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Start Your Journey With Us Marriott International portfolio of brands includes both JW Marriott and Marriott Hotels.
Marriott Hotels , Marriott International's flagship brand with more than 500 global locations, is advancing the art of hosting so that our guests can travel brilliantly.
As a host with Marriott Hotels, you will help keep this promise by delivering premium choices, sophisticated style, and well-crafted details.
With your skills and imagination, together we will innovate and reinvent the future of travel.
JW Marriott is part of Marriott International's luxury portfolio and consists of more than 80 beautiful properties in gateway cities and distinctive resort locations around the world.
JW believes our associates come first. Because if you're happy, our guests will be happy. It's as simple as that. Our hotels offer a work experience unlike any other, where you'll be part of a community and enjoy a true camaraderie with a diverse group of co-workers.
JW creates opportunities for training, development, recognition and most importantly, a place where you can really pursue your passions in a luxury environment.
Treating guests exceptionally starts with the way we take care of our associates. That's The JW Treatment™.
Accountable for the quality, consistency and production of the specialty restaurant kitchen. Exhibits culinary talents by personally performing tasks while leading the staff and managing all food related functions.
Coordinates menus, purchasing, staffing and food preparation for the property's specialty restaurant. Works with team to improve guest and employee satisfaction while maintaining the operating budget.
Must ensure sanitation and food standards are achieved. Develops and trains team to improve results.
Education and Experience
Setting and Ensuring Culinary Standards and Responsibilities are Met for Specialty Restaurant
Leading Kitchen Team
demonstrates honesty / integrity; leads by example.
Establishing and Maintaining Specialty Restaurant Kitchen Goals
Ensuring Exceptional Customer Service
Managing and Conducting Human Resource Activities
Additional Responsibilities
Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.
Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.


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New PTIG Whitepaper: What is P25 Compliance?
This paper is intended to explain different levels of compliance statements that may be used by customers or consultants when specifying an equipment purchase or used by manufacturers promoting equipment capabilities.
In general, "Project 25 (P25) compliance" is typically interpreted as: "adherence to the P25 standard".
The P25 Standard is composed of over 80 documents that cover multiple interfaces, multiple services and multiple features associated with each interface or service. Therefore, questions or statements about compliance to the "P25 standard" are really too vague to provide the understanding typically desired by those asking the questions or making the statements. Questions or statements about any level of compliance are more effectively expressed in the context of a specific interface, a specific service or a specific feature that is covered by a published P25 standard document or in the context of a specific standard document. For example, the statement: "My equipment is P25 compliant" is difficult to correctly interpret because it does not identify any P25 standard interface or service or document or set of features. A better statement would be along the lines of: "My radio is compliant to the P25 FDMA Air Interface, Trunking service, Group Voice Call feature."
Four levels of assessing compliance are commonly used and are discussed in the Whitepaper. The P25 user and manufacturer community should use the four levels of compliance when referring to the requirements or capabilities of P25 products, features and services.
A copy of the Whitepaper can be downloaded using the link below:

subset: commoncrawl


text: Our skilled dentists may recommend dental bonding to repair small chips or cracks in your teeth or to improve the appearance and shape of your teeth. This conservative treatment can be performed in a single appointment, making it one of the fastest ways to enhance and restore your smile. Give us a call today to learn more about dental bonding in Romeoville, Naperville and Montgomery, Illinois, and to make your appointment at Valley View Dental.


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11-29-2019, 05:03 PMSure, but if you know your celebration will get you -15, and you do it anyhow, you're an a-hole. If you DON'T know it will, you're an idiot. Either...743 replies | 25772 view(s)
11-29-2019, 03:13 PMSchadenfreude - No matter how many of them know what it means, every last Miss St. player, coach and fan experienced this to the Nth degree. What...743 replies | 25772 view(s)
11-27-2019, 06:13 PMMore Buckeye cynicism: I've never recovered from the 4 times in a 6 year stretch in the mid-to-late 90's when an undefeated OSU team was handed...743 replies | 25772 view(s)
11-27-2019, 11:34 AMscottmitchell74 replied to a thread USA T&F Fortunes on the Rise! in Current EventsMaybe growing up in Ohio and living in Texas has me in a "football bubble" but I can't imagine a near-future (or even a middle-future) without...54 replies | 4373 view(s)
11-27-2019, 12:46 AMJazzy if it comes to it this Buckeye is still smarting from 2007 so we might have to make an arrangement...if it comes to it...743 replies | 25772 view(s)
11-27-2019, 12:10 AMAs a cynical Ohioan who watched Tressel torture us with 7!! wins by 7 or less with ultra-conservative ball (fun in hindsight, excruciating in real...743 replies | 25772 view(s)
11-25-2019, 08:39 PMscottmitchell74 replied to a thread eponymous food [split] in Things Not T&FOh, yeah? My girls in NYC...43 replies | 1525 view(s)
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11-24-2019, 07:53 PMscottmitchell74 started a thread Tokyo 2020 T&F Schedule in Current EventsMy work makes our vacation picks the first of December. Last year I was able to find a nice schedule of the World T&F Champ in my time zone and could...4 replies | 544 view(s)
11-24-2019, 02:49 PMBeen thinking about this: IF! If Myles Garrett lied about THIS issue, casting an innocent Rudolph in an awful light with his 75% Black team/league...61 replies | 2086 view(s)
11-23-2019, 04:51 PMscottmitchell74 replied to a thread Your favorite performance of the year in Current EventsThis, although the Hassan stuff was great as well.53 replies | 6259 view(s)
11-23-2019, 03:27 PMscottmitchell74 replied to a thread the 5 most memorable days in your life in Things Not T&FAh! I thought that would be part of the fun...that's been fun for me: looking up the ones I don't know. But...okay...63 replies | 1701 view(s)
11-23-2019, 02:53 PMscottmitchell74 replied to a thread the 5 most memorable days in your life in Things Not T&FAmazing thread idea. Jazzy, well done! 05-19-1980 (This captured my young attention like few things since.) **Mt. St Helens ...63 replies | 1701 view(s)
11-22-2019, 12:53 AMYeah, we're in that day and age where people can be brought low with just one accusation. If not true, this makes Garrett way more despicable.61 replies | 2086 view(s)
11-21-2019, 05:25 PMscottmitchell74 replied to a thread best or worst ad campaign ever? in Things Not T&FI come in contact with them all the time with my job. Yeah, the teeth are one thing. They do this clenching/grinding/thrusting movement with...17 replies | 588 view(s)
11-19-2019, 07:52 PMscottmitchell74 replied to a thread A Brush With Greatness: The Puma Shoe That Upended the 1968 Olympics in HistoricalJust read this. What a GREAT article. Very fascinating. And that is a very good looking shoe.11 replies | 1122 view(s)
11-17-2019, 05:33 PMscottmitchell74 replied to a thread after 44 years, Bill Russell finally says yes in Things Not T&FGlad he did it! His original reason was thoughtful, but I'm glad he's allowing this to happen.6 replies | 350 view(s)
11-17-2019, 04:27 AMBaylor! Blew. What a tale of two halves. I agree: I thought of Bo right away when they showed the replay of Tua.743 replies | 25772 view(s)
11-17-2019, 02:22 AM15-0? I guess I added one in there... Texas HS has to go 16-0 I think...had that on the brain.743 replies | 25772 view(s)
11-17-2019, 01:59 AMI wanted the Gophers to win, but now I can relax as a Buckeye fan and just blindly root for our 16-0 season.743 replies | 25772 view(s)
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11-15-2019, 05:19 AMReminded me a bit of Alzado in 82 playoffs when I was a kid vs the Jets. I'm not sure Alzado even got penalized, but Garrett should AT LEAST lose the...61 replies | 2086 view(s)
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You can cancel your request to transfer your number to Circles.Life either on the website or through the Circles.Life app, depending on where you initiated the transfer.
If you requested to transfer your number during your sign up:
Head to MANAGE ORDERS and click on the "Cancel Port-in" button. You can do this until 3:00 pm on the day of delivery.
If you requested to transfer your number on the Circles.Life app:
You can cancel it on the Circles.Life app > Home > Profile > Port Number > Port number from another telco. Just click on the "Cancel Request" button! You'll be able to do this up to one working day before the day your transfer is scheduled.


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2 Cranes intertwine on this oval buckle, perhaps a dance at sunset?
Cranes symbolize knowledge, protection and long life and were guardians to the underworld.
Snap one on and it can guard your underworld!
Fits any snap-on belt.
Product Number: 340
The boldest of buckles! A simple eternal knot in a mirror finish silver. To fit...
A neat rectangular Celtic buckle. A bold central knot guarded on each side by intricate...
Two formidable Celtic hounds encircle an intricate and beautiful interlacing knot work. This buckle fits...
The Irish can converse, and that's a fact.2 'heads' mull it over, or is it...


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A strong economy is one that operates at its potential and delivers a high standard of living to the entire population. Monetary, fiscal, and tax policy all play important roles in determining the level and distribution of income, wealth, and other, broader measures of economic wellbeing. Equitable Growth promotes research to improve our understanding of how these policy tools can ensure the economy works for everyone, and reduce the impact of economic downturns.
Featured Research
In Conversation
In Conversation with Gabriel Zucman
Explore Content in Tax & Macroeconomics559
working paper
Heterogeneity and Persistence in Returns to Wealth
working paper
Use It or Lose It: Efficiency Gains from Wealth Taxation
BookRecession Ready
Recession Ready
Edited by Heather Boushey, Ryan Nunn, and Jay Shambaugh
Experts on the issue
Scott Duke Kominers
Harvard UniversityLearn More
Atif Mian
Princeton UniversityLearn More
Steering Committee
Janet L. Yellen
Brookings InstitutionLearn More
Juliana Londoño-Vélez
University of California, BerkeleyLearn More
Research Advisory Board
Nancy Birdsall
Center for Global DevelopmentLearn More
Connect with us!Get in Touch
Explore the Equitable Growth network of experts around the country and get answers to today's most pressing questions!


