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The biscuits are cute, but this is a slightly more serious post than usual. If you normally skim read (aw c'mon, there's no shame admitting it....we all do it...don't we???) please could you slow down at the bit headed up "charity prize draw"? Thanks awfully!
Once registered at movember.com each Mo Bro must begin the 1st of Movember with a clean shaven face. For the entire month each Mo Bro must grow and groom a moustache. There is to be no joining of the mo to the sideburns (that's considered a beard), there's to be no joining of the handlebars to the chin (that's considered a goatee) and each Mo Bro must conduct himself like a true gentleman.
A Mo Sista is essentially a woman who loves a Mo. An individual that is dedicated to supporting the Mo Bros in her life through their moustache growing journey; whether it be a friend, colleague, family member or partner. These inspirational women are committed to raising awareness of men's health issues and much needed funds for men's health along the way.
Mo Bros effectively become walking, talking billboards for the 30 days of November and through their actions and words raise awareness by prompting private and public conversation around the often ignored issue of men's health.
Mr CC is currently sporting a fine Mexican-style moustache. We monitor its progress with wonder each day as he has never sported facial hair beyond the few days 'can't be bothered to shave' stubble. I'm viewing it as an experience similar to an advent calendar, but with less chocolate. We are both impressed by its luxuriant fullness and that it is (mostly) uniform in colour. Such a 'tache deserves sponsorship!
To further sweeten the pill, I have put together a little prize bundle worth over £40. The prize includes moustache themed goodies of biscuit cutters and stamps, sandwich cutters (can also be used for pastry or biscuits), picks for canapés or cupcake decorations, candies and – because the other big C-word is approaching (that's Christmas) - a Christmas themed cupcake case set and book!
On 1st December I shall enter the names of all donors into the prize draw and pick one at random. That person will win the prize bundle of goodies. Please leave your name in the donation details (blog name is fine if you don't wish to leave your real name – just split it into a first and surname) and also, in the message box, state that you have come to the Mo page via The Caked Crusader. This is so I know to include you in the draw. Also, I know many blog competitions/draws often limit entries to a particular country but I'm not doing that here – the cause is too important to fret about postage costs. If you donate and win I will post the prize bundle to you WHEREVER you are in the world...if your country has a postal system, I'll get it to you!
The shortbread men are made from my quick and easy shortbread recipe. In honour of Mr CC's fine 'tache growing exploits, each little man was given a chocolate moustache (ebay is brilliant for finding quirky and cheap chocolate moulds).
55g caster sugar, plus extra for sprinking
150g plain flour
30g cocoa powder
Optional: 100g chocolate chips


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This is an activity about measurement. Learners will label key points and features on a rectangular equal-area map and measure the distance between pairs of points in order to calculate the actual physical distance on the Sun that the point pairs... (View More) represent. This is Activity 5 of the Space Weather Forecast curriculum. (View Less)
This is an activity about the period of the Sun's rotation. Learners will use image of the Sun from the SOHO spacecraft and a transparent latitude/ longitude grid called a Stonyhurst Disk to track the motion of sunspots in terms of degrees of... (View More) longitude. Using this angular motion measurement, learners will then calculate the sunspot's angular velocity in order to determine the rotation period of the Sun. This activity requires access to the internet to obtain images from the SOHO image archive. This is Activity 4 of the Space Weather Forecast curriculum. (View Less)
This is an activity about the declining strength of Earth's magnetic field. Learners will review a graph of magnetic field intensity and calculate the amount by which the field has changed its intensity in the last century, the rate of change of its... (View More) intensity, and when the field should decrease to zero strength at the current rate of change. Learners will also use evidence from relevant sources to create a conjecture on the effects on Earth of a vanished magnetic field. Access to information sources about Earth's magnetic field strength is needed for this activity. This is Activity 7 in the Exploring Magnetism on Earth teachers guide. (View Less)
Materials Cost: Free
In this paper and pencil exercise, students create graphs that describe the effect of a series of experiments using Daisy World, an energy balance model, that can be used to demonstrate concepts of equilibrium, homeostatis, and positive and negative... (View More) feedbacks. Internet access and exploration with the actual Daisy World model is ideal, but not required. The resource is Activity 6 of the learning module, Global Balance, part of the lesson series Potential Impacts of Climate Variability and Change. (View Less)
Materials Cost: Free per group of students
This is an activity about seasonal variations in day length. Learners will graph the number of daylight hours in each month in cities around the world and compare results. They will also gain an understanding of the meaning of the term equinox... (View More) through review of the graphed data. This is Activity 6 in the Great Explorations in Math and Science (GEMS) guide titled Real Reasons for Seasons: Sun-Earth Connections. The resource guide is available for purchase from the Lawrence Hall of Science. This activity requires use of an overhead projector and colored transparency pens. (View Less)
Materials Cost: Free per student
This is an activity about seasons. Learners will analyze monthly temperature data from various cities around the globe in order to dispel the misconception that the distance between Earth and Sun may be responsible for the seasons. This is Activity... (View More) 5 in the Great Explorations in Math and Science (GEMS) guide titled Real Reasons for Seasons: Sun-Earth Connections. The resource guide is available for purchase from the Lawrence Hall of Science. This activity requires use of an overhead projector, colored transparency pens, and a globe. (View Less)
Materials Cost: Free per group of students
Students critically interpret graphical data and evaluate and discuss the difficulties inherent in interpreting and forecasting long and short term trends in this introductory climate change investigation. Graphs of data needed for this exercise are... (View More) included. This activity is part of the Ground Truth Studies Teacher Handbook, which provides more than 20 activities to build student understanding of global change and remote sensing, and includes background chapters for teachers, glossary, and appendices. (View Less)
Materials Cost: Free per group of students

subset: commoncrawl


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|Home >> Ask Olympus: Saving Your Camera Settings
When I turn my camera off and turn it on again later, the settings I had selected in the menu weren't saved. Why?
If you are shooting in the AUTO Mode or one of the Easy Shooting modes (PORTRAIT, LANDSCAPE, MACRO, SPORT, and NIGHT+PORTRAIT) on the Mode Dial, when the camera is shut off, it returns to the factory default settings because these are automatic shooting modes. You will notice in the menu that not all menu options are available for resetting because the defaults must remain unchanged for automatic shooting. If you select settings in the P, A, S or M modes, the settings will be saved when you turn the camera off.
You can return the camera to the factory settings in the P, A, S or M modes by using the CUSTOM RESET function in the camera's menu. Open the menu and in the first tab (Camera icon) select CUSTOM RESET and press the right arrow key. Select RESET and press the OK button and the camera will reset many menu options to the factory defaults. A table is available in your camera's manual listing what functions are affected by the CUSTOM RESET option.
You will notice in CUSTOM RESET there are also RESET 1 and RESET 2 options. These options allow you to save nearly all of the settings you have selected in the menu. For example, you may have a shooting situation for which you use a special selection of menu settings that you would not use for everyday shooting. You can quickly load the saved menu options.
When you create such a selection of menu settings, open CUSTOM RESET and select RESET 1. Press the right arrow button and select SET and press the OK button. The selection of menu settings is now registered in RESET 1. To recall them at any time, open CUSTOM RESET, select RESET 1 and press the OK button. The RESET 1 menu settings will now be applied. If you have a new selection of menu settings that you want to register in RESET 1, select RESET 1, press the right arrow button, select RESET and press the OK button. The same procedure is used for RESET 2.
Not all menu options can be applied to the RESETS. In the back of the camera manual there is a table showing what menu functions can be registered in Custom Reset Settings.
Archive - E-System:
- Advantages of digital lenses
- Transferring your photos to a CD
- Printing the date on your photos
- Best image sizes for emailing
- Lens connections and F-stop
- Indoor sports photos
- AF illuminator and camera flashes
- Camera locks up while shooting closeups
- Taking photos of the Northern Lights
- Shooting in cold weather
- Pixel Mapping
- Waterfall and Stream Effects
- Camera unable to secure autofocus
- Night sports photos
- Can I use a teleconverter with my kit lens?
- What is MY MODE?
- Saving Your Camera Settings
- What does the Fn button do?
- Tips for shooting holiday lights outdoors
- Tips about memory card usage
- The purpose of IMAGE ASPECT when shooting?
- Tips for digitizing 35mm color slides
- Double exposures and xD card questions
- Taking better indoor photos
- Shooting in RAW
- Battery charging guidelines
- E-System Compatibility
- Cleaning your mirror box
- Studio Lighting
- Tricks for manually focusing
- Focusing E-System cameras in low light
- P, A, S and M modes
- Keeping a zoom lens steady
- What lenses can I use with my DSLR?
- High Dynamic Range (HDR) Photography
- Post-processing color controls in OLYMPUS Master
- How do I use bracketing modes?
- Save a zoomed playback image
- How can CONTRAST, SHARPNESS and
SATURATION be applied creatively?
- Shooting indoors in the winter
- What does the GRADATION feature in the menu do?
- Using OM-System lenses and accessories


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Daron Hunstad, age 46, of St. James died on Saturday, Dec. 1, 2012, at Mayo Clinic Health Systems-St. James.
Daron Hunstad, age 46, of St. James died on Saturday, Dec. 1, 2012, at Mayo Clinic Health Systems-St. James. Funeral services will be 10:30 a.m., Friday, Dec. 7, 2012, at First Lutheran Church in St. James with Rev.'s K. Christian Johnson and Ken Bowman officiating. Burial will be at Mt. Hope Cemetery in St. James. Visitation will be at Sturm Funeral Home on Thursday from 4 to 8 p.m., and at the church one hour prior to services on Friday. You may send the family condolences online at www.sturmfh.com. Arrangements are with Sturm Funeral Home in St. James.
Daron Dennis Hunstad was born on December 4, 1965 in St. James, the son of Dennis and Kathy (Sanchez) Hunstad. He grew up, attended school and church in St. James. Daron worked for South Central Electric as a meter technician. Daron enjoyed golfing with all of his friends and family, vacationing in Florida with his wife, children and grandchildren. He also enjoyed spending time with all of his family and friends. After Susan and Daron were married he learned how to cook, and especially enjoyed serving his friends on the patio.
Daron is survived by his wife, Susan Hunstad of St. James; son, Tyler Hunstad (Chelsea Carey) of Mapleton; step-children, Melissa (David) Etter of Mankato, Preston Roloff (Laura Boutwell) of St. James; grandchildren, Anthony and Josh Etter, Keyan Boutwell, Braya Hunstad; parents, Dennis and Kathy Hunstad of St. James, Hartwin and Iona Kietzer of Truman; siblings, Dan (Angie) Hunstad of Zumbrota, David (Kenya) Hunstad of Hutchinson, Kelly (Keith) Schulte of St. James; sisters-in-law, Sandy (Neil) Kettner of Lewisville, Mary (Gregg) Backstrom of Maple Grove, many aunts, uncles, nieces, nephews and cousins.
He is preceded in death by his son, Trey and grandparents, Elvin and Clara Hunstad, Paulino and Elizabeth Sanchez.


