Kwentong Jeepney

Uuwi ulit akong mag-isa.

Ano nga bang meron sa jeep?

Ano nga bang nangyayari sa byahe ko pag-umuuwi ako?

Madami. Iba-ibang klaseng tao. Iba-ibang klaseng komedya.

Case # 1: "Aray, ano ba?"

Madalas na dialogue ng mga babaeng feeling commercial model ng shampoo kung
ipatangay sa hangin ang buhok. Mga walang pakialam kahit na ang mga katabi nila ay hirap na hirap na sa pag-iwas sa paghampas nito sa mukha nila. Kaya ako kapag di na ako makapagpigil, hinihila ko na yung buhok, sabay sorry kunwari akala ko buhok ko yun. At kapag sinusumpong ako, kinakalabit ko na at sinasabihan kong hindi ako kumakain ng buhok.

Case # 2: "Blah, blah, blah...'

Mga taong feeling sila lang ang sakay na kung mag-usap ay dinig ng lahat ng pasahero. Nakakaaliw sila minsan lalo na't mahaba ang byahe at walang radyo yung jeep. Pampalipas oras din sila, minsan nga gusto ko ng sumabat dun sa kwentuhan nila lalo na kapag nakaka-relate ako. Pero kapag inaantok ako at di na makapagpigil, tinitingnan ko sila na parang gusto kong dukutin ang lalamunan nila.

Case # 3: "Pakiabot lang po..."

Kapag napaupo ka ng medyo malapit-lapit sa driver, asahan mo ng magiging taga-abot ka ng bayad. Ok lang sana yun eh, hwag ka lang makaka-tyempo ng driver na may pagka-manyakis na nanadyang manghaplos ng kamay. O kaya naman ng driver na parang di pa ata nakakaalam na uso na ang deodorant. O kaya naman ng driver na mas malakas pang bumuga sa tambutso nya ang bunganga. Syempre wala naman akong magawa kundi ang magtakip na lang ng ilong at umurong agad kapag medyo lumuwang. At meron namang mga pasaherong sobrang bait na hindi ka pa nakakapagsalita ay kinukuha na sa kamay mo ang bayad mo. Meron din syempreng matatapang na kapag hindi mo nakuha agad yung bayad nila ay medyo itataas ang boses at may kasama pang ismid. Hay naku, pwede ba wala akong kumisyon sa pag-abot ng bayad nyo ha.

Case # 4: "Makikiusog nga..."

Para sa mga kung umupo ay kala mo pang-dalawang tao ang binayaran. May mga babaeng kung umupo ay nakalihis, walang pakialam na yung katabi nya kalahating pwet na lang ang nakaupo. Meron din mga lalaking kung makaupo ay halos mangingimi kang tumingin sa kanya dahil sa laki ng pagkakabukaka. Animo'y may kung anong pinoprotektahan sa pagitan ng kanyang mga hita. Kapag ipit na ipit na ako, sinasabayan ko ang pag-preno ng mama sa
pag-usog. Pasensyahan na lang kung mapalakas.

Case # 5: "Ooozzz."

Wala namang masama kung matulog ka habang nasa byahe, pero sana lang walang dantayan at basagan ng bao o di kaya ay matuluan ng panis nyang laway. Kapag may katabi akong natutulog na, hinahayaan ko lang (syempre alangan namang pigilan ko) at kapag babagsak na ung ulo nya sa 'kin,bigla kong ibinababa balikat ko para magulantang sya.

Case # 6: "Mama, para ho..."

May mga driver na di mo mapipigilang mapamura sa sobrang tagal bago huminto na halos kailanganin mo ng sumakay pabalik sa layo ng pinagbabaan sa 'yo. Meron namang hihinto kahit na sa gitna ng kalsada mabawasan lang agad ang sakay nya. At meron ding halos mahalikan mo na yung katabi o kung minalas-malas ka ay mahuhulog ka pa dahil sa biglang pagpreno nya. May mga pasahero namang hindi pa nakuntento sa pagkalakas-lakas na pagsabi ng para at kumakatok pa sa bubong. Merong namang magbabayad kapag pababa na at may gana pang magalit kapag hindi agad naihinto ang sasakyan. At syempre merong mga nagmamadaling akala mo ay mauubusan ng lupa kung bumaba, kasehodang mabunggo at matapakan nyang lahat ng daraanan nya. Pero pamatay pa ring yung minsang may nakasakay akong mama na pagkalakas-lakas at paulit-ulit na sumisigaw ng "Bayad ho, bayad ho, bayad ho..." Syempre yung driver, kuntodo extend ng kamay nya. Nakatingin na lahat dun sa mama na kumakatok-katok pa sa bubong ng jeep. Sabay naalala nyang "Para" pala ang dapat nyang isinisigaw.

