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When Is It Too Late To Get My Husband Back? Why I Think It’s Almost Never Too Late

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I often hear from wives who worry that it’s too late to get their husbands back.  Sometimes, there has already been a separation or divorce.  Or sometimes, their husband has met someone else or has “moved on.”  Other times, there has been infidelity or the wife has admittedly made some “huge mistakes” that she’s not sure she can overcome.  These wives are often heartbroken thinking that it’s going to be too late to save the marriage or to get him back.

It’s my belief that it’s rarely too late.  But often, you can’t just rely on luck or fate to get him back.  Most of the time, it really helps to have a very deliberate and well thought out plan.  I will discuss this more in the following article.

Many Times, It’s Not Too Late To Get Your Husband Back (Even When It Appears That It Is:) Sometimes, I correspond with wives who are right on the verge of giving up on their husband or their marriage because they think the situation is hopeless and they’re just trying to be realistic.

But, I’ve seen countless situations like this turn around. I’ve seen couples who were divorced and married to other people get back together.  I’ve seen couples who couldn’t stand the site of one another turn it around.  It doesn’t always happen on a certain time table or immediately.  But, it most certainly can happen.  And, it happens more often when you don’t push too hard or make it too obvious that this is what you are trying to accomplish.  You have to remember that you’re trying to draw him back to you while making him think that it’s his idea.

Getting Your Husband Back When You’ve Almost Given Up:  I often suggest to wives that they’ll have the most success with getting their husbands back if they don’t make it very obvious that that’s what they’re trying to do.  The reason for this is that sometimes, the more you push yourself onto the situation, the less attractive you seem.  The more you call, text, and act very dramatically when your husband is not receptive to this, the more you raise your chances of him seeing you negatively and then pulling away from you even more.

So, sometimes it’s the smarter thing to do if you back up (and off) just a little bit.  And frankly, I suspect that it’s easier to do this when things look most dire.  I really didn’t start to gain any ground in getting my husband back until I had literally almost given up and went back to my hometown for some support from my family and friends. 

It was only after he heard the silence that he began to wonder about me and therefore, to think of me. And, it wasn’t until he learned that I was trying to move on and have fun with friends that he started to become slightly interested again.

Wives sometimes tell me that they don’t know if they have it in them to back off.  Because they feel so very desperate to get him back and they’re very scared that they are running out of time.  If this describes how you feel, ask yourself if your previous attempts to get him back have worked.  Has calling, texting, showing up, or trying to elicit his guilt or pity gotten you what you wanted?  If it hasn’t, perhaps it’s time to try something new.

Sometimes, when you realize that you’re reached the end of the road with your current strategy, it’s easier to just throw caution to the wind and wonder how much worse it could possibly be if you gave yourself permission to go at this from another angle.  Sometimes, it helps to ask yourself what is the worst thing that can happen.  Because if you already fear that you’re on the brink of losing him for good or that it’s too late to get him back, then perhaps there’s not a whole lot to lose if you try something new.

Getting Him Back By Using His Curiosity Combined With Focusing On The Positive:  Here’s where many women, at least in my opinion, go wrong.  They are tempting to dwell on the things that will pull him away from them rather than pushing him toward them.

They want to convince him that he was wrong.  They want to entice him to “work” on their problems.  They want to make him feel jealousy, pity, anger or guilt.  But, what they don’t realize (and what I didn’t realize for a long time) was that focusing on the negative makes him associate the resulting negative feeling toward you and the marriage.  This will sometimes only make your situation worse.

You’re often better off if you allow the time and distance to help your cause rather than to make it worse.  You want to give him time to wonder what you are up to.  And, when he does think of, hear from, or hear about you, you want for him to know that you are busy, vibrant, and coping.  You need to show him the vivacious, upbeat, strong woman he feel in love with.  You want to portray the attributes that draw him to you rather than repel him away.  And, you need to do this even when it doesn’t seem to matter because it always matters.

You never know when you’re coming up on the time period where things can change.  And, even if that time is not immediate, no harm will generally come of presenting your best self and focusing on the positive.  This alone will usually improve the situation. And this is the first step toward getting him back.

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Greyhound Racing: What The Coloured Jackets Mean

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The typical greyhound race in the UK consists of six dogs. Each dog is identified by the coloured jacket it wears for the race. The colour signifies its starting position – in other words the trap number it races from – and helps you to identify the dogs as they are racing. The colours are standard so it helps to become familiar with them for your night at the greyhounds. Let’s take a run through them.

The red jacked is always worn by the dog starting from trap one. This is the starting position closest to the inside rail. Such animals generally have a preference for running along the inside of the track and are known to race goers as “railers.” A railer typically requires a good burst of early speed to hold its position in to the first corner and not get baulked by the opposition.

The blue jacket is always worn by the dog starting from trap two. This trap is also generally favoured by railers with such dogs seeking to get over to the rail in front of the greyhound in trap one.

The white jacket is always worn by the animal starting from trap three and the black jacket is always worn by the greyhound staring from trip four. Such starting positions are generally favoured by greyhounds who have a natural preference for running along the middle of the track as signified by the (M) notation next to their name in the race card.

