Ulang tahun ibu

13 Agustus 2009, lg makan siang, jam 12.10 disms mbakyuku yg di Timor Timur; “hari ini ibu ulang tahun, ingat tidak?”, dueerrr…. lupaaaa…. segera paha ayam ditinggal, mulut dilap, ambil hape, quick dial, rrrrrrrrr,, halo…ibu ono? hemmm met ulang tahun.. he he he dasar anak durhaka, ulang tahun maminya saja lupa he he he.. terus reply balik ke timor timur ; ‘lupa? sorry ya, barusan juga saya telefon ngucapin selamat”. he he he nggak mau salah.

ok. met ulang tahun,panjang umur, sehat selalu, tambah nggak banyak ngomel, tambah sabar, tambah perhatian, kurang ngedumelnya he he he

Amazing day – today

Amazing day yang cuma terjadi sekali ini. saya beruntung mengalami hari ini. lihat komposisi tanggal hari ini :

Jam 12,  Menit 34,  Detik 56,  tanggal 7,  bulan 8,  tahun ke 9 (2009)  Kalau diurutkan : 1 2 3 4 5 6 7 8 9 ===> wowww

Mertua saya meninggal karena gagal ginjal

1 Agustus 2009 01.20 dini hari, mertua saya meninggal dalam perawatan di RS Gatot Subroto karena gagal ginjal. sempat dirawat hampir 3 minggu, lengkap dengan cuci darah, scan otak, tambah darah, obat-obatan, ya mungkin dengan kepergiannya ini yang terbaik untuk semua. sempat akan dicoba obat alternatif dengan VCo dan obat lain, tetapi memang tidak memungkinkan, karena sudah 3 hari tidak sadar sampai meninggalnya.

menurut dokter, beliau kena sakit ginjal ini karena terlalu sering mengkonsumsi jamu asam urat yang dibeli dekat kompleks. sayang sekali, jamu yang diharapkan dapat menolong malah mengakibatkan sakit ginjal.

sabtu 1 Agustus 2009, 14.00 beliau dimakamkan di makam Perwira Bekasi Utara. Selamat Jalan pak, semoga Tuhan memberi jalan yang lapang dan terang.

DRINK WATER ON EMPTY STOMACH

DRINK WATER ON EMPTY STOMACH

It is popular in Japan today to drink water immediately after waking up every morning. Furthermore, scientific tests have proven its value. We publish below a description of use of water for our readers. For old and serious diseases as well as modern illnesses the water treatment had been found successful by a Japanese medical society as a 100% cure for the following diseases:
Headache, body ache, heart system, arthritis, fast heart beat, epilepsy, excess fatness, bronchitis asthma, TB, meningitis, kidney and urine diseases, vomiting, gastritis, diarrhea, piles, diabetes, constipation, all eye diseases, womb, cancer and menstrual disorders, ear nose and throat diseases.
METHOD OF TREATMENT
1. As you wake up in the morning before brushing teeth, drink 4 x 160ml glasses of water
2. Brush and clean the mouth but do not eat or drink anything for 45 minute.
3. After 45 minutes you may eat and drink as normal.
4. After 15 minutes of breakfast, lunch and dinner do not eat or drink anything for 2 hours
5. Those who are old or sick and are unable to drink 4 glasses of water at the beginning may commence by taking little water and gradually increase it to 4 glasses per day.
6. The above method of treatment will cure diseases of the sick and others can enjoy a healthy life.
The following list gives the number of days of treatment required to cure/control/reduce main diseases:
1. High Blood Pressure (30 days)
2. Gastric (10 days)
3. Diabetes (30 days)
4. Constipation (10 days)
5. Cancer (180 days)
6. TB (90 days)
7. Arthritis patients should follow the above treatment only for 3 days in the 1st week, and from 2nd week onwards – daily.
This treatment method has no side effects, however at the commencement of treatment you may have to urinate a few times.
It is better if we continue this and make this procedure as a routine work in our life. Drink Water and Stay healthy and Active.

This makes sense .. The Chinese and Japanese drink hot tea with their meals ..not cold water. Maybe it is time we adopt their drinking habit while eating!!! Nothing to lose, everything to gain….