Case # 7: "Love birds..."

Syempre pa, hindi mawawala ang mga mag-syotang kala mo may sariling mundo na kung maglampungan ay parang mga pusang di mapakali. Libreng sine 'to, rated 18, kaya lang nakakabitin din lalo na kapag nauna kang bumaba sa kanila. Meron tuloy mga lalaking 'nag-iinit' at biglang bibitaw ang kamay sa pagkakahawak sa bakal para kunwari mapapasubsob sa katabi nila o kaya naman bigla mong mararamdaman na yung siko nila nasa tagiliran mo na. Sarap sampalin ng mga ganung lalaki. Di naman sa nakikialam ako, pero wala namang inggitan...

Case # 8: "Estudyante blues..."

Maraming estudyante na nagbabasa ng libro sa loob ng jeep habang nasa biyahe. yung iba sa sobrang ganda ng binabasa ay nadadala sa kwento..'Yung nakasakay ko minsan na dalagita ay taimtim na nagbabasa ng "Noli Me Tangere". Hindi nya napansin na malapit na syang pumara at sa gulat na bababa na pala siya ay mahinhing sinabi sa driver "Paalam".

Case #9..."Mama, ba-bye...."

Minsan naman may nakasakay ako, 2 magkaibigan na walang ginawa kungdi magkwentuhan ng mga katatawan. Nakakaaliw silang pagmasdan lalo pa't halos magkanda-luha-luha na ang kanilang mata sa kakatawa. At ng oras na para bumaba ang isa sa kanila...narinig ko ang sabi niya na habang natatawa parin .."teka muna bababa nako sige babay" sabay sigaw sa
driver...."Mama....ba-bye!"

Hay naku, ilan lang yan sa mga nararanasan ko kapag umuuwi ako. Dami pa kong kwento kaya lang uwian na eh.

Magbi-byahe pa ako.

Sasakay na ako ng jeep.

Uuwi ulit akong mag-isa.

(A repost ~ from Anonymous)

10 Biggest Mistakes Made In Relationships

Hi pretties.. i would love to share this 10 biggest mistakes made in relationships, im guilty on some part, i believe that there is no perfect relationships, you just have to work it out so it would run just fine. We do have our own ups and downs, we fight, we argue but still we love each other, we have encountered difficulties too but still manage to keep and hold on on each other. 

So here it goes..

10 Clinging Too Much

Everyone needs their own personal space. If you love your partner you should trust them enough to give them their space and not try to invade every second of their life. This isn't the case when you're married. Marriage is a blessing and after marriage you and your partner share the same life together. But when you're in a relationship, you can't suddenly take over their life unless it's a mutual decision. Don't make them feel suffocated and don't make them regret the decision of being with you.

9 Being Jealous Of Each Other

Relationships should never have the element of jealousy involved. You love your partner, you are not supposed to be jealous if they have a better job than you or a better social circle than you. You are supposed to be their strength and make them bigger in life rather than complain about how you can't compete with them. It's not a competition. Your partner will do everything in their power to make you a stronger person and you should do the same.

8 Listening To Others More Than Your Partner

Bringing a third person in the middle of your relationship won't always end well. If you are facing a problem with your partner and you start asking the world for help it will obviously create a lot of trust issues between you and your partner. Couples Therapy is different, they are trained professionals and their only job is to make things work between you two. But when it comes to friends, everyone will give you their own opinion and it might make your mind think in too many directions which leads to over-thinking. And we all know where over-thinking takes us.

7 Leaving Arguments Unsolved

We've seen this happen a lot around us and it has happened to us as well. When an argument is left unsolved in the middle, it won't go away. It will keep growing and come out in the form of a huge fight which will eventually lead to break up. Whenever any problem arises, make sure you solve it then and there. If you forgive your partner's mistakes, forget their mistakes and never bring them up in future arguments, it will only mean you never forgave them in the first place.