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Sustainable Business Models: Be married to the process, not the idea
Launch lean. Pivot or iterate. Change one of the boxes in your Business Model Canvas, or make a tweak to your Positioning…
A whirlwind of knowledge that would take months to navigate was covered over 5 short weeks in the Foundations in Entrepreneurial Management course at University of Toronto's Continuing Studies. In the final class of the course, instructor Keri Damen, also the Director of Entrepreneurship Programs at MaRS Discovery District, shared some solid setup success tips.
Get Setup for Success
7 Questions to Asses Your Business Model
- How easy or difficult it is for customers to switch to a competitor?
- An example is iTunes. Once you have all your music and podcasts and movies on there, how annoying is it to switch to another service, and have everything separated? (Or Apple products in general).
- Recurring revenue.
- Is every sales a new effort, or will it result in follow-up revenues and purchases?
- How evenly will your revenues be distributed throughout the year? (e.g. Wedding planners are often busy in the spring and then nothing. Or, Farmers: The crop is one big payday annually).
- Earn Before You Spend
- Are you earning money before you are spending it?
- Understand where the expenses are.
- Long sales cycles can cause dry spells.
- Have a Game-Changing Cost Structure
- Is your cost structure substantially different and better than those of competitors?
- If you change your price drastically, you'll be branded that way.
- You can't keep undercutting. You'll always be seen as the cheap option.
- Getting Others to do the work
- How much of the business model get customers or third parties to create value for you?
- What happens when you get sick?
- Tech companies like Google and Facebook, have millions of active users doing things.
- Scalability
- How rapidly and easily can you grow your business model without hitting roadblocks (e.g. infrastructure, customer, support, etc).
- Be able to answer everyone's questions, have enough of a support team
- Protection from Competition
- How much is your business model protecting you from competition
- Customer Service
- Innovative, transferring ideas from other industries.
Don't worry too much about startup competition.
- It's harder to execute than come up with a good idea. (Ideas are a time a dozen – have goals and focus on them, don't get lost and stick to it).
- Market uncertainty. They're trying to find a problem/solution and product/market fit just like you.
- Many will pivot/evolve and you ant be competing anymore. (So keep on your path, and you may not even be competition anymore).
- A lot will die.
- Some will stop innovating. (They'll think that they're done, don't have to listen anymore).
- Markets can support multiple players, that are on top of their game.
- It's a war, not a battle. (Think of it in a long-term way. They may have a few exciting small events, etc. but look at the long term!)
Some exciting words of advice for entrepreneurs in the making! (Good thing there are 5 more courses in this Entrepreneurship Certificate program!)
Follow along on Twitter @Francavilla, the course account @EntrepreneurSCS and the hashtag #StartUpEdu.
This is a sponsored post on behalf of University of Toronto School of Continuing Studies Certificate in Entrepreneurship program; however, the opinions provided are my own.


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Somehow, in a strange, yet familiar sort of way,
every where I turned, I kept seeing pink.
I am gently reminded that we would have been
laughing and celebrating her birthday this month.
During the month of October, Empress Christina of Soul Aperture has invited us to share our pink thoughts every Thursday in honour of those touched by breast cancer.
Thursday, October 22, 2009
pink thoughts...
Posted by SE'LAH... at 9:33 AM
8 comments:
- sherry ♥ lee said...
((((hugs of love))) for your friend for you and for your beautiful memories of someone dear to your heart.
- October 22, 2009 at 11:41 AM
- Anali said...
I love the pink puppy tongue! How cute and creative.
- October 22, 2009 at 2:39 PM
- Gayle said...
This is a very touching post, Se'Lah.
- October 22, 2009 at 2:49 PM
- Christina said...
oh he is so adorable! i love this! give him tummy rub, from auntie.
- October 22, 2009 at 8:29 PM
- Toni said...
I think most everybody has been touched by breast cancer in some way. A very important post, Se'Lah.
- October 22, 2009 at 11:31 PM
- vchelle said...
What a sweet face! Thank you for the pretty pink reminder that Doris' life was a simple reminder to love unconditionally and celebrate as if there was no tomorrow! I love you and hope you feel better!
- October 23, 2009 at 7:01 AM
- lisaschaos said...
Precious pink tongue!
- October 25, 2009 at 12:56 AM
- sunnymama said...
A great selection of pink pictures! The first is so totally cute ;)
- November 10, 2009 at 5:37 PM
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Happy 10th anniversary, Lanvin! Alber Elbaz does it again by taking such an iconic fashion house to the next level and beyond. This year's pre-fall season, he experiments with fabric blends and strong silhouettes, while staying true to Lanvin's exquisite femininity (aka, ruffles in all the right places). But what we couldn't keep our eyes off of were the collection's bold and super sized cameo necklaces. This makes us want to get our hands on the vintage-inspired jewelry right this second, and instantly add a delicate touch to our wardrobes.
Shop our guides to the best pendant necklaces, chain link necklaces, and yesterday's MLK 2012 sales.


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- Regulation
- Warnings
- Customer complaints
- Complaints - Law of 10 November 2009 on payment services
- Consumer information
- Financial education
- Financial Consumer Protection Committee
- International organisations
The Union luxembourgeoise des consommateurs (Luxembourg consumers' association) published a brochure which provides concise answers to questions on consumer credits and mortgage loans and raises consumer awareness of the most important applicable legal rules.
The European Consumer Centre Luxembourg issued a booklet entitled "Crédit "facile"?" ("Easy" credit? - only available in French) which aims at informing consumers, through practical information and advice, on the rights and obligations arising from contracts concluded with credit agencies established in Belgium. Indeed, some consumers might be lured by advertisements offering "Fast loans, for anybody and for any reason", published in Luxembourg newspapers by financial intermediaries established in Belgium, or find themselves bound to a Belgian credit agency through a lending contract following the purchase of a car.
European Consumer Centre Luxembourg
(only in French)


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gift certificates format
If folks scan search outcome, they begin searching for the keywords they will have input. Let us attempt to produce a superior example. Phrase choice can be just a far superior approach to locate conversation to truly have an emphasis. Some individuals may possibly even take into consideration using shock collars as a sort of pain-inflicting field. When you are experienced, start hunting for professionals and companies with the ability to pay you particularly what you're really worth. The remedy is dependent upon many facets. It is which you be sure that your title fits the articles of your post and your post gives distinct, applicable advice that your readers want. As questions are often such powerful vacuums, I want to share with you 3 question-crafting formulas that could readily be flexible to lots of various types of companies. The key is to make it a exact excellent problem. The composition of an image generates a difference in both visual allure of the picture together with the message that will be being hauled. The key to good architecture is fantastic planning. The element of intrigue is vitally essential. Most people commit a considerable portion of these time watching videos. To get a viewer, it's most likely the only of use area of the ad. Your ad will be simply likely to demonstrate once the hunt is right to your precise keyword term you have included over the brackets. The ad will not show for searches that include additional key phrases. Not only is it powerful than any marketing plans, but it is less costly. On-line promotion is continuously changing. Content marketing may be the only weapon in your advertising arsenal which can help customers locate your enterprise to get started with, and establish the value of one's goods at just the same time. You dedicate lots on promoting your business on line. As it has to perform your organization, you have to be somewhat selective about everything you share in social networking. Irrespective of which sort of small business you have, you may benefit should people might uncover your organization on Google. Understand the way videos may be a reasonable and successful approach to market your company. Your matter paragraph is the first impression and you may really like to make it a really great one so be certain it grips your reader instantly so that they are quite interested in that which it is you're getting to enable them know as you are in what you have got to express. Form very simple truth that, at case of my own lesson for you here, your theme paragraph is not your thesis announcement, it is likewise very important to recognize the precise keywords your crowd will read certainly are a few of the absolute most important to building an fantastic essay. Every paragraph is going to own an issue sentence that's among the grounds why contemplate the thesis. You are not likely to maneuver whether your sentences are not functioning. Utilizing special scenes may help encourage your statement, but it's not your only recourse. Here are a few examples. Here are a number of of the best examples that you may utilize to start off with. Managing your interpersonal media pages can quickly take a considerable part of your day. Developing an internet site for the organization is confusing, even although you are employing the work-out.


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Ah, the ever-elusive "house hippo." This chip-eating, mitten-nest-building, crumb-scavenging little critter was the star of an infamous PSA, and whenever it came on TV we would yearn for one of our very own:
And then our hopes would quickly be dashed by the narrator, who brought this devastating dose of reality: "That looked really real, but you knew it couldn't be true, didn't you?"
Well, they lied. Check this bad girl out:
Photos of rare pygmy hippo born in Swedish zoo #NewsfromElsewhere http://t.co/wZColdAI9E pic.twitter.com/TnV0dPvmgh
— BBC News Magazine (@BBCNewsMagazine) September 4, 2014
That adorable little pygmy hippo is called Olivia, and if she's not the closest thing to a real "house hippo" we don't know what is. Born in a Swedish zoo, the rare hippo has been dubbed "Michelin Man," according to the BBC. The nickname suits her well, don't you think? Although she was born last month, photos and videos of this cutie have just been released.
These guys are an endangered species — there are only a few thousand left in the wild, according to the International Union for Conservation of Nature's Red List of Threatened Species. So, while they might be cute to look at, we'd suggest that you don't go looking for a house hippo of your own.


text: « View all Activities Sexual Violence during Genocide Author: USC Shoah Foundation Grade Level: 11 - 12 Language: English Estimated completion time: 1 hour(s) Standards Addressed: Common Core, ISTE-NETS Subject Area: Character Education, History, Civics & Government, Genocide Studies, World History Description: In this activity, students will explore sexual violence as a weapon of genocide, and how international law has changed in regard to sexual violence and genocide. Students will also reflect on the vulnerable situation women may find themselves in during genocide and on the differences between sanctioned sexual violence and opportunistic acts of sexual violence. Teachers should be aware of the graphic content of some of the testimony included prior to having students work through this activity. Consider 1 2 Collect 1 2 3 4 Construct 1 Communicate 1 New Begin Activity » Actions Download


