Archive for November 8th, 2011

Los Angeles Cosmetic Dentist, Dr. Kevin Sands, Now Offers Lumineers

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LOS ANGELES, Nov. 7, 2011 /PRNewswire/ — An increasing number of Southern California residents are finding one major problem with smiling: the appearance of their teeth. Just as a great smile can boost confidence and leave a lasting impression, those that are worried about discolored or damaged teeth are not going to enjoy themselves to the fullest. This is why the leading Los Angeles cosmetic dentist, Dr. Sands, is now offering Lumineers to patients who are not satisfied with the appearance of their teeth and wish to have a more charming, bright smile. 

Dental veneers have been around for quite some time and have led to countless success stories of patients getting their bright and healthy smiles back. Traditional porcelain veneers are somewhat thick pieces of porcelain that are bonded to the teeth to create a straight, bright, and uniform smile. This is why Dr. Sands, cosmetic dentist in Los Angeles, is now offering the newest generation of this amazing procedure. 

Dr. Kevin Sands, Cosmetic Dentist Los Angeles

Lumineers can be used in lieu of traditional veneers for all the same issues with chipped, discolored or uneven teeth. Lumineers offer huge advantages over traditional veneers before, after, and during the procedure. Instead of a removing an excessive amount of the natural tooth’s surface, the experienced team backing this Los Angeles dentist will need to only make the most minor of changes to the surface of the teeth to form the impressions. For those with a low threshold for pain or are nervous of needles, this is an excellent solution. Also, most Lumineers are sent back to the dentist in as little as 2 weeks and will maintain their bond with the teeth for 20 years or longer for many patients.  For those that would like a smile makeover to turn this season just a little bit more special, there is a dentist in Los Angeles that has a solution.

Contact Dr. Sands, Dentist Los Angeles

Visit to learn more about Lumineers and other treatments provided by Dr. Sands. You may also call (310) 273-0111 or go to their office, located at 414 N. Camden Dr. Suite 940 in Beverly Hills, CA 90210.

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Tuesday, November 8th, 2011 Los Angeles Dentists No Comments

Wives Club: ‘Seks Islam’ is high level sex, ‘PhD-level’ sex book

The Obedient Wives Club (OWC) the publisher of controversial book ‘Seks Islam, Perangi Yahudi Untuk Kembalikan Seks Islam Kepada Dunia’ (Islamic Sex, Fighting Jews to Return Islamic Sex to the World).

Here is an interesting quotes from The Star:

As if reading my thoughts, Dr Azlina Jamaluddin, a dentist and OWC leader, said it was not something a common person could comprehend.

“To you there might be no logic to what we are saying,” Dr Azlina explained. “But when Prophet Noah built an ark on a mountain at that time there was no logic in what he was doing.”

Mohd Rasidi, a male member of the panel, claimed what was taught in the book was “high level” sex. “It is PhD-level,” he said.

“To understand the book,” said Fauziah, “the author of the book herself wants to talk to the media via Skype from Mecca.”

And Hatijah’s voice filled the conference room.

In an exasperated tone, the 57-year-old Malaysian woman based in Saudi Arabia said the club purposely did not sell the book to non-members because the public would not be able to comprehend it.

In other words, you and I are practising “kindergarten-level sex” as compared with “PhD-level sex”.

And, quoting the Quran, Hatijah went deep into the theory of “spiritual sex”.

It is understood that the Home Ministry is in the midst of studying the contents of the controversial sex guide released by the Obedient Wives Club (OWC) before taking any action, including possibly banning the book.


Tuesday, November 8th, 2011 Salary Of A Dentist No Comments

How To Get The Best Severance Deal

(This story appears in the Nov. 21, 2011 issue of Forbes.)

When Léo Apotheker became the latest CEO to be ousted by Hewlett-Packard’s board in September, his severance package included $7.2 million to be paid out over 18 months; a $2.4 million bonus for 11 months of service; more than $3.5 million worth of restricted stock; and relocation expenses, including $300,000 to cover losses or other expenses related to the sale of his California home. Plus, HP agreed to pay for his legal fees to negotiate the package.

Most workers can’t even dream of such a golden handshake. But they can take a few lessons from it. First, according to an HP filing, not all of the benefits Apotheker got were in his contract—some were negotiated after he was fired. Second, he got a smorgasbord of goodies. Third, while he didn’t sue, he did get legal advice.

In today’s economy just about anyone can be dealt a layoff hand at any time. So it pays to know how to play it.

Consult a lawyer

If you’re let go the human resources apparatchiks can (and very well may) immediately deactivate your e-mail and ask you to clean out your desk while armed guards wait to escort you from the building. But they must give you at least 21 days to sign a severance deal if you are 40 or older and it requires you to waive your right to sue for age discrimination (as it almost surely will). Many companies give younger workers the same time. Use it to consult a lawyer; find one through fired friends or through the National Employment Lawyers Association.

Expect to pay between $200 and $400 per hour for an initial in-person consult. Keep costs down by collecting all relevant documents before you meet, including: the company handbook; notes and memos that reflect company policy; and all evidence of your employment record.