For those who like to drink cold water, this article is applicable to you.
It is nice to have a cup of cold drink after a meal. However, the cold water will solidify the oily stuff that you have just consumed. It will slow down the digestion.

Once this “sludge” reacts with the acid, it will break down and be absorbed by the intestine faster than the solid food. It will line the intestine.
Very soon, this will turn into fats and lead to cancer. It is best to drink hot soup or warm water after a meal.

A serious note about heart attacks:
• Women should know that not every heart attack symptom is going to be the left arm hurting,
• Be aware of intense pain in the jaw line.
• You may never have the first chest pain during the course of a heart attack.
• Nausea and intense sweating are also common symptoms.
• 60% of people who have a heart attack while they are asleep do not wake up.
• Pain in the jaw can wake you from a sound sleep. Let’s be careful and be aware.
The more we know, the better chance we could survive…

A cardiologist says if everyone who gets this mail sends it to everyone they know, you can be sure that we’ll save at least one life..

Please be a true friend and send this article to all your friends you care about

Penemuan Terbaru Kanker Hati

PENEMUAN TERBARU MENGENAI KANKER HATI

Penemuan terbaru mengenai kanker hati! Jangan Tidur Terlalu Malam ! Para dokter di National Taiwan Hospital baru-baru ini mengejutkan dunia kedokteran karena ditemukannya kasus seorang dokter muda berusia 37 Tahun yang selama ini sangat mempercayai hasil pemeriksaan fungsi hati(SGOT, SGPT) ,tetapi ternyata saat menjelang Hari Raya Imlek diketahui positif menderita kanker hati sepanjang 10 cm!!.
Selama ini hampir semua orang sangat tergantung pada hasil indeks pemeriksaan fungsi hati ( Liver Function Index ). Mereka menganggap bila pemeriksaan hasil index yang normal berarti semua OK.
Kesalahpahaman macam ini ternyata juga dilakukan oleh banyak dokter specialis, benar benar mengejutkan, para dokter yang seharusnya memberikan pengetahuan yang benar pada masyarakat umum, ternyata memiliki pengetahuan yang tidak benar.
Pencegahan kanker hati harus dilakukan dengan cara yang benar. Tidak ada jalan lain kecuali mendeteksi dan mengobatinya sedini mungkin, demikian kata dokter Hsu Chin Chuan.
Tetapi ironisnya, ternyata dokter yang menangani kanker hati juga bias memiliki pandangan yang salah, bahkan menyesatkan masyarakat, inilah penyebab terbesar kenapa kanker hati sulit untuk disembuhkan.
            Saat ini ada pasien dokter Hsu yang mengeluh  bahwa selama satu bulan terakhir sering mengalami sakit perut dan berat badannya turun sangat banyak. Setelah dilakukan pemeriksaan supersound baru diketemukan adanya kanker  hati yang sangat besar, hamper 80% dari livernya(hati) sudah termakan habis.
            Pasien sangat terperanjat, “ Bagaimana mungkin ? Tahun lalu baru melakukan medical check-up dan hasilnya semua normal.
Bagaimana mungkin hanya dalam waktu 1 tahun yang relative singkat dapat tumbuh kanker hati yang demikian besar?”
Ternyata check-up yang dilakukan hanya memeriksa fungsi hati. Hasil pemeriksaan juga menunjukkan “ normal “. Pemeriksaan fungsi hati adalah salah satu item pemeriksaan hati yang paling dikenal oleh masyarakat. Tetapi item ini pula yang paling banyak disalahpahami oleh masyarakat kita ( Taiwan ).
Pada umumnya orang beranggapan bahwa bila hasil index pemeriksaan fungsi hati menunjukkan angka normal berarti tidak ada masalah dengan hati.
            Tetapi pandangan ini mengakibatkan munculnya kisah-kisah sedihkarena hilangnya kesempatan mendeteksi kanker sejak stadium awal.
Dokter Hsu mengatakan, SGOTdan SGPT adalah enzim yang paling banyak ditemui didalam sel-sel hati. Bila terjadi radang hati atau karena satu atau sebab lain sehingga sel-sel hati mati, maka SGOT dan SGPT akan lari ke luar. Hal ini menyebabkan kandungan SGOT dan SGPT didalam darah meningkat.
Tetapi tidak adanya peningkatan angka SGOT dan SGPT bukan berarti tidak terjadi pengerasan hatiatau tidak adanya kanker hati. Bagi banyak para penderita radang hati , meski kondisi radang hati mereka telah berhenti, tetapi didalam hati(liver) mereka telah terbentuk serat-serat dan pengerasan hati. Dengan terbentuknya pengerasan hati, maka akan mudah sekali untuk timbul kanker hati.
           