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HR&DM have written a Paper called THE EMPLOYMENT ACT 2002. A STEP BY STEP GUIDE FOR EMPLOYERS. It is an informative document on the new laws which incorporates a friendly guide on how to implement new policies and procedures. The Government talks about 'a level playing-field' for smaller employers. It is not clear from the Act itself exactly what these concessions are! HR&DM have identified the issues, what is covered and what, exactly, the exemptions and exceptions are.
The document is FREE. Email: firstname.lastname@example.com
The Employment Act 2002 received Royal assent on 8th July 2002.
The objective of the Act is to create highly productive, modern and successful workplace through fairness and partnership.
The Act is concerned with 1.Fixed Term Working, 2.Work and Parents, 3.Equal Pay, 4.Tribunal Reform, 5.Union Learning Representatives and 6.Dispute Resolution. The Act will also cover Work Focused Interviews and Data Sharing.
The Tax Credits Bill also received Royal assent on 8th July and is now the Tax Credits Act 2002. As from (probably) April 2003 it will replace the present Working Families' Tax Credit, Disabled Person's Tax Credit, Children's Tax Credit and the child-related payments in Income Support and income-based Jobseeker's Allowance with just two integrated tax credits, "Child Tax credit" and "Working Tax credit".
1. FIXED TERM WORKING: 1 October 2002
Employees on fixed term contracts should be treated as favourably a permanent workers. There are two sets of regulations required to implement the EC Fixed Term Work Directive 1999/70/EC (the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 and the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (Amendment) Regulations 2002). The basic idea of the new fixed term work regulations is to make it unlawful to treat a fixed-term employee less favourably than a comparable non-fixed term employee engaged in similar work (subject to a defense of objective justification). Several other related issues are also covered, notably automatic conversion of fixed term contracts to contracts of indefinite length after four years; removal of the current ability for an employee to agree that he will not claim statutory redundancy pay on expiry of a fixed term; and making the completion of a task contract count as dismissal for unfair dismissal purposes. The basic idea of the new part time work regulations is to ensure that it is not possible for an employer to "escape" from the fixed term work regulations by employing fixed term workers on a part time basis.
HR&DM advises all employers to identify fixed term workers and updated Contracts of Employment. Train your managers on the new laws. Ensure those on fixed term contracts receive the same benefit as all other employees. If in doubt, consult with your solicitor or contact HR Management.
2. WORK AND PARENTS: 6 April 2003
Under the Employment Act 2002 the birth or adoption of a child entitles parents to new rights. Paternity rights are increased. Parents of young or disabled children are entitled to new flexible working arrangements. Parents of premature babies expected on or after 6th April 2003 receive improved maternity benefits and new paternity rights. Expectant parents need to give longer notice to employers.
HR&DM advises that employers notify all staff of new entitlements. Amend all Contracts of Employment. Train managers on the new laws. Look at payroll procedures and ensure the business needs are covered during staff absences.
3. EQUAL PAY: Early 2003
A Questionnaire procedure will help determine equal pay issues and evidence produced through the questionnaire process may be submitted a evidence in Tribunal Claims. Equal Pay claims are notoriously slow and complex. A questionnaire will make it easier for individuals to request key information from their employer when the are deciding whether to bring a case.
4. TRIBUNAL REFORM: Early 2003
New powers are to be given to Tribunals in relation to costs, conciliation, powers to delegate the prescription of forms to the Secretary of State and determination without a hearing, practice directions and pre-hearing reviews. These changes proposed are not included in the Act itself but will be implemented within regulations which have yet to be published but which are due to come into force early Yr.2003.
5. UNION LEARNING REPRESENTATIVES: Early 2003
New training initiatives are to be given to Union members. The DTi have drafted a code for consultation. Under the Act an employer must permit an employee who is a Union Learning Representative to take time off during working hours for learning, training and promoting the value of training.
HR&DM advises that employers liaise with line managers on un-equal pay exposure issues, tribunal reform regulations and the Company policy regarding time off for ULR's. Review all salaries to ensure fairness, update job evaluation systems and review broad-banding schemes where relevant. Consider contacting HR&DM for job evaluation purposes and/or salary survey's. Train all staff on the new laws and amend Contracts of Employment.
6. DISPUTE RESOLUTION: Early 2003
All employers, and no company is exempt, need to have Contracts of Employment for staff and clearly defined Grievance and Disciplinary procedures. The Act sets out new statutory dismissal/disciplinary procedures and grievance procedures so that the position is clear to all employers. There will be a 3-stage standard dismissal and disciplinary procedure to be carefully time managed and documented. It is envisaged that a more thorough company procedures will reduce the number of tribunal claims.
HR&DM advises that all employers check existing Contracts of Employment and ensure disciplinary and grievance procedures meet the new standard. Look at management development initiatives. If in doubt contact your Solicitor or HR&DM.
EC directive 95/46/EC of 24th October 1995 (OJ L281/31 of 23rd November 1995). Data Protection Act 1998 draft Code of Practice on Data Protection in the employment field issued October 2000
The Data Protection Act 1998 received Royal Assent on 16th July 1998 and came into force on 1st March 2000 (subject to introductory transitional periods - see notes at Data Protection/Data Protection Act 1998 commencement ).
The Data Protection Act 1998 repeals and replaces the Data Protection Act 1984 which applied to computerised records only. The 1998 Act applies to personal data recorded manually or in print as well as to computerised data. Anyone concerned with legal problems arising under the Data Protection Act 1998 would be well advised to refer at an early stage to the wording of the EC Data Protection Directive 95/46/EC. It was in order to implement this EC directive in the UK that Parliament passed the 1998 Act.
The general effect is to give rights of "subject access" to individuals , that is to give individuals the right to have access to information held about them and to have that information corrected or deleted where appropriate. The right is enforceable by complaint to the Information Commissioner (Ms Elizabeth France, originally known as the Data Protection Registrar and then until 31st January 2001 when she also took over Freedom of Information Act 2000 responsibilities as the Data Protection Commissioner). A data controller may charge a fee for dealing with subject access. Currently, the maximum fee chargeable is £10 (or £2 if it is a request for limited information from a credit reference agency) and there are special rules that apply to fees for access to manual health records (see Data Protection (Subject Access)(Fees and Miscellaneous Provisions) Regulations 2000, SI 2000/191).
The Information Commissioner has power to prosecute or to serve an enforcement notice on a defaulting "data user". It is a criminal offense to fail to register when registration is required (Data Protection Act 1998 ss.17(1) and 21) and see notes at Criminal law aspects/offences under employment legislation/data protection ).
There are transitional periods affecting existing manual records. These are covered in two stages. The first, main, stage became fully effective on 24th October 2001. The final stage, removing minor exemptions relating to quality of manual data, which existed at 24th October 1998, comes into effect on 24th October 2007 (see notes at Data Protection/Data Protection Act 1998 commencement ).
The Information Commissioner issued a draft Data Protection Code of Practice for employers on 9th October 2000. The final Code of Practice will be issued in four stages. The first stage was issued in March 2002 and covers data protection issues in connection with recruitment and selection (see notes at Data protection/Code of Practice ).
In October 2001 the Information Commissioner issued (a revised on-line version of) her reference document for data controllers and their advisers. This is entitled "Data Protection Act 1998 - Legal Guidance" and is likely to become an essential reference tool for those likely to be concerned. It (specifically states that it) replaces the October 1998 guidance document called "The Data Protection Act 1998 - An Introduction".
The Information Commissioner also provides a warning about independent companies, which are trying to charge large fees for registration under the Data Protection Act - go to www.dpr.gov.uk/donotbemisled.html and see Office of Fair Trading Press Release 35/02 of 31st May 2002. In December 2001 the Lord Chancellor's department issued an interim Post-Implementation Appraisal of the operation of the Data Protection Act so far, which includes critical comments from the Information Commissioner. Her comments and those of others can be summed up as "good idea but too inflexible, too complicated and too much red tape".
There is an extremely useful EC data protection web site covering data protection from the European angle. The EC Commission published a new "Guide to Data Protection Rights" in Spring 2001. In the UK, a well established commercial organisation (founded 1987) called "Privacy Laws & Business" (Tel 020 8423 1300) provides various products and services related to privacy and data protection issues, including a useful international links page on its website.
The office of the Information Commission is at Wycliffe House, Water Lane, Wilmslow, Cheshire. SK9 5AF. Approximately 100 staff deals with Data Protection matters for the whole of the UK. Telephone number is 01625-545 745 and website is at www.dataprotection.gov.uk. The website includes a copy of the Commissioner's very informative 2001 Annual Report. It also contains a useful News and Events section.
A "data protection tool kit" is available from a commercial website at www.data-protection-act.co.uk which says that its purpose is "to make the Data Protection Act less of a trauma and more of a straight forward business process".
Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, Protection from Harassment Act 1997. Public Interest Disclosure Act 1998
The arguments for and against anti-discrimination legislation generally were well rehearsed in a House of Commons debate during the passage of the Reserve Forces Act 1996 when Parliament rejected a proposal to make it unlawful for employers to discriminate against job applicants and employees who are members of the Reserve Forces (see Hansard report of Standing Committee A for 23rd April 1996, cols 85-106).
In some US states (eg California) it can be unlawful to discriminate against a job applicant on grounds of his or her height or weight but UK law does not forbid this type of "aesthetic" discrimination (although in the UK an employer's dress code might in some cases amount to unlawful sex discrimination).
Compensation awarded under the discrimination acts can, in appropriate cases, include an amount in respect of damages for personal injury and can thus include very substantial sums for loss of future earnings (see Sheriff v Klyne Tugs (Lowestoft) Ltd 1999 ICR 1170, CA)..
Recent developments include:-
In June and November 2000 respectively the EC Council of Ministers adopted two anti-discrimination directives. The June 2000 directive will require all Member States to outlaw discrimination in the employment field based on race or ethnic origin (subject to "the usual" exceptions). The November 2000 Directive will require all Member States to outlaw discrimination in the employment field based on age, disability, religion and sexual orientation, again subject to "the usual" exceptions.
2. ECHR art 14.
