I’d like to buy a whole wardrobe of t-shirts in that style, one for each decade, but I would pay more for the vintage ones than for the modern ones. And I would like to buy a sweater of the 1920s.
I had planned on buying a big pile of t-shirts from 1940 to 1950, but I had a few problems with it. First, it took me a whole day to finish it at the shop. The second problem was that I was so busy making sure I was dressed for everything in each decades that it took quite a while to finish sewing them all. The Third problem was that when I finished, I could not find the perfect ones for the same decade.
This is where sewing becomes so important that I can spend hours and hours just on sewing up different style of t-shirts, instead of just buying t-shirts. And if I need to buy more than one set of t-shirts all of the sudden, I have to pick them up at the shops. Sometimes I get a really hard time because the shop does not know exactly what is on the clothes or if they are suitable for the decade or not.
What I did in this post is to take a huge number of photos of the t-shirt you want to dress up with. I’m guessing you will have a lot of t-shirts, so I’ve made many sets of photos. I wanted these photos to make you think how much trouble I had in choosing a t-shirt for the 1920s.
The Supreme Court’s ruling on same-sex marriage has brought a few more wrinkles to the landscape of the workplace, but even this most basic of legalities is about to get a whole lot more complicated.
Over the next two years, employers from all corners of the country may have to figure out who is eligible to receive benefits, or at least who should be able to apply those benefits, because the Supreme Court’s ruling on same-sex marriage has brought several more wrinkles to the law as it relates to their benefits.
Employers could be required to give employees benefits based on race, religion, sex, sexual orientation, national origin, or other legally protected characteristics. They could also have to offer coverage for pre-existing health conditions even for workers who have health insurance through their employer. And if their employer provides coverage “for life,” that could mean that employers could also cover their employees’ deaths.
Many of these problems have already been addressed by state and federal laws
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