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Firstly, this is a legacy system and I am not responsible for it's existence, just its maintenance and enhancement.
I have a large VB.NET app that generates a grid using label controls. The reason for using label controls rather than a datagrid is because the cells are of varying width both within a row and across rows, something Excel cannot directly do (yes, I could mess around with merge cells etc). On screen you see 40 'rows' (subject to screen res) and about 13 'columns', but could be far more, there could 1000+ data rows, even 10,000+ to display/scroll through.
Label controls are created as needed and recycled, when the user scrolls the controls are jiggled into their new positions, unused controls are hidden. Right-click menus and drag drop are used. The controls are hosted within a panel control which is in a tab page, there could be several such tab pages at once.
Scrolling is painfully slow, it can take 2-3s on a 8 core Xeon with fairly modern NVidia graphics. Using the VS 2010 profiler nearly all of the time in scrolling is spent setting the Left and Width property of the controls. As a test I compared a VB.NET app randomly moving 1000 labels to a C API app, the API app was twice as fast. This shows the bottleneck is not an inherent problem in Windows but .NET. I am not allowed to use the API however.
So far I have disabled redrawing using this http://dotnet.mvps.org/dotnet/faqs/?...rawing&lang=en and suspended the layout of the parent panel (which seems fairly ineffective).
If I were to go back to the drawing board, how could I generate the required layout and support right-click menus and drag drop and instant scrolling?
.NET apps cannot create more than 10,000 controls so creating everything up front is not a realistic option, tried that too.
Attached a censored screenshot showing the layout, clearer than my description.


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If your wardrobe is in need of some color, a visit to The Graceful Lily should be considered. Whether you're looking for formal, casual or club wear, Talia Lefavre brings her unique use of vibrant colors and intricate patterns to each style. Talia is also an artist, you can see some of her works displayed at her store, and that aspect of her shows in her design work. It's as if she is creating a work of art with the body as the canvas and the clothing being the medium.
This first sample of her work, above, is a combination of the Egyptian Top in Orange and Blue Quilted Pants sold separately. Aside from the top being a vivid and saturated hue, it is made more interesting by the stylized cutout of Egyptian style motifs. The wave-like pattern of the pants offers a nice contrast to the design of the top. The prim cuffs and thigh buckle add some attitude to this colorful ensemble. The top is also available in red, coffee and black, while the pants come in green and tan in addition to the blue seen here. This look is completed with Stiletto Moody Bitch Booties. Hair is GIRLO from ::69:: in Charcoal and the skin is Baiastice_D. Casting-Peach-make up18 BK.

