Just saying I MAY make a stupid descision that involves not saving money and trying to find room for PVY...
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Stoner/Doom Bassists Thread, Part 90: Maxed Out
- Thread starter Korladis
- Start date
I think my hippies friends didn't trust me for a while, the super short hair I had and would pass it on to the next guy most of the time. Really sucked one time when shrooms were making the rounds at a big party I was at. And sadly I never got my hands on them in my life, so I wanted to indulge/buy and I got the cold shoulder. One of my buddies dropped me one little tiny one and what was that one little kernel going to do, but it was still cool of him to trust me even with that at the time. He said sorry man you are being orphaned tonight but some don't know you.
And lately I just don't care much for drinking like I used to. Plus if I am not out doing something active or with a gang of people, green turns me into a debbie downer, I dwell on stupid crap instead of giggling away.
And that is an awesome model Squier too if I am correct about the model he uses. The old Korean made, non-pickguard model. Well made, and has a sweet sounding pup in it. The Musicgoround back home always has one or two on the shelf and I love giving them a diddle while there.
Squanch, it doesn't surprise me that you enjoy the giving of diddles.
Fuzz Graphics Update. Needed more contrast for a proper etch, remade clouds, and also changed font.
For the record I was talking about the bass and not the staff, their hard to get ways aren't fooling me though
Fuzz Graphics Update. Needed more contrast for a proper etch, remade clouds, and also changed font.
Lemme be the first to say: that is effin' badass.
For the record I was talking about the bass and not the staff, their hard to get ways aren't fooling me though
I'd just slide up to the salespeople and say something softly like "I know you work on commission, but you ARE allowed to accept gratuities, right?"
No comment on my current side job...
But also needless to say, I would fail a urine test hard, for a variety of reasons.
Noice.Fuzz Graphics Update. Needed more contrast for a proper etch, remade clouds, and also changed font.
My BlueBear-D))) one knob muff is gonna have this etched on it...
In 15 years outta school, I've never had a full-time job that DIDN'T do a pre-employment pee screen.
Their lips may say "No." but their eyes say "Awww, hell, no."For the record I was talking about the bass and not the staff, their hard to get ways aren't fooling me though
I'm kind of shocked, looking at your avatar picture, and all.
Awesome! So it will be a bluebeard fuzz clone? Will the single knob be gain or? I built a few BB clones too. They sound completely killer with WIMA caps and a mid shift switch. A few local bassists are loving theirs, that I made.
Yup made by Bear amps. Internal pots for gain and tone. Set an forget. Im robbing the brokedid WUMBO of one of its stove knobs for the single vol on the outside. Thinking about doing a footswitch for tone bypass aswell.
random drug testing....when are you guys going to join the rest of the developed world?
here is the Canadian stance. Interesting that if an employee is found to have a drug or alcohol problem the employer actually needs to accomodate and help in the rehab.
Pre-Employment Screening: Can an employer test employees for drug & alcohol use before hiring?
Mandatory pre-employment testing is generally not permitted, even in a "safety sensitive" or dangerous workplace. While there may be some exceptions, the Courts in Canada have generally decided that testing before hiring an employee (and a "zero tolerance" policy for prospective employees who failed such a test) is discriminatory under Human Rights legislation.
The one exception to this rule may be in Alberta, where, based on a decision of the Alberta Court of Appeal it was determined that mandatory pre-employment drug testing was permissible for certain employers hiring in a highly safety sensitive workplace (Syncrude’s Fort McMurray oil sands plant).
Random Testing: Can an employer randomly test employees during their employment?
Random testing during an employee's employment is almost never permitted in Canada. The uncertainty that previously surrounded this issue has now been resolved by a decision of the Supreme Court of Canada released in June 2013.