Selain itu, pada stadium awal kanker hati, index hati juga tidak akan mengalami kenaikan. Karena pada masa-masa pertumbuhan kanker, hanya sel-sel di sekitarnya yang diserang sehingga rusak dan mati.
Karena kerusakan ini hanya secara skala kecil maka angka SGOT dan SGPT mungkin masih dalam batas normal, katakanlah naik pun tidak akan terjadi kenaikan tinggi. Tetapi oleh karena banyak orang yang tidak mengerti akan hal ini sehingga berakibat terjadilah banyak kisah sedih.
  
Penyebab utama kerusakan hati adalah :
1.        Tidur terlalu malam dan bangun terlalu siang adalah penyebab paling utama.
2.        Tidak buang pada pagi hari.
3.        Pola makan yang terlalu berlebihan
4.        Tidak makan pagi.
5.        Terlalu banyak mengkonsumsi obat-obatan.
6.        Terlalu banyak mengkonsumsi bahan pengawet,zat tambahan, zat pewarna, pemanis buatan.
7.        Minyak goreng yang tidak sehat. Sedapat mungkin kurangi penggunaan minyak goring saat menggoreng makanan, hal ini juga berlaku meski menggunakan minyak goreng terbaik sekalipun seperti olive oil.
8.        Mengkonsumsi masakan mentah atau dimasak matang 3-5 bagian. Masakan yang digoreng harus dimakan habis saat itu juga, jangan disimpan.
Kita harus melakukan pencegahan dengan tanpa mengeluarkan biaya tambahan. Cukup atur gaya hidup dan pola makan sehari – hari. Perawatan dari pola makan dan kondisi waktu sangat diperlukan agar tubuh kita dapat melakukan penyerapan dan pembuangan zat-zat yang tidak berguna sesuai dengan       “jadwalnya “.
Sebab :
Ø     Malam hari pk 21.00 – 23.00            : adalah pembuangan zat-zat tidak berguna/beracun( de-toxin) dibagian system antibody (kelenjar getah bening). Selama durasi waktu ini seharusnya dilalui dengan suasana tenang atau mendengarkan musik. Bila saat itu seorang ibu rumah tangga masih dalam kondisi yang tidak santai seperti misalnya mencuci piring atau mengawasi anak belajar, hal ini dapat berdampak negative untuk kesehatan.
Ø     Malam hari pk 23.00 – dini hari 01.00          : saat proses de-toxin dibagian hati, harus berlangsung dalam kondisi tidur pulas.
Ø     Dini hari 01.00 – 03.00                                   : proses de-toxin dibagian empedu, juga berlangsung dalam kondisi tidur pulas.
Ø     Dini hari 03.00 – 05.00                                   :   de-toxin dibagian paru-paru, sebab itu akan terjadi batuk yang hebat bagi penderita batuk selam durasi waktu ini.
Karena proses pembersihan (de-toxin) telah mencapai saluran pernapasan, maka tidak perlu minum obat batuk agar supaya tidak merintangi proses pembuangan kotoran.
Ø     Pagi pk 05..00 – 07.00                         :    de-toxin di bagian usus besar, harus buang air besar.
Ø     Pagi pk 07..00 – 09.00                         :    waktu penyerapan gizi makanan bagi usus kecil, harus makan pagi. Bagi orang yang sakit sebaiknya makan lebih pagi yaitu sebelum pk 06.30. Makan pagi sebelum pk 07.30 sangat baik bagi mereka yang ingin menjaga kesehatannya. Bagi mereka yang tidak makan pagi harap mengubah kebiasaannya ini, bahkan masih lebih baik terlambatmakan pagi hingga pk 9-10 daripada tidak makan sama sekali.
Tidur terlalu malamdan bangun terlalu siang akan mengacaukan proses pembuangan zat-zat yang tidak berguna. Selain itu, dari tengah malam hingga pukul 4 dini hari adalah waktu bagi sumsum tulang belakang untuk memproduksi darah. Sebab itulah, Tidurlah Nyenyak dan Jangan Begadang.
Dialih bahasakan secara bebas dari artikel berbahasa Mandarin oleh :
Siwu ( 09 Juni 2007 )
HARAP DISEBARLUASKAN PENGETAHUAN INI KEPADA SEGENAP KELUARGA , TEMAN-TEMAN DAN REKAN-REKAN SERTA RELASI YANG KITA CINTAI SUPAYA DAPAT TERHINDAR DARI PENYAKIT YG AKAN MEMBAWA MAUT & MALAPETAKA DALAM KEHIDUPAN INI…….TOLONGLAH ORANG2 LAIN SEBANYAKNYA…………………