subset: commoncrawl


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product group
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price GBP
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Persol Sunglasses
All the Way to the Top
"To be at the top, is still too far behind for us", announced Wolfgang Hoebel, staffer by profession in the world famous Hotel Adlon, once and with it he hit the nail of Carrera's philosphy right on the head.
For more than 60 years, Carrera has been one of the most important sporting goods manufacturers in the industry and the name stands for elegant design and innovation. What began with sports and ski goggles, quickly expanded into the areas of Carrera sunglasses and prescription eyewear. The result was an incomparable success story that founder Wilhelm Anger could never have imagined in his wildest dreams, when he began producing sunglasses in his Austrian factories in 1956.
The name of the brand derives from the Spanish word and means "racing", but has no relation to the iconic model of Porsche. Instead the company found its inspiration in what was probably the most dangerous race in the world at that time. The six-day Carrera Panamericana celebrated the completion of the Pan-American-Highway which also explains the close connection to motorsport.
A milestone for the eyewear manufacturer was the patenting of Optyl in 1964. The plastic has its great advantage in weight minimization. Optyl gains 20 percent over acetates and other thermoplastic materials, while adapting to the face of each individual wearer.
Six years later, the eyewear manufacturer expanded its spectacle range and entered into the production of ski goggles and helmets. The production focuses, above all, on safety issues and the inclusion of the latest technology, without turning away from their own inherent values. In 1974, the big breakthrough also came in this sector. Carrera completely turned the winter sports world upside down with the introduction of interchangeable lenses for ski goggles.
The steadily growing company reached its first zenith in 1981. Its own sales network spanned 16 countries, while Carrera sunglasses were already in the shop windows in 80 others. In 1987, the manufacturer opened up a new chapter and has since then been significantly more active in the world of sport. The America's Cup, the oldest and most famous sailing regatta, was only the beginning of Carrera's sponsorship. Over the years, the Carrera brand has played a role worldwide in one or another of the Olympic Games, Formula One, motorcycle racing and the great cycling tours like the TOUR de FRANCE, as well as on ski slopes and in ski jumping.
In the meantime, trend-setting changes have occurred throughout the entire enterprise. The Safilo Group, one of the market leaders in the field of luxury products in the optics sector, incorporated the hitherto independent company and moved the head office from Austria to Padua, Italy.
In individual cases, Carrera impresses with interesting and fashionable collaborations to broaden their horizon. Among them is the cooperation with Ferdinand Alexander Porsche who produces the 1979 revolutionary sunglasses line, the Carrera Porsche Design Collection with foldable frames and interchangeable lenses. Or the collaboration with the well-known designer Jimmy Choo. This truly extraordinary cooperation in the form of a successful women's collection first began to bear fruit in 2013. One year later the partners succeeded in replicating this success with an exclusive capsule collection for men.
Surprisingly, while the eyewear manufacturer had made a name for itself in Europe for decades, the launch in the US did not start until 2010. However, this did not hinder the eyewear brand from quickly landing on the nose of some of the most famous celebrities in the film, television, music and sports business. In addition to the actors Jared Leto and Bradley Cooper, their colleague Chloe Grace Moretz and the former child star Ashley Tisdale, artists like Lady Gaga, Rihanna, Alicia Keys or Christina Aguilera own some of the elegant sunglasses. The brand also played a prominent role in the film premiere of the Hollywood blockbuster Suicide Squad.
It is worth taking a look back from the present to the past, because Carrera has not only been counting on excellence since yesterday, setting it as the top criterion for itself and with which it has also surrounded itself in the sports sector. Long-time ski dominator Hermann Meier, Olympic gold medalist in ski jumping Jens Weißflog and former motorcycle world champions Max Biaggi and Loris Capirossi trusted in the crystal-clear view offered by Carrera eyewear.
Over the course of Carrera's succeslful story th company stayed alsways true to the credo is "Change is easy".
#Out There
Under the mantra #OutThere, Carrera doesn't convey a place, but an awareness of life, a state of mind. Because #OutThere is not a straight line, but a long, crooked path where we never know what's coming our way. #OutThere is unknown territory and at the same time a journey fueled by curiosity and passion. #OutThere is another perspective that not only accepts but encourages wrong turns and random detours. #OutThere urges us on, so we don't stand still. And this is exactly what Carrera wants to convey and promote with its designer eyewear, because #OutThere is in everyone one of us.
Carrera Sunglasses Always in the Finest Design
The Carrera-eyewear Champion is the epitome of Carrera's elegance. The finest materials merge with technical innovations, fashionable design and the highest quality standards. The frame combines timeless curves with passion and active urbanity, so that everyone who is either on the hunt for his own best time or his own entitlement feels like Rocky, after he climbed the steps of Philadelphia's Museum of Art.
In addition to the Champion Series and New Champion models, the Safari and New Safari are among the most popular Carrera sunglasses that the company has ever launched. Because these Carrera sunglasses are not just something for jungle and savannah lovers. The cocktail of the aviator shape and racing spectacles with a dash of cockpit and a squeeze of Formula 1 charm makes this model a very special item in the Carrera collection. In addition to the drop shape glasses, the most significant highlight is the logo, which comes in a plastic filling instead of the usual cut-out between the temple and the bridge. The Carrera glasses became famous by Lady Gaga's "Bad Romance" video from the album "The Fame Monster".
The Maverick collection (Carrera 129S) is not based on the Western comedy with Mel Gibson or the eponymous television series starring James Garner, though the description fits in somewhat with the headstrong character that the two actors embody. After all, Maverick goes his own way just as fearlessly as these Carrera sunglasses with mono pane. Overall, the series reveals six sunglass models that give each wearer an individual look: The Impel is an extremely thin lightweight in the shape of a pilot frame, which is made with stainless steel cut by a laser. The lightweight pilot frame of the Vivid has made a great show of the dynamics to suit the passion of the wearer. With its round stainless-steel frame, the Pace connects a contemporary look with the sonorous heritage of the company. The Rise features with its radical cat-eye style frame. Ultralight and razor-thin, the eyeglass frame highlights the curved nose bridge that distinguishes the company's eyewear among thousands of other brand models. The ever-evolving pilot frame is being reissued with the Sprint. At the same time, the name of the Agile model speaks for itself. Because the new and smooth pilot frame is something for the restless souls among us.
The two models Carrera Grand Prix and Carrera Grand Prix 2 succeed in bringing back sportiness in its most beautiful form. The models are an ode to the long racing history on which the company is based. Whereby the Grand Prix 2 with its redesigned pilot form, the chunky temples and cut-out bridge details still sports a special design for the buyer. They give the impression that the wearer could take off at any moment. And even if the wearer should take off, his eyes are optimally protected by the UV400 filters.
The New Panamerica 2R5 is the new edition of the Panamerica and Panamericana and at the same time casts a glance back into the past. With its modern design, the unisex model goes straight to the roots without neglecting the present.
The Gipsy and the New Gipsy frames have nothing to do with colourful wagons and gypsies but are the classic and reissue of aviator sunglasses with mirrored lenses that not only caused a spectacle when they were released.
The Speedway is not a racetrack or expressway, but full-rim sunglasses and the gap between the lenses stands out from the rest. For example, a white C adorns the look of the Carrera Speedway. With this small hint, the origin of the eyewear should be obvious to the viewer. The temples of the Carrera Speedway also provide the extra kick with their elaborate design, while the gradient lenses block 100% of the harmful 400nm sun's rays.
The Carrera 5002 and the Carrera 5002/SP with their rectangular frames equally suit men and women and have been one of the company's best-selling models since their launch in 2014, not least because of the sleek lines of the full-rim frame and joint anchoring design.
The striking Carrera 5003 convinces with the extremely durable nylon-reinforced plastic frame, but without losing the usual elasticity, flexibility and dimensional stability, even under extensive temperature fluctuations. The impact- and scratch-resistant lenses are also equipped with anti-fog treatment.
The rectangular Carrera 8002 mainly emphasizes round and oval face shapes, while the full-rim sunglasses Carrera 5003/ST with the oversized lenses and logo on the temple bear a strong resemblance to the Blues Brothers.
With the Carerra 90/S the company has again impressively proven that technical innovation, the highest quality standards and sophisticated design are not at odds or even need to be completely excluded but leave in flowing transitions more than just a well-rounded picture. The fashionable Carrera 91/S weighs less than 30 grams and comes in a sleek glasses case with a microfiber cloth.
The hip sunglasses Carrera 6008 is round and made of plastic metal. At the same time, the eyes are optimally protected by UV400 protection in every situation.
Carrera Topcar has nothing to do with car rentals or car washes. This injection-molded plastic model with its soft contours and contrasting graphic lines actually stands for the epitome of urban chic.
Like many Carrera models, the frame of the Carrera 5039/S follows clean lines and contours without throwing its own values out the window.
The Carrera 5018/S is everything it promises and much more. The rectangular lens shape exudes seriousness in every situation.
Optyl - Technology of Carrera Glasses and Sunglasses
This plastic has two advantages. First of all, it is 20 percent lighter than acetate or similar materials. But this fact does not negatively affect the durability or comfort, as the material adapts itself to every face shape. Secondly, Carrera Optyl is antiallergic and the special coating repels sweat and cosmetics.
The low density of the plastic makes it possible to produce feather-light frames. Optyl is also much harder and more scratch resistant than acetate. A further advantage is the improved dimensional stability under the influence of heat. A special feature: Optyl has a "memory effect". When heated to 80 - 120 °C, this material can be adapted to the facial anatomy and the subsequent cooling enables the altered shape to be kept. If it is heated to the "reminder temperature", the frame returns to its original shape.
When speaking of polarized, one is not referring to stars and starlets, who attract attention with their clothes to get into tabloids and the gossip magazines. We simply mean blocking reflected light from glistening water surfaces like rainy or snowy roads. This effect is achieved by special filters which protects the eyes.
Which Carrera Sunglasses Suit Me?
With the wide variety of Carrera sunglasses, we are often spoilt by choice when purchasing glasses at Edel-Optics. Is this a disadvantage? Not at all. Due to our huge selection of Carrera collections, your imagination knows no bounds. In our Carrera range you will find a selection of different designs, shapes and colours. If you want to go with the fashion of the times and make a real statement, with us you are at the right address. Because Carrera is an absolute must-have for every fashion-conscious customer.
If you still have difficulty in deciding, our online fitting could be of assistance. And otherwise Phil, our "Master of Glasses" can give you some valuable tips in his tutorials. If you need prescription sunglasses, our Digital Dispensing Optician can help you make the right choice.
Our Service
If you have opted for one, two or even more eyewear, you can choose between express or normal shipping, as well as different payment methods in our online shop. If you are not satisfied with your Carrera sunglasses, you can send them back for free. However, custom-made glasses with prescription lenses cannot be reimbursed unless they are defective. If you have any questions about your order, we are happy to help you on the phone, as well as on our social media channels. Is it important for you to have a personal conversation with your optician? No problem! Just visit one of our stores in Hamburg. These are located in the Alstertal shopping centre, as well as in Ottenser Hauptstraße 33. The specialist staff on site will be delighted to advise you according to your wishes and helps you get your dream glasses.
About Us
Carrera Vintage Sunglasses can be found online in our shop, which is often confused with the prices of a Carrera sale outlet. But while others can only offer temporary sales, our spectacle gurus always offer brand eyewear at the lowest price. Because one thing is certain: according to our motto "SEE AND BE SEEN we will certainly find the right model for your nose. For us sunglasses are just not just an accessory, but much more a lifestyle and a true fashion statement.
Don't hesitate to call us at
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September 16th, 2014
New low power camera platform enables fastest data rates in small form factor
EINDHOVEN, the Netherlands – September 18, 2014 -- Adimec (www.adimec.com), a world leader in application-specific, leading-edge industrial camera solutions, announces the release of a new Quad CoaXPress high-speed area scan camera. This addition to the family of CMOS global shutter cameras offers highest speed, high resolution with reliable image quality to measure ever smaller critical structures or defects with the increased accuracy and throughput required by in-line optical metrology systems.
The new camera architecture was designed specifically for high data rate imaging with the lowest power fan-less Quad CoaXPress implementation in a compact form factor.
CoaXPress CXP-6 Quad (4 x CXP-6)offers a peak transfer rate of 2 GByte/s with data transmission between the camera and frame grabber at up to 25 Gbits/s (4 x 6.25 Gbits/s). 13W of power to the camera is also enabled over the CoaXPress interface cables. This is all with a cable length of up to 68 meters.
High-resolution CMOS image sensors were selected forsensitivity and high shutter performance to enable excellent performance in light-starved and high-speed applications that are commonly applied in electronics inspection and semiconductor metrology.
Special attention was given in the cameradesign and through Active Sensor Control for high dynamic range, high image uniformity, and linearity to facilitate accurate registration of the smallest details. These cameras are designed specifically to deliverquality image datafor critical measurements.
Contact Adimec for more information on specific models and availability.
About Adimec
Adimec specializes in the development and manufacturing of high-performance cameras that meet the application-specific requirements of key market segments, including machine vision, healthcare, and global security. Founded in 1992, the company partners with major OEMs around the world to facilitate the creation of industry-leading cameras. Its products meet a wide range of performance, size, cost, interface and application requirements and its Adimec True Accurate Imaging® technology provides new levels of precision and accuracy to vision systems. Adimec has offices around the world focused on creating customer value and satisfaction through local, personalized support. For more information, go to www.adimec.com. For more information on imaging and vision topics, check our blog.
Contact Information
Adimec Advanced Image Systems b.v.
Tel: +31-40-2353900
Fax: +31-40-2353905
Press Contact: E. Nugteren ()


