Benefit Card
LESSON 28:
Attendance and Absences
Attendance, leaving early, tardiness, and leave of absence requests.
7
�LESSON 29:
Standards of Conduct and Warning Policy
Levels of severity.
LESSON 30:
Hygiene and Other Regulations
Body odor, bathrooms, uniforms, ID badges, food and beverage,
smoking and lockers.
LESSON 31:
Company Services
Communication, awards and recognition, activities, and education.
LESSON 32:
Leaving USCI
Resignation, retirement, plant layoff, job reduction, exit interview, and return of company property.
8
�Lesson 1
THE FIRST DAY AT WORK
1.
A Brief History of USCI/Bard Implants.
2.
The Organizational Chart.
3.
The Physical Facilities: parking lot, employee entrance,
security guard, emergency exit, fire extinguisher, no smoking
sign, employee locker rooms, uniforms, employee identification
badges, nurse's office, employee cafeteria.
4.
Time Cards: time clock, punch in, punch out.
remain in the racks at all times.
5.
Workweek: begins Monday and ends Friday. Your supervisor
will advise you if you have a different workweek.
6.
Shifts:
First Shift
7 :00-3 :30 or
8:00-4:30
Cards should
Second Shift
4:00-12:30
Buzzer signals serve as a reminder that work is beginning or
ending. You are required to maintain at your work station
until the release buzzer sounds.
7.
Meals and Rest Period:
- Meal period: 30 minutes unpaid
- Breaks: two paid 15-minute rest periods are scheduled
for each shift.
8.
Good Manufacturing Practices(GMP):
The products sold by
USCI/Bard Implants are manufactured under the guidelines of Good
Manufacturing Practices. G!lP is simply a restatement of Bard's
motto: ;'QUALITY, INTEGRITY ,SERVICE" which is directed towards the
patients whose lives may depend on our products.
The guidelines for Good Manufacturing Practices recognize that in
our industry there is little margin for error. Good Manufacturing
Practices rests on the dedication of each employee to produce a
product that could be used on a member of his or her family with
complete confidence. Only in this way can we do justice to Bard's
pledge to the patients who use our products.
9.
Slide Show:
USCI - good manufacturing practices; people and places
9
�Lesson 1 (cont.)
DIALOGUE
Mary:
This is your uniform and hair covering.
Nouphit:
Do I have to wear them all the time?
Mary:
1.
Yes you do. Take good care of your uniform.
Keep it clean.
· Nouphit:
2.
I will.
Honhum:
What is it?
John
It's your time card. Punch in before you
begin your shift and punch out before you
go home.
Honhum:
Where do I put
John:
Always put it in the rack.
10
�A BRIEF HISTORY OF OUR COMPANY
USCI Division
Bard Implants Division
USCI International Division
C.R. Bard Inc.
USCI/Bard Implants, one of the world's largest producers of cardiovascular
catheters and urological catheters, is located in Billerica, Massachusetts;
Glens Falls, New York; Fitzwilliam, New Hampshire; and Ireland.
The Billerica Facility is the headquarters of USCI Division, Bard Implants
Division, and USCI International Division.
USCI®, originally named United States Catheter and Instrument Corporation,
was founded in 1941 in Glens ?alls, New York. United States Catheter
and Instrument Corporation was acquired by C.R. Bard, Inc. of Murray
Hill, New Jersey in 1966. The Company's first products were ureteral
and uretheral (urological) catheters.
Urological catheters, filiforms, and bougies were the main products
until 1946. With increased technology and medical progress, USCI now
manufactures a broad line of cardiovascular catheters and probes which
incorporate balloons, electrodes, and temperature-sensing devices.
In 1960, USCI and Dr. Michael DeBakey collaborated in the production of the
DACRON arterial graft. Since that time, the DeBakey® arterial graft line
has expanded to include a wide range of knitted, woven and velour grafts,
including the current VASCULOUR~II prostheses.
In 1972, the filamentous velour graft was developed. In addition to arterial
grafts, Bard Implants Division also manufactures and supplies DACRON and
TEFLON fabrics used in hernia repair, intracardiac patching, cancer
reconstructive surgery, and heart valve fixation rings.
In 1978, USCI started into a new exciting area in cardiovascular medicine.
Working with Andreas Gruntzig, M.D., of the Schneider-Medintag Company
in Zurich, Switzerland, and other prominent physicians around the world,
USCI has developed a small balloon cathete1.· an<l guiding/inflation system
for the dilation of coronary, femoral, iliac, and renal arteries.
Other USC! products include catheter introducers, stop-cocks and manifolds,
needles, stainless steel and TEFLON-coated spring guides, and a wide
variety of accessories used in Cardiology, Radiology and Surgery.
The quality of USCI/Bard Implants products has proven itself in the
world market by the test of time. This quality will always be maintained by
our policy of keeping informed of the latest advances in various fields of
science and applying these to the development and manufacture of new devices
in collaboration with the medical profession. In order to assure the
future of USCI/Bard Implants by the continuous development of products,
emphasis has been placed on Research and Development activities. New
products and continued improvement of existing products will assure USCI's/
Bard Implants' growth as a leading supplier of medical devices.
11
�Lesson 1 (cont.)
u.s.c.r.
ORGANIZATIONAL CHART
C.R. BARD
I
U.S.C.I.
Division Headquarters
I
Billerica
Massachusetts
I
Glen Falls
New York
I
Gulf Way
Ireland
Fitzwilliam
New Hampshire
U.S.C.I. Division
Billerica, Hassachusetts
I
I
lfanufacturing
V
I
Personnel
Employee Relations
12
�Lesson 2
RECOGNIZING WORK AREAS
(Review: Directions, Cardinal Numbers: 1st, 2nd)
VOCABULARY
men's room/men
ladies' room/women
nurse's office
personnel office
quality area
time clock
staging area
labor reporting device
turn
down the stairs
go
balloons
umbilical
extrusion
department
gruntzig area
locker
computer
guide catheter
cafeteria ·
right
left
1st
packaging
thermodilud.on
introducer
spring guide
parking lot
q c inspection
steerable catheter
low profile area
straight ahead
up the stairs
take your • . .
lost
2nd
GRAMMAR:
Prepositions - on, up, down, next to
Imperatives
Wh questions - where, how, what
Idioms - How about you; that would be nice
take (in take your 1st left)
CROSS CULTURAL:
LATE FOR WORK
A friend of yours works in the office of an American company.
The other day, she arrived at work late, and explained to her
supervisor that she had to take her relatives to the airport.
The supervisor was angry, because:
a.
She did not believe the story.
b.
She felt that family matters should not interfere
with work.
c.
She is not sympathetic to those working with her.
d.
The supervisor felt that the worker should have
requested permission in advance to be late.
After discussing Late for Work situation, ask students to
select an answer and compare it with the correct one at the
end of the lesson.
13
�Lesson 2 (cont.)
MATERIALS:
- map of plant
- flashcards with men, women, personnel and other words
employees will see on doors or walls
DIALOGUE:
Socheat:
Where's the perso.nnel office?
Joe:
1.
Go down the hall.
the left.
It's the second door on
2.
Sally:
Ry:
Introducer.
Sally:
Spring guide.
Ry:
Really?
Sally:
3.
What department are you in?
That would be nice.
Tan:
How do I get to the cafeteria?
Mary:
Go down these stairs, turn right. Take
your first left. It's the third door on
your right.
Tan:
Thanks.
How about you?
It's right next to yours.
Maybe we can sit together at break.
14
�Lesson 2 (cont.)
SOLUTION TO LATE TO WORK
a.
Probably not the reason, unless your friend has been late
frequently in the past.
b.
This is more true in the United States than in many other
countries. However, many supervisors will allow absences
of this sort if requested in advance.
c.
Probably not the reason.
,d.
Seed below.
Yes. If an employee knows about an absence beforehand, he or
she should talk to the supervisor about it - the earlier, the
better. If the answer is no, the worker can make arrangements
to take care of the problem.
15
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�Lesson 3
PEOPLE YOU'LL MEET/INTRODUCTIONS
(Review: Work Areas)
VOCABULARY :
personnel
Greg Daher
Maria Fort
s~_pe_rvisors
section manager
Paul Spofford
Mary O'Flaherty
Steve Ruggles
group leader
cashier
department head
answer the phone
report to
serve food
just
telephone operator
switchboard
receptionist
security guard
nurse
operator
maintenance
secretary
boss
cafeteria worker
assign -work
teach
change sizes
take money
work station
apply for
painful
operation
work on
engineer
work leader
janitor
set up person
mechanic
train
repair machines
help
make change
GRAMMAR:
Future - '11
Wh questions, present tense
Adverbs - too, then, next
Idiom: Oh really; like to; what is the matter; that sounds; no problem
give a hand; everything's fine now
Subjuncture - 'd
CROSS CULTURAL:
HELLO, HOW ARE YOU?
You see an American classmate walking toward you on the sidewalk.
You stop and say hello to her. The American smiles and sa ys,
"Hello, how are you?" and continues walking. You feel that:
a.
This person probably isn't interested in talking with
you.
b.
She was being impolite.
c.
She was in a hurry.
d.
She was behaving normally.
After discussing Hello, How Are You situation, ask students to
select an answer and compare it with the correct one at the end
of the lesson.
18
�Lesson 3 (cont.)
MATERIALS:
pictures of people and activities; plant layout
DIALOGUE:
In the cafeteria
1.
- Who's that?
- That's Mary.
What does she do?
- She's my supervisor.
2.
- My friend works in the cafeteria?
Oh, really? What does she do?
- She prepares food and then serves it.
'Does she wash dishes, too?"
- No, she just cleans up her work station.
- Hmmm, -:maybe my .friend would like to apply.
for that job.
3.
- I had to see the nurse today.
What's the matter?
- Oh, everything's fine now.
I got a wire in my finger and she had to
;>ull it out •
.:.. That sounds painful.
It wasn't too bad.
What should I do tomorrow?
First
clock
visor
to do
Ho:
Thank you Greg.
Greg:
5.
Ho:
Greg:
4.
Let me know if you have any questions.
here to help you.
Greg:
Mary, I'd like you to meet Saykanh.
be working in your department.
Mary:
Nice to meet you Saykanh.
from?
19
get your smock from the locker. Then
in at the computer. Then see you superat the staging area. He'll tell you what
next.
I'll do my best at my new job.
We're
She'll
Where do you come
�Lesson 3 (cont.)
DIALOGUE
Saykanh:
Mary:
That's good. You'll find lots of people from
your country. They're good workers.
Saykanh:
I'll do my best.
Mary:
That's good. Come with me.
your work station.
Greg:
See you later, Saykanh.
Saykanh:
6.
From Laos.
Thank you very much, Greg.
I'll show you
Mary:
Chhuon, this is Saykanh.
Chhuon:
Nice to meet you.
Saykanh:
Nice to meet you, too.
Mary:
She'll be working on the same operation
with you. GivP. her a hand if she needs
some help, ok?
Chhuon:
Sure.
No problem.
SOLUTION TO HELLO, HOW ARE YOU
a.
A fast, "How are you?" is not meant as an insult.
Americans use this question more as a greeting than
as an inquiry about your health.
b.
It's unlikely that this was the American's intention.
Although many foreigners consider greetings used by
Americans to be overly short (abrupt), these greetings
are customary in the United States .
c.
It's true that Americans are frequently in a hurry.
However, a quick greeting is normal. See b above.
d.
Correct.
20
�Lesson 4
GENERAL OPERATIONS AND ITEMS
(Review: People You Will Meet)
(Good Manufacturing Practices)
VOCABULARY
set up an operation
load a machine
cut wire
put it on shelves
assign work by priority
an order
specification
wind_
(ing) springs (around manual)
form a j
II
a tip
put a tip on
" a slight taper on
" a head on
change sizes
test
trim
weld
prep
finish
rinse
count
record
locate
cut
inject
over there
GRAMMAR:
Wh questions:
infinitive to
who ; ·-what, conjunction: or
MATERIALS:
- pictures of operations.
DIALOGUE:
1.
Hua:
Who loads the machine?
'Frank:
The machine operator.
Hua:
Who assigns the work?
Frank:
The supervisor or the group leader.
Hua:
Who changes sizes?
Frank:
The set-up person.
21
�Lesson 4 (cont.)
DIALOGUE:
2.
What do I do with the work?
Mary:
Put it on the shelves, over there.
MyVey:
3.
MyVey:
Thank you.
Tom:
I'm finished forming tips on this order.
Mary:
Put it on the rack for forming head.
Tom:
Which size order do you want me to work on
now?
Mary:
Take the 8 French order that is on that rack
and be sure the mold size is ~orrect.
22
I'm finished.
�Lesson 5
MATERIALS YOU WORK WITH
VOCABULARY:
wire
coating
plastic
solution
spring
core
teflon
braid
mandrel
different size
caps
luers
strain relief
torque
protective
valve
dilators
2 way stop · cock
·sheaths
nemaquets
guide catheters
a) low profile
b) steerable
c) coronary
d) small diameter
raw material
blanks
core wire
cannula
GRAMMAR:
use for; use to
Idioms: how about; not very
MATERIALS:
- pictures of materials
DIALOGUE:
What do you use teflon for?
We use it to put a smooth coating
on wire.
Phenom:
How about braid?
Frank:
2.
Phenom:
Frank:
1.
To add torque.
Thearie:
Is it difficult to work with braid?
John:
No, not very. You have to be patient
and careful, though.
23
�Lesson 6
TIME TICKETS
-
DAILY
Review First Day at Work
(time cards, workweek, shifts, meals and rest periods)
VOCABULARY:
employee
regular hours
daily o/ t
overtime
sick hours
mean
department
shift
hours
grade-step
period ending
column
unpaid
other
double
total hours
..!ouble time
GRAMMAR:
Imbedded Sentence:
That means that you
That means the hours that you
-----
MATERIALS:
- flashcards with words
DIALOGUE:
What does this mean?
That means
Sophoe:
What does this column mean?
Mary:
2.
Sopheo:
Mary:
1.
That. means that
-----
READING:
1.
Hourly Wages:
The hourly structure consists of pay grades ranging
from positions of the least skill and responsibility to positions
of the most skill and responsibility.
Each job is assigned a grade after evaluation and analysis utilizing a formal job evaluation system. A complete wage and salary
survey is conducted each year to ensure that the wages for each
grade are.competitive with other area industries.
24
�Lesson 6 (cont.)
READING:
Each pay grade consists of serveral steps ranging from the start
rate to the top of the grade. Once you reach the top of your
grade, you do not receive further pay progressions unless you
successfully bid to a higher pay grade position.
2.
Clerical/Technical Salaries: Each clerical and technical position
is evaluated by a formal job evaluation system and then assigned
a pay level as a result.
Each pay level has a designated salary range, established through
the use of a wage and salary survey done annually.
3.
Overtime: Company policy is to minimize overtime. However, when
it is necessary, your supervisor will ask you to work overtime.
If you are asked by your Supervisor to work longer than 8 hours
in a day or 40 hours in a week, the extra hours you work will be
paid at one and one-half (l½) times your regular hourly rate.
Overtime will not be paid unless it is approved in advance by
your Supervisor.
4.
Double Time: If your work on Sunday, you will be compensated at
two times your regualr hourly wage unless it is your regular
scheduled work day.
25
�SAMPLE OF TIME TICKET - DAILY
QOCK NO.
EMPLOYEE NAME
GIIADE-STE,
'11 I
l'EIIOO EN0tl,iG
2
EMPLOYEE I
SICK HIS.
3
E
2 3 -'
UN,AIO
25
8 9 10
4
OTHER
7
COUNT ffll
51
54 55
58 59 60 61 62 63
26
70
75 76
n
79
�Lesson 7
TIME TICKET WEEKLY1EMERGENCY PLANT CLOSING
OTHER REASONS TO BE AWAY FROM WORK
(Review: Days of Week)
(Simple Addition and Decimals or Fractfons)
VOCABULARY:
clock
No. (number)
week ending
code
indirect
repairs
break
bereavement
vacation
holiday
pay
sick
sick pay
emergency closing
snow day
total
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
down
weather
listen
radio
WBZ 1030 am
WLLH 1400 am
announcement
blizzard
hurricane
riots
GRAMMAR:
Real Conditional: what should we do if ••• ?
Adverb of Frequency: usually, never, almost, always
MATERIALS:
- Weekly Time Ticket
- Flashcards
DIALOGUES:
Your hours were down this week.
I was sick on Tuesday and had to stay home.
Hanh:
Sorry to hear that.
Hong:
2.
Hanh:
Hong:
1.
Yes, fine thanks.
Hao:
What should we do if it snows?
Mary:
You should almost always come to work.
Hao:
What if it's a blizzard?
Mary:
If the weather is very bad, listen to WBZ 1030 am or WLLH
1400 am. If you hear an announcement for USC!, follow the
directions.
Hao:
What will they say?
Mary:
If the weather is very bad, the announcement may say
"The first shift should report at 11: 00. The second
shift at the regular ti.me''.
27
What happened?
Are you okay now?
�Lesson 7 (Cont.)
READINGS:
1.
Holidays:
the following holidays are observed by USCI:
Thanksgiving (2)
Patriots Day
Floating (2)
Christmas
Fourto of July
Labor Day
Memorial Day
Unscheduled (2)
To be eligible for these holidays, employees must work the
day before and the day after the holiday. To be eligible
for a floating holiday, employees must be working as of the first
working day in January, and must have completed 6 months service.
Floating holidays must be taken in eight hour increments and taken
by December 31 of each year. They cannot be saved to be used the
f_
ollowing year.
If you are asked to work by your supervisor on a paid holiday, you
will receive: . (1) Eight hour holiday pay, plus (2) One and one-half (½)
times your regular hourly rate for each hour you work.
2.
Vacation: the vacation year begins and ends as follows: June 1 to
May 31. The length of your vacation depends upon your length of service as of the first day of the vacation year. The following schedule
indicates vacation allowance according to service. You must have completed six (6) months service in order to be eligible to take vacation.
SERVICE
VACATION DAYS
One day per month to
Less than one
year
maximum of 10
starting with month of hire
10 days
1-4 years
5-8 years
15 days
9 years
16 days
10 years
17 days
11 years
18 day s
19 da y s
12 years
20 days
13-17 years
21 days
18 years
22 da ys
19 years
23 day s
20 years
24 day s
21 years
25 day s
22+ years
Requests for vacation must be made through your Supervisor. You
may choose your own vacation time as production requirements
allow. Vacation requests will be granted by seniorit y .
You may request advance vacation pay in weekly increments by
notifying you Supervisor at least ten (10) days before the
requested vacation week begins. If a holiday falls within your
vacation, it will not be charged as a vacation day.
Vacation days must be used by the last day of the vacation
year . They cannot be saved to be used the following year.
28
�Lesson · 7 (cont.)
READING:
3.
Sick Pay: if you are sick and cannot come in to work, you
should call 667-2511 and let your supervisor know immediately,
from ½· hour before to½ after the start of your shift. If you
stay home for 4 days or more because of sickness, remember to
bring in a certificate -from your doctor.
You will be eligible for 6 sick days upon completion ·of six
months of service as of January 1 of each year accumulative
up to ·20 days, Employees hired between January 1 and June 30
are eligible for two days sick pay upon completion of 6 months
service.
Annually your unused sick leave is accumulated in an account
for you up to a maximum of 160 hours. You will be paid for
any time over 160 hours at you straight time rate. Accumulation
above forty (40) hours may be paid once a year at your request.
4.
Emergency Closing: in the event it is necessary to close the
plant due to an emergency, such as fire, power failure, or other
circumstances beyond the Company's control, and you are not
notified prior to reporting to work, or if you commence work
and such an emergency occurs during the first two hours of your
shift, you will be paid a minimum of two hours' pay. If an
emergency occurs after two hours of work, you will be paid for
actual hours worked.
5.
Snow day: when there is a big snow storm and if the roads are
closed, USCI may make an announcement to close down the plant
for a shift. The announcement will be made over the WLLH and
WBZ radio stations one hour before the starting of a shift.
6.
Bereavement Pay: USCI recognizes that death in one's immediate
family creates many hardships. In order to allow you time to
handle necessary affairs, the Company allows you to make funeral
arrangements or to attend a funeral or settle family matters
according to the following table. The number of days authorized
is based upon your relationship to the deceased.