6 Taking It Too Easy

Some couples start off amazing and slowly lose the spark they had. It could be because they don't find each other as interesting as they did before, it could be because of someone else being in their mind, it could be because of a lot of reasons but it shouldn't happen in the first place. Keep the romance alive and be the same partner you were when you first fell in love with them. Keep the romance going and make the memories stronger.

5 A Lot Of Giving And No Getting

I've seen a lot of relationships in which one of the two do as much as they can to make their partner happy while the partner forgets everything they did for them in the middle of every argument and every rocky phase. Relationships are all about give and take. If you don't cherish your partner for all the effort and time they spend on you, they won't be around for too long because someone else will make them feel appreciated. Start giving back, love them the way they love you or even more. Cherish them before it's too late.

4 Not Letting Go Of The Past

Everyone has a past. It is wise to clear everything up even before getting into a relationship with someone to leave no room for doubts and assumptions later. Don't cling to your partner's past either, the past shouldn't matter to you. You love someone for who they are not the baggage they carry. If you start snooping on them, it will only make you see things you shouldn't have seen in the first place and it will break your partner's trust because it was the past. Live in the present and work for an amazing future.

3 Assumptions

The word "assumption" actually makes me cringe. It is one of the scariest things to have in a relationship and it leads to nothing but a bad ending to a perfect story. Once you start assuming, you will make a habit of it and you will soon create an entire mountain of assumptions on your partner's shoulders. Stop assuming and start asking if there's anything you have doubts about. Relationships are built on trust, not assumptions. Just because they've made mistakes in the past doesn't mean you just assume they'll do it in the future.

2 Faking Interests

When you love someone, you love them for who they are. You love each and every little thing they do because that's who they are. You try making them a better person by making their bad habits go away. But it doesn't mean you start pretending to like what they do just to make them smile. Faking your interests in them will only make matters worse for later. Tell them exactly how you feel about them, their social life, their friends, their family, because you don't fake in love if you mean it.

1 Thinking Of Marriage As The Answer To Everything

Some couples tend to think marriage will end the issues they have brewing up between them. Marriage is one of the biggest moves in life and it changes lives. But it is not wise to take the step before knowing if it will last or not. Some couples tend to fight a lot, on a daily basis, and they think once they're married all of their problems will suddenly vanish. That's not the case, marry ONLY when you're sure of it and not just to save a dying relationship.

Source: 

http://relationshiprules.co/

Your Skincare Solution Safe Sun Face & Body Kit

check entry here: 

http://www.bubblews.com/news/2607507-your-skincare-solution-safe-sun-face-amp-body-kit

HR Corner: Leave Benefits

Abuse of leave benefits
In any company, annual leave and medical leave constitute the main bulk of leave applications from staff. In our earlier article, we had said that most companies will leave the responsibility of managing a staff’s leave applications to the staff himself. But if the staff abuses his leave benefits, whether knowingly or unknowingly? How do you treat such abuse?

The underlining principle that most companies adopt is that a staff should not be taking more than his annual leave entitlement. These companies practice “earned leave” or “pro-rated leave”, meaning you can only apply for the annual leave that has been earned or pro-rated. Anything above this earned entitlement is then treated as unpaid leave.

Most abuses of annual leave usually occur when a staff applies often for emergency leave. Technically, as long as leave is not approved, it is considered as unlawful absence where action can be taken such as a warning and leading to dismissal if he is a deliberate offender. If it happens too often, human resource will have to study the trend and then counsel the staff accordingly.

More importantly, perhaps it is an opportunity to review and tighten the internal leave policies and procedures. For example, should emergency leave be treated like any annual leave application that requires the staff’s immediate supervisor to approve? Should you disallow the staff from just calling up the department or worse still, sending a text message to a colleague?

For medical leave, the principle is that the leave applicant is suffering from an illness that a registered medical practitioner had deemed serious enough to warrant recuperation. Unlike annual leave, however, medical leave is different as it cannot be pro-rated. Irrespective of the date that the staff joined the company, he is entitled to the full entitlement at any time during a calendar year, subject to the issuance of the medical certificate by the medical practitioner.

Generally, medical leave is prone to suspected abuse. If this is suspected of a particular staff, you have to study the medical leave trend. For example, how many times in a month is medical leave taken? What day? Which clinic? What sickness? All these will lead you to a trend and once determined, do call up the staff for a discussion about his health status or counseling. Any abuse can often be checked at this point without going further. On the other hand, a confirmed health problem should be given full assistance. 