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Why Carlos Went Back to School
Research shows that students who see their culture represented in the curriculum get the most out of it.
Carlos entered my office to find out about my graduate program in education
He had graduated from high school, but found school boring, so he entered the military rather than college. After one tour of duty, he returned to his hometown and got a minimum wage job.
One day, he ran into a friend who was taking Chicano studies courses at a community college. The friend was so enthusiastic, Carlos decided to see what Chicano studies was all about. He was hooked. For the first time, he found a curriculum centered on his reality. Carlos completed community college and then got a B.A. He became an avid reader about Mexican vaquero (cowboy) culture, and accumulated a mini-library. He wanted to continue his education in order to teach, which to my knowledge, he is still doing today.
Carlos is not unique.
As early as elementary school, students respond to curricula based partly on what they experience in their communities.
Studies have consistently found a relationship between academic achievement, awareness of race and racism, and positive identification with one's own racial group. One study surveyed Black high school students. Those most likely to graduate and go to college expressed high awareness of race and racism, and high regard for being Black.
Studies with middle school students have documented high student engagement when literature by authors of the students' ethnic background was used. In the Webster Groves Writing Project, middle and high school teachers used action research to improve writing achievement of Black students. Participating students made greater gains than non-participating students on the state writing test.
There are many other programs with documented results:
The Cultural Modeling curriculum leverages the ability of speakers of Black English to interpret symbolism, a skill students use routinely in rap and hip hop but do not necessarily apply to literature in school. In an experimental study in two low-achieving Black urban high schools, four classes were taught using Cultural Modeling and two were taught the traditional English curriculum. The experimental students' gain was over twice that of the controls.
The Rough Rock English-Navajo Language Arts Program was designed to develop bi-literacy skills of K–6 students, the majority of whom spoke Navajo. After four years, students' achievement on locally developed measures of comprehending spoken English had increased from 51 percent to 91 percent. Reading scores on standardized tests also rose.
The Math in a Cultural Context (MCC) elementary curriculum connects Yup'ik culture with the National Council of Teachers of Mathematics standards. For example, the "Parkas and Patterns" module focuses on geometry. Students who use MCC make more progress toward the state standards than students who do not.
The Social Justice Education Project in Tucson, Arizona, has been used in high schools where over 40 percent of Chicano students drop out. It includes a community research project in which students gather data about manifestations of racism and analyze how they can be challenged. During the first year, 17 students on the verge of dropping out participated. At least 15 graduated and 10 enrolled in college.
Read the full NEA Research report on NBI 2010-3: The Academic and Social Value of Ethnic Studies: A Research Review ( PDF, 309 KB, 38 pgs.).
From The Academic and Social Value of Ethnic Studies, by Christine E. Sleeter. Copyright 2011 by the National Education Association. All rights reserved.


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* European Risk Management Awards 2017 and Insurance Insider Cyber ranking awards 2018
We're proud of our reputation as a world-leading insurance broker and trusted risk adviser to the aerospace industry, delivering specific solutions for:
- Airlines
- Leasing companies and banks
- General aviation, including fixed and rotor wing operators
- Airport authorities
- Air Navigation Service Providers (ANSPs)
- Ground handlers
- Maintenance, repair and overhaul providers (MROs)
- Manufacturers
- Refuellers and oil companies
- The space industry; satellite operators, manufacturers, financiers and launch services agencies.
With the expertise to understand the sector's key risks and concerns, manage complex challenges, and with the profile to negotiate competitive insurance covers, the Willis Towers Watson Global Aerospace team provides leadership, a wide range of capabilities and essential services to meet your long-term aerospace risk management needs.
Core Aerospace proposition
Demonstrable track record of delivery for your industry with a 92% client retention rate.
Application of risk modelling to quantify retained versus transferable exposure.
Strategic understanding of your industry based on deep experience within the team, evidenced by the breadth of our client portfolio.
A global network of 280+ aviation experts supporting your trading opportunities across 45 locations worldwide.
Specifically designed transition schedule to Willis Towers Watson ensuring no adverse impact to your business or inconvenience to your people.
Clear, effective guidance in the event of a major loss, minimizing damage to your brand. We have successfully managed some of the most complex aviation claims within the industry.
An innovative approach to pricing structures and coverage enhancements within the aviation insurance market.
As your risk advisor, we have a connected approach to risk, analyzing operational and contractual exposures and enterprise risk opportunities.


