The assessment is not the same as a refund. If you net filed your return and have direct deposit set up it will take about 2 weeks to get your refund. I believe CRA actually says 11 days. CRA will take longer to assess the return. Even once you have your Notice of Assessment, CRA reserves the right to go back in and Assess at a later date.

Powered by

I got back from a 5 day trip to discover an email from blizzard. it read... an investigation of the world of warcraft account (blank) has produced evidence that the account has been accessed by someone who is not allowed to use it. the account has been issued a 24-hour suspension to provide you with an opportunity to secure and regain access to it. no form of contact from you is needed as the account should automatically become available once the 24-hour suspension has elapsed. further compromises of this account’s security may result in the account being disabled again. please be sure to review the information below to help prevent future security issues: account compromises are usually the result of the registered player of the account sharing his or her login information or playing on a computer that has a virus. please remember that it is your responsibility to keep your login information confidential. any account that is registered to your name may not be shared with anyone except for one minor, of whom you are acting as a parent or guardian. you are also responsible for every use of your login information, whether authorized or not. so 24 hours later i recieved a new password and changed it to my liking. i noticed that all of my gold was gone and some primals, but nothing i cant easily farm back, i didn't even bother with recovering them through blizzard. i play for a couple hours and then leave for my friends house who also plays wow. about 12 hours from the recovering of my acount, i try to log on from his computer. i get the account closed popup. i check my email and i find this... this is a notification regarding the world of warcraft account (blank). access to this account has been permanently disabled for exploitation of the world of warcraft economy or for being associated to accounts which have been closed for intended exploitation. while we try to be as lenient as possible in our assessments of the results of exploitation investigations, exploitative endeavors on your accounts have ultimately lead to their closure. the recurring subscription on the account has been disabled to prevent further charges. as a result, this account will no longer be able to access any aspect of world of warcraft. this action has been taken in accordance with the terms of use (http://www.worldofwarcraft.com/leg al/termsofuse.html) and our game policies (http://www.blizzard.com/support/wo wgm/?id=agm01712p). according to the world of warcraft terms of use, to which all players agree when installing world of warcraft, section 5, paragraph c [rules related to game play] states that you may not do anything that blizzard entertainment considers contrary to the "essence" of world of warcraft. now, i assume that i was hacked because of a series of trojans i later found and deleted from my computer. now, im not sure what the hacker was doing on my account, but why am i being punished because of it? even after blizzard recognized that i was hacked in some way. i called and the rep fowarded my case to the account admins i believe. can someone shed some light on this? and maybe tell me if i will ever be able to get my account that i have leveled 2 level 70 characters on. thank you. bottom line, i got 100% banned. list exact phone number or email of where i can contact blizzard about this specific problem. please.

Your account got hacked plain and simple, most likely by way of a key logger. Contact Blizzard customer support, explain your situation, and they should be able to recover everything. A similar thing happened to my brother and he got everything of his back within three days and he had his epic gear vendored, one character moved to a different server, all of his gold taken, and much of his stuff up for auction across three level 70s. EDIT: As long as you can still give them a phone call or e-mail you should be fine. My brother already had legitimate strikes on his account, got warned, and then full on banned as well but was still able to recover his account. I can't say for sure since I'm not a Blizzard employee but I would assume you can get your account back because this is the general scenario that plays out when people get hacked. I mean they have to shut down the account based on its activity because until you complain there's no way of them really knowing it's not you breaking the ToS in some way or another. If you don't get it back then they've probably decided that there's compelling evidence that the infractions incurred on your account were either directly executed by you or willingly done on your behalf such as power leveling or gold farming services. I'm not sure how they would determine that though.

Powered by

I have been in this job for about a year, and almost the only reason am there is financial. in this job, the majority of staff are not university educated, with little or no experience in the job market or in social diversity. i have been going well with most of them. the problem is the company's slavery-like tendency: you can't talk often, you have to venerate the appointed sup, even if she shouts at your face for no clear reason. the latter is not professional at all: if there is an issue between her and one of the employees, everyone should know about it. she also likes gossip, and she is extremely moody '(this one everyone agrees about), she mixes life character with job. she also has no experience in human resources and has no training or education it this field. lately, she talked to me in a disrespectful way in front of everyone, thinking that i was laughing at her, which i find very weird. here she was more of a schoolmaster than a boss, and i told her politely that she talked to me in a disrespectful way in front of others (in her desk); here she started shouting and relating things which have nothing to do with the incident. later, she wrote a written notification to me and had me signed it, and it seems she was mad i wrote a formal assessment of her notification. the company is not hers, and am thinking of contacting the head (he is not in the same country) if she tries to vex me longer. but am also considering leaving, which seems also bad because i am not sure i find a job soon.

