– In lieu of a
raise this year, Western
Smajda is getting a
allowance. His highly
effective rating approved
by the Western School
Board in June, entitled
Smajda to at least a 3
percent raise ...
every player page to
date: John Todd, Parma:
The 6-foot-3, 305-pound
offensive tackle ...
Chambers, who has been
scouted by nearly every
Big 10 school, says he
plans to visit Michigan
State and Ohio State
soon. Terek Zingale,
Nordonia: An ...
hospitalized at the
University of Michigan
Hospital in Ann Arbor ...
The Bamm students are:
Ricky, second grade;
Parma, second grade;
Brunswick, fifth grade;
Brandon, fifth grade;
Michael, ninth grade; and
cash. (Grand Prize)
Patrick Gorczyca, Parma,
complimentary rounds of
golf John Howard, Venice,
golf certificates for
complimentary rounds of
golf Vernon Ballinger,
brings that perspective
into a new job that also
intertwines sports and
studies as the new Parma
Western middle school and
for the Panthers and was
selected to the Michigan
High School Soccer
Mopar Hemi Challenge was
won by Bucky Hess (2001),
followed by drivers
Richard Beshore (2002),
Jerry Jenkins (2003), and
Jeg Coughlin Jr. (2004).
The winningest driver has
been defending champion
Charlie Westcott Jr., of
Parma, Michigan ...
Springs typically hires
about 75 to 100 employees
and generates a payroll
of about $2.5 million.
Shaker Heights-based RDL
Architects is designing
the facility. Parma's
Director Erik Tollerup
said the ...
Lois D. (Dean) Klein,
Jackie was born February
12, 1950 in Parma,
Michigan. She graduated
from Central Michigan
University class of 1972.
Jackie was employed by
the Saginaw Pubic Schools
for 30 years in early
childhood education. She
was an active ...
PARMA, Ohio -
Over 400 teenagers and
adults from across the
For cousins Jillian
McCardell and Shannon
Ryan, of Michigan, this
is their third time
taking part in a
Workcamp. "You feel like
you've done something for
someone else," said
Did you ever
attend or work at Western
High School? What
insights can you share
about this school? Any
good memories? Please
comment below. * To
notification of other
school information or
updates about this
school, please click on
Teatro Farnese Come with
me to spend a different
night, among art,
and baroque architecture!
I propose you a journey
through the history of
Parma that we will go
SO, I’m riding my
bike home from the store
and I roll up on Parma
Police Officers Kuehler,
Gillsie, Ogrady, and
Tellings. You may
remember them from such
SPECIAL INFORMATION FOR PARMA
What do you know about abuse of women in PARMA MICHIGAN ?
Click the red escape button above to immediately leave this site if your abuser may see you reading it.
It can be hard to know if you´re being abused. You may think that your husband is allowed to make you have sex. That´s not true. Forced sex is rape, no matter who does it. You may think that cruel or threatening words are not abuse. They are. And sometimes emotional abuse is a sign that a person will become physically violent.
Below is a list of possible signs of abuse. Some of these are illegal. All of them are wrong. You may be abused if your partner:
- Monitors what you´re doing all the time
- Unfairly accuses you of being unfaithful all the time
- Prevents or discourages you from seeing friends or family
- Prevents or discourages you from going to work or school
- Gets very angry during and after drinking alcohol or using drugs
- Controls how you spend your money
- Controls your use of needed medicines
- Decides things for you that you should be allowed to decide (like what to wear or eat)
- Humiliates you in front of others
- Destroys your property or things that you care about
- Threatens to hurt you, the children, or pets
- Hurts you (by hitting, beating, pushing, shoving, punching, slapping, kicking, or biting)
- Uses (or threatens to use) a weapon against you
- Forces you to have sex against your will
- Controls your birth control or insists that you get pregnant
- Blames you for his or her violent outbursts
- Threatens to harm himself or herself when upset with you
- Says things like, "If I can´t have you then no one can."
If you think someone is abusing you, get help. Abuse can have serious physical and emotional effects. No one has the right to hurt you.