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Disability Open or Close
In the Census 2011, 18,777 people (25% of the population) in Bolsover district declared that their day to day activities were limited due to disability or long term ill health.
Social model of disability
Disability relates to the way society is organised, rather than by a person's impairment or difference. If we remove barriers that restrict life choices for disabled people they can be independent and equal in society, with choice and control over their own lives.
Reasonable adjustments in services and employment - how we're improving access and opportunities for disabled people
One of the ways in which we are removing barriers and improving opportunities for disabled people is by making sure that we put reasonable adjustments in place. These help us to communicate with and enable disabled people using our services and help us to support our disabled staff.
Examples include:
- Communicating in different accessible ways in line with our Equality and Diversity Policy for Service Delivery
- Improving access and facilities for disabled people and others in the buildings we use to deliver our services
- Providing disabled toilet facilities in our buildings, meeting the Changing Places standard on key sites
- Making hearing loops available in our Contact Centres and our public meeting rooms
- Supporting local advice and support services for disabled people as well as inclusive activities and events
- Providing disabled adaptations to homes to support independent living. These are funded by grants from Derbyshire County Council
- Providing specialist disability training for frontline staff so they can respond to individual needs
- Signing up to Disability Confident which supports disabled people in recruitment and at work
- Making adjustments so existing disabled employees can carry out their jobs and feel safe and supported at work
- Supporting staff with an Occupational Health service and an Employee Assistance Programme where they can access information online on a wide variety of practical and wellbeing topics
Disability Derbyshire Coalition for Inclusive Living works to bring disabled people's ideas and experiences to developing services and public policies.
Action on Hearing Loss is a national charity which offers information and support to people who are deaf or hard of hearing.
Deaf and Hearing Support is based in Chesterfield. It aims to provide the best quality service for deaf and hearing impaired people in North Derbyshire. You can test various aids at their Resource Centre where they have the latest technology on display.
RNIB offer practical and emotional support to those losing their sight or who are blind or partially sighted.
Sight Support Derbyshire is a local charity which provides services, support and advice and information for registered blind and partially sighted local people.
Mencap is a national charity which works to improve the lives of people with a learning disability and their families.
MIND is a national charity which offers support and information on mental health.
Rhubarb Farm is an agriculture-based environmental social enterprise, based in Langwith, on the Derbyshire/Nottinghamshire border. The Farm uses the therapeutic organic horticulture model to develop skills, confidence and employability, and improve health and well-being.
Equality Impact Assessments Open or Close
An Equality impact assessment looks at a policy or procedure and sees if it discriminates or is likely to discriminate against somebody because of their Race, Gender, Disability, Age, Sexual Orientation, Religion, Belief and any other likely characteristic.
If it is found that a policy or procedure does discriminate against someone we will do what we can to eliminate, minimise or counterbalance the discrimination.
There are several reasons why we conduct EIAs.. The benefits of impact assessment include:
They help to analyse our services to see if there if reflective representation from our communities
They assist us in considering alternative policies or measures that might address any adverse impact
They help us to improve the way in which we develop our policies and functions by ensuring that they reflect the current equality & diversity legislative framework
They help to identify direct or indirect discrimination
They help us to better understand the needs and aspirations of the diverse communities we serve.
Equalities legalisation has now been extended so there is a statutory duty for gender and disability to conduct equality impact assessments. Our impact assessment process covers gender, disability, sexual orientation, age and religion and belief as well as race.
Joint Strategies and Policies:
EIA Housing and Economic Development Strategy 2015 - 2020
EIA Local Authority Mortgage Scheme Policy
BDC Strategies and Policies:
EIA Vulnerable Adult Risk Management (VARM) Policy
EIA Leisure Facilities – The Arc
Equality information Open or Close
A new joint policy has been developed to explain what the law requires from those delivering public services and to support staff in dealing with our customers. The policy was approved by BDC Executive on 3 October 2016.
Equality monitoring is often not carried out because it is believed to be time-consuming, confusing, lacking in purpose or intrusive to customers. This guidance has been developed with these concerns in mind and offers best practice examples to help us get it right.
Joint Equality Monitoring Guidance
We publish equality information in a variety of ways:
- Single Equality Scheme 2019-2023
- Single Equlaity Scheme 2015-2019 Review
- Corporate Plan 2015-2019 (4.56mb)
- Equality Impact Assessments
- Derbyshire Joint Strategic Needs Assessment
- Derbyshire Economic Assessment
- Joint Equalities Policy
- Joint Equalities Monitoring Guidance
We have benchmarked our services against national standards for customer insight, organisational culture, information and access, delivery of services, and timeliness and quality of services.
Equality Act 2010: Public sector equality duties The Equality Act 2010 (Specific Duties) Regulations 2011 came into force on 10 September 2011. Under Section 147(1) of the Act, public bodies are required to show that they meet the public sector equality duties by:
- Setting equality objectives
- Publishing relevant, proportionate information showing compliance with the Equality Duty.
The following data is held by us and will be updated periodically. We have identified some gaps in information about our services and workforce which we are addressing, following an organisational restructure.
Open Government Licence All of our data is available to use or re-use under the Open Government Licence. This is an open licence for public sector bodies to license the use and re-use of their information and data easily. Use of information under the Open Government Licence is free. If you are intending to use or re-use any of our data please note the conditions of the licence. If we require you to make a specific form of attribution, this will be clearly referenced on the information concerned.
Citizen Panel Data
- Citizen Panel Report November 2014 (6.04mb)
- Citizens Panel Equal Opportunities Surveys 2011-2014 (105kb)
Compliments, Comments & Complaints Data
- Compliments, Comments and Complaints Summary 2014-15 (17.46kb)
- Equalities Information from Stage 2 Written Complaints for 2014/15 (21kb)
Electoral Registration Survey Data
Nationality Data
- Nationality information from the Electoral Register 2015 (270kb)
- Nationality information from the Electoral Register 2016 (424kb)
- Nationality information from the Electoral Register 2017 (55kb)
Population Data
- Bolsover District Council Tenant Satisfaction Survey 2013 (18.45 KB)
- Census 2011 Summary profile (1MB)
- Census 2011 Adults not in employment and dependents - Derbyshire (1.40kb)
- Census 2011 Ethnic Group - Derbyshire (4.05kb)
- Census 2011 Households Bolsover District (309 bytes)
- Census 2011 Lone parent households - Derbyshire (1.54kb)
- Census 2011 Population by age and sex - Bolsover District (1.24kb)
- Census 2011 Population by length of residency in UK - Derbyshire (909bytes)
- Census 2011 Religion or belief - Derbyshire (3.67kb)
- Census 2011 Residents elsewhere with second address in Derbyshire (4.17kb)
- Census 2011 Usual residents aged 16 or over in households - Derbyshire (1.87kb)
- Child Poverty Local Profile - All Local Authorities and Derbyshire County (3.22MB)
- Child Poverty Local Profile - BDC and Derbyshire County (3.22MB)
- Disabled people of working age in Bolsover District and Chesterfield Borough (447kb)
- Profile - Disability, Long Term Ill Health and Unpaid Care (96kb)
- Profile - Ethnic Minority Groups in Bolsover District (180kb)
- Profile - Population (99.5kb)
Service Data
- Bolsover Community Safety Anti Social Behaviour Survey Results (4kb)
- Leisure Services Equalities Data 2013-2014 (104kb)
- Leisure Services Leadership Academy (273kb)
- North Derbyshire Domestic Sexual Abuse Action Group Action Plan 2015-16 (66kb)
- Polish Information Packs Contents (37kb)
- Tenant Satisfaction Survey 2013 Equalities Monitoring Data (2kb)
- Work For Yourself Evaluation Summary (71kb)
Workforce Data
- Workforce Profile 2016/17 (624kb)
- Workforce Equality Information 2016 (730kb)
- Workforce Equality Information 2014/15 (665kb)
- Workforce Equality Information 2013/14 (220kb)
Our workforce data is scrutinised by the Union Employer Consultative Committee (UECC) and published in our committee minutes.
Online Safety
Hate Crime Open or Close
Hate crime is crime that the person who has experienced hate crime, or any other person perceives to be motivated by hostility or prejudice towards any aspect of a person's identity. Some hate crime offences carry additional penalties. Derbyshire Police monitor six strands of hate crime:
- Disability
- Gender identity
- Race, nationality or ethnicity
- Religion or belief
- Sexual orientation
- Subculture eg: Goth, Steampunk, Hipster
Our hate crime policy, reporting form and online reporting form can be found below:
Hate crime form
Hate crime guidance
Online reporting Form
Police forces also monitor religiously motivated hate crime specifically related to anti-Semitism and Islamophobia.
A hate incident is any incident, which may or may not be a crime, that the person who experienced hate crime or any other person perceives to be motivated by hostility or prejudice towards any aspect of a person's identity. The police determine whether a hate incident is a crime.
Anyone who experiences or hears about a hate crime or hate incident in the District can report it to the Police or to Stop Hate UK. Reports are used to help those victimised, to bring perpetrators to justice, and to influence our work to stop Hate Crime.
Every incident should be reported, whether it is name calling in the street, damage to property, graffiti, physical assault, or any other type of incident that makes someone feel upset at being targeted. Please report all hate incidents to us immediately so we can investigate them fully.
Derbyshire Law Centre has produced a Hate and Harassment Toolkit (1.13MB) for people to refer to.
Stop Hate UK
In Derbyshire, you can get support and report hate incidents to Stop Hate UK online via their website or by:
Phone 0800 138 1625
Text Relay 18001 0800 138 1625
If you use British Sign Language, you can access it here.
If you have a learning disability, you can get Easy Read information and find out ways to report what's happened here.
LGBT hate crime can be reported here.
Anyone can report hate crime and access support - victims and witnesses. You can remain anonymous if you wish.
Derbyshire Safe Places Scheme
A safe place is somewhere people with a learning disability can go if they feel scared, are lost or need help when they are out and about. Find out more about the Derbyshire Safe Places Scheme here.
Online hate material
You may come across a lot of material on the internet that offends you, but very little of it is actually illegal. UK laws are written to make sure that people can speak and write, even offensive material, without being prosecuted for their views.
Find out more about what you can do about on-line hate material via the True Vision website here.
LGBT Open or Close
Our LGBT customers
Bolsover District Council has an Equality & Diversity Policy for Service Delivery which sets out what we expect from our staff, our Councillors and our partners. Our aim is to treat our customers fairly regardless of their sexual orientation or gender identity.
We assess our policies for any equality impact on members of the LGBT community and include LGBT issues in our corporate equalities training, which is mandatory for all new employees.
Our partners
Bolsover District Council works with Derbyshire LGBT+ to ensure that we take account of our LGBT community's needs and learn from best practice. Derbyshire LGBT+ offers a range of social and specialist support services around the county – find out more from their website.
Hate incidents
The Council is committed to tackling hate incidents and hate crimes in the District. If you are experiencing harassment or hate incidents because of your sexuality or gender identity, please don't hesitate to contact them.
We want our LGBT community to feel confident in reporting hate incidents they have experienced or witnessed and we have a range of ways to help:
Do It Online - self-reporting tool
Download a Hate crime Form
Call our Contact Centre on 01246 242424
Stop Hate – an alternative reporting choice
It is Council policy to remove any offensive graffiti within 24 hours. Please report it via our Contact Centre on 01246 242424.
Domestic abuse
If you or anyone else is in danger, please call police on 999.
Bolsover Council's in-house Domestic Abuse service offers information and sensitive support to LGBT people who live in the District. Contact them in confidence – details are available on our Community Safety page.
You can also contact the Derbyshire Domestic Abuse Helpline.
Derbyshire Domestic Violence and Sexual Abuse Service is a specialist and experienced provider of domestic abuse services. They are a local charity which offers a range of services appropriate to individual need to help and support women, men and children who are affected by domestic abuse.
If you have changed your name to reflect your gender identity and wish to change your name on the Electoral Register, you can do so in two ways.
You may re-register online at www.gov.uk/registertovote, however please provide your previous name when completing the application as this helps us to identify any previous registrations you may have, ensuring that you are not registered twice and that your registration period is continuous which may help should you wish to apply for credit in your new name. If you would prefer to not be linked to records in your previous name, please contact us to discuss this, as while we can ensure that here is no continuity between your registrations there are some implications to doing this.
Alternatively, you can contact the Electoral Services Team directly on 01246 242422, who will be happy to help you with the process and will deal with your request confidentially and sensitively. You may be required to provide evidence of your change of name/identity, but the team will be happy to discuss ways in which you can do this.
If you would like to have an informal, confidential conversation about registering or changing your name on the Electoral Register, please do not hesitate to contact the Electoral Services Team, who can talk you through the process and your options.
Working for the Council
The Council introduced monitoring for sexual orientation to ensure that our recruitment and employment practices do not discriminate against LGBT applicants and staff. Not everyone provides this information but year on year, more applicants and existing staff have felt comfortable declaring their sexual orientation. We publish our Workforce Information annually.
Workforce Equality Information 2017
Equality Group
Gay, lesbian or bisexual
We have a comprehensive Harassment and Bullying Policy and Guidance on Transgender Issues in the Workplace to support our staff. All our employees receive induction training on equality and diversity.
Ann Syrett, Bolsover Council's Leader, and Mary Dooley, Deputy Leader, raise the Rainbow Flag with Emma Procter, Bolsover Unison Branch, to commemorate IDAHOBiT Day.
Votes for Women 1918-2018 Open or Close
The Leader, Councillor Ann Syrett and Councillor Mary Dooley held a celebration event earlier this year to mark 100 years since some women were first allowed to vote.
Invited guests were treated to three inspiring speakers and had the opportunity to listen to their achievements.
The first speaker was Julie Kenny, CBE DL - Deputy Lieutenant for South Yorkshire, Board Member of the Sheffield City Region (Local Enterprise Partnership), Commissioner to Rotherham Metropolitan Borough Council and entrepreneur. Julie empowered all of the guests with her strong will and courage.
The next inspirational woman to share her stories was Julie Dennis - Head of Diversity & Inclusion, Advisory, Conciliation & Arbitration Service. Julie recalled an emotional record of her past and how it led her to where she is now.
The final speech came from River Wolton - Writer and former Derbyshire Poet Laureate. River delivered her fabulously entertaining powerful wit, in the form of songs and poetry to the delight of the audience.
A banner was on display with the slogan 'Smile it confuses the enemy' which was created by Junction Arts with participation and contribution from women and girls from across Bolsover District.
Junction Arts was one of 100 organisations working with women artists up and down the country, as part of an extensive public programme of creative workshops to create 100 banners to mark the centenary of the Representation of the People Act, which gave the first British women the right to vote.
You can view our gallery from the day on our Flickr site here, you can read the fantastic poems from River Wolton and Cathy Grindrod and also read the letter written by Ann Newth Wood, Granddaughter of Josephine Foote Hitch who was a suffragette.
Please see the Youtube video about Votes for Women here.