Because it's such a bad economy right now, I'd start a job search. If you get a good offer, then leave this job. Talking to her boss is not a bad idea, except that if her boss doesn't care, then she may find out and retaliate against you. Can you talk to an HR person to find out your options?

Powered by

Hello, its a bit long winded but please stay with this. i would be greatful for any help. in february my girlfriend told work that she is pregnant. she works as a senior care worker in a nursing home. she was expecting a risk assessment to be carried out but there was no mention of it. after continually asking, her manager said that one had been carried out and she told my girlfriend that she was not able to work up stairs where the more difficult residents are. my girlfriend did not see or sign this "risk assessment" and she was not given information about the works maternity policy and pregnancy notification form. this is set out in the companies own policy and procedure. my girlfriend only received this when she raised a grievance about this. now the fun begins. on the 11th of march my girlfiend was off work sick when she received a phone call from her manager asking if she remembered losing any confidential information she answered the questions unaware that minutes were being taken or that someone was present with the manager while the phone call was made. the minutes of this conversation were then put forward as evidence. on the 15th of march, my girlfriend received 2 letters from work. one was for a gross misconduct meeting regarding the loss of information and the other was an investigatory meeting for a medication error (which the company stated as being poor performance) for which my girlfriend is not responsable. she has been suspended due to the investigatory meeting since the 30th of march. my girlfriend raised a grievance because she never saw a risk assessment and other reasons for which she feels unfairly treated at work. during the grievance meeting, the person who was chairing the meeting showed my girlfriend the risk assessment that was carried out which could only be described as a joke. it was not on the correct form (it was filled out on a residents care plan risk assessment). the person who was chairing the meeting screwed up the risk assessment and then carried out a proper risk assessment. at this time my girlfriend was 25 weeks pregnant. the person chairing also went through the other points that my girlfriend raised and agreed that there was a case for grievance and the outcome was that my girlfriend and her manager should have mediation meetings. on the 6th of may, my girlfriend went into the gross misconduct meeting with a union rep. she explained that she did not realise that she had the confidential information which had been lost. when they challenged her over her having this information, she then told them that all senior carers were given this information and that they were allowed to complete care plans in their own time at home. the union rep blew them out of the water on all points they raised during this meeting. (she is still waiting for the outcome of this meeting) today my girlfriend received a letter from work asking her to go to a meeting about the medication issue this has now turned into a gross misconduct meeting. the letter states that she could be dismissed from work and also put on the pova list which would stop her working in care in the future. as mentioned earlier she is not responsible for this issue. the medication was ordered not collected. she had no way of knowing this due to the fact that the information was recorded in a diary which is held upstairs where my girlfriend was told not to work. to me this seems like her work cannot uphold the earlier case of gross misconduct and they are trying to get my girlfriend sacked on another issue for which they previously stated as been poor performance. my girlfriend only has 1 week and 4 days from today until her maternity leave begins. do you think that we would have a sucessful case for a tribunal? would this come under constructive dismissal and would my girlfriend also have a case for sexual discrimination. i think you are both wrong. see http://www.hse.gov.uk/mothers/exper ience.htm there has to be a form for risk assessments, hse make a big point about this. we have contacted acas who have confirmed what i thought, there is a case for employment tribunal under sexual discrimination update... my girlfriend has now been sacked on gross misconduct for taking confidential information. the reasons her employer has give are: breached trust and confidenece of the company and service users in knowingly taking confidential information out of the building. you submitted a defence of mitigation and your evidence was in the form of a statement implying custom and practice by senior care staff of removing confidential information from the home. our investigation into this statement has shown that it is not custom and practice for staff to remove confidential information from the home. your mitigation has also been found to be disingenious as you attempted to coerce a fellow member of staff to submit a statement to support you in your defence. i would like to point out that staff were given permissin to remove careplans. all seniors were given the confidential information as it was deemed useful to have. they are trying to imply that my girlfriend forced anot

