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History of Roman Theatre
In Roman History, theatre was a huge part in the lives of Romans. The shows they put on were normally related to Greek theatre, and many of the writers for these live performances got their Ideas from the Greeks. Plays were not performed dally In Pompeii, usually only at festivals that were put on several times a year. There would be no business arouse that day, no stores were open the days of the plays and festivals. As well as the no business being done in the forum, everyone would focus mainly on the performed plays.
Members of the town council had reserved seating ND didn't have to rush to get there like everyone else, upper class had a benefit with the seating when it came to those underneath them. Coins at the entrance indicated where the upper class would sit during the plays and those seats were given to them.
The seats they sat on during the show were stone, which you would think is pretty uncomfortable. When citizens of Pompeii went to the plays, they often had to get there much quicker than the upper class, but not only that: they also brought their slaves to the plays with them.
Roman theaters were designed for stage plays, and certain theaters were designed for different performances. Amphitheaters were designed for shows of gladiators and wild animals, the Circuses were famous and designed for chariot races, the Machine was the place for sea battles, and so on. Each theatre for the Romans meant a different type of play, and Romans loved to watch combat. The more realistic the violence, the more they enjoyed it. They especially liked to watch gladiator fights and blood sports, but there were more than Just combat shows.
There were more theaters In Roman times, like the Done where they played music, read poetry, and held lectures. Theatres in Roman times were buildings in the shape of half a circle and they were built on level ground with seats that were stadium-style like they still are today to bring the audience up. These buildings were large, and although they held about 5,000 people In the first few built, they eventually could hold 15,000. The theatre was split in half with the auditorium (where everyone sat) and the orchestra (along with the stage.
They also depended the seating on height and age. The stage in the Roman Theatre was about five feet high, and the stage was 20 – 40 feet deep and 100 – 300 feet long. There was a stage house behind the stage, a lot like what is called backstage nowadays, doors were placed in the center and on the sides, and right door was reserved for the second actor while the left door was for the person who was less Important. Dressing rooms were held In the side wings and the entrance the actors usually entered through was an opening that was curtained.
In the history of Roman performances on stage, only men could act in them. There couldn't be any women actors. They were made to perform with masks and costumes on, and every mask and every costume identified what character you were. The first from the Greeks. They set up temporary stages closer to the temples where they would celebrate, and Roman theatre was associated with religious festivals for gods. Festivals that often held plays was Pollinates (honored the god Apollo), Romania (honored the god Jupiter), and Megacycles Cyber (honored Mother Goddess)


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Thank You To Our Sponsors
This event would not happen without the generous support of our sponsors! The 4th Annual Cherry Grove Big Buck Night committee would like to sincerely thank our sponsors for supporting us, and ultimately the Cherry Grove Little Britches Rodeo.
10X Archery, Dorintosh
Accurate Concrete, Cold Lake
Ansell's Refrigeration & Heating Ltd, Cold Lake
Arlie Frolic, Pierceland
Barbed Wire Detailing, Pierceland
B&R, Eckels Transport Ltd, Cold Lake
Beaver River Banner, Pierceland
Bob and Sue Sales, Cherry Grove
Buck Paradise, Paradise Hill
Co Operators Insurance/D & N Neihaus Agencies, Cold Lake
Cold Lake Chrysler
Cold Lake Ford
Cold Lake Outfitters
Contain Enviro Services Ltd, Cold Lake
D & G Plumbing and Heating Inc, Cold Lake
Double D Bobcat Services & Contracting Ltd, Cold Lake
Double E Holdings Ltd, Pierceland
Electric Services, Cold Lake
EMCO, Cold Lake
Express Lube (Gerry'S), Cold Lake
Fountain Tire, Cold Lake
Franchere Sporting Goods, Glendon
Drywall Services Ltd, Cold Lake
Hamel's Meats, Cold Lake
Hamilton House Bed and Breakfast Inn, Cherry Grove
Harvie's Glass & Mirror, Cold Lake
Hobblestone Plastics, Cold Lake
Husky – Tucker Thermal Project, Tucker Lake
Imperial Oil Resources, Cold Lake Operations
Jiffy Lube, Cold Lake
K3 Promotions Inc, Cold Lake
KIA, Cold Lake
Lake City Motor Products (GM), Cold Lake
Lakeland Petroleum Services Co-op Ltd, Bonnyville
Lorraine's No frills, Cold Lake
Manatokan Oilfield Services Inc, Iron River
Martineau River Outfitters, Pierceland
McDonald's, Cold Lake
MD of Bonnyville
Nu-Du Hair Design, Pierceland
Star Auto & Industrial Ltd (NAPA), Cold Lake
OK Tire and Auto Service, Cold Lake
Orbiting Trends , Cold Lake
Overdrive Mechanical
Pierceland Hotel Motel, Pierceland
Poachers Corner, Glendon
Profit River Firearms, Lloydminster
Rawlake's Store Ltd, Pierceland
RedNex Bar and Grill, Goodsoil
Rider's Connection, Cold Lake
S.E. Design & Consulting Inc, Cold Lake
Scorpion Industries, Bonnyville
Shelrock Enterprises, Cold Lake
Site Energy Services, Cold Lake
Sue and Olive Sales, Cherry Grove
T&D Ruggles Mobile Steam & Pressure Wash, Bonnyville
Take-Em Outfitters, Cold Lake
The Bruins Den Taxidermy, Cold Lake
Tire Country, Cold Lake
Town of Bonnyville
United Rentals, Bonnyville
Urlacher Construction Ltd, Cold Lake
Viper Steam, Bonnyville
Warehouse Sports, St. Paul
West Souris River Conservation District
Western Financial Group, Cold Lake
Wild Boar Excursions, Goodsoil
X-Stream Concepts, Goodsoil, SK
Are you interested in sponsoring the 2017 Cherry Grove Big Buck Night?
Cherry Grove Big Buck Night Committee Members
Bob: 780.594.2020
Brian: 780.812.8015
Ryan: 780.201.8770

subset: commoncrawl


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CTNEL aims to serve the North East Lincolnshire area and those geographical districts in which member churches serve by virtue of their local denominational organisation. CTNEL is in association with Churches Together in All Lincolnshire.
- — To explore and to demonstrate ways by which we can express the unity of the Body of Christ
- — To encourage and promote ecumenical activity through worship, ministry, mission, education and prayer
- — To celebrate the diversity of our various traditions
CTNEL will achieve these aims by:
- — Upholding justice and peace, opposing poverty, violence, homelessness and debt
- — Developing joint community work
- — Encouraging and supporting local ecumenical partnerships, clergy fraternals, sharing resources and expertise, and developing relationships with new churches
- — Maintaining effective communication and partnership with Local Authorities


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NEW YORK (MarketWatch) - Citigroup Inc. was among leading financial-services decliners on Monday after the bank posted weaker-than-expected earnings.
The downside drivers included Citi's negative operating leverage in its consumer business, lower net-interest margin and lower than expected revenue in its corporate- and investment-banking units, Morgan Stanley wrote in a note to clients.
Citigroup C, +0.95% fell 2.5% to $46.40. The bank said that strength in underwriting securities and advising on mergers and acquisitions helped raise second-quarter profit 4%, but the results missed analysts' estimates and were generally weaker than first-quarter numbers. See full story.
"We'd step in to buy at $45, as we expect Citigroup to return to positive operating leverage in its U.S. consumer business from the fourth quarter," Morgan Stanley said.
Citi results affected other major banks, as J.P. Morgan Chase & Co. JPM, +2.06% shares fell 0.4% and Bank of America Corp. BAC, +1.46% shares lost 0.2%.
J.P. Morgan, the nation's third largest bank, is expected to report earnings of 87 cents a share, compared with 66 cents a share for the same period last year, according to Thomson First Call. The company reports earnings July 19 before the market opens.
Bank of America is expected to report earnings of $1.09 a share, up from $1.08 a share for the same period last year, according to Thomson. It reports Wednesday before the market opens.
The broader financial sector was mixed on Monday. The Philadelphia Bank Index $BKX rose 0.4% and the Amex Securities Broker Dealer Index $XBD dropped 0.2%.
The S&P Insurance Index IUX rose 0.3%.
Shares of online financial-services firms TD Ameritrade Holding Corp. AMTD, +1.47% and Charles Schwab Corp. SCHW, +1.34% also fell Monday. They are due to report earnings Tuesday morning.
Other major financial firms reporting earnings Tuesday include National City Corp. NCC, +0.00%, Wells Fargo & Co. WFC, +0.72%, AmSouth Bancorp. ASO, State Street Corp. STT, +1.80% and U.S. Bancorp USB, +0.93%, among others.


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To be honest, reuphostering chairs was a lot easier to maneuver than the report we were listening to (I had to listen to it twice to really understand it). But at least we feel a little smarter, more enabled, and we have a beautiful dining room set to show for it! So here are the pics.
And if you want to hear more about the moving parts behind the financial crisis, listen to This American Life's first collaborative report with NPR: The Giant Pool of Money. It's eye-opening.


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This Bespoke large solid rimu slab dining table we created for a client, she was looking at a budget alternative for a large dining table and this slab with a large crack in it became the starting point for the design. We created the supporting curved leg in the style of traditional coopering method by joining narrow pieces of timber and sanding them into the round shape.
The slab we used was 3200 long and 1100mm wide, the large crack on one end we turned into a feature by routing out tapered wedges from the table top and inserting solid rimu wedges and glueing them in place to stitch the top back together. Finished in a modified tung oil this table was a very impressive piece.
I would be happy to work with you to design custom furniture for your home or apartment please contact me to discuss your special requirements.


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Handmade Upcycled Metal Lilies Wall Art Sculpture
This wall art is a great addition to your kitchen. The entire piece is made of recycled metal that I cut and filed. I hammered it to give a textured look. The details were added using outdoor acrylic metal paint. The center of the flowers are made with glass pieces fired in our kiln. The flower pot, which has a natural patina, gives the piece more character. The sculpture measures 9''x13''. The item ships two days after your order has been processed.
Made in Talent, OR
By Frivolous Tendencies
All of our products are handmade
by expert makers.
No reviews yet
Each week, expert artisans from across the country become makers on CustomMade.
Every maker has a story. Be a part of Frivolous Tendencies's story by placing an order, leaving a review, and seeing your review appear here.