BEREAVEMENT PAY
(STRAIGHT-TIME RATE)
RELATIVES
Spouse, child, parent, brother, sister
step-parent, step-child
Mother-in-law, father-in-law, sisterin-law, grandparent, grandchild
Aunt, Uncle
Three Days
Two Days
One Day
29
�U.S.C.I. CARDIOVASCULAR & RADIOLOGY PRODUCTS
DIVISION OF C.R. BARD, INC.
WEEKLY TIME TICKET
CLOCK NO.
SHIFT
CODE
NAME & ADDRESS
WEEK ENDING
•
DISTRIBUTION
CODE
ICM
SAT.
HOLl>AY
114
FRI.
VACATION
113
THUR.
BREAlt
112
WED.
REPAIRS
107
TUES.
INDIIECT
106
MON.
SICK
PAY
PAY
PAY
-
30
TOTAL
�Lesson 8
MACHINES - TOOLS - EQUIPMENT
(Review: Readings in Lesson 7)
VOCABULARY
hot block
racks
oven
grinder
mold
knife
pin guage
prec·i se
needle
computer
lead testing machine
injection molding
ultrasonic welder
a punch
magnifying glass
spray booth
precise
equipment
GRAMMAR:
how
any/some
MATERIALS:
- pictures of machines, tools, and equipment
DIALOGUE
1. Tiveng:
Do you use any equipment?
Jim:
Tiveng:
How did you learn how to use them?
Jim:
2.
Sure.
I use a guage and a mold.
My supervisor taught me.
Soc heat:
Do you use an ultrasonic welder?
Frank:
Yes.
Socheat:
Is it difficult?
Frank:
You have to be very precise and careful.
31
�Dilator Tipping M0ld
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-
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sh~ttth Heading Packing Tool
Sheath Heading Mold
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1-'.~; :: '
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Proofloading Mandrel
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�Lesson 9
INTRODUCER
INTRODUCTION TO INTRODUCER OPERATIONS
VOCABULARY:
heading, headed
tip pulling
normalize
attach
·injection mold
strain relief
leak
trim
trim flash
proof load
flush
. clean
assemble valve
stop cock
test
weld
.GRAMMAR:
- present continuous: he is attaching •••••
- wh question: what . is he doing?
present tense: what do you do in introducers?
I/we attach strain relief
- relative clauses: give me a sheath that's been headed
MATERIALS:
- samples of different operations
- pictures of operators working
DIALOGUE:
Van:
What's he doing?
Mary:
He's testing it for leaks.
VOCABULARY:
(operations continued)
form a tip
head
normalize
slight
taper
put a tip on
proof loading
trim excess
cut to length
teflon spray
sander buffer
welding tip
form the curve
run through a die
inspect (ing)
36
�Lesson 9 (cont.)
VOCABULARY:
hemaquet injection
slit (slitting)
load
bake teflon
grind core wire
weld (ing)
DIALOGUES:
How do you put a tip on a dilator?
Slide · stock onto mandrel so that the mandrel
tip protrudes, insert both mandrel and dilator
into mold, push down and hold for approximately
12 seconds. Depress air pedal and cool for
approximately 15 seconds.
Noy:
OK.
Frank:
Great.
Noy:
2.
Noy:
Frank:
1.
Thanks.
Hua:
How do you do proof loading?
Jim:
Easy, look. Slide the mandrel through the luer
end so the mandrel protrudes the tip. Insert
mandrel and sheath into proof loader, push
mandrel until it stops. Slide the sheath down
until the luer catches the stop. Push the
clamp and release the weight as set and unclamp.
Hua:
~..ay I try?
Jim:
Sure, but be careful not to damage the tip.
37
Let me try.
You got it.
�Lesson 10
GRUNDZIG AREA
INTRODUCTION TO PRODUCTS AND MATERIALS
·-- "PRODUCTS
MATERIALS
catheter
guide catheter
steerable catheter
low profile catheter
balloon catheter
BALLOON CATIIETER
burrs
bifurcate
luers
shaft stock
(releives blockage in heart catheterizations)
forming the distal tip
skiving the distal tip
"
the balloon .lumen
heat seal (close off balloon lumen)
attach bifurcate
slide strain relief on
attach luers
slide bifurcate
attach tip
place bands
put balloon over bands
attach with lock tite
proximal end
let it cure
attach distal end
nose cone
core eyes
skiving (cut off a little)
2 lumens tubing
small for liquid
large for spray guide
GUIDE CATHETER
Introduction: -used after introducer as conduit
-used after spring guide as conduit
--has different kinds of curves depending on what part of
the body
VOCABULARY :
tubing prep (make sure no leaks)
teflon tube
leaks
put in water
blow air through
38
shrink tube
packaging
crimp rinl'
look for bubbles
curve bake
�Lesson 10 (cont.)
PROCEDURES
- Bell and apply the jacket
open up tip - bell
small syringe
- Hot sizing
run catheter through small glass die.
melts plastic
glue, jacket, teflon braid - 1
- Centerless grind
puts consistent size on outside diameter
- Trim and sand the distal tip
smoothed off
rounded down
- Inspect
no bumps, burns
PERFECTION VERY IMPORTANT
what is acceptable and wqat is not
- Installing wires printed lot#
size
curve
1.
Tubing prep
teflon tube
8 French (French= ,013 of an inch)
9 French
make sure no leaks
insert in water
blow air through
look for bubbles
2.
Put plugs in both ends of Tubing
run it through etch
rough it up
glue with stick
poly etheline jacket
39 .
�Lesson 10 (cont.)
insert mandrel
put mark on teflon braid (16 pieces of 2/1000 wires)
give catheter added torque
trim and tie off - at mark
start of tip
DIALOGUE:
1.
Noy:
What is trim and tie?
Dale:
You want to trim all ·the wire at the black
mark, and make sure ends are flat to the mandrel.
Then you take the thread and wrap several times
to wrap the ends of wire in place. Apply
adhesive to keep in place, and cut excess thread.
Noy:
Anything else to look for?
Dale:
Yes, be sure the mark is 24 cm from the end of
the teflon tubing.
Noy:
That is all?
Dale:
When finished, you must be sure the ring guage
goes over ·the tie-off easily.
Noy:
If it does not?
Dale:
Then you have too much glue or too much thread.
You can sand extra glue if needed, or remove sor:ie
of the thread.
Noy:
Thank you.
Dale:
Anytime you need help, please ask.
to help you do a good job.
40
We are here
�Lesson 10 (cont.)
INTRODUCTION TO OPERATIONS
die catheter
guide catheter
steerable catheter
low profile catheter
necking
skiving
heat seal
print gruntzig
slide strain relief on
attach luers
attach bifurcate
distal tip
core eyes
lumen
attach tip
shoulder(catheter)
indentation
ring
shaft stock
skive balloon lumen
close off balloon lumen
place bands
lock tite
let it cure
distal end
nose cone
GRAMMAR:
infinitive to
need to
be careful to
ordinals
first
second
third
. what's .... for
DIALOGUES:
3.
What's the etch used for?
To rough up the surface.
Sompong:
What needs to go on before the balloon?
John:
2.
Lim:
Mary:
1.
The bifurcate, , strain relief luers, tip and
bands.
·
Noy:
Why can't the luer fit all the way on the shaft?
Dale:
Always be sure to push the shaft stock all the way
an to the flair pin. That will open up the shaft for
the luer to fit in.
41
�Lesson 11
PAY AND HOURS
(Review: Readings in Lessons 6 and 7)
VOCABULARY
time cards
punch in/out
shift
15 minutes
starts
ends
before
after
beginning
30 minutes
lunch, meal
dinner, supper
scheduled
weekday
no more than
begins
ends
company time
Monday to Friday
first shift
7 - 3:30
--B - ~:30 ·
second shift
4 - 12:30
buzzer
premium
work station
ending
break
overtime
voluntary
weekend
sign
signal
your time
GRAMMAR:
Comparatives: less than
Conjunction:
Adverb Clause: when
Idioms: What about .-.-.-.-.-.-.-.-=-?on - time
so
MATERIALS:
i
- Daily Time Ticket
- Weekly Time Ticket
DIALOGUE:
1.
Ho:
When do we punch in and out?
Frank:
P.unch in less than 15 minutes before first shift
begins. Punch out for lunch, only if you leave
the company premises. Punch in, then you punch
out when you go home.
Ho:
15 minutes again?
Frank:
Right. Less than fifteen minutes after
the first shift ends.
42
�Lesson 11 (cont.)
DIALOGUE:
What about breaks?
Breaks are on company time.
your time.
Ho:
So I don't need to punch out for breaks?
Frank:
3.
Ho:
Frank:
2.
Right.
Ho:
What's that buzzer?
Frank:
That's the signal to start to work.
Mary:
You'll hear it again at the end of the
shift.
Ho:
When I hear the buzzer I go to my work
station?
Frank:
No. You must be at your work station,
ready to work.
Ho:
Oh.
43
Lunch is on
�Lesson 12
PAY DAY
VOCABULARY:
pay day
pay check
gross pay
net pay
payroll deductions
in stock
unemployment compensation
worker's compensation
current
year-to-date
federal income tax
state income tax
f. i.c.a.
happened
Uncle Sam
DIALOGUE:
1.
Is today pay day?
Yes it is. It's Thursday.
Where can I get my paycheck?
You can get it ••••••••
2.
Did you get your paycheck?
No, not yet, I started to work yesterday.
You'll get one next week.
3.
Dao:
I think I have the wrong pay check.
Frank:
What's the matter.
Dao:
I get •••. dollars an hour and I worked
.•.• hours. So I should get paid $ ••.••
But this check is onl y for .....
Frank:
No, that's right.
Dao:
Hmmmm.
Uncle Sam takes .... %
READING:
1.
Pay day: paychecks for first-shift hourly and clerical/technical
employees are distributed on Thursdays. Second-shift employees
receive their pay on Wednesday night. The pay you receive is for
the previous workweek.
When payday falls on a paid holiday or a weekend, checks will
normally be distributed on the preceding workday.
Non-exempt employees may pick up paychecks in the Personnel
Department when not at work on payday. Advance notice is also
required to have you paycheck mailed to you when you are not at work.
44
�Lesson 12 (cont.)
READING:
If you desire to have another person pick up your check, proper
notification should be made to your Supervisor or the Personnel
Department. In addition, to further protect you, those receiving
the check must identify themselves and sign. a receipt.
2.
Payroll Deductions: certain deductions, some voluntary and others
required by law, are made from each paycheck. The two (2) principal
types of deductions are FICA (Social Security) and Income Tax
Withholding. Deductions for insurance, Savings Bonds, Bard Stock
Purchase Plan, Credit Union, and United Way will be made only upon
your written authorization. All deductions are recorded on your
paycheck stub.
3.
Unemployment Compensation: under the State Unemployment Compensation
Act, you are insured against unemployment. The USCI pays the full
cost of this insurance, but is does not decide who is eligible
for benefit payments, how much the payments should be, or the length
of such payments. These decisions are made by the Department of
Labor. Should you become unemployed for any reason, you should
apply for this benefit at your local Department of Employment
Security.
4.
Worker's Compensation: USCI/Bard Implants is required by state
law to provide Worker's Compensation Insurance. If you qualify,
this insurance pays expenses for the treatment of work-related
illness or injury and may also pay a percentage of your average
weekly wage to a maximum amount determined by the state.
45
�"SAMPLE OF PAYCHECK AND STUB"
46
�Lesson 13
LABOR REPORTING SYSTEM
Review:
(to) Clock, In, Out, Stop, Work, Incomplete, Complete
VOCABULARY:
from
lunch
indirect
error
response
5
stage of production
cost
efficiency
hit (meaning touch)
charge
start
qty/quantity ·
enter
backspace
computer
press
hit
touch
read name
badge
lot
history
reject
ready
charge to lot #'s
clock in
hit badge
work steps
read badge
GRAMMAR:
Infinitive to: How ••.• ?
Adverbs: first, then
Real Conditional: if
Imbedded Question: Please show me how this works
Modal: have to
Idiom: hit; that's all; all for ~ow; not yet; like this?;
that's it
MATERIALS:
real or sample labor reporting system
- flash cards of vocabulary on system
DIALOGUE:
1.
Nouphit:
Please show me how this works .
Mary:
First you hit the clock in.
Nouphit:
What next?
Mary:
Then you go to the sta gin g area to get
your lot history and raw materials.
Nouphit:
That's all?
Mary:
All for now.
47
�Lesson 13 (cont.)
DIALOGUE:
What do I do now?
Hmmm.
Kim:
Wand on from lunch?
Frank:
3.
Kim:
Frank:
2.
Right.
Savanh:
I've finished the operation.
John:
Ok. Now you have to hit stop, work
complete. ·Then your badge, then the lot
history number.
Savanh:
Like this?
John:
Right. Then the operation.
added rejects. Then ready.
Savanh:
That's all.
John:
That's it.
Savanh:
Thanks.
48
Then go back to work.
Then quantity
�Lesson 13 (cont.)
I.
Typical Day at Work
A.
B.
C.
II.
Employee clocks
Clock-In.
Employee goes to staging area to receive a Lot History with R.M.
(Raw Materials); employee works on an operation, employee finishes
an operation and clocks Stop Work Complete or Stop Work Incomplete;
employee Clocks-Out.
In a typical shift an employee completes 3 or 4 lots. However, as
few as 1 or as many as 10 Lots completed is not unusual.
Labor Reporting System
A.
The Clock
Clock-In
Stop Work
Complete
• f•jjlt)
Yes
1
2
3
No
4
5
6
DYfflB@Ulbi
Clock-Out
Stop Work
Incomplete
llill
QaQmutuui
In from
Lunch
Stop Work
Indirect
Error
Response
7
9
8
m
Reset
Change
Start Qty.
0
Enter
g
B.
ll1
Backspace
gJ
The Clock Reads Digitally
1. Ready or Wand Function
Stop Work Complete ~ Emp Badge - ) Lot History II
~ Work Step Operation -..:) Qty. Added or "O"
"O" then enter
- ) Qty. Rej. or "O"
Amt then enter -:;, Ready
If, after entering rejects this appears~ Chk
Qty. Rej
then get work leader or Supervisor.
5
2.
Ready or Wand Function
Stop Work Incomplete -=) Emp Badge
Any time
C.
5
-) Lot History operation..,Reac
appears get a supervisor or work leader.
The labor reporting System is computerized. Information concerning
production line work, such as quantity completed and number of
rejects, is stored daily on a computer di.sc for easy printout analysis.
Clock Out Clock In after lunch.
49
�Lesson 13 (cont.)
D.
The Labor Reporting System is a Work in Process System
1.
By Lot# it tells us at what stage of production a component is,
whether it be a cutting operation, welding, inspecting, etc.
2.
Each operation. from beginning ..to finished component adds to the
cost of manufacturing. The system tells us the money value of
a component each step along the way; i.e. a daily Work in
Process inventory.
3.
The system gives us a measure of efficiency. If labor standards
point to figure of ten pieces per hour per person, but only four
pieces per hour per person are actually being produced, then a
supervisor must look into -the matter.
a.
b.
c.
There ,,are too many rejects.
There are faulty materials or machinery.
The problem is operator related, meaning that additional
employee training is needed or an employee would be more
productive at a different operation.
4.
The system is a good measure of overall efficiency and/or perperformance. It informs us as to how close we are to a monthly
schedule.
5.
The system offers additional uses for the future.
50
�Lesson 14
TYPICAL DAY
(Review: "Staging Area", Layout: Telling Time)
(A Typical Day at Work in Lesson 13)
VOCABULARY:
clock in
raw materials (R.M.)
work on
receive
(to) clock
work
eat lunch
locker
work leader
5 minutes
4 pm
lot history form
get smock
report to
finish
stop
clock out
go home
supervisor
work station
exhausted
before
on computer
go to
an operation
get
incomplete
complete
take a break
assign
buzzer
7 am
GRAMMAR:
Present Perfect: have finished
Adverbial Clause: When •••••• , ••.••• after
Idiom: gook; my goodness; no wonder
MATERIALS:
- layout map, large clock face
CROSS CULTURAL:
NORTH AMERICAN TIME
You arrange with an American friend to meet at the cafeteria
entrance at 12:00 noon. On the way to the cafeteria, you meet
some other friends and stop to talk with them. By the time
you arrive at the cafeteria, it is nearly 12:25. You explain
what happened to your American friend, but he seems annoyed.
Why?
a.
He's thinking about a test he flunked.
b.
He's hungry.
c.
You've kept him waiting for 25 minutes.
51
�Lesson 14 (cont.)
DIALOGUE
Wife:
How was your first day dear?
Husband:
I think everything went ok.
Wife
What did you do?
Husband:
First I ~locked in. After I clocked in I got my smock.
Then I wand in on the labor reporting system, then I
take my break, go back to work, then to lunch. After
lunch I· wand back on, and work the rest of the
afternoon. I then have another break in the afternoon.
Wife:
My goodness. You did a lot of things.
you're exhausted.
No wonder
SOLUTION TO NORTH AMERICAN TIME
a.
Your friend may have flunked a test, but that wouldn't
explain why he is annoyed with you. Try again.
b.
Probably not.
c.
Yes. The American is probably anno y ed because your
delay was avoidable. Since you both agreed to meet
at noon, that was the time he understood you would
be there. Often when foreigners come to the United
States, they remark that Americans' sense of time
is not as flexible as that of many other nationalities.
Being punctual is important, and helps to make a goo d
impression.
52
�Lesson 15
. . TAKING BREAKS; DAYS OFF
(Review: Food, Employee Cafeteria)
VOCABULARY:
coffee break
employee cafeteria
choose
men's
excuse me
bathroom
ladies
lunch break
water bubbler
think
line
GRAMMAR:
only, imbedded sentence--I think that's •••
MATERIALS:
- pictures of food
- pictures of places for meals
- tour of employee's cafeteria
DIALOGUE:
Excuse me.
Yes?
Phonh:
This is a line.
Pia:
Oh.
Phonh:
That's OK.
Noy:
Excuse me.
Lisa:
Yes, but no one's sitting over there.
Noy:
2.
Phonh:
Pia:
1.
Thank you.
3. Van:
I'm sorry.
Is someone sitting here?
Where's everyone going?
Phu:
It's coffee break. They're going to the
cafeteria. Let's go.
Van:
Ok,
I'm ready.
53
�Lesson 15 (cont.)
TALKING TO A FELLOW WORKER ABOUT SOCIAL ACTIVITIES DURING A BREAK
VOCABULARY:
weekend
this weekend
last weekend
stay home
go shopping
go to the park
watch .TV
go to the movies
play soccer
play baseball
sew a dress
knit a sweater
have a party
play football
GRAMMAR:
past tense, future tense
MATERIALS:
- pictures of leisure activities
DIALOGUE:
What are you doing next weekend?
I am going to · stay nome.
Deng:
I am going to go shopping.
Mary:
What did you do last weekend?
Nouphit:
I stayed home.
Mary:
I went to the park.
Nouphit:
2.
Deng:
Lisa:
l.
ummmm.
And you?
And you?
VOCABULARY :
married
single
divorced
widow
widower
son
daughter
wife
husband
aunt
uncle
niece
father
mother
in-law
brother
sister
cousin
nephew
visited my __
vacation
mistake
last weekend
holiday
I think
next weekend
time's up
get back to work
54
�Lesson 15 (cont.)
DIALOGUE:
1.
Do
Lan:
Yes.
Phu:
Really? How many boys and how
many girls?
Lan:
3 boys and 4 girls.
Tiveng:
What did you do over vacation?
Sopheavy:
I visited my uncle in New York.
Tiveng:
You and your family?
Sopheavy:
My children and I.
Tiveng:
How many children do you have?
Sopheavy:
2.
Phu:
I have four children.
you have a big family?
I have 7 children
I'm a widow.
INTRODUCTIONS: STARTING A CONVERSATION
GRAMMAR:
review "wh" question, past tense, future tense, this, that,
these, those
- Who is that?
- Where do you live?
- How long have you lived there?
- How long have you been working here?
What's your name?