Ulang Tahun Suamiku

Hari ini 27 Juli 2009, ulang tahun suamiku, sebenarnya pengen belikan sepotong kue, sayang lahirnya selalu pas tanggal tua, tanggal miskin hi hi kasihan suamiku. tapi ucapan selamat pas jam 12 malam selalu lebih menyenangkan dari sepotong kue bukan? panjang umur, tambah umur, tambah dewasa, tambah bijak, tambah doa, love u dear.

Disiplinary Policy

1.       Disiplinary policy and procedure

1.1     Purpose and scope of the procedure

1.1   The purpose of the disciplinary procedure is to ensure that unacceptable conduct is addressed promptly and appropriately.

1.2   The disciplinary procedure applies to all employees.

2 .  Principles of the procedure

2.1  The procedure is based on the following principles.

• Except for gross misconduct, no employee will be dismissed for a first breach of discipline.
• The employee has a right to be accompanied by their trade union representative or a work colleague at every stage of the formal procedure.

2.2  The procedure may be invoked where:

• previous support, advice or warnings have been ineffective
• a number of minor complaints are made which, taken together, constitute a  breach of discipline
• there is a more serious breach of discipline.

2.3  In all cases where disciplinary action is contemplated, reference to the Human Resources (HR) department is recommended.

2.4  All proceedings, whether informal or formal, should as far as is practicable remain confidential.

2.5  A formal record of a hearing will be given to the employee. In cases where there is a possibility of dismissal the hearing will be tape recorded and a copy given to the employee.

2.6  The timescales may be extended with the agreement of both parties.

3. General requirements

3.1 Employees are expected to:

• comply with their contract and terms and conditions of employment
• fulfil the duties of their post as reasonably required by their line manager
• observe relevant PT. BSP rules, regulations and policies
• comply with health, safety and data protection requirements. 

4.  Advice, support and informal warnings

4.1 It is the line manager’s responsibility to communicate, develop and motivate staff and to ensure that relevant training is provided. In cases of minor infringements of conduct the line manager should initially seek to advise and support the employee concerned on an informal basis with a view to effecting an improvement and thus to avoid using the formal procedure.

4.2 The employee should be advised of the conduct expected of them in the future and of the possible consequences of further problems. Where necessary an informal warning given by the line manager will reinforce the advice. Informal advice and support are not part of the formal disciplinary procedure and the employee should be informed of this. However, a record of an informal warning needs to be kept on the employee’s personal file held in Human Resources and may be used in future proceedings.

5 Suspension

5.1 In serious cases the employee may be suspended from work on full pay if their continuing presence at work could be prejudicial to the satisfactory operation of PT. BSP business. In some cases of alleged serious or gross misconduct a Director may consider the employee should not be present at work while an investigation is being carried out. Such a suspension should only be imposed after careful consideration and should be reviewed to ensure it is not unnecessarily protracted. A suspension will be authorised by a Director in consultation with the Head of HR.

5.2 In some cases a ‘cooling off’ period may be advisable by sending the employee home, normally until the following day. This will be authorised by a Director in consultation with the Head of HR.

5.3 Suspension is not a form of disciplinary action nor does it automatically follow that a disciplinary hearing will be called as a consequence of a suspension.