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Maritim Jolie Ville Resort & Casino Sharm El Sheikh
- Free WiFi in lobby and free parking
- Collect nights
Maritim Jolie Ville Resort & Casino Sharm El Sheikhfrom ZAR 1,439
- Palm Comfort Double Room
- Preferred Superior Double Room
- Sport Standard Double Room
What's around Maritim Jolie Ville Resort & Casino Sharm El Sheikh
- On the beach
- Naama Bay - 2 min walk
- Naama Bay Beach - 3 min walk
- Naama Bay Casino - 8 min walk
- Hollywood Sharm El Sheikh - 34 min walk
- Shark's Bay - 2.6 mi / 4.2 km
- Aqua Blue Water Park - 5.7 mi / 9.2 km
- SOHO Square - 7 mi / 11.2 km
Getting around
- Sharm El Sheikh (SSH-Sharm El-Sheikh Intl.) - 6.3 miles/10.1 km
- Airport shuttle (surcharge)
- Area shuttle (surcharge)
At a glance
Key facts
Hotel size
- This hotel has 396 rooms
- 24-hour check-in
- Check-out time is noon
Required at check-in
- Credit card, debit card, or cash deposit required for incidental charges
- Government-issued photo ID required
- Minimum check-in age is 18
Travelling with others
- Free children's club
- No pets or service animals allowed
- Free WiFi in public areas
- WiFi in rooms *
- Airport shuttle *
- Free self parking
- Area shuttle *
Payment types at the property
In the hotel
- Children's club (free)
- Buffet breakfast daily (surcharge)
- 5 restaurants
- 7 bars/lounges
- Snack bar/deli
- Beach bar
- Poolside bar
- 24-hour room service
- Barbecue grills
- Fitness classes on site
- Horse riding/rental on site
- Playground on site
- Scuba diving on site
- Golf lessons available nearby
- Golfing nearby
- Parasailing nearby
- Snorkeling nearby
- Windsurfing nearby
- Business center
- Conference space
- Meeting rooms
- Conference space size (feet) - 5197
- Conference space size (meters) - 483
- 24-hour front desk
- Concierge services
- Tours/ticket assistance
- Dry cleaning/laundry service
- Laundry facilities
- Free newspapers in lobby
- Luggage storage
- Safe-deposit box at front desk
- Designated smoking areas
- Garden
- Picnic area
- Terrace
- Library
- Accessible bathroom
- In-room accessibility
- Arabic
- English
- French
- Italian
- Russian
In the room
- In-room climate control (air conditioning)
- Air conditioning
- Minibar
- Coffee/tea maker
- Turndown service
- Premium bedding
- Furnished balcony
- Private bathroom
- Bathtub or shower
- Hair dryer
- Premium TV channels
- Desk
- WiFi (surcharge)
- Phone
- Free bottled water
- Daily housekeeping
- In-room safe
Special features
Thai Spa Wellness Center has 3 treatment rooms. Services include body treatments and manicures and pedicures. The spa is equipped with a sauna, a spa tub, and a steam room.
DiningOrangerie - This buffet restaurant specializes in international cuisine and serves breakfast, lunch, and dinner.
Beach BBQ - This beachfront theme restaurant serves lunch and dinner.
Seagull - This restaurant specializes in international cuisine and serves lunch only.
Zigolini a la carte - Overlooking the ocean, this restaurant specializes in Italian cuisine and serves lunch and dinner.
La Fleur - This restaurant specializes in French cuisine and serves dinner only.
On Site
- Fitness facilities
- Health club
- Outdoor tennis courts -
- Sauna
- Steam room
- Fitness classes on site
- Horse riding/rental on site
- Playground on site
- Scuba diving on site
- Golf lessons available nearby
- Golfing nearby
- Parasailing nearby
- Snorkeling nearby
- Windsurfing nearby
Maritim Jolie Ville Resort & Casino Sharm El Sheikh's small print
Also known as
- Maritim Jolie Ville Resort Casino Sharm El Sheikh
- Maritim Jolie Ville Resort
- Maritim Jolie Ville Casino Sharm El Sheikh
- Maritim Jolie Ville
- Maritim Jolie Ville Resort & Casino Sharm El Sheikh Hotel
PoliciesPlease note that cultural norms and guest policies may differ by country and by property. The policies listed are provided by the property.
Optional extras
Buffet breakfast is offered for an extra charge of USD 10 for adults and USD 6 for children (approximately)
Airport shuttle service is offered for an extra charge
WiFi is available in guestrooms for USD 03 per hour (rates may vary)
Area shuttle service is offered for an extra charge
We have included all charges provided to us by this property. However, charges can vary, for example, based on length of stay or the unit you book.
Recent reviews
Good 7,6 From 16 reviews
Needs rooms renovation Outdated bathrooms
I am proud of staying at this hotel due to hospitality and cooperation of Mr. Gamal. Mr.Gamal is executive manager and deserve much better position in my view. He is a fantastic man i have ever seen in my business trips more than 50 countries over 500 destinations. Mr. Gemal is really a key man to solve issues with a cordial smile. He is a man. This is a good hotel to stay. Lovely, friendly no need to look at the stars. It is not easy to find such these guys everywhere. Best wishes to hotel employees.
Is the description of this property not correct? Tell us


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Attraction Information
- Parks and Playgrounds
Ages: all ages
Venue type: Outdoor
Covering woodland, marshland, lake and wildflower meadows, High Woods Country Park boasts a wealth of explorable terrain with intriguing nature walks, vast spaces for traditional play and ideal for hiking and cycling. There are 3 cool play areas spread about with fun adventure play equipment suitable for everyone from toddlers to teens and including naturalistic style features to make it an atmospheric woodland play experience.
It's worth visiting the Community Gardens (between 10am and 1pm on Monday, Tuesday, Wednesday, Thursday and alternate Saturdays) for a bit of opportunistic secret schooling! This sustainable and Green Flag awarded area is lovingly tended by loads of local volunteers (with more always welcome!) who then share out the produce between them. It's a nice little educational element that older kids can apply to get involved with if so inspired.
Coarse fishing is available in the lake, subject to obtaining a permit as the number of fisherfolk are limited daily to keep it peaceful. It's worth noting that while their Forest School program sounds terrific it's for school groups only.
Image "Carrion Crow" copyright Postman.Pete via Flickr / Image cropped vertically from original.
- Restaurant Onsite
- Snacks Available
- Picnics Allowed
- Toilets Available
- Baby Changing Available
- Disabled Toilets Available
- Wheelchair Friendly
- Parking Available On-site
Getting There and Contact Information
Turner Road, Colchester, Essex, CO4 5JR, England
Click here to visit High Woods Country Park's website
01206 853588
Standard Opening Times and Pricing
Opening hours
Generally daylight access year round. Fishing is allowed between 7.30 am and 9 pm (or dusk if that is earlier) during the fishing season from 16 June to 15 March.
No admission fee to area. Parking may charge.


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Project Description
The design, regulatory processing, and construction process was fast tracked and the new building was occupied in less than one year after commencing the process and within 6% of the preliminary budget. The facility encloses 67,000sf and accommodates the corporate administrative offices, large marketing and engineering sections, a testing and assembly area and shipping and receiving. The design came from both the Rheodyne product line which is machined, curved, and high tech as well as from the company's approach to business – direct, people intensive, engineered, solution oriented and creative. The metal building suited the budget, the need for fast erection of the shell as well as being sympathetic to the high tech concept.


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It's been a wonderful year at Aporeto, and we hope it has been for you too. We'd like to take this opportunity to thank you for being a part of our network, in any way, shape or form – as a customer, partner, or blog subscriber. We hope to bring you more product updates, developments and curated content as we head into 2019.
So, how to sum up 2018 at Aporeto?
Just this year, we started selling our product and securing customer production environments. Our revenue was zero last December. It is wonderful to see that we have been able to earn the trust of some of the world's most security-conscious enterprises. We are now in the "hockey stick" growth phase.
And we had fun along the way. We've conducted 118 foosball tourneys, and consumed 25,185 cups of coffee. That's a lot of Nespresso capsules.
Alongside that, we've created 139 Github repositories.
And we've engineered millions of lines of code.
Our continual product development over the course of the year means that we can now proudly offer Azure, AWS, Red Hat Openshift, and IBM platform integrations, along with Istio and SIEM integrations. Most recently, we joined the VMware Technology Alliance partner program, and announced a solution for central security and monitoring of Cloud PKS (formerly VMware Kubernetes Engine or VKE) clusters, whether they are on AWS or in multi-cloud settings.
We were awarded Cyber Defense Magazine's 2018 InfoSec Award as an Innovator in Application Security and named a 2018 Gartner Cool Vendor in Cloud Security, won the CISO Shark Tank in New York, alongside other awards and accolades.
One of our top moments came only two weeks ago when we prevented the Kubernetes API-server vulnerability and proved the security architecture we have adopted in Aporeto works. The Aporeto enforcers were preventing any attack against CVE-2018-1002105 before it was even announced.
Now, that's a satisfying feeling.
If you're interested in our full progress report of Aporeto's year in review, check out the infographic below.
With all the best wishes for the holidays and into 2019,
The whole Aporeto team <3


