More Water, Not Less, Will Help End Bedwetting

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More Water, Not Less, Will Help End Bedwetting

 by: Graham Jones

Children are notoriously bad at drinking enough liquids. They are so busy playing they sometimes 'forget' to drink. Sometimes, children seem like camels - able to go for ages without having a drink. Obviously, when they are thirsty they will rush indoors for a drink. But often they look for sugary, caffeine-laden drinks which are great for quenching thirst, but do little for the body's fluid levels.

That's because the caffeine in many drinks leads to extra urination. The result is that more liquid goes out of the body than is taken in. And therein lies a problem. Your child's body has inbuilt mechanisms to maintain the liquid levels. A lack of liquid intake, combined with the effects of caffeine in fluid output, means your child's body requires more liquids to maintain the right balance. In other words, their body starts to demand more liquid.

That demand for extra liquids usually starts at the worst possible time - early evening. Your child is home from school or from a day playing with friends and they suddenly want a drink. They gulp down whatever you give them and demand more - and more. This is because their hydration levels are low and their body's self defense mechanisms have kicked in to ensure that they don't become dehydrated.

However, the body always takes in more than it actually needs - just to be on the safe side. So that excess has to go somewhere. It is taken out by the kidneys, converted into urine and placed in the bladder for urination. But this can take a few hours to occur. The result is that your child's bladder has often not completed filling until after they have gone to bed.

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If they have a poorly developed sense of bladder fullness while asleep, they will simply wet the bed. Many children wet the bed not because they drink too much, but because they don't drink enough!

If a child drinks plenty of water during the day, they need less during the evening. Also, because their body has had time during the day to regulate it's water levels, there is less need for urinating at night. Hence if a child drinks more during the day, the likelihood of bed wetting is reduced. Preventing your child from drinking too much liquid is actually working against you; it makes bed wetting more likely.

The problem for many parents is encouraging children to drink enough water during the day. As ever, changing your child's habits starts with changing your own. Start drinking more water yourself - it won't do you any harm! Your child will see you doing this and will not see water drinking as unusual.

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Also, make sure you provide your child with water whenever they go out. Put a bottle of water in their bag and encourage them to drink it. Equally, raise the issue with school, suggesting that children should be encouraged to drink more. You don't need to mention your child's bedwetting - indeed you shouldn't as it will embarrass your child. However, if you can get your child's school to encourage more daytime drinking of water you'll be helping the overall health of the whole school - as well as reducing bedwetting in your own child.

More information on dealing with bed wetting can be found at http://www.bed-wetting-info.co.uk

About The Author Graham Jones is a child psychologist who helps parents cope with the difficulties of bed wetting. O.K. As you have read till here, it means you are very meddlesome in kickboxer and . Get an extra mileage by reading further. bed-wetting-info.co.uk graham@bed-wetting-info.co.uk

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Religious Discrimination Tougher To Prove Than Race Or Sex Discriminaion In New Jersey

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Religious Discrimination Tougher To Prove Than Race Or Sex Discriminaion In New Jersey

 by: Jonathan Meyers

New Jersey state courts are notoriously indulgent to plaintiffs claiming sexual or racial discrimination and will almost never dismiss a sex or race based discrimination case, no matter how meritless. The New Jersey Supreme Court has held that the state anti-discrimination statute (the NJLAD ) is not meant to be a civility code and was not enacted to combat words that are merely discourteous or rude. Instead, it is only supposed to apply to genuine acts of discrimination where an employee is singled out for bad treatment due to his or her race, gender or religion. Moreover, in cases where the employee/plaintiff has not been terminated, and instead claims to have been subjected to a hostile work environment, the plaintiff is required to prove a pattern of improperly-motivated acts (such as sexual comments, racial slurs or jokes) that are so severe or pervasive in the workplace that they alter the conditions of employment. The logic behind this sentiment makes sense, however, subsequent Supreme Court and Appellate Division decisions seem to have ignored these principles in practice and effectively nullified them.