The European Convention on Human Rights contains provisions covering discrimination (ECHR art 14). However, this provision contains a loophole in that it only prohibits discrimination which affects a right specifically recognised by the Convention (art 14 provides The enjoyment of the rights and freedoms set forth in this Convention shall be secured without discrimination on any ground such as sex, race, colour, language, religion, political or other opinion, national or social origin, association with a national minority, property, birth or other status). A new protocol (protocol 12) to the ECHR has been proposed to remove that restriction and provide that no-one can be discriminated against by any public authority on any ground. This protocol was signed on behalf of 25 countries at Rome on 4th November 2000. Neither the UK nor France was amongst the signatories (see Council of EuropePress Release of 4.11.00.
EC Race Discrimination Directive 2000/43/EC
EC Equal Treatment Framework Directive 2000/78/EC
In November 1999 the European Commission proposed new rules to require Member States to prohibit discrimination in employment on the grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation. This was the employment law part of a general anti-discrimination package proposed by the European Commission on 25th November 1999 (see EC Press Release IP/99/895 of 25th November 1999 entitled "A step forward for the EU - empowering victims of discrimination"). This adds to the well established EC directives, which already outlaw sex discrimination.
The UK already has rules outlawing racial discrimination and disability discrimination . To that extent, UK law is already largely in compliance with, and ahead of, this second Directive. However currently there are no UK laws which directly prohibit religious discrimination (save in Northern Ireland), age discrimination or discrimination on the grounds of sexual orientation (but see link below to general notes under Sex Discrimination/homosexuals & transsexuals ).
Two EC directives followed the November 1999 initiative :
The first is a Directive prohibiting discrimination on grounds of racial or ethnic origin, formally adopted on 29th June 2000 as 2000/43/EC. It was published on 19th July 2000 and must be implemented by Member States by 19th July 2003. This new race discrimination directive, in its formative stage, was welcomed by the UK government. The second is a Directive establishing a General Framework for Equal Treatment in Employment and Occupation, formally adopted at a Council Meeting on 27th November 2000. This must be implemented by 2nd December 2003, with an extension to 2nd December 2006 possible in respect of the provisions outlawing age and disability discrimination.
A semi-official European Code of Good Practice on "Ageing in employment", prepared with support of the Employment and Social Affairs Directorate of the European Commission, was issued in January 2001 (details from Eurolink Age (tel 020 8765 7717), a London based European non-governmental organisation).
A new Sex Discrimination (Equal Treatment) directive was approved at the 11th June 2001 meeting of the EU Employment and Social Policy Committee. This is designed to replace and update the existing Equal Treatment Directive 76/207/EEC to bring it into line with the Framework directives noted above.
The British government has set up an "Age Advisory Group" to advise on age issues generally and in particular on the new legislation, which will be required by end 2006 to implement the EC framework directive 2000/78. (see DfEE Press Release 2001/92 of 14th February 2001 for detail of membership etc).
EUROPEAN POSITION. THE TREATY OF ROME Art 141 and EC Directives 75/117, 76/207 and 79/7.
"Each Member State shall . . . ensure and . . . maintain the application the principle that men and women should receive equal pay for equal work" (art 119 Treaty of Rome).
The three directives noted above take this further by requiring Member States to "introduce into their national legal systems such measures as are necessary to enable all employees who consider themselves wronged by failure to apply the principle [of sex equality] to pursue their claims by judicial process after possible recourse to other competent authorities" (art 2 of directive 75/117/EEC).
The Equal Pay directive (75/117/EEC) provides that "the principle of equal pay for men and women outlined in Article 119 .... means, for the same work or for work to which equal value is attributed, the elimination of all discrimination on grounds of sex with regard to all aspects and conditions of remuneration" (art 1).
The Equal Treatment directive (76/207/EEC) is designed to put into effect "the principle of equal treatment for men and women as regards access to employment, including promotion, and to vocational training .....". Proposals to replace this Directive with an updated version were approved at a European Council meeting in Luxembourg on 11th June 2001. Notes of the 11th June meeting say that the new Directive "will eventually add some important provisions to the existing Directive" including in particular definitions of direct and indirect discrimination to ensure consistency with the year 2000 non-discrimination framework Directives and recognition of harassment, including sexual harassment, as a form of discrimination.
The Equal Treatment (social security) directive (79/7/EEC) provides for "the progressive implementation in the field of social security ..... of the principle of equal treatment for men and women....".
The Working Time Regulations 1999, SI 1999/3372
The wording of the December 1999 amending regulations is identical to that of the October 1999 DTI consultation revised draft. There are two main effects:-
1. from 17th December 1999 time worked voluntarily in addition to contracted hours is disregarded in calculating working hours for purposes of the regulations (this will apply mainly to senior staff who set their own hours. The Working Time Regulations 1998 (SI 1998/1833) regulations impose maximum limits on weekly and night time work save in particular cases. One of the exceptions, in reg 20, covers "unmeasured working time". The new 1999 regulations make it clear that this exception is to apply pro rata if an employee works partly but not exclusively to fixed hours (by adding a new sub-para 2 to Working Time Regulations 1998 (SI 1998/1833) reg 20).
2. From 17th December 1999 record-keeping requirements in respect of opted-out workers are relaxed so that it is now enough just to keep a list of names of those who have opted out (effected by amendment to Working Time Regulations 1998 (SI 1998/1833) reg 4 and Working Time Regulations 1998 (SI 1998/1833) reg 5). A DTI website includes an amended Guide to the Working Time Regulations.
Until the 1998 Working Time Regulations came into effect on 1st October 1998 UK employers and employees were generally free to negotiate whatever hours of work and holiday they wanted or could achieve, without statutory restriction. Employers were, however, and still are, subject to a general implied duty to protect the health and safety of workers which could be used to prevent them from requiring excessive hours of work (see eg Johnstone v Bloomsbury Health Authority 1991 ICR 269, CA).
The EC Working Time directive requires Member States to ensure that national rules make it unlawful for an employer to require workers to work more than an average of 48 hours a week. It also contains provisions re shift work, night work, rest breaks and minimum holiday entitlement.
The Working Time Regulations 1998 (SI 1998/1833) implement the Working Time directive in the UK. There were already some relevant UK statutory rules applicable before 1st October 1998 in special cases and these continue in force (eg for children and young persons, lorry drivers and farm workers).
Recent developments in France on the minimum wage and maximum working hours, while not directly related to UK employment law, may be of interest to users of this programme. Under the "Loi Aubry", as from 1st January 2000 (for larger employers) or 1st January 2002 (for small employers) it is unlawful in France for an employer to require a worker to work more than an average of 35 hours per week.
In outline, the basic rights which the regulations provide are as follows:-
a limit of an average of 48 hours a week which a worker can be required to work - any excess must be voluntary.
for night workers, maximum of 8 hours work in any 24 on average and a right to free health assessments.
at least 11 hours rest per day, at least one day off each week and a rest break if the working day is longer than six hours.
At least four weeks paid leave per year.
Amendments were made to the 1998 regulations with effect from 17th December 1999, chiefly to reduce red tape.
Further amendments in effect on 25th October 2001 remove the 13-week qualifying period previously required for the right to paid holiday pay and substitutes a right to take one-twelfth of the annual holiday for each month worked, rounded up to the nearest half-day.
The general rule, applicable since 1st October 1998, is that an employer must take all reasonable steps "in keeping with the need to protect the health and safety of workers" to ensure that the working time of any worker does not exceed an average of 48 hours for each seven days during any reference period (WT regs 1998, reg 4). The employer must keep records adequate to show "whether the limits .... are being complied with" and must retain them for two years from the date on which they were made (WT regs 1998, reg 9).
An individual worker and his employer can validly agree to opt out of the permitted working hours limits imposed by the Working Time Regulations 1998 (WT regs 1998, reg 5). This is quite different from the more general collective variation arrangements permitted by the Working Time regulations.
Whilst a worker may agree to work more than the average 48 hours per week maximum provided for by WT regs 1998, reg 4 the wording (WT regs 1998, reg 4(1)) makes it clear that an opt-out agreement must be in writing and must be made by the individual concerned. Therefore it would not be valid if in a collective agreement or a workforce agreement . There is nothing requiring an opt-out agreement to be in a separate document. It can therefore be valid if, for example, it is included in a normal contract of employment . However it will only remain valid if the employer complies with record keeping requirements spelled out in WT regs 1998, reg 5(4).
Trade unions have objected to this voluntary "opt-out let-out" on the not unreasonable grounds (albeit grounds which beg a number of questions) that when rules are made for the protection of the health and safety of workers the law should only allow opting out of them in carefully defined special circumstances. A general voluntary opt out provision is therefore seen as fundamentally flawed. This view may eventually win as the provision of the Directive which made it lawful for the UK to provide for opting out agreements is subject to review by the EC by 23rd November 2003 (Working Time Directive 93/104/EC, art 18.1(b)(i)).
1. Daily rest.
Every adult worker must have a minimum of ELEVEN consecutive hours rest during each 24 hour period during which he works for an employer , extended to TWELVE consecutive hours for a young worker (see WT regs 1998, reg 10(1) and (2)).
2. Weekly rest.
Every adult worker must have an "uninterrupted rest period of not less than 24 hours in each seven-day period during which he works for his employer extended to 48 hours for a young worker (see WT regs 1998, reg 11(1) and (3)).
For adult workers, there is an alternative (at the option of the employer) of using a two week base period, in which case the rest period must be at least 48 uninterrupted hours or two separate uninterrupted 24 hour periods (WT regs 1998, reg 11(2)).
3. Rest breaks.
Every adult worker must have an uninterrupted rest break of not less than 20 minutes (or such longer period as may be agreed in a collective agreement or workforce agreement ) per 6 hours of working time extended for a young worker to not less than 30 minutes per 4 1/2 hours of working time b (see WT regs 1998, reg 12(1)-(4)).
4. Monotonous work.
Where the pattern according to which an employer organizes work is such as to put the health and safety of a worker employed by him at risk, in particular because the work is monotonous or the work-rate is predetermined, the employer shall ensure that the worker is given adequate rest breaks (WT regs 1998, reg 8) - presumably this is in addition to the normal rest breaks required by WT regs 1998, reg 12 - see above.
A potentially quite onerous obligation imposed on employers by the Working Time Regulations 1998 is an obligation to keep records showing that the following have been properly observed in respect of each worker :
(i) the maximum average weekly working time limits imposed by the regulations;
(ii) the maximum limits for work done by night workers;
(iii) the requirements concerning health assessments for night workers.


