Wednesday, February 9, 1972
College Station, Texas
% in that it j
! ^districting pit
wal in that it t]
the equal proti
rtat court, sittii|
id the plan wouli
P e r cent more;
ie's largest districi
allest.
strict court thenj
f«t a redistrictiij
d permit varans
it between the li
ist district.
Local stutterers organize council to talk over their problems
Talking over their problem is
solving a major problem for some
local adults—stuttering.
The Bryan Council of Stutterers
was organized through the inter
est and efforts of Lee Reeves, a
second-year A&M veterinary stu
dent, working closely with Mrs.
Joann Bourgeois, a speech thera
pist and doctoral student in edu
cational psychology.
“Dissolving the cloud of shame,
ignorance and apathy that envel
opes the problem of stuttering is
our first concern,” Reeves noted.
Ultimate goals of the group in
clude prevention and cure of the
speech disorder, which is estimat
ed to effect at least one per cent
of the total population.
Most of the Council members
are also involved in individual
speech therapy, but that is not a
requirement for membership.
Non-stutterers, particularly fam
ily members, speech therapists
and psychologists, are also in
volved in Council activities.
“Accepting stuttering as some
thing you do rather than some
thing that happens to you is the
major step in therapy,” Mrs.
Bourgeois emphasized. “Freely
discussing the problem is vital,
because stuttering is like an ice
berg—the major part lies beneath
the surface as fear and guilt
feelings. Exposing it to the ‘sun
light’ of public view has major
therapeutic effects.”
“Stuttering isn’t ever cured in
the medical sense of the word,”
Mrs. Bourgeois continued. “The
goal is to learn to modify your
speech and eventually to become
your own therapist. The habit of
struggling, hesitating and repeat
ing in speech has been learned
during childhood, so the stutterer
must learn to modify his behavior
and acquire new speaking pat
terns.”
Discussion is the focal point of
the Council of Stutterers. Each
member talks about successes and
failures with his speech during
the previous week.
Barbara Kiel, a 19-year old
medical technology student at
Blinn Jr. College asked a question
in one of her classes—almost a
first for her.
“I had some blocks,” Barbara
told the group, “but I think I’ll
try it again soon.” She usually
struggles with the question on her
own or sees the professor by him
self.
Predictions for the next week
are also made. “I’m going to work
JSKAGGS N
ALBERTSONS
DRUGS & FOODS A
USDA
(CHOICE
BEEF
HIGHEST
QUALITY
on voluntary stuttering,” Dudelin
Thompson, Council president,
promised. This theory of ‘negative
practice’ is based on elimination
of maladaptive behavior by con
sciously practicing that behavior.
“I’d like to see you ask a ques
tion in class,” Reeves told Dude,
who is also a second year vet
student.
“Soon,” was the reply. Coun
cil members make it a policy not
to put pressure on each other,
so the matter was dropped.
ONS
SS.M
CT 'C-.
oond:
BONE ARM
SWISS
STEAK
o
>LB.
USDA
CHOICE
BEEF
BLADE
CUT
LB.
WST
■gi
v" *
*
d
BONELESS SHOULDER ROASTS
93‘
GROUND CHUCK .:”.’."
. 83*
BONELESS RIB EYE.“““
.. lb. .Jm
BONELESS CLUB STEAK :".":"
.... *r*
SAUSAGF FRESH GIRMAN sausag<e marku
..... 69*
SLICED BOLOGNA .:"'."*.''
x 68*
ci inrn cucccc skaggs aibertsons
OLiULU Unttot ""^WRAPPED SLICES
.K 88*
BONELESS STEW...“™
.88*
DELICATESSEN-SNACK BAR
VIENNA COOKED CORN BEEF T s
IMPORTED SWISS CHEESE .69‘
BABY SWISS CHEESE ™ ;65‘
VIENNA COOKED PASTRAMI .75*
BUCK DIAMOND CHEESE^'65'
JANET LEE
GRADE "AA" LARGE
EGGS
ALBERTSON’S SANDWICH
DOZ.
c
HAPPY TIME CHERRY- ORANGE - GRAPE -
CANNED DRINKS
BAGS
DRESSING
to CT.
BOX
OZ. JAR
mm
m:.
NAVEL
ORANGES
W w
t i
CALIFORNIA
SUNKIST
SEEDLESS
PLEDGE LEMON
WAX J0HNS0N
29
M
$
POUNDS
ONLY
TANGERINES “ V 3 V "49'
RADISHES T 2 S 27’
GREEN ONIONS - 2 - 27
^ppLE<; .ssr-si 3",r63<
RAW PEANUTS 1^1 I 2 “ 89'
totA? ,
CAKES
CHERRY
) ICING
FROM OUR
OWH INSTORE
BAKFRItS
$
PATIO
ENCHILADA
DINNERS
BEEF OR
cheese r
5 COURSE »
12% oz. JB
GLAZED ORANGE
CAKE
DONUTS
20” $ 1
GRO FRESH CUT
GREEN BEANS
M 9 OZ. $1
•Jfa PKGS.