In Communications, Energy and Paperworkers Union of Canada, Local 30 v. Irving Pulp & Paper, Ltd. our Supreme Court considered the impact of random drug and alcohol testing on an employee's right to dignity and privacy and balanced this right against the employer's concerns for workplace safety and discipline. Ultimately siding with the employees on this issue, the Court decided that random drug and alcohol testing of employees would not be permitted even in a dangerous work environment, unless an employer could prove that there was a general problem with alcohol or drug abuse in its workplace. Based on this decision, the vast majority of Canadian employers will not be permitted to maintain policies for random drug and alcohol testing.
Post Incident testing: Can an employer test employees who are involved in an accident or other workplace incident?
The answer to this question is generally: yes. Employees who have been involved in a workplace accident, or in an incident that raises reasonable grounds for suspecting that an employee was impaired by drug or alcohol use, may generally be required to undergo testing as a condition of continuing their employment.
Furthermore, employees who are suspended or placed on leave in order to undertake a program of drug or alcohol rehabilitation may be asked to undergo a post-rehab testing program for a reasonable period of time on their return to work to ensure that they remain "clean and sober" while at work.
It must be kept in mind that for "post-incident" testing it is generally not the “testing” itself that triggers legal or Human Rights law concerns. Instead it is how an employer treats (or disciplines) an employee who tests positive (and who is dependent on drugs or alcohol) that results in most legal challenges. In most cases such an employee cannot be summarily dismissed, but must instead be offered a rehabilitation program to give them an opportunity to kick their habit and return to work.
here is the Canadian stance. Interesting that if an employee is found to have a drug or alcohol problem the employer actually needs to accomodate and help in the rehab.
Pre-Employment Screening: Can an employer test employees for drug & alcohol use before hiring?
Mandatory pre-employment testing is generally not permitted, even in a "safety sensitive" or dangerous workplace. While there may be some exceptions, the Courts in Canada have generally decided that testing before hiring an employee (and a "zero tolerance" policy for prospective employees who failed such a test) is discriminatory under Human Rights legislation.
The one exception to this rule may be in Alberta, where, based on a decision of the Alberta Court of Appeal it was determined that mandatory pre-employment drug testing was permissible for certain employers hiring in a highly safety sensitive workplace (Syncrude’s Fort McMurray oil sands plant).
Random Testing: Can an employer randomly test employees during their employment?
Random testing during an employee's employment is almost never permitted in Canada. The uncertainty that previously surrounded this issue has now been resolved by a decision of the Supreme Court of Canada released in June 2013.
In Communications, Energy and Paperworkers Union of Canada, Local 30 v. Irving Pulp & Paper, Ltd. our Supreme Court considered the impact of random drug and alcohol testing on an employee's right to dignity and privacy and balanced this right against the employer's concerns for workplace safety and discipline. Ultimately siding with the employees on this issue, the Court decided that random drug and alcohol testing of employees would not be permitted even in a dangerous work environment, unless an employer could prove that there was a general problem with alcohol or drug abuse in its workplace. Based on this decision, the vast majority of Canadian employers will not be permitted to maintain policies for random drug and alcohol testing.
Post Incident testing: Can an employer test employees who are involved in an accident or other workplace incident?
The answer to this question is generally: yes. Employees who have been involved in a workplace accident, or in an incident that raises reasonable grounds for suspecting that an employee was impaired by drug or alcohol use, may generally be required to undergo testing as a condition of continuing their employment.
Furthermore, employees who are suspended or placed on leave in order to undertake a program of drug or alcohol rehabilitation may be asked to undergo a post-rehab testing program for a reasonable period of time on their return to work to ensure that they remain "clean and sober" while at work.
It must be kept in mind that for "post-incident" testing it is generally not the “testing” itself that triggers legal or Human Rights law concerns. Instead it is how an employer treats (or disciplines) an employee who tests positive (and who is dependent on drugs or alcohol) that results in most legal challenges. In most cases such an employee cannot be summarily dismissed, but must instead be offered a rehabilitation program to give them an opportunity to kick their habit and return to work.
Mmm, yeah I could see the tone bypass being useful. Set tone to stab mode, and bypass would just give you a more linear response and likely a significant boost, kind of like two channels, but super simple to implement. Cool!
Yep, if I didn't have enough reason reasons to hate Canada...