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Tarot Readings with Anne
December 18 @ 4:00 pm - 8:00 pm$20.00
Do you ever wonder about the direction your life is going? You have questions which need an answer from Divine? Come see Anne! Special guest tarot reader will be in-house to answer all your most pressing questions. This intuitive reader, with many years of experience, is a must see! 15 min readings for only $20. Call the store at 316-512-1312 to reserve a spot!


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Lola de Avila was trained in Zaragoza, Spain by her mother Maria de Avila, and went on to study in Cannes; Cologne, Germany; and Paris. At the early age of 15, she made her soloist debut in the Claude Giraud Ballet, and throughout her career, performed a wide variety of repertory, including Corrida, La Sylphide, Swan Lake, Giselle, Raymonda, Sleeping Beauty, and Lifar's Suite en Blanc. As a dancer, de Avila performed with many companies such as the Royal Chamber Ballet of Spain, Ballet of Madrid, and Teatro de la Zarzuela.
In 1978, de Avila was named director of the School of Victor Ullate in Brussels. In 1979, she was appointed ballet mistress at the National Ballet of Spain, and in 1983, she was named both assistant to the artistic director and head of the school. While working at the National Ballet of Spain, de Avila helped form the Ballet of Zaragoza. In 1989, serving as director, she opened the Maria de Avila Ballet School in Madrid, where she created a youth ballet.
In 1990, de Avila first taught at San Francisco Ballet (SFB) School for two weeks as part of The E.L. Wiegand Master Guest Teacher Program. The following year, she returned for a full-semester residency and in fall 1992 and accepted Artistic Director Helgi Tomasson's invitation to serve as associate director for the SFB School, a position she held until September 1999. After returning to Europe, she became director of the Maria de Avila Ballet School in Zaragoza. From 2000 to 2002, she was resident ballet mistress at Ballet de Genève. In summer 2006, de Avila returned to serve as associate director of the SFB School.
In 2010, de Avila was awarded the 2010 Gold Medal for Merit in the Fine Arts—one of the highest distinctions in the arts given by the King of Spain and the Minister of Culture. In 2011, de Avila returned to live permanently in Spain and still serves as a guest teacher and répétiteur with SFB. On May 31, 2012, the Mayor of San Francisco declared that date "Lola de Avila Day."
© Joffrey Ballet. All rights reserved.


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Sponsoring, Supporting and Partner Organizations
COA's standards and process remain relevant because of our strong connections within the field of social service delivery. COA relies on these important relationships to stay informed about trends in the field, innovative practices, as well as to help advance COA's mission by promoting best practices and to assist in increasing the value of accreditation. Following are specific ways COA categorizes its relationships within the field.
If your organization is interested in collaborating on new initiatives and partnerships that support COA's mission, please contact Zoë Hutchinson, Director of Business Development, by email or by phone at (866) 262-8088.
Sponsoring Organizations
COA Sponsoring Organizations are separately incorporated, not-for-profit national membership bodies comprised of organizations that provide services that are accredited by COA. Each Sponsoring Organization is represented on COA's Sponsor Advisory Council (SAC). The SAC meets with COA staff to provide feedback regarding COA's standards and process and is represented by five seats on COA's Board of Trustees. Members of Sponsoring Organizations receive a 25% discount on the accreditation fee for COA's Private and Public Accreditation process. Click here for a list of Sponsoring Organizations.
Supporting Organizations
COA Supporting Organizations are separately incorporated, not-for-profit organizations with purpose and value statements that are consistent with that of COA's and with an interest and means to promote best practice in human services and the meeting of standards by providers of social services. Click here for a list of Supporting Organizations.
Partner Organizations
COA partners with a range of organizations around a variety of projects, including standards development, research, advocacy, government relations and promotion of best practices in organizational performance and service delivery. Click here for a list of additional partners.
Private Organization Accreditation
Stillwater-based FamilyMeans provides services in budget and credit counseling, mental health, collaborative divorce, caregiver support, youth programming, and an employee assistance program.
read more >>
Nuevo Amanecer Latino Children's Services
Galo A. Rodriguez, M.P.H., President & CEO
Since Nuevo Amanecer Latino Children's Services pursued its COA accreditation on October 14, 2004, this corporation has sustained a continuous quality improvement process by not looking whom to blame among the involved parties but improving what we have already done well… because good enough is not good enough.
read more>>


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Well it's the time of year that I try to get all my financial housework in order. One of those chores is to get a credit report and make sure that there are no mistakes.
Many years ago..while I was still quite naïve about just how companies determined our credit score, I decided I would go online and check it out. It was very easy to check and to my surprise their were some mistakes on our report that lowered our credit score! It took a bit to get that little mess cleaned up, but as soon as we did our credit score jumped up.
Personally I think it is well worth the little time it takes to check you credit rating to make sure it's in order. This is the standard that almost all companies use to see if you are financially responsible. If there is a mistake of some sort on your report, whether yours or the mistake of a company, you are responsible to clear it up.
Let's make sure that we are glorifying God even in our finances and make sure our financial reputation is above reproach
There are many online resources to get your free credit score. I would highly recommend you use them…it only takes a few minutes of time.


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"Hello and thank you for looking at our boats. I am excited to share her with you because she is an amazing machine that is fun and very comfortable for the whole family. "
Aboard since 2015
From Tampa, FL
Our trip was wonderful! The boat was clean and spacious. Jason, our captain, was friendly and took us on a path that allowed us to see the beautiful houses in Tampa bay. We loved having the Bluetooth speaker to listen to our music. Excited to book again!
Great communication! Super responsive!
Most excellent journey to Beer Can Island.
Excellent experience renting from Jennifer. Responded to my questions immediately and was flexible with times and pick up location. The boat was perfect for our crew of 11 guys to cruise around Tampa Bay and hang out at Beer Can Island.
Great communication. Really nice boat and very spacious. Great for larger parties!
Amazing experience!! We booked with extremely short notice and Jennifer was very accommodating. The pontoon was in nice condition, it was clean, and everything worked as expected. We comfortably fit 12 people. They provided us with a huge cooler and even drove us to get ice.
Would HIGHLY recommend!
We're looking forward to our yacht ride next time :]
We all had an amazing time with this boat. Jennifer was extremely quick with responding to my questions and answered every one. The Boat itself was in immaculate shape and a blast to ride on in Tampa Bay. The sound system was easy to connect to and the cover top was a blessing in this hot Florida sun. I couldn't recommend this boat enough.
This boat was awesome!!!! Was afraid that speed was going to be an issue, it was not. Tons of room and plenty of space to entertain. The captain and owner were great. Very down to earth and accommodating. Seriously pick this boat for your next trip!!!!
Excellent day!! great boat, great friendly people. Will rent again.I recommend it!!
Boat rental went perfectly. On time for delivery and pick up. Boat was in good condition and the staff was easy to work with.
Great to work with and very responsive. Enjoyed our time on the boat and wish the weather would have been a little more cooperative.
Jennifer and Trevor were great. Really enjoyed the boat and they were very pleasant and helpful.
Awesome time. We had about 13 people and that captain was fantastic accommodating us. Would definitely recommend it.
Great time on this spacious boat. Perfect for large group gatherings!
Traver was absolutely great!! We had a group of 10 of us on the boat for a bachelorette party. He was extremely accommodating and adapted to the weather when it started to rain. He recommended places to swim, popular sand bars, and places to grab drinks when it rained. We had so much fun! Jennifer was who I spoke to the most when booking the boat and she was so patient while I asked a million questions about how this process worked. I am very impressed and highly recommend them and their boat!
My daughter and her friends had a blast.
We had a great experience renting. Met the owner at Hula Bay for a seamless pick up and had a great day to follow.
Thank you!
Very smooth rental. Owner was on time and gave a thorough run through of the boat and what to expect. Everything was well in order. We went out to Eggmont for the day and had no issues. Will rent again!
Boat was great, needed something to accommodate our large family and it was perfect. Would definitely rent from them again.
Fantastic as always!
Great boat for a family
Great Experience!
We had a wonderful time and can't wait to rent again from Travis and Jennifer.
We had the best time on the water!!!!! This is a must do for family's and friends. Boat was awesome and owners were awesome. Rent this bad boy and head out to caladesi state park.
Awesome time on the boat. Owner was nice, communicative, and patient with our large group running behind! Definitely will be renting from them again :)
I had great experience, boat ran great. It was delivered and picked up on time. Owners were very easy to work with.
Very accommodating an overall great experience. Would definitely rent through them again.
Very helpful with last minute rental, good communication.
Everything awesome. Boat, service provided and the weather as well.
Boat is in great shape, quiet, fast, rides well. Has all the amenities for a great day on the water and the owner is fantastic.
Boat 100% as advertised. Easy pick up and drop off. Great owner to work with. Would rent again. Highly recommended.
Trevor was perfect to rent from..punctual, walk through, etc. .thanks for a awesome vessel
The boat was great all around ran excellent the ride was smooth even when the water was choppy the ride was smooth. The rental process was easy thank you. i will use your service again and recommend you to friends and family
We rented this boat for a family outing. 10 passengers on board and had plenty of room for people and coolers. A much better boat than your normal rental. 10 to 20 mph winds made the morning rough. And everyone was impressed how the boat handled. The owners were very accommodating and easy to contact with any questions. The family is already talking about renting this boat again.
great boat
Went out with 8 guys on the water fishing. Great time out on the water with the boat. It ran great with no issues, electronics were extremely helpful and even filled the fish box with Grouper and Snapper. Will be using the boat again at some point
Amazing boat! Lot's of room and was perfect for a day out on the water and sandbar.
Perfect in every way.
The boat was absolutely beautiful, and the whole experience was great. Would definitely recommend this boat.
We had a great time. Jennifer and Traver were very professional and helpfull. Definitely recommend friends to Jennifer and Traver.
This boat was everything it was advertised to be and we had a wonderful day on the water. The boat ran perfectly, had plenty of room for the 6 of us and our gear, and provided a lot of shade onboard when we needed to get out of the sun. I look forward to taking it out again in the near future.
Excellent boat! We rented this boat for the day to enjoy a day on the bay with family. There were eight of us on the boat and it was extremely spacious. The boat is in amazing condition and runs great. Pickup/dropoff of the boat were seamless. We highly recommend this rental and will rent this boat again when we are in Tampa.
Had a nice time cruising the ICW on the Hurricane. Plenty of power and room aboard
Great boat, good communication with owners. Would use again.
Great boat! Handles very well for her size.
We dropped anchor at Bunces pass between Shell Key and Fort DeSoto park. A second anchor would have come in that situation but we managed without it.
A sun shade cover for the top level would be a nice addition due to the all day sun exposure.
The Owners and staff were very cordial and available if needed.
If you have a large or small group and want comfort, this is the boat for you.
We were the envy of all the other boaters around us especially due to the slide feature on the top level.
Thank you Jennifer and Trevor for sharing her with us! ...Scott
Traver and Dominic were a pleasure to work with, on time and polite.
The boat was great family fun. Looking forward to renting again.