The orange jacket is always worn by the greyhound starting from trap five and the black and white striped jacket by the greyhound starting from trap six. Such staring positions are generally favoured by greyhounds who have a natural preference for running towards the wide outside of the track as signified by the (W) notation next to their name in the race card. A potential advantage of wide running is that the frequent first turn scrimmaging can be avoided.

Trap position does make a difference and should be taken in to account when looking for betting opportunities. A greyhound running out of position can be harmful to its chances though usually for graded races trap preference is taken in to account by the racing manager and a wide runner will not be placed in to an inside trap and vice-versa.

This is to avoid trouble in running. For example if a greyhound which is normally a wide runner was to be placed in trap one its natural instinct would be to seek the outside rail and move right out of the traps. This could cause interference with other dogs in the race.

It can be a fun night out and need not break the bank as entry is not expensive. Many race goers like to enjoy a meal as they watch the racing from the comfort of the restaurant. A few minutes familiarising yourself with the different coloured jackets, the starting position and if your chosen greyhound has a noted preference for trap position can aid your enjoyment when going for a night at the greyhound racing.

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How Do YOU Measure Success

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It was in January of 1962 when Barnsley P. Wentworth III told his father that he wasn’t going to be a doctor: he was going to be a clown. Without hesitating his father replied, “Then you will never amount to anything. Consider yourself a failure.” That was the moment Barnsley P. Wentworth III fell from his father’s grace, changed his name to Juggles, and became a clown. It was his greatest joy. It was his greatest passion. And he never made more than $50 a job.

It was a hot afternoon in July and Juggles was driving back to his hotel after working all day at a county fair, when he took a wrong turn into a trailer park and saw the mailbox covered in balloons – the calling card of a child’s birthday party. He sat there for a moment, looked at his watch, shook his head, sighed, and grinned from ear to ear as he put his rubber nose back on and jumped out of the car. He saw a little red head peeking through the flowered sheet curtain followed by piercing squeals as the door burst open and children rushed at him like excited puppies finding food. He would never forget that sound or the shocked look on the mother’s face as she whispered thank you and started to believe again. Or the sheer adoration on the birthday boy’s face as Juggles signed his cast and he solemnly vowed to never wash his arm again as he hugged Juggles’ striped leg and that moment was branded into his memory as he whispered thank you and started to believe again.

Juggles never stopped being a clown. Day in and day out. It stayed his dream and remained his passion. Even when his hair fell out and he was too weak to honk his nose – even from his bed, when what little fans that were left had to come to him. It was March of 1998 when Juggles died, wearing a big red nose and a contented smile. He never made more than $50 a job.

How do you measure success?

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When Do Interns Have to Be Paid? Revised FLSA Test May Create New Unpaid Internship Opportunities

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Did you know that the Department of Labor recently changed the test used to determine whether interns are employees under the Fair Labor Standards Act (FLSA)? Though mostly overlooked, this development may significantly affect the manner in which employers provide internship opportunities. It may also encourage other employers to start their own internship programs.

In January 2018, the Department of Labor clarified that going forward, a “primary beneficiary” test will be used to determine whether interns are employees of “for profit” employers under the FLSA. Why is this a big deal? The FLSA’s minimum wage and overtime pay requirements generally apply to employees, not interns.

Educators and employers alike agree that individuals can benefit greatly from properly designed unpaid internship programs. Unfortunately, since interns are not entitled to compensation under the FLSA, they may be exploited by employers who use their free labor without providing with an appreciable benefit in education or experience. The DOL began issuing informal guidance to prevent this kind of abuse in the late 1960s.

In 2010, the DOL published a 6-factor test to distinguish between interns that don’t need to be paid under the FLSA and employees that do. One factor in particular proved to be a nearly insurmountable obstacle. “The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded.”

Since all six factors had to apply, many believed this test was too rigid, including some federal appellate courts. These courts instead opted to apply a “primary beneficiary” test that:

  • focuses on what interns receive in exchange for their work;
  • gives courts the flexibility to examine the economic reality of the intern/employer relationship; and
  • acknowledges the uniqueness of internships in that interns agree to perform work in exchange for educational or vocational benefits.

In January 2018, the DOL essentially adopted this “primary beneficiary” test to eliminate unnecessary confusion and provide increased flexibility to holistically analyze internships on a case-by-case basis. This test includes seven factors to consider when determining whether an intern is actually an employee under the FLSA.

  1. Expectation of Compensation. The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee-and vice versa.
  2. Training. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including clinical and other hands-on training provided by educational institutions.
  3. Education. The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
  4. Academics. The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
  5. Duration. The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
  6. Displacement. The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
  7. Promise of Employment. The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

Unlike the rigid six-factor test, the primary beneficiary test is intended to be flexible. No single factor is determinative and additional factors may also be considered on a case-by-case basis when appropriate.

The FLSA’s “internship exclusion” was quite narrow under the old six-factor test. Whether this changes under the new primary beneficiary test remains to be seen. Nevertheless, employers should proceed cautiously when evaluating and determining whether someone can be treated as intern under the FLSA, rather than an employee.

The risk of employment-related claims goes up whenever laws and regulations change. Employment Practices Liability Insurance, which may include limited wage and hour coverage, can protect employers in the event of an inadvertent violation.

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