I judge by personality and I don't judge until I actually get to know Don t know the area meet me and show me around.
M4w I mean tight to the point where I will need a few practice rounds to really get going. Im a easy going fun guy and I want to have someone to spend new years with I want to have fun so lets take the time now until then to get to know one another : ) Please be single free std free drama free and willing to have a good time.
This app is designed to closely imitate other popular social media apps such as Facebook and Instagram. Unfortunately, these similarities mask a far greater danger. Teens naturally gravitate toward social media apps, especially ones that hold the promise of new friendships and relationships.
MeetMe paints a tempting picture to teens, but parents should remain extremely vigilant if you decide to allow your teens to use this app. In most cases, avoiding the app might be the best course of action! Here is what you need to know so that you can make the best decision for your family. No credit card required.
Click to open sign up page. MeetMe focuses on creating new relationships for your teen. Immediately after creating an account, users set up their profile using an active Facebook account or email address. In a matter of seconds, various profiles pop up for other users in the nearby area.
Users can glance through a long list of public information for those who live nearby. Users are encouraged to chat regularly and even meet fellow users in person.
These credits allow their profiles to gain more attention. It also allows them to use various search filters to search for fellow users based on their relationship status, age, sex, location, and even their body type.
These credits are earned through various app activities such as:. Users are encouraged and even rewarded to view profiles of the opposite sex.
The Huffington Post included this app in a list of the top 6 dating apps teens secretly use. Dating apps in and of themselves are dangerous temptations for teens; MeetMe goes to a whole new level of risk with these red flags:.
Although the app states that users must be at least 13, there is practically no age-verification process to keep this in check. While our teens may think they are chatting with a fellow teen, they may really be connecting with someone twice their age.
With MeetMe Credits, users are encouraged to perform various tasks on the app. There are no privacy settings; every detail your teen adds to their personal profile will be present for anyone to see. In August of that year, a year-old man was charged with multiple counts of sexual impropriety with a minor. MeetMe was one of the social media platforms he used to send explicit pictures and messages to his underage victims. Although MeetMe is still operating as a thriving social media platform, the negative fall-out of this dangerous app is still present.
Unknowingly, many underage teenagers are still connecting with dangerous predators, completely unaware of the life-changing impact this app holds. Your teenager may simply be looking for new friends; they may not be concerned or even aware of the hidden dangers. Talk with them and help them see the risk of reaching out to strangers or sharing personal information. If they still wish to seek new friendships, point them in safer directions such as local after-school clubs, teen groups at your local church or synagogue, sports teams, and other well-regulated sources.
You may need to do some damage control and possibly contact authorities if your child is being targeted by potential predators through the app. If you have concerns, always consult trusted authorities before deleting the app. It may contain information they need.
Whether or not your teen uses this app, regular safety checks on their phones and internet devices are key to avoiding dangerous apps such as MeetMe. See what other apps you can block in an instant when you use Netsanity.
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Many people seem unaware that they could have choices and make choices and changes in their career paths. Believing they have no options, they just continue, in a dogged and stubborn way, to go the same job, never understanding that their lives could be better. There is another type of career person who is unhappy with what they do and who is aware that career change is possible and desirable. Yet, they have no idea of what they would do to make a living if they did not maintain their present status.
In fact, these are individuals who never knew what they wanted to do. When asked what their dreams were when they were children, they draw a blank and report that they never had any dreams.
When asked how they selected their present work, they provide explanations about how they found the job or how the job found them.
However, these people make it clear that there was no motivating force that drove them toward what they are now doing.
Perhaps the fact that it pays "good money" was as good a motivator as anything else. For this individual, as for many others, there was a time, years ago, when the economy was different and people were guaranteed a job for the rest of their lives.
Today, with a fast changing economy deeply affected by the international situation including the shortage of oil and energy sources, and other nations with competing economies, including the fact that many companies are now moving overseas where labor and manufacturing are less expensive than in the United States, there is no longer any guarantee about working for one company or even in one type of business for the remainder of a person's life.
Individuals who back into a job without any type of vision or ambition often find themselves in a crisis if the company for which they are working either changes location to a different part of the country or goes out of business altogether. At that point, the individual is left feeling confused and uncertain about what to do. That is when they may seek psychotherapy. If their hope is that therapy will somehow help them find a job, they are sorely disappointed.