5.4 Employees should be told clearly that they are suspended; that the suspension will be for as short a period as possible and that they will be called back for an investigatory interview. The suspension will be reviewed periodically.

5.5 Employees on suspension will not be entitled to access any of PT. BSP’s premises or documents, including remotely, without the prior consent of the Head of HR. However,         PT. BSP will take account of the need for an employee to prepare any defence and make contact with anywitnesses.

6.  Investigation

6.1 If an investigation is necessary it will normally be carried out by the line manager. Where this would not be appropriate, the Director, in consultation with the Head of HR, will appoint another manager to carry it out. The investigation will include an interview with the employee, any witnesses and others as necessary, as well as the examination of any documentation. The investigation will include reference to previous relevant history. The investigator will write a report detailing the findings and, should they consider that there is a case to answer, a formal hearing will be arranged.

7.  Formal hearing

7.1 Where the facts of a case appear to call for formal action a hearing will be called as soon as possible. The hearing should comprise a panel of at least two people advised by a member of HR. Where possible there should be a gender balance.The investigator will attend to present their findings.

7.2 The employee shall be informed by letter giving at least five working days’ notice that a hearing is to be held. The employee may request an alternative date to allow up to an additional five working days to prepare their case or if the representative is unavailable. The letter shall include a copy of the disciplinary procedure and shall constitute an instruction to the employee to attend the hearing. It is the responsibility of each party to arrange for the attendance of any witnesses. The panel must be informed in advance of who will be attending. Any documents to be used at the hearing by either side, including the investigator’s report, should be circulated to all those attending at the earliest opportunity and, in any case, 24 hours before the hearing.

7.3 The letter shall inform the employee of:

• the reasons for the hearing
• the date, time and location of the hearing including who will adjudicate
• their right to be represented or accompanied
• that the hearing may be suspended if further investigation is required
• that the hearing provides an opportunity for the employee to respond to the allegations but that it will be held in their absence unless a reasonable explanation of failure to attend is given
• the possible consequences of the hearing.

8.  Formal action

8.1 Formal action may only be taken after a hearing. Set out below are the types of action that may be taken. When deciding what form of action will be taken, the panel will take into account the extent to which standards have been breached, precedent, the employee’s general record, position, length of service and special circumstances which might make it appropriate to adjust the severity of the penalty.

Minimum level of authority	Action	Opportunity to appeal
Line Manager	Oral warning	Head of Function/Operations
Head of Function/Operations	Written warning	Director
Director	Final written warning Dismissal	Chief Executive or nominated deputy

8.2   Warnings will remain in force for six months for an oral warning and up to 12 months for written and final written warnings, but will remain part of the formal record.

8.3   Warnings will cease to be ‘live’ following the specified period of satisfactory conduct purposes. There may, however, be occasions where an employee’s conduct is satisfactory throughout the period the warning is in force only to lapse very soon thereafter. Where a pattern emerges and there is evidence of abuse, the employee’s record should be borne in mind in deciding how long any current warning should last. Exceptionally there may be circumstances where the misconduct is so serious – verging on gross misconduct – that it cannot realistically be disregarded for future disciplinary purposes. In such circumstances it should be made very clear that the final written warning will remain in force indefinitely and that any recurrence will lead to dismissal.

8.4    Where, as the result of the formal hearing, the panel consider that the offence warrants formal action, the contents of this warning shall:

• set out the particulars of the shortcomings of the employee
• give the nature of the formal action and state that the facts will be entered on their personal record
• set out any support to be made available to the employee to assist them in improving their conduct
• outline the nature of further action if there is no improvement on the part of the employee so that the employee will be in no doubt that if their shortcomings are not corrected, further action, which could be dismissal, may follow
• give details of their right to appeal
• be handed to the employee whenever possible or posted directly by recorded delivery to the employee within three working days of the hearing and to the employee’s representative, where applicable.