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Leave Control
The basic method of monitoring and controlling leave applications is to do them manually with perhaps a spreadsheet program to assist you. However, if the number of employees should reach a critical size, this manual method may not be useful to the Leave Administrator. You may then wish to invest in a dedicated Leave Management system that can help you track leave seamlessly from application to approval.

Having a Leave Management solution alone, however, will not solve any practical issue that may arise. It is important that you should have firmed up your policy on leave applications, have the policy documented and then tailor the software to work according to your policy.

Administrative practices will vary from company to company. Some companies monitor and control their employees’ leave applications at the Human Resource level, while some others leave it to each department’s manager or the employee’s immediate supervisor to do so.

Regardless of the practice, most human resource practitioners agree that the responsibility of managing an employees’ own leave applications should be left to the employee himself. But in order to avoid any misunderstanding or issue that may arise, it is important that all staff be informed in advance of the company’s Leave Policy. Having done that, he should be answerable to any abuse of this benefit. 

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Staff on frequent sick leave
When a staff is on sick leave, productivity is invariably affected. And when this happens too often, it becomes a concern for his company. What can an employer do when a staff is frequently on sick leave?

Human resource practitioners generally agree on these steps:

1.    Fact-finding on the extent of the sickness.
This is achieved by collecting the staff’s medical history for the present and past years to see whether there is a pattern. If necessary, you may have to talk to the clinic about the staff’s health condition. For example, you may want to know:

o    Does the staff normally go to one clinic for his medical certificate or does he go to many?

o    When is the medical leave usually granted? Is there a trend, such as after every weekend or public holiday?

o    How does the staff tell his employer about the medical leave? By contacting his supervisor directly or through friends or only when he returns to work?

2.    Talk to the staff about his health.
It is important at this point not to be antagonistic. As HR practitioners, concern and empathy must be shown to the staff. It is also important to note that the staff may not be very forthcoming with information at the beginning, so patience must also be exercised.

o    If he claims that there is nothing wrong with his health, only then do you show him the data collected and ask for a confirmation from him. You should caution him that the management is aware about the medical leave taken and would want him to change. If his attitude does not improve, you may need to assign him to a particular clinic for his medical visitations, telling him that visits to other clinics will not be recognised. Make him understand the implications of such frequent absences from work and get his agreement in writing on the conditions laid down. Have the meeting documented and served to him as evidence of such discussion and agreement. And finally, closely monitor the progress of his attendance and his behaviour.

On the other hand, if the staff actually admits to having some health problems, you should offer to refer him to a specialist for a complete medical check-up. The medical report should determine the extent of the staff’s health condition. Most times, the staff should recover with little further intervention. Sometimes, all that may be required is to transfer the staff to another position within the company. But there will be the rare occasion when the staff may need to be medically boarded out. Many companies may be loathe to do this but this solution may be the fairest to both the company and the staff. Medically boarding out an unfit staff is a traumatic experience and the company may well have to provide counselling to the affected staff. You may be required to pay his retrenchment benefits as well as to help him apply for his SOCSO benefits. 

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Medical expenses during confinement
Do employers have the right to deny the medical expenses incurred during confinement related to maternity, including abortion or miscarriage?

Since the Employment Act 1955 is silent on this point, it will all depend on the practice in each company. The best guideline to refer will be the terms and conditions of appointment, the employee handbook or any policy issued by the company.

It is quite safe to say that most companies do not cover such medical expenses incurred during confinement, miscarriages and abortions. Even insurance policies purchased by companies do not normally cover them. At most, companies will only recognise the medical certificates that are issued. Also, for those few companies that do allow such claims, only the claims for treatment from the government hospitals are normally accepted.

But to some human resource practitioners, sometimes the voice of reason creeps in. A normal successful labour is stressful by itself and the woman who has undergone a miscarriage or abortion is similarly traumatised, both mentally and physically. It is indeed the odd employer that will not empathize with the person. There are some human resource practitioners who will recommend that companies should treat such medical expenses on a case-by-case basis.

After all, they reason, do miscarriages happen so often? If it is not about medical expenses, what reasons could the company have for not assisting an employee that’s affected psychologically? It is a serious moral issue to consider. 

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This article does not represent legal advice or opinion. It is a summary of opinions and suggestions collected from the JobStreet HR Forum and other sources. Neither JobStreet.com nor the writer is responsible for any action taken by readers as a result of this article. Readers are advised to seek expert assistance when faced with a particular problem.