Have the attorney review the fine print of any deal you’ve been offered. Houston employment lawyer Margaret A. Harris says she is seeing more ­extraneous and harmful provisions in initial offers these days, such as cutting off pending claims under the company’s health insurance plan or prohibiting a job loser from ever applying to work at the company again.

Decide who will negotiate

Discuss with the attorney whether you have a potential legal claim, say, for discrimination on the basis of age, race, sex or disability, or for illegal retaliation because you refused to do something improper. Even if you do have a claim, think twice about suing—lawsuits drag on and aren’t good for your mental health or future employment prospects. “There can be negative repercussions to filing even the most valid case in the world,” warns San Francisco lawyer Cliff Palefsky. But knowing you might have a claim could affect your bargaining.

When negotiating, it’s often better to keep the lawyer behind the scenes— both to avoid a big bill and to keep those who might advocate for you within the company on your side. If you choose to have a lawyer negotiate, one common arrangement is a flat fee (say $400) plus a “contingency”—the lawyer might get a third to a half of what he or she can gain, above what you were originally offered.

Shop for an attorney and a fee deal you’re comfortable with. A woman in her 50s who was laid off as an executive of a large entertainment company while she was ill reports one attorney suggested leaking her plight to a gossip columnist. Instead the woman, who asked not to be named, chose a more discreet firm that had represented other employees in disputes with the company. She paid the firm a substantial $10,000 flat fee but only a tiny contingency. After months of wrangling she ended up with a package worth $500,000, twice what she had originally been offered, and her legal bill was only $17,000. Money well spent, says the woman, who is still job hunting.

Ask for more severance pay

No U.S. law requires a company to pay severance—unless a firing comes under the narrow Worker Adjustment Retraining Notification (WARN) Act, which requires employers to give 60 days’ notice of certain mass layoffs or pay 60 days of salary and benefits. (Some states have similar laws requiring 90 days’ notice.) In addition, an individual or union contract might require severance, and if your employer has a severance pay policy in its employee manual, it generally must comply with that policy, says New York lawyer Wayne N. Outten.

Even if not legally required, severance is the norm, at least at big companies, and is often negotiable. According to a 2009 study by Manpower Co.’s Right Management, U.S. severance averages 2.5 to 3 weeks of pay per year of service for “involuntarily separated” top and senior executives, and 1.4 to 1.8 weeks for others. (But two-thirds of companies cap the total weeks they’ll pay, Right reports.)

You may also be able to bargain over whether you get severance in a lump sum or as salary continuation. On the one hand, you can’t collect unemployment insurance while you are receiving severance. On the other, if you spread out payments the company is more likely to pay for your health insurance during this time, which for most people trumps other concerns, says Robert Barbetti, an executive compensation advisor with JPMorgan Private Bank in New York. Severance is considered taxable pay, and taking it in a lump, say, at the end of the year, could also push you into a higher tax bracket, reducing the net amount you take away.

Make insurance a priority

Under the Consolidated Omnibus Budget Reconciliation Act of 1995, known as Cobra, you are typically entitled to continue your medical coverage under the company plan for up to 18 months. But during this time you can be required to pay the entire premium yourself, which can be enormously expensive. You may be able to get the company to cover the tab for a certain period of time or at least to continue paying the portion it paid when you were employed there. To avoid having this taxed as income, ask the company to make the payment directly to the insurer, says San Francisco tax lawyer Robert W. Wood, a FORBES contributor who has written a book on taxation of settlements.

Also check to see whether you can convert any group life insurance and disability insurance plans to an individual policy. If you’re young and healthy, you might later find cheaper policies on your own. But don’t gamble. Convert the group policies, if you can, as a bridge.

Push for unused options and benefits

Ask to keep unvested interests you may have—such as company matches to a 401(k) plan, deferred compensation, stock options or stock. This isn’t the sort of thing a company will usually volunteer to give you, but it can be significant. Five years ago, as part of severance negotiations on behalf of a client at a high-tech firm, Palefsky insisted on an extra month of stock vesting. It wasn’t worth much at the time but has grown in value to an extra seven figures. If a bonus is part of your compensation package, ask for a prorated share for the year in which you were terminated.

If you’ve got an outstanding loan from your 401(k), make arrangements to pay it back, or the company might automatically treat it as a distribution subject to taxes and possibly an early withdrawal penalty, too. If you’ve got unused dollars in a medical flexible savings account, use them up with a quick trip to the dentist or new pair of eyeglasses—otherwise, you’ll forfeit them.

Other loose ends to tie up: payment for unused vacation time; unreimbursed travel expenses; personal property that needs to be sent home; and company property (such as a laptop, cellphone or company car) that you need to return or would like to purchase.


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Indianapolis, IN Dentist Named Diplomate in Implant Dentistry

Votes on immigration, union rights and President Obama’s health care law could hold hints of the American public’s mindset, four years into an economic downturn and one year from the presidential election.


Tuesday, November 8th, 2011 Dentistry No Comments


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