In the therapeutic office, they have no better idea of what they want to do about work than before they lost their current job. All they know is that they are unhappy with their situation and want to work, but make little effort to find a job because there is nothing they want to do. This happens as a result of feelings of depression that predate their company closing or their losing their job. Further discussion in psychotherapy often reveals the fact that parental attitudes toward work during childhood were extremely negative.
In these cases, whether the parent was a medical doctor, postal worker or anything between, they hated their jobs and made that abundantly clear when they came home. These attitudes and feelings were absorbed by their children even if they were not aware of it up until they entered therapy.
Without a role model to convey a commitment to work and career, these individuals, when they were children, did not entertain ideas about being a fireman, policeman, or anything else. In fact, they dared not imagine themselves following in the foot steps of their parents because of the bitter complaints they heard at home.
In some cases, parents interfered with this childhood day dreaming and role playing if they the parent objected to the type of work the child dreamed about. Of course, that type of parental intrusion into a child's fantasy world interferes with the developing creativity and imagination of this budding mind. The child who has this type of experience and grows up without the unfettered opportunity to imagine being a nurse, doctor, sanitation worker or anything else is left without the ability to imagine themselves as defined by any type of career.
They may work, but without joy, pleasure or any sense of accomplishment. In treatment I hear many of these types of individuals complain that their friends have gone far beyond them in their lives. The complaint is not that their friends are making more money than they are, but that they talk about themselves, with pleasure, as being an accountant, a lawyer, a plumber, or any number of other professions or types of work.
In other words, their friends have a sense of commitment to something more than just earning some money. They have a commitment that is envied by the person who has no guide to who they are or what they should do. This is a difficult question to answer but one of the suggestions I work with in therapy with someone struggling with an identity crisis about their career goal, is to ask them what kind of work they might like to do but without worrying about reality issues.
What types of reality issues are referred to here? These are the reality issues their parents used to interfere with their imaginings when they were children. These are just a few of the issues that plague many people when thinking about careers.
What is particularly disturbing is that these types of questions stop people from allowing their imaginations to place them into one type of work or another. The fact is that people are capable of making things happen for themselves if they allow themselves the chance to dream. Many years ago, when I worked in a hospital psychiatry department as a clinical social worker, I met an elderly psychiatrist who always seemed energetic and enthusiastic - way beyond anything demonstrated by any of the other professionals in the department.
Among these other, much younger professionals, were nurses, social workers, secretaries, and, of course, psychiatrists. On one of those rare days when there was a lull in the otherwise rapid pace of the day, I asked him where he got his energy and enthusiasm and if it had anything to do with anticipating retirement, which did not seem like an inappropriate question considering the fact that he was seventy five-years-old.
When he made third class in , he married Susan Prause and reenlisted under the STAR program for an advanced electronics "B" school. After graduation, he and Susan loaded their belongings in a small trailer and drove across country to Long Beach, California, where he reported aboard Kearsarge.
In he was advanced to second class and in to first class. Bushey and his shipmates were awarded the Meritorious Unit Commendation for their performance in support of Seventh Fleet operations off the coast of Vietnam.
As a candidate for the honor, Bushey served as a model to wear the Navy's new coat and tie uniform before it was available to the fleet. He accumulated 4, flight hours and , "stork" miles as an enlisted navigator. In November , he was advanced to chief petty officer and to senior chief in As the command senior chief, he sampled his first taste of the leadership role that would eventually take him to Washington.
For two years, Bushey worked hard, convinced that he was in his twilight tour. His goals were to make the new carrier "the best ship in the Navy, take it on a Med cruise, and then retire. I was also a door opener, curious to know what was on the other side.
There's hardly an air station in the U. Navy that I haven't been on. On Theodore Roosevelt, he opened a lot of doors and talked to a lot of sailors. In , he and his family were recognized as Tidewater's Family of the Year. Edney kept Bushey in his office for what seemed to Bushey a "very long time.
He kind of scowled at me and said, 'How are you going to be a MCPON if you don't know about all the programs available to your people? On June 17, Admiral Carlisle A. In August, Bushey began his indoctrination for the job, travelling with MCPON Plackett and attending a series of briefings on the issues that he would be addressing during his term of office. During early interviews with the media, he listed physical fitness, education, integrity, and quality family time among his personal priorities.
