Telephone tapping (or wire tapping/wiretapping in the US) is the monitoring of telephone and Internet conversations by a third party, often by covert means. May be I am just paranoid but I do believe that the Old company is recording my calls to and from reps that still work for them. I did a small experiment to see if it's just me or are we being tapped. I call an emplyee from one of the stores in my district and the call had a delay in the conversation's sound quality. I shrugged it of as nothing at first we were talking basketball nothig more. Then it started to get annoying, I told her I will call back.I called on my cell phone and the delay was gone. I then called back on the previous phone. The delay was back, I tried call others no delay was heard. A few days go by and a rep in the old company calls and she tells me that she wants to know if i talked about her on my blog I said no and you can read my blogs to find out. She then tells me all the details of our conversations were repated during a team meeting in the old company. mind you she did not work in the same store I use to work in. Could we have been recorded? It makes me think take a gander at Steven Colbert's look on things Now a conspiracy theroist would think that the Old company has other agendas with global intent. Since our Chief and commanding officer has allow monitoring of  phone conversations maybe I am targeted? I mean the old company took over all of the USA the head honcho is from Texas like our President possibly part of a elitest group that all "men of power" join. We are in the state were the Pres's Brother was govener. Ahhh it's just my over active imagination lions, tigers, and bears oh my! But it is really funny that the meetings are covering all the conversations I have is no one safe or are we victums of an over active imagination.      

I will be working on a At&t and the employee video clip. It will be appearing on youtube, blogstream, and myspace Date TBD. I have hooked up with some audio visual students and have some actors. I will directing the video and may make an appearance here and there. Sorry I will not be starring in it. or will I ? I will not be on line for a while please feel free to contact me via blogstream via private message or public it's all good with me.

1.LABOR Chapter 448
GENERAL LABOR REGULATIONS View Entire Chapter

448.045 Wrongful combinations against workers.--If two or more persons shall agree, conspire, combine or confederate together for the purpose of preventing any person from procuring work in any firm or corporation, or to cause the discharge of any person from work in such firm or corporation; or if any person shall verbally or by written or printed communication, threaten any injury to life, property or business of any person for the purpose of procuring the discharge of any worker in any firm or corporation, or to prevent any person from procuring work in such firm or corporation, such persons so combining shall be deemed guilty of a misdemeanor of the first degree, punishable as provided in s. 775.082 or s. 775.083.

At Will Employment Definition
At will employment is also called employment at will and hired at will. All mean that employment is presumed to be voluntary and indefinite for both employees and employers, under the Doctrine of Employment at Will.


Grammatically speaking, the term at will should be hyphenated, as in at-will employment. However, because not everybody knows that, we omit the hyphen to make it easier for visitors to find this article in a Web search.

In other words, at will employment means that employees may generally quit their jobs at any time, for any, no or even unfair reasons.

By the same token, employers may generally fire or layoff employees at any time, for any, no or even unfair reasons. (That's the inference of the saying, "I serve at the pleasure of the board of directors.") Exceptions are noted on the next page.

At will employment also means that employers may decline to hire job candidates for any, no or even unfair reasons, except for those noted on the next page.

All states enforce at will employment to some degree. To ensure employees know and acknowledge that their employment is at will and to help avoid employee lawsuits, employers may legitimately ask employees to sign contracts or agreements that document and enforce the terms of at will employment.

Alternately or additionally, employers may document the terms of at will employment in policy manuals or similar documents, and then ask employees to sign contracts or agreements acknowledging that they've received, read, understand and will adhere to the terms. Many states consider policy manuals and similar documents to be enforceable, implied contracts for both employers and employees.

Employers and employees may legitimately waive certain at will employment rights through contracts and agreements. For example, union-employer collective bargaining agreements might stipulate the terms and conditions under which employers may and may not discharge union employees.

Many states (including California, New York, Washington, the District of Columbia, and Connecticut) have imposed laws requiring drivers to use hands-free devices to make phone calls. New Jersey even made violation of its law a first offense. But several studies over the years have found that talking on a hands-free device is not much safer than talking on a hand-held device.

A study by the American Psychological Association of over 500 drivers found that talking on a cell phone cut activity in areas of the brain used for driving by half. Drivers focusing on a phone conversation had slower reaction times, were less likely to recall objects on the road, and had a hard time noticing traffic around them. Researchers also noted that hands-free devices in the car posed the same hazards as hand-held devices.

A different study by the University of Utah tested drivers' use of hands-free cell phones on the road, and found (to no one's surprise) that chatty drivers were the main cause of traffic problems. Apparently, drivers talking on a cell phone were less likely to change lanes, and spent more time following slow-moving vehicles.

The latest research by Carnegie Mellon University questions hands-free laws, and whether their existence only gives drivers a false sense of safety. To test this theory, neuroscientist Marcel Just studied 29 volunteers who used a driving simulator inside an MRI brain scanner. The volunteers were tasked with driving a car along a virtual winding road, with and without distractions.

Researchers found that drivers would hit the guardrail and veer out of the center of the lane more often when they tried to answer true or false questions. Brain scans of the distracted drivers showed brain activity decreased in areas that process visual and spatial information, functions that are crucial for navigation. Once again, this proved that participating in a conversation is all it took to reduce a driver's focus on the road.

As reported in This is London, Just concluded:

Drivers need to keep not only their hands on the wheel, they also have to keep their brains on the road. Drivers' seats in many vehicles are becoming highly instrumented cockpits and during difficult driving situations they require the undivided attention of the driver's brain.

The clear implication is that engaging in a demanding conversation could jeopardise judgment and reaction time.
So while there may be laws out there that ban the use of hand-held phones behind the wheel, the truth is the road will remain a dangerous place as long as drivers continue to carry phone conversations on hands-free devices - so be careful out there.