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Purchase this article with an account.
Nehali Nanawati, Elliot Crane, Kunjal K Modi, Roger Turbin, Larry Frohman; Treatment of Secondary Pseudotumor Cerebri from Severe Anemia with Blood Transfusion. Invest. Ophthalmol. Vis. Sci. 2017;58(8):3316. doi: https://doi.org/.
Download citation file:
© ARVO (1962-2015); The Authors (2016-present)
Purpose :
We aim to investigate blood transfusion as a treatment for patients with pseudotumor cerebri (PC) secondary to severe iron deficiency anemia.
Methods :
This is a retrospective case series of three patients with PC and anemia diagnosed after lumbar puncture, neurologic imaging, and completion of extensive workup to rule out other secondary causes. Patients with pre-transfusion hemoglobin (Hb) levels less than 9 g/dl were included. Ocular and neurologic signs and symptoms of PC, as well as hemoglobin levels, were assessed on presentation and after transfusion.
Results :
3 women in their twenties with secondary PC due to severe anemia, 2 from gynecologic blood loss and 1 from pancytopenia, were identified. All patients had disc edema on presentation. Presenting hemoglobin levels were 6.2, 5.4, and 5.6 g/dl. All patients were transfused with final hemoglobin levels of 8.2, 8.9, and 10.7 g/dl, respectively (Table 1).Case 1: 20 year-old (yo) female with heavy menstrual bleeding presented with severe headache (HA), pulsatile tinnitus (PT), and transient visual obscuration (TVO). She had an initial Hb of 6.2 and visual field (VF) changes on automated perimetry. Her BMI was 21.8. She was transfused with 2 units of red blood cells (RBC), which raised her Hb to 8.2, followed by acetazolamide. HA, PT, and TVO resolved by the following day. VA and VF also improved.Case 2: 26 yo female with heavy menstrual bleeding presented with HA, PT, and TVO. She had an initial Hb of 5.4 and was morbidly obese (BMI = 50.2). She was treated with acetazolamide and transfused with 4 units of RBC, which raised her Hb to 8.9. HA, PT, and TVO resolved 2 days post-transfusion.Case 3: 24 yo female with idiopathic pancytopenia presented with HA, PT, and TVO with visual loss in the right eye. Her initial Hb was 5.6 and BMI was 30.1. Fundus exam revealed Roth spots in the right eye. She was treated with high dose steroids and transfused with 4 units of RBC which raised her Hb to 10.7. Her symptoms resolved by 5 days post-transfusion; the papilledema was resolving. No other cause for the Roth spots was found.
Conclusions :
All three patients with PC and severe anemia in our case series demonstrated rapid resolution of symptoms of PC (HA, PT, and TVO) after blood transfusion. In patients with PC secondary to severe anemia, anemia correction with blood transfusions may help to alleviate symptoms and obviate the need for surgical intervention.
This is an abstract that was submitted for the 2017 ARVO Annual Meeting, held in Baltimore, MD, May 7-11, 2017.
This PDF is available to Subscribers Only


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Curing suffering through palliative care research.
Jennifer Temel, MD, is an Associate Professor of Medicine at Harvard Medical School and Director of the Cancer Outcomes Research Program and Clinical Director of Thoracic Oncology at Massachusetts General Hospital. Her research interests include optimizing the delivery of care for both patients with advanced cancer and their families, with a focus on palliative and end-of-life care. She has received funding from the National Cancer Institute, National Institutes of Nursing Research, and the American Society of Clinical Oncology to study novel methods of improving the care of patients with advanced cancers. She is a 2009 ACS grantee and has served as a mentor for both an NPCRC and ACS Career Development Award.


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Monday, September 24, 2012
Countdown to Homelessness: 6 Days
Today I had some help come over. I realized that I have done pretty good in packing. There was not a lot to pack. I was able to get some stuff packed and boxes moved. That was VERY helpful! I need a storage room now. I think I will be able to get a storage room tomorrow. If not then, Thursday. That will be cutting it close since I really wanted the house cleaned out by Friday.
Still don't have a plan and I am going to have to find a place to stay when I get to Phoenix. I have no idea what I am doing. At least I can laugh about it today...lol.
Posted by Malady at 9:34 PM
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1. William Henshaw (1742-1796) m Elizabeth Gilbert (1746-1826) 2.. Nathaniel Henshaw (1769-1838) m Mary Redmond (c1770-1814) 3... Harry Henshaw (1792-?) m Minerva Fuller (c1792-?) 4.... Nathan G. Henshaw (1816-1850) +Jane Weatherby (1817-1847) 5..... Urania Henshaw (1840-1845) 1 5..... Margaret A. Henshaw (1842-?) 1,2 5..... William J. Henshaw (1844-<1920) 1,2 5..... Nathaniel Greene Henshaw (1847-?) 1 +Firby Davis (c1832-?) 5..... Mary M. Henshaw (1850-?) 3
|Nathan G. Henshaw [ID 02803]
|Click here to switch to Ancestror Tree view:
Nathan G. Henshaw2 [Nathaniel Henshaw1,4,5,6,7].
Born Nov 3 1816, Ohio.7,8
He married Jane Weatherby4,9,10 [Jane Wetherby10], Dec 11 18384,9,10, Athens County, Ohio4,9,10. Jane, daughter of Isaac Weatherby & Elizabeth Kennedy, was born Nov 3 1817, Coolville, Athens County, Ohio.11
Nathan and family were shown in the 1840 census, Madison County, Illinois:12
Jane died Jan 19 1847, Vandalia, Fayette County, Illinois.2,8
Jane died during childbirth (son Nathaniel). Some of her children then went to live with a family named Green.1
He then married Firby Davis, Apr 19 1849, Clay County, Illinois.5,6 Firby was born about 1832, Ohio.3
Nathan G. Henshaw died Mar - 1850, age 32.2,7 Nathan G. Henshaw died on a mail packet at New Orleans;2 his death was caused by cholera.2,7
Widow Ferby and daughter Mary were shown in the 1850 census (Sep 11 1850), Clay County, Illinois, living in the household of a Robert & Susan Moseley:3
Daughter Margaret, age 8, and son William, age 6, were shown in the 1850 census (Aug 13 1850), Clay County, Illinois, living in the household of a Peter & Ann Green.13 Son Nathaniel, age 3, was shown in the 1850 census (Aug 26 1850), Clay County, Illinois, living in the household of Jacob & Catharine Trober.14
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This offering is for an original early 20th century, circa 1920, Buffalo Illinois hand made folk art sign. Buffalo is a small town in central Illinois near Springfield IL. The sign has a wooden back with applied lettering that appears to be made of coal. The sign has it's original grey paint with a wonderful untouched surface with an excellent patina.
Dimensions: Height 5" Width 12 1/2"
Price $ 75.00


text: Please indicate: A How frequently you have the symptom, if at all. All conservative treatments require frequent follow-up by Pap tests and colposcopy because a greater level of risk is always present for the woman who has had CIS. It started with a little sore throat and it disappeared, then diarrhea came with fever. Treating AF may prevent stroke, fatigue, and heart failure. I am NEVER sedentary, always active, eat very healthily, never cramped or sit in front of a computer too long, never travel long distances. Shelley, I would encourage you to go back to your pediatrician and ask about the reflux again. Epidemiological studies support the potential of intensive glycemic control in the reduction of CVD 13,14,15,16,17,18. In younger kids and infants, the symptoms may be very general. viagra cheap When you take the test again later, compare each symptom that you have reported on all dimensions—frequency, severity, and degree of interference with your life. Determine her recommended Pap test screening schedule as well as how she obtains the results and their meaning. My daughter has been sick with very little breaks in between since at least Feb. Blood is not pumped efficiently to the rest of the body which may cause you to feel weak or tired, or to experience uncomfortable heart sensations like a racing or irregular heartbeat. Just to clear up some popular misconceptions, Aspirin has never conclusively been shown to prevent or clear blood clots, to any significant degree. He grunts through the night and through feedings and has sounded congested for weeks now. Glycemic control is fundamental to the management of diabetes. UTIs are highly treatable, but it's important to catch them early. viagra cheap When in doubt, always consult a physician. If the patient requires follow-up to a positive Pap smear, assess her anxiety and coping mechanisms. As soon as that was gone, a stomach bug, then back to runny nose and horrible cough, which then ended up with double ear infection and bronchitis. In some cases, the causes of atrial fibrillation are a heart abnormality from birth or damage to the heart structure from a heart attack or heart valve problem. You could say that tugging on your left earlobe is more effective. WHen I called back they said we could go back to the regular similac newborn, however both were so much better AFTER drinking the bottle that we decided to give it another go. Prospective randomized clinical trials such as the Diabetes Control and Complications Trial DCCT 13 and the U. Undiagnosed or untreated UTIs can lead to kidney damage, especially in kids younger than 6. viagra cheap Home Contact Us Site Map Join on Facebook About Dr. Other Tests: Chest x-ray, cystoscopy, proctosigmoidoscopy, intravenous pyelogram, barium studies of lower bowel, ultrasound, computed tomography, magnetic resonance imaging, and lymphangiography. She has a fever, and diarrhea all day yesterday, and threw up last night. Even without symptoms, atrial fibrillation is a serious medical condition. I am a perfectly healthy in ship-shape and exercise AT LEAST 5X a week, high intensity aerobics, working out, running several miles, etc. Since then, when given the formula they have not screamed, but have been very slow with drinking the bottles and are both back to spitting up! Prospective Diabetes Study UKPDS 14,15 have shown that improved glycemic control is associated with sustained decreased rates of retinopathy, nephropathy, and neuropathy 16. Signs and symptoms of UTIs vary depending on the child's age and on which part of the urinary tract is infected.viagra cheap viagra cheap viagra cheap


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Are you about to across the country and are frantically searching for a way to get organized? Will fear no more we have gathered together a nationwide moving checklist specifically for your needs. Analyze the checklist below to get moving in the right direction.
• 3 Months Before.
Three months before your move dates it is important to choose your mover and sign their customer agreement. This will ensure that your belongings and property will be taking care of according to plan. Additionally, it is also a good idea to clean out any unused storage rooms or closets. You may also need to make traveling arrangements for pets.
• 2 Months Before.
After you have properly disposed of things that you don't want to take with you on your journey, met and hired a moving company, and made arrangements for your pets the next step is to prepare a mailing list of people you need to send your change of address to. Individuals like family members, business partners, and companies need to have your change of address in their database. It is also important to inform your banking institutions and credit card companies of your change of address.
• 1 month before. Figure out traveling arrangements. You should also separate clothing items for you to wear while traveling and keep prescription medications with you. You can also start disassembling garden furniture and remove the picture frames from off the walls. It is important to also go over the insurance value of your items.
• One day before. Make sure that you have enough medications to last for two weeks, defrost your refrigerator and empty it out, and plan a few simple meals for your travels. After this is done simply relax and get a good night's rest for the big day.


text: Danika is ecstatic to be picking up her brand new 2018 Mazda CX-3 from Anthony Basile. Upgrading from her Mazda 2, Danika was able to take advantage of our Mazda loyalty program. She will now enjoy the new features like SkyActiv as well as the Mazda i-Activ AWD system. Congratulations again Danika and welcome to the West Coast Family! Zoom zoom!