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Home Page Chess Life Online Carlsen Maintains Lead in Chennai
|Carlsen Maintains Lead in Chennai
|November 19, 2013
Magnus Carlsen and Vishy Anand drew games 7 & 8 at the World Championship in Chennai, India so the young star maintains a two point lead. See GM Ian Rogers report for analysis of the two decisive games.
Yahoo Sports did a piece on Carlsen bringing style to chess, quoting new executive director Jean Hoffman (see a new photo essay featuring Jean here):
"Both players are very popular, but with Magnus you see a new kind of player who transcends chess. He is attractive, he does modeling – having someone like that playing at such an incredibly high level can only help build the game."


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For discussion on the process of installing a package of bees into an empty (new) hive. Technique, best time of day, where/hoe to hang the queen cage, etc.
For discussion on the process of installing a package of bees into an empty (new) hive. Technique, best time of day, where/hoe to hang the queen cage, etc.
Regards, Barry
Well when I install packages I do it different than most books tell you.
I don`t bump, dump or spray the bees I let the bees do the work.
With a box of new foundation I remove 5 frames, set the package inside of the hive, remove the "juice" can ( I have a cover for the hole ) then slide the cover off the hole just enough to remove the queen cage and slide the cover back over the hole and check to see if the queen is alive then with a large rubber band around the first or second frame I remove the cork from the sugar end of the queen cage (if its a wood cage) or the cap if its a plastic cage, I don`t put a hole in the candy because in these days most of the candy plugs are of a soft candy, then put the queen cage inder the rubber band with the screen down (candy plug on the end) then I slide the package next to the frames, remove the cover off the hole and put the top on the hive, and put an entrance feeder on the hive. Now the bees will crawl out to the queen. (if I have frames of honey I don`t feed sugar water)
Tine of day: I like to install then late in the afternoon, if its raining a bit just do it if its cool just do it,
Next day I go back and remove the package box and put in 4 more frames and leave the hive for 4 or 5 days then open and see if the queen is out (most of the time sh is out) if she isnt out then I let her out and put the 10th frame in the box.
I was tought this way and I think it is less stressful on the bees than some methods you will read about, here is a link to my photo bucket that showes this method from a book printed in the 1930s so it has been around for a while.
Thats my 2¢
Have fun
Ed, KA9CTT profanity is IGNORANCE made audible
you can`t fix stupid not even with duct tape
I'm glad this is the first post made. I like to install packages without dumping and bumping as well. There really is no need to do it that way for the beginner. The bees have already been through a lot of stress just getting to your location so why give them more stress?
Regards, Barry
The problem with empty space (especially if it's at the top) is you end up with a bunch of wild comb that is another issue to deal with. I'd just as soon shake them in and not have that issue.
Michael Bush bushfarms.com/bees.htm "Everything works if you let it." ThePracticalBeekeeper.com 42y 40h 39yTF
I've never had this be a problem since the empty space is only there for a day and the bees are themselves trying to get organized. Leaving it a week this way could certainly produce wild comb.
Regards, Barry
I know a guy that laid the package on top of 10 frames on its side and put an extra box on and left it for over a week sshould have heard the story about wild comb
Ed, KA9CTT profanity is IGNORANCE made audible
you can`t fix stupid not even with duct tape
hi all,
found this article that might also be worth reading, i found it to be interesting since it is on the same topic.
Here is just a breif breakdown on how I do it and I have tryed most ways but find this to be the most effective for me and the bees.
Time of day: Afternoon/Evening
1. Get packages organized on top of hives being installed.
2. Spray packages with sugar syrup...this reallly calms the bees and gives them a nice treat after being in shipping.
3. Remove the top piece of wood exposing sugar can and queen cage.
4. If the package is the type where the queen cage is being held up by sugar can I make sure I have a grip on the tab and slowly pull the sugar can up out. I usually give the package a bang before this step as well.
5. Place sugar can off to the side and pull queen up out. Insepct her to make sure she is completely fine and then remove cork on candy side and place her on top of frames.
6. Throw second super on now empty. You can place syrup feeders up in this empty super and this also allows me to just leave the queen on top of the frames with screen side down between a gap in frames.
7. Shake bees into the hive.....I usually shake....bang....shake....bang...till I get 99% of the bees out.
8. Close up the hive and check in 2-3 days to see if queen has been released!
>I've never had this be a problem since the empty space is only there for a day
I read from new bees that they are having issues because they left the space there longer, several times every year on every forum...
Michael Bush bushfarms.com/bees.htm "Everything works if you let it." ThePracticalBeekeeper.com 42y 40h 39yTF
The first package I installed was Queen candie down cage between frames and then shake and bang several times through the top opening, worked ok.
The next time , Queen cage the same but with the bees I removed the nails holding the wire cloth, pulled it back and dumped the bees out the side and not the top. Worked great and alot better on the bees and me. Jim
Stop and smell the flowers, 50,000 ladies can't be wrong
[email protected]
I live in a relatively dry climate. When packages are available the humidity is likely in the 30% range, perhaps a lot less. I found, through direct comparison, that spraying the bees with sugar water KILLS A LOT of bees because it drys on the bees before they can consume it. You find hundreds of bees walking around the hive unable to fly. So now, if anything I may spray with just some water. At least it doesn't cause their death.
But I too, put the entire package in the hive and put the feeder can on top of the inner cover hole. Works great.
I just installed my first package the other day and was amazed at how smoothly it went. The only thing that was unusual was that I bought the package from a local beekeeper, and the queen cage was not inside the main box of bees, but was separate. Here's my video of the installation:
Ricky Bee,
I must admit that when you smacked the queen cage to dislodge the bees clustered on its outside I cringed, then when you kept smacking the package on the top of the hive (again transferring potentially damaging energy to the queen), I cringed again. I hope your queen does okay. I'm just a little more gentle with my queens -- they can be quite fragile creatures.
It was probably a very successful install, and we each go about these things in our own unique ways.
When watching you with those gloves on, it is also easy to see why I haven't used gloves in more than forty years.
I haven't bought a package since the late 1960's, but I have made up a few packages, from time to time, from my own bees and installed them. Just to watch the process. It is exciting to see how a small quantity of bees, with a new queen can become an established thriving colony. However, much more precarious than a nuc or split.
48 years - 50 hives - TF
Joseph Clemens -- Website Under Constructioni
Thank you for pointing out that I was too rough with my queen. I guess it didn't seem rough to me at the time, but when I watched the video again I see what you mean. I will definitely be more gentle next time and just brush the bees off of the queen cage.
Unthinking respect for authority is the greatest enemy of truth. Albert Einstein
With the queen in the package, let the package set in a shaded area for 24 to 48 hrs
Using a 10 frame deep lang, 4 or 5 frames out, take feeder can and queen out of package, place queen and can off to the side in reach, bump the package a little, shake what bees I can in. set package aside, lightly mist if needed, hang or insert queen cage between the middle of 10 frames candy side down. Lightly sprinkle some dry pollen sub on top of frames.
Put the top cover on, set the package near the entrance, make sure they have access to syrup boardman feeders near the hive work ok, If I don't want to refill feed every day to every other day, need bigger or more then one syrup feeder. leave for 3 or 4 hours, come back. check if everything went as expected. pick up empty package. in three to five days. check if queen has been accepted, remove queen cage, reduce entrance if necessary.
check on activity and feed for the next 10 to 12 days with out opening the hive
I am assuming you were removing the bees from the queen cage in order to more easily see the condition of the queen. For me, I would, maybe push them gently aside so I could get a peek at the queen, but otherwise leave them all alone (they will help to keep the queen warm and help to buffer her from any other potential trauma). I like how you suspended the JZsBZs plastic queen cage, I've done it that way, myself, a few times.
48 years - 50 hives - TF
Joseph Clemens -- Website Under Constructioni
LoneDrone & others
This is the way my mentor (with over 65 years of beekeeping) tought me and he has a book printed in the 30s showing this method, yes when they fly from the hive the then know where to return.
Ed, KA9CTT profanity is IGNORANCE made audible
you can`t fix stupid not even with duct tape
the first year I did the slam bang and every year after ,, but this year I did not feel very good so I did a easy install 0 open the package put it on the frames put a box an cover ,walk away ,, 7 hours later 90% of the bees still in package , mybe it was to cool for them to move down , anyway then I did a slam bang .. from now on its a slam bang install
get it over and done ..
Assuming the bees have been on the truck for three days, Remove 3-4 frames, Lightly mist bees with water or thin syrup, thump the package down to clear bees from syrup can, pull out can, remove queen cage, shake bees into hive. Lightly spray the queen, pull plug, set on top bar and watch her walk in. Go to next hive.....When you are done with this step, go back and put pulled frames back in, and grass up entrance if you want.
Crazy Roland