For a Constructive Dismissal claim to succeed, your gf has to resign. Based on what you report, there is little that strikes me as conduct so fundamental by the employer as to warrant that. Her imminent Mat Leave adds to my belief that this would be unwise. Neither can I detect that she has been dismissed, so UD is not applicable either. If you are assuming she is likely to be dismissed, then she should await the outcome of the disciplinary hearing(s). I can see why you suspect they are 'after her'. She has a right to appeal such a decision. The union may be able to concoct a tactic whereby the decision is put on hold until after the baby is born (if that suits her). She must get her mat pay in any event, incidentally. Unless she has suffered an injury or other 'detriment' through the poor attempt at a risk assessment, then I see that more as poor management, than anything more serious. A debatable point: no man can become pregnant, but had one done so, they would have had the same poor treatment -v- automatically SD as she is female. I think the latter argument likely to win. But what loss has she suffered? If she IS dismissed, then SD may have some legs, if you can prove it was pregnancy related, or the employer cannot prove that had no bearing on the decision. Very glad she has a union - they should be advising her. In a nutshell, unless and until she is dismissed, forget the ET. If she is, then appeal and try to get a delay in the appeal. There are further issues if the hearing to dismiss may bar her from future employment in the sector - see recent case Puri v Bradford Teaching Hospitals. Best wishes.

Powered by

I had to contact the department of labor to report violation of the fmla law, whistle blowing law, discrimination and retailation for reporting them and deformation claim. i later learned that dol can only address the fmla violation. after months of trying to resolve on my on i turned it over to the dol. i receive notification that the company was in violation of the fmla law. believing that for the fourth time they would realize i was right all along. they would reinstate my employment and pay me for the time i have been off and unable to get hired at any other casino because of having a being fired on my record. they offer to reinstate my employment and $200.00 as a settlement. i have been off since 1/27/2009. in the process i have lost my house, about to loose my car, i can't afford to go to the doctor and pay for rx, credit score have suffered really really bad, they tried to stop my unemployment by making false claims which cause me to have to wait an extra 10weeks without pay and several other problems. i tried to avoid this by constantly contacting hr department, general manager, corporate managers, labor law,eeoc,ada,and the dol.they just don't care what they have put me thur. i'm need your help in any way possible please!!!!!!!!!!!!! here is a copy of the 30 day letter my attorney mailed before i called dol. they never responded. i have been retained to represent ______ in an employment discrimination claim against _______. in november 2008, ms.__ submitted a family medical leave act application to her employer requesting intermittent leave for the treatment of generalized anxiety disorder and depression. her physician filled out the family medical leave forms provided by the employer and ms._____ delivered them to the human resources department. she was notified that her leave request was approved and she took leave on january 4, 2009. on january 6, 2009, ms._____ was notified that her family medical leave application had been denied, retroactively. because family medical leave protection was withdrawn, she was assessed two “points” for the absence. this brought her to her maximum point level, placing her in jeopardy of termination. she was told that her leave was canceled because the doctor had not filled out the paperwork correctly. she was instructed to have her doctor complete the paperwork again. ms. ______ doctor completed and signed a certification form which ms.____ hand-delivered to ______ in the human resources department again on january 27, 2009. in response to questions regarding the frequency of treatment and duration of illness, ________had written, “unknown.” the employer again rejected the leave application stating that dr. ______ statement that the duration of the illness was “uncertain” was ambiguous. ms._____ was instructed to obtain clarification from her doctor and suspended from the work schedule. thereafter ms. ____ contacted her physician to obtain clarification and was told that he had completed the paperwork based on his assessment of her condition, that he did not know how long she might suffer from anxiety and depression and that he was not able to state anything other than “unknown.” ms. ____ then contacted ms.____ in an attempt to resolve the employer's concerns over her family medical leave paperwork. she informed ms. ____ that her own efforts to obtain further clarification of the doctor's entries were interfering with the doctor/patient relationship. she implored ms.______ to allow her to submit an authorization for the employer to contact the physician to obtain further clarification. as the weeks dragged on, ms.______ called ms.______ almost daily to inquire whether she still had a job and if so, when she would be returned to the schedule. ms.______ informed her that her employment was not terminated, but that she could not be returned to work until the family medical leave issue was resolved. ms._______ would offer no date when that might occur. on march 13, 2009, over six weeks after she had been suspended, ms.____ received a text message from ms._____ stating, “we do not want u to suffer b/ c of ur doctor.” ms. ____ was asked to return to work that day. ms.___ asked ms. ___ to send her something in writing authorizing her to return to work (as a suspended employee she was subject to ejection by security without a written return to work notice) and clarifying the date and time she was to return to work. ms.____refused. on 3/16/2009, ms.____ received a telephone call from ms.____ informing her that her employment was terminated as of friday “because of fmla issues.” violation of fmla the employer violated the family medical leave act by imposing terms for leave upon ms._______ more onerous than the statute allows and terminating her employment for leave-protected absences. while the act permits the employer to receive proof of a leave-qualifying condition, after the physician has completed the paper work, the employer cannot

