If one is truly motivated to succeed in their chosen field, rewards (Pleasure) will only motivate temporarily and threats of employment termination (Pain) will also work, but on a limited basis. This is known as the “carrot and the stick” approach. The problem with this approach is you need a jackass to follow for it to work on a full-time basis. In this approach, the carrot has to get bigger and bigger all the time, as does the stick. Pain and Pleasure motivation is never a final solution. The trick is to make the jackass believe he is a racehorse, born to succeed/win. Many offices are filled with framed messages about motivation, attitude, winning, and work. This only affects those that already believe in the message, and will reinforce their current positive attitudes. These types of people are “Purpose-Driven”, the only form of motivation that continues to yield good results.

“Hard work spotlights the character of people: some turn up their sleeves, some turn up their noses, and some don’t turn up at all.” - Sam Ewing

Employees that are truly motivated from within understand the three qualities that are necessary to turn in superior performances on the job. These qualities are Positive Mental Attitude, a set of goals, and the ability to communicate and deliver their value message to others, both internally and externally. For example, a sales rep, manager or business owner may see a mix of personalities including introverts, extroverts, ambiverts, left-brain, right-brain, auditory, and visual. How they communicate with these contacts will determine their level of success in the business world.

The main obstacle to motivation is how employees view their own self-image. If they are not motivated by purpose, they have no reason to excel. If they receive negative messages from peers, parents, teachers, etc. they will produce within their comfort zone only what they believe they are worth. Change the belief and you change the person. The best way to motivate oneself is by clearing the mind of negative experiences and pushing the envelope to expand ones talents.

WHEN: Tuesday, January 17th from 10am-2pm.

WHERE: Sharonville Convention Center

11355 Chester Rd., Cincinnati, OH 45246

P: 513-771-7744

Severe potentially life-threatening and fatal skin reactions have been reported with ISENTRESS. Additionally, during the initial phase of treatment, immune reconstitution syndrome may occur. The chewable tablet formulation contains phenylalanine, a component of aspartame, which may be harmful to patients with phenylketonuria. (See Important Selected Safety Information below.)

“ISENTRESS is now a new treatment option as part of a regimen for children ages two years and older living with HIV-1 in the U.S.,” said Hedy Teppler, Senior Director, Clinical Research, Merck. “This advancement underscores Merck’s longstanding commitment to help in the fight against HIV, which spans more than 25 years.” ISENTRESS, used in combination with other ARV medicines, was approved by the FDA for use in the treatment of adult patients starting HIV-1 therapy for the first time (treatment-naïve) in 2009, and in treatment-experienced adult patients with HIV-1 in 2007.

IMPAACT P1066 Study Design
This new FDA approval to expand the indication for ISENTRESS to include pediatric patients ages two years and older infected with HIV-1 was based on 24-week results from an ongoing Phase I/II open-label, multicenter trial (IMPAACT P1066) that evaluated the pharmacokinetic profile, safety, tolerability and efficacy of ISENTRESS in HIV-1-infected children and adolescents used with optimized background therapy. The IMPAACT trial enrolled 126 treatment-experienced HIV-1-infected children and adolescents ranging from two to 18 years of age (median age 13 years). Most subjects had previously used at least one non-nucleoside reverse transcriptase inhibitor (78 percent) or one protease inhibitor (83 percent). Ninety-six patients received either the 400 mg film-coated tablet formulation (six to 18 years of age) or the chewable tablet formulation (two to less than 12 years of age) of ISENTRESS, dosed orally twice-daily in combination with optimized background therapy.  At baseline, mean plasma HIV-1 RNA was 4.3 log₁₀ copies/mL and the mean CD4 cell count was 481 cells/mm³. Ninety-three patients (97 percent) completed 24 weeks of treatment. At Week 24, 54 percent of patients achieved a viral load of less than 50 copies/mL, and the mean CD4 cell count increase from baseline was 119 cells/mm³ (3.8 percent).

In the IMPAACT 1066 study, the frequency, type and severity of drug-related adverse reactions experienced through Week 24 by these 96 treatment-experienced children and adolescents were comparable to those observed in adults.   

Important Selected Safety Information
ISENTRESS does not cure HIV infection or AIDS.

Severe, potentially life-threatening and fatal skin reactions have been reported. This includes cases of Stevens-Johnson syndrome, hypersensitivity reaction and toxic epidermal necrolysis. Immediately discontinue treatment with ISENTRESS and other suspect agents if severe hypersensitivity, severe rash, or rash with systematic symptoms or liver aminotransferase elevations develops and monitor clinical status, including liver aminotransferases closely.