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Welcome to the CRG Discussion Forum!Forum registration problems: Make sure you enter your email correctly and you check your spam box first. *Then* email KurtS2@gmail for help.Classified ads are not allowed on the forum.
Not that clarification is needed but when asking about price I want to assume the below. I recognize the fact that its not numbers matching. Factoring in all the work that has been done to it( see earlier post) no visible rust or welding issues and that its not a lemon. Long story short the dealer is asking 32k for it. Am I crazy?
IMO 32k for a frankenstein with at best a swapped out firewall tag, and worst swapped vin tag, is no way worth it. You could buy a nice 68 with the right vin and firewall tag, for much less. You can drop a big block in, and add the wheels to any 67 68 or 69. They made a ton of 67, 68 , 69 camaros keep looking and educating yourself and you will find the right one. One suggested site for numerous cars is cars online.com, I am not saying every car has been authenticated but it seems like they always have about a 100 of 67 68 69 camaros listed for sale, and have new guys posting all the time. And as mentioned before, if you can't find the answer post the question on CRG were here to help!Welcome to the site and the obession!


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|The Score Artists @ Work Member Directory Premier Partners Seminar Downloads SCL Videos NY Home Forum Ambassador Program Mentor Program Hall of Fame In Memoriam Lifetime Achievement Emerging Composer
Spring 2015
On the cover, Benîot Grey writes about the common cause of the production music industry and music creators. Hélène Muddiman interviews David Israealite and Jay Rosenthal on the impact of the internet on the creative community. And, in the feature interview, Lori Barth interviews Rahman Altin.


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An Abode for Everyone
Kent aims to have the right accommodation for everyone's budget whether they are looking for luxury accommodation or camping in the midst of nature. It is a perfect place for a spa break at a five star hotel surrounded by beautiful gardens or a weekend in a grand country estate. There is a wide selection of caravan parks throughout Kent[Read More...]


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Just in case you are wondering what a column about Special Weapons and Tactics (S.W.A.T.) has to do with the fitness industry, let me explain. In this article, I'm refering to S.W.O.T. as in Strengths, Weaknesses, Opportunities and Threats.
A S.W.O.T. is a business practice that is used as a self-evaluation tool for organizations, departments, senior- and middle-level managers as well as for non-management employees. To perform a S.W.O.T., a club evaluates its strengths and weaknesses, identifies areas in which its strengths aren't being fully used and looks at threats that can damage or adversely affect its business growth potential. If you are one of the fitness organizations and progressive managers who already evaluate your organizations, various departments and personnel, please do not read any further. However, if this is new to you, you need to continue reading so you can have a better business year in 2006.
As a club general manager in 2005, at what point did you sit down with your operating groups to determine not only how they were doing but also how they could do a better job to reach and/or exceed their goals? As a personal training manager, when did you sit with each of your trainers to determine not only how they could be more productive, but also how you could help them develop an action plan that could increase their productivity? As a group exercise manager, when did you evaluate whether or not your studio occupancy rate was cost effective? If it wasn't cost effective, how did you develop an action plan that would increase your studio occupancy rate? These points are just the tip of the S.W.O.T iceberg.
When used progressively, a S.W.O.T. analysis can get the leadership team rapidly aligned, engaged and involved with the organization at all levels and build a shared, balanced consensus of an organization's and department's strengths, weaknesses, opportunities and threats. A S.W.O.T. can also build a consensus about an individual manager's performance profile vis-à-vis the manager's strengths, weaknesses, opportunities and threats and keep managers focused on the daily business issues and the intermediate and long-term goals of the organization.
As a consultant, I have used this classic business tool in the fitness industry for the past five years. A proactive S.W.O.T. has helped various clubs nationally and internationally develop action plans to reach their financial and operational goals and assist fitness departments to develop action plans that helped them reach their financial objectives. This tool also helped a club owner hire a general manager instead of the owner performing the general manager function. After doing a S.W.O.T., another fitness director realized that she should voluntarily give up her position before she was asked to leave because her passion was in training and not in management, and an operations manager opted to become a full-time personal trainer and Pilates instructor because her background was more suited to service than to operations. A S.W.O.T. also helped an assistant manager decide to become a full-time personal trainer because he had more passion as a trainer than as a manager. Another personal trainer decided that he didn't have what it took to be a successful fitness professional, and he left the fitness industry.
The suggested frequency of a S.W.O.T. depends on the type of operation you manage. If you manage a profit center with an annual budget objective, you should be doing a S.W.O.T. every month. The monthly analysis will protect your quarterly, semi-annual and annual financial objectives. Not doing a S.W.O.T. at all suboptimizes your ability to meet and/or exceed your goals.
If you are a personal training manager, each of your personal trainers should do a S.W.O.T. The frequency of the trainers' S.W.O.T. is dictated by the increase in their success. The more successful they are, the less frequent the S.W.O.T. The less successful they are, the more frequent the S.W.O.T. until they either correct their problem areas or are terminated. Your ability to meet your monthly goals should be delegated to each trainer as a monthly performance expectation. If they all hit their expectations, you will hit your goals; if they don't, you won't hit your monthly goals.
Whenever the fitness industry meets and engages the Harvard Business School, the fitness industry always wins by incorporating new techniques into our best business practices.
(For more details on how to do a S.W.O.T, visit Club Industry's Fitness Business Pro's Web site to see an online version of the article at www.clubindustry.com/1205FOClubs.)
Bob Esquerre, MA, MES, NSCA-CPT is a fitness consultant and owner of the Esquerre Fitness Group. He is a Reebok Master Trainer with certifications as a medical exercise specialist from AAHP and personal training from NSCA.


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- - True to size
- - Semi-fitted style
- - Model is 177cm/ 5'10" and is wearing a DK size 34
Beautifully painted with watercolor florals, By Malene Birger's 'Salisca' blazer exudes a refined feminine charm. This fitted silk-twill jacket is modernly constructed with padded shoulders and a peplum waist, demonstrating the Danish designer's fabulous tailoring. Tap the season's trend for top-to-toe print by teaming yours with the matching pants.
Shown here with: Dominic Jones necklace and bracelet, Splendid top, Chloé bracelet, Chan Luu bracelet, Yves Saint Laurent ring and shoes, Reed Krakoff bag
- - Multicolored floral-print silk-twill
- - Padded shoulders, button-fastening cuffs, peplum back waist, fully lined, open front
- - Slips on
- - 100% silk; lining: 100% viscose; trim: 100% polyester
- - Dry clean
Product Code: 325869
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Product Code: 325869


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Brain's Reaction To Potent Hallucinogen
Brain-imaging studies performed in animals at the U.S. Department of Energy's (DOE) Brookhaven National Laboratory provide researchers with clues about why an increasingly popular recreational drug that causes hallucinations and motor-function impairment in humans is abused. Using trace amounts of Salvia divinorum - also known as "salvia," a Mexican mint plant that can be smoked in the form of dried leaves or serum - Brookhaven scientists found that the drug's behavior in the brains of primates mimics the extremely fast and brief "high" observed in humans. Their results are now published online in the journal NeuroImage.
Quickly gaining popularity among teenagers and young adults, salvia is legal in most states, but is grabbing the attention of municipal lawmakers. Numerous states have placed controls on salvia or salvinorin A - the plant's active component - and others, including New York, are considering restrictions.
"This is probably one of the most potent hallucinogens known," said Brookhaven chemist Jacob Hooker, the lead author of the study, which is the first to look at how the drug travels through the brain. "It's really important that we study drugs like salvia and how they affect the brain in order to understand why they are abused and to investigate their medicinal relevance, both of which can inform policy makers."
Hooker and fellow researchers used positron emission tomography, or PET scanning, to watch the distribution of salvinorin A in the brains of anesthetized primates. In this technique, the scientists administer a radioactively labeled form of salvinorin A (at concentrations far below pharmacologically active doses) and use the PET scanner to track its site-specific concentrations in various brain regions.
Within 40 seconds of administration, the researchers found a peak concentration of salvinorin A in the brain - nearly 10 times faster than the rate at which cocaine enters the brain. About 16 minutes later, the drug was essentially gone. This pattern parallels the effects described by human users, who experience an almost immediate high that starts fading away within 5 to 10 minutes.
High concentrations of the drug were localized to the cerebellum and visual cortex, which are parts of the brain responsible for motor function and vision, respectively. Based on their results and published data from human use, the scientists estimate that just 10 micrograms of salvia in the brain is needed to cause psychoactive effects in humans.
Salvia doesn't cause the typical euphoric state associated with other hallucinogens like LSD, Hooker said. The drug targets a receptor that is known to modulate pain and could be important for therapies as far reaching as mood disorders.
"Most people don't find this class of drugs very pleasurable," Hooker said. "So perhaps the main draw or reason for its appeal relates to the rapid onset and short duration of its effects, which are incredibly unique. The kinetics are often as important as the abused drug itself."
The Brookhaven team plans to conduct further studies related to salvia's abuse potential. The scientists also hope to develop radioactive tracers that can better probe the brain receptors to which salvia binds. Such studies could possibly lead to therapies for chronic pain and mood disorders.
This research was funded by the Office of Biological and Environmental Research within DOE's Office of Science. DOE has a long-standing interest in research on brain chemistry gained through brain-imaging studies. Brain-imaging techniques such as PET are a direct outgrowth of DOE's support of basic physics and chemistry research.