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Go to Index page
Spiritual Preparation 1-9
Yehoshua - Furtive Patach
1:1 וַיְהִ֗י אַחֲרֵ֛י מ֥וֹת מֹשֶׁ֖ה עֶ֣בֶד יְהוָ֑ה וַיֹּ֤אמֶר יְהוָה֙ אֶל־יְהוֹשֻׁ֣עַ בִּן־נ֔וּן מְשָׁרֵ֥ת מֹשֶׁ֖ה לֵאמֹֽר׃
Vayhi acharei mot Mosheh eved Adonai (יהוה) vayomer Adonai (יהוה) el-Yehoshua Bin-Nun mesharet Mosheh lemor.
Now after the death of Mosheh the eved of ADONAI (יהוה) it came to pass, that ADONAI (יהוה) spoke to Yehoshua Ben Nun, Mosheh' minister, saying,
1:2 Mosheh my avedi is dead; now therefore arise, go over this Yarden, you, and all this people, to the eretz which I do give to them, [even] to the Benai Yisrael.
1:3 Every place that the sole of your foot shall tread upon, that have I given to you, as I said to Mosheh.
1:4 From the midbar and this Levanon even to the great river, the river Euphrates, all the eretz of the Hittites, and to the great sea toward the going down of the sun, shall be your coast.
1:5 There shall not any man be able to stand before thee all the days of your life: as I was with Mosheh, [so] I will be with thee: I will not fail thee, nor forsake thee.
1:6 Be strong and courageous: for to this people shall you divide for an inheritance the eretz, which I sware to their fathers to give them.
1:7 Only be you strong and very courageous, that you may observe to do according to all the Torah, which Mosheh my eved commanded thee: turn not from it [to] the yamin or [to] the left, that you mayest prosper whithersoever you goest.
1:8 This sefer ha Torah shall not depart out of your mouth; but you shall meditate therein day and night, that you may observe to do according to all that is written therein: for then you shall make your way prosperous, and then you shall have good success.
1:9 Have not I commanded thee? Be strong and of a good courage; be not afraid, neither be you dismayed: for ADONAI (יהוה) Eloheicha [is] with thee whithersoever you goest.
1:10 Then Yehoshua commanded the officers of the people, saying,
1:11 Pass through the host, and command the people, saying, Prepare your provision food; for within three days you shall pass over this Yarden, to go in to possess the eretz, which ADONAI (יהוה) Eloheichem gives you to possess it.
1:12 And to the Reuvenites, and to the Gadites, and to half the tribe of Menasheh, spoke Yehoshua, saying,
1:13 Zakar Dvar which Mosheh the eved ADONAI (יהוה) commanded you, saying, ADONAI (יהוה) Eloheichem has given you rest (nuach), and has given you this eretz.
1:14 Your wives, your little ones, and your cattle, shall remain in the eretz which Mosheh gave you on this side Yarden; but you shall pass before your brethren armed, all the mighty men of valour, and help them;
1:15 Until ADONAI (יהוה) have given your brethren rest, as [he has given] you, and they also have possessed the eretz which ADONAI (יהוה) Eloheichem gives them: then you shall return to the eretz of your possession, and enjoy it, which Mosheh ADONAI (יהוה)'S eved gave you on this side Yarden toward the sunrising.
1:16 And they answered Yehoshua, saying, All that you commandest us we will do, and whithersoever you sendest us, we will go.
1:17 According as we listened to Mosheh in all things, so will we listen to thee: only ADONAI (יהוה) Eloheicha be with thee, as he was with Mosheh.
1:18 Whosoever [he be] that does rebel against your commandment, and will not listen to your Divrei in all that you commandest him, he shall be put to death: only be strong and of a good courage.
Go to Index page
The Sefer Y'hoshua (ספר יהושע) is the sixth book in the Tenakh. This book stands as the first in the Former (or First) Neviim covering the history of Israel from the possession of the Promised Land to the Babylonian Captivity.
Yehoshua was the prominent tribe of Efrayim. His name was originally Hoshea (salvation) but Mosheh changed it to Yehoshua meaning Yah is Salvation (Badmibar 13:8,16). He was the eved Mosheh and of EL (Yehoshua 1:1, 5:14).
Jewish tradition ascribes authorship of the sefer Yehoshua. The Talmud states that the book was written by Yehoshua except for the last verses (24:29-33) which were added by Phinehas ha Kohen.
Certainly, the author writes as an eyewitness to the accounts described, occasionally using first person pronouns (for instance, in Yehoshua 5:1), although Yehoshua himself is usually described in the third person. Some sections, however (eg. 5:9, 7:26, 24:29-33) could only have been added after his death (probably by Eleazar ha Kohen or his son Phinehas).
More recently, the authorship of the book of Yehoshua has come under dispute. Two possibilities have been suggested for the authorship of the book:
Conservative scholars argue that the majority of the book of Yehoshua was written at the time of the Israelite invasion (the fifteenth century or twelfth century BC), by a contemporary of Yehoshua and an eyewitness of the events that occurred.
Excursus on the Cities of Refuge
Map of the conquest and settlement


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'Martian Chronicles' inspire McCain to put a man on Mars
During a town hall campaign event in Lake Buena Vista, FL, John McCain said that Ray Bradbury's classic science-fiction story series The Martian Chronicles inspired him to consider a manned mission to Mars.
After warning that Russia and China are encroaching on America's waning dominance of "space business," McCain mentioned Bradbury.
"As a very young boy, I was intrigued by and read Ray Bradbury, and my favorite ... is The Martian Chronicles," said McCain. "I am intrigued by a man on Mars and I think it would excite the imagination of the American people."
Bradbury's series depicted human refugees from Earth colonizing the Red Planet and the ensuing strife in dealing with its native inhabitants.
This video is from CNN.com, broadcast June 5, 2008.
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12-Input Field Production Mixer with 16-Track Recorder & Automixing
The 688 combines performance, reliability, and integrity of sound quality, to help production sound engineers thrive on even the most complex productions. With its multi-channel mixer, two powerful auto mixers (Dugan and MixAssist™), and integrated 16-track recorder, the 688 was designed with high-demand versatility in mind. Vertical meter displays, improved menus, and the ability to save custom configurations make live monitoring and on-the-fly adjustments simple and quick. Its portability, durability, and impressive feature set, make it capable of fitting into any production scenario, from bag to cart-based workflows.
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The 688 has six high-bandwidth mic/line inputs on XLR connectors, each complete with phantom power, high-pass filter, analog input limiter and variable pan. Six additional line-level inputs on TA3 connectors offer flexibility for more complex productions.
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All inputs are assignable, pre- or post-fade to its eight output buses, left/right plus Aux 1-6. The 688 can send its main left/right mix to three cameras simultaneously via transformer-balanced XLR and Hirose outputs.
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In keeping with Sound Devices' commitment to giving production sound mixers the tools they need to help them mix in increasingly complex production settings, the inclusion of the Dugan Speech System™, along with Sound Devices' MixAssist™, makes the 688 the 'go-to' automixing tool for field production applications. Automatic mixing is widely used in broadcast television applications, in dialogue recording for TV and motion picture production, and in house of worship (HOW) applications. It also is a good choice for teleconferencing, video trucks, and theater applications with multiple wireless microphones on stage. Dugan automixing takes over the nerve-wracking job of cueing mics in and out, freeing up the location recordist to pay more attention to the artistic balance.
MixAssist automatically attenuates the level of inputs that are not active and helps maintain consistent background sound levels regardless of the number of open microphones. Comb filtering and phasing artifacts are also reduced when multiple mics pick up the same sound source by inteligently attenuating redundant mics. The end user can define the amount of off-attenuation MixAssist uses.
The 688 offers 16-track, polyphonic or monophonic broadcast WAV file recording to SD and CompactFlash cards. All common sampling rates are supported, including 192 kHz on up to six tracks. The memory cards can be set independently, recording either identical material for real-time backup, or combinations of WAV and MP3 files.
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The 688 features a world renowned Ambient™ timecode generator and reader supporting all common rates and modes. A helpful time code compare utility shows the difference between internal and external timecode. The 688 also generates sound reports and supports extensive metadata, via the front panel or attached USB keyboard.