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Healthy vs. unhealthy relationships
Sometimes a relationship might not be abusive, but it might have some serious problems that make it unhealthy. If you think you might be in an unhealthy relationship, you should be able to talk to your partner about your concerns. If you feel like you can´t talk to your partner, try talking to a trusted friend, family member, or counselor. Consider calling a confidential hotline to get the support you need and to explore next steps. If you´re afraid to end the relationship, call a hotline for help.
Signs of an unhealthy relationship include:
- Focusing all your energy on your partner
- Dropping friends and family or activities you enjoy
- Feeling pressured or controlled a lot
- Having more bad times in the relationship than good
- Feeling sad or scared when with your partner
Signs of a healthy relationship include:
- Having more good times in the relationship than bad
- Having a life outside the relationship, with your own friends and activities
- Making decisions together, with each partner compromising at times
- Dealing with conflicts by talking honestly
- Feeling comfortable and able to be yourself
- Feeling able to take care of yourself
- Feeling like your partner supports you
If you feel confused about your relationship, a mental health professional can help. Remember, you deserve to be treated with respect.
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More information on Am I being abused?
Read more from womenshealth.gov
Explore other publications and websites
Connect with other organizations
PARMA MICHIGAN tspan:3m
The Guardian and a warning to PARMA MICHIGAN: Jehovah´s Witnesses´ silencing techniques, as terrifying as child abuse
Growing up in a Jehovahs Witness family is different. As a child, I didnt celebrate birthdays, Christmas or July 4. Nor did I, or anyone I knew, mix with non-Witness families in Little League or Girl Scouts. Instead, I spent much of my time sharing the good news. I used to go door-to-door on my own with a big, strong, well liked man in my congregation, named Jonathan. I was just 9 and 10 when he repeatedly sexually abused me.
It is really hard for kids to speak up when theyre abused. But the Jehovahs Witnesses make it a lot harder.
They have a 2 Witness rule, which says that anyone who accuses an adult of abuse must have a second witness. If there is no second witness, the accuser is punished for a false accusation - usually by ordering that no Witness may talk with or associate with the false accuser. This is called dis-fellowshipping. For a kid raised only with other Witnesses, it was horrifying. Even your parents would have to ignore you. It was more terrifying than Jonathan.
It was the elders of my congregation who had assigned Jonathan to team up with me. When we separated from the others, he forced me into his pick-up truck and drove us to his house. Then he would say Lets play. It happened too many times. Like everyone else in the congregation, my parents liked Brother Jonathan and trusted him in our family.
My parents were consumed with some really huge problems in those years, and later divorced. I was emotionally alone - and wanted to be the best Jehovahs Witness I could be. Thats why I went out to field service - the door to door ministry that Witnesses are known for.
What my parents didnt know, was that Jonathan had sexually molested another girl in our congregation. The elders knew this and had kept it a secret. They were following orders from Watchtower leaders, based in the world headquarters in New York, who in 1989 had issued a top-secret instruction to keep known child sex abusers in the congregations a secret. This instruction became Exhibit 1 at my civil trial.
The elders and the Governing Body all knew that child molesters hide in religious groups and often are people who are likeable and friendly - like Jonathan. They knew molesters would likely do it again. But they chose to ignore the safety of the kids, in favor of protecting their image - and their bank account - from lawsuits. It was all in that 1989 letter.
A recent report by the Center for Investigative Reporting revealed that they have continued to issues directives urging silence around child abuse. Last November, elders were instructed to avoid taking criminal matters like child abuse to the authorities. Instead, they were told to handle them internally in confidential committees. The report also showed that Jehovahs Witnesses evoke the First Amendment to hide sex abuse claims.
It took me learning about Jonathans other victims for me to speak up. In 2009, I looked on Californias Megans Law website, the states official list of registered sex offenders. There, I found he had been convicted a few years before for sexually abusing another 8-year-old girl. I felt horribly guilty that I hadnt spoken up about him earlier. Now, I need to stop predators from doing this again.
The only way to end this abuse is by lifting this veil of secrecy once and for all.
Make Your Health Benefits Work for You in PARMA MICHIGAN
The Department of Labor´s Employee Benefits Security Administration (EBSA) administers several important health benefit laws covering employer-based health plans. They govern your basic rights to information about how your health plan works, how to qualify for benefits, and how to make claims for benefits.