BUTTERFLAKE
DINNER ROLLS
SWISS MISS
WAFFLES
HI: |A<
NOWS THE TIME TO
GET YOUR VALENTINE
PARTY
6fiS>^4LDEC0RATED
CAKE!
8" 2 LAYER
large
SIZE
EACH
HOURS
MON. THRU SAT.
V A.M.-V P.M.
SUNDAY
10 A.M.-7 P.M.-
UNIVERSITY DR.
at
COLLEGE AYE.
ADAMS VANILLA
EXTRACT
4 OZ.
PKG.
<
McCORMICK BLACK
PEPPER
WHITFIELD KOSHER DILL
PICKLES
SKINNERS CUT
SPAGHETTI
TOWIE SALAD
OLIVES
AMERICAN BEAUTY
SPAGHETTI
AMERICAN BEAUTY LONG
LASAGNA
< oz. 9 O l
3? J C
oz. I
» 27*
..oz, CO*
JAR qj)
ELBOW
10 oz. M BJp
.oz JO*
KRAFT LOW CALORIE
DRESSING
THOUSAND
ISLAND
8 OZ.
“More .pressure is the last thing
we need,” Reeves explained.
In addition to regular meetings,
the Council has appeared on four
television programs and has talk
ed to local civic organizations.
Tapes and letters are exchanged
with similar groups in Washing
ton, D.C., Ohio, Florida, New
York, South Carolina, Pakistan
and Sudan.
“The beautiful thing about our
efforts to increase public under
standing and concern for stutter
ing,” Mrs. Bourgeois said, “is that
in doing these things, Council
members are working on their
own speech problems, too. Volun
tarily facing their feared situa
tions is so much of the battle.”
The group is working toward
establishment of speech therapy
services at A&M for students with
communication problems.
“The administration seems in
terested,” Reeves said. “We’re en
couraged.”
Physicians in the Bryan-College
Station area are the focus of a
current campaign. Council mem
bers are visiting the physicians to
explain the organization’s pur
poses and to encourage referrals
of other stutterers.
Talking it over may well be the
answer.
Pay Board
may adopt tight
regulations
WASHINGTON (A 3 ) — The Pay
Board Tuesday proposed to scrap
its present rules on merit pay
and adopt tight new regulations
that would apply alike to union
contracts and nonunion, pay prac
tices.
Under the proposal, merit
raises would not count against
the board’s 5.5-per-cent wage
guideline provided they were paid
in accordance with an existing
formal plan that met strict stan
dards.
The proposed new rules are
more liberal than present regu
lations in that they would treat
nonunion merit plans the same
as those written into union con
tracts.
However, they also contain a
strict new provision that would
prohibit new or renewed merit
plans from pushing the average
of all a firm’s pay raises up
more than 7 per cent a year.
The public will be given a 10-
day period to comment on the
merit-pay proposals before they
are put in final binding form.
The complicated rules were
adopted by a vote of 11 to 1
after more than a week of de
bate. Business member Robert
Bassett, who had argued for a
more-flexible plan to accommo
date the informal merit-pay prac
tices of small businessmen, cast
the sole negative vote. Chairman
George H. Boldt abstained as did
business member Leonard F. Mc
Collum and public member Neil
H. Jacoby.
The proposed rules spell out
tight conditions that would al
low firms to continue giving
merit raises, which are raises to
reward an individual employe’s
performance, without regard to
the board’s rule limiting pay hikes
generally to 5.5 per cent a year.
To qualify, the firm must have
a formal plan for granting merit
raises. The plan must be written
in a union contract or some other
form, but must have clearly de
fined pay ranges that apply to
specific jobs, must spell out clear
standards for granting merit
raises within those ranges, and
must have a system of administra
tive control.
Existing plans—those in effect
last Nov. 13—may continue, sub
ject to review and possible revo
cation by the Pay Board.
Firms with no formal merit-
pay plans that meet the board’s
criteria still may pay merit raises
provided the average of all raises
doesn’t exceed 5.5 per cent a year.
This limit can be raised to a top
of 7 per cent if the firm can
qualify for exceptions on grounds
spelled out earlier by the Pay
Board.
The board has said it will grant
exceptions allowing for up to 7
per cent a year in raises for
firms that can prove a need to
attract or hold new employes, for
pay practices that have histor
ically been pegged to another
firm’s pay scale in a tandem re
lationship and in cases where re
cent raises have been below 7 per
cent a year.
Under the board’s present
rules, merit pay is not counted
against pay guidelines only if it
is paid in accordance with a
union contract containing pay
ranges. The board decided to re
view this policy when it was crit
icized as discriminating against
nonunion pay practices.