- Modal: "got to"
Idiom: What do you do?
DIALOGUE:
1.
John:
Hello.
Tuan:
Tuan Tran.
John:
I'm John Smith.
55
What's your name?
What's yours?
What do you do?
�Lesson 15 (cont.)
DIALOGUE:
Tuan:
John:
I'm an assembler B.
Tuan:
Oh!
John:
Do you live in Lowell?
Tuan:
Y~s, on Salem Street.
John:
On Market Street.
get, back to work.
Tuan:
See you later.
John:
2.
I'm an assembler C.
Bye!
Frank!
Hello Thanh.
Thanh:
Fine, thanks.
Frank:
Not bad.
Thanh:
Frank, this is Quang.
Frank:
Pleased to meet you Tuan, I'm Frank.
Thanh:
Excuse me, Frank.
Not Tuan.
Frank:
Oh!
Quang:
That's Ok.
Where do you live?
Oh, time's up.
Got ·to
How are you?
And you?
Sorry Quang.
56
What do you do?
His name is Quang.
�Lesson 15 (cont.)
VOCABULARY: - vacation (review reading on page
take a vacation
request
length
save(d)
choose
go away
park
country
relax
swimming
seniority
vacation year
advance
June .l - May 31
notify
service
first day
use(d)
production requirements
mountains
stay home
city
visit
picnic
beach
camping
lake
cook.out
VOCABULARY: - Holidays (review reading on page
holidays
New Years
scheduled
Independence Day
celebrate
Columbus Day
picnic
rest up
turkey
president
remember
Christmas
6 months service
Memorial Day
take
Thanksgiving
g~ests
friends
Pilgrims
parade
revolution
floating holidays
Washington's Birthday
in advance
Labor Day
have a party
enjoy
family
Santa Claus
discover
soldier
DIALOGUE:
1.
Phonh:
I am not working tomorrow.
Deng:
Why?
Phonh:
It's my floating holiday.
Deng:
Will you get paid?
Phonh:
Yes, I'll get regular pay.
Deng:
That's great!
57
�Lesson 15 (cont.)
DIALOGUE:
2.
Socheat:
What did you do over the weekend?
Phenom:
I went to a movie.
Socheat:
What did you see?
Phenom:
I saw ••••
Socheat:
Was it good?
Phenom:
Yes.
Chhoun:
What are .you going to do over the weekend
• • • • holiday
your vacation?
Saykanh:
I'm going on a picnic with my family.
Chhoun:
Do you have a big family?
Saykanh:
I have 1 son and 3 daughters.
3.
I enjoyed it very much.
ASKING FOR PROPERTY - ACKNOWLEDGING A MISTAKE
VOCABULARY :
jacket
coat
sorry
raincoat
gloves
umbrella
mistake
sweater
book
boots
GRAMMAR:
- possessive pronoun.s:
my, your, his, her, our, their, this, that,
these, those
MATERIALS
- items of clothing
58
�Lesson 15 (cont.)
Read and practice.
E.xcuse. rne.
I thinK thats rnj
jc(.kl.
This i~t
YOJR j acll(,l.
This is MY joc't<tt.
Im &arr~.
I thinK I rno:e a
rt\·1sloKe...
\
j
59
�Lesson 16
EMPLOYMENT PROCEDURES
(Review: Recognition of Capital and Small Letters)
(Printing and Writing, and Numbers)
VOCABULARY:
(from Employee Address Card and W-4 Form)
employee
address
card
certificate
name
phone
II
allowance
withholding
mind
fill out
exempt
full name
first
middle
last
initial
date
dependent
claim
deduct (ion)
divorced
form
city
town
state
zip code
marital status
single
widow/er
income
tax
spell
additional
GRAMMAR:
Wh question: what's, how
Conjunction: so
Idiom: That's plenty; How come?; No big deal.
MATERIALS:
-
Employee address card
W-4 Form
Flashcards for alphabet, numbers, first-middle-last name
Vocabulary and dialogue sheets
DIALOGUE:
1.
Maria:
What's your name?
Khamsone:
Khamsone Silavong.
Maria:
How do you spell it?
Khamsone
S-i-1-a-v-o-n-g
Maria:
What's your address?
Khamsone
28 Middle Street, Lowell, MA 02152
Maria:
What's your telephone number?
Khamsone
454-1076
Maria:
Please fill out this form.
60
�Lesson 16 (cont.)
DIALOGUE:
2.
My full name is Huong T. Tran.
Greg:
How do you spell it?
Huong:
My first name is Huong, H-U-O-N-G. My middle
initial is T. My last name is Tran, T-R-A-N.
Greg:
What should I call you?
Huong:
Please call me Huong.
Greg:
Are you married or single?
Huong:
I'm a widow.
Greg:
Do
Huong:
Yes.
Greg:
Okay. I'll put down 5 allowances.
like additional allowances?
Huong:
4.
Good . morning. My name is Greg Daher, but
just call me Greg. What is your full name?
Huong:
3.
Greg:
No.
Tom:
The Cambodians call you Ean Sombath. The
Americans call you Sombath Ean. How come?
Sombath:
In Cambodia my family name is first. My
family name is Ean, so Cambodians call me
Ean Sombath. Here, family names are last,
So here my name Sombath Ean.
Tom:
Do you mind having your name turned around?
Sombath:
Some of my friends mind, but for me it's no
big deal.
you have any dependents.
61
My mother and 3 children.
Would you
That's plenty.
�EMPLOYEE ADDRESS CARD
NAME
ADDRESS:
PHONE:
SOCIAL SECURITY #
62
�EDUCATIONAL BACKGROUND
1YPE OF SCHOOL
How Many
Years Attended
NAME AND ADDRESS
Graduated
GRAMMAR OR GRADE
OYesONo
HIGH SCHOOL
COURSE OR MA
OYesONo
BUSINESS OR TRADE
• Yes • No
• Yes ONo
• Yes • No
OTHER
OYesO.No
-
COLLEGE
POST GRADUATE
.
MILITARY SERVICE RECORD
__________ _________________
Have you ever served in the U.S. armed forces? 0 Yes
_.;.
Rank at dkcharge
H yes. what branch? _ _ _ _ _ __
O No
What were your duties in the Service (include special training and duty station)? _ _ _ _ _ _ _ _ __
Have you had any schooling under the G.I. Bill of Rights?
0 Yes
O No
If yes. describe. _ _ _ _ __
PERSONAL REFERENCES
(Excluding Fonner Employers or Relatives)
Name and Occupation
Address
1.
2.
.
.
3.
-
Phone Number
�PRIOR WORK HISTOR y
DATES
From To
(LIST IN ORDER LAST OR PRESENT EMPLOYER FIRST)
NAME AND ADDRESS OF EMPLOYER
.
RATE OF PAY SUPERVISOR'S NAME REASON FOR
AND TITLE
LEAVING
Start
Finish
.
Describe in detail the work you did.
DATES
From To
NAME AND ADDRESS OF EMPLOYER
RATE OF PAY SUPERVISOR'S NAME REASON FOR
LEAVING
AND TITLE
Start
Finish
-
Descnl>e in detail the work you did.
DATES
FROM TO
REASON FOR
NAME AND ADDRESS OF EMPLOYER RATE OF PAY SUPERVISOR'S NAME
LEAVING
AND TITLE
Start
Finish
-
-
Describe in detail the work you did.
RATE OF PAY SUPERVISOR'S NAME REASON FOR
DATES
NAME AND ADDRESS OF EMPLOYER
LEAVING
AND TITLE
FROM TO
Start
Finish
-
Describe in detail the work you did.
May we contact the employers listed above?
If not, indicate below which one(s) you do not wish us to contact.
Occasionally the form of an application blank makes it difficult for an individual to adequately summarize his complete background.
To assist us in finding the proper position for you in our company, use the space below to summarize any additional informatio1t necessary to describe your full qualifications. Also use this space to indicate your geographical preferences or limitations.
�Thank you for completing this application form. and for your interest in employment with us. We would likr to
~ure you that your opportunity for employment with this company will be based only on your merit and on no
other consideration.
PLEASE READ CAREFULLY
APPLICANT'S CERTIFICATION AND AGREEMENT
I hereby certify that the facts set forth in the above employment application are true and complete to the best of my
knowledge. I understand that if employed, falsified statements on this application shall be considered sufficient cause
for dismisul.
Signature of Applicant - - - - - - - - - - - - - - - - - - , - -
DO NOT WRITE BELOW THIS LINE
INTERVIEW
O YES O NO
Date _ _ _ _ _ _ _ _ Hour _ _ _ _ _ _ _ _ _ _ _ _ _ __
.
Result of Interview _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
Acceptable for Employment? _ _ _ _ Starting Rate _ _ _ _ Starting Date _ _ _ _ _ Shift _ _ _ __
0ccupation _ _ _ _ _ _ _ _ _ _"""'-__ Dept. _ _ _ _ _ _ _ _ _ _ Oock No. _ _ _ _ _ __
Interviewed by
Employed by _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
_ _ _ _ _ _ _ _ _ _ _ _ _ _ Approved by _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
65
�01111 Na. 1148-0010
Depertment of the Tr•••ury-lntemal llwenua lervlce
Employee's Wlthholdln1 Allowance Certificate
I
1 Type or print your full name
Eapirn 4-3M3
2 Your social security number
Home addreM (number and street or rural route)
D
D
llnato
I
Married
J Marital . 0 Married, but withhold at hl1h1r llnllt rate
ltatut ...: If married, but ltpllJ MPlrltld, or IPOUII ii I
City or town, State, and ZIP code
nonrnldtnt alien, check the llnllt box.
... .... .
.. . .... ....
.
4' Total number of allowances you art claimln1 (from line F of the workahHt on pa1e 2) •
5 Additional amount, If any, you want deducted from tech pay,
.
I I claim exemption from withholdln1 becaust (lff Instruction• and check boxes below that apply):
ow•
• O
O
Last y11r I did not
any Federal Income tax and had • ri&ht to a full refund of ALL income tax withheld, AND
This ytar I do not expect to owe any F9dtral Income tax and expect to have a rl1ht to • full refund of ALL
Income tax withheld. If both a and b apply, tnttr "EXEMPT'' htrt •
c If you ,nttred "EXEMPT" on llne 15b, art you I full•tlmt studtnt7 •
b
I
-
....... .... .
. . . . . . . . . . . ,• . • ,. [J•
UINNr tllt ,_.ltlN el ..tury, I lffllt, tllef I ... atftllCI II 1M
I •- llltltllCI tD 1111111 the -111 1111111,
•
IEmDloYH'• al•natura
7 Employer's n1me 1nd 1ddreH (lncludlns
IIUMNf ff
wlthlleldlq
•1 1 - - 1l1IMd
III tlllt llftlfltlta, •
II 11111111111 -,tlell ,.._ w!IIIMNl111, 11111
.
D1te
zn• coda) (FOR EMPLOYER'S USE ONLY)
•
11
8
Office code
I Employar
Identification number
·- - - .----···••••·•--·•-·•·•••••-•---•••-- Detach alons i1111 · 1111~~~- .- • · - - - - - - - - - - ~ - - - - - -
A,
Give the top part of this form to your employer; keep the lower part for your records and information.
A
Get Publication 505 from most IRS offices for more Information.
Purpose
The law requires that you complete Form W-4 10
that your employer can withhold Federal Income tu
from your pay. Your Form W-4 remains in effect
until you change it or, if you entered "EXEMPT" on
line 6b above, until February 15 of next year. By
correctly completing this form, you can fit the
amount of tax withheld from your wages to your
tax liability.
Introduction
If you aot I large refund last year, you may be
havina too much tax withheld. If so, you may want to
increase the number of your allowancef on line 4
by claimina any other allowances you are entitled to.
The kinds of allowances, and how to figure them,
are explained In detail below.
If you owed a large amount of tax last year, you
may not be having enouah tax withheld. If so, you
can claim fewer allowances on line 4, or ask that an
1dditional amount be withheld on line 5, or both.
If the number of withholdina allowances you are
entitled to claim decreases to less than you are now
claiming, you must file a new W-4 with your employer within 10 days.
The instructions below explain how to fill in Form
W-4. Publieation 505 contains more information on
withholding. You can aet It from most I RS offices.
For more information about who qualifies es your
dependent, what deductions you can take, and what
tax credits you quality for, see the Form 1040 In•
structions or call any IRS office.
Line-By-Line Instructions
Fill in the identifying information in
boxes 1 and 2. If you are married and want
tax withheld at the regular rate for married
persons, check "Married" In box 3. If you
are married and want tax withheld at the
higher Single rate (because both you and
your spouse work, for example), check the
box "Married, but withhold at higher Single
rate" in box 3.
Line 4 of Form W-4
Total number of allowances.-Use the
worksheet on page 2 to figure your allow•
ances. Add the number of allowances for
each category explained below. Enter the
total on line 4.
H you are single and hold more than one
job. you may not claim the same allow•
ances with more than one employer at the
same time. If you are married and both
you and your spouse are employed, you
may not both claim the same allowances
with both of your employers at the same
time. To have the highest amount of tax
withheld, claim "0" allowances on line 4.
A. Personal allowanc:es.-You can claim
the following personal allowances:
1 for yourself, 1 if you are 65 or older,
and 1 If you are blind .
If you are married and your spouse
either does not work or Is not claiming his
or her allowances on a separate Form W-4,
you may 1110 claim the following allow•
ances: 1 for your spouse, 1 If your spouse
Is 65 or older, and 1 If your spouse Is
blind.
B. Special withholding allowance.Claim the special wlthholdlng allowance
only If you are single and have one Job
or you are married, have one job, and
your spouse does not work. Use this spe•
cial wlthholdlng allowance only to figure
your withholding. Do not claim it when you
file your tax return.
C. Allowances for dependents.-You
may claim one allowance for each depend•
ent you will be able to claim on your Fed·
eral income tax return .
D. Allowances for estimated tax cred·
lt1.-lf you expect to take the credits
(such as child care, residential energy, c~c.)
shown on lines 38 through 46 on the 1981
Form 1040, use the table on the top of
page 2 to figure the number of additional
allowances you can claim. Include the
earned income credit If you are not receiv•
Ing advance payment of It. Also, If you ex·
pect to income average, Include the
amount of the reduction In tax attributable
to averaging when using the table.
For Privacy Act and Paperwork Reduction Act Notice, see back of this pap.
E. Allowances for estimated clecluctions.-lf you expect to itemin deduc•
tions, you can claim additional withholding
allowances. See Schedule A (Form 1040)
to find out what deductions you can
itemize.
You can also count deductible amounts
you pay for (1) alimony (2) qualified retire•
ment contributions (3) moving expenses
(4) employee business expenses (Part I of
Form 2106) as well as (5) the deduction
for two-earner married couples, and (6)
net losses shown on Schedules C, D, E, and
F (Form 1040). Note: Check with your em•
ployer to see if any tax is being withheld
on moving expenses or IRA contributions
the employer •Is paying. Do not include
these amounts if tax Is not being withheld;
otherwise, you may be underwlthheld. For
more details 1ee Publlcatlon 505.
The deduction allowed two-earner mar•
ried couples is 5% of the lesser of $30,000
or the qualified earned income of the
spouse with the lower Income. Once you
have determined these deductions, enter
the total on line El of the worksheet
on page 2 and figure the number of with•
holding allowances for them.
Line 5 of Form W-4
Additional amount, If any, you want deducted from each pay.-lf you are not
having enough tax withheld from your pay,
you may ask your employer to withhold
more by filling In an additional amount on
line 5. Often married couples, both of
whom are working, and persons with two
or more Jobs, need to have additional tax
withheld. You may also need to have addi•
tional tax withheld because you have In•
come other than wages, such II interest
and dividends, capital 1ains, rents, alimony
received, etc. Estimate the amount you will
be underwlthheld and divide that amount
by the number of pay periods in the year.
Enter the additional amount you want with·
held each pay period on fine 5.
Form
W-4
(Rev. 1-82)
�..... 2
Form W-4 (Rev. 1-82 1
Line 6 of Form W-4
Exemption from wlthholding.-You can
claim exemption from withholding only If
l11t YHr you did not owe any Federal In•
come tax end had a rlaht to a refund of all
Income tax withheld, and this year you do
not expect to owe any Federal Income tax
and expect to have a right to a refund of all
Income tax withheld. If you qualify, check
boxes 6a and b, write "EXEMPT" on line
6b and answer Yes or No to the question
on line 6c.
If you want to claim exemption from
wlthholdlna next year, you must file a new
Form W with your employer on or before
February 15 of next year. If you are not
havln1r Federal Income tax withheld this
•
year, but expect to have a tax liability next
year, the law requires you to 1ive your em•
ployer a new Form W by December l of
this yHr.
If you are covered by the Federal Insur•
.ence Contribution, Act, _your employer
must withhold aoclal HCUl'ltY tax.
A fine of $500 may bt charted If you
file a Form W-4 which decre11H the tax
withheld with no rH10n1ble b11l1 at the
time for the decrees•. In addition, crlm•
lnal penalties apply for willfully 1upplyln1
false or fraudulent Information or fallln1
to supply Information requlrln1 an lncre11e
In wlthholdln1.
Your employer mutt tend to IRS any
Form W cl1lmln1 more then 14 withhold·
•
•
ing allowances or claiming exemption from
withholding If the wages are expected to
usually exceed $200 • weak.
Privacy Act end ,aperwork ~ I o n
Act Notlce.-lf you do not 1tve your employer a certificate, you wtll be treated 11 1
1in1l1 person with no wtthholdln1 11lowancn II required by lntem1I Revenue
Code sections 3402(1) 1nd 3401(1).
We ask for this Information to carry out
the Internal R1vinu1 laws of the United
States. We may 1tv1 the Information to the
Department of Justice for civil or crlmlnel
litigation and to the St1tea and the District
of Columbia for use In admlniat1rtn1 their
tax laws.
Table for Figuring Your Wlthholdin1 Allowances For Estimated Tax Credits and Income Avera1ln1
Eltlm•tld Salaries
and W1111 from
111 Sourcu
Hted tf
Slnale Empto,ea
(A)
$ 100
140
155
160
165
37Q
530
915
~•>
$160
175
240
310
355
.260
Under $10,000
10,000-15,000
15,001-20,000
20,001-25,000
25,001-30,000
30,001-35,000
35,001-40,000
40,001-45,000
45,001-50,000
50,001-55,000
55,001-60,000
Over 60,000
Hou1thold Elllplo,...
~A)
$ 20 $160
50
175
0
240
0
310
0
3!55
370
0
0
370
0
370
36!5
370
965
370
1,!56!5 370
3,08!5
370
370
370
370
370
370
370
(8)
1,555
2,205
2,855
4,415
M nltd Empie (WIien
•
SpoUM not
plopd)
(A)
ii!
75 $ 80
$
150
85
180
110
220
115
151)
245
290
150
330
165
370
280
370
380
370
690
370
1,040
370
2,230
Married bl,..,._ (Wllta
lotllSpOUNllrtbl~
i~
!•!
88!5
1,230
$ 6!5
7!5
1!50
16!5
180
200
1,605
22!5
$ 10!5
295
410
605
2,17!5
24!5
2,665
24!5
3,195
3,735
5,31!5
27!5
280
370
Worksheet to Figure Your Wlthholdln1 Allowances to be Entered on Line 4 of Form W-4
A Personal allowances
•
•
•
,
•
•
•
. •
,
.
.
B Special withhold ing allowance (not to excead 1 allowance-see lnatructlon1 on page 1)
C Allowances fo r dependents . • • • • • • , , • • , • • • . . . . • . • . . •
0 Allowances for estimated tax credits and Income averaging: (use table above for figuring withholding allowances)
_A_, _____
_a_, _____
j
B
~
1 Enter est imated tax credits and estimated tax reduction from Income averaging. . . . - ~
2 Enter the co lum n (A) amount for your salary range and filing status (slnale, etc.) . . . . . S
3 Subtract lir.i: 2 irom line 1 (If zero or less, do not complete lines 4 and 5) . . . . . . . S
~ ;
4 Find the coltJ mn (B) amount for your salary range and filing status , • • . . . . . .
S
~:-{.