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Hiring the Perfect Employee
Staffing in the green industry is a complex job. It's a balancing act requiring talent, business finesse and a little bit of luck. Keeping full-time employees on the payroll year round can drain the company's profits, yet the business cannot run without a full-time staff.
In addition to full-time employees, green industry businesses depend on seasonal workers for nine months out of the year. This brings with it another set of hiring difficulties: 1) The pool of potential employees is small 2) Knowing how many employees to hire because of the unreliability of seasonal employees and the unpredictable volume of business and 3) Procrastination, then rushing through the hiring process, only to have major regrets later.
For these reasons and more, business owners and managers deal with the question: How do I hire the 'perfect' employee? With enough information, you can set up standards for the hiring process so that you'll confidently breeze through like a professional and waiting to the last minute to hire a mismatched employee will be a behavior of the past.
Hiring the wrong person may cost you more than you think. Customers judge your business by the employees. The best-looking trucks, equipment and uniforms in the country won't offset employees who aren't customer oriented — a situation that can cause your business never to realize its full potential. If it's the right match, they'll accelerate the growth of your business, but a wrong match could actually hurt the productivity of your staff.
The first step is to write proper job descriptions for all employees on the payroll. Then write job descriptions for the slots you need to fill. Qualify a salary and benefits package for the job. Realize that when you present an offer to the best applicant, it should be a competitive package. Talk to other managers and small business owners in the community before deciding on a wage scale and fringe benefits for the position. Evaluate the benefits package from both the employee and employer's point of view.
Second, draw a composite of the perfect employee. Consider the roles the employee will take on. Qualities should include:
Abilities to identify and resolve problems quickly
Good communication skills
Professionalism, presenting themselves well to the customer
Knowledgeable in customer service
Work experience in sales and the green industry
Ability to work unsupervised
Work well with others
Respect management and their fellow employees
Determine the specific level of experience you're looking for, the least amount you'll settle for and be realistic. If the applicant is straight out of school, don't expect a great deal of professionalism and adjust the questions to their level. For example, ask for experiences from school and part-time jobs.
Once you've defined the 'perfect employee', effectively prepare for the interview. Design an interview form with standard questions, leaving room for observations made during the interview. As a reminder, make a note of questions not to ask during the interview.
Over the past three decades, the government has passed numerous civil rights laws in an attempt to prevent discrimination in the workplace. This legislation has a direct impact on the types of questions allowed during an employment interview. Specifically, they prohibit questions regarding race, national origin, religion, age, sex, marital status, ethnicity, citizenship, height and weight and physical disability.
Set a bottom line for minimum requirements in each category. Some professionals suggest a score sheet to rank candidates with the characteristics listed as Required, Preferred and Not Required. Filing the questionnaire and score sheet with their application may come in handy later should a disgruntled, rejected applicant file unwarranted charges of discrimination in hiring practices.
The third step is to customize a personnel package. Include an application for employment, the equal opportunity employer statement and a statement that the application process does not represent a contract of employment.
Fourth, decide the most efficient way to find the top candidate for the job. Classified ads are usually the first choice. To discourage unqualified applicants, include:
- Job title
- Complete job description
- Qualifications required
- Salary range and major benefits
- How to apply and application deadline
- Note if drug screening is required
Don't make the job sound better than it actually is. Be aware of the legalities of your state regarding giving medical exams and drug screening tests.
Other 'applicant pool' options include employee and customer referrals, trade magazines, association publications and temporary employment agencies. Generally, people don't take a chance on referring someone unless they're completely sure of the candidate's ability to handle the position, especially if it's their own place of employment, favorite landscape contractor or lawn service.
Inform the temporary employment agency that you're looking for a full-time employee and give the specifics of the job. The agency will work to send a good match, with the knowledge that performing this service guarantees them repeat business for future temporary jobs.
All applicants must complete an employment application. Add a statement to the application that false information is grounds for termination. Have the applicant sign the application. If applicants submitted resumes use them in conjunction with the applications to screen candidates before interviewing, keeping in mind that resumes are frequently 'pumped up.' When screening the candidates, look for length of time in each job and gaps in the work history.
Set aside a time slot specifically for the interview and give the applicant your undivided attention. Inform employees that you're not to be disturbed unless it's an emergency. Don't take phone calls and leave email until later. Keep in mind the applicant is a person, not a number and give them the respect you would a customer.
The time spent in an interview with a potential employee may be the most important time you ever spend with them. To save time and to avoid the same questions being repeated in multiple interviews, have two or three people sit in on a portion of the interview to give everyone a chance to hear each candidate's answer to the same question. This group could include a future fellow employee, a customer and their future manager.
A group evaluation of the same interview can be interesting as each one may pick up different details. Conduct one interview by telephone to test the applicant's telephone skills.
First impressions are lasting impressions. Pay attention to the smallest detail. Did the applicant show up on time for the interview? Were they early or did they rush in the door two minutes before the appointment time? Were they dressed appropriately, have their hair combed, face hair trimmed or shaved, chew gum, slouch, shoes tied? These silent factors give out important information about the applicant.
Save the small talk. It's very easy to begin talking about yourself or your company and use up the slotted interview time. Focus on asking your questions, then be a good listener. A good listen/talk ratio to shoot for is 80/20, talk 20 and listen 80 percent of the time.
Explain the job description to the applicant so they fully understand what the job entails. Include questions or problems that the applicant should be able to handle daily on the job.
Screening an applicant prior to employment can prevent a variety of problems, including workmen's compensation claims.
Create a standardized release form for background checks to hasten the hiring process.
Get written permission from the applicant to verify references and always check their references.
If the candidate is to handle money, get their permission in writing to run a consumer credit check.
If the applicant's responsibilities include driving a company vehicle, get their permission to conduct a motor vehicle record check.
Some employers run criminal background checks. If you're inclined to do so, get permission in writing from the applicant.
Ask for permission to contact their current employer. If they request that you don't, honor their request.
Pool the information on the final selection of candidates and meet with the interviewing team to discuss the interviews. Compare observations and make a decision.
Once you've chosen a candidate from the applicants and background checks are complete, don't delay the hiring process. Keep in mind that the candidate will be applying at other establishments. Notify the candidate by phone with a tentative job offer, specifying job title, salary, start date and appointment for drug screening. Make it clear the offer is pending a favorable drug screening. Follow the phone call with a conditional letter of confirmation. Include a second copy with a stamped envelope requesting the candidate to sign and return, verifying they understand the offer.
Once the screening test has cleared, schedule a time to sign employment paperwork. Go over the employment agreement and the company Employee Handbook. Hand out company uniforms and confirm a start date.
Some professionals recommend a three to six month probationary period in which either party can terminate employment at will for any reason. This allows you and the applicant the opportunity to see if this is a good match before confirming permanent full-time employment with a benefits package.
Use these procedures to hire both full-time and part-time employees. It appears lengthy and in the beginning, it will be. However, once it's standardized, you'll ask yourself how you ever hired capable employees in the past. The marvel will be the way your business runs as smooth as a fine-tuned engine with the appropriate number of well-matched employees.
Katherine Woodford is a Green Industry and business freelance writer in Moneta, Va., www.katherinesbylines.com.
Visit these Web sites for more information:
http://www.eeoc.gov/small/index.html- U.S. Equal Employment Opportunity Commission
http://www.dol.gov/elaws/drugfree.htm - U.S.Department of Labor elaws — Drug-Free Workplace Advisor
http://workplace.smahsa.gov/- Workplace Resource Center — Center for Substance Abuse Prevention
http://www.dol.gov/ - U.S. Department of Labor
http://www.business.gov/- U.S. Business Advisor
http://www.sba.gov/- U.S. Small Business Administration (SBA)
http://www.commerce.gov/ - U.S. Department of Commerce