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I've loved Juliet Marillier since reading Daughter of the Forest. She's one of my bucket list authors that I hope to read, or at least attempt to read, all of her works. She has such an amazing way with weaving a tale, of creating emotions and atmosphere. Her books all feel a little bit like magic. I seriously love her style. So, when I discovered that she had written a re-telling of Beauty and the Beast it immediately went on my TBR list. Unfortunately, I have way too many books on that list with not enough time to read them (book reader problems, am I right?) so it waited patiently for me for 2+ years to get around to it. This past weekend, we had no plans so it was the perfect opportunity to cozy up to a book and spend the weekend reading.
"But hope is such a tenuous quality. To feel it and then to be denied what one most longs for…Better, surely, not to hope at all, than to open the heart to a hope that is impossible."
Heart's Blood maintains the feeling of what I consider the classic telling of Beauty and the Beast, having derelict castle whose curse encompasses all those who live within its borders, including its "beastly" master. But as with all her works, Mrs. Marillier was able to add her own spin to the story. Caitrin, our young protagonist, is the on the run from her wicked aunt and cousin. After the death of her father, the two of them swooped in like greedy vultures and claimed inheritance to the estate. Lost in her own grief, Caitrin was in no position to defend herself against them. She suffered at their hands, both mentally and physically, for nearly a year before finally finding the courage to get away. Her escape led her to Whistling Tor, with a village surrounded by a formidable barrier, with tales of a forest filled with whispers and manifestations, and with a warped and twisted chieftain who ruled over it all. Despite the warnings from the villagers, Caitrin gains employment as a scribe at the castle, home to an interesting array of characters, from the gnome-like Olcan and his giant dog Fianchu, to the austere lady but not quite Lady Muirne, to the bickering Rioghan and Brother Eichri, and at the heart of it all, Lord Anluan, the misshapen master. It doesn't take long for Caitrin to realize there is more to the story than just superstitious gossip and as she grows closer to this family of oddities, she knows that she must do everything in her power to help them.
"Patterns could be broken; paths could be changed. All it took was courage."
And hope. That's really what this story is about. It's the hope that we can control our futures, that there is, even in the darkest of times, a way back into the light.
I loved the supporting cast, including the host. Give me a good, haunted, creepy forest any day. I also really like the way the relationship between the castle inhabitants and the village was handled in the end, that they come together to fight a common enemy versus becoming the enemy to one another.
I think there were a few things that she left open, such as Olcan and his back-story (which hints at a fae ancestry though it is never expounded upon) as well as the history of the mirrors, which could have been explained a little more fully. Especially the mirrors. What's the origin? Did Nechtan really create them all? And to what purpose? And one mirror is a little different from the rest. Why?
I also found Anluan sending Caitrin away a little messy. If he really wanted her to leave and believe he did not want her, why send what he did with her? It doesn't make sense. And the real reason behind the banishment seemed a little bit immature. It just didn't quite click for me. Plus, the "bad guy" reveal was definitely no shocker. I knew almost from the onset who it was.
However, I don't read her works to be shocked, I read her works to be swept up in the characters stories and their emotions. Did she deliver here? Yes and no.Like I said, I loved the secondary cast, but I felt a little ambivalent when it came to Anluan and Caitrin. Don't get me wrong, I always want the beast to end up with the beauty (or to end up with another beast, so long as he's happy), but I found them both to be a little flat, a little dull, a little bit boring.
So where does that leave me? I loved the setting, the atmosphere, and the secondary characters. I liked the story well enough, though the two main characters were a little on the meh side. I'm not disappointed, per se, but I do think there was something lacking. I'm giving it 3.5 stars, but I'm rounding it up to 4. Bam.


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Soi Vegas has been competely demolished. Every venue listed here is now closed.
Soi Vegas is the first of the side streets to split off Bangla Road from the Rat-U-Thit Road side, closest to Jungceylon Shopping Mall. It is home to a mix of mostly adult attractions, and is sometimes known as Soi Happy. The street itself, being rather dimly lit, looks quite dark and gloomy. What lights there are consist mostly of the neon frontages of go-go and beer bars, including Money Night A Go Go along the right-hand side (if you're entering from Bangla Road). It's quite an extreme venue and the drinks prices are similarly high and known to vary from night to night. If you question the price with service staff (politely), they might give you a 'special' discount.
- Phuket FantaSea Cultural Theme Park
- Phi Phi Islands Tour with Express Boat
- James Bond Island Full-Day Tour via Big Boat
- Coral & Racha Islands Full-Day Tour
- Whitewater Rafting & 4-Wheel-Drive Adventure
- Sea Kayaking at Ang Thong Marine Park
- Flying Hanuman Ziplining Experience
- Canoeing Excursion in Phang Nga Bay with Thai Buffet Lunch
- Introduction to City Tour
- John Gray's Cave Canoeing Tour in Phang Nga Bay
Along the opposite side of Soi Vegas, you will mostly see the back entrances of the bars along Soi Tiger. This includes, at the very end of the 60-metre street, the Cocktails & Dreams ladyboy bar. As the venue boasts a free cabaret show, it is not that unusual to see one or two of the dancers in their full, feathery regalia, waiting for their turn on stage.
Other notable attractions to be found in Soi Vegas include a guesthouse, a hairdressers and public toilets, which cost about 10 baht to use. There is also a building which often hosts short-lived nightclubs. In recent years, it has been Newaves, Flaunt and Belvedere Luxury Club. While generally good clubs, they all suffered from being somewhat out of the way and harder to find than their more established and more famous competitors.
Soi Vegas
- Location: Near the Rat-U-Thit Road end of Bangla Road, Patong
Bangla Road (updated)
Soi Bangla awakens when the sun sets. That's when Patong's liveliest party zone becomes closed to traffic and ready for Read More...
Soi Sea Dragon
Soi Sea Dragon is the hottest street in Patong's nightlife scene. Upgraded in 2012 by the addition of a lofty roof – Read More...
Soi Crocodile
Located between Soi Gonzo (Aussie Bar) and Soi Eric, Soi Crocodile is flanked by colourfully named beer bars such as 'No Read More...
Soi Vegas
Soi Vegas is home to some of Bangla Road's more infamous attractions, including a popular ladyboy bar and the renowned Read More...
Soi Gonzo
Soi Gonzo is one of the streets situated on Bangla Road in Patong Beach. You can't miss its entrance as it is framed by Read More...
Soi Freedom (formerly Soi Eric)
A long and narrow gauntlet of cookie-cutter beer bars, Soi Freedom is a fun and lively place to find cheap drinks and Read More...
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A great, cheap taste of local Thai and international cuisine just off Bangla Road, you can be absolutely assured of the Read More...


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2002 BMW 5 Series 530iA 4dr Sdn 5-Spd Auto
Dealership Information
Broadway Cars LLC
1972 Central Ave
Albany, NY 12205
Financing for everyone! Apply online at BroadwayCarsLLC.com. Call us at 518-713-4845 today to schedule your test drive or visit us at 1972 Central Ave, Albany NY 12205
Financing for everyone! Apply online at BroadwayCarsLLC.com. Call us at 518-713-4845 today to schedule your test drive or visit us at 1972 Central Ave, Albany NY 12205
- 3-memory settings for driver seat position
- 3-point safety belts w/front automatic height adjusters
- 3.0L (183) DOHC 24-valve I6 engine w/variable valve timing
- 4-function on-board computer w/LCD & check control vehicle monitoring system w/pictogram display
- 4-link integral rear suspension
- 4-wheel ventilated disc brakes w/Dynamic Brake Control
- Adaptive transmission control
- aluminum control arms
- anti-trapping pinch protection & retained accessory pwr
- Automatic fuel cut-off (triggered by airbag deployment)
- Automatic locking safety belt device for child seat w/tether anchor restraint
- Battery safety terminal
- Child safety rear door locks
- Coded driveaway protection (prevents engine from starting without proper key)
- Courtesy lights w/theater-dimming feature
- Crash sensor automatically turn on hazard/interior lights & unlock doors
- Digital motor electronics system
- digital odometer & trip odometer
- Direct ignition system
- Double-pivot strut-type front suspension w/coil springs
- Driver & front passenger airbag supplemental restraint system (SRS) w/dual stage
- Drop-down tool kit in trunk
- Dual body-color pwr heated mirrors w/reverse gear activated passenger mirror auto-tilt-down
- Dual front cup holders & coin holder
- Dual illuminated visor vanity mirrors
- dual-threshold deployment sensors
- Engine-speed-sensitive pwr rack & pinion steering
- Exterior temp display w/audio freeze warning
- Front door-mounted side-impact airbags
- Front dual zone automatic climate control w/micro-filter-inc: automatic recirculation
- Front map/rear reading lights
- front tensioners & force limiters
- Front/rear door storage compartments
- Front/rear stabilizer bars
- Full-size spare tire w/alloy wheel
- Fully carpeted trunk w/luggage straps
- Glovebox w/rechargeable take-out flash light
- Halogen fog lights
- Halogen headlights free form low beams
- Heated driver door lock cylinder
- Instrumentation-inc: elect analog speedometer
- Leather-wrapped hand brake boot/grip & shift boot
- Pre-wiring for CD changer/cellular phone
- Pwr windows-inc: 1-touch open/close
- Rear wheel drive
- Rear window defroster
- residual/rest heat features & max A/C button
- safety belt height
- Service interval indicator w/miles-to-service readout
- Side-impact interlocking door anchoring system
- steering wheel & exterior mirrors
- Tachometer
- Twin-tube gas pressure shock absorbers


text:
Herbs And Some Meds Don't Mix
July 18, 2019
Herbal remedies may be used to treat symptoms of many conditions and can often be a viable tool in an overall health plan. But there is a dearth of research evaluating the use of herbal medicines, particularly in clinical trial. However, The Mayo Clinic says about one-half of adults in the United States reports having used at least one dietary supplement in the previous month, though research indicates that only about 34 percent of people who take herbal supplements tell their doctors about it, even those who are taking a prescription medication.
Just because a substance is naturally deriv...
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text: This annual event has a great reputation, bringing people from near and far. There are numerous stalls selling hand-crafts, home-made delicacies, pre-loved items, delicious Devonshire teas, Pancakes, BBQs, plants, fresh produce, and floral arrangements. It offers something for special for mum and something for the whole family. Local entertainment throughout the morning is provided by Emmanual Anglican College Junior band, soloists, dance and gymnastic groups. Other activities include face painting, jumping castle and the local Fire Brigade. Come along for a fun morning.