Healthcare providers should know that during the initial phase of treatment, immune reconstitution syndrome can occur, which may necessitate further evaluation and treatment. Monitor for immune reconstitution syndrome.

The most common adverse reactions of moderate to severe intensity greater than or equal to two percent that occurred at a higher rate than the comparator were insomnia (four percent) in treatment-naïve adult patients and headache (2 percent) in treatment-experienced adult patients. Intensities were defined as follows: Moderate (discomfort enough to cause interference with usual activity); or Severe (incapacitating with inability to work or do usual activity).

Grade 2-4 creatine kinase laboratory abnormalities were observed in patients treated with ISENTRESS. Myopathy and rhabdomyolysis have been reported. Use with caution in patients at increased risk of myopathy or rhabdomyolysis, such as patients receiving concomitant medications known to cause these conditions.

Rash occurred more commonly in treatment-experienced subjects receiving regimens containing ISENTRESS + darunavir/ritonavir compared to subjects receiving ISENTRESS without darunavir/ritonavir or darunavir/ritonavir without ISENTRESS. However, rash that was considered drug related occurred at similar rates for all 3 groups. These rashes were mild to moderate in severity and did not limit therapy; there were no discontinuations due to rash.

About ISENTRESS
ISENTRESS is Merck’s integrase inhibitor for the treatment of HIV-1 infection in adult patients and pediatric patients ages two years and older as part of combination HIV therapy.ISENTRESS is currently the only approved integrase inhibitor for the treatment of HIV-1. ISENTRESS works by inhibiting the insertion of HIV-1 DNA into human DNA by the integrase enzyme and has demonstrated rapid antiviral activity. Inhibiting integrase from performing this essential function limits the ability of the virus to replicate and infect new cells. Other HIV-1 drugs in use inhibit two other enzymes critical to the HIV-1 replication process – protease and reverse transcriptase – but ISENTRESS is the only approved drug that inhibits the integrase enzyme.  ISENTRESS is now approved in combination therapy in more than 45 countries for use in treatment-naïve adult patients with HIV-1 and in more than 90 countries for use in treatment-experienced adult patients with HIV-1. Merck is continuing to move forward with filings in additional countries around the world.

To assist patients taking ISENTRESS, Merck offers the SUPPORT™ program, which provides personal support and patient advocacy regarding individual reimbursement issues. For more information about the SUPPORT™ program, please visit www.merckhelps.com or call 1-800-850-3430.

Dosage and Administration
ISENTRESS can be taken with or without food.  For the treatment of adult patients and patients 12 years of age and older with HIV-1 infection, the dosage of ISENTRESS is one 400 mg film-coated tablet orally, twice daily. For children ages two to less than 12 years of age, the dosing of ISENTRESS is based on the formulation administered and the patient’s age and weight.  During co-administration with rifampin, the recommended dosage of ISENTRESS in adults is 800 mg twice-daily. Rifampin a strong inducer of UGT1A1, reduces plasma concentrations of ISENTRESS. Therefore, the dose of ISENTRESS in adults should be increased during co-administration with rifampin. There are no data to guide co-administration of ISENTRESS with rifampin in patients below 18 years of age.

About Merck
Today’s Merck is a global healthcare leader working to help the world be well. Merck is known as MSD outside the United States and Canada. Through our prescription medicines, vaccines, biologic therapies, and consumer care and animal health products, we work with customers and operate in more than 140 countries to deliver innovative health solutions. We also demonstrate our commitment to increasing access to healthcare through far-reaching policies, programs and partnerships. For more information, visit www.merck.com and connect with us on Twitter, Facebook and YouTube.

Forward-Looking Statement
This news release includes “forward-looking statements” within the meaning of the safe harbor provisions of the United States Private Securities Litigation Reform Act of 1995. Such statements may include, but are not limited to, statements about the benefits of the merger between Merck and Schering-Plough, including future financial and operating results, the combined company’s plans, objectives, expectations and intentions and other statements that are not historical facts. Such statements are based upon the current beliefs and expectations of Merck’s management and are subject to significant risks and uncertainties. Actual results may differ from those set forth in the forward-looking statements.