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Enjoy an overnight stay in one of our spacious rooms with €50 credit to spend as you wish in either Statham's or Mint Medispa. You can also avail of an early check in on the day of arrival and you can sleep in with a late check out and the choice between either breakfast in bed or brunch before you depart. We also offer the best cancellation policy and no payment is needed until you arrive to the hotel!
From €160total stay
Check In
Check Out
Refocus with a Swedish Back, Neck & Shoulder Massage and Indian Head Massage in Mint Medispa.
Package Includes:
Please prebook your treatment time to avoid disappointment.
From €195total stay
Let our professional therapists overhaul your skin with a Dermalogica Pro 60 Facial in Mint Medispa.
Package Includes:
Additional Info:Please prebook your treatment time to avoid disappointment
From €159total stay
Leave your worries behind with head to toe relaxation in Mint Medispa. Let us take you on a journey to reconnect the senses with a therapeutic head to toe massage using warm essential oils. The perfect remedy to stress, anxiety and tension.
From €345total stay
Make the most of this magical time before your little one arrives.
Enjoy a night in a quiet, relaxing Castle View room, Dinner in Statham's and treatments in Mint Medispa – a Dermalogica Pro 60 Facial for Mum and a Swedish Back, Neck & Shoulder Massage for her partner.
Additional Information:Please prebook your dining and treatment times to avoid disappointment
From €299total stay
Celebrate your first days as a married couple with a Mini Moon in Ireland's Ancient East
Spend two nights in a Castle View room with prosecco and chocolate-dipped strawberries on arrival and breakfast both mornings. Share a romantic meal in Statham's and a couple's massage in Mint Medispa. Explore Medieval Kilkenny with a tour of Kilkenny Castle and Smithwick's Experience Brewery Tour.
Additional Information:
Please prebook your dining and treatment times to avoid disappointment
From €480total stay


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Emirli Hotel Accommodation
Search 67 hotels in Emirli
Save more with Secret Prices
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Where to stay in Emirli
What's Emirli like?
If you're looking to discover somewhere new, look no further than Emirli. Whether you're planning to stay for a night or for the week, the area around Emirli has accommodations to fit every need. Search for hotels in Emirli with Hotels.com by checking our online map. Our map displays the areas and neighborhoods around all Emirli hotels so you can see how close you are from landmarks and attractions, and then refine your search within the larger area. The best Emirli hotel deals are here with our lowest price guarantee.
What types of hotels are available in Emirli?
We have Emirli accommodations with prices starting at NZD 9. Choose one of our 12287 deals and get discounts of up to 40%.
Below are the number of accommodations by star rating in Emirli and the surrounding area:
- • 126 5-star accommodations from NZD 95 per night
- • 308 4-star accommodations from NZD 70 per night
- • 200 3-star accommodations from NZD 47 per night
- • 40 2-star accommodations from NZD 18 per night
How to Get to Emirli
What is the closest airport to Emirli?
- • Istanbul (SAW-Sabiha Gokcen Intl.), 5.7 mi (9.1 km) from central Emirli
Things to See and Do in Emirli
What is there to see near Emirli:
- • Istanbul Park (4 mi/6.5 km from the city center)
- • Abdurrahman Mosque (4.8 mi/7.7 km from the city center)
- • Aydos Hill (5.9 mi/9.4 km from the city center)
What is there to do near Emirli:
- • Viaport Outlet Shopping (3.7 mi/5.9 km from the city center)
- • Pendorya Shopping Mall (9.2 mi/14.7 km from the city center)
- • World Atlantis AVM (4.5 mi/7.3 km from the city center)
- • Istanbul Karting Park (7.5 mi/12.1 km from the city center)
- • Prof Dr.Necmettin Erbakan Cultural Center (8.9 mi/14.4 km from the city center)
When is the best time to visit Emirli?
- • Hottest months: August, July, June, September (average 83°F)
- • Coldest months: January, February, March, December (average 39°F)
- • Rainiest months: December, January, November, and February (average 4.16 inches of rainfall)


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Contact Powell Chiropractic Clinic, Inc.
Request An Appointment
Office Address
Powell Chiropractic Clinic, Inc.
4867 Munson St NW
Canton, OH 44718
Click Here For Map & Directions
Contact Us
Phone: (330) 494-5533
Fax: (330) 494-8101
Email: firstname.lastname@example.com
Our office also has an after hours answering machine which
you can reach by calling (330) 494-5533.
Office Hours
NEW Extended Hours!
We are excited to announce we have extended office hours! In addition to our regular hours Monday through Friday, we are now open from 6:30am through lunch on Wednesdays. Dr. Null is available to see patients during the extended hours. Call today to schedule your appointment (330) 494-5533.
Emergency / After Hours Information
In case of an emergency after business hours, we can be reached by phone at:
(330) 327-0056, (330) 495-1807, or (330) 883-5352
Email Our Doctors
Email Dr. James P. Powell, DC, DIBAK
Email Dr. Walter B. Null IV, DC
Map & Directions
We are 1/2 mile southwest of Interstate 77 between Everhard Road and Dressler Avenue.


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In consultation with the Tootoosis family and after a process of ceremonial protocol, Saskatchewan Native Theatre Company (SNTC) successfully renamed the organization to 'Gordon Tootoosis Nīkānīwin Theatre'. When Gordon Tootoosis (Poundmaker First Nation) began working in theatre, there was a noticeable void of Aboriginal actors. He set out to fill that void by creating a platform for the development of ... Read More »
The Tourism Boom
A recent article in Indian Country Today talks about the Tourism Boom. The formation and success of the Aboriginal Tourism Association of British Columbia, an umbrella group designed to promote tourism and help entrepreneurs develop and market new businesses, is an example of the strength in collaboration. • In 2010, 3.7 million visitors included Aboriginal experiences on their itineraries and ... Read More »
First Encounter
Chickasaw film chosen for California film festival "First Encounter" was judged Best Short Documentary at the Trail Dance Film Festival in January; aired in March by the Oklahoma Educational Television Authority (OETA), and was featured in June at Oklahoma City's Dead CENTER Film Festival. The approximately 30-minute documentary was produced and filmed entirely by the Chickasaw Nation. It is the ... Read More »
Angirattut Angirattut, by Inuit director Zacharias Kunuk, was selected to screen at the imagineNATIVE Film + Media Arts Festival. Kunuk's latest fi lm documents Inuit knowledge, tradition and history through a restorative and healing journey. A group of Inuit elders and their families return to home sites on the land after being relocated to settlements more than fifty years ago. ... Read More »
THE RIVERTON RIFLE: MY STORY STRAIGHT SHOOTING ON HOCKEY AND ON LIFE By Reggie Leach Hockey hero Reggie Leach's tumultuous and inspirational life story, told by the man himself. "Whatever choice you make, you own that choice, good or bad," says the NHL's legendary Reggie Leach, and this intimate autobiography lays bare the decisions that led him to become one ... Read More »
Business Development Specialist for the American Indian Chamber of Commerce of New Mexico (AICCNM) and Minority Business Development Agency (MBDA) Business Center. He is a member of the Pueblo of Laguna, Village of Paraje – one of the 19 Pueblo Indian Tribes of New Mexico, located 45 miles west of Albuquerque. Russell is passionate about Native Small Business, Community and ... Read More »
The World Indigenous Business Forum
The World Indigenous Business Forum is a platform that engages Indigenous people in global economic discussions. There are four main sectors that focus on Global Indigenous Issues: Community, Industry, Academic and Government. The Sixth Forum was held in Honolulu, Hawaii October 27 to October 29, 2015. Some of the highlights included Opening Ceremonies on the beautiful grounds of the Iolani ... Read More »
Tom Jackson
Actor, singer, and lifetime philanthropist, Tom Jackson recently released his new album, Ballads Not Bullets, and announced the details of his annual Huron Carole Tour. The 2015 Huron Carole Tour will have a new twist by presenting galas in a dozen cities across Canada this Christmas. Dates and beneficiaries can be found on the Calendar at SAY Magazine's website (www.saymag. ... Read More »
Joan Timeche
What is nation building? Historically, Indigenous nations had sophisticated and self-sustaining societies. European colonization and subsequent federal policies oft en eroded the Indigenous nations' societal systems. Since the 1970's, Indigenous nations and peoples have sought to re-build and strengthen their nations. This movement to increase Indigenous nations' capacities for self-rule and self- determination is called Native nation building. The Native ... Read More »
Shape Your Nation's Future
McGill University's School of Continuing Studies and the Cree Nation of Chisasibi in the Eeyou Itschee James Bay Territory have much to celebrate. The community in northern Quebec, Canada has several students enrolled in the School's online courses for Indigenous People, funded by Aboriginal Affairs and Northern Development Canada. "The Cree Nation of Chisasibi has been an important community partner," ... Read More »