You should hire a lawyer that fills in the blanks on form letters before he mails them. That is the worst letter I ever read! You can't even tell who you are! No wonder they never responded.

Powered by

I am considering boarding at this barn. it is in good condition, reasonably priced, and near my home. however, i am unsure of the price of the lessons. western pleasure and hunt seat is very popular in my area, so it's not like this is the only barn where i could get lessons. anyways, i know it depends a lot on the ability of the instructor, but would you agree to pay for these lessons? thanks in advance! lessons are 45 minutes long. prices: private: $55.00 semi-private (2 people): $45.00 per person group (3-4 people): $35.00 per person $5 off per lesson for use of your own horse. monthly horse leases are also sometimes available; please call sara for more information. note: a favor of cancellation notification is requested as early as possible. we have a 24 hour cancellation policy: if notified less than 24 hours, a $25 rescheduling fee will be applied to the cost of the next lesson. cold weather: if temperature is forecasted to be 10 degrees or less within 24 hours of your schedule lesson, please call ahead to confirm if lessons will take place or if they will move to a different time. during very cold weather spells, do not assume lessons will be canceled or that they will occur; we’ll need to assess each situation (indoor arena temperature, horse health, etc.) on a case by case basis. failure to show as a result of not confirming will result in assessment of the cancellation fee.

I pay $50 for an hour private (my horse) from a level III certified eventing instructor in the middle of Kansas; my friends in Florida pay $40 for dressage and $65 for jumping. Dallas is $60 t0 75, and for clinics with an Olympic instructor, it's $150 (I only get to do those once a month) I'd say that's pretty standard unless you are in an area that has lots of really high level riders/instructors.

Powered by

Its been 10 days since i applied for the position. im not understanding what going on i check my status and it doesn't say any of following: not submitted your application has been started but not submitted. you may return to it for further editing before submitting. under consideration your application has been submitted. it is being reviewed by the recruiting team; awaiting assessment results, or interviews are in progress withdrawn this indicates you chose to withdraw the application. disqualified your application was not successful or the job posting has been canceled. you will receive a notification from the talent acquisition team indicating you are no longer being considered for the job. candidate to be hired. you successfully met the requirements and have been selected to fill the vacancy. it just says application from the day i applied and it doesn't fit under any of what the faqs is talking about?

Know that a job at the airlines is pretty competitive and with the unemployment rate as high as it is now, many people probably have applied. Therefore there may be a backlog of applications. Another option is that the system has not updated anything or only does it periodically. Keep checking back and then possibly call the airline's HR department if things are not cleared up by January 3 or 4.

Powered by

***notice of account closure*** hello, this is a notification regarding the world of warcraft account, -------, access to this account has been disabled for behavior contrary to the "essence" of world of warcraft. while we try to be as lenient as possible in our assessment of all account investigations, multiple trends in prohibited behavior on the account in question have ultimately led to its closure. as a result, this account will no longer be able to access any aspect of world of warcraft. this action has been taken in accordance with section 3, paragraph c [rules related to game play] of the terms of use (http://www.worldofwarcraft.com/leg al/termsofuse.html) and our game policies (http://www.blizzard.com/support/wo wgm/?id=agm01712p). thank you for your time and understanding of our position in this matter. please feel free to contact us with any questions or concerns you may have. regards, account administration blizzard entertainment

If you play by the rules, you do not have to worry about being banned. If you don't play by the rules, then you must accept the consequences. Blizzard does all of us legitimate players a favor when they ban folks who refuse to play by the rules and abide by the TOS.