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From NBC/NJ's Adam Aigner-Treworgy
WARREN, Mich. -- Huckabee's closing argument to voters here this evening featured a few new stories and two prolonged sections on illegal immigration and Christian values.
These two topics usually feature prominently in Huckabee's stump speech, but last night he got specific, promising to build a border fence within 18 months if elected and elaborating on his belief that the constitution needs to be amended.
"[Some of my opponents] do not want to change the Constitution, but I believe it's a lot easier to change the constitution than it would be to change the word of the living God, and that's what we need to do is to amend the Constitution so it's in God's standards rather than try to change God's standards," Huckabee said, referring to the need for a constitutional human life amendment and an amendment defining marriage as between a man and a woman.
Huckabee often refers to the need to amend the constitution on these grounds, but he has never so specifically called for the Constitution to be brought within "God's standards," which are themselves debated amongst religious scholars. As a closing statement he asked the room of nearly 500 supporters to "pray and then work hard, and in that order," to help him secure a victory in Tuesday's GOP primary.
Tomorrow Huckabee will visit two polling places in the morning before taking off for South Carolina where he will watch Michigan's returns come in.


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The Seismic Alert System of Mexico is considered one of the world's most effective earthquake early warning systems.
The Friday before Easter, an earthquake originated off the west coast of Mexico, about 80 miles up the coast from Acapulco. Twenty miles of earth ripped apart and shifted along the Motagua and Chixoy-Polochic fault complex at 9:27 a.m. In less than 10 seconds, officials in seven Mexican cities were notified of the magnitude 7.2 event via the Seismic Alert System of Mexico (SASMEX), one of the world's most effective earthquake early warning systems.
The earthquake fell during Holy Week in Mexico, which turned out to be a minor blessing. Schools were closed, and many city streets were less crowded than usual as people were away visiting family. The earthquake knocked over some fences and trees, broke some windows and plates, but there have been just three reported injuries, and no reported deaths.
Circumstance and luck figured into the relatively favorable outcome, but the nation's earthquake early warning system may have helped, too, as citizens heard sirens and radio broadcasts, read text messages, or saw emergency television broadcasts warning them of the imminent danger. Some had more than a minute of notice, while those in the closest cities still had about 30 seconds to get somewhere safe.
Just one month earlier, researchers were testing SASMEX from the exact location where the earthquake occurred on Good Friday, making sure the system upgrades added in recent years were working properly. After the earthquake, officials reported that it performed perfectly.
Acapulco was the closest major city to the event, about 80 miles away. SASMEX detected the initial earthquake and judged its strength to be greater than magnitude 6.0, which meant notifications must be issued to the regions that would be affected, directly to state officials and also through emergency notification systems. In the end, the earthquake had been detected by 66 field stations. Notifications were simultaneously issued through siren, AM and FM radio, opt-in text message services, and television broadcast. This gave the people in Acapulco 25 seconds of advance notice, according to the Center of Instrumentation and Seismic Record. Chilpancingo got 35 seconds notice, Morelia got 58 seconds, and inhabitants of Mexico City got up to 74 seconds.
SASMEX began its life as a project in 1990, and has come a long way since then -- it wasn't until recently that it began operating in such a sophisticated manner. A few years ago, Mexican officials realized that SASMEX wasn't living up to its potential, and they asked a company called AtHoc to help. Technically, Mexico has been capable of this type of early warning and notification for many years, said Efraim Petel, AtHoc's vice president of global public safety. The problem, he said, was that the various agencies and states had not organized around the technology and infrastructure they had.
The system's sensors were picking up hundreds of earthquakes each year, Petel said, but that's not of much use if there's no way to instantly notify people of the impending danger. The damage wave of an earthquake, called an S-wave, travels extremely fast – at about 60 percent the speed of sound. Government can't afford the extra time it takes after receiving an early warning notification to then issue that warning to the people – if there's a big earthquake, a warning needs to go out to everyone immediately, and that's what AtHoc has helped Mexico accomplish over the last few years.
This latest earthquake is a validation of the work AtHoc has been doing. "It was so successful that we got an email from the Japanese manager of their earthquake warning system, who felt this will [be] the model for the whole world," Petel said. "And it brings lots of hope for other locations."
One location hoping to institute a more sophisticated early warning system is the western United States. California has sensor stations in place for earthquake detection, but an early warning system like the ones in Mexico and Japan would cost California something like $83 million for five years of funding. This April, the California Institute of Technology and the United States Geological Survey announced the city Long Beach, Calif., will pilot the technology that could grow into a more sophisticated California Integrated Seismic Network (CISN) Earthquake Early Warning System (EEWS). But as USGS Research Geophysicist Elizabeth Cochran told Government Technology in October 2013, the legislation that supports the creation of this system means little without a reliable source of long-term funding.
In Mexico, Petel said, the hardest part of getting the system working was to get all the state agencies and officials to cooperate. One way they overcame that challenge, Petel said, was to complete work in stages. For example, they focused on one part of the system, like sirens, and made sure that worked well before moving on. And as they progressed, he said they saw greater commitment from various state agencies as they saw value in the project.
Mexico also has an advantage over the U.S. in that its federal government played a strong role in coordinating interstate efforts on this project, said Cris Paden, director of communications for AtHoc, adding that in the U.S., the federal government doesn't have that level of involvement.
"Is it the National Geological Survey or not? And if it is, then the feds ought to be involved," Paden said. "It's a little bewildering that Mexico is ahead of the United States when it comes to warning and communicating about earthquakes."
AtHoc helped Mexico make SASMEX smarter and more configurable. It can be adjusted to ignore earthquakes under a threshold. If an event is measured at less than magnitude 5.0, no one is notified. If an earthquake is detected between magnitude 5.0 and 6.0, only officials in the relevant states are notified, but the public is not notified directly. There is also a level of customization in the ability to notify only those regions that need to be notified based on their distance from the epicenter. Once alerts are issued, tens of thousands of receivers in participating cities receive the signal.
The system worked exactly as it was supposed to, and officials will continue to add features, said Juan Manuel Espinosa Aranda, director of Mexico's Center of Instrumentation and Seismic Record. They are now looking to upgrade the system so that information, such as the strength of the earthquake, can be sent to the receivers.
When it came to getting this technology working, Aranda said, the main problem was dealing with a new administration every six years, because all negotiations are reset when someone new takes office. Another problem, he said, is that major earthquakes don't happen that often, so government places little attention on the challenges of building an early detection system until a big earthquake finally hits. That was certainly the case in Mexico, as its own system began development in 1990, following the 1985 magnitude 8.1 Mexico City earthquake that is estimated to have killed as many as 40,000 people.
And to ensure that an earthquake early detection program doesn't die, Aranda said, funding must be secured for a long period, such as 10 or 20 years.
While Mexico was lucky that no one was killed in the Good Friday earthquake, that earthquake had only about 10 percent the power of the 1985 event. Some scientists predict that the 20 miles of fault that shifted in this most recent earthquake was tiny compared to what could be coming to the region in coming years. Some predict that much larger events are overdue, including events that could start with 250 miles of fault line shifting.
In the western U.S., too, large earthquakes are expected; in the Pacific Northwest, scientists believe an earthquake larger than magnitude 9.0 could come at any time because the plates shifting off the coast have been locked for a long time. The last huge earthquake in the region was in 1700. The event was so powerful it created a tsunami in Japan.
Originally published by Government Technology