5 Divide line 3 hv line 4. Increase any fraction to the next whole number. Thia la the maximum number of with• ~~:
holding allowa~ces fer estimated tax credits and Income avera1in1. Enter hare. . . . . . . . . .
Example: A taxpayer who expects to file a Flc:leral Income tax return aa a alngle person estimates annual wages ~~
of $12,000 and tax credits of $650. The $12,000 falls In the wage bracket of $10,000 to $15,000. The ~
va lue in column (A) ia 140. Subtracting this from the estimated cred its of 650 leaves 510. The value in
column (6) is 175. Dividing 510 by 175 gives 2.9. Since any fraction Is increased to the next whole num•
ber, !.how 3 on line D.
E Allowances for estimated deductions:
1 Enter the total amount of your estimated Itemized deductions, alimony payments, quali·
fied retiremen t contributions, deduction for two-earner married couples, business
S
1
losses, mov ing expenses, and employee business expenses for the year .
.
f {t
• W't.f.
• ________,
2 If you do not plan to itemize deductions, enter $500 on line E2. If you plan to itemize,
find your tot3I estimated salaries and wages amount in the left column of the table be •
low. (Include salaries and wages of both spouses.) Read across to the right and enter the
amount from t t1e column that applies to you. Enter that amount on line E2 .
.
Single and Head
Estimated salaries
of Household
Married Employees
Employees with more than
• nd wages·rrom
Employees
(one spouse working
one fob or Married Employees
111 sources:
(only one job)
and one fob only)
with both spouses working
Under $10,000
. $2,800
$3,900 •
$3,900
2,800
S,900
5,600
10,00~30,000
30,001-40,000
3,300
3,900
,
7,700
13% of estimated
10% of estim1t1d
{ 21 % of estimated
Over $40,000
• 11l1rtes and w11es • · ' ' 11l• rles and wages
1salaries and wages
3 Subtract line E2 from line El (But not less than zero) •
,
, • •
•
•
2
$
%%
j
•
4 Divide the amount on line
$
E3 by $1,000 (increase any fraction to the next whole number). Enter here
*
U.S. GOYDINIIIENT l'IIIKTING ClfFlCZ : 1 ti 1-J4l
•
•
F Total (add lines A through E) . Enter total here and on line 4 of Form W-4 .
67
~
3
•U
u.ot1,1> 0
~
_E_, ____
F
�Lesson 17
JOB SECURITY
VOCABULARY:
- Hiring Practices
company physical
illness
accident
leave of absence
seniority
probation
training
qualifying
evaluation
qualification
upgrade
downgr'a~~
attendance
work habits
skills
operations
depends
period
eligible
ability
job rating
re-evaluation
stethescope
GRAMMAR:
Present perfect, future, just still
Idiom: got to go
DIALOGUE:
You're new aren't you.
Yes, I just started last week.
Tom:
Have you had your physical yet?
Pen:
2.
Tom:
Pen:
1.
Yes, last week.
Choeuth:
How long has your probation period lasted?
Soeuth:
It lasts for 60 da ys altogether. I've
only been working 35 days. So, I've got
25 days to go.
Choeuth:
Good luck!
Soeuth:
Thanks. I'll need luck, and good attendance,
good work habits, and good skills.
68
The stethescope was freezing!
�Lesson 17
READINGS:
1.
Company Physicals: to make sure you are physically able to assume
the - duties for which you have been hired, all new employees are given
a preemployment physical. Satisfactory results are a pre-requisite
to employment. Also_ you may be asked to take a physical, at Company
,
expense, when returning from an illness, accident or leave of absence.
2.
Seniority: Seniority is defined as your length of continuous service ·
since your most recent date of hire. It is a factor in job bidding
vacations, sick leave, pension credits, hourly job reduction, recall, : ::. -.
etc.
3.
Probationary Period: Your first .sixty(60) calendar days of employment
constitute yGur probationary period. In unusual circumstances, this
period may be extended by your Supervisor, but you will be advised if
this occurs. Dur'ing ·your probation, you are measured on your attendance
your work habits, and your skills in performing various operations. During
this period, you may be discharged at the discretion of the Company if
you are failing in any way. Upon successful completion of your probationary period, you become eligible for medical and dental benefits and
life insurance; participation in the Bard Stock Purchase Program and the
Savings Bond Program.
4.
Job Evaluation System: TO establish fair pay, the relative values
of each job are determined through a job-evaluation system. These
evaluations are achieved using a formal job-rating system.
Job evaluation is not related to job per f ormance. Rather it compares
the skill, experience, education, effort, responsibility, and conditions
of a job to those same elements of other graded jobs.
This process results in the assignment of numbered grades. These
grades are then applied against established pay scales ranging
from the minimum for beginners to the maximum for experienced employees.
5.
Re-Evaluation: by definition, a job is an accumulation of tasks.
When one or more of those tasks changes, it may be necessary to
re-evaluate the job to determine that it is still being compensated
properly. Re-evaluation results in one of the three conclusions:
reaffirmation of grade, upgrade, or downgrade.
Where the grade is reaffirmed, there is no change in compensation.
When the grade is re-evaluated upward, the incumbent is compensated
at the new grade level. When the job is downgraded, the incumbent
is red-circled for a period of up to one year. This protects you
against loss of wages and gives you a reasonable period of time to
bid into another job.
69
�Lesson 18
HOURLY JOB BIDDING
VOCABULARY :
advancement
duties
posted
bulletin boards
sign up
senior bidder
disqualify
transfer
position
seniority
work leader
description
orderly
date
opening
time
qualify
rate of pay
award
plenty
next senior
fair
rate range
qualifications needed
bid closing
job bid form
seniority only
successful
available
grade 1-4
not only seniority
FORMS AT WORK - HOURLY JOB BID FORM
(Review: Date, Hire, Position, Department)
VOCABULARY:
bid
present
grade
positions
skills
below
clerical
background
qualifications
evaluate (ing,ion)
try for it
overtime
line
technical
prior
experience
restrictions
prevent
duties
hourly
MATERIALS:
- flashcards for vocabulary: on form
DIALOGUE:
Hong:
Chhuon:
Hong:
Chhuon:
Did you see the job bid posted?
No. Does it look good?
Yes. I got an extra job bid form for you.
Do you want to try for it?
Yes. Thank you for getting an extra form.
70
�Lesson 18 (Cont.)
READING:
Hourly Job Bid System: the ~ob Bidding System provides an opportunity
and prevents the possibility of discrimination because of race, color,
religion, age, sex, national origin, or handicap.
Each opening will be posted for seventy-two (72) hours (three working
days) on certain bulletin boards throughout the plant. These postings
contain a description of the duties. rate range, the qualifications
needed, and will indicate the date .and time of the bid closing. You
must sign up for each bid in which you are interested.
To bid for a job, you must complete .a job-bid form.. (Sample of the
form · is on page
). Selection. will be made on seniority and qualifications.
The gaining Supervisor reviews the Personnel file of the most senior
bidder. If warnings are in existence, the Supervisor may disqualify
the senior bidder on this basis.
When you are a successful bidder, ~u will receive your new rate
of pay immediately upon transferring to the new job. If you do not
transfer immediately, you will receive it when transferred or beginning
two weeks from the date the job is awarded, whichever occurs first. You
must, in any case, be transferred to your new job within 4 weeks of
the award.
71
�HOURLY JOB BID FORM
NAME
DATE OF BID
DATE OF HIRE
PRESENT DEPARTMENT
PRESENT POSITION
GRADE
JOB BIDDING FOR
GRADE
BACKGROUND/QUALIFICATIONS
Please list any information you feel would be helpful to us in evaluating -:·
your qualifications for the job you are bidding for. All prior experience
at USCI should also be listed.
Do you have any restrictions that prevent you from working overtime?
DO NOT WRITE BELOW THIS LINE
-------------------------·--~~---------------------------------------------TARDINESS RECORD
ABSENCE RECORD
REMARKS:
Employee is:
SELECTED
REJECTED
REASON:
Interviewed By:
PERSONNEL
SUPERVISOR
Notified By:
4/82
DATE:
7?
�HOW TO COMPLETE AN HOURLY JOB BID FORM
1.
Obtain correct bid form for position:
Hourly - supplied in Personnel Office or on a Job Bid Bulletin Board.
2.
Please Print in the following information:
Name
Date of Bid
Date of Hire
Present Position and Grade Level
Job Title
Job Grade
3.
When you are bidding on a job, please use the correct title and level
which should be taken off the Job Bid Form. Please do not make up your
own title and grade level.
4.
Hourly Job Bid Forms should be evaluated by your supervisor before
submitting to the Personnel Office.
5.
Job openings will always be marked if they are on second shift. You must
indicate whether you want first or second shift when bidding on a job
where openings are available on both shifts. If you do not indicate
shifts, it will be assumed that you are interested in the job of your
current shift. I suggest you indicate preferred shift to avoid confusion.
6.
All Job Bid Forms must be submitted within the 72-hour period the job is
posted. It is each employee's responsibility to be sure their job bid
is in by the time the posting comes down. It is not their supervisor's
responsibility.
7.
One Job Bid Form should be submitted for each job.
The Job Bid System was designed to insure a fair upgrading procedure for
all employees. In order for it to continue to be consistent and fair, we
must request that each employee follow the proper procedure when using
the system. If the correct procedure is not followed, the job bid will
be considered invalid.
You may obtain information needed; i.e. date of hire, grade level of job, etc.
from the Personnel Office or your supervisor at any time.
USCI/Bard Implants is an equal opportunity employer.
73
4-7-82
�CLERICAL/TECHNICAL JOB POSTING FORM
NAME
DATE OF BID
--------------------------
DATE OF HIRE
-------------
PRESENT POSITION
JOB POSTING FOR
-------
PRESENT DEPARTMENT
--------'---------------------------- GRADE -------
------------------------
GRADE
BACKGROUND/QUALIFICATIONS
Please list any information you feel would help us in evaluating your qualifications
for the job you are bidding for. All prior experience at USCI/BID should also be listed.
Do you have any restrictions that prevent you from working overtime?
PRESENT SUPERVISOR'S EVALUATION (MUST be filled out BEFORE submitting to Personnel Office
in order to be considered for position posted)
REMARKS:
Absence Record
-------------
Tardiness Record
--------------
Supervisor:
Signature
Print Name
Interviews:
Disposition:
Date:
Notified By:
7 L1
�Lesson 19
GOOD WORK AND BAD WORK
VOCABULARY:
good work
no good
nice going
not bad
right
poor job
slow
mistake
OK
that's nice
that's wrong
very good
wrong
GRAMMAR:
imbedded sentences
Peter said that
it 's good work
it's OK
EXCERISE:
Students:
Listen to vocabulary announced by teacher. Repeat
vocabulary after teacher. Listen again. For every
phrase of "good work", students raise 1 finger. For
every phrase of "bad work", students raise 2 fingers.
Do this listening exercise until students can distinguish
expressions of "good work" from expressions of "bad work".
Repeat the exercise, but this time teacher raises her
voice and softens her voice to show that a loud voice
or a soft voice does not change criticism to praise.
Teacher:
good job
nice going
good work
not bad at all
you work fast
no good
not good
poor job
poorly done
you work too slow
you made a mistake
do it agian, faster
OK
pretty good
Listen again and repeat after teacher.
Listen and hold up 1 finger for "praise,
2 fingers for "criticism".
75
�Lesson 19 (cont.)
EXERCISE:
good job
no good
wrong
good work
not bad at all
wrong
you work fast
you work too slow
Listen again, for "praise" students say "thank you"
for "criticism" student say "I understand"
"please show me again"
"Should I do it again?"
WORK HABITS
VOCABULARY:
hard worker
on time
clean/neat
good-natured
not dependable
reliable
remember
pleasant
lazy worker
late
messy
moody
dependable
unreliable
forget
unpleasant
stick with it
give up
efficient
wasteful
careful
careless
cooperative
uncooperative
GRAMMAR:
should, comparative:
er, more, est
MATERIALS:
- flashcards
- pictures of one or more workers .to illustrate characteristics
- picture of What's wrong here
76
�Lesson 19 (cont.)
CONVERSATIONS:
Kane to her Supervisor
1.
Do I take long .coffeebreaks?
Yes you do.
2.
No, you don't.
1.
Do I come on time every day?
1.
Do I learn new things?
2.
Yes, you do.
2.
Yes, you do.
1.
Can I have a raise?
2.
Yes, you can.
1.
Do I
2.
work hard?
LISTEN TO THE STORY
WRITE SENTENCES ABOUT KANE
1.
got promoted
2.
a good job
3.
a raise
4. · happy
5.
his wife
6.
work hard
77
�Lesson 20
ACKNOWLEDGING THAT YOU UNDERSTAND DIRECTIONS .GIVEN/PROBLEMS
VOCABULARY:
I understand
I don't understand
I don't understand very well
now you do it
I'll ••• it first
make it
watch this carefully
watch me carefully
not bad
a little faster
smoother
larger/smaller
rough surface
lost days production
bad taper
bad trim
kinked
this needs trimming
hard to handle
watch out for
look out for
sure
no problem
that's it
'please do ic· again
please do it more slowly
please show me again
good going
that looks good
let me show you
shorter/longer
more slowly
tighter/looser
wrong
proper dimensions
reject
waste
don't be afraid of
asking for help
return to be worked on
almost
speak loud er
GRAMMAR:
Idiom: come out right; it looks like; why don't you ....
modal: should
this needs trimming
this needs to be trimmed
Demonstratives: this, that, other
Gerund: passive
MATERIALS:
- samples of rejects
DIALOGUE:
1.
Mary:
This one looks good.
Savath:
Thank you
79
�Mary:
Savath:
Peng:
Frank, can you help me?
Sure.
Peng:
This doesn't look right and I'm not sure
how to fix it.
Frank:
It 1 s almost right.
Peng:
Thank you.
Syvang:
Mary, I can't get this to come out right.
Mary:
It looks like something's wrong with the
machine.
Syvang:
What should I do now?
Mary:
Why don't you help Hong trim those while we fix
the machine.
Syvang:
4.
Yes, and that other one; too.
Frank:
3.
Should I do it again?
Mary:
2.
That one bas a rough surface.
OK.
Savath:
Please show me again what a reject is?
Mary:
Look for material that is kinked, rough, or has
bad trimming at the end.
Savath:
Like this one?
Mary:
Yes, the end is trimmed wrong. Let me show you
how to retrim it. There, that looks good.
Savath:
Thank you.
Mary:
No problem. I think you understand what to
watch for now.
What's the problem?
I'll show you how to fix it.
Thank you.
80
�Lesson 20 (cont.)
5.
Yin:
I have a problem with this machine. I cannot
insert the shaft stock on to the mandrel.
Dale:
Watch me. · Always be sure to insert the large
lumen over the mandrel with the small lumen up.
Yin:
Should I measure the skive?
Dale:
Yes, it should be 11 cm from the end of the stock
and 3 mm long. If it is not, it is a reject.
Yin:
Does this mean the machine is broken?
call you?
Dale:
Yes, stop running it and call me. I will fix it.
If you ever have a problem on quality or the
machine, please call me right away.
81
Should I
�Lesson 20
A SHORT STORY ON PROBLEM SOLVING
Hanh has been working on the second shift for six weeks now.
happy because it is difficult for him to find a ride home at 12:30.
he applied for this job be wanted to work on the first shift.
He is not
When
Peter told him that
that he would be working on the second shift for a short time only.
As soon
as there is an opening on the first shift he would be transferred to the first
~
shift.
Hanh talked to Peter two weeks ago about his problem working on the second
shift.
Peter told Hanh that he understood Hanh's problem and that he is working
on it.
Two weeks have passed.
Hanh was very worried.
Peter told him not to be worried.
He talked to Peter again.
He said he would let Hanh know immediately
when there was an opening on the first shift.
Last night Peter told Hanh that there is an opening on the first shift
and he will be working on the first shift starting tomorrow.
now.
Hanh is happy
He does not have to worry about finding a ride home at midnight any
more.
Whenever you have a problem at work, talk to your immediate supervisor.
He will help you to solve your problem.
ROLE PLAY.:
1-one student gives directions--the other doesn't understand
2-one student does a procedure wrong--the other critizes the first
Discuss asking for clarification and criticism in Indochina and the U.S.
Vocabulary matching quiz
Listening quiz
82
�Lesson 21
MEDICAL INTERVIEW
(Review: Adverbs of Frequency)
(sometimes, always, never, usually)
VOCABULARY:
fainted
kidney
twice
bladder
paralyzed
disease
hernia
varicose veins
medicines
fractured
drugs
medical treatment
physical
taking
workman's compensation
space
true
witness
complete
confidential
but
rheumatic fever
twitching
chronic
operation
serious
illness
emotional
problem
treatment
used to
anymore
GRAMMAR:
need with to
Present Perfect: Have you ever
---?
Do you/are you (yes-no question)
Embedded Sentence:
Did a doctor ever say
Adverbial Clause:
Yes I did, when
------?
------
(Review: Parts of the Body)
(physical, limit)
VOCABULARY:
injured/injury
compensation
glasses
distance
contact lenses
examination
joints
doctor
allergic
coughing
blood pressure
pains, painful
thumping
bother(ed)
asthma
83
chiropractor
sensitive
tender
break out
• rash
hearing loss
swollen
�Lesson 21 (cont.)
DIALOGUE:
1.
Yes, I do.
Nurse:
Has a doctor ever said your blood pressure was
too high?
Tou:
Yes, he has.
Nurse:
Do you suffer from asthma?
Ter:
I used to, but I don't anymore.
Nurse:
Does-your skin break out in a rash?
Ter:
3.
Do you need glasses to read?
Tou:
2.
Nurse:
Yes, sometimes when I eat shrimp.
Nurse:
Do you have ,·pains in the heart or chest?
Men:
No, never.
Nurse:
Do you wear glasses or contact lenses?
Men:
Glasses.
84
When I was pregnant.
�user
DIVISION OF C.R. BARD
MEDICAL DEPARTMENT QUESTIONNAIRE
CONFIDENTIAL
NAME _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ TELEPHONE _ _ _ _ _ _ _ __
ADDRESS
------------------------------------------
NOTIFY IN CASE OF EMERGENCY _ _ _ _ _ _ _ _ _ _ _ _ _ _ TELEPHONE _ _ _ _ _ _ _ __
1.
Do you have any physical or health limitations?
_ _ yes _ _ no
2.
Have you ever been injured at work?
_ _ yes _ _ no
3.
Are you now receiving compensation for any injury?
_ _ yes _ _ no
4.
Do you need glasses to read?
_ _ yes _ _ no
5.
Do you need glasses to see things at a distance?
_ _ yes _ _ no
6.
Do you wear glasses or contact lenses?
_ _ yes _ _ no
7.
Date of last eye examination.
8.
Do you have any hearing loss?
9.
Do
_ _ yes
yes
you suffer from asthma?
no
no
_ _ yes _ _ no
10.
Are you allergic to any foods, dust, animals, vegetation?
11.
Are you troubled · by coughing spells?
yes
no
12.
Has a doctor ever said your blood pressure was too high?
yes
no
13.
Do you have pains in the heart or chest?
_ _ yes
no
14.
Are you ever bothered by thumping of the heart?
yes
no
15.
Do your
yes
no
16.
Have you ever had pains in your leg, or sciatica?
yes
no
17.
Have you ever had an injury to your back?
yes
no
18.
Have you ever seen a medical doctor, osteopath, or chiropractor
regarding your back?
yes
no
19.
Is your skin sensitive or tender?
yes
no
20.
Does your skin break out in a rash?
_ _ yes
no
21.
Have you ever fainted more than twice in your life?
yes
no
22.
Was any part of your body ever paralyzed?
yes
no
joints become painfully swollen?
85
�MEDICAL DEPARTMENT QUESTIONNAIRE
Page 2
23 • . Has a doctor ever said you have a hernia?
24.
Has a doctor ever said you had kidney or bladder disease?
25.
As a child did you have rheumatic fever, growing pains, or·
twitching of the limbs?
26.
Do you suffer from any chronic diseases or have a known medical
condition?
_ _ yes _ _ no
yes
no
_ _ yes _ _ no
yes
no
27.
Did a doctor every ~y you bad varicose (swollen) veins?
_ _ yes _ _ no
28.