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Representatives of the Great Northern Railway Historical Society will be present at Trainfest – America's Largest Operating Model Railroad Show – in Milwaukee, WI with a booth representing the GNRHS. Our volunteers will be ready to answer your questions about the GNRHS, benefits and membership. Stop by and say hello!
Event Contact


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You Gotta See This!Miss Utah is now in the beauty pageant Hall of Fame -- not because she won Miss USA, but because she bumbled through a cringe-inducing (and hysterical) 30 second answer that included the phrase, "create education better."
Judge Nene Leakes asked Marissa Powell about women in the workplace and equal pay -- which sent 21-year-old Miss Utah into a tailspin of a reply.
She starts out kinda strong, saying ... "I think we can relate this back to education, and how we are continuing to try to strive to ... " -- and then the fail begins.
Pretty sure you can see the smoke coming out of her ears as the implosion begins.
She's really pretty though.


text: Bella Cosmedica `Home Laser Hair Removal Device` How laser hair removal works Bella Cosmedica Home Hair Removal Laser is a state-of-the-art device that utilizes a 808 nm Diode laser wavelength which passes through the skin and is absorbed by the pigment in the hair follicle. What are the benefits of Bella Cosmedica Home Hair Removal Laser? 1. Easy to use 2. Minor burning sensation 3. Effective hair reduction 4. Possible to remove for laser energy to "select" only hair follicles 5. Smooth skin and get smaller pores after use 6. No downtime Bella Cosmedica Home Hair Removal Laser This hair removal device can be used in the comfort of your own home. The type of laser it uses is the same as expensive commercial salon systems used worldwide today. Excellent results are achieved in most individuals with a 94% success rate. The wavelength of the laser allows treatment of all skin tones except those that are very dark. The laser emits light energy that is absorbed by the melanin pigment, resulting in rapid heating of the hair follicle. The heat destroys the papillae (hair follicles) that are responsible for hair growth. Treatments are fast and effective in most individuals, and should be relatively painless. Effective use of the laser device: 1. You can shave, but don't wax or pluck hair. For the best results shave/clip hair to 1-2mm in length. 2. If you were started the first time, treat your skin in the LOW setting, To get the best results, you should use the highest setting. 3. It is effective that the during treatment you may experience one or two minor burning sensation for each hair. The treated hair doesn't need to be burnt. Treating the same body part more often than once in two weeks, total over than 4 times 4. The Hair Removal System disables the follicles in your skin that produce hair. It looks like hair is still growing, but really the hair is being pushed out. the little stubs of hair fall out by themselves and the disabled follicle won't produce more hair. You may or may not see these stubs pushed out from the follicle. 5. Let the hairs gradually fall out on their own. This may take up to 10-14 days. Or you can pull the hairs out after treatment with a tweezer. Operating the Home Hair Removal Device: 1. Remove all cosmetics, lotions, and creams from the skin you plan to treat. For the best results shave/clip hair to 1-2mm in length. 2. Put the adaptor into the Laser, then into a power outlet. Get your skin ready and unlock the laser with the safety key. The laser will be set to Low. 3. You can change the laser to the Medium or High setting by press the power button. 4. Place the silver touch bar on selected treatment area and push the laser emission button. 5. The laser is fired at the treatment area, and with each treatment, it is normal to feel tingling.sensation.


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The 2013 Catalyst Awards Conference was held Tuesday, March 19, 2013, at The Waldorf Astoria in New York. Walmart was the lead sponsor, and AT&T was the supporting sponsor. The 2013 Catalyst Awards Dinner was held in the evening.
2013 Catalyst Awards Conference
Catalyst Event
19 March 2013
8:00 a.m. - 4:30 p.m. ET
The Waldorf Astoria in New York
Price: Free
Follow Us: #catcon13
Ready for Change
For over 20 years, the Catalyst Awards Conference has brought together experts from around the world to share knowledge and engage on issues related to diversity, inclusion, and equality in the workplace. The Conference also showcases our Catalyst Award-winning initiatives for the recruitment, development, and advancement of all women.
In 2013, we harnessed the energy of last year's global 50th anniversary celebrations and channeled it into steady movement toward an even brighter future. We celebrated all we have accomplished together since 1962 and applauded the women and men who continue to be dedicated to Catalyst's vision of "Changing workplaces. Changing lives."
The 2013 Catalyst Awards Conference was a full day devoted to the 2013 Catalyst Award winners and Catalyst expertise. Ursula Burns, Chair and CEO, Xerox Corporation, was the keynote speaker.
Welcome and Opening Remarks
Alex Johnston Executive Director, Catalyst Canada
Debbie Storey, Senior Vice President, Talent Development, and Chief Diversity Officer, AT&T
2013 Catalyst Award Winner Plenary Session
Senior leaders from the 2013 Catalyst Award-winning organizations discussed the strategies and tactics used to successfully advance women and change their workplaces—and the world. This year's Award-winning initiatives demonstrate how global diversity strategies at multinational corporations can be implemented successfully across different contexts and industries.
Moderator: Laura Sabattini, PhD, Senior Director, Research, and Chair, Catalyst Award Evaluation Committee
Muhtar Kent, Chairman & CEO, The Coca-Cola Company
Gena Lovett, Chief Diversity Officer, Alcoa Inc.
Glen Morrison, President, Alcoa Building and Construction Systems, Alcoa Inc.
Leena Nair, SVP, Leadership and Organisation Development, and Head of Diversity and Inclusion, Unilever
Paul Polman, Chief Executive Officer, Unilever
Kathy Waller, VP & Controller, and Chair of the Women's Leadership Council, The Coca-Cola Company
Click on the image below to view footage from the 2013 Catalyst Awards Conference Plenary Session.
2013 Catalyst Award Winner Concurrent Sessions
Alcoa Inc.—Building Opportunities for Women in a "Hard Hat" Company
Moderator: Nikki Lamba, Senior Associate, Catalyst
Jack Bergen, Vice President, Corporate Projects
Chrystiane Junqueira, Director, Human Resources, U.S. Primary Products
Janne Sigurðsson, Managing Director, Alcoa Iceland
The Coca-Cola Company—Global Women's Initiative: Women as the Real Drivers of the 21st Century
Moderator: Emily Zuckerman, Senior Director, Global Administration, Catalyst
Steve Bucherati, Chief Diversity Officer
Gill McLaren, General Manager, Singapore, Malaysia and Brunei, and Member, Women's Leadership Council
Charlotte Oades, Global Director, Women's Economic Empowerment, and Member, Women's Leadership Council
Unilever—Global Reach With Local Roots: Creating a Gender-Balanced Workforce in Different Cultural Contexts
Moderator: Anthony Mitchell, Senior Membership Manager, Catalyst
Fiona Laird, Senior Vice President Human Resources, Global Categories and Research & Development
Subarna Malakar, Global Diversity and Inclusion Manager, Global Diversity and Inclusion
Poornima Pandey, Diversity Lead, South Asia
Concurrent Catalyst Meet-Ups
Catalyst Meet-Up: Corporate Practices
Catalyst and business experts held a knowledge-sharing session about diversity, inclusion, and best business practices. Attendees got the opportunity to to discuss their organization's innovative work, as well as learn from others about their companies' cutting-edge programs. The session focused on how leading organizations can turn ideas into action.
Catalyst Facilitators:
Julie S. Nugent, Senior Director, Research
Liz Mulligan-Ferry, Senior Associate, Research
Catalyst Meet-Up: Vital Signs
Catalyst knows that identifying what's hampering gender diversity progress in your workforce isn't easy. We also know that smart companies are eager to move quickly from awareness to action. This meet-up session provided information about Catalyst's new service, Vital Signs, which aims to unpack the complicated topics of workforce data and diagnosis by shifting the conversation from pure numbers to the deep insights and critical questions that lead to real change.
Catalyst Facilitator:
Jennifer Kohler, Director and Consultant, Global Member Services
Tolonda M. Tolbert, PhD, Senior Associate and Consultant, Global Member Services
Catalyst Meet-Up: Corporate Board Resource
This session featured conversations about the trends, challenges, and successes experienced by women in corporate governance. Attendees got the opportunity to learn more about Catalyst's influence in the world of corporate boards, and benefit from the wisdom of sitting directors.
Catalyst Facilitators:
Kerry Goodenow, Associate, Corporate Board Services
Meesha Rosa, Director, Corporate Board Services and Marketing Operations
Brande Stellings, JD, Vice President, Corporate Board Services
Catalyst Meet-Up: Women of Color
Catalyst's body of work on women of color reveals improvements over time, including a greater incidence of mentors for women of color and greater levels of satisfaction with career development programs. Yet our work also reveals that diversity and inclusion programs tend to be more effective for white women than they are for women of color. Furthermore, subtle and covert bias continues to be an underlying—and persistent—barrier in the workplace for women of color. This meet-up session provided a candid discussion of dynamics in the workplace affecting women of color and approaches organizations can take to address these challenging issues.
Catalyst Facilitator:
Katherine Giscombe, PhD, Vice President, Diverse Women & Inclusion Research
Catalyst Meet-Up: MARC (Men Advocating Real Change)
MARC is the only online community designed for men and women allies committed to achieving equality in the workplace. For the last 12 months, MARC bloggers and members have shared candid perspectives on a range of issues working men face around the globe—from balancing the 24/7 business culture with fatherhood to the challenges of "walking the talk" and being a truly inclusive leader. In this session MARC members and supporters to took their engaging perspectives from the virtual to the physical realm.
Catalyst Facilitators:
Mike Otterman, Social Media Manager
Jeanine Prime, PhD, Vice President, Research
Catalyst Connects
Catalyst research consistently finds that having role models and access to networking opportunities helps to promote career advancement. The primary objective of the Catalyst Connects event series is to bring together high-potential women to be inspired by some of the most successful and influential senior female executives.
Since 2008, Catalyst has organized Catalyst Connects across various international locations, with more than 2,500 women in attendance. The program is successful because of its interactive format and the outstanding executive business leaders who have shared their experiences, advice, and stories in an open and engaging manner.
During the Conference attendees got the opportunity to experience Catalyst Connects which featured stories and advice from phenomenal executive business leaders.
Michael J. Chamberlain, Vice President, Brand Management & Events, Catalyst
Deborah M. Soon, Senior Vice President, Stategy & Marketing, Catalyst
Click on the image below to view footage from the 2013 Catalyst Awards Conference Catalyst Connects Session.
Closing Remarks and Reception
Share your own journey. Tweet #diversejourneys #catcon13 @catalystinc
The 2013 Catalyst Awards Conference luncheon featured Ursula Burns, Chair & CEO, Xerox Corporation, and Ilene H. Lang, President & CEO, Catalyst, in a discussion about being ready to lead their people and their organizations.
Click on the image below to watch the conversation.
1 Reader Comment
All the winners mentioned allowing flexibility for women -- work from anywhere, anytime -- as a factor in the success of their diversity initiatives. In light of this, what do you think about the latest ban of working from home implemented by the CEO of Yahoo! who is also a woman? Is this in conflict with the goal of having a diverse workplace?