In addition, there are specific laws protecting your right to health benefits when you lose coverage or change jobs. EBSA also oversees health care laws covering special medical conditions. For more information on the laws that protect your benefits, see EBSA´s Website. Or call the agency toll free at 1-866-444-3272 to reach a regional office near you. These 10 tips can help make your health benefits work better for you.
1. Explore Your Options for Health Coverage
You have options for health coverage. There are many different types of health benefit plans. Find out what your employer offers, then check out the plan (or plans). Your employer´s human resource office, the health plan administrator, or your union can provide information to help you match your needs and preferences with the available plans. Or consider a health plan through the Health Insurance Marketplace. Visit HealthCare.gov to see the health plan options available in your area. Get information about all of your options and review it. The more information you have, the better your health care decisions will be.
2. Review the Benefits Available
Do the plans offered cover the benefits that are important to you, such as mental health services, well-baby care, vision or dental care? Are there deductibles? What are the out-of-pocket expenses you may face? Determine your needs and priorities. Compare all of your options before you decide which coverage to elect. Matching your needs and those of your family members will result in the best possible benefits. Cheapest may not always be best. Your goal is high quality health benefits.
3. Read Your Plan´s Summary Plan Description (SPD) for the Wealth of Information It Provides
Your health plan administrator should provide a copy. It outlines your benefits and your legal rights under the Employee Retirement Income Security Act (ERISA), the Federal law that protects your health benefits. It also should contain information about the coverage of dependents, what services will require a co-payment or coinsurance, and the circumstances under which your employer can change or terminate a health benefits plan. You also can find many of the answers to your questions in the Summary of Benefits and Coverage (SBC), a short, easy-to-understand summary of what a plan covers and what it costs. You should receive a copy with your enrollment materials. Save the SPD, the SBC, and all other health plan brochures and documents, along with memos or correspondence from your employer relating to health benefits.
4. Use Your Health Coverage
Once your health coverage has started, use it to help cover medical costs for services like going to the doctor, filling prescriptions or getting emergency care. Using your benefits will help you and your family stay healthy and reduce your health care costs. The Patient Protection and Affordable Care Act (ACA) provides many valuable protections for people enrolled in employment-based health plans including prohibiting preexisting condition exclusions and annual and lifetime limits on essential health benefits. What’s more, many plans cover certain preventive services for free, including routine vaccinations, regular well-baby and well-child visits, blood pressure, diabetes and cholesterol tests, and many cancer screenings. You also can keep your children on your health plan until age 26. Take advantage of your benefits, especially free preventive care if your plan covers it. If you were required to pay cost-sharing for a preventive service, check your Explanation of Benefits and ensure that the provider billed the service properly.
5. Understand Your Plan’s Mental Health and Substance Use Coverage
Many health plans provide coverage for mental health and substance use disorder benefits. If a plan does offer these benefits, the financial requirements (such as co-payments and deductibles) and the quantitative treatment limits (such as visit limits) for the mental health and substance use disorder benefits cannot be more restrictive than the financial requirements or treatment limits applied to medical/surgical benefits. Plans also cannot impose lifetime and annual limits on the dollar amount of mental health and substance use disorder services, including behavioral health treatment. Some plans cover preventive services like screenings for depression and child behavioral assessments for free. Check your SPD and SBC to find out what your plan covers.
6. Look For Wellness Programs
More employers are establishing wellness programs that encourage employees to work out, stop smoking, and generally adopt healthier lifestyles. The Health Insurance Portability and Accountability Act (HIPAA) and the ACA encourage group health plans to adopt wellness programs but also includes protections for employees and dependents from impermissible discrimination based on a health factor. These programs often provide rewards such as cost savings as well as promoting good health. Check your SPD and SBC to see whether your plan offers a wellness program(s). If your plan does, find out what reward is offered and what you need to do to receive it.
7. Know How to File an Appeal if Your Health Benefits Claim is Denied
Understand your plan’s procedures for filing a claim for benefits and where to make appeals of the plan´s decisions. Pay attention to time limits – make sure you timely file claims and appeals and that the plan makes decisions on time. Keep records and copies of correspondence. Check your health benefits package and your SPD to determine who is responsible for handling problems with benefit claims. Contact EBSA for assistance if you are unable to obtain a response to your complaint.