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Permeability and
Infiltration Testing and
Stream Assessments, Biological Monitoring,
Remote Data Logging
Current Soil Science, Hydrology, Baseline Testing, Citizen Science
2012/ 2013 Training Courses - Customized Training Programs Are Available !
Potential One or Two Day Workshops - Is Anyone Interested??
No Suits - Jeans and Boots Workshop
Get Your Guys/Gals in the Field - One Day Intense Training
Customized Training is Available for Your Organization - email firstname.lastname@example.com
The following are links to the Power Point Presentations that were used during the Low Impact Development and Stormwater BMP Workshop in Harrisburg, PA. These presentations are for the convenience of the individuals that attended the workshop. For the individuals that attended the workshop, THANK YOU for coming. I personally had a great time and enjoyed meeting everyone.
If you did not attend the workshop, "We" ("the Presenters") would appreciate that you do not download these presentations. If you do download, the presentations, please send an email to PowerPoint Download. Also, if you need to use these presentations, "We" are requesting that you ask the permission to use the information and data and please provide proper acknowledgement of the author, presenter, and creator of the documents. All data is the proper and work product of the individual presenters and it is being made available for your education- Please do not download or distribute these presentations in part.
Lohman Presentation (2004)
Harrisburg, PA
Ms. Catherine Chomat, PE, F.X. Browne, Inc.
Robert Traver, PhD, PE, Villanova University
Mr. Brian Oram, PG,and B.F. Environmental Consultants
The Only Presentations Online are Presentation 1, 2, 4, 6 and 7.
Presentation 3 and 5 and Not Online at the Moment - Because they are 20 mb each
Presentation 1- Impacts of Uncontrolled Runoff (source F.X. Browne, Inc.)
Presentation 2- Stormwater Management in Pennsylvania (source F.X. Browne, Inc.)
Presentation 3- Concepts of Low-Impact Development, i.e., Smart Engineering
(Villanova University)
Presentation 4- Measuring Infiltration, Soils, and Hydrology (Wilkes University)- This is not a zip file
Presentation 5- Infiltration and Filtration BMPs (Villanova University)
Presentation 6 - Ponds and Wetland BMPs, Retrofitting Basins (F.X. Browne, Inc.)
Presentation 7- Putting It All Together (F.X. Browne, Inc.)
Managing Stormwater in Our Communities - May 31, 2007
Hosted: At McGowan Room, College Misericordia, Dallas, PA
(Pdf files Only - Powerpoint Files- Available Upon Request)
Presentation 1 (pdf file) - Tree Canopy Cover, Mr. Vincent Cotrone, Urban Forester, Penn State Cooperative Extension
Presentation 2 (pdf file)- Ecological Stream and Watershed Connection (GIS) - Dr. Dale Bruns, Dean of College of Science and Engineering at Wilkes University
Presentation 3 (pdf file)- Better Stormwater Management Design - Mr. Paul DeBarry, PE - Director of Hydrology, Hydraulics, and GIS Section: Borton-Lawson Engineering.
Presentation 4 (pdf file) - Applied Soil Science to Stormwater Management and BMP Selection, Mr. Brian Oram, PG,
Presentation 5 (pdf file) - Modeling the Potential Reduction of Stormwater Runoff Using BMPs - Dr. Brian Whitman, Associate Professor of Environmental Engineering at Wilkes University
Presentation 6 (pdf file)- Regional Initiatives to Assist in Stormwater Management - Mr. Ryan Koch, Coordinator, Pocono NE, RC&D
Other Powerpoint Presentations
PACD- PA Handbook of Best Management Practices
Draft Soil Erosion and Sedimentation Control Manual for Agriculture
Villanova University Urban Stormwater Partnership
P ADEP - Stormwater Resources
NJ Stormwater.org
F.X. Browne Inc - Stormwater Management
Stormwater Best Management Practices - Pennsylvania
Concepts: Stormwater Management Urban Areas
Concept Page: Stormwater Management and Revitalization of Community Downtown (Draft)
PA Stormwater Committee - Get Involved ! (Draft Manual for Download)
Online Training Courses
LEED- AP / Green Associate Training/
Professional Development Hours Courses
Water, Wastewater, and Stormwater Design, Operation, and Management


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- By George Ronan
Oramed (ORMP) just announced the outcome of a meeting with the FDA and, as per the announcement, we got a couple of key insights into its late-stage lead program.
First, that the primary endpoint of its registration study for ORMD-0801 would be rooted in the effect of ORMD-0801 on glycated hemoglobin (HbA1c). This refers to a test used to measure the levels of hemoglobin A1c in a patient's blood, which suggests that the endpoint in question will be rooted in a comparison between HbA1c and placebo and, specifically, whether the active arm can get HbA1c within normal levels in the patients being dosed.
- Warning! GuruFocus has detected 2 Warning Sign with ORMP. Click here to check it out.
- ORMP 15-Year Financial Data
- The intrinsic value of ORMP
- Peter Lynch Chart of ORMP
Second, that the asset will be registered by way of a Biologics Licensing Application, which brings with it various advantages over more traditional application types. Specifically, the pathway will grant a full 12 years of marketing exclusivity for ORMD-0801 if approved and an additional six months of exclusivity can be granted if the product also receives approval for use in pediatric patients.
Management expects that this trial will kick off at some point before the end of this year, meaning we should see the top line readout for the study (assuming enrollment runs smoothly and given the size of this target diabetes population there's no obvious reason why it won't) at some point before mid-2019.
Diabetes is dominated by health care's biggest names, three of which are Eli Lilly and Co. (LLY), Novo Nordisk A/S (NVO) and GlaxoSmithKline PLC (GSK). When you are bringing an asset to a market that already has an established handful of leaders and, further, when these market leaders are of the size and caliber of those three just mentioned, you've got to bring something special to the table.
So why does Oramed think it's got a chance to grab a portion of the diabetes market?
ORMD-0801 is an orally administered insulin pill.
The ability to counter the effect of diabetes in both type 1 and type 2 forms of the condition with a pill is one that the patient population is crying out for but one that, unfortunately, many companies have tried and failed to offer. The problem is that insulin is very fragile, and the harsh environment it must pass through on its way to the liver (where the insulin is needed) renders it unusable on arrival.
Oramed is attempting to overcome this issue through the use of a proprietary technology that allows it to encapsulate insulin and - by proxy - to protect it from the harsh environment associated with the gastrointestinal tract. The company has also built an absorption enhancer into the pill, meaning that when it reaches the small intestine, the maximum possible amount of insulin is safely absorbed and reaches the liver.
But surely this can't compete with subcutaneous delivery?
Oral administration is still a limiting factor in the amount of insulin that can reach the liver and no company (at least with the currently available technology) is going to be able to produce a pill that can match subcutaneous delivery in terms of active concentration. The key point to recognize here, though, is that this doesn't necessarily mean there's no advantage in delivering a lower amount of insulin to the liver through an easier and safer administration method (like a pill).
For example, there's strong evidence that suggests a post-meal insulin boost, as provided by an oral formulation, could stave off the point at which a diabetes patient needs to start self-administering regularly through subcutaneous injection. If this is the case, and if Oramed's asset can provide the amount of insulin required to achieve this end (this is, essentially, what's under investigation in the upcoming Phase 3 trial), then there's a large potential market in prediabetic therapy.
With a target market in line with the above, the necessity to compete with the big names in the space is removed. Oramed could go after the patients that later become Novo's customers, for example, and delay the time it would normally take for them to start requiring insulin injections from the latter.
What are the chances of success?
A Phase 2b that the company conducted prior to establishing the protocol for the Phase 3 demonstrated that the pill might well be able to meet the threshold of delivery outlined above as required to make an impact in post-meal glucose control. The data showed a statistically significant decrease in the primary endpoint, pooled night-time glucose mean percentage change of 6.47% from run-in, between placebo and active cohorts. It also showed that the drug is safe and tolerable in the type 2 diabetes population, with the assumption being that this is true for the wider diabetes population as a whole.
The next major catalyst for this company, then, is the initiation of the Phase 3 study that's going to (with any luck for shareholders) underpin registration.
As a final note on risk, Oramed is likely going to have to issue to raise cash at some point between now and the initiation of the pivotal trial discussed above. This sort of dilution risk is common at this end of the biotechnology space and, for many, it won't be prohibitive to an exposure, especially given the potential upside on offer if the study can open up a path to the diabetes market for the company's oral insulin asset.
With that said, dilution is dilution so while it might be inconsequential longer term, it's a near-term consideration nonetheless.
Disclosure: The author has no positions in any of the stocks mentioned in this piece.
This article first appeared on GuruFocus.
- Warning! GuruFocus has detected 2 Warning Sign with ORMP. Click here to check it out.
- ORMP 15-Year Financial Data
- The intrinsic value of ORMP
- Peter Lynch Chart of ORMP


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1020 Aristides Dr, Union, KY 41091 US Northern Home for Sale
1020 Aristides Dr, Union, Kentucky
Exquisite 2 Story in Desirable Triple Crown
Property Details
Listing Information
- Bedrooms: 4
- Baths: 2
- Partial Baths: 1
- Lot Size: 0.5287
- Style: 2 Story
- Garage: 2 Car
- Heat Source: Gas
- Schools: Boone County Public
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Property Description
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Breathtaking Fully Loaded 2-Story*3 BR w Lg Bonus Rm Perfect for 4th BR*1st Fl Master Suite w Walkout to Patio, Adjoining Spa-Like Bath & Huge Walk-in Closet*2 Story Living Rm w Walkout, Built-ins, Gas FP, Tray Ceilings & Wet Bar*Gourmet Kitchen w Huge Breakfast Rm, Granite Counters, Island & Tile Bksplsh*Unbelievable Patio w Outdoor FP, Bar Area & Grill* 2nd Fl Study/Loft*Built by Churchill Homes*Formal Dining Rm w Tray Ceilings*Wet Bar Features Built-ins & Granite Counter-tops*Lg Laundry Rm w Sink and Cabinets for Added Storage*Mud Room*Over-sized 3 Car Side Entry Garage*3rd BR Adjoins to Full Bath on 2nd Fl*Patio is an Outdoor Oasis, Perfect for Entertaining* Unfinished Lower Level w Rough-in Half Bath & Walkout*Located in Desirable Triple Crown
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Happy Friday!
Somehow it's already February, and Valentine's Day is next week…umm, how did that happen? I'm definitely not ready for that yet! This weekend, I'm going to the local Planned Parenthood march to support women's reproductive rights. I'm so excited to march!
One positive thing that I've noticed in these last few, insane weeks is that people are finally waking up and taking a stand. For so long, we (myself included) just stood idly by, occasionally bitching about some odd, outdated government policy that doesn't really affect us personally, but sounds like it might make life difficult for some people.
Now, however, we're realizing that if we don't collectively DO SOMETHING, nothing will change. It took an orange dictator to make us realize that we, the people, do have the power, if we harness it correctly. Together, we're stronger, louder, and much more effective, and if Trump's presidency brought that out of us a a society, his being elected might actually be the best thing to happen to the US in a long time. Strong words, I know, but I truly believe that. Oh the times, they are a-changin', and I could not be more ready for it.
And now, on a totally different topic, here are some of this week's favorites from around the web! Enjoy 🙂
Favorite kitchen trend:
|{drooling over apron sinks and planning my dream country home accordingly, via AT}
Favorite online calculator:
|{A snow-day predictor! Although it looks like CO is not getting lucky any time soon…via Snow Day Predictor}
Favorite laugh:
|{hilarious missed connections between parents, via The Ugly Volvo}
Favorite DIY:
|{bookmarking this clever floral napkin holder DIY for my next dinner party! Via ABM}
Favorite tips for success:
|{ten morning habits of successful women – I need to work on no.3 – via Camille Styles}
Favorite makeover:
|{this before/after kitchen remodel is STUNNING. Via Sprouted Kitchen}
Favorite V Day drink:
|{these sweet and salty Palomas with lime and chili salt rims would be perfect for a Valentine's girls night in! Via Bourbon and Honey}
And there you have it! Have a great weekend, and remember to make your voice heard!