Did you ever have a serious operation?
_ _ yes _ _ no
29.
Did you ever have a serious injury?
_ _ yes _ _ no
30.
Have you ever injured your knees?
_ _ yes _ _ no
31.
Have you ever fractured or broken a bone?
_ _ yes _ _ no
32.
Are you presently taking any medicines or drugs?
_ _ yes
no
33.
Have you had any medical treatment during the past three years?
_ _ yes
no
34.
Date of last physical examination?
35.
Does wearing jewelry give you a rash?
_ _ yes
no
36.
Have you ever received worlanen's compensation for injury or
illness?
yes
no
Have you received treatment for an emotional problem?
yes
no
37.
(DO NOT WRITE IN THIS SPACE)
I hereby certify that all statements and answers provided by me in this questionnaire are
complete and true to the best of my knowledge. I agree that they are to be considered
part of the basis for employment by USCI, and I give permission for this examination. I
hereby authorize any physician or any other person who has attended me to make a full
disclosure to the Medical Department of the Company of any information in his knowledge
concerning my medical history.
WITNESS:
---------------- SIGNATURE:
DATED:
86
�I
\
'
\_------shoulder
back
1
toe
87
�•
\
t
forehead
'
eyebrow
eyelashes
eye
moustache
lip
-··
89
�•
90
. i
~
�Lesson 22
SAFETY/SECURITY
VOCABULARY:
safety glasses
watch out
no open toe
gloves
first aid
safety shoes
speed· limit
cautious
badge
cameras
emergency room
handle with gloves
buttoned
smoking
shoes: closed heel
closed toe
challenged
tape players
protect
no open heel
ear protection
minor
plastic
emergency
speeding
safety masks
not permitted
approval
get burned
smocks
hats
work floor
exits
OK
radios
be sure
required
report
asbestos
medical treatment
accident
pay attention
careless
accompanied
tape recorders
worker's compensation
take it out with gloves
cover all hair
no smoking
off limits
bags
headphones
GRAMMAR:
Imperatives
Modals: should, must, have to, d' better
Idiom: How come?; Never mind
MATERIALS:
- samples of safety clothes
- pictures of possible accidents
DIALOGUE:
Be very careful.
OK.
Mary:
Be sure you always wear these asbestos glbves.
Ly:
2.
Mary
Ly:
1.
OK.
Frank:
Where are your safety glasses?
Khay:
Oh, I don't really need them, do I?
Frank:
You sure do. You only have two eyes.
better take care of them.
91
It's very hot.
You'd
�Lesson 22
DIALOGUE:
3.
ae's getting a warning.
Saveth:
How come?
Tom:
He was speeding in the parking lot.
almost hit someone.
Loi:
It doesn't hurt very much.
Mary:
Never mind, let's just go to the nurse and
check it out.
Loi:
OK.
Lisa:
What's wrong?
Piou:
I fell and my back hurts.
Lisa:
Can you get up?
Piou:
No, I can't
Lisa:
5.
What happened to John?
Tom:
4.
Saveth:
Don't move.
He
Thank you.
I'm going to call the supervisor.
READINGS:
1.
On-the-Job Injury or Illness: any incident which results in your
sustaining a work-related injury or illness, no matter how minor
it may seem, must be reported to your Supervisor immediately.
Your Supervisor will determine if a written report is necessary
which you will be asked to review and sign. Minimal first aid
supplies are available in your work area for your use. If medical treatment is necessary, you should visit the nurse's office for
emergency first aid. You also may go to your own doctor or you may
elect to accept medical attention provided by the compa ny,
normally through the hospital emergency room. Where t "
ime away
from work is required because of your injury or illness, Worker's
Compensation laws will apply.
All accidents are investigated and analyzed. Those which are
caused by unsafe conditions are corrected through Engineering
action. Those which result from operator inattention or carelessness are handled through individual counseling
93
�Lesson 22
READINGS:
2.
Plant Nurse: a Plant Nurse is available to provide emergency
care for industrial injuries and personal illness, Monday through
Friday·.
She will provide first aid treatment as well as evaluate the need
for ·referral for further medical treatment. She will be actively
involved in the Safety Committee and Accident Prevention and Investigation.
If you desire to visit the Nurse, your Supervisor will make the
necessary arrangement. There may also be times when your Supervisor· refers you to the Nurse for first aid, counseling of evaluation.
3.
Security: generally USCI's/Bard Implants plants are closed facilities
with visitors permitted for business purposes only. Visitors ·
are required to register, wear a badge, and be accompanied when in
any area other than the general office. Cameras or tape recorders
are .not permitted beyond the Reception Desk without specific
approval.
94
�FACILITIES ORIENTATION
l.
Familiarize yourself with~ Fire Exits throughout the Plant.
A.
2.
If the Fire Alarm System goes off (loud horns will sound), evacuate the building immediately (no exceptions).
A.
B.
C.
D.
E.
3.
Fire evacuation plans are posted in all public areas.
Familiarize yourself with fire evacuation routes and
fire door locations.
Building I Employees MUST assemble away from the building
along the riverside. Building II Employees MUST assemble along the medium strip
between Building I and""""II:'"
·
Beadcounts will be taken immediately for accountability.
When the alarm system goes off, our Plant Fire Brigade
will insure that all personnel are vacated.
If you hear a steady tone on the PA System (DO NOT
evacuate) - This signal is for the Plant Emergency Team
and means the fire alarm system in another building
has been activated.
If you see a fire or smoke:
A.
B.
Activate the fire alarm system.
Pull stations are located at all exit doors and in the
following areas:
Building
Building
Building
Building
Building
c.
D.
-
I
I I I II-
one
one
one
one
one
in the Main Corridor, Lower Level
in the Main Corridor, Upper Level
in the Receiving Dock Area
in the Manufacturing Area
next to the Sterilization Area
To activate Pull Station, break glass and push lever down.
Call ext. 133 if time permits to report exact location of
fire.
4.
All other emergencies - if someone gets hurt or any kind of failure or maintenance emergency or spill of toxic or flammable
substance should occur, call ext. 133 to summon the Plant Emergency
Team.
S.
Fire Extinguishers:
A.
B.
c.
Most are ABC rated.
All in-plant fire extinguishers can be used on any type
of fire without injury to the user.
Do not attempt to fight a fire if toxic smoke is present
or the fire is out of control - activate alarm system and
evacuate.
95
�Facilities Orientation
6.
-2-
Plant Safety:
A.
B.
c.
D.
Report all safety problems to your supervisor as soon as
possible.
If you see a serious safety problem, call the Facilities
Manager or Plant Nurse immediately.
Use common sense and don't you create a safety ·hazard
in the work place.
Read the Safety Bulletin Boards and feel free to write
up your ideas or suggestions on safety or concerns you
have.
E.
F.
G.
The Plant Safety Committee meets monthly. Each major
department is represented. Get to know who your representative is and feel free to ask them questions or point
out your concerns to them.
Don't assume that your supervisor has taken every precaution
for your safety. Feel free to ask questions on what personal
protective equipment you should have and any other precautions
you need to know of.
Common safety violations to look out for:
1.
2.
3.
4.
5.
6.
7.
Fire door blocked
Spills or other tripping hazards
Compressed air cylinders unsecured
Improper storage of flammable materials
Safety gear (gloves, eye protection, etc.) not being
used where required
Improper storage and housekeeping.
Security and Parking:
A.
B.
Ample parking is available in both parking lots.
Please observe the following company rules on parking:
1.
2.
DO NOT park in any of the fire lanes.
Reserved -areas for visitors, handicapped persons,
company vehicles and VIP's are for those functions
ONLY.
3. · Make certain your car is locked at all times.
4. Let the Facilities Department know if you must leave
your car overnight in any company parking areas.
c.
D.
E.
F.
A Traffic Officer on Concord Road is on duty from 6 A.M.
to 8 A.M. and from 3:15 P.M. to 5:15 P.M. Monday through
Friday for your convenience.
Please wear your company ID badge at all times while you
are in the buildings.
Challenge any and all strangers you see entering your areas.
Lock up files, desks, tools and confidential information at
the end of the work day.
96
�Lesson 23
CALLING IN SICK
(Review: Switchboard, Supervisor, Department)
(Names of Departments and Readings on Sick Pay)
VOCABULARY:
intestinal grip
hope
feel better
hold{ing)
moment
healthy
just
headache
stomach
flu
fever
note
message
take
bad
better
toothache
early
GRAMMAR:
Future:
Modals:
Idioms:
'11, will
can, may
Just a minute; Tied up; At the moment; That's too bad;
Can take me
DIALOGUE:
1.
Switchboard:
Good morning, USCI.
Phuong:
May I
Switchboard:
Just a minute, please.
Mary:
Hello, this is Mary.
Phuong:
This is Phuong Nguyen.
come to work today.
Mary:
That's too bad.
Phuong:
I have a headache and a fever.
Mary:
Do you think you'll be better tomorrow?
Phuong:
I hope so. I will call in tomorrow morning if
I am still sick.
Mary:
OK.
please speak to Mary in the ••. Department.
I am sick today.
What's the matter ?
I hope you feel better tomorrow.
97
I cannot
Bye bye.
�Lesson 23
DIALOGUE:
2.
Thank you for holding.
Ry:
May I please speak to Frank
department?
in the
Switchboard:
Frank is tied up at the moment.
a message?
Can · I take
Ry:
This is Ry V~. I can't come in to work today.
I have a -.·bad:·stomach ache. I'll try to come
tomorrow.
Switchboard:
OK.
Ry:
Thank you very much.
Switchboard:
That's OK
Ry:
Good-bye.
Switchboard:
Good-bye.
Phan:
My doctor says I have measles.
Frank:
You'll be out more than 4 days then. Be sure
to get a note from a doctor that say s that you
are healthy. Bring the note with you when you
come back to work.
Phan:
4.
USCI.
Switchboard:
3.
Switchboard:
OK.
Ly:
I have a bad toothache.
Please hold.
I'll give Frank the message.
Thank you.
at 3:30 tomorrow .
Frank :
OK.
Can I help you?
M dentist can take me
y
May I leave early?
Thanks for telling me a day early.
98
�Lesson 24
LOT HISTORY AND MOVE TICKET
(Revi·ew: Copying Numbers, Writing Numbers)
(Accuracy in Counting)
VOCABULARY:
Words
division
item
CM (centimeters)
fc
finished
component
delete
SA (subassembly)
traceability
description
accountability
VOCABULARY:
SG (spring guide)
IN (inches)
number
lot
history
order
RM (raw materials)
--,>over
operation
lists
fill in
date
production
control
qty (quantity)
responsible
individual .
rejects
component
indicates
measurements
blank
Phrases
division item number
lot order date
lot history
production
control
lot number
operation description
lot qty. number
start qty. number
complete date
responsible individual
complet~ qty.
delete qty.
number completed
*****************************************************************************
*
*
*
*
*
*
*
*
*
COMP ANY MUST PROVE:
*
*
*
*
*
*
*
*
!
!
:
What components
Who worked on it
What happened to the finished component
*
t
t
!
*
*
*
*
*
*
*
*
*****************************************************************************
99
�Lesson 24
VOCABULARY: Match
fc
sg
02 - 0
01 - 0
SA
spring guide
start quantity
sub assembly
first operation
lot quantity
second operation
over
finished component
raw materials
>
lot qty
rm
start qty
MATERIALS:
-
sampie form - blank and filled out
{Personnel) Tape/visual on lot history
Vocabulary sheets
Flashcards of . works on form an4 for phrases, words
at?breviations employees are expected to read and write
MATERIAL MOVE TICKET
VOCABULARY:
Phrases
date
move ticket number
number of rejects received
operation number
division item number
number of rejects sent
lot number
GRAMMAR:
if, but
DIALOGUE:
1.
Sanh:
What do I fill in?
Mary:
Fill in these:
quantity.
Sanh:
What about add qty., delete qty., and secondary
documents?
Mary:
Did you add everything?
Sanh:
No.
Mary:
Any rejects?
Sanh:
No.
100
complete date, your name, complete
�Lesson 24
DIALOGUE:
Mary:
Sanh:
Then leave them blank, but be sure to write the .
compo~ent lot number here.
Sanh:
OK.
Frank:
:Bong, we had a problem with one of your lots.
:Bong:
What happened?
Frank:
I think you subtracted your rejects.
count the complete quantity.
:Bong:
Isn't it the same?
Frank:
Sometimes the person before you makes a mistake.
If you don't count, the mistake gets carried on.
Bong:
Oh.
Frank:
Take the time to count them from now on, ok?
Bong:
3.
No.
Mary:
2.
Any secondary documents?
Ok.
Hanh:
What should I write here?
Dave:
You should write
Hanh:
How about here?
Dave:
No.
Thank you.
You should
I see the problem.
Thank you.
You don't write anything there.
101
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FIN ENO
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c,s-, I 'tOUf
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�TEACHER REFERENCE - Lot History
A.
Employees must understand the importance of a Lot History ie. for Traceability:
B.
The following is included on a Low History form:
1.
A division item number identifies the component (product) being built.
example: FC 4670565 FC means finished component.
2.
Another number indicates the measurements of a particular component.
example: SG 035IN x 145CM
The component is a Spring Guide.
The spring guide. measurements are .035 inches
by 145 ~ntimeters.
3.
There is a Lot Order Date. This indicates the date that the LOT
HISTORY was ordered from Production Control.
4.
There is a Lot number. This number is for easy future reference and
should not be confused with the division item number. If there are
problems in the field (field -- hospital use of USCI components),
then the · component can be traced back through the production process
by Lot Number.
5.
There is a Lot Qty number indicating the amount of a single lot.
6.
There is a Start Qty number indicating the number of pieces when
production begins.
7.
01-0 means first operation.
02-0 means second operation and so on.
8.
There is a description of each operation.
example: 4001 CUT LG/STUFF the operation.
There are hundreds of different operations. There are step by step
operations on the way to finished component.
9.
When an operation is completed, the date, name of employee who has
done the operation, the number of pieces completed, and the number
rejected are all entered on the Lot History form.
example: Complete date
Responsible Individual
Complete Qty.
Delete Qty.
10.
If there are rejects, then an employee must fill out a Haterial Hove
Ticket. This form indicated the date, the division item number, the
move ticket number, the number of rejects sent and received, the lot
number and the operation number. All rejects are documented for future
reference.
103
�11.
There is additional information on the right side of a Lot History.
a.
b.
c.
12.
arrow
An -:> on the far right of a Lot History indicates "over".
form over.
a.
b.
c.
C.
An RM component number indicates Raw Material.
An SA component number indicates Sub Ass~mbly which is used later
to construct a larger assembly.
RM's and SA's have their own Lot Numbers.
Turn
An employee who does not finish a lot operation during his/her
shift must indicate -") over.
An~~employee turns the form over to list information concerning
incomplete work.
An employee indicates operation number, operation description,
date, name, . number completed, rejects, and component lot number.
We have Lot Histories for traceability.
1.
The Food and Drug Administration requires by law that companies
have accurate records of products made for medical or hospital use.
2.
If problems develop in the field, then USC! can easily· trace a medical
component through its Lot History.
3.
From time to time the FDA audits production records.
allow easy reference.
104
Lot Histories
�Lesson 25
COMMUNICATION
MEETINGS
(Review: Good Manufacturing Practices, Pay and Hours)
(Job Security, Attendance and Standards of Conduct)
(Lot Histories)
VOCABULARY:
why
worry
coffee
should not happen
supervisor
deficiencies
last month
discuss
procedures
part of team
killing rumors
problems
what's going on
bringing it up
what '.s going on in the company
surpassed
go over
solve
announcement
make an announcement
relay
conference room
donuts
team
this month
changes
involved
rejects
coming through
feedback
problem
lose something
VOCABULARY PHRASES:
production plan
last month we did 6000
(how many units a section produce next month)
next month we're doing 8000
LOT HISTORIES:
-
check quantity at every work stop
count good pieces
need better monitoring system
trouble with machine
material hard to work with
need more training
VOCABULARY:
Team Work
team
keep on top of it
help out
how's it going
get organized
keep up with it
give a hand
I need help
work together
right
105
team work
running smoothly
do your/our/their part
good procedure
�- Lesson 25 (cont.)
DIALOGUE:
Shaovang:
When is our next meeting?
Tom:
Next Wednesday.
Shaovang:
What's the topic?
Tom:
1.
I think he's going to tell us about a new machine.
I think there's going to be more overtime, too.
t...
2.
Frank, I have a problem.
Frank:
What's up?
Phep:
A lot of these springs are coming through with
nibs. These's some bare teflon, too.
Frank:
I'll bring it up at the next meeting.
Phep:
3.
Phep:
Thank you.
Mary:
There's a problem with the .... operation.
too slow.
Phuong:
We've all been having trouble with our machines.
They don't seem to cut as well as they used to,
and they break down a lot.
Mary:
Thank you for mentioning that Phuong. We'll go
over the machines. Maybe that will solve the
problem.
106
It's
�INTRODUCERS
Monthly Meeting
·
February 1963
·
:********************************************************************
I. January Production Results
.
PLjN
WE BUILT PERCENT OF PLAN YIELD
~
REJECTS
DILATORS
so,ooo
Sl,196
102~
9~
2~
SHEATHS
28,900
29,573
102~
82~
1~
HEMAQUETS
ll~SOO
12,225
w
91~
~
--
92,994
102.s~
m-
rm-
DEPARTMENT
TOTAL
90,700
••Hemaquet yield improved from 79'1, Nov. to 82~ DEC. to 9l~an.
**Sheath yield dropped to 8~ from 86~ due to stock problems.
II.
January Piece Per Hour Averages (Second Shift Only)
I
Dilators
January
Sheaths & Hemaguets
December
Tipping
30
27
Heading
152
133
Injection
Mold
383
385
Printing
2~5
267
-rr-,'fr\ ~~,~~?.
Ill.
January
Heading
156
Tip Pulling
68
Normalize
282
Attach str re 251
Injection Mold 136
Trim Flash
137
Proof Load
255
Flush/clean
283
Assemble Valve 166
Attach Stopcockl06
Leak, tes; J.. \ \. 100
December
122
62
254
217
134
124
229
268
153
103
-rr'
88
ff\ ~ \ c)
MISCELLANIOUS
A. LABOR REPORTING SYSTEM- Useage at 99%-EXCELLENT.
B.
Injection Molding Area - change around is behind schedule.
c.
Snow Day-thank you to those who made it in.
D.
Quitting time at night is 12:15-12:20.
Thank you all for a good January,
107
Sfev~ K",13\es
�Lesson 26
FORMS AT WORK - PERSONNEL RECORD
VOCABULARY:
veteran
U.S.
position
education
circle
attached
apply(ied)
interfere
permanent resident
limit
job performance
citizenship
answered
if
physical
mental ·
medical
alien
continue
armed forces
itmnigration form I-2
status
level
complete(d)
return
I-94 card
GRAMMAR:
If conditional
Or
Yes/no questions: With are and do
Present Perfect: Have ••••••••••
MATERIALS:
- Samples of immigration documents-Resident Alien Card, I-94,
Immigration form W-2
- Pictures of handicaps or disabilities: glasses, wheelchair, crutches
DIALOGUE:
1.
Greg:
Are you a US citizen?
Tou:
No, not yet.
Greg:
Are you a permanent resident alien?
Tou:
No, not yet.
Greg:
Do you have an I-94 card?
Tou:
Yes, I do.
Greg:
Yes, please.
108
I have to wait five years.
I have applied for my green card.
Do you want to see it?
�Lesson 26
DIALOGUE:
2.
Chansouk:
Greg, do you have a minute?
Greg:
Sure.
Chansouk:
My friend wants to apply for a job here, but
he's handicapped. Can he still apply?
Greg:
Ask him to come talk with me.
job_ that he can do.
Chansouk:
Thank you Greg. I'll ask him to call you tomorrow
for an appointment.
Greg:
Good.
Maybe we have a
We are always looking for good workers.
READING:
Personnel Records: information maintained in your personnel file is
important tp you and the Company. Your file is confidential and information contained therein will be released outside of this Company only upon
your written authorization, legal authorization, or to those who are
entitled to it by law:
You are responsible for keeping the following information current:
Name
Address
Telephone Number
Marital Status
Person(s) to notify in event of emergency
Physical or other limitations
You may make changes in this information by contacting the Personnel
Department.