He promised to support family programs already in place, to put continuing emphasis on the need for child care facilities, and to place more emphasis on financial planning to help sailors balance their checkbooks.
Admiral Trost was the guest speaker. For what this billet is all about is leadership. Leadership of a group of people found in no other walk of life, a group of people whose contributions and sacrifices deserve the very best leadership that our service and indeed our country can provide.
His sense of humor makes him accessible to all ranks: We need to be aware of potential problems before they become real problems. We need to address ourselves to causes and not just to symptoms of causes. We need to be wise, knowledgeable, and farsighted.. No matter what we think is the reality of a situation, there is probably another reality on the deck plates, and our people need and deserve leaders who know what that reality is.
The way we do that is first, to get out on the deck plates ourselves and see what is going on; and second, to have people, at all levels of command, who are, by whatever term we use, the chiefs of the boat who can take the pulse of the command and give us the straight information, perhaps better than we can get it for ourselves.
His or hers are the experienced eyes that can see the reality of the deck plates. His or hers is the persuasive, tactful voice that can give just the right encouraging word to junior or senior alike, that will turn a potential problem into a working solution.
Indeed, he or she is the pulsetaker of the command. I believe sailors will do anything in the world for you, as long as they know why they're doing it.
Bushey also promised to listen more than he talked when visiting with sailors. Bushey used the term "preventive maintenance" to describe his role in protecting people programs already in place. He found himself in good company. Bushey was impressed with the concern that the Navy's senior leadership had for sailors. As a former enlisted man, Vice Admiral Boorda brought a unique perspective to his new job. There's a whole bunch of things to do that," he told reporters during a press conference shortly after taking office.
He emphasized the need to treat people as individuals and to talk straight in an "understandable way. Bushey found that his goals and those of Vice Admiral Boorda were closely linked. I have priority because I represent the enlisted community.
He is very sincere about doing what we can for the troops. I feel that I can go in and say things are screwed up and why, and he will listen to me.
He may not always agree with me, but God forbid that everyone agree with me all of the time! Bushey also found a strong ally in the CNO.
He appreciates honesty and has a deep and sincere concern for the welfare of our sailors. Family support programs, such as family service centers, family advocacy, the ombudsman program, and child care had become an integral part of Navy leaders commitment to quality of life. Like the one held in , the conference provided a forum for establishing goals, directions and strategies for the future of family support programs in the Navy and Marine Corps.
Over people attended, including flag officers, senior enlisted leaders, government officials, family support program managers, counselors, and civilian resource representatives. The MCPON served as moderator for a discussion group that examined the needs of single sailors and how family service centers could meet those needs. Not surprisingly, the word "family" emerged as the primary reason that single sailors don't look to family service centers as a resource.
The group submitted recommendations for improving that image and suggested services that would be more realistic for the single sailor. Recommendations included providing storage space for sailors leaving on deployment and a volunteer referral service for single sailors with time on their hands. In Mililtary Family, a newspaper for military members and their families, Bushey said he felt the significance of the conference was in the show of "strong interest in taking care of our people.
During his first four months in office, Bushey set a hectic pace. In December, he and Mrs. In Washington, he began working issues such as the High Year Tenure HYT policy, the recently introduced peer ranking system for enlisted evaluations, and a pending policy statement on fraternization.
The policy sets the maximum number of years personnel are allowed to serve by pay grade at: HYT boards, composed of master chiefs, meet quarterly and consider each waiver request on an individual basis. Since , the instruction has been revised to modify eligibility and redesign waiver criteria.
Peer ranking, which requires reporting seniors to rank the top 50 percent of 4. Bushey spent a great deal of time in Washington and in the fleet clarifying the intent of the policy. There are many confusions about peer ranking and NMPC and I are working to get the word out to the fleet.
Three years later, Bushey reports that commanders have learned to use peer ranking to produce more "honest evals. The fraternization issue landed on Bushey's desk shortly after taking office in the form of a proposed instruction. Bushey objected to the wording and made his suggestions for improvement. In it, fraternization was defined as any personal relationship between an officer and an enlisted member which is unduly familiar and does not respect differences in rank and grade.