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Each author on the hunt is hosting another author's bonus material (mine is out there on someone else's blog!) AND a link to the next step of the hunt. Take a couple of hours and work your way through the entire circuit collecting the words in red and entering all of the different contests you will find along the way.
For this stop on the Scavenger Hunt, I'm hosting author Jessica Shirvington, author of the upcoming EMBRACE.
About Jessica:
How many of us can say we fell in love at seventeen? A lot of us. But how many of us stayed in love? Jessica Shirvington has been lucky enough to meet and marry the man she fell in love with at seventeen. Born and raised in Sydney, Australia, Jessica is married to former Olympic sprinter, five-time National 100m champion, and current sports personality with Australia's Foxtel and Sky News, Matthew Shirvington.
Married for almost eleven years with two beautiful daughters, Sienna and Winter, Jessica believes her early age romance and its longevity has definitely contributed to how she tackles relationships in her YA novels.
At age nineteen, Jessica opened and managed her first restaurant in Sydney, and then, while she and Matt were living in London, founded a fine food import and distribution company, Stella Imports, in 2003.
Moving back to Australia and searching for a creative outlet after the birth of her second child, Jessica started on her path to writing. Although a long-time lover of creative writing and poetry, Jessica had never considered the possibility of making writing her career. But with some time away from work, she finally had an opportunity to explore her potential. The result is her debut novel, EMBRACE, which marks the start of Violet Eden's story.
Jessica says: "Writing EMBRACE was an amazing journey for me. Discovering Violet and the other characters in the book has been my delight. The first draft just came together so quickly. I remember starting one day and then, six weeks later I was looking at something that had the makings of a book (I hoped). It took plenty of re-drafts but that, along with the copious amounts of research, the editing, proofing, all of it, has been such an awesome experience."
When asked why she chose to write young adult fiction, Jessica says: "I never considered writing anything other than YA. The reason is simple — they're the books I choose to and love to read myself. YA books have the amazing opportunity to be there for a character's ultimate turning point — to be there for the moments that will shape their adult future. That makes them really special."
About EMBRACE:
Violet Eden is dreading her seventeenth birthday dinner. After all, it's hard to get too excited about the day that marks the anniversary of your mother's death. The one bright spot is that Lincoln will be there. Sexy, mature and aloof, he is Violet's idea of perfection. But why does he seem so reluctant to be anything more than a friend?
After he gives her the world's most incredible kiss – and then abandons her on her front doorstep – Violet is determined to get some answers. But nothing could have prepared her for Lincoln's explanation: he is Grigori – part angel and part human – and Violet is his eternal partner.
Without warning, Violet's world is turned upside down. She never believed in God, let alone angels. But there's no denying the strange changes in her body ... and her feelings for Lincoln. Suddenly, she can't stand to be around him. Luckily, Phoenix, an exiled angel, has come into her life. He's intense and enigmatic, but at least he never lied to her.
As Violet gets caught up in an ancient battle between dark and light, she must choose her path. The wrong choice could cost not only her life, but her eternity...
EMBRACE is now (or soon to be) available in the U.S., UK, Australia, New Zealand, Germany, Brazil and Turkey.
To find out more about EMBRACE, check out the book's website. And to pre-order your copy of EMBRACE, click here or here!
Jessica's offering you a peek at a deleted scene from EMBRACE over on the EMBRACE Facebook page (where you can also enter an exclusive giveaway)!
YA Scavenger Hunt CONTEST
As an extra bonus we've put together a puzzle with one keyword found on each website. Complete it and you will be eligible for a fantastic GRAND PRIZE which will include signed editions of books, signed bookmarks, jewelry, and many more exclusive gifts with at least one gift from EVERY AUTHOR!
Directions: Search for the 37 keywords—one on each Scavenger Hunt website—that are highlighted in RED. When you are finished, go here to the puzzle form, where you will find a list of scrambled keywords. Put your keywords in the same order as the scrambled ones—from #1 to #37—and paste that list into the entry form.
Rules: To be eligible for the grand prize, you must submit the completed puzzle form before noon on Dec 4th Pacific Time. All the keywords must be included and you must include your full name and address. Entries sent in without name and address will not be considered! The contest is international.
Click HERE!


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Opinion: 2017 was a good year for the country and for President Trump
EDITOR'S NOTE: Boris Epshteyn formerly served as a Senior Advisor to the Trump Campaign and served in the White House as Special Assistant to The President and Assistant Communications Director for Surrogate Operations.
WASHINGTON (Sinclair Broadcast Group) - As a year comes to an end, it is always a good time to reflect on the past year and to look ahead.
If you remember, following then-candidate Donald Trump's victory there were many who predicted that the United States would fall into chaos in his first year as President, the economy would collapse and the world would be less safe.
In fact, the opposite has occurred.
The American economy has boomed this past year. The U.S/ stock market hit over 60 record highs, GDP achieved 3 percent growth for two quarters in a row and unemployment hit 17-year lows.
The year ended with the president signing a tax reform package that will provide over $5 trillion in tax cuts to the American people.
On national security, this administration has put ISIS on the run. ISIS has been driven out of both of their capitals, Raqqa and Mosul, in the last year. On Inauguration Day, ISIS had an estimated 35,000 fighters occupying approximately 17,500 square miles in Iraq and Syria. Now, the U.S. military estimates there are less than 1,000 fighters occupying just about 1,900 square miles.
On trade, the Trump administration is renegotiating NAFTA and other agreements in order to balance American trade relationships around the world.
Here's the bottom line: people may not agree with everything the President says or does but when you look at the results, one has to say that 2017 was a very successful year for Donald Trump. There is a lot of reason for optimism in 2018, as well. The president is going to focus on infrastructure this year, which will strengthen our United States even more. Happy New Year!


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the term given to someone with a selfish or self absorbed attitude. Be careful a diva bitch is almost always associated with an actual bitch. this is not the case. the diva bitch is a rare girl with lots of "me me me me" complex. the diva bitch is some what good looking girl or thinks she is. overall, beware the diva bitch.
My friend is a diva bitch she thinks shes the rosalined of every theatre production.
by bigtone209 October 14, 2011
buy the domain for your cat site


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Sebastean Losch needed a new logo design and created a contest on 99designs.
A winner was selected from 53 designs submitted by 26 freelance designers.
Advanced Green Technologies, LLC
We are commercializing several unique technologies around the globe. Each venture will focus on creating energy and fuel while never using non renewable resources and without any inconvenience to the consumers.
Everyone, This will be the focus around our brand for the next few years as we ramp up. and who knows, maybe even beyond.
We need our logo to have a bug (image of some sort) as well as the full name. This logo needs to have color though not over the top in variation. A professional logo with a hint of contemporary and artistic design. Please dont hold yourself back with imagination, though keep in mind that this logo will be on professional letter head and business cards at some point. People need to take us seriously, so pastel colors or hand written type fonts (for example) do not look professional enough. and to make things more confusing, we do not want it to look to classical either.
Imagine ways in which we could evolve the logo as time goes on, is the bug simple yet effective enough to stand alone? could the logo be used with an abbreviated version of our name at some point? Just a few thoughts to help you out.
Thanks :)
Find out how a design contest works or learn more about our logo design services.


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TooBigJoe needed a new logo design and created a contest on 99designs.
A winner was selected from 139 designs submitted by 57 freelance designers.
Felix Promotion
We are a well known and colorful sport agency in Hungary and we promote events and manage the most sportsman in our country ( football, boxing, rally, tennis, etc...). Started with 2010 we open our doors to other sports too and we start to cooperate with different foreigner agency and tv too...
Also 2010 is the beginning of a new era in the company history, as our agents will start to build some of the brightness singers and actors of our country.
We are looking for a logo which can be used and recognized worldwide!
Most of our partners are media partners (TV, Radio's, newspapers) + the spectators of our events, tickets buyers, etc...
The logo should be clean & clear!
Our color preferences:
- red white blue
- red white black
- red white green
A creative logo what can be used as a sport logo, culture logo.
Find out how a design contest works or learn more about our logo design services.