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Revision Skincare Nectifirm Advanced
Revision Skincare Nectifirm Advanced 1.7 oz
The first ever age-defying neck product to harness the power of the Microbiome. Nectifirm Advanced treats the signs of aging on the neck and decollete—the perfect compliment to Kybella.
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- Smooths and lessen the appearance of lines and wrinkles
- Enhances skin's own antioxidant system
- Help skin appear firmer and lifted
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Enhanced alerting capabilities
PQ Systems' SQCpack is a real-time statistical process control (SPC) solution that enables informed decision making and improves quality results. Alerting capabilities have been enhanced by an expanded notification approach that renders immediate access to critical information. Alerts can be generated by data entered in SQCpack or from virtually any data source. Additional messaging capabilities provide SQCpack users with the ability make information immediately available for effective decision making.
SQCpack is an SPC solution for helping organizations use the power of data analysis to reduce variability, enhance productivity and improve profitability.
www.pqsystems.com | 800-777-3020
Explosion-proof spot cooling
Larson Electronics has released a hazardous location fan with a pedestal base, designed to cool hazardous atmospheres. The EPF-SM-24-150 fan is rated for use in hazardous locations with flammable or explosive vapors, gas or dusts such as industrial sites, oil and gas facilities, processing plants, construction, aerospace facilities and indoor/outdoor cooling systems.
This pedestal mounted fan is equipped with a 150-foot 16/3 SOOW cable and an explosion-proof plug for safe power source connection. Although no fan can be 100% explosion proof, this pedestal mount fan is engineered with a robust and rugged design that minimizes the possibility of ignition or explosion that may occur in a hazardous environment.
These special safety features include non-spark aluminum fan blades with powder-coated steel fan guards, and a thermally protected maintenance free ½ HP motor that provides great corrosion resistance and a high degree of durability.
www.larsonelectronics.com | 800-369-6671
Angle encoders
Modules for measuring accuracy
Heidenhain has developed angle encoder modules for measuring accuracy. They combine angle encoders and high-precision bearings, making them an alternative to air-bearing axes regarding reproducible guideway accuracy. The angle encoder modules with integrated drive motor are compact and characterized by their high degree of measuring accuracy and a bearing with high guideway accuracy and high rigidity. The low and consistent friction torque permits steady rotary motion.
The combination with a special torque motor enables smooth motion control. Neither disruptive detent torques nor radial forces impair the high guideway accuracy of the bearing. By integrating the motor component in the angle encoder module, Heidenhain has developed a particularly compact system with a low overall height and high rigidity.
www.heidenhain.us | 847-884-4761
Lightweight measurements for high-volume applications
Micro-Measurements has introduced a range of miniature, lightweight hybrid sensors, offering force, displacement, pressure, strain and acceleration measurements within high-volume original equipment manufacturers and test applications.
The design of the hybrid sensor range incorporates foil strain gages, adhesively bonded to flat substrates, constructed of either metal, composite or polymer.
The hybrid sensors can support high-volume automotive testing, non-critical medical devices, educational research and industrial requirements. Typical consumer product applications include appliances, sporting equipment, hand tools, and lawn and garden equipment.
www.micro-measurements.com | www.vpgsensors.com
Spot welders
Two ultrasonic welders offered
Sonobond has released two ultrasonic spot welder models that join multiple layers of foils to tabs or terminals, and accommodate battery pouch assembly and HV termination welding. The SonoWeld 1600 and Dual Head Spot (DHS) welders join foils as thin as seven microns without tearing.
The SonoWeld 1600 unit outputs 1,500 to 2,500 watts of power to join non-ferrous similar or dissimilar metal assemblies, including copper to aluminum, and multiple layers of foils to tabs and terminals for lithium-ion and NiMH battery assembly.
The DHS welder features two ultrasonic welding heads—one on either side of the welding area for increased welding capacity. The DHS welder also attaches wires to terminals; welds non-ferrous sheet metal, including aluminum, up to 3 mm thick; and accommodates lightly tinned or oxidized wires.
Both Sonobond ultrasonic spot welders have built-in, microprocessor-controlled systems that allow automatic frequency control, overload protection, and storage and recall of up to 250 protocols. Digital displays permit selection of welding modes by time, energy or height.
www.sonobondultrasonics.com | 800-323-1269
Advanced motion system
ETEL's ZAO force-controlled actuator is suited for applications such as semiconductor pick and place, die bonding and probing machines. The ZAO is a 30-mm travel actuator featuring a frictionless bearing arrangement and a light moving mass, ensuring low and repeatable force application, as well as low force overshoot at impact on a contact surface.
ZAO addresses the semiconductor back-end and electronics challenges driven by the new advanced packaging technologies and materials, specifically ensuring the integrity of fragile component or target substrates without compromising the machine throughput.
www.etelusa.com | 847-755-5569
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Description:The Madhyandin Yajurveda, opens, in the very first chapter, explaining the ritual Yajna of Darsha Paurnamas, that is, the Yajnas performed during the new moon (Darsha), and the full moon (Paurnamasa). These yajnas were performed every new moon and full moon day.
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Have your say on cuts to Public Health Grant
Your Views on Cuts To Balance The Reduction In The Public Health Grant For 2019/20
Lewisham Council receives a Public Health Grant from the Department of Health to meet these responsibilities. In Lewisham the grant is £24,325,000 for 2018/19.
For 2019/20 the government has cut Lewisham's public health grant by £642,000 and the council want to know what you think about our plans.
There are proposals to balance the cuts that have been developed by the Lewisham Public Health team led by Dr Danny Ruta, Lewisham Director of Public Health.
A process of prioritisation led by Dr Ruta was then undertaken to identify in order the cuts with the lowest impact.
These cuts will mean service reductions, and this survey is looking for your views to inform how they are implemented.
This survey closes on 7th November 2018.


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Artz, B. M., Goodall, A. H. and Oswald, A. J. (2018). Do Women Ask?. Industrial Relations: A Journal of Economy and Society, doi: 10.1111/irel.12214
Females typically earn less than males. The reasons are not fully understood. This paper reexamines the idea that women 'don't ask', which potentially assigns part of the responsibility for the gender pay gap on to female behavior. Such an account cannot readily be tested with standard data sets. This paper is the first to be able to use matched employer-employee data in which workers are questioned about their asking behaviour. It concludes that males and females ask equally often for promotions and raises. The paper's empirical results suggest, however, that while women do now ask they 'don't get'.
|Publication Type:
|Additional Information:
|This is the peer reviewed version of the following article: Goodall, A. H., Artz, B. M. & Oswald, A. J. (2018). Do Women Ask?. Industrial Relations: A Journal of Economy and Society, which is published in final form at https://doi.org/10.1111/irel.12214. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Self-Archiving.
|Publisher Keywords:
|matched employer-employee data; female discrimination; wages; gender
|Cass Business School > Management
- Accepted Version
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Daily Chef Creamy Kale and Spinach Twist (30 oz., 25-27 ct.)
Product Details
About this item
- Approximately 25–27 handmade appetizers
- 2 packets of jalapeno ranch dipping sauce
- Ready in just 13 minutes
Daily Chef's Creamy Kale and Spinach Twists are made by hand with premium ingredients. In each, you'll find fresh kale and spinach are blended with cream cheese, monterey jack, mozzarella, and romano cheeses, jalapenos, onions and green chilies in a crispy wrapper.
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Philippine Airlines (PAL) is to introduce a new low-cost product, called PAL EconoLight Class.
The class will be aimed at the budget-travel segment, on all its domestic jet routes as well as selected short-range Asian routes from November 10
EconoLight seats on these flights will be priced lower by up to 93 percent compared with regular Fiesta Class (economy) fares.
Unlike regular Fiesta Class seats, passengers will not have snacks although water will be available upon request on domestic flights. On the international sectors, unlimited non-alcoholic beverages, will be served with peanuts.
Baggage allowance will be 15 kilograms each.
PAL EconoLight Class will be offered on PAL flights between Manila and Bacolod, Butuan, Cagayan de Oro, Cebu, Cotabato, Davao, Dipolog, Dumaguete, General Santos, Iloilo, Kalibo, Laoag, Legazpi, Puerto Princesa, Roxas, Tacloban, Tagbilaran and Zamboanga.
EconoLight Class is not available on routes served by PAL Express.
Asian routes cover flights between Manila and Bangkok, Beijing, Ho Chi Minh, Hong Kong, Jakarta, Macau, Shanghai, Singapore and Taipei.
One-way fares starting at P488 (S$10.15), inclusive of all fees and surcharges, are available on domestic flights. International round-trip fares start at US$48, excluding surcharges.


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InvestLanka group of companies is a reliable business partner for foreign investors in the Sri Lanka Republic. Company is managing a portfolio of clients from CIS, EU and Israel.
InvestLanka company offers a wide spectrum of services to legal entities and individuals, planning to participate or already involved in commercial or investment activities in the republic of Sri Lanka.
Why Sri Lanka?
Sri Lanka — a country in South Asia with a vibrant economy and a stable political system. Country has signed an agreement establishing free trade zone with the major states in the region. Local commercial regulations and requirements are based on English law. The country has an independent judiciary system and security of foreign investments is guaranteed by Sri Lankan constitution. Ownership and assets control are allowed for foreigners in most sectors of the national economy. Tax and customs duties reductions are provided, as well as 100% repatriation of profits.
up to 10 yearsof tax holidays
+20%of tourism growth
+7%of economy growth
InvestLanka prepares and implements projects of any complexity in the various branches of the Sri Lankan economy, providing the necessary competence and best business practices.Creating a new business opportunities or an acquisition of the existing ones, full control or syndicated investments, structuration and legal support, selection of the required management, project sales or control over the operations of enterprises all individually customized and configured to customers' preferences.
InvestLanka — a team of professionals, each of whom brings their own unique skills and experience of successful business projects and transactions in different industries and different countries.
InvestLanka team works with the promising companies in the most dynamic segments of the Sri Lankan economy and develops projects of sustainable competitive enterprises from scratch — from generating investment ideas to operational management.
Combining a variety of cultures and complementary set of professional competencies with the general orientation toward commercial success and sustainability management, InvestLanka team is a highly competitive structure on the Sri Lankan market.