8. Assess Your Benefits Coverage as Your Family Status Changes
Marriage, Porce, childbirth or adoption, the death of a spouse, and aging out of a parent’s health plan are life events that may signal a need to change your health benefits. You, your spouse, and your dependent children may be eligible for special enrollment into other employer health coverage or through the Health Insurance Marketplace. Even without life-changing events, the information provided by your employer should tell you how you can change benefits or switch plans. If you’re considering special enrollment, act quickly. You have 30 days after the life event to request special enrollment in other employer coverage or 60 days to select a plan in the Marketplace.
9. Be Aware that Changing Jobs and Other Work Events Can Affect Your Health Benefits
If you change employers or lose your job, you may need to find other health coverage. If you have a new job, consider enrolling in your new employer’s plan. Whether starting or losing a job, you may be eligible to special enroll in a spouse’s employer-sponsored plan or through the Health Insurance Marketplace. Under the Consolidated Omnibus Budget Reconciliation Act – better known as COBRA – you, your covered spouse, and your dependent children may be eligible to continue coverage under your former employer-sponsored plan. This coverage is temporary (generally 18 to 36 months) and you may have to pay the entire premium plus a 2 percent administrative charge. Get information on your coverage options and compare. Be aware of the deadlines for deciding on coverage and find out when your new coverage will be effective.
10. Plan For Retirement
Before you retire, find out what health benefits, if any, extend to you and your spouse during your retirement years. Consult with your employer´s human resources office, your union, or the plan administrator. Check your SPD and other plan documents. Make sure there is no conflicting information among these sources about the benefits you will receive or the circumstances under which they can change or be eliminated. With this information in hand, you can make other important choices, like finding out if you are eligible for Medicare and Medigap insurance coverage. If you want to retire before you are eligible for Medicare and your employer does not provide health benefits in retirement, consider what you will do for health coverage. Your options may include enrolling in a spouse’s employer plan or in a Marketplace plan or temporarily continuing your employer coverage by electing COBRA. Planning for retirement includes planning for your health coverage in retirement. To find out more, read Taking the Mystery Out of Retirement Planning.
These Laws Can Help
- The Employee Retirement Income Security Act – Offers protection for inPiduals enrolled in retirement, health, and other benefit plans sponsored by private-sector employers, and provides rights to information and a claims and appeals process for participants to get benefits from their plans.
- The Patient Protection and Affordable Care Act – Creates the Health Insurance Marketplace and provides protections for employment-based health coverage, including extending dependent coverage of children to age 26; prohibiting preexisting condition exclusions and prohibiting lifetime and annual limits on essential health benefits.
- The Consolidated Omnibus Budget Reconciliation Act – Contains provisions giving certain former employees, retirees, spouses, and dependent children the right to purchase temporary continuation of group health plan coverage at group rates in specific instances.
- The Health Insurance Portability and Accountability Act – Allows employees, their spouses and their dependents to enroll in employer-provided health coverage regardless of open enrollment periods if they lose coverage or in the event of marriage, birth, adoption or placement for adoption. Also prohibits discrimination in health care coverage.
- The Women´s Health and Cancer Rights Act – Offers protections for breast cancer patients who elect breast reconstruction in connection with a mastectomy.
- The Newborns´ and Mothers´ Health Protection Act – Provides rules on minimum coverage for hospital lengths of stay following childbirth.
- The Genetic Information Nondiscrimination Act – Prohibits discrimination in group health plan premiums based on genetic information. Also, generally prohibits group health plans from requesting genetic information or requiring genetic tests.
- The Mental Health Parity and Addiction Equity Act and the Mental Health Parity Act – Requires parity in financial requirements and treatment limitations for mental health and substance use benefits with those for medical and surgical benefits.
- The Children´s Health Insurance Program Reauthorization Act – Allows special enrollment in a group health plan if an employee or dependents lose coverage under CHIP or Medicaid or are eligible for premium assistance under those programs.
For More Information
Visit the Employee Benefits Security Administration’s Website to view the following publications. To order copies or to request assistance from a benefits advisor, contact EBSA electronically or call toll free 1-866-444-3272.