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Chuck Russo's Il Villano had it all his own way in the six-furlong, $100,000 Dave's Friend Stakes, the co-feature Saturday afternoon at Laurel Park.
Sent out to spar for the lead under Kendrick Carmouche for trainer Susan Crowell, the 3-year-old quickly emerged with the lead and went on to beat five of his elders by three lengths in 1 minute, 11.20 seconds over the sloppy track. Immortal Eyes nipped Wolfcamp to finish second.
"He seemed to like the slop," Carmouche said. "He broke well and wanted to go."
In his only other start at Laurel, Il Villano missed winning the Frank J. DeFrancis Memorial Dash on Oct. 27 by a nose to multiple stakes winner Action Andy. Earlier this year, he captured the Chick Lang Stakes at Pimlico Race Course.
"He is amazing," Crowell said. "I thought we would be sitting off the pace like we did in the De Francis but he had other plans. Speed had not been holding today but it worked out well for us."
Crowell indicated she could return to Laurel for the $200,000 General George Handicap (G3) on Feb. 18.
Il Villano paid $6.40 as the second betting choice. The son of Pollard's Vision improves to 5-of-13 lifetime, with 11 in-the-money finishes, for earnings of $509,620.
'Foxtrot' rallies in Juvenile
Larry Knight Jr.'s Alpha Mike Foxtrot appeared to be a certain loser as the field raced down the backstretch in the $100,000 Maryland Juvenile Championship, but around the turn and going to the finish line it was another story as he rallied over the sloppy track to win going away.
Forest Boyce (Garrison Forest) was riding the son of Two Punch and was forced to check her mount four times to keep the gelding from running up on horses. When she finally let Alpha Mike Foxtrot fall back off the leaders and steered him to the outside, the Richard Small trainee was able to set his sights on front-runners Awesome Devine and Lunar Rock and shift into high gear.
Boyce and her mount were four-wide racing down the stretch but closed fastest of all and won by 21/4 lengths in 1:34.51. Handy Doodle finished second, and Peeds in a Pod was third.
"The whole way down the backside he was getting out pretty bad," Boyce said. "I just tried to keep him on all fours. He is lovely to ride, you always know you are going to be right there. He runs hard and if he gets there, he gets there."
The win was the 100th of the year for the 28-year-old rider.
Alpha Mike Foxtrot paid $21.40. His previous best stakes finishes were a second in the Maryland Million Nursery and a third in the James Lewis, both at Laurel Park.
"He is just like his mother [Shashobegon]," Small said. "He isn't really talented but is gritty and as honest as they come."
Small won two previous Maryland Juvenile Championships, with Legal Control (2004) and Roaring Lion (2006), respectively.
This was the first stakes win for owner Knight, who is married to former jockey Andrea Seefeldt.


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In November 2011 Paul Gorans, the Accelerated Solution Delivery (ASD) practice lead in IBM GBS, and I ran an agile adoption survey. The survey explored a range of issue, including the factors that appear to be associated with the success and failure of agile project teams. Paul wrote up his thoughts in his Agile State of the Art Survey article on ibm.com and I did the same for Dr Dobb's Journal in Agile Success Factors. This blog posting summarizes the results of the survey.
Factors which appear to accelerate agile adoption include:
Factors which appear to accelerate agile adoption include:
- People are assigned to a single team
- Development teams have easy access to business expertise
- Development teams are organized for agile delivery (not traditional)
- Your organization has an agile support group/community of excellence
- Your organization is explicitly addressing barriers to agility
- There is executive sponsorship for agile
- Agile teams are measured on value creation
- Your organization's IT governance strategy includes an agile path
Factors which appear to decelerate agile adoption include:
- Agile teams are measured using traditional metrics
The survey also explored whether organizations were succeeding at large team agile and geographically distributed agile teams (yes, they are).


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- Home
- Grill Parts
- Sams Grill Parts
- Sams Cast iron replacement burner 5002D 3 PACK
Product Description
This Cast-Iron Steel Burner is made of high quality materials and made to last several years. This cooking burner is designed to fit many different models and will meet or exceed OEM specifications.
Fits Sams Gas Grill Models: 5002D, 9701D, 9803S, 9905TB, 9912T, Bakers and Chefs 9701D, Bakers and Chefs GQ-5001D, Bakers and Chefs GQ-5002D, Bakers and Chefs Y0655, Y0655, Bakers and Chefs Y0656, Y0656
Measures: 15.75" X 2.875"
Includes: 3 Cast Iron Burners
Aftermarket, NOT made by Sams
Replacement Part Number: 23301, P2007D, P2007T


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May 18, 2011
The brightest of all
21 comments:
Beautiful outfit! I love the colors! The blouse it's so pretty! Your hair looks amazing! KissesReplyDelete
Cat de tare ca scrie fashion pe zidul ala:)) Am observat abia mai tarziu si m-a amuzat copios:DReplyDelete
Preferatele mele sunt pozele in care ai fundalul verde in spate...Parul rosu, bluza galbena, geanta albastra plus verdele ala fac o combinatie super:D
Iar bluza e geniala:D
- AnonymousMay 18, 2011 at 8:46 PM
I love these colors ! <3 You look fantastic :)ReplyDelete
The bag is just WOW!!! Where did you get it from?ReplyDelete
such a great blog! Follow me :)ReplyDelete
ce bine iti sta in galben! fab outfit , ca de obicei.am fost acolo,am probat,dar nu mi-era comod,fugea piciorul in fata,dar sunt tare frumoase incaltarile alea.pupicei,puisorReplyDelete
Ce tari sunt pozele si esti o norocoasa ca ai gasit bluzita asta ! Adorabila :)ReplyDelete
Si imi place ca ai schimbat fundalul la poze,par si mai atractive si interesante asa :*
loving the photos.ReplyDelete
cute blog!!!!ReplyDelete
Iti sta foarte bine in culori tari! lovely!ReplyDelete
Wow so great! Love the hair, looks amazing, and the shoes fab color. Also love the location.ReplyDelete
- AliciaMay 19, 2011 at 1:08 AM
Love this look on you! You look gorgeous in that top and the shorts fit perfectly! :DReplyDelete
- HandCrawlerMay 19, 2011 at 1:59 AM
And from that day forward, every yellow flower on earth would tell the tale of the young girl that blinded the sun with one glance. Only a small mitz managed to climb on her shoulder and feed off her beauty, never to have enough of her.ReplyDelete
This small specimen of mitz became the last known creature to ever crawl on the palm of her hand..
True story..
I don't know what I love more your awesome red hair or thhe shoesss!! cute!ReplyDelete
love loveee your shoes! xReplyDelete
Amazing photos, as always! I am totally in love with your sandals! You have such a great hair!ReplyDelete
Thank you so much for the lovely words dear ones! :DReplyDelete
I love orange, and, more than this, I love orange on you!ReplyDelete
Love your hair in these pictures, wavy and bright, you remind me of Ariel.ReplyDelete
I love the design of your wedges, unique !
You manage to find the most beautiful things in this town, how on Earth do you do that? You must tell me your secret because I can't thrift anything nice.
You look amazing! I love your shoes and your hair color:) Everything looks so perfect together. I love your blog and I'm following you now. I would be very flattered if you wanted to follow me back:) xxReplyDelete
Fun shoes! Great colour too! Is is suede?ReplyDelete
Keep up the great work! Also, I am going to have a giveaway soon, so follow me if you'd like <3


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Hinduism is perhaps the only living religion that has a long and thriving tradition of Goddess Worship dating from ancient times. The Worship of Mother Goddess is found in the Indus valley civilization and terracotta Mother Goddess figures dating back to 1000 BC has been found in other parts of
It must be noted here that that Mother Goddess cult developed and flourished in
Rig Veda considered to be the earliest religious text has several goddesses like Gayatri, Sarasvati (River Goddess), Aditi (mother of Devas or demi gods) and Prithvi (Earth). The long list of Goddesses in Rig Veda indicates that there existed a strong worship of Goddess in
Most of the Goddesses worshipped in
All the popular Goddesses were incorporated in the Atharva Veda and in the Puranas in the middle ages. During the same period, the Shakti cult emerged which claimed that She is one without a second and everything in the universe is but a tiny expression of her power. Brahman – the core concept of Santana Dharma – was visualized in female energy – Shakthi.
The various forms of Goddesses worshipped is known in groups like Nava Durga (nine forms of Durga), the sixty four yoginis in Orissa, Bengal, Tripura etc, Sapta Matrika (seven mother goddesses), Nava Chandi, Ashta Durga, Pancha Kanya and Dasa Vidya.
The most popular group that became celebrated in Hinduism is the triad of Lakshmi, Saraswathi and Parvati. They are associated with Vishnu, Brahma and Shiva. Parvati is Shakti and majority of the Goddesses are her incarnation or associated with Shiva like Kali.
The most popular Goddess in modern times is Durga. She is sometimes considered as female counterpart of Shiva. But she is also believed to have an independent existence and is believed be the source of all. Yet again an attempt to give form to Brahman. In fact, the origin of Durga is mentioned in such a way that she is formed from the power of all Gods to annihilate Mahisha and thus she is the most powerful.
Even today the form of Goddess in Hinduism is of folk and tribal origin. There name and form are different but there is a common factor – all Goddesses are an attempt to give form to the various aspects of Nature or to give form to Brahman – the formless.
On meditating on Goddess, we will see the different aspects of Nature. Soon it will be replaced by silence and then there is the unexplained state of 'That.'