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Tuesday, October 30, 2018
Most employees must be paid overtime if they work over 40 hours per work week based on a federal law called the Fair Labor Standards Act (FLSA). Most states, including New Jersey, Pennsylvania, and New York have their own version of the FLSA, often providing benefits greater than federal law.
Under the FLSA, overtime should be no less than one and one-half times the employee's regular rate of pay. However, some employees are exempt from the Fair Labor Standards Act. These employees often do not receive overtime pay, but an employer can choose to pay for hours worked over a threshold amount if they so desire.
Thursday, September 27, 2018
Very few employers like to discipline employees for misconduct or poor performance. However, it may be necessary to do so to prompt workers to fulfill their job duties appropriately or behave in a specific way. Establishing a disciplinary policy long before you need it will clarify your expectations of employees and also help you minimize legal liability for wrongful termination or similar claims.
If you already have employees, establishing a disciplinary policy may be a response to unacceptable conduct you are currently experiencing. While your policy can be designed to specifically target those unwanted behaviors, common problems your disciplinary policy should address include at the very least:
Non-discrimination and improper treatment of other employees, customers, vendors, and visitors
Attendance (including absences, tardiness, leaving early, or taking breaks too frequently)
Harassment, including but not limited to sexual harassment
Confidentiality and protection of company confidential information
Performance expectations
Training Requirements
Equipment and material usage and waste
Alcohol or substance use on company property or on company business
Violence or threatening words or actions
Consider specific actions that "cross the line" in each of these areas.
Monday, December 11, 2017
Given the many high profile cases in the media over the past several months, it is crucial for any business to understand its responsibility to prevent sexual harassment in the workplace. However, most people do not know what constitutes sexual harassment. Some assume it applies only to behavior between people of the opposite sex. However, this is not true...sexual harassment can be found in same sex behavior.
Generally, sexual harassment is deemed to be a form of sex discrimination under Title VII of the Civil Rights of 1964 (Title VII), and most states have far stricter laws in place designed to prevent harassment.
There are two types of sexual harassment: quid pro quo ("this for that") and hostile work environment.
Hostile work environment - This involves an employee being subjected to a pattern of unwelcome conduct, such as comments or visual displays, that is severe or pervasive enough to create a distressing work environment and alter the conditions of employment.
Under federal law and most (but not all) state statutes, In order to have grounds for a claim the employee must demonstrate that he or she believed the conduct was offensive or hostile. It is also necessary to show that a reasonable person in the same position would believe the conduct was hostile. Finally, the employee must prove that he or she complained to a supervisor or someone else in a position of authority and that the employer failed to take action to stop the harassment.
Before filing a federal lawsuit, the employee must file a complaint with the Equal Employment Opportunity Commission (EEOC). This is referred to as "exhausting administrative remedies" and is required if the employee wants to avail him or herself of protections afforded by federal law. If the matter is not resolved at the EEOC level, a "right to sue" letter is issued and a civil lawsuit can then be filed.
State laws may differ. For example, in New Jersey under the Law Against Discrimination (LAD), an employee can file a sexual harassment lawsuit in state court without first filing a complaint with the New Jersey Division on Civil Rights. Attorneys often recommend doing so as the remedies available under the NJ LAD may be better than under federal law or the employer may not be covered by federal law because it has too few employees.
In short, all employees have a right to a workplace that is free from sexual harassment. It is crucial for any business to establish policies to prevent such conduct, and institute procedures to address any employee concerns. Ultimately sexual harassment is bad for business because it can create a toxic work environment that adversely impacts employee morale. Moreover, a lawsuit can not only lead to a costly settlement, but also damage a company's reputation.
If you believe you are the victim of sexual harassment or any form of discrimination on the basis of your gender, gender identity, or sexual orientation, do not wait and hope "it will go away" on its own. Contact an employment law firm, such as The Law Office of Randall P. Brett, to discuss your situation and what can be done.
If you are an employer, do not tolerate any form of harassment, whether sexual or not (including bullying). Contact an experienced employment law firm, such as The Law Office of Randall P. Brett, to review your policies and procedures and provide guidance regarding permissible supervisor behavior and management responsibilities.
Tuesday, March 28, 2017
Technology is a double-edged sword. It allows us to work remotely and to have greater flexibility as to where and when we work, but the freedom it affords can also be a burden. All the work that is being done outside of work hours is creating a compliance problem for many businesses.
Monday, February 27, 2017
There are a variety of state and federal laws that make it illegal for employers to discriminate based on certain characteristics when making decisions about hiring, terminating, promoting, demoting or compensating employees, or any other terms and conditions of employment. Employers are also barred from retaliating against employees who file a discrimination-related complaint or engage in other protected activities. While the laws vary from state to state, all employers have an obligation to adhere to the following federal laws.
Title VII of the Civil Rights Act of 1964
This law prohibits discrimination in the workplace based on race, color, national origin, religion and gender. Title VII also established the Equal Employment Opportunity Commission (EEOC), the government agency that is tasked with investigating employment discrimination claims. Before an employment discrimination lawsuit under federal law can be brought, it is necessary to file a claim with the EEOC. Title VII applies to employers with 15 or more employees.
Age Discrimination in Employment Act (ADEA)
The ADEA prohibits employers with 20 or more employees from discriminating against individuals who are 40 years or older and their age cannot be used as a factor in any employment decision.
The American with Disabilities Act (ADA)
The ADA prohibits employers with 15 or more employees from discriminating or harassing disabled employees and requires employers to make reasonable accommodations that will enable a qualified disabled worker to complete his or her job functions.
The Pregnancy Discrimination Act (PDA)
The PDA prohibits discrimination based on pregnancy regarding any aspect of employment in businesses with 15 or more employees. Women who are temporarily unable to perform their jobs due to pregnancy must be treated similarly to other temporarily disabled workers. The ADA may also protect a woman who suffers from a pregnancy related medical condition.
State and Local Laws
Most states and many municipalities have laws governing the treatment of employees. For example, The New Jersey Law Against Discrimination ("NJLAD") NJSA 10:5-1 prohibits employment discrimination based on race, creed, color, national origin, ancestry, age, marital status, familial status, sex or sexual orientation, atypical cellular or blood trait, generic information, or service in the armed forces. This law is considered "remedial legislation" and can provide relief beyond what federal law may permit.
An example of protection under municipal law is the New York City Human Rights Law, Title 8 of the Administrative Code of the City of New York. This law prohibits discrimination in New York City and provides relief in excess of what is required under New York State law. Individuals are protected from discrimination in many areas, based on a number of protected classes.
The Bottom Line
In sum, employers are prohibited from discriminating against employees and potential job candidates because of race, religion, sex, age, disability, pregnancy or national origin. Not only can violations lead to financial penalties, a discrimination lawsuit can damage a business' reputation. By engaging the services of an experienced employment law attorney, you can establish policies and procedures to ensure that your business is in compliance with these laws.
The Law Office of Randall P. Brett assists employers to avoid claims of discrimination and provide strong legal representation in court if needed. The firm also works with employees who have suffered discrimination to achieve just outcomes for their claims.
Tuesday, November 15, 2016
There is quote attributed to Samuel Goldwyn, a famous film producer in the early years of Hollywood, that goes "A verbal contract isn't worth the paper it's written on". While this is actually a misquote of what was really said, nevertheless it conveys a widespread misconception that verbal contracts are unenforceable. However, a contract made orally with another party, without embodying the particular terms in a signed writing, can still be valid and binding. Even so, any disagreement concerning the deal may pose multiple problems for both parties.
In order for the court to give a verbal contract legal effect, the terms of the deal will have to be demonstrated.
Tuesday, October 18, 2016
Hiring a new employee or training an existing staff member in new skills is a costly endeavor. Employers want to make sure that the money is well spent and the employee will not use the skills or knowledge of the employer's business to compete. Employers try to restrict employees from going to competitor and employees, of course, do not want to be limited to working for only one company especially if a better offer comes along or things do not work out with the employer. Employees also make an investment in their skills and capabilities, and may bring to the employer decades of knowledge of their industry, their profession, or customers. Each side has valuable rights and interests that need to be balanced. What often results is that the employer requires employees to sign a document that restricts who the employee can work for if he/she leaves the current employer.
While permitted in most states (California being a notable exception) Courts typically disfavor "covenants not to compete" or "non-compete agreements." Therefore, the terms and provisions of these contracts must not be overly restrictive of the employee. In order for a non-compete to be upheld, the document must "be reasonable in scope, geography, and time." It cannot last for years on end, or prevent the employee from working anywhere in the entire state or states. Likewise, an employer cannot prohibit an employee from working in a large variety of industries, especially if the restriction includes industries wholly unrelated to the employer's line of work.
Two other elements are analyzed by a court to determine the validity of a non-compete agreement: (1) there must be mutual consideration between both the employer and employee at the moment the contract is signed and (2) the non-competition agreement must protect "a legitimate business interest of the employer." Preventing a former employee from working for an employer's business rival, or preventing disclosure of trade secrets or personally identifiable information of important clientele, are typically considered justifiable business interests.
Non-compete agreements are generally implemented to protect a company's most important assets: its reputation and its confidential information. However, the terms protecting these assets cannot be overly broad or vague. Thus, in evaluating the "reasonableness" of a non-competition agreement, the court will conduct a "balancing test." This is a comparison of the employer's need to protect its "business interests" with the "burden that enforcement of the agreement would place on the employee."
The validity of non-compete agreements is decided on a case-by-case basis. The court will consider circumstances such as the length of time certain information will be kept confidential, and the company's reasons for limiting the employee's job search to a geographical area. If the court finds that the agreement serves a valid interest and does not exceed the range necessary to protect that interest, the entire agreement may be upheld. The agreement cannot prohibit the employee from earning a living or be against the public's interest (for example, it is in the public's interest to permit people to hire any attorney they wish to, so non-compete agreements are generally prohibited in law firms).
The court also has the option of doing away with overly intrusive terms in a non-compete, rather than invalidating the agreement entirely. In cases in which a non-compete is perceived by the court as punitive, unduly restricting an employee from obtaining employment, the agreement will not be upheld. A licensed attorney who specializes in employment law will be able to gauge the likelihood that a particular non-compete agreement will be enforceable.
The Law Office of Randall P. Brett assists employers and employees in navigating this important but difficult area of the law. Give us a call if you have questions about non-compete agreements or any other matter.