8.5  Following a hearing PT. BSP has the right to dismiss without notice, an employee who has been found guilty of gross misconduct. Examples of the kind of behaviour which could constitute gross misconduct include:

• theft, misappropriation, misuse or unauthorised use of PT. BSP premises or    property
• fraud, deceit, deception or dishonesty including falsification of PT. BSP records
• a serious breach of agreed PT. BSP policy/procedures
• violent, offensive or other intimidating conduct or language
• sexual, racial or other unlawful harassment, for example, on grounds of sexual orientation, religious belief or disability
• incapacity at work through the use of alcohol or drugs
• conduct that constitutes a criminal offence, whether committed on PT. BSP premises or elsewhere
• inappropriate use of the internet, telephone or email, for example access to pornography (see Communications policy)
• action likely to cause injury or impair safety
• failure to respect confidentiality of information
• undertaking work detrimental to or in conflict with PT. BSP’s interests

• failure to comply with a reasonable instruction
• misconduct so incompatible with the employee’s duties and responsibilities that their continued presence within the organisation is insupportable.

This list is not exhaustive.

9.  Right of appeal

9.1   An employee has the right of appeal against formal action, including dismissal.

9.2  Should an employee wish to appeal they must do so, in writing, to the appropriate manager as detailed in paragraph 8.1, within five working days of being informed in writing of the formal action.

9.3  A request for an appeal must specify the grounds of the appeal, preferably under one or more of the following headings:

• the severity of the action.
• the finding of the hearing on a point of fact which is pertinent to the decision of the hearing.
• a failure to adhere to the published procedure.

9.4  A member of the original panel will attend to present their findings and reasons for their decision.

9.5  The employee and the management representative should use the guidance as best practice for the presentation of their respective case statements. The appeals panel members, the employee and the management representative should receive the written cases five working days before the hearing. Witnesses may be called by either party.

9.6  The panel will consist of a manager as detailed in paragraph 8.1 and another manager, and be advised by a member of HR. Neither member of the panel will have been part of the original hearing. The format of the appeal hearing will depend upon the nature of the appeal.

9.7  The panel will hear all or part of the previous hearing depending upon the nature of the appeal. The panel has the scope to:

• uphold all or part of the previous decision
• substitute previous action for some other within the scope of the procedure
• not uphold the previous decision.

9.8  Within three working days of the appeal the panel will record the decision and hand it to the employee whenever possible or post it directly by recorded delivery to the employee with a copy to the employee’s representative, where applicable.

9.9 The decision of the appeal panel is final.

Reporting Procedure (from Neca handbook)

REPORTING

 

HES Representative shall report all on-the job accidents or injuries arising from the services to the proper governmental authorities, where required, and to Director. HES Representative shall also report all theft or other incidents of a criminal or security nature, such as, a hijacking or assault. HES Representative shall complete and provide Company with a copy of every accident and incident report involving personnel injury or Property damage that is filled with HES Representative’s insurance company or representative or that are reportable under the Occupational Safety and Health Administration’s (OSHA) recordkeeping regulations (or their equivalent in the Area of Operations).

 

HES Representative shall maintain and file (and ensure that all members of HES Representative maintain and file) accident ant incident reports as required by applicable laws, decree, codes, administrative rules, these Guidelines and regulations, and furnish copies to Company.

 

HES Representative shall immediately and verbally report all accidents and incidents to company and confirm the report in writing within the tile limit specified by Company in the Plan. This includes fatalities, injuries, fires, spills, motor vehicle accidents, damage to Company Property.

 

HES Representative shall report all accidents and incidents arising from the Service that affect health, the environment and safety (include spills). These reports must be delivered to Director on a monthly basis unless otherwise specified by Company in the plan.

If required by Director, HES Representative shall also prepare monthly reports regarding total hours worked, number and type of incidents that occurred during the report period or other statistic required by Company. HES Representative shall deliver these reports to Director by a specified date each month.

Environment Protection Plan

Requirements

Control and protective measures will be taken to prevent any adverse environmental effects to the land, sea or air. The following measures are considered necessary :

*        Minimise or avoid use of substances dangerous to the environment,

*        Include environmental evaluations in all planning phases,

*        Use of contingency measures to prevent accidental pollution.

 

Scope

*        Efficient environmental accounting,

*        Efficient waste disposal,

*        Control of hazardous substances

 

iki keponakanku sing sepisan, asmane Diktus. Lutchuu bangettt, saiki wis 1th, sudah bisa pegang sapu… terbang….