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The U.S. Equal Employment Opportunity Commission
1. SUBJECT: EEOC Policy Guidance on Executive Order 13145: To Prohibit Discrimination in Federal Employment Based on Genetic Information
2. PURPOSE: This policy guidance explains the definitions, prohibitions, and exceptions in Executive Order 13145.
3. EFFECTIVE DATE: Upon receipt.
4. EXPIRATION DATE: As an exception to EEOC Order 205.001, Appendix B, Attachment 4, § a(5), this Notice will remain in effect until rescinded or superseded.
5. ORIGINATOR: Coordination Division, Office of Legal Counsel.
6. INSTRUCTIONS: File after Section 902 of Volume II of the Compliance Manual.
7/26/00 /s/ Date Ida L. Castro Chairwoman
DISTRIBUTION: CM Holders
Please note: Prior to November 21, 2009, E.O. 13145 prohibited federal executive branch agencies from discriminating against applicants and employees on the basis of genetic information. As of November 21, 2009, however, Title II of GINA protects federal applicants and employees (as well as applicants and employees of other covered entities) from discrimination based on genetic information. Federal applicants and employees should use the Federal complaint process to file complaints of discrimination on the basis of genetic information. See www.eeoc.gov/laws/types/genetic.cfm for information about GINA Title II.
Relationship to the Rehabilitation Act/Americans with Disabilities Act
Adverse Employment Actions Based on Protected Genetic Information
Confidentiality of Protected Genetic Information
Disclosure of Protected Genetic Information
On February 8, 2000, President Clinton signed Executive Order 13145, which prohibits discrimination on the basis of protected genetic information in the Executive branch.(1) The President expressed the hope that the Executive Order would "set an example and pose a challenge for every employer in America" to adopt a policy not to discriminate on the basis of protected genetic information, "because . . . no employer should ever review your genetic records along with your resume."(2)
Executive Order 13145 is intended to ensure that Executive branch applicants and employees are judged on their current ability to perform the jobs they seek or hold, and not on the possibility that they might, some day, develop a disease or condition. Accordingly, the Executive Order places stringent limits on the collection, use, and disclosure of protected genetic information.
The Executive Order assigns to the U.S. Equal Employment Opportunity Commission (EEOC or Commission) the responsibility for coordinating "the policy of the Government of the United States to prohibit discrimination . . . based on protected genetic information, or information about a request for or the receipt of genetic services."(3) The EEOC is issuing this Policy Guidance to:
The Executive Order does not create any new enforceable rights for Executive branch applicants and employees. As more fully discussed in this Guidance, applicants and employees who believe that a department or agency has violated the Executive Order by discriminating on the basis of protected genetic information may be able to establish coverage under section 501 of the Rehabilitation Act (section 501, the Rehabilitation Act, or the Act).
In 1992, Congress amended section 501 to apply the standards of Title I of the Americans with Disabilities Act (ADA) to all complaints of non-affirmative action employment discrimination.(5) The Commission has issued regulations and enforcement guidances that interpret and provide Commission policy under the ADA. This Policy Guidance will cite to ADA regulations and enforcement guidances when they are relevant to the Executive Order or the Rehabilitation Act.
The Executive Order directs Executive departments and agencies to extend the policy of nondiscrimination based on protected genetic information to all its employees.(6)
Protected genetic information includes:
A genetic test includes the "analysis of human DNA, RNA, chromosomes, proteins, or certain metabolites in order to detect disease-related genotypes or mutations."(8) The Executive Order refers to RNA, chromosomes, proteins, and metabolites to make clear that genetic tests include not only examination of the DNA itself but also of other substances that provide information about the condition of an individual's DNA.
In an employment context, family medical history does not provide information about an individual's current ability to do the job. Therefore, family medical history, like genetic test results, should not be used for employment decisions.
Generally, no. Information about an applicant's or employee's current health status, which under the Executive Order includes information about sex, age, physical exams, and chemical, blood, or urine analyses, generally is not considered protected genetic information.(9) If, however, the department or agency obtains protected genetic information when seeking current health status information, the Executive Order states that the protected genetic information will be subject to the same restrictions that apply to protected genetic information generally.(10)
Although the Executive Order permits departments or agencies to obtain current health status information, the Rehabilitation Act and other applicable laws may limit a department's or agency's right to request or require a medical examination, including chemical, blood, or urine analyses. As discussed below, in response to Questions 8 and 11, the Rehabilitation Act regulates disability-related inquiries and medical examinations of applicants and employees.(11)
Genetic monitoring is the periodic medical examination of employees to determine whether any of their genes have been affected by the toxic substances they use or are exposed to in performing their jobs. Genetic monitoring enables an employer to deal with the effect of workplace toxins and to attempt to control their effect on employees.(12) The requirements applicable to genetic monitoring are discussed in response to Question 15.
Genetic services are health services, including genetic tests, provided to obtain or interpret genetic information for diagnostic or therapeutic purposes, or for purposes of genetic education or counseling.(13) The conditions under which a department or agency may obtain protected genetic information when providing genetic services are discussed in response to Question 13.
The Executive Order directs departments and agencies to implement several nondiscrimination requirements. Under the Executive Order, departments and agencies must not:
This section discusses all of these prohibitions except the prohibition on collecting protected genetic information, which is best understood in light of its limited exceptions explained in Section V, below.
The Executive Order states that the policy of the federal government is to provide equal employment opportunity to all qualified persons. Federal policy prohibits a department or agency from discharging, failing to hire, or otherwise discriminating against a covered individual with respect to the individual's compensation and terms, conditions, and privileges of employment based on the person's "protected genetic information," or the person's request for, or receipt of, genetic services. Federal policy also prohibits a department or agency from limiting, segregating, or classifying its employees based on protected genetic information.
This policy applies to every aspect of employment in the Executive branch.
Example A : Lisa works for a federal agency in a non-managerial position. Lisa's supervisor, Karen, learns that she took part in a breast cancer study that included genetic testing. Lisa has expressed an interest in, and is qualified for, a detail to another position that the agency views as career-enhancing. If Karen were to deny Lisa's request for the detail based on her participation in the breast cancer study, she would be acting in violation of the Executive Order. Karen would be limiting Lisa's employment opportunities based on her receipt of genetic services.
Example B: Tonya learns that David's father died recently of pancreatic cancer and that David's brother is seriously ill with the same disease. David is a well-respected and highly-rated subordinate employee in Tonya's research division. Budget cuts to the division will require layoffs, and Tonya will lose two employee slots. If Tonya decides to identify David's slot for elimination based on his family history of cancer, she will be violating the Executive Order.
Under the Executive Order, departments and agencies must assure the confidentiality of any protected genetic information that they collect. This information must be treated with the same care as other confidential medical information and must be kept in files that are maintained separately from official personnel files.(15)
The Rehabilitation Act also requires that applicant and employee medical information be kept confidentially in separate files.(16)
The Executive Order permits disclosure, in limited circumstances, of protected genetic information and of information about an employee's request for or receipt of genetic services.(17) These narrow exceptions permit disclosure only:
Example C: During a post-offer medical examination, Richard informs the agency's medical office of a family medical history of a genetic-based disorder with clinical indications that include seizures. Richard reports that he has been diagnosed with this disorder and recently had a seizure during the day at his prior job. Under the Executive Order, the agency's medical office may not disclose that Richard has a family medical history of this disorder. The agency's medical office may disclose that Richard had a seizure only as permitted by the Rehabilitation Act.(19)
Example D: Sara sought and received health care services from her agency. She voluntarily provided the agency medical office with the results of a genetic test. Several months later, the agency received a subpoena from a court, seeking copies of the protected genetic information that Sara provided. Under the Executive Order, the agency must comply with the subpoena, but first should inform Sara of the demand for the protected genetic information and allow her to contest the subpoena, unless the subpoena imposes a confidentiality requirement.
Under the Executive Order, there are limited situations in which Executive departments and agencies may collect and use protected genetic information concerning applicants and employees. The general prohibition and these exceptions are explained in the questions and answers that follow.
No. A department or agency may never request or require the results of genetic tests from an applicant. Nor may a department or agency ever request or require that an applicant take a genetic test.
Yes, in very limited circumstances. The Executive Order allows department or agency medical personnel to request or require, and to use, family medical history from applicants only if certain conditions are met.
The first condition is that the request or requirement must be "consistent with the Rehabilitation Act and other applicable law."(20) To ensure consistency with the Act, a department or agency may request or require family medical history only from post-offer applicants - that is, from individuals to whom the department or agency has made conditional offers of employment.(21)
Departments and agencies must meet three additional conditions in order to ensure that their use of family medical history comports with the Executive Order:
In sum, the Executive Order allows department or agency medical personnel to obtain family medical history from all post-offer applicants in the same job category. The department or agency medical personnel may use family medical history, however, only to help decide whether to conduct further evaluation to diagnose a current disease, medical condition or disorder that could prevent the individual from performing essential job functions.
Example A: An agency makes conditional firefighter job offers to Sergei, Albert, and Cynthia. During a post-offer medical examination, an agency physician asks all three for their family medical histories. Sergei discloses a family medical history of heart disease. Physical limitations associated with different types of heart disease could prevent Sergei from putting out fires or performing certain emergency procedures, which are essential functions of the firefighter job. Based on Sergei's family medical history, the agency may conduct further medical assessment to determine if Sergei currently has a type of heart disease that could prevent him from performing the essential functions of the job.