Other items you should keep current through notification to the Personnel
Department are formal education, courses completed, training or skills
acquired, changes in beneficiary for life insurance, tax reporting
status and dependent information for medical insurance.
109
�TO:
ALL EMPLOYEES
We are presently putting our personnel records into a new system.
In order to have our records contain the appropriate information
we will. need to update our file~ with the following information.
This information is necessary for us to comply with the record
keeping requirements of certain regulatory agencies.
VETERAN STATUS
Have you served in the U.S. Armed Forces?
YES
NO
service connected disability?_ YES
NO
Dates of service from
Do you have
a
to
CITIZENSHIP STATUS
Are you a citizen of the United States?
YE~
NO
YES
NO
If not, please fill out attached form.
DISABILITY
Do you have a physical, mental or medical
handicap or disability that would limit
your job performance for any position?
EDUCATION
Please circle your highest educational level completed.
6 7 8 9 10 11 12
13 14 15 16
17 18 19 20 21
THIS FORM MUST BE RETURNED TO THE PERSONNEL DEPARTMENT BY
WEDNESDAY, MARCH 24, 1982.
Signature
Print Name
Date
110
�•
EMPLOYEE STATEMENT OF CITIZENSHIP FORM
YES
NO
YES
NO
Do you have an I-94 Card?
(If you answered no, please continue.)
YES
NO
Do you have the Immigration Form I-2?
YES
NO
YES
NO
Are you an United States Citizen?
(If you answered no, please continue.)
Are you a Permanent Resident Alien?
(If you answered no, please continue.)
(If you answered no, please continue.)
Are you the spouse or child of a Permanent
Resident Alien?
Date
Signature of Employee
3/82
111
�Lesson 27
FORMS AT WORK- BENEFITS CARD
Review: 1. form Vocabulary from Lesson 26
2. family relationships
3. Benefits - slide show
VOCABULARY:
earnings
benefits
occupation
relationship
related
signature(signed)
location
type
children
any/some
more than
old(er)(est)
life insurance
accidental
short-term
dental plan
month-mo.
year-yr.
eligible
beneficiary
employer
change
dependents(deps)
unmarried
clearly
students
less than
young(er)(est)
retirement
death
long-term
medical program
day
date of birth
(list of occupations)
spouse
division
enrollment(enrolled)
reinstatement
print
full-time
handicapped
toe
lower
business related travel
dismemberment
disability
claim
GUEST SPEAKER
Ask USCI's Benefit Coordinator to serve as resource person or
guest speaker to explain employee's benefits.
GRAMMAR:
any/some
more than/less than
Comparatives: er-est
Past tense
MATERIALS
- Simplified benefits card
- Flashcards
- Benefits cards
-Pictures of family members
112
�Lesson 27 (cont.)
DIALOGUE:
I'm eligible for life, health, and dental after
60 days.
That's good for our family.
Greg:
How many children do you have?
Chhum:
6
Greg:
How old are they?
Chhum:
14, 12, 10, 8, 6, and 4.
Greg:
They're all eligible.
Sithan:
Are my children eligible too?
Greg:
How old are they?
Sithan:
My oldest daughter is 19 - she's married.
oldest son is 20. He's going to college.
other children are 15, 13, and 9.
Greg:
4.
What did he say?
Chhum's wife:
3.
Greg told us about benefits today.
Chhum:
2.
Chhum:
Chhum's wife:
1.
We can only cover unmarried children, so we can't
cover your 19 year old daughter. Your oldest son is
OK if he's a full-time student. Your younger
children are OK.
My
My
In the lunch room.
Sary:
The benefits here are really good.
Susan:
They really are.
Sary:
My friend is a waitress and she brings home alot in
tips, but if she gets sick she doesn't get anything.
Susan:
Yuh. It's smart to work for a company with good
benefits.
113
�SAMPLE OF BARD BENEFITS CARD
1. PLEASE TYPE OR PRINT CLEARLY.
2. CARD MUST BE DATED AND SIGNED.
.D
D
New Enrollment
Reinstatement
Last Name
O
O
BARD BENEFITS CARD
Beneficiary Change
Change in Deps. Status
First Name
D
D
Mo . Dav
Date
Employed
Name Change
Location Change
M .I.
Yr.
Social Security No .
Sex
0M0F
Address
Do y ou want
Dependent s
Benefits?
Effective Date
'Earn in gs
O
Yes
D
N
o
I
Mo.
Date of
Birth
Day
List Your Eligible Dependents
Last Na me /if d iffe r ent)
First Name
Yr.
Oc-:u pati on
Relationship
Date of Birt t·,
M . I. Sr' Ju,,~ Son 1Daughter Mr>. Dav i Yr .
L.ife
I
I
Be nef k , .-ir y and re l.:,t1onsh1p , c ,,st Na me . ,. t , c1.1 iF- /n,t i,1 1
I
!. ··~: .'\ ' ; . ••,e J
I
i
'I
!
'- 0 & C,
'
I
I
A dc :.:) s::·, e f B,- :u~ l1 c 1ar v i t n n t r e la t ed to empl ~ye,··
DI LTD
~ .:Hn t o ! ' ! nll,J lo yer
M r: d ,ca :
C . R. Bard , Inc .
I
Division
• Pr o v i i , ,. ,ris, on reverse sid e dCCe ot ed
De"-t al
Datr
Signature
c;,. Jt 1 •
114
C.A 1 . 11 !> ! Sf.I
-
�Lesson 28
ATTENDANCE AND LEAVE OF ABSENCE
VOCABULARY:
department
shift
attendance
tardiness
request (ed)
vacation
hire
return
recommend
disapproval
cause
termination
absence
excessive
sudden
records
failure
granted
above
action
taken
leaving early
leave--of absence
leave
understand
previous
state(d)
approval
GRAMMAR:
Modals: May I .....
Subjunctive: Would like
Idioms: Have a minute; what's up; give me a couple of weeks.
MATERIALS:
- flash cards for words
sample forms
DIALOGUE:
1.
Hong:
Mary, do you have a minute ?
Mary:
Sure.
Hong:
I would like to take a vacation the second
week in June.
Mary:
That's in 2 months.
me check.
Hong:
When can you let me know?
Mary:
This afternoon.
What's up?
It's probably OK.
(Later on)
Mary:
Your request for vacation in June is OK.
115
Let
�Lesson 28 (cont.)
DIALOGUE:
Hong:
Mary:
Fill out this form to request for vacation.
Hong:
Yes, I know.
Mary:
Return the form to me before you go home today.
Hong:
OK.
Tong:
Frank, are you busy?
Frank:
Not very.
Tong:
My wife's father died yesterday.
a leave of absence for • • • days.
Frank:
l'm sorry to hear that.
Tong:
No, it was very sudden.
Frank:
Well, we have to fill out this form.
tell your wife how sorry I am.
Tong:
2.
That's great.
Thank you.
Thank you.
What's up?
I need to take
Was he sick?
Please
READINGS:
1.
Attendance: your attendance at work is essential. Absence, which
includes tardiness and leaving early, makes it difficult to meet
production schedules and increases the workload of your fellow
employees. Employees with good attendance records resent this
inconvenience. Excessive absence compounds these problems.
When an employee begins to miss time excessively, it is usually
a sympton of some other problem. Should you find yourself in
that position, your Supervisor will work with you in an effort
to find an acceptable solution and solve the problem before it
becomes serious enough to warrant disciplinary action.
On the other hand, if you attendance demonstrates a lack of
willingness or your inability to meet your commitment of 40
hours per week, you will be counseled by your Supervisor and, if
necessary, placed in the Warning System.
116
�Lesson 28 (cont.)
READING:
2.
Absence: if you are absent you must call in within one-half (½)
hour from the opening of your shift. When calling in, you must
talk directly with you Supervisor. Should you expect to be absent
more than one day and be unable to reach your Supervisor directly,
you must leave a number where you Supervisor may contact you.
·
You are expected to report your absence each day unless excused
from doing so by your supervisor. Failure to call in may result
in disciplinary action. (See warning Procedure)
After you return from an absence, your Supervisor will meet with
you to discuss your reasons for being absent and to reemphasize
the importance of good attendance. BEING PAID SICK PAY DOES
NOT EXCUSE AN ABSENCE.
3.
Leaving Early/Tardiness: "tardiness" and "leaving early" are
defined as time lost during the actual work day due to late
arrival or departure before the end of the shift. Excessive
"leaving early/tardiness" is more than two (2) times during
a 4-week period.
Excep~icins, not counted, are time lost due to an
industrial accident or a declared emergency. All
other instances will be counted.
Should the incidence of either "tardiness" or "leaving early"
become excessive, the offender will be placed in the Warning
System.
4.
Leave of Absence: time away from wor k, t hou gh l eg itimate, may
diminish the ability of the Company to meet its pr oduction requirements, thus tarnishing its r eputat i on as a ma nu f acturer
which services its customers on a time l y and e f f ic i ent basis.
YOU MUST REQUEST A LEAVE OF ABSENCE TO COVER ANY ABS EN CE T,,.THICH
IS EXPECTED TO LAST LONGER THAN FIVE W
ORKING DAYS . App roval
will be based on the merits of each ind iv idual cas e . Yo u must
have completed your probationary period i n order to qu a li fy for
consideration. You should be aware of the following whi ch ma y
become effective when you are on leave of absence:
- you are not eligible to bid on jobs
- you are not eligible for holida y pay (except du ring the
disability waiting period)
you are not eligible for bereavement or jury duty pay
117
�Lesson 28 (cont.)
READINGS:
- when your LOA extends beyond one month, your next pay
step progression will be delayed for the length of the
LOA, minus one month
- your vacation time and sick time will be prorated after
six months of LOA
- your pension credits may be affected after seven months.
There are three types of leaves of absence for which you may apply.
The specifics of each are as follows: medical leave of absence;
personal leave of absence; military leave of absence.
118
�USCI, A DIVISION OF C. R. BARD, INC.
REQU~ST FOR LEAVE OF ABSENCE
Date:
Employee Name:
Department:
Shift:
Dates of Requested Leave:
From
To
Dates of Vacation:
Reason for Request:
I understand that failure to return to work from this LOA on the date
stated above will be cause for termination.
Employee's Signature
Attendance/Tardiness Records:
(past six months)
Date of Hire:
Previous Leave Granted:
Recommend Approval/Disapproval:
Supervisor
Date
Dept. Manager
Date
Personnel
Date
Recommend Approval/Disapproval:
Recommend Approval/Disapproval:
ACTION TAKEN:
119
�Lesson 29
STANDARDS OF CONDUCT - WARNING POLICX
VOCABULARY:
Low Level
machine
traffic
clean up
careless
parking _
dirty
punch out
language
plant
dress code
bad
late
call in
bulletin boards
trespassing
report
repeated
soliciting
personal use
accident
leave early
failing
report
discord
drunk
t hr e at ening
f o r an o t he r
o ff limits
eating
l y ing
dama ge
ind ece n t
punc hin g
o th e r pe op l e-
gun s
fi ghtin g
gamblin g
f a il i ng t o ca l l in
dru gs
s t e .J]i:1 ;-e x pl o,- i '-' ::: .s u sp i:-ns : C'i.
Medium Level
careless
loitering
off limits
defacing
absence
record time
High Level
poor work
returning
mistakes
immoral
dru gged
ca r e l e s s
smokin g
Max i mum
dj s obe'-'
wea pons
da mag i ng
c onvi ct ion
a l coho l
t e r mina t ion
3 d e\' s
possessi '.
1: ·
'd bett e r
should have known
Dl ALOG :
UE
1.
Sa va t h :
~h a t ha ppe ne d to Jim?
Choeuth:
He got a warning la s t week .
up h i s work area.
Savath:
He 'd better be careful.
120
He n eve r cl eaned
�Lesson 29 (cont.)
DIALOGUE:
2.
I heard that someone got fired last week in
your department.
Choeuth:
Yes.
Savath:
3.
Savath:
He should have known that that is a maximum
offense.
Yin:
I have had alot of time out because of sickness
in the last two months.
Ry:
You better be careful because three times out
in an eight week period is grounds for a
warning.
Yin:
Does that mean three days?
for a week.
Ry:
No that is considered one time.
three separate occurences.
He was gambling during lunch.
121
I was sick once
It must be
�Lesson 30
HYGIENE/OTHER REGULATIONS
..
VOCABULARY:
smocks
clean up
must wash hands
regulations
bad breath
frequent
smell
toilets
unsanitary
garlic
bath
dirty
clean
sanitary
no food on floor
sweat
deodorants
cultural
GRAMMAR:
Idioms: that's a good question; get upset; bad -side
MATERIALS:
tapes - GMP dress code, no eating, drinking, or smoking on floor
- pictures of dirty/clean conditions
- "smelly food"
DIALOGUE:
Did you ever have t o move awa y from someone
beca us e h e smell ed t oo much ?
Yes, I thinl: Arneri canE' smell rr,0rc- th 2n ..\ E'ia n~ .
Ma ybe th e ir swea t s mel l s str on ~0 r . Ho ~ 2b0ui
you?
Frank:
I ha d an Asian friend wh0 l oved t o e a t ~=r: i ,
But he at e ~a rlic f o r lun c h an d af t er lun ch h e
had bad breath. l had t o move a\ :..,-_ \- h en \·."c'
:
talked.
Dal:
I love to eat ba r l i c fo r lun cL .
use mints or somethin ~ .
Frank:
2.
Frank:
Dal:
].
I'd better take mor e ba ths!
Sa ykanh:
Mar y , why d o Americans get u ps.:t i: tr+i r bathroom is a little dirt y? It's not like a ki t c hen
where you prepare food.
Mary:
That's a good question.
though.
Saykanh :
I heard some people talking about their vacation.
All they talked about were the dirty bathrooms.
122
J'd
be tte r
They do get ver y upset,
�Lesson JO (cont.)
Mary:
Americans feel clean bathrooms are healthier.
Saykanh:
I'd better warn my friend.
She's going to
start work next week.
I don't want her to get
on someone's bad side.
READI NGS:
1.
Uniforms: uniforms and hair coverings must be worn in all manufacturing
areas. While these are provided at Company expense, you are responsible
for their care and cleanliness.
Uniforms must be fastened, free of extraneous articles and markings and
may not be covered by other garments. Sleeves may be shortened but must
be hemmed with the lower tip of the sleeve reaching one to three inches
above the elbow. Long-sleeved garments may not ve worn under short-sleeved
uniforms.
2.
Employee Identification Badges: you will be issued an identification
badge when you are hired. It must be worn at all times and in such a
manner that it is readibly visible. Should you forget it at any time,
a temporary badge can be obtained from the receptionist.
If you lose
it, the loss must be reported to Personnel immediately where a new
badge will be issued. Badges must be returned to Personnel upon separation from the Company.
3.
Food and Beverages:
food and beverages may be consumed only in ~afeterias, outside of buildings, and at othe r designated ~ reas d e fi n ed .
by your Supervisor.
4.
Smoking: you may smoke anywhere outside building s (unless posted si gn s
indicate otherwise) and in the cafeteria and in d e signated office area s .
Smoking in any other area is unauthorized and constitutes a serious
infraction of Company rules qualifying as a High-Level Offense under
the Warning System.
5.
Lockers: you will be ~ssigned a locker upon hire for the purpose of
storing personal possessions not authorized to be taken into manufacturi ng
areas.
It is not meant for keeping money or valuables or for long-ter m
storage of food.
You use these lockers at your own risk and the Company is not responsibl e
for loss or damage to propert y stored therein. The Company reserves th e
right to inspect lockers when it is de eme d nec e ssar y .
123
�Lesson 31
COMPANY SERVICES
VOCABULARY :
Communication
bulletin board
information
job bids and postings
personal interest
news
"Bard World"
announcement
"pulse"
newsletter
notice
new products
Awards and Recognition
eligible
milestone
long-term employees
loyal service
increments
baseball
parties
basketball
tryout
seniority
entitle
service award
social events
soccer
picnics
realize
costs
fees
afford
approved
form
certificate
financial
spring
semester
course
title
receipt
final
tuitio n
co ll ege
text hooks
assis tan cE:
t: ljgible
de~re (:
Activities
sports
football
dances
volleyball
Education
scholarship s
children
required
educational
75%
job related
program
grades
approval
indicate(d)
register(ed)
school
university
accounting
fall
i nvoices
reimburs e
accordinr, to
s chedule
i m:'."le diat e
r..a na ge r
GRAMMAR:
imbe dded sentences
Idioms: sign up; let me kn o~; thanks a milli on ; go ou t fo r; sound s l i ke
124
�Lesson 31 (cont.)
MATERIALS:
- pictures of sport events, newsletter
- flashcards with vocabulary
DIALOGUE:
Kim:
Have you seen the bulletin board?
Pen:
No, what's new?
Kim:
1.
A new job posting.
Pen:
--R~lly?
I'm . going to check it out at lunch time.
Are you going for the volleyball team?
What volleyball team?
Ath:
The USCI volleyball team.
today.
Rom:
3.
Ath:
Rom:
2.
That sounds like fun .
Hanh:
What's the educational assistance program ?
Mary:
USCl will h e lp you pay for a job related cour s e .
Hanh:
That' s great .
Mary:
I'll give you a form. Read it and let me kno~
if you have any questions.
Hanh:
Thanks a million.
125
Tryouts are
~'h e r e do J sign up ?
�c. a. aAw, JNc.
Et>t>CATJONAI. ASSISTANCE PJtOGJ:lA!-l
J,
..
---------------------------·
~Q~ST APPROVAL TO ENROtL IN THt Et>t>CATIONAL ASSlSTA."C£
PR,-
GP.A.V. AS .JNDlCAttt> BrLCfth
l ~lLL·at 1XGlSTIP.IO AT
-----s-c"""'tt"""O,..,,O_L_O_.R_L'"",...,;"""'l-vt=p_-=-cl=z=y,.,,...__ _
FOR THE-----::-:-::-:-~~==-=----- SEY..EST£Jt, 19_ _ _ .
FAl.L OF. SfRlNG
COST
l UND:tR.S'IA."D THJ..'I UPON JU:CtlPT o:r FINU C~:ts ).!;D l~'"\'OlC:tS
TH:t COY.?JJ;y l-l"ILL P.!11".BUR.St Mt ACCORDING TO Tl:::I: FOLLO-..:n;G
SCH:tt>ULE:
.
A -
7S\
B • 75\
C - 751
SIGNI:D:
~UTING J.PJ>f(OVAL:
1.
Imme~iate Supervia0r1
t>ate:
2.
Department Manager 1
Pate;
3.
•ersonnel1
Pete·
Copiea1
•
••raonnel, Accounting, E:mployee
126
�Lesson 32
LEAVING user
RESIGNATION - RETIREMENT - PLANT LAYOFF - JOB REDUCTION
(Unemployment Compensation, Workers Compensation)
VOCABULARY :
resignation
pension
involuntary
seniority
happen
receive
work related
expenses
retirement
job reduction
reemployment
recall
apply
Department of Employment
illness
average weekly wage
two-week notice
exit interview
bumping
laid off
benefit
Security (DES)
injury
GRAJ.'1MAR:
unreal conditional: if
DIALOGUE:
This is my two-we ek no tice of r esignation.
I'm sorry to know t hat you ar e l eaving USCI.
Pen:
Thank you. M wife wan ts t o move t o
y
Rhode Island to be near her parents.
Greg:
Can you come in on Tuesday a t 10:00 am. for an
exit interview?
Pen:
2.
Pen:
Greg:
1.
Yes, I can.
Dal:
What could I do if I were laid off?
Mary:
You could apply for unemp l oyment benef its.
Dal:
How could I do that?
Mary:
You would go to the Department of Emp loyment
Sec urity and fill out a form.
Dal:
That's all?
Mary:
You would have to wait
fill out the form.
Dal:
Oh.
127
weeks before you could
�Lesson 32 (cont.)
Mary:
Dal:
How long would my benefits last?
Mary:
For
Dal:
What would I do while I was waiting?
Mary:
3.
Then you 'WOuld have to wait
receive you first check.