Monday, November 9, 2015
Frequently, I receive questions from my clients regarding whether an employee is permitted to take time off for a medical condition, for the birth of a child, or to care for a family member. I would like to give a definitive answer but, like most areas in the law, it all depends on the facts. Specifically, whether an employee is entitled to leave, how much, and must the employer pay for the leave time and hold the employee's job open for his or her return, depends on whether the employee is qualified for, and the employer covered by, a specific federal or state law. This piece will attempt to provide some information but as I have stated in previous postings, you should consult with your own attorney for guidance in your own situation.
The Family Medical Leave Act is a federal law that allows employees to take significant time off from work to take care of a loved one with an illness, medical problem or condition. The law does not require an employer to pay the employee for the time missed, but allows the employer to substitute accrued paid vacation/sick time for unpaid leave taken during the FMLA, meaning that the employee's leave cannot be extended beyond the statutory period by using his or her vacation time. The FMLA prohibits employers from enforcing any negative consequences against the employee for exercising his or her rights under the FMLA. These would include termination, cutting back on hours, reducing pay, or diminishing the employee's title or responsibilities.
The FMLA applies to businesses with more than 50 employees. To qualify, an employee must have worked for the employer for at least one year and must have worked at least 1250 hours in that year. The law allows the employee to take up to 12 non-consecutive weeks of unpaid leave a year to care for a spouse, parent or child who has a serious medical condition. There is special consideration given to family members caring for ill military service members. The parents, spouses, and children of these individuals are permitted to take up to 26 weeks off each year to care for their loved one.
The most common use of the law is to allow an employee to take time off work after a child is born, even though most would not call pregnancy a "serious medical condition." This is commonly referred to as maternity leave. Although it is not customarily exercised, fathers have an equal right to take time off to bond with their children after birth. The FMLA also allows new parents to take time off work immediately after an adoption. Some people use the Family Medical Leave Act to care for family members dealing with mental health issues, including dementia, addiction, or schizophrenia. The law covers any medical condition which require an overnight stay in the hospital, chronic conditions that require treatment at least twice a year, and conditions that incapacitate the affected person for more than three consecutive days.
Many states (New Jersey is one example) have their own versions of the FMLA. Some cover the same categories of leave as the FMLA but others do not. For example, New Jersey's Family Leave Act (FLA) does not cover leave for one's own illness or medical condition. However, a qualified employee working for a covered employer is entitled to take the greater of the benefits granted either by the FMLA or their state law. In some instances, the employee can enjoy the benefits of BOTH leaves, which would give the employee additional time off than would be permitted by either the FMLA or the state law by itself.
Wednesday, June 10, 2015
It may seem unfair, but an employer can fire an "at-will" employee at any time, without good cause – or even without any cause at all. It is a bitter pill, and one that many American workers must swallow. Under the law, you are generally deemed to be employed at-will, unless you can prove otherwise.
Workers who are employed at-will can be fired for no reason, but they cannot be fired for a bad reason. Some reasons are illegal under federal or state law, exceptions to the general doctrine of at-will employment. For example, you cannot be fired for complaining about discrimination, harassment, or safety violations in the workplace, or for complaining about illegal activity. The majority of employers are subject to anti-discrimination laws and cannot fire you based on certain characteristics, such as gender, race or religion. Similarly, you cannot be fired because you have exercised a legal right, such as taking time off for family and medical leave, military service, jury duty, or voting in an election.
Many employers take steps to ensure that the at-will nature of the employment is clearly established and agreed-to by all parties. This is typically spelled out in employment applications and contracts, employee policy and procedure manuals, and may be described as "at-will employment" or simply contain statements that you can be terminated at any time "without cause" or "for any reason."
Still others have implemented written policies that protect their employees against being fired without good cause, and specify the reasons for which an employee can be terminated. If your employer has adopted such a policy, you are entitled to those protections. Likewise, if you have signed an employment contract guaranteeing you job security, your employment is not at-will and you are entitled to the protections contained in the written agreement.
Should you sign an at-will employment agreement? Courts have generally held that an employee can be terminated, or not hired, for refusing or failing to sign an at-will employment agreement. While you are not technically required to sign the agreement, if you want to get hired or keep your job, it may be in your best interest to sign the agreement.
Nevertheless, if the at-will agreement contradicts what your employer previously promised you, you may want to think twice about signing on the dotted line. If you relied on the employer's promises of job security when you accepted the position, you should consult an attorney before signing an at-will agreement. Courts will presume the signed at-will agreement controls your employment, regardless of any prior statements to the contrary.
Just because you sign the at-will agreement does not mean your employer will use it to fire you without cause. There is little to be gained in terminating a productive employee, and most employers will attempt to work with you to resolve any issues. Ultimately, the best way to avoid the perils of at-will employment is to be an outstanding employee. Delivering exceptional job performance is good for the company's bottom line – and your own.
Monday, February 16, 2015
An employee handbook is an instrument that is widely used by employers to communicate their expectations and policies to employees. There are many reasons to develop and distribute an employee handbook. These written documents enable employers to clearly outline what is expected from employees and what employees can expect from the employer. In the event of a dispute with an employee or when a claim is made with a government agency, the handbook can be invaluable in protecting employer's position.
When drafting an employee handbook, certain information should be included. This includes:
Wages, Salaries and Other Compensation
An employee handbook should cover how and when employees will be paid. It should also note how time worked it to be recorded, what taxes will be taken out and explain overtime policies.
This document should also cover daily schedules. It should note hours to be worked, breaks, attendance, lateness, how to request time off and whether employees are entitled to paid time off and when.
An employee handbook can also be used to give employees information about benefits. It should cover what benefits are offered and how employees can qualify for them.
Employee Conduct
This manual should also be used to let your employees know how they are expected to act while at work. It should also detail the dress code, if one exists. You might also want to include guidelines for behavior in common situations.
Disciplinary Matters
An employee handbook should always include a section on employee discipline in the event that an employee should violate company rules or guidelines. This section should detail any disciplinary system that is in place, and, if one is not in place, explain that matters will be handled on a case by case basis.
Safety Concerns
Your employee handbook should also cover how to respond to any and all foreseeable safety concerns. These might include safety issues relating to work conditions, employee disputes and inclement weather.
Employment Discrimination/ Sexual Harassment
Employment discrimination and sexual harassment in the workplace are real issues that can cost businesses a great deal of money. By including your company's firm stance on these matter and explaining that neither will be tolerated might help you avoid conflicts in the future. Employee handbooks differ greatly depending on business structure, size and even the industry in which it operates. Some manuals are just a few pages whereas others may be dozens. In order to create a comprehensive employee handbook and ensure maximum protection for your business, you should consult with a business or employment law attorney to advise you on these matters.
Monday, February 9, 2015
Many employers require their employees to sign agreements which contain covenants not to compete with the company. The enforceability of these restrictive provisions varies from state-to-state and depends on a variety of factors. A former employee who violates an enforceable non-compete agreement may be ordered to cease competitive activity and pay damages to the former employer. In other covenants, the restrictions may be deemed too restrictive and an undue restraint of trade.
A covenant not to compete is a promise by an employee that he or she will not compete with his or her employer for a specified period of time and/or within a particular geographic location. It may be contained within an employment agreement, or may be a separate contract. Agreements which prevent employees from competing with the employer while employed are enforceable in every jurisdiction. However, agreements which affect an employee's conduct after employment termination are subject to stricter requirements regarding "reasonableness," and are generally disallowed in some states, such as California which has enacted statutes against such agreements except in very narrow circumstances.
Even in states where such covenants are enforceable, courts generally disfavor them because they are anti-competitive. Nevertheless, such agreements will be enforced if the former employer can demonstrate the following:
Under the principles of contract law, all agreements must be supported by consideration in order to be enforceable. The employee signing the covenant not to compete must receive something of value in exchange for making the promise. If the agreement is signed prior to employment, the employment itself constitutes consideration. If, however, the agreement is signed after employment commences, the employee must receive something else of value in exchange for the agreement to be enforceable.
Legitimate Business Interest
Legitimate business interests can include protecting and preserving confidential information (trade secrets) and customer relationships. Most states recognize an employer's right to prevent an employee from taking advantage of information acquired or relationships developed as a result of the employment arrangement, in order to later compete against the employer.
Based on the circumstances, a covenant must be reasonably necessary. If the covenant is overly broad, or unduly burdensome on the employee, the court may refuse to enforce the agreement. Therefore, the covenant must be reasonable in both duration and scope. If a covenant is overly broad, the court may narrow its scope or duration and enforce it accordingly. But if a covenant is so broad that is clearly was designed to prevent lawful competition, as opposed to protecting legitimate business interests, the court may strike down the agreement in its entirety.
To enforce a covenant not to compete, the employer can file a court action seeking an injunction against the employee's continued violations of the agreement. The company can also seek monetary damages to cover losses resulting from the employee's breach.
Previous Posts
Fiduciary Responsibilities and Your Business
Quick FAQs: Overtime Laws and Exempt Employees
An Overview of Foundational Corporate Documents
3 Must-Ask Questions if You Are Considering Buying a Business
Developing A Disciplinary Policy as an Employer
Negotiating a Commercial Lease; What to Look For.
Caution: Sexual Harassment in the Workplace -
Franchise Agreements - What, Why & How
Negative Online Reviews - Do They Constitute Business Defamation?
Why Your Business Needs an Email Policy.
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It really sucks when someone bluntly tells you that you aren't part of the group. I had this happen yesterday when someone didn't like a piece I wrote and told me that I was not part of their group because I didn't participate enough, nothing personal. Ha.
That person clearly doesn't read my blog, because I write about "their" issues quite a bit. I promote their specific group as well as the larger issues. I ferret out pertinent legislation and advocacy information which I then pass along. I try to stay on top of these issues, even when they aren't sexy enough to hit the radar of the advocacy groups. I participate in blog swarms on their issues because I believe in them and I believe they are undervalued in our community.
I do my part and I resent being isolated because I'm a non-traditional member.
Guess what? If we want the mainstream heteronormative society to accept "us" then we need to do a better job accepting each other.
I'm waiting for the apology.