text: Job Discussion Forums :: View topic - KSA Ministry of Labor Law Get TEFL Certified & Start Your Adventure Today! Job Discussion Forums"The Internet's Meeting Place for ESL/EFL Students and Teachers from Around the World!" FAQ Search Memberlist Usergroups Register Profile Log in to check your private messages Log in KSA Ministry of Labor Law Job Discussion Forums Forum Index -> Saudi Arabia View previous topic :: View next topic Author Message sheikherJoined: 13 Jul 2009Posts: 291 Posted: Sun Aug 29, 2010 10:52 pm Post subject: KSA Ministry of Labor Law Kingdom of Saudi Arabia Ministry of Labor LABOR LAW Royal Decree No. M/51 23 Sha'ban 1426 / 27 September 2005 First Edition 2006 In the name of God the Compassionate the Merciful This translation is provided for guidance. The governing text is the Arabic text. PART I: DEFINITIONS AND GENERAL PROVISIONS PART I: DEFINITIONS AND GENERAL PROVISIONS Chapter One: Definitions Article (1): This law shall be called the Labor Law. Article (2): The following terms and phrases, whenever mentioned in this Law, shall have the meanings expressed next to them, unless the context requires otherwise. Ministry: Ministry of Labor. Minister: Minister of Labor. Labor Office: The administrative authority assuming jurisdiction over the labor affairs within an area specified by a decision of the Minister. Employer: Any natural or corporate person employing one or more workers for a wage. Worker: Any natural person working for an employer and under his management or supervision for a wage, even if he is not under his direct control. Minor: Any person of fifteen and below eighteen years of age. Work: The effort exerted in all human activities in execution of a (written or unwritten) work contract regardless of their nature or kind, be they industrial, trade, agricultural, technical or otherwise, whether physical or mental. Original Work: For individuals: Their usual business activities. For firms: The activities for which the firm has been established as stated in its articles of incorporation, franchise contract- if a franchise company- or Commercial Register. Temporary Work: Work considered by its nature to be part of the employers activities, the completion of which requires a specific period or relates to a specific job and ends with its completion. It shall not exceed ninety days in either case. Incidental Work: Work that is not considered by its nature to be part of the usual activities of an employer, and its execution does not require more than ninety days. Seasonal Work: Work that takes place in known periodical seasons. Part-time Work: Work performed