Culvercreek hunt club

Govt. tell many other industries what they can charge for their services. Medical comes to mind. I think that industry is a run away train. I agree on the no interest loans for college but it should only be for specified majors. A 4 year degree in Australian Aboriginal studies should not be considered. If the colleges want to offer it, fine. IF a student wants to take it, fine. There should be no aid, no interest loans for it.

I wasn't expecting our daughter to go to a 6 year program at 50,000 a year and 3 summer sessions at 14,000. That is 3 times what I paid for my house...lol

If you are parting that out as rifle only, are you going to sell the scope? I am interested in it.

It has a scent.

http://www.atsko.com/1330.html great product, I use it on my non-hunting boots.

yup. if you want to warm the wax up first I helps too.. heat the leather with the dryer. rub in by hand and reheat. keep adding until it won't take more. There are beeswax products out there like Snoseal but to me they smell. I don't like silicone products for the same reason.

bees wax. no scent. Even the commercial ones that uses bees wax have a smell to me and I know if this poo nose can smell it the deer must. warm with a hair dryer and rub in. reapply and heat up again. keep repeating until it won't take anymore.

I know the Encore has barrels chambered in it.

Bye? Huh. just so I get the tally right. Coyote control- NO Lead ammunition- NO For the record, how do you feel about Cuomo and he Safe Act?

Serves no purpose?

wondering why you or the officer didn't just shoot it?

We don't use water when cooking our pulled pork. Believe it or not we use coke or root beer. about a can in the crockpot.

ifyou have a dehydrator, smoker or even in your oven, it makes very good jerky. just don't over dry it. I am not a fan of rock hard jerky.

Just go a bulletin from one HR organization and I thought it would make interesting reading. Basically the new NY law for medical use basically protects the user from prosecution. Employer or Federal Govt rules would still apply. Medical use could disqualify you from employment or it's use could be cause for termination if you are under the influence on the job, or fail a random test ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ Q: We are in a state that allows employees to use marijuana for medical purposes. Can we still drug test employees even if they are using medical marijuana under a doctor’s supervision? Do we have to allow them to use medical marijuana at work as an accommodation under the ADA? A: Most state medical marijuana laws allow you to apply drug testing policies to employees who are using marijuana in compliance with state laws. This includes taking adverse employment action against the employees who test positive or come to work under the influence of marijuana. Further, medical marijuana is still considered an illegal drug under federal law, and these state laws do not require you to allow the use of medical marijuana in your workplace. In addition, the Americans with Disabilities Act (ADA) has not been interpreted to require accommodation of the marijuana use. (Download free Drugs, Narcotics, and Alcohol model policy including HR best practices and legal background.) Twenty-three states and the District of Columbia permit marijuana use for medical purposes, including Alaska, Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, and Washington. As a general rule, these states’ medical marijuana statutes decriminalize marijuana use by the state and allow individuals with medical conditions to use marijuana as prescribed by a physician. However, the laws typically do not address whether employers must accommodate employees using marijuana and thus do not prevent enforcement of workplace drug policies, such as those prohibiting drug use in the workplace or disciplining employees for positive drug tests. Most also do not ban employers from refusing to employ individuals who use medical marijuana. However, Connecticut, Maine, and Rhode Island prohibit employers from discriminating against medical marijuana users based on their use, unless required by federal law. Arizona’s and Delaware’s medical marijuana laws go a step farther and prohibit employers from taking adverse action including termination of applicants and employees who test positive for marijuana unless they used, possessed, or were impaired by marijuana in the workplace, or unless a failure to do so would result in the employer losing a monetary or licensing benefit under federal law or regulations. The courts in the few states that have addressed the potential conflict between the right to use medical marijuana and employers’ policies banning, and requiring testing for, illegal drug use generally have upheld the employer’s right to test and take action based on the presence of drugs. Most of these decisions focus on the fact that while a state may pass a law allowing the state to exempt certain people from criminal prosecution for medicinal use of marijuana, the state is preempted under the federal Controlled Substances Act (found in 21 U.S.C. §§801 et seq., and which prohibits marijuana use) from requiring employers to accommodate illegal drug use in their workplaces. So, for example, in Casias v. Wal-Mart Stores, Inc., 764 F. Supp. 2d 914 (W.D. Mich. 2011), the court determined that it was lawful for Wal-Mart to terminate the employee who was registered to use medical marijuana after he tested positive for marijuana use because Michigan’s medical marijuana statute does not regulate private employment but provides only a defense against criminal prosecution. And, in Roe v. TeleTech Customer Care Mgmt. 257 P.3d 586 (Wash. 2011), the court found that the state medical marijuana law provided only a defense to criminal prosecution for marijuana use, but it did not provide a private right of action or establish a public policy to create a cause of action for wrongful termination. Therefore it was lawful for the employer to rescind a conditional offer of employment when an applicant tested positive for marijuana. Similarly, it is likely that employees who use medical marijuana are not protected by the ADA and thus do not have to be accommodated because the ADA’s definition of disability does not include someone who is currently engaging in illegal drug use, and federal law criminalizes marijuana use. Although no court cases have addressed whether medical marijuana is considered the “illegal use of drugs” under the Title I of the ADA (regulating employment discrimination and accommodation), at least one court has determined that medical marijuana is still an illegal use of drugs under Title II of the ADA (regulating disability discrimination by public accommodations) since it is unlawful under the federal Controlled Substances Act, in James v. City of Costa Mesa, 700 F.3d 394 (9th Cir. 2012).

I would have good access to ice to get into the cavity as soon as possible. (Either take it with you or know where a close store is). get it home and hung as quickly as possible. Hot weather isn't a "let it lay while my buddy finishes his two hour sit" time. Hang it and skin it right away. get the quarters in coolers with ice while you trim up and package. If you have access to an old fridge, it works great to place them in there. placing skinned quarters in a cool area and leaving them will result in meat loss due to trimming off the dried out meat. I cut mine right away, Make sure you have the time to handle the deer if you are going out. (or have a place to cut it for you). Personally I don't like or trust the deer cutting places. I really wouldn't use one in hot weather unless they had a good cooler. Spoiled meat and flies on my meat ....well

anytime. keep eye out gonna be posting my sausage recipes later in the week. some good ones

That is what I do in my summer sausage. The only recipe I have tried that had powdered milk in it was a hotdog recipe, so you may be right about it.

Bring me some breasts. I have a goose jerky recipe I want to ty

freeze it. if you have a vacuum sealer it will keep for over a year. if not wrap in saran wrap around each link and place in a freezer zip lock. Did your grinder come with a stuffer disc or did you run through the coarse plate twice? First time I tried it with the grinder it did kind of mush it because I didn't have the wide open stuffer pate. (basically a big spacer washer) http://www.meatprocessingproducts.com/lem610ss.html?gclid=CO6llfrL98ACFaTm7Aodrw4ASg That is why I bought a stuffer. Now I don't stuff with the grinder. easier to keep air from getting in the casings too.

did you run it through the grinder a second time to stuff the casings?

Although any I have been too requires that you had the hunters safety course or held a license at one time. I am sure that is insurance driven.

As are NY Rangers.

8 to 9 cents. A lot of price gouging going on. 10 is most common.

Almost 13 cents a round and round nose. I'll pass. I had never heard of them and when I googled it the place that came up appeared to be a shop not a manufacturer. The email you posted made it sound like a ban wouldn't cause an issue because they have stock now. Did I read it wrong?

http://rochester.craigslist.org/bop/4672754085.html little modification and make it one trip....Sounds like a great adventure.