The following factors, among others, could cause actual results to differ from those set forth in the forward-looking statements: the possibility that the expected synergies from the merger of Merck and Schering-Plough will not be realized, or will not be realized within the expected time period; the impact of pharmaceutical industry regulation and health care legislation; the risk that the businesses will not be integrated successfully; disruption from the merger making it more difficult to maintain business and operational relationships; Merck’s ability to accurately predict future market conditions; dependence on the effectiveness of Merck’s patents and other protections for innovative products; the risk of new and changing regulation and health policies in the U.S. and internationally and the exposure to litigation and/or regulatory actions.

Merck undertakes no obligation to publicly update any forward-looking statement, whether as a result of new information, future events or otherwise. Additional factors that could cause results to differ materially from those described in the forward-looking statements can be found in Merck’s 2010 Annual Report on Form 10-K and the company’s other filings with the Securities and Exchange Commission (SEC) available at the SEC’s Internet site (www.sec.gov).

I got HIV at the age of 16 from my first boyfriend, who went by his gang name, Flyskee. Although I grew up with a wonderful mother, I was emotionally abused by my father and sexually abused by an uncle, which caused me to run away by the time I was 13. It was then that I met Flyskee. He became my family. At the time, I didn’t know that he was an IV drug user—but I also never thought HIV could happen to me. Back then, so many of us thought it was a homosexual 
disease that only affected men.

After my diagnosis, I thought my life was over, so I returned home to die. But then something miraculous happened. Years began to pass, and I realized that HIV didn’t have to be a death sentence. I began to accept the fact that this disease was going to be with me until the end, so I became more spiritual and began to take better care of myself.

Yet with my newfound realization that death wasn’t imminent, shame and a desire to hide set in. I also began to lie about my status. It started with my mother, who is Colombian, trying to protect me and wanting to tell everyone that I was suffering from something else, like lupus. I was filled with shame for many years because of the stigma attached to the disease.

Eventually, something else changed in me. I had dated men all my life, but four years ago I met my wife, Lisa. She has never judged me and has always encouraged me to embrace everything about myself—including the fact that I’m HIV-positive.

Yet it wasn’t until last year, when Lisa’s sister died of cancer, that I thought to myself, “Why can’t I say 
I have HIV? Why is it that anyone can say they have cancer or diabetes or any other health condition, and I’m so scared to disclose openly?”

I resolved to show my face and come out of the HIV closet in order to take some of the stigma away. I have seen people ranging from a baby to an 80-year-old woman who are living with the virus. It can happen to anyone—it takes only one instance of unprotected sex for you to be exposed. I no longer feel like a fugitive, a delinquent or a person in constant fear of people finding out that I have HIV.

After living with HIV for 20 years, I’ve become an activist and an advocate. Whether I’m challenging the misconception that HIV is no longer a serious disease—people wrongly believe that if they get infected, they’ll just take some pill and live a long life—or the sad fact that those living with HIV are being forgotten, I believe that I have the responsibility to educate those who need to be educated, and to empower those who are just beginning their own journey with the disease. I give talks in public schools, speak at classes at Jackson Memorial Hospital here in Miami, volunteer with the Red Cross and blog at thebody.com and thewellproject.org.

I have a passion and a drive that I didn’t know was possible, and I have realized that HIV is not a death sentence. It is a life sentence.

A big part of the problem is that one in five U.S. adult infected with HIV do not know it. Of those who are aware, only half receive ongoing medical care and treatment, the U.S. Centers for Disease Control and Prevention said in its latest report on HIV in America.

“It’s now very clear that we have the tools to stop HIV in an individual and to stop the spread of HIV in a community,” CDC Director Dr. Thomas Frieden said in a telephone interview.

“We also know that taking treatment for HIV can prevent people from progressing to AIDS and from developing many of the serious complications of HIV, which unfortunately does remain an incurable infection,” Frieden said.

Recent studies have shown that suppressing the virus through treatment reduces the spread of HIV to partners by as much as 96 percent.

CDC’s report, released ahead of World AIDS day on December 1, focuses on increasing rates of HIV testing and treatment.

It follows new global AIDS priorities set by U.S. Secretary of State Hillary Clinton focused on HIV-fighting drugs as a way of preventing new infections that could bring the goal of “an AIDS-free generation” within reach.

The global plan also seeks to reduce mother-to-child transmission of HIV and expand voluntary male circumcision.

“In this country, we already do a very good job with maternal-child transmission prevention,” Frieden told Reuters.