For example in Taylor v. Metzger, 152 N.J. 490 (1998), the State Supreme Court held that a single patently racist slur spoken by a supervisor to a subordinate was enough to warrant a trial for a hostile work environment case. In the wake of Taylor, trial courts in New Jersey have been increasingly reluctant to throw hostile work environment cases out of court where an employee/plaintiff only alleges that they were subjected to just a few (or even one) racial or sexual comment. Without the ability to nip cases based upon arguable trivialities in the bud on a summary judgment motion, employers are increasingly faced with the prospect of having to defend cases of little or no ultimate value all the way to trial in order to prevail. The high costs of trial can turn these nuisance cases into expensive undertakings.

One area, however, where the State Courts are still willing to grant summary judgment, in the absence of real evidence of discrimination, is religion. In Mandel v. UBS/PainWebber, Inc., 373 N.J. Super. 55 (2004), the Appellate Division affirmed the grant of summary judgment against two plaintiffs who alleged a religiously hostile work environment. One plaintiff alleged that a supervisor made the following remark about a fantasy football league being conducted in the office: This is the gentiles versus the Jews and the plaque should never hang in anybody s office that doesn t celebrate Christmas. The other plaintiff said that she was referred to as a Jew b**ch on one occasion, although the plaintiff was not present when the phrase was uttered and did not learn about it until after she quit to take a job elsewhere.

In Mandel, both plaintiffs left to take other jobs that paid similarly to the ones they left. In addition, the comments that were allegedly made were isolated and clearly were not so severe or pervasive so as to alter the conditions of the plaintiffs employment. The Mandel Court cited to Heitzman v. Monmouth County, 321 N.J. Super. 133 for an example of what a religiously hostile work environment really is namely one in which the harassing conduct is truly substanial (Heitzman s boss made repeated inquiries into what Heitzman was doing on Friday nights, his dietary restrictions, made comments about a country club that excluded Jews, commented on a Jewish mile , and called Hietzman s vacation destination the Jewish Alps, among other comments).

The Mandel court got it right and correctly dismissed a suit in which there just was no real evidence that the employees were actually the victims of a continuing pattern of discrimination that transformed their working environment into a hostile one rather were only demonstrated that there were one or two stray comments. The Mandel court, however, did note that under Taylor, an employee s allegation of a single racial comment would normally preclude granting summary judgment. The rationale is that a single racial comment can evoke centuries of cruelty and discrimination, such as when the N word is directed toward an Africn-American. As for gender or sex related comments, it is unclear as to whether or not a plaintiff s allegation of a single offensive remark will be sufficient to preclude an employer from obtaining summary judgment and avoiding trial.

Thus, following Mandel, Heitzman and Taylor, the following sliding scale can be applied to predict the likely behavior the New Jersey State Courts when faced with different types of hostile work environment cases:

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1. Nearly every case in which a plaintiff alleges that a patently offensive racial slur was directed towards him will overcome summary judgment and go to trial (even if it is only a single comment).

2. Where a plaintiff alleges to be the victim of a religiously hostile work environment, he will need actual evidence of a true pattern. Allegations of isolated or sporadic comments will be unlikely to warrant a trial.

3. Where a plaintiff alleges to been subjected to a sexually hostile work environment, the behavior of New Jersey s courts cannot be predicted. More conservative judges will likely dismiss cases that seem to be based on infrequent or trivial bases. More permissive judges should still be able to let virtually any plaintiff get to trial.

© 2005, Jonathan Meyers, Esq.

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About The Author Jonathan Meyers, Esq. is an employment litigation associate with the law firm of Grotta Glassman & Hoffman, P.C., a law firm whose practice is limited to representing management in employment and labor related matters. He is an experienced trial and appellate advocate. Contact: Fine. Just refrain yourself from the other informal methods of facts as this piece of literature is among the best of the bests. If you continue to read further, we promise that your enthusiasm in this would intensify. meyersj@gghlaw.com http://www.gghlaw.com/meyers.htm

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