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Cinco de Mayo, which falls on this Sunday, is not the Mexican Independence Day (that is Sept. 16), contrary to common belief. In actuality, the fifth of May commemorates the Battle of Puebla, Mexico's surprise victory over France on this date in 1862.
Cinco de Mayo, which falls on this Sunday, is not the Mexican Independence Day (that is Sept. 16), contrary to common belief. In actuality, the fifth of May commemorates the Battle of Puebla, Mexico's surprise victory over France on this date in 1862.
Wouldn't you know, It's not even celebrated nationally in Mexico, as it is here.
But in the good ole U.S. of A, the land of commercialization, with a greeting-card culture for every pseudo-holiday, we're happy to pull out the pinatas, pour the cervezas and dine on Americanized takes on South of the Border cuisine.
And hey, why not, it's all in the name of fun! So this year, hit up a party and cook something deliciously Mexican inspired. Here are my suggestions:
Over at Mohegan Sun, grab your closest amigos and head over to The Shops concourse for a Cinco de Mayo celebration. From noon to 5 p.m. Sunday, you can watch professional dancers showing off their moves to the sounds of a traditional mariachi band, a juggling unicyclist as he does stunts, learn the steps of Salsa at a special dance instruction and sip of speciality drinks presented by Avion Tequila for the 21+ crowd.
And when you're ready to chow down, you can have a bite at Solo Toro, Michael Jordan's Mexican eatery, or, better yet, stay home and make a batch of shredded, Mexican-style chicken.
A dish that'll bring a fiesta of flavor to your mouth, my shredded Mexican chicken is a versatile and easy-to-make recipe that's sure to become a hit with guests — and a staple in your kitchen repertoire. Use it in tacos, burritos, in a salad, served over rice, alongside a fresh-sliced avocado — or even munch on it cold standing in front of the fridge when the midnight munchies get you. Any way you do it, it'll make you long for mariachi music and mojitos (and feel free to have both on hand).Feliz Cinco de Mayo!
Shredded Mexican chicken
Start to finish: 2 hours
Serves: 4 to 6
1 to 1 1/2 pounds boneless chicken breasts
1 tablespoon olive oil
1 medium onion
2 cloves garlic
1 cup chicken stock
3/4 cup tomato sauce
1 tablespoon sofrito (optional)
1 packet Goya Sazón with tomato and cilantro1 to 2 teaspoons crushed red pepper, depending on desired heat
1 bay leaf
Salt and pepper, to taste, or Adobo seasoning
Optional: Tortillas and all the fixings (tomato, shredded cheese, diced onion, guacamole, etc.) to make tacos or burritos
Dice onion and mince garlic. Cook for approximately five minutes in large nonstick skillet over medium high heat until tender.
Cut chicken into small strips or pieces and add to pan. Cook until no longer pink.
Add remaining ingredients and bring to a boil.
Reduce heat to low/medium low, cover and simmer for about an hour-and-one-half, stirring every half hour and breaking up chicken with a spoon.
Cook until liquid is absorbed and chicken is fully shredded.
Remove bay leaf and enjoy.


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"Achieving Authentic Success provides specific inspirational direction for those who seek to win in all areas of life. Informative and practical, the book is loaded with common sense and the realistic side of inspiration. GOOD stuff!"
Zig Ziglar
Chairman, The Zig Ziglar Corporation
"Dr. Ron Jenson's approach to leadership is what companies are really needing-this book needs to be on every manager's desk. I have seen him with top world-wide business leaders and what he has written really works and helps people win big. Very Big."
Dr. Ken Blanchard
Best Selling Author, The One Minute Manager, Speaker
"Working with thousands of men around the world, we have seen the critical need for the kind of lifeskills articulated by Ron Jenson in this exciting book. Not only are these principles practical, they work. We have seen Ron in action and the changed lives that have resulted speak for the power of his work. We urge men and women alike to study this book and to become "craftsmen at life."
Dr. E. Glenn Wagner, Former Vice President, PROMISEKEEPERS
Dr. Rod Cooper, Former National Director of Education, PROMISEKEEPERS
"This is one of the most important books written in many years. It gives you a series of practical, powerful steps that you can follow to become a far more effective person on the inside, and a far greater success on the outside. Every success-oriented person in America should read and re-read this book and apply its practical ideas to every part of life."
Brian Tracy
Brian Tracy Learning Systems, Author and Speaker
"I have long taught methods and strategies for success in a sales career. However, the foundation of my message has always been that you must have BALANCE in your life in order to truly succeed. Knowing Dr. Ron Jenson as I do, and of his phenomenal life's work, this book promises to give you the answers to help you achieve a balanced, successful life."
Tom Hopkins
International Sales Trainer, Million-selling Author, How to Master the Art of Selling
"Few people have Dr. Jenson's capacity to motivate inner success and affect positive change. This book is a must read for anyone grappling with what success should look like in their own life."
Robert Seiple
Former President, World Vision
"…these seem to be imminently basic, clear, concise and valid. I do not believe that there is much hope for any society, our own or any other, unless these fundamental principles can be internalized, universalized and practiced. In this period of momentous cultural change and revolutionary beginnings and reformation of societies, both East and West, nothing could seem more important than the high ground staked out by these principles and your energizing leadership."
Glenn Olds
Former Commissioner, State of Alaska, Department of Natural Resources;
Former President, Kent State University
"Here are carefully crafted and experiential helps for all of us to live out those values which we hold as strategic and critical in lives which make a difference."
Ted W. Engstrom (Deceased)
President Emeritus, World Vision
"Ron Jenson is a winner and so is his book. Seldom, if ever, will you read a book which has more credibility in terms of the author's own life. Ron is a man who has built his life upon proven principles… and now they're available here in transferable form. If you thirst for an authentically successful and effective life, this is a must read."
Stu WeberPastor
"Achieving Authentic Success is a captivating, humorous, and personally helpful look at how to bring order to the chaos of living in the fast lane. Ron Jenson has captured and distilled the best ideas from the most insightful thinkers who have ever written on the subjects of purpose, priorities and living life successfully. I found myself reading with pen in hand, jotting down quotes and ideas to share with my team. The action steps at the end of each chapter are intensely practical and guaranteed to turn the concepts into habits."
Stan Oaks
Chairman, Kings College
"In an age when we are inundated with distractions and diversions. Ron has created a crisp, easy-to-read Mind Filter that helps keep us focused on priorities built around our individual unique core competencies. It is a must read for people involved in solving problems."
Ann Kiemel Anderson
Speaker and Author; President, William Anderson Company


text:
for complete pricing,request a quote:
The AP630 is designed for high performance environments, combining the latest in Wi-Fi standards (IEEE 802.11ax technology) with Aerohive's software defined network architecture and HiveManager network management system. Powered by HiveOS and the innovative distributed Cooperative Control architecture, AP630 brings the best of capacity and advanced high-efficiency 802.11ax technology. In addition, the integrated BLE radio and a USB interface in the access point opens up a multitude of deployment use-cases in IoT and proximity/location-oriented services.
The AP630 benefits from an AI-driven Wi-Fi architecture capable of self-organizing, self-learning, self-healing and self-optimizing in the most challenging environments. Cooperative Control eliminates single points of failure and bottlenecks, delivering stability and unbridled performance, complimenting the capabilities of HiveOS - a stateful L2-L7 DPI firewall for context-based access security, advanced and customizable QoS for traffic optimization, intelligent meshing algorithms, Private Pre-Shared Key (PPSK) and much more.
All Aerohive APs can be centrally managed using Aerohive's out-of-band cloud network management system - HiveManager. HiveManager is an industry-leading and visionary approach to cloud-managed networking, built from the ground up to take full advantage of the SD-LAN solution from Aerohive. Working in tandem with Aerohive's HiveOS, HiveManager leverages state-of-the-art cloud technology. Benefit from unified, fullstack management of Wi-Fi, switching and routing, centralized monitoring and configuration, real-time and historical reporting, simplified troubleshooting, integrated RF planner tools and much more.
HiveManager is available in two editions: Connect and Select. The Connect solution is bundled with Aerohive access points and switches and is free for the lifetime of the device. Connect is the perfect solution for those looking to provide robust, yet enterprise-grade connectivity, without having to invest in the full suite of management features. The optional upgrade to Select unlocks a multitude of advanced features and capabilities that enhance network management, security and visibility.
AerohiveWireless.ca is maintained by Optrics Engineering, a division of Optrics Inc. Optrics Engineering is an authorized Aerohive Networks Partner and network-solutions specialist.
Optrics Engineering offers full complementary presales support, live product demos and post-sales assistance and training for Aerohive Products.
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