Example B: Tammi disclosed a family medical history of sickle cell anemia during a post-offer medical examination. She also volunteered information that she participated in a sickle cell screening program. The Executive Order prohibits the agency's physician from requesting information concerning the results of the genetic screening program in which Tammi participated. Under the Executive Order, family medical history is the only protected genetic information to which agency medical personnel are entitled from applicants.
No. The Executive Order's limitations are stricter than those under the Rehabilitation Act, which allows all disability-related inquiries of post-offer applicants. Under the Executive Order a department or agency is prohibited from requesting, requiring, or using genetic tests or information from genetic services from post-offer applicants, and is limited in the use of family medical history from such applicants.
No. A department or agency may never require that an employee take a genetic test. Nor may a department or agency ever request or require information about genetic tests from an employee.
Yes, in very limited circumstances. The Executive Order allows department or agency medical personnel to request or require, and to use, family medical history from current employees only if certain conditions are met.
First, the request or requirement for employee family medical history must comply with the Rehabilitation Act and other applicable law. Whenever department or agency medical personnel could make disability-related inquiries of the employee under the Rehabilitation Act, they may seek family medical history. The Act prohibits employee disability-related inquiries unless they are shown to be "job-related and consistent with business necessity."(23) To meet this standard, the department or agency must demonstrate a reasonable belief, based on objective evidence, that:
Departments and agencies must meet three additional conditions in order to ensure that their use of family medical history comports with the Executive Order:
In sum, when a department or agency reasonably believes, based on objective evidence, that an employee's ability to perform essential job functions will be impaired by a medical condition, or that an employee will cause a direct threat based on a medical condition, department or agency medical personnel may request or require family medical history. Family medical history may be used, however, only to determine whether to conduct a further medical evaluation of the employee in pursuit of a diagnosis of a current disease, medical condition or disorder that could prevent the employee from performing essential job functions.(26)
Example A: An essential function of Delaine's job is moving heavy boxes from a loading dock to a storage area. Delaine's supervisor notices that Delaine has been having problems moving boxes for several days, and that he has been complaining of back discomfort and asking co-workers to move some boxes for him. The supervisor sends Delaine to the agency's health office for an examination.(27) During the examination, Delaine informs the health care provider that he hurt his back lifting a box a week earlier and that he cannot lift the heavier boxes. The health care provider may ask Delaine for his family medical history in order to determine whether a further medical evaluation may be needed to diagnose Delaine's current condition.
The Executive Order also allows a department or agency to obtain family medical history, under limited circumstances, if an employee uses genetic or health care services provided by the department or agency. This exception is discussed in Question 13.
No. Under the Executive Order, family medical history may be used only to decide whether medical evaluation is necessary to diagnose a current medical condition that could prevent the individual from performing the essential functions of the position held or desired.
Under the Rehabilitation Act, family medical history, standing alone, can never establish that an individual is not qualified or poses a direct threat. Whether an individual is qualified must be assessed based on his/her current ability to perform essential job functions. Whether an individual poses a direct threat must be assessed based on the individual's present ability to safely perform the functions of the job, considering a reasonable medical judgment that relies on the most current medical knowledge and/or the best available objective evidence.(28)
Example A: An agency made a conditional job offer to Alice of a physically demanding and stressful position in a developing country with poor health care facilities. During a post-offer medical examination, Alice disclosed a family medical history of heart disease. Alice does not have heart disease and can perform the essential functions of the job. The agency may not withdraw its conditional job offer based on a fear that Alice may develop heart disease. The decision whether to accept the job is Alice's.(29)
Example B: Alana is a chemist working with toxic and explosive materials on a multi-agency, international project. Scientists from her office routinely are assigned to work overseas with scientists from other countries. Alana is scheduled for assignment to a facility in Asia. She and her supervisor, Jennifer, are friends outside the office and Jennifer knows that several members of Alana's family have died of Huntington's Disease (HD), a degenerative brain disorder for which there is, at present, no effective treatment or cure. Early symptoms include clumsiness, involuntary twitching, and lack of coordination. Alana has not been diagnosed with HD and her current health is excellent. Under the Executive Order, Jennifer could not lawfully refuse to assign Alana to the overseas position because of her family medical history. The decision whether to take the assignment belongs to Alana. In addition, under the Rehabilitation Act, Alana's family medical history would not support the conclusion that she poses a direct threat. (Assuming Alana has told the medical office about her family medical history of HD, department or agency medical personnel may conduct medical evaluations of Alana in the future to diagnose HD, as permitted under the Executive Order and the Rehabilitation Act.)
Yes. The Executive Order provides that if an employee voluntarily uses a department's or agency's genetic or health care services, the department or agency medical office may obtain protected genetic information about the employee.(30) A department or agency must meet several conditions as a predicate for obtaining such protected genetic information.
First, the employee must have provided the department or agency with prior knowing, voluntary, and written authorization to collect the protected genetic information. Second, such protected genetic information must not be used to discriminate against the employee in violation of the Executive Order. Third, the person who performs the genetic or health care services must not disclose the protected genetic information, except for the following limited administrative purposes:
The Executive Order also states that the department or agency may provide the protected genetic information to the employee who has used the genetic health care services.(31)
Example A: An agency offered its employees free colon cancer screening. During the screening process, agency medical personnel received prior knowing, voluntary, and written authorization from participating employees to obtain protected genetic information, including prior genetic test results and family medical history from the employees' primary health care providers. One of the agency's employees, Corrine, provided both genetic test information and family medical history showing a strong predisposition for colon cancer. Agency medical personnel would violate the Executive Order if they disclosed any of this information except as strictly limited by the exceptions explained in this Guidance. In addition, the agency would violate the Executive Order if it were to adversely affect Corrine's employment based either on her request for health care services or on the specific genetic information disclosed.
Yes. The Executive Order permits a department or agency to collect protected genetic information about an employee if it complies with the requirements in 45 C.F.R. Part 46, "Protection of Human Subjects." The regulation provides the basic policy of the Department of Health & Human Services concerning the use of human subjects in research.
Yes, under limited circumstances. The Executive Order allows a department or agency to conduct genetic monitoring of the biological effects of toxic substances in the workplace if all of the following conditions are met:
Yes. The Executive Order states that a department or agency may collect protected genetic information as a part of a lawful program, the primary purpose of which is to carry out identification, e.g., to identify human remains.(34)
The Executive Order establishes policy and does not "create any right or benefit, substantive or procedural, enforceable at law by a party against the United States, its officers or employees, or any other person."(35) Rather, the Executive Order directs the "head of each department or agency [to] take appropriate action to disseminate [the] policy" and identify a high level official to be responsible for "carrying out" the Order's requirements.(36)
If an individual believes that a department or agency has violated the terms of the Executive Order, it would be appropriate for that individual to inform the department or agency official responsible for implementing the Executive Order, regardless of whether the alleged action also may have violated the Rehabilitation Act. Of course, departments or agencies and individuals may always contact the Commission (Office of Legal Counsel) with any questions or concerns about the Executive Order. Doing so will enable the Commission to fulfill its responsibility for coordinating this policy.
Applicants and employees in the Executive branch who believe that a department or agency has violated a provision of the Executive Order may be able to pursue a claim under the Rehabilitation Act. To successfully assert coverage under the Rehabilitation Act, applicants and employees first must establish that they meet the definition of an individual with a disability.(37)
Yes. An employer using information obtained from a genetic test may be "regarding" the individual tested as having an impairment that substantially limits a major life activity. The "regarded as," or third prong, of the definition of disability, protects an individual who does not have an actual disability (first prong) or a record of a disability (second prong). A person who falls solely within the "regarded as" prong of the definition is one:
The "regarded as" prong of the definition of disability is intended to combat the stigmatization of persons with disabilities as well as discrimination based on the myths, fears, and stereotypes associated with disability.(39) The Supreme Court has noted that generalized "'myths and fears about disability and disease are as handicapping as are the physical limitations that flow from actual impairments.'"(40)
In its Compliance Manual chapter on the definition of the term "disability," the Commission included an example in which an employer withdraws a job offer after learning that the applicant has a genetic profile indicating an increased risk for colon cancer. The employer has concerns about productivity, attendance, and health insurance costs. This employer is treating the individual as substantially limited in a major life activity and the individual is covered under the "regarded as" prong of the definition of disability.(41)
An individual with a family medical history of a disease, medical condition or disorder, also may be covered under the "regarded as" prong of the definition of disability. A department or agency that makes an adverse employment decision because of family medical history may be treating an individual with no known impairments as having an impairment that substantially limits a major life activity.
Example A: Jane and her supervisor, Jim, were chatting one day about great baseball players when Jim started talking about Lou Gehrig. Jane mentioned that her father died of "Lou Gehrig's Disease," or amyotrophic lateral sclerosis (ALS), and that her brother recently had been diagnosed with it. When a new slot opened in Jim's unit for a manager, he decided not to select Jane because the job required a lot of training and Jim was deeply concerned that Jane would not work long enough in the job to justify the training. Jim expected Jane would have future absences and limited productivity associated with ALS. Jane is not impaired by ALS, but Jim is regarding her as having an impairment that substantially limits the major life activity of working.(42)
Generalized fears regarding productivity, attendance, safety, liability, accommodation, acceptance by co-workers, and a limited work life may relate to all jobs, and thus may reflect an assumption that the individual is precluded from performing either a class of jobs or broad range of jobs in various classes, and therefore is substantially limited in the major life activity of working.