You should go .on interviews and write the name
of the company and the date of the interview
on the card DES gives you.
weeks until you
weeks.
READING:
1.
Resignation: if you find it necessary to resign from you job with
USCI/Bard Implants, a two week notice in writing ·w ill enable the
Company sufficient time to find a replacement, prepare the necessary
paper work, and conduct an exit interview. Many of you were given
an opportunity to give notice to your former employer when you came
to USCI/Bard Implants, and we would like the same courtesy.
2.
Exit Interview: an Exit Interview with employees terminating their
employment will be arranged by the Personnel Department whenever possible. This exit interview will cover th e reason(s) for termination,
return of Company property, exp lanation of insurance conversion
privileges and eligibility for reemplo yment.
3.
Retirement: in order to receive your pension on a timely basis,
three (3) months' advance notice is required on retirement. See
pension booklet or Personnel for further details.
4.
Return of Company Property: individuals 1 eaving the emp loyment of USCI /
Bard Implants are required to return I.D. Badge, uniform, tools, keys
Employee Handbook, and any other Company property in their possession.
5.
Plant Layoff - Job Reductions - Bumping - Recall (hourly): it is our
intention to avoid reductions in the hourl y wo rkforce whenever possibl e .
There may be occasions, however, when they cannot be avoided. There
are two types or reductions affecting hourly employees which may occur:
- Those where the ultimat e goal is t o reduce the number
of employees in the workforce resulting from a general
lack of work; or
- Those where downgrading and/or reassignment of employees
will occur because of isolated incidents of lack of work
resulting from technological change or other causes. No
employees are involuntarily separated from the Company in
this type of action.
128
�Lesson 32 (cont.)
READINGS:
In either situation, plant seniority is the factor which determines
the options of employees affected. Both types of reduction begin
with an announcement to the workforce posted at least five (5) days
before the actions occur. As positions and jobs are -eliminated,
bumping will occur according to seniority, until the least senior
employees in the plant are either downgraded to the lowest level or
laid off.
Employees who have completed their probationary .period and who are
layed-off are eligible for recall for a period of one year or length
of service, whichever is less.
129
�
Dublin Core
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Title
A name given to the resource
Indochinese Refugees Foundation, Inc. Collection, 1957-1996
Creator
An entity primarily responsible for making the resource
Indochinese Refugees Foundation, Inc.
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Collection, 1957-1996. UML 1. Center for Lowell History, University of Massachusetts Lowell, Lowell, MA.
Description
An account of the resource
The Indochinese Refugees Foundation, Inc. (IRF) provided services to Southeast Asian refugees that were resettling in Lowell, Massachusetts during the 1980s, due to the ramifications of the Vietnam War and the Khmer Rouge. This collection includes detailed reports, financial records, correspondence, and resources that reveal the extent of the IRF’s work assisting refugees and its members’ involvement in the Lowell community. <br /><br />View the collection finding aid for more information, <a href="https://libguides.uml.edu/uml1">https://libguides.uml.edu/uml1</a>.<br /><br />Part of the collection is accessible on this site. <br />-------------------- <br />SEADA would like to thank the following individuals for their work in making this collection available online: Monita Chea, Soumeng Chea, Christian Hernandez, Julia Huynh, Sam Kong, and Vivien Zhuo.
Relation
A related resource
<span>The collection finding aid, </span><a href="https://libguides.uml.edu/uml1" target="_blank" rel="noreferrer noopener">https://libguides.uml.edu/uml1</a><span>.</span>
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Vocational English as a Second Language (VESL) and Employment Orientation for USCI/Bard Implants, Inc., [1982-1983]
Subject
The topic of the resource
Community organization
English language--Study and teaching
Lowell (Mass.)
Nonprofit organizations
Occupational training
Social service
Unemployed--Services for
Description
An account of the resource
The curriculum for USCI Division/Bard Implants was designed for Vocational English as a Second Language (VESL) and employee orientation.
Founded by Charles Russell Bard, USCI/Bard Implants is one of the world's largest medical grade producers of cardiovascular catheters, and urological catheters. The facilities are located in Billerica, Massachusetts, which act as the company headquarter for USCI division, Bard implant division, and their international division; Glens Falls, New York; Fitzwilliam, New Hampshire; and Ireland. The company first products were ureteral and urethral catheters.
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Collection
Publisher
An entity responsible for making the resource available
Indochinese Refugees Foundation, Inc.
Date
A point or period of time associated with an event in the lifecycle of the resource
[1982-1983]
Rights
Information about rights held in and over the resource
UMass Lowell Library makes this material available for private, educational, and research use. It is the responsibility of the user to secure any needed permissions from rightsholders, for uses such as commercial reproductions of copyrighted works. Contact host institution for more information.
Format
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126 p.; 27.5 x 21.6
Language
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English
Type
The nature or genre of the resource
Text
Creator
An entity primarily responsible for making the resource
Pho, Hai B.
Pho, Lan T.
Seeler, Joan DeWitt
Identifier
An unambiguous reference to the resource within a given context
uml1_b01_f51_i001
Coverage
The spatial or temporal topic of the resource, the spatial applicability of the resource, or the jurisdiction under which the resource is relevant
Billerica, Massachusetts
1980-1989
Documents
USCI Division/Bard Implants
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PDF Text
Text
UNIVERSITY OF MASSACHUSETTS LOWELL
CENTER FOR ASIAN AMERICAN STUDIES
ORAL HISTORY PROJECT
INFORMANT: LAN & HAI PHO
INTERVIEWER: KALE CONNERTY
DATE: October 5th, 2016
L=LAN
H=HAI
K=KALE
[Note: At the request of Lan and Hai Pho minor edits have been made to this transcript for clarification.
An unedited version of this transcript is available.]
H: Okay, why don’t you introduce yourself and then I’ll do it?
L: My name is Lan Pho. And my husband and I have participated in the resettlement of refugees from
Cambodia, Laos and Vietnam, into Massachusetts in general and in Lowell and the greater Lowell area
to be more specific since the late 70s.
H: My name is Hai Pho. I am a member of the initial establishment of the Indochinese Refugee
Foundation back in 1976. And with the participation and support of my wife Lan, and five other
members, we established what is known as the Indochinese Refugee Foundation Incorporated in 1977,
on January 27, 1977 by the Secretary of the Commonwealth of Massachusetts. Thank you.
K: So just to get started, what were the circumstances under which the IRF was started? Or how did
you decide to start it?
H: Okay, all right. The histories of immigration and refugees are quite different. The U.S. program for
immigrants started a long, long time ago, but I think in 1965, ‘66 there was a law by the Congress to
define immigration. And the status of refugees were not well defined then. So people that came
before 1975 were classified by law not as refugees but as immigrants. Immigrants came to better their
lives economically, socially. Refugees came as a place for protection because they were pushed out.
1
�So there’s a theory, there’s a pull and push theory. Immigrants are pulled into the U.S. for the
economic social betterment. Refugees were people whose lives were threatened and were pushed out
of their countries and they came for shelter, for protection, for survival. And so in 1975 at the end of
the Vietnam War some hundred and a hundred and thirty thousand refugees from Vietnam were
hosted in the U.S. for their survival, because they were pushed out by the Communist army victory in
South Vietnam. In 1980 the U.S. Congress established a law, the 1980 Refugee Act, that defined the
meaning of refugees and provided a systematic procedures and numbers for annual admission of
refugees into the US, the quota for Indochinese refugees to be resettled in the U.S. per year. And that
is the beginning as far as a statutory refugee definition is concerned.
As far as the Indochinese Refugee Foundation is concerned, we established it in 1977 because in 1975
some Vietnamese refugees just came to New England, to Boston, most of them with nothing but the
clothes on their back. So for the first year or so we were just trying to establish our life, re-establish
our life. And we do try to pull our community together. And we made an appeal on September 27,
1976 for Vietnamese and American friends and supporters to help us organize into a kind of a Mutual
Assistance Association. And that sort of launched the action to create an Indochinese Refugee
Foundation that was drafted. The Charter was drafted and then finally incorporated in the spring of,
January 27, 1977.
K: So going off of talking about the definition of refugees. Looking through the archives we see
documents that are trying to distinguish between political refugees and economic migrants. So were
there any difficulties, or controversies involved with trying to make that distinction? Or did you have
any problems?
H: There are a lot of difficulties. In most peoples’ mind immigrants come [here] to better themselves,
and they should not be dependent on anybody, particularly on public assistance. When refugees came
they had nothing with them. There was no preparation. There was no anticipation of self-sufficiency
at that particular point. In fact total lack of preparation. So from Southeast Asia, from Vietnam, Laos
and Cambodia, there are two phases. The first phase in 1975 to 1977, these people came from a very
advanced background, and so they can establish, re-establish themselves very fast, very well. In fact
there are a lot of studies that prove how successful that first phase of resettlement of refugees from
Vietnam at that time [was]. There’s a group of studies that was made [showing] there’s no impact on
the host country, on the United States, particularly with the initial U.S. policy of integration. In the
policy of integration of Indochinese refugees in 1975 there was an effort to disperse, meaning to
spread them out. How did they do that? By a hosting requirement, a requirement having a host, a
family host or a church, or an agency to host each family from Vietnam to settle in the U.S. Because of
that requirement, the Vietnamese who first came as refugees in 1975, ‘76 were spread out all across
the U.S. But – and in addition they were well, trained well, professional people, so with their
2
�background and skills they could find jobs, they could find housing on their own. They didn’t need to
depend on any help from agencies of the states or the federal government.
The phase of refugees that came from 1979, 1980 on were pushed out from Southeast Asia, from
Cambodia, from Vietnam because of the drastic, drastic, horrible, horrible violent policy of the regimes
in Southeast Asia. Those people were not prepared and they had to be dependent on public
assistance, and that created a lot of objections.
K: So – I’ll start with you Hai – what were your specific roles in the IRF, first as a member of the Board
of Directors?
H: Yes, I was fortunate to be educated, trained, get my Doctorate Degree at Boston University, teach
at UMass Lowell from 1968 on. So I have a well established root in Lowell. In fact I came to Lowell
some five, six years before anybody else was here, my wife and I, our family. And, in 1975 when the
first wave of Vietnamese refugees came, I was with my friend Doctor Nghia Nguyen, a physicist at
Draper Labs in Cambridge and we put together a group of leading Vietnamese refugees. They are
lawyers, they are engineers, they are scholars, and an American retiree from the State Department,
[unintelligible] to form the founding members group of the Indochinese Refugee Foundation to help to
provide the technical skill to help those who follow us who need some help to create a Mutual
Assistance Association. That is my role.
K: And what about your duties as the Coordinator for the Indochinese Self-Help Project?
H: Then three, four years later when the boat people from Vietnam and the Cambodian Refugees from
Cambodia who were sheltered on the Thailand borders, came. The State Department, because of
[continued need] to resettle Cambodians and Laotians, instead of dispersal they created a cluster
system, meaning they bring them as groups into different locations in the U.S. There were about five,
six clusters, one of which was the Lawrence/Lowell cluster. And each cluster, they bring about a
hundred families to the area, and these are supposed to receive not only assistance in resettlement,
but also to receive assistance in language skills, in employment training and job placement. So the
resettlement consisted of two phases. One is housing and (L: Language skills) language skills. No, that
is training, training in employment. ET, training, education and training. Okay. The first phase is
housing welfare resettlement, just to get them settled in a local community. The second phase is
Employment and Training. And because of the cluster system there was a high demand for
employment training in the Lawrence/Lowell area, [such] that the agencies, the local agencies that
provide the resettlement cannot handle it and do not have the staff, the skill to handle the education,
English as a Second Language, the job preparation and employment placement for them. So we sort of
see the need for it and find ways voluntarily to do it, but [there are] not enough resources available to
3
�us, because we are just resettling five years ago and it’s just not enough resources available to us. So
we call on the U.S Government, which at the time [it] is the State Department that is responsible for
resettlement to give us the funding. And so they did earmark some five million dollars to those selfhelp groups, mutual assistance groups, to apply. And if we did qualify they would give us the grant to
provide English as a Second Language, and orientation to resettle, and Employment and Training. So
that’s how I submit an application, because they sent out what is called a “Request for Proposal”
across the United States. And we are among the four or five Mutual Assistance Associations that
received that funding to provide Employment and Training here.
K: Was that the same as the Targeted Assistance Grants Program, or is that something different?
H: Separate.
K: Separate, okay. We won’t talk about that.
H: Target Assistance is different. (K: Okay) So that is the Self-Help Project from the Indochinese
Refugee Foundation.
K: Which was later renamed, years later, to the (--)
H: Employment Training.
K: Employment, yeah.
H: Yes, yes, because – well, before I jump into that. That is how the Mutual Assistance Association
transformed itself in this activity through the Self-Help Project because we believe that we can do it
just as well as anyone else. And in doing that we really make a special effort to find qualified
Vietnamese, qualified Cambodian, qualified Laotian refugees unlike many VOLAGs that relied on
American staffs. We screen ourselves to ask them to provide us staff for these services. The only ones
that we need are Americans who are skilled in teaching English as a Second Language, who are skilled
in running the businesses of Self-Help Project. So that’s how we recruited Miss Jacqueline [Fidler]
Moloney as the Project Director, and Miss Elise Martin as an English language teacher. But the rest of
the staff, and these are very important people, the Vietnamese social workers, the Cambodian social
works, Laotian social workers to go out and do the actual helping of refugee families that came to
Lowell.
K: Okay, I’ll move to Lan. Oh –
4
�H: Just one more step.
K: Okay, go ahead.
H: The first one hundred families in Lowell consist of about maybe four or five hundred people, mostly
children and women. There are very few men, okay, because as you can understand the men were
killed in the war or they run all over the place. So the fact that from 1979 to 1982 there’s a large
number of children that need to go to school, there’s quite a few women that need to get the health,
medical health, mental health and welfare, creates some kind of pressure on the community, but
because of the capabilities of these native social providers, workers, they did manage so well that their
reputation gets across the United States to the other clusters. And the problem with that is that it
creates what is known as the second migration. It creates the attraction for Cambodians, for Laotians,
from other clusters who are in South Carolina, who are in Louisiana, who are in Minnesota, who are in
Oregon, who are in California, to drift on their own, nobody brings them here, but on their own they
slowly migrated to Lowell. That increased the population several folds that nobody anticipated. No
one from the State Department, the Department of Health, Education and Welfare – in those days
HEW is also the one that provided the funding – and we did not anticipate that, definitely. We didn’t
know what’s happening there. So that creates a kind of pressure on the host, on the city of Lowell.
K: Were you able to get more funding from the state because of that influx?
H: No! There’s no (--) [Laughs]. That’s the problem. That’s the original problem that creates a lot of
pressure. That’s where my wife came into play.
K: Okay. So [addressing Lan] what were your duties as President of the IRF?
L: Well I immersed [myself in] an effort to relieve the community at large of number one, the
challenge of housing and feeding the refugees and their families. I realized [the need to] get them to
be self-sufficient. Get them to be able to communicate in English and give them an opportunity to
work and earn the bread for their family. I realized that if we don’t want to add any more burden to
the community then we have to seek help from the prospective employer to take part of the, to
provide you know, some limited English language capability and job training for their own employees.
So I went into different companies and appealed to them, that if they like to have good and faithful
employees, then they have to provide some extra services to their employees. For example, the
provision of on-the-job English training. So we came to the company at first learning the job ourselves
and what kind of English that the employees would need. And we developed a curriculum for job
related English training. And we also appealed to the company to provide at least one hour a day for
their employee who came from Vietnam, Laos and Cambodia to learn English on the job, and also to do
5
�show-and-tell on how to do the job, you know, more efficiently. And it turned out that the curriculum
that we helped to develop is very helpful. And the employers are very happy with it. The employees
are very excited about it. So I think all in all the placement of, you know, the refugees into entry level
jobs is not difficult at all. And we started out with one company at the time. And the first one in
Lowell is Lowell Lingerie, which is a textile company. And then we went into Billerica to get into a little
bit of a higher skilled job. At Lowell Lingerie it’s basically training stitchers, you know, who can work on
a sewing machine and do the sewing job. And when we brought the project to BASF, which is a
medical instrument manufacturing company – [H: Medical instruments.] –medical instruments
producing company, it worked out also very well. The job requirement was a bit higher than at Lowell
Lingerie. And it worked out fine. And then we brought it into Bedford with Bedford Glen Hotel and
Resort Center, to train housekeepers, and people in the food processing area. So these are examples
of the three companies lend a hand into the recruitment training maintaining their employees who
came from the Southeast Asian Community.
K: That’s great.
H: That explains the switches, the changes in name of this Self-Help Association, because the Self-Help
start with the resettlement mostly, but by 1982, ‘83, as you know, it split. The program changed name.
And the reason for that is that we’ve now set up the process of recruiting Cambodian, Laotian,
Vietnamese to be providers themselves, to be direct participants themselves. Now we manage to get
them into three separate identities. I don’t know if you realize Indochinese is an umbrella, broad
umbrella, but the fact that the Cambodian are to help themselves, the Vietnamese are to help
themselves, the Laotian are to help themselves, became a reality around 1982, ‘83 – that’s the turning
point. That’s when the Indochinese Refugee Foundation focused on Employment and Training.
K: Did [focusing on] that have anything to do with the struggling economy that was happening at the
time just right in the early 80s?
H: The economy actually is part of the issues, but at that time I think we mostly focused on providing
services. And when we applied for funding for the Mutual Assistance Association we were focusing
mainly at the beginning on resettlement, but by 1982, ‘83, the Employment and Training became very
important, critical because there’s pressure to place these people and get them out from dependency
on welfare. So maybe it played a role, but I don’t think that’s a major role. The major role is the
pressure put on the community, the host community, that means the Lowell inner city agencies, and
that coming to issue is education too, the children, schooling. And that’s where my wife again has to
do the advocacy with the help of city fathers. She can tell you about the effort to do that.
6
�L: I guess, you know, at that time, the practice of school desegregation started in the Lowell Public
Schools, because some educators believed that the Southeast Asian children should be integrated into
different schools rather than concentrated in the Acres area, you know, which is also in the heart of the
Lowell area.
H: Also that’s the low cost housing, that’s where the refugees kind of get stuck into. So the children,
you know, naturally are placed into the Acres school and they are all over, in the closet, sitting in the
hallways, etc. They even rented spaces from the YMCA and to house the children.
L: Wherever they can find space for the children, but mostly concentrated in the number schools in
the Acres area. And both the parents and the teachers are not happy about that. No, no, not just the
community, not just the students. So the school undertook a desegregation, it started out with busing
children across the school district rather than concentrated them in one area. At first the movement
or the practice was met with a lot of challenges from not just the community, but from the teachers
themselves. In addition, because parents in the Belvidere area of Lowell would not like to have refugee
children attending the same school with their children.
H: They fall behind and sort of drag the mainstream students. There are a lot of problems then.
L: However I believe that there is a short vision from both the parents and schools. I believe that
diversity started in the school system. You don’t have to wait until the student graduates and is
suddenly met with the challenge of being different. That’s what my personal belief [was], and I fully
agreed with the school desegregation and supported busing of students to different schools in the
district, rather than a concentration of refugee students in a couple of schools. And I was very
fortunate to get the support of first, the Dean of the Graduate School of Education from UMass Lowell.
So together we provide training to the teachers on how to work with students of different cultural
backgrounds and different English capability. So when teachers felt their job was very rewarding –
challenging, but very rewarding – then they started to feel like diversity needed to be started in the
school.
H: I think in addition to that there was such a large influx of children from the refugee community that
the school system was overwhelmed. And because of that there was a lot of resistance not only to
school, but also to refugees and immigrants that fled into Lowell, and they start a movement of antirefugee, anti-immigrants. And in fact it involved the city mayor [Dick Howe]. He had to come up and
justify why, you know, what are we going to do with all of these kids in the school? And so I recall a
time when Dick Howe I think called on us to do something. And so Lan was the one that joined him to
go to Washington to demand more support, you know? And I remember she made a couple of trips
7
�with him to HEW, what’s that, Health, Education and Welfare Department to get funding. We got a lot
of additional funds from the federal government to support the school system here.