He said the major area of need in the United States is in “strengthening the cascade” of care by improving access and making sure people continue taking their medication to ensure the virus in their body is kept low enough to prevent the spread of the infection.

“The fact that nearly three quarters of Americans living with HIV still have the virus circulating in their bodies, damaging their brains and immune systems and putting their sexual partner at risk is something we think we can do a lot about,” he said

TESTING CAMPAIGN

To reach groups at the greatest risk, the CDC is launching a new campaign urging regular testing for young black gay and bisexual men, a population in which both HIV and syphilis infections continue to rise.

Frieden said studies have shown that black gay and bisexual do not engage in riskier behaviors than other gay men.

“It’s just that the infection has gotten into this community and therefore it’s particularly important that people in the community get tested and treated,” he said.

The campaign includes advertising in gay and black neighborhoods in six cities where infections in this population are highest: Atlanta, Baltimore, Houston, New York City, Oakland, California and Washington, D.C.

While the number of Americans newly infected with HIV remained stable between 2006 and 2009, infections rose nearly 50 percent among young black gay and bisexual men, according to a CDC report released in August.

Men who have sex with men — which includes openly gay and bisexual men and those who do not identify themselves as gay or bisexual — remain most heavily affected.

While this group represents 2 percent of the overall U.S. population, they accounted for 61 percent of all new HIV infections in 2009.

By Julie Steenhuysen | Reuters

This new program will allow employers the opportunity to get into compliance by making a minimal payment covering past payroll tax obligations rather than waiting for an IRS audit.

This is part of a larger “Fresh Start” initiative at the IRS to help taxpayers and businesses address their tax responsibilities.

“This settlement program provides certainty and relief to employers in an important area,” said IRS Commissioner Doug Shulman. “This is part of a wider effort to help taxpayers and businesses to help give them a fresh start with their tax obligations.”

The new Voluntary Classification Settlement Program (VCSP) is designed to increase tax compliance and reduce burden for employers by providing greater certainty for employers, workers and the government. Under the program, eligible employers can obtain substantial relief from federal payroll taxes they may have owed for the past, if they prospectively treat workers as employees. The VCSP is available to many businesses, tax-exempt organizations and government entities that currently erroneously treat their workers or a class or group of workers as nonemployees or independent contractors, and now want to correctly treat these workers as employees.

To be eligible, an applicant must:

• Consistently have treated the workers in the past as nonemployees,
• Have filed all required Forms 1099 for the workers for the previous three years
• Not currently be under audit by the IRS
• Not currently be under audit by the Department of Labor or a state agency concerning the classification of these workers

Interested employers can apply for the program by filing Form 8952, Application for Voluntary Classification Settlement Program, at least 60 days before they want to begin treating the workers as employees.

Employers accepted into the program will pay an amount effectively equaling just over one percent of the wages paid to the reclassified workers for the past year. No interest or penalties will be due, and the employers will not be audited on payroll taxes related to these workers for prior years. Participating employers will, for the first three years under the program, be subject to a special six-year statute of limitations, rather than the usual three years that generally applies to payroll taxes.

Ft. Lauderdale, FL, October 09, 2011 – GLC Group announced today the launch of a new website at http://www.glcgroup.com, creating a one-stop staffing solution for both their clients and candidates. The innovative website offers a complete range of GLC services as well as the most current information and ideas on the latest employment trends, job opportunities and events helping to connect the nation’s top employers with the best talent. In addition, a section titled “GLC Insights” will feature regular updates designed to keep Human Resource managers up-to-date with the latest industry trends and provide candidates with guidance on everything from how to write a better resume to how to find the right career opportunity.

The new site also features real time job postings through GLC’s proprietary content management system, web forums including industry news, event, blogs, white papers and more. The site also offers people a place to register for “The Standard”, GLC’S complimentary newsletter and educational webinars.

“The site was originally conceived as an online credentials brochure designed to communicate GLC’S full scope of services and areas of expertise,” said Scott Eble, GLC Group’s Director of Marketing. “As the site continued to develop, we realized that we had the opportunity to do much more than just inform people about the company, but use it as a platform to share our knowledge and experience,” added Lorin Cone, GLC Group’s President and CEO. “The new site will be an evolving forum, offering our clients and candidates the best of both worlds ­– industry expertise combined with full-service staffing solutions.”