Yes, in limited circumstances.
An individual with a misspelled or altered gene associated with a severe or fatal disease or disorder may be covered under the actual disability, or first prong of the definition of disability, which protects an individual who has an impairment that substantially limits a major life activity.
Under the Rehabilitation Act, the term "impairment" includes "any physiological disorder."(44) An alteration or a misspelling in a gene is an "impairment" because it causes cellular and molecular changes leading to disturbances in cell function.
An impairment must substantially limit a major life activity in order to rise to the level of a disability. In Bragdon v. Abbott, the Supreme Court held that reproduction is a major life activity.(45) The Court further reasoned that an individual with an impairment that may be transmitted to offspring, and cause a severe or fatal disease or disorder, could be substantially limited in the major life activity of reproduction. Similarly, an individual who has a misspelled or altered gene associated with a severe or fatal disease or disorder, and who could transmit that altered gene to offspring, may have a disability.
Example A: Fletcher recently tested positive for the genetic alteration that causes Huntington's disease, a degenerative brain disorder. Fletcher currently has no symptoms of the disease. As someone who has the genetic alteration that causes Huntington's, Fletcher has a 50% chance of passing the altered gene to a child. Fletcher would be covered by the first prong of the definition of disability if his impairment, an alteration to the Huntington's gene, substantially limits him in the major life activity of reproduction.
Yes. The Rehabilitation Act prohibits discrimination against an individual based on that person's association with an individual with a disability.(46) This provision protects an individual where the individual "is known to have a family, business, social, or other relationship or association" with an individual with a disability.(47) This is true whether the disability is caused by a genetic impairment or another reason.
Example A: Rosemarie mentions to her supervisor, Antoine, that her aunt has been diagnosed with Alzheimer's Disease and will be coming to live with her because she no longer can care for herself. Antoine decides not to place Rosemarie into a training program because he believes that she will not be available full time for the foreseeable future because of her aunt's illness. Antoine's action violates the Rehabilitation Act because he is discriminating against Rosemarie based on her association with an individual (her aunt) who has a disability.
The procedure for bringing an action alleging a violation of section 501 of the Rehabilitation Act is set forth in the Commission's federal sector EEO process regulations.(48) Briefly stated, the federal sector process requires the following:
At various stages of the process, the complainant has the option of filing a complaint in federal court.(49)
1. Exec. Order No. 13,145, 65 Fed. Reg. 6,877 (2000).
2. The text of President Clinton's remarks at the signing ceremony for the Executive Order may be found at <www.pub.whitehouse.gov/uri-res/I2R?urn:pdi://oma.eop.gov.us/2000/2/8/7.text.2> (visited July 7, 2000).
3. Section 1-103, Exec. Order No. 13,145, 65 Fed. Reg. at 6,877.
5. Rehabilitation Act Amendments of 1992, Pub. L. No. 102-569, § 503(b), 106 Stat. 4344 (1992) (codified as amended at 29 U.S.C. § 791(g) (1994)). These amendments also apply sections 501-504 and 510 of the ADA to employment discrimination complaints under section 501 of the Rehabilitation Act.
6. Sections 1-102, 1-201(a), 65 Fed. Reg. at 6,877. The term "employee" includes applicants, current employees, and former employees.
7. Id. § 1-201(e)(1)(A) - (C), 65 Fed. Reg. at 6,878.
8. Id. § 1-201(d). Genes are sections of "DNA" (or "deoxyribonucleic acid") that direct the production of proteins needed for basic cell function. Each gene, in essence, provides the recipe for making a protein within a cell. See Matt Ridley, Genome: The Autobiography of a Species in Twenty-Three Chapters 12-13 (1999). DNA is a long, coiled, double-stranded chain (called a "double-helix") of chemical base pairs that carry genetic information. See Nat'l Cancer Inst., U.S. Dep't of Health and Human Servs., Understanding Gene Testing 1-2 (1995) The base pairs are either an A-T or C-G combination; that is, adenine always pairs with thymine and cytosine always combines with guanine. A mutation, or alteration to a gene, is a variation in the "spelling" of a gene that will cause the cell to not work properly. Id. at 3-4. The booklet Understanding Gene Testing, is available on-line <http://www.accessexcellence.org/AE/AEPC/NIH/index.html> (visited July 13, 2000). Another web-based source of basic genetic information is located at "Geneinfo: Understanding News about Human Genetics," <http://www.geocities.com/geneinfo/index.html> (visited July 13, 2000).
9. Section 1-201(e)(2), Exec. Order No. 13,145, 65 Fed. Reg. at 6,878.
10. Id.
11. Disability-related inquiries and medical examinations are permitted under the Rehabilitation Act for post-offer applicants. For employees, inquiries and examinations are permitted if they are job-related and consistent with business necessity. 29 U.S.C. § 12112(d); 29 C.F.R. § 1630.14. The Office of Personnel Management (OPM) also regulates when a department or agency may request or require medical examinations of applicants and employees. See 5 U.S.C. § 3301 & 3302; 5 C.F.R. Part 339 (Medical Qualification Determination). OPM regulations note, however, that actions taken under Part 339 must be consistent with the Commission's disability discrimination regulations. Id. § 339.103.
12. Section 1-201(b), Exec. Order No. 13,145, 65 Fed. Reg. at 6,877.
13. Id. § 1-201(c).
14. Id. §§ 1-202(a) - (e), 1-301(a), 65 Fed. Reg. at 6,878-79.
15. Id. § 1-202(e), 65 Fed. Reg. at 6,879.
16. 29 C.F.R. § 1630.14(b)(1) & (c)(1).
17. Section 1-202(d)(1) - (4), Exec. Order No. 13,145, 65 Fed. Reg. at 6,878
18. If disclosure is sought in response to a court order or congressional subpoena that was secured without the employee's knowledge, the employee should be given the opportunity to challenge the disclosure before it is made, unless the subpoena or order imposes a confidentiality requirement. Id. § 1-202(d)(3).
19. The Rehabilitation Act permits disclosure of medical information, including protected genetic information, under limited exceptions to its confidentiality requirements. These exceptions include:
Enforcement Guidance: Preemployment Disability-Related Questions and Medical Examinations 21, 8 FEP Man. (BNA) 405:7191, 7201 (1995). Unions also may have limited access to medical information for reasonable accommodation purposes. See EEOC: Opinion Letter on ADA Confidentiality Requirement and Union Rights, 8 FEP Man. (BNA) 405:7527, 7529 (1996).
20. Section 1-301(a)(1), Exec. Order No. 13,145, 65 Fed. Reg. at 6,879. For another applicable regulation, see, e.g., 5 C.F.R. Part 339 (Medical Qualification Determinations).
21. Under the Rehabilitation Act, if a department or agency chooses to condition a job offer on the results of a medical examination, it must ensure that all post-offer applicants in the same job category are subjected to the same examination. 29 C.F.R. § 1630.14(b). A department or agency thus would have to request or require family medical history from all post-offer applicants to the same position.
22. Section 1-301(a)(1) - (4), Exec Order No. 13,145, 65 Fed. Reg. at 6,879.
23. 29 C.F.R. § 1630.14(c) (1999).
24. See EEOC Enforcement Guidance: The Americans with Disabilities Act and Psychiatric Disabilities 15, 8 FEP Man. (BNA) 405:7461, 7468-69 (1997).
25. Section 1-301(a)(1) - (4), Exec. Order No. 13,145, 65 Fed. Reg. at 6,879.
26. The Executive Order imposes the same first condition on departments and agencies requesting family medical history from applicants and employees - compliance with the Rehabilitation Act and other applicable law. Because the Rehabilitation Act itself has different standards for applicant and employee disability-related inquiries, the basis for requesting or requiring family medical history differs as between applicants and employees.
27. Sending Delaine to the medical office is permissible under the Rehabilitation Act because the agency has a reasonable belief based on objective evidence that Delaine's ability to perform an essential function of his job is impaired by a medical condition.
28. 29 C.F.R. § 1630.2(r) (1999). For a department or agency to show that an individual poses a direct threat, it must demonstrate that the individual poses a significant risk of substantial harm. 29 C.F.R. app. § 1630.2(r) (1999).
29. If Alice develops heart disease and needs treatment, the department or agency must treat her as it would any other employee who develops a similar need during an overseas posting. If the department or agency as a matter of course, or as required by law or regulation, transports an employee who becomes ill to a location with appropriate health care facilities, it must do the same for Alice, even though she had a family medical history of the illness.
30. Id. § 1-301(b), 65 Fed. Reg. at 6,879.
31. Id. This section of the Executive Order also allows disclosure for the purposes listed in section 1-202(d), which are noted in this Guidance at Section IV, Prohibitions Under the Executive Order - Disclosure of Protected Genetic Information.
32. The employee must be informed of the process for getting the information the department or agency collects and has the right to decide whether s/he wants the information. An employee's decision not to request the results of the monitoring from his/her employer does not affect the employer's right to engage in monitoring. Id. § 1-301(d), 65 Fed. Reg. at 6,879-80.
33. Id.
34. Id. § 1-301(e)(3), 65 Fed. Reg. at 6,880.
35. Id. § 1-403.
36. Id. § 1-401.
37. 29 U.S.C. § 12102(2); 29 C.F.R. § 1630.2(g) (1999).
38. 29 C.F.R. § 1630.2(l) (1999).
39. See H.R. Rep. No. 101-485, pt. 2 at 31-32 (1990).
40. Sutton v. United Air Lines, Inc., 527 U.S. 471, 489 (1999) (quoting School Bd. of Nassau Cty. v. Arline, 480 U.S. 273, 284 (1987)).
41. EEOC Compliance Manual § 902.8(a), 8 FEP Man. (BNA) 405:7251, 7278-86 (1995).
42. See generally Heyman v. Queens Village Community, 198 F.3d 68 (2d Cir. 1999). In reversing summary judgment for the employer, the court noted that a jury reasonably could find that the employer regarded the plaintiff as disabled based on its prior experience with an employee who had the same type of cancer as the plaintiff, who needed time off from work, and who was unable to complete his tasks. The court stated, "A jury could find that defendants' experience . . . led [them] to conclude that [plaintiff], afflicted with the same disease, would likewise be unable to function fully and soon would become a workplace liability." Id. at 73. Cf. Koshinski v. Decatur Foundry, Inc., 177 F.3d 599, 603 (7th Cir. 1999) ("It would be hard to imagine . . . that a court would sanction an employer's decision to fire a qualified employee simply because his degenerative heart disease makes a future heart attack inevitable").
43. See supra note 8 explaining that a mutation, or an alteration to a gene, is a variation in the "spelling" of a gene that will cause the cell to not work properly. See Nat'l Cancer Inst., U.S. Dep't of Health and Human Servs., Understanding Gene Testing 3-4 (1995).
44. 29 C.F.R. § 1630.2(h)(1).
46. See Polifko v. Office of Personnel Mgmt., EEOC Request 05940611 (January 4, 1995);
47. Id.
48. 29 C.F.R. Part 1614 (1999), as amended by 64 Fed. Reg. 37,644 (1999).
49. A more detailed description of the federal sector equal employment opportunity process and links to the applicable regulations may be found at the Commission's web site, https://www.eeoc.gov (see "Federal Sector Information"). Additional information also is available by calling the EEOC information line at 1-800-669-4000 (TDD 1-800-669-6820).
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Pinoy Australia Information Forum was founded by a small group of Filipinos whose aim is to migrate to Australia. It is now a leading online Filipino-Australian community site for Filipinos in Australia and a valuable resource for people also planning to migrate to Australia.
I'm very happy to announce PinoyAu Forum's new app called "SimplyStall" . It's a new Gumtree like service for Pinoys in Australia but in a way better!
So if you have any items just collecting dust? Why not convert it to cash?
If you are selling new items or products or wish to give an item away for free then this might be a good avenue for you.
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Ozone machines
Ozone machines
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