L: In fact, you know, in the period of five years from a joint effort between the mayor of the city, the
superintendent of schools (H: Mr. Mroz) yah, Mr. Mroz, we went to Washington, DC and knocked at
the door of then Senator Kennedy and Congressman Atkins.
H: Paul Tsongas.
L: Yes, Paul Tsongas, and all together they were able to advise us how to approach in terms of applying
for funding from a pool of money for what they called the Dire Need of Refugee Resettlement, which is
a federal pool of money. And in the period of five years we were able to bring in more than two
million dollars [K: Wow] to this school system, the public school system in Lowell. So it alleviated the
school budget quite a bit, and they were able to hire ESL teachers, guidance counselors, and also to
provide some limited services to students, like free lunch, you know, for the children. So all in all I
think it’s an effort of a community, you know, together with the parents to make school for the
children from refugee families available to them and also it’s a pleasant experience.
K: You were also involved on an Affirmative Action Committee at the, I think maybe at UMass Lowell?
Do you remember?
L: I think (--) Correct, I think at UMass Lowell I was asked to join as a group of faculty to assist the
person in charge of the Affirmative Action Program, or at the time I think it was known as EEO, which is
Equal Employment Opportunity (--)
H: Equal Employment Opportunity.
L: Yes, Equal Employment Opportunity, which is a kind of a different look at Affirmative Action. It’s a
matter of wording, but I think it’s more than that, because with EEO, people feel like, well I can work
with you, but with Affirmative Action Program, it looked like, I have to accommodate you. So I think
it’s a slightly different perspective, but is very helpful you know, to get any initiative started.
K: Do you think there was a problem of discrimination against refugees when they came to Lowell, or
do you think it was more (--)
L: I think there’s a level of challenges. I wouldn’t say discrimination. I think the physical appearance of
children, or adults, from Southeast Asia is very much different from the so to say Caucasian
mainstream. The ability to communicate is also different. And people usually do not have time to
8
�understand and to be patient enough to make themselves understood. So I think it created challenges,
but I wouldn’t say discrimination.
K: So the building where the IRF was kind of held, or, was at the International Institute. Were there
any other associations that used that building?
H: Well from 1980 up until 1983 there’s only one, the Self-Help Project that has the funding to pay for
the rent and the classrooms at the International Institute of Lowell, on High Street. And the other, the
Cambodian Mutual Assistance Association, the Laos Mutual Assistance Association and the Vietnamese
one, were just beginning to perform as social, cultural groups. They used the facility under our, the
Indochinese Refugee umbrella, and we try as much as possible to facilitate the facilities for them. And
in fact we know that – because I’m fully familiar with the history, the rivalry, the hostility – to be
honest with you there’s hostility among the Vietnamese, and the Cambodian, and the Laotian back in
their own country. This is nothing new. So that as the supervisor of the Indochinese Refugee and the
Self-Help Project, I have to anticipate what’s going to happen once each group develops their own
identity. Sort of to reassemble themselves here in Lowell, to gain their own footing in Lowell, they
wanted to be independent from one another. And that is when we prepare the way, honestly at that
time as the program supervisor I don’t expect it to last any more than five years, and that’s exactly
what happened. By 1985 we want to be sure that each one of them can provide service to themselves,
and that the Indochinese would [proceed] in the background and would give up the service providing
for any one of them. Okay, so Miss Keirstead should be the one to tell you how we pulled back and
how the Laotian, the Cambodian, and Vietnamese applied, with her help, their own funding to give
direct support to each other, and that the Indochinese would no longer be there for them. And so in a
way the rental for the International Institute was paid by themselves, no longer [the IRF] by 1985.
K: So after 1985 it seems like you started serving on several advisory councils?
H: That’s correct.
K: So was that kind of the shift with your involvement?
H: That’s correct, yes. Well at that time there was a lot of opposition, a lot of anti-refugee, antiimmigrants across the states, and so it really took more advocacy in the public domain than giving
services to the new refugees. And I really think at that time, I wish I could still stay local, but the
pressure for me to get into the state level to do the advocacy become so critical and there was nobody
else who was doing that. So that’s how we sort of get moving onto that level.
K: So what were some of the things you did as part of the Education Task Force?
9
�H: In, not so much in the Education Task Force, it’s mostly in trying to create a place in the state
government to advocate for refugees. I was very fortunate that in 1982 I had the connection with a
team of four or five persons in Boston. These are volunteers. These are some of the social workers,
but they are volunteers in helping refugees, and that included Dr. Don Luce, Jim Lavelle, from the
Indochinese Psychiatry Clinic, Holly Lockwood from the South Cove Mental Health Center, Kathy Lique
from the Boston School of Social Work and me from UMass Lowell, to petition, to draft a petition, for a
kind of an advisory council to the governor. And when Mr. Dukakis was elected for the second term as
Governor of the State, in fact we go through his wife Kitty Dukakis, to ask him to take a positive role for
refugees. He established an advisory council after his election. He created the refugee advisory
council, on April of 1982. So we start off in the fall of 1981 and helped create a council for him. And
from then on it goes on to advocate for refugees across the state. In 1985 we were fortunate to have a
state senator from Lawrence/Methuen, her name is Patricia McGovern, who really, who was the Chair
of the Ways and Means Committee, you know that’s money, Ways and Means is where the funding is,
to provide several million dollars, I think it’s about twenty, twenty-seven million dollars funding for
cities that have high refugee impact and that’s known as the Gateway Program.
K: Were there any other committees that either of you served on that you’d like to talk about? Those
were just the ones that I saw in the archives.
H: So I served on the Advisory, the Governor’s Advisory Council. I was one of the co-chairs of that.
And I also served as co-chair of the Gateway City Program. It was established we had to hold hearings
to see whether the city can justify to receive the money. So we have to hold hearings in twenty plus
cities to see what they need, and to see whether the agencies, the state agencies can really provide
service to refugees in their cities or not. So we hold whatever, you know, is required as hearings
committee. And there are reports. I don’t know if we have the collection here, but the state do have
these hearing reports from the Gateway City Program.
K: So who was at the hearings?
H: There are, the states have many agencies that provide social services. Mental Health, okay,
Welfare, what is, WIC is for women.
L: For women and children prenatal and natal care.
H: Employment training, there is a Labor Department, but in the state what is it called? I forget, it’s
employment training, really placement training.
10
�L: Employment and Training.
H: The Office of Employment and Training. There are about seven or nine agencies, the state agencies
that deal with refugee trainees. That do not have any you know, in order to get the services you have
to be eligible. And in order to be eligible you have to be a legal resident. Refugees are not legal
residents. You have to remember that. So they are not eligible until the governor issued a new act
authorizing the agency to admit refugees into their services, and that is really where it opens access to
refugees to come and apply for employment training, or apply for welfare, or apply for women and
children assistances. So we really work on that state level between 1985, 1990, but I end my services
by 1989.
K: So speaking on health, were there any significant issues with refugees receiving health care or
mental health care?
L: I think that is a poorly situation. In Vietnam, or Laos, or Cambodia, mental health is not perceived as
a sickness. It’s perceived as karma. You know in your previous life you must have done something
wrong so therefore you pay for it, you know, in this life. That you [are not mentally stable], because of
something you did in the past, in the previous life. So that is one challenge from the patient
perspective of, “what’s wrong with me?” “Do I need help?” Or “This is my karma. I have to live with
it.” And from the perspective of the service provider, guidance and counseling that is appropriate for
the cultural background of the patient was not available. So therefore in dealing specifically with
mental health issues, it is not easy neither for the service provider nor for the patient. So a lot of
education has to be provided before the patient is ready to receive services, and before the medical
staff, or the counselor is ready to provide the service.
H: Well I can remember one incident or a controversy back in those days that creates a lot of issues for
both schools and parents. In the Southeast Asian community, the Laos, and Cambodian, and
Vietnamese, when you catch a cold what do you do? You don’t take aspirin or anything like that. You
have what’s known as coin rubbings. I don’t know if you’re familiar with coin rubbings. They, in order
to increase skin heat, they rub coins over your neck in the back. And when the kids come to school and
they see all these rubbing marks they say, “Abuse, abuse, child abuse,” from the parents. And so
there’s a huge controversy about what’s going on between parents and children, and it takes a lot of
explanation, a lot to the medical staff, to the school, to explain that’s not abuse of children it’s kind of a
medical treatment.
L: Remedy.
11
�H: Remedy for cold, okay. That became a controversy across the refugee community in the U.S. And
they have to have medical doctors from different, you know, perspectives come and explain and write
articles to explain that it is not really an abuse of children. And we here too, are asked to explain
what’s going on with the children, and we have to go to school and explain it to them.
L: And I think, you know, Jim Lavelle who was at the time coordinating the mental health services
providing (H: veterans) at Saint Elizabeth Hospital in (H: In Brighton) in Brighton, would have to do a
lot of education, you know, explaining to both the physician and the parents, to know how to approach
mental health assistance in a very appropriate way.
K: Were there any (--) Going back towards the schooling, were there any controversies with having
bilingual classrooms, or having classrooms set aside for refugee children?
L: There was a movement at the time across the U.S. cities and communities of English as the only
language taught in the schools.
H: Well there were leaders, community leaders, there was George Kouloheras, Lowell school
committeeman who submitted a petition to the legislators, to the state officials, to make Lowell as the
English language school, English language only in school.
L: English only in school. But I guess, you know, there is a transition period whereby students and
teachers need to communicate with each other in order for education or learning to happen. And in
that transitional period, there’s a lot of study that’s been done indicating that bilingual programs –
which means that the subject is being taught in two languages, in English and in the home language
also – would shorten the transitional period for the student into mainstream classroom. And so you
know there’re a lot of challenges that the teachers, the school district and the students are facing and
they try to work out a better way to receive education and to provide education services.
K: There was also a campaign called “Jobs for New Americans.” Do you remember exactly what that
was about, or if it was connected to the Self-Help Project?
H: It’s not connected to the Self-Help Project. How that came about I’m not familiar with.
K: Okay. What was one of the, what do you think, each of you, was your biggest challenge with
working for the IRF, or what was the biggest challenge you faced?
L: I don’t think that you know, there is a notion of the biggest or the smallest challenges that we were
facing at the time, but it is the awareness of, we need to do more work in order to make things happen
12
�either in schools, in hospitals, in the community. And when we came to terms with that challenge, you
know, everything we did was trying to smooth the way and make the challenges less challenging. So I
think we both, you know, the service providers and the service recipients, realized that, it’s just a
matter of making it work. So it’s a challenge, but there’s no big and no small one.
H: The only one of my concerns in those days when we [first] established the Indochinese Refugee
Foundation, [we] focused mostly in Boston, because that was the time when refugees came and
resettled in Boston. But by 1980 the population shifted to Lowell, the refugee population shifted in
Lowell and we had to focus so much work in Lowell that we left out Boston. And in that sense I felt
kind of sad that I could not, we could not do much more for those refugees in the Boston area. And to
that extent the members on the Refugee Foundation Board could not give us, lend us more support,
because most of them were in Boston, they were not in Lowell. However they did come every month
faithfully to the meeting, the board meeting here in Lowell in order to lend us support. We just could
not have enough resources, have enough strength to lend more work to the Boston area. But in a way
we felt that they gave us more support than anybody else that could help us to move on, to establish
the kind of services that we were able to do here in Lowell. So that, I would say that’s the only thing.
K: You spoke about how refugees ended up coming here because of the relative success of the
resettlement program here. Do you think that was the big kind of influence in why there’s such a big
(L: influx) Cambodian population now? Is that the explanation?
L: I think for, you know, that concentration of refugees from Southeast Asia into Massachusetts and
into Lowell, there were three situational factors that influenced the movement. One is the availability
of beginning low skill jobs. The number two factor is the availability of housing, low income housing.
And the number three factor is actually quite important. There are Buddhist Temples, places that are a
different religious entity that are available in support of the refugees who live, or who want to, who
were drawn to Lowell. So I think these are the three major factors that fuel, or attract the second
migration movement into Lowell.
H: These factors are very important, but I think the initial factor is, I believe, the fact that we perhaps
were the first organization that insisted on having a Cambodian, a Laotian, a Vietnamese native to do
the assistance to provide the kind of outreach, resettlement and employment training support within
the refugee communities. That really provided the sense of confidence that we understand what they
have to go through and we know what we can do to help them here. That sort of created a wave, an
appeal to those who are from elsewhere, from other clusters, to drift into Lowell. That I think, that
created the increases in population, and that also increased the support, the social support, the
cultural support, I think critically it’s the cultural, social support that brought about the Temples, that
brought about you know, the family clusters. Otherwise if you just have housing placement alone,
13
�anywhere else in the U.S. you can have that. Housing, jobs, you can go anywhere, but without that
value system, the social, the cultural values that “This is my people,” it will not attract them to come.
K: Do either of you have any other stories you’d like to share from the time, any specific experiences
with somebody?
L: Well actually I think that the interview with the information that we share with you thus far, you
know, would provide a sufficient story of resettlement, of the first wave, the second wave, the third
wave of refugees and immigrants from, you know, Cambodia, from Laos, and from Vietnam. When
you work more on the transcription, if you feel like you need some more information please feel free
to contact us.
K: Okay.
H: Well I just have a little story that I happened to experience. And that is, when we explained the
conditions of refugees in Lowell to Kitty Dukakis, she nearly cried. And she was the one that really said,
“Let me see what I can do.” In 1979 she paid her way to Cambodia, to Thailand in the border. And she
came back and hosted, adopted a Cambodian kid. I mean to me that is something that I will never
forget.
K: How do you think your time working for the IRF has influenced you?
L: I usually think that if I receive some good advice or some services from somebody then I mark on my
bucket list that I will find the opportunity to pay back. And I think the most satisfying feeling that I had
in volunteering my time for more than thirty years in the resettlement of refugees is a way, a very
small way, of paying back.
H: For me I think that it changed my life really. I came here to be a professional. Okay, I came not as a
refugee. I came as a student, went to high school in Waltham. I don’t know if you know anything
about Waltham. In those days back in the 1950s there was not a single Asian around let alone a
Vietnamese. I went to Boston College to get my degree so that I could go home and, you know, be
someone important. The feeling that I’m home-rooted here in Lowell because of that experience,
volunteer work, helping refugees, my own people and getting to know a lot of good people, really
profoundly affected my life. I cannot tell you how much, like Chet Atkins, Congressman from I think
Groton or, no, not Groton, Concord, or Kitty Dukakis, or Elise Martin and Jackie Moloney. These people
affected my life deeply. Made me feel I am rooted here. So I can tell you that really helped me more
than anybody else. Thank you.
14
�End of Interview
jw
edited by kc
15
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Indochinese Refugees Foundation, Inc. Oral Histories, 2016
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Oral Histories, 2016. UML 4. Center for Lowell History, University of Massachusetts Lowell, Lowell, MA.
Description
An account of the resource
Four oral history interviews with former staff and board members of the Indochinese Refugees Foundation, Inc., an organization that helped resettle Southeast Asian refugees in the greater Lowell, Massachusetts area during the 1980s. Oral histories were conducted with Jacqueline (Fidler) Moloney, Carol Keirstead, Elise Martin, Hai Pho, and Lan Pho. <br /><br />View the collection finding aid for more information, <a href="https://libguides.uml.edu/uml4">https://libguides.uml.edu/uml4</a>.<br /><br />The entire collection is accessible on this site.
Creator
An entity primarily responsible for making the resource
University of Massachusetts Lowell
Relation
A related resource
The collection finding aid, <a href="https://libguides.uml.edu/uml4" target="_blank" rel="noreferrer noopener">https://libguides.uml.edu/uml4</a>.
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Lan Pho and Hai Pho oral history interview (edited) transcript, 2016
Description
An account of the resource
The edited transcript of an oral history with Lan Pho and Hai Pho on their experiences establishing and supporting the Indochinese Refugees Foundation, Inc. Other topics discussed include their involvement helping refugee communities after the the IRF closed.
Creator
An entity primarily responsible for making the resource
Pho, Lan T.
Pho, Hai B.
Connerty, Kale
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Oral Histories, 2016
Publisher
An entity responsible for making the resource available
University of Massachusetts Lowell
Date
A point or period of time associated with an event in the lifecycle of the resource
2016-10-05
Rights
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UMass Lowell Library makes this material available for private, educational, and research use. It is the responsibility of the user to secure any needed permissions from rightsholders, for uses such as commercial reproductions of copyrighted works. Contact host institution for more information.
Format
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15 p., 21.5 x 28
Language
A language of the resource
English
Type
The nature or genre of the resource
Text
Identifier
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uml4_16.14_i002
Coverage
The spatial or temporal topic of the resource, the spatial applicability of the resource, or the jurisdiction under which the resource is relevant
Lowell, Massachusetts
Subject
The topic of the resource
Community organization
English language--Study and teaching
Lowell (Mass.)
Nonprofit organizations
Occupational training
Political refugees
Refugee families
Refugee issues
Refugees--Southeast Asia
Refugees--United States
Social service
Unemployed--Services for
Oral history
2010-2019
Cambodian Mutual Assistance Association
Cambodians
Documents
Indochinese Self-Help Program
Laotians
Lowell Lingerie Company
Lowell Public Schools
Mutual Assistance Associations
Stouffer's Bedford Glen Hotel
The Acre
Vietnamese
Vietnamese Mutual Assistance Association
-
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Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Indochinese Refugees Foundation, Inc. Oral Histories, 2016
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Oral Histories, 2016. UML 4. Center for Lowell History, University of Massachusetts Lowell, Lowell, MA.
Description
An account of the resource
Four oral history interviews with former staff and board members of the Indochinese Refugees Foundation, Inc., an organization that helped resettle Southeast Asian refugees in the greater Lowell, Massachusetts area during the 1980s. Oral histories were conducted with Jacqueline (Fidler) Moloney, Carol Keirstead, Elise Martin, Hai Pho, and Lan Pho. <br /><br />View the collection finding aid for more information, <a href="https://libguides.uml.edu/uml4">https://libguides.uml.edu/uml4</a>.<br /><br />The entire collection is accessible on this site.
Creator
An entity primarily responsible for making the resource
University of Massachusetts Lowell
Relation
A related resource
The collection finding aid, <a href="https://libguides.uml.edu/uml4" target="_blank" rel="noreferrer noopener">https://libguides.uml.edu/uml4</a>.
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Lan Pho and Hai Pho oral history interview audio recording, 2016
Description
An account of the resource
The audio recording of an oral history with Lan Pho and Hai Pho on their experiences establishing and supporting the Indochinese Refugees Foundation, Inc. Other topics discussed their involvement helping refugee communities after the the IRF closed.
Creator
An entity primarily responsible for making the resource
Pho, Lan T.
Pho, Hai B.
Connerty, Kale
Source
A related resource from which the described resource is derived
Indochinese Refugees Foundation, Inc. Oral Histories, 2016
Publisher
An entity responsible for making the resource available
University of Massachusetts Lowell
Date
A point or period of time associated with an event in the lifecycle of the resource
2016-10-05
Rights
Information about rights held in and over the resource
UMass Lowell Library makes this material available for private, educational, and research use. It is the responsibility of the user to secure any needed permissions from rightsholders, for uses such as commercial reproductions of copyrighted works. Contact host institution for more information.
Format
The file format, physical medium, or dimensions of the resource
2 audio recordings; 01:02:10 and 00:07:20
Language
A language of the resource
English
Type
The nature or genre of the resource
Sound
Identifier
An unambiguous reference to the resource within a given context
uml4_16.14_i004
Coverage
The spatial or temporal topic of the resource, the spatial applicability of the resource, or the jurisdiction under which the resource is relevant
Lowell, Massachusetts
Subject
The topic of the resource
Community organization
English language--Study and teaching
Lowell (Mass.)
Nonprofit organizations
Occupational training
Political refugees
Refugee families
Refugee issues
Refugees--Southeast Asia
Refugees--United States
Social service
Unemployed--Services for
Oral history
2010-2019
Cambodian Mutual Assistance Association
Cambodians
Indochinese Self-Help Program
Laotians
Lowell Lingerie Company
Lowell Public Schools
Mutual Assistance Associations
Sound recordings
Stouffer's Bedford Glen Hotel
The Acre
Vietnamese
Vietnamese Mutual Assistance Association