About GLC Group 


GLC Group is a full-service talent resource offering innovative, flexible and aggressive solutions for leading Fortune 100 and 500 corporation’s recruitment needs. With locations in Atlanta, GA, Austin, TX, Charleston, SC, Dallas/Fort Worth, TX, Fort Lauderdale, FL, Los Angeles, CA, Norfolk, VA, Syracuse, NY and St. Louis, MO, GLC has a nationwide presence. Unlike most other companies in the industry, GLC provides a “mix and match” flexibility approach – whether it’s temporary, permanent, RPO or BPO – through a single point of contact, providing the resources of the entire team within the GLC Group. When it comes to finding and providing the right talent, GLC sets the standards and delivers the results. They don’t just hire to fill a job description, they learn a company’s corporate culture then seek talent that ultimately will grow with that company. For over a decade, GLC has earned the reputation as one of the nation’s premier providers of recruitment services. They are a company of top performers offering unmatched expertise and a proven track record in providing both contingent workforce talent through their subsidiary GLC On-The-Go and Permanent Placement, Recruitment Process Outsourcing (RPO) and Business Process Outsourcing (BPO) services through GLC Associates. The team at GLC Group follows a simple approach to understanding their client’s needs… they listen. They work hard as their partner, offering innovative recruiting techniques, providing updates on the latest employment trends and delivering the personal guidance needed to effectively manage all staffing needs while helping their clients achieve financial and operational goals.

GLC’S customized contingent and RPO solutions include:

- Strategic Human Resource Planning
- Enhanced Employee Branding
- Increased Hire Quality
- Innovative Screening Process
- Unmatched Recruiting and Hiring Methods
- Employee Onboarding
- Multi-pronged Sourcing Strategies

GLC is revolutionizing the way companies view talent outsourcing. They pride themselves on the solid relationships they have built with both their clients and candidates, providing unmatched service to each. To learn more, please visit glcgroup.com.

Ft. Lauderdale, FL, October 8, 2011- As Breast Cancer Awareness month kicks-off, GLC Group is proud to show their support in the fight against Breast Cancer. “Over the years, the GLC team has demonstrated their commitment to the fight against breast cancer by participating in a variety of fundraising activities,” said Lorin Cone, the company’s President and CEO. ‘This year, the company challenged our staff to do even more and pledged to match up to $5,000 in donations. It’s our way of expressing our admiration for those who have fought and won their battle and for those brave women and men who have just begun their fight.”

The challenge will last through the end of October, but GLC Group’s support of Breast Cancer Awareness is a year-round effort. “Almost all of us, in one way or another, have been affect directly or indirectly affected by this deadly disease,” Cone adds. This is our way to pledge our support to those organizations that are committed to the fight for a cure.”

About GLC Group

GLC Group is a full-service talent resource offering innovative, flexible and aggressive solutions for leading Fortune 100 and 500 corporation’s recruitment needs. With locations in Atlanta, GA, Austin, TX, Charleston, SC, Dallas/Fort Worth, TX, Fort Lauderdale, FL, Los Angeles, CA, Norfolk, VA, Syracuse, NY and St. Louis, MO, GLC has a nationwide presence. Unlike most other companies in the industry, GLC provides a “mix and match” flexibility approach – whether it’s temporary, permanent, RPO or BPO – through a single point of contact, providing the resources of the entire team within the GLC Group. When it comes to finding and providing the right talent, GLC sets the standards and delivers the results. They don’t just hire to fill a job description, they learn a company’s corporate culture then seek talent that ultimately will grow with that company. For over a decade, GLC has earned the reputation as one of the nation’s premier providers of recruitment services. They are a company of top performers offering unmatched expertise and a proven track record in providing both contingent workforce talent through their subsidiary GLC On-The-Go and Permanent Placement, Recruitment Process Outsourcing (RPO) and Business Process Outsourcing (BPO) services through GLC Associates. The team at GLC Group follows a simple approach to understanding their client’s needs – they listen. They work hard as their partner, offering innovative recruiting techniques, providing updates on the latest employment trends and delivering the personal guidance needed to effectively manage all staffing needs while helping their clients achieve financial and operational goals.

GLC’S customized contingent and RPO solutions include:

. Strategic Human Resource Planning

. Enhanced Employee Branding

. Increased Hire Quality

. Innovative Screening Process

. Unmatched Recruiting and Hiring Methods

. Employee Onboarding

. Multi-pronged Sourcing Strategies

GLC is revolutionizing the way companies view talent outsourcing. They pride themselves on the solid relationships they have built with both their clients and candidates, providing unmatched service to each. To learn more, please visit glcgroup.com.