For the first time in its long history, the Navy had put its custom of frowning on unduly personal relationships among its members, particularly between officer and enlisted, in writing. It also included relationships between senior and junior enlisted, a factor usually overlooked in the traditional policy. In an interview with Navy Times before the instruction was issued, Bushey said he didn't believe the Navy needed a fraternization instruction. On January 29, , Bushey's own work came to a temporary halt.
He was admitted to Bethesda Naval Hospital with a respiratory infection similar to bronchial pneumonia. Though his recovery was more rapid than doctors anticipated, Bushey's travel schedule was put on hold for the next few weeks. On the physical fitness program, he said: And there're some COs that we ought to nail right to the wall.
If they'd get off their ass and get on with the program we'd quit killing sailors. We do not take care of our people when it comes to health. We don't feed them properly. We've got whole milk. Maybe the young kids can take that; the older people can't.
On retention and quality of life: We don't want a Cadillac. We want an old Ford pickup truck, we want an average home, and we want to be able to take mother out and do the normal things, go to the movies, have dinner. We've been able to do that, the pay has been O. On the quality of sailors: I came from the deck plates, and I can tell you right now that even though we got more high school graduates, I'm getting more and more people that are coming in that can't read.
So we set up a good remedial reading program so we can pull those people up, some of them through proper training. On his own job: In the wake of the article, sailors wrote letters to the Navy Times editor praising the new MCPON's courage and willingness to "speak out. Effective January 1, , general messes began offering patrons a choice of butter or margarine.
Alternate preparation methods to reduce frying, inclusion of fruit, and potato service bars, more fish, poultry, fruit and vegetable recipes are among the "healthy choices" offered to sailors today. Additionally, the instruction governing the Navy's health and physical readiness program was revised in On March 2, , Bushey had sufficiently recovered from his bout with pneumonia to testify with the senior enlisted advisors from the other services before the House Appropriations Committee Military Construction Subcommittee.
They understand the requirements, the mission and realize that they have to sacrifice something to carry out the important tasks their nation expects of them.
But, the force master chief pointed out, when those sailors come ashore, they expect better living quarters. That has to change. During his briefing to the panel, Vice Admiral Boorda asked for their help in stemming the tide. The CNP told the panel that the Navy was losing the largest number of f irst termers in boot camp and "A" school.
To target those areas, he liberalized a few policies, such as allowing new recruits with sensitive feet to wear tennis shoes in boot camp instead of the hard sole shoes traditionally required. He pushed for policies in "A" school that gave sailors a second chance or an alternative choice of another "A" school if they were not making passing grades.
Improved training and leadership was the panel's recommendation for reducing the attrition rate. To revitalize enlisted leader development at every level of professional development, indoctrination courses were included for petty officer and chief petty officers. For the first time since formal leadership development courses were introduced in , the Navy had a comprehensive, training program institutionalizing all leadership courses under one sponsor, the CommandExcellence and Leadership Development Division in BUPERS.
It was his recommendation that the curriculum for the CPO course be written by chiefs. Lloyd , and Senior Chief Kyle. If I'm having trouble getting you to perform, I can't open a manual and it says, 'OK, to get you to do this, this is what I've got to do. I've got to learn how to interpret what you're telling me. Bushey's schedule in Washington and on the road earned him respect and a reputation as a workaholic.
A typical workday in Washington begins at 6 a. At Key West, he swam with dolphins in training to help with Navy missions.
During one stop on his travelling schedule, Bushey told sailors that he enjoyed getting out of Washington. In the early months of , Bushey played a key role in controlling the. His message to sailors was that their leaders in Washington were doing everything they could to protect the quality of life programs in existence and to manage cutbacks in end strength without having to tell career minded sailors to go home. Bushey warned sailors that if they chose to leave the Navy, they should make sure that is what you want to do.
Mar 31, · I know it seems scary to report sexual, racial, or other harassment to human resources. It’s even scarier when they call and tell you they’ve set up a meeting with their lawyer and you. Only 2% of people actually consider six-pack abs a requirement of physical attractiveness. Click To Tweet. Because I’m no longer interested in pleasing this two percent of people, and I personally don’t find six-pack abs a requirement of physical attractiveness, pursing a six-pack would be a complete waste of my time.. So you think six-pack abs are BAD? The biggest contribution I made in four years as CNO was my selection of Duane Bushey to follow Bill Plackett as MCPON. Bill and Karen did a superb job!