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School complained Geno Auriemma's phone call to Mo'ne Davis was recruiting violation
Did Geno Auriemma's congratulatory phone call to Little League World Series star Mo'ne Davis constitute a recruiting violation? That's what one college basketball program believes.
Auriemma was put into contact with Davis during the youngster's run at Williamsport with her Taney Little League team. Davis has stated that her goal is to play point guard for UConn's women's team, so the Philadelphia 76ers thought it would be cool to put her in touch with the Huskies coach.
An intermediary put Auriemma in contact with Little League representatives, who put Davis on the phone with the coach.
"The conversation lasted like two minutes and we hung up," Auriemma said via the Hartford Courant. "And then I was told a school turned us in for a recruiting violation because we are not allowed contact of July 1 before her junior year of high school. … That's the world that we live in."
UConn says Davis is not considered a prospective student athlete until high school. She is currently in eighth grade.
How ridiculous was this whole thing? And how much of a recruiting violation could it be if Davis has already publicly stated her dream is to play for UConn? If anything, a conversation with Auriemma might turn her off from the school. By the way, my money says Muffet McGraw made the call.


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Carlyle's Hawaiian Telecom Bet Goes Belly Up
When private equity giant Carlyle Group announced its purchase of Hawaiian Telecom for $1.65 billion, its resident telecom guru and former Federal Communications Commission Chairman Bill Kennard called it an "exciting opportunity" that was expected to add many new jobs.
Fast forward four years and the troubled telecommunications firm, saddled with about $1 billion in debt, has become the latest casualty of the credit crisis that continues to grip Wall Street and companies of all sizes on Main Street.
Hawaiian Telecom said today it filed for bankruptcy protection after it missed $26 million in interest payments last month. It had been trying to work out a debt-restructuring plan with its creditors but said in a statement that Chapter 11 was the best way to handle its debt woes.
"Our decision to restructure through a Chapter 11 filing allows the company to reduce its level of debt and reorganize its business, so we can emerge a stronger and more financially secure company better able to compete in the ever-changing communications industry," said chief executive Eric Yeaman.
Of its $1 billion in debt, about $574.6 million is in bank loans and $500 million is in bonds.
Hawaiian Telecom's bankruptcy filing is the latest of main street's wreckage from the financial crisis that has roiled airline companies and sent Detroit's major automakers over the last few weeks to plea for government assistance.
Analysts like Craig Moffet of Sanford C. Bernstein said the biggest telecom firms are fairly stable. AT&T and Verizon Communications have strong cash positions and a large subscriber base that won't give up basic telecommunications services like cellular and Internet services in the economic downturn.
The Carlyle Group bought Hawaiian Telecom from Verizon in 2004, a deal spearheaded by Kennard, who sits on the company's board and is one of president-elect Barack Obama's key technology advisers. The private equity firm invested $24 million in updating Hawaiian Telecom's back-office operations.
Cecilia Kang
December 1, 2008; 6:30 PM ET
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Good thing they paid my invoices ;)
Posted by: Bodiethebulldog | December 1, 2008 7:18 PM
BO has Kennard as one of his key technology advisors?
Lets hope his other picks are more savy.
Posted by: ziga | December 2, 2008 10:51 PM
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A funeral will be held at noon on Saturday for East Point police officer Crystal Parker at East Point First Mallalieu United Methodist Church on Church St. Parker was 34 years old.
On Sunday, Parker was found with a gunshot wound to the head at her home and may have been dead for three days prior, according to police.
Ex-roommate Danielle Alexis Parker, who is 30, has been charged with murder.
The suspect is expected to appear in court on July 24 at 9 a.m.
Police have not revealed a motive for Officer Parker's death.
Parker was with the department for six years and was East Point's 2012 Police Officer of the Year.


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Kurt Nimmo
February 20, 2013
Rep. Linda Sánchez, a California Democrat with a history of attacks on the Second Amendment, introduced H.R. 793 last week. The proposed legislation calls for an excise tax on concealed carry and a federal buyback program. It is co-sponsored by a number of Democrats in the House, including the notorious gun-grabber Rosa DeLauro.
In January, DeLauro introduced a similar bill, H.R. 226, the Support Assault Firearms Elimination and Reduction for our Streets Act. DeLauro's bill promised a tax break for gun owners if they turned over their firearms to the government. DeLauro's bill was referred to the House Committee on Ways and Means and the Committee.
Democrats around the country have intensified their efforts to rollback the Second Amendment following Obama's "gun violence" speech on January 16 and the Sandy Hook school shooting in December.
On Tuesday, the Tarrant County Democratic Party in Texas said it wants to run background checks on customers purchasing guns at events held on city property. On Monday, legislators in the Colorado House passed four anti-Second Amendment measures. Also on Monday, Democrats in Minnesota failed to get the Senate to impose a ban on so-called assault weapons and high-capacity magazines. A large number of Second Amendment supporters turned out for hearings on gun legislation in the state.
Meanwhile, in Texas, Rep. Steve Toth has proposed legislation that would prevent police from acting on any federal orders to confiscate assault rifles and ammunition magazines. Toth's proposal would create a Class A misdemeanor for police enforcing any new federal gun regulations and would establish cause for the state attorney general to sue individuals who seek to enforce new federal gun regulations, the Associated Press reported on Tuesday.
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Ah, Democracy! Freedom of speech! Americans coming together to have their voices heard! You can just smell it in the air some days, can't you? Or is that the smell of breakfast? It was probably hard to tell when, earlier this week, a couple hundred members of the SEIU stormed the barricades at Dunkin' Donuts in a small town in Pennsylvania to protest in favor of raising the minimum wage and against… Mitt Romney?
About 200 union protesters descended on the parking lot of the Dunkin' Donuts on High Street in Carlisle just before 12:30 p.m. today to call for increasing the federal minimum wage and to attack GOP presidential candidate Mitt Romney…
Some of the protesters wearing Romney masks engaged in a pseudo counter-protest, based on what the union said is Romney's opposition to increasing the federal minimum wage.
OK… I suppose I get that you want the minimum wage raised and believe Mitt doesn't support your position. Fine. But… Dunkin' Donuts? Is it because they sell those things that Mitt Romney really likes? You know, those… um… you know… treats?
The members of Service Employees International Union picked Dunkin' Donuts because the chain is partially owned by Bain Capital, the private equity firm that Romney used to head.
Ah! It's all coming clear now. Obviously Dunkin' Donuts is part of Romney's maximum double secret probation, shadow world government, so you'll go stick it to The Man in their parking lot. But there's one little problem with this plan. (OK… there's a lot of problems with this plan, but this is the first one that leaps to mind.) Bain (along with a partnership including The Carlyle Group and Thomas H. Lee Partners) didn't purchase Dunkin' until 2006, long after Mitt was out the door by anyone's standards of when he left.
Here's the bonus part of the story… even if Romney had still somehow been involved, Bain and friends purchased Dunkin' Donuts from its previous French owners, Pernod Ricard. This shifted the flow of the successful breakfast chain's profits (and the taxes paid on them) back to the good old U.S of A rather than going overseas to France.
But, hey… if you can get 200 people from a small town to show up in the rain, if nothing else that must mean there's a pretty big grassroots movement against Romney, right? I mean, that's a pretty big turnout given the size of the town.
Kim Klinger, a nurse from Wilkes-Barre, said the SEIU members were from all over Pennsylvania and were attending a state-wide leadership conference at the Hotel Carlisle Embers Convention Center in Middlesex Twp. Five buses brought the union members from the conference to the Dunkin' Donuts.
Busing in people to set up a "popular protest?" Where have I heard this story before? Man, you SEIU protesters can really build a narrative, eh? But if nothing else, I'm sure you kept the protest and political discourse elevated and professional, right? As always, a picture is worth a thousand words.
Stay classy, guys. Stay classy.


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Coloring Pages and supplies will be available so you can take part in this relaxing, comfortable artistic past time. Take your work home with you or leave it to adorn the library. NO Sign-Up is NEEDED for this FREE program. If you have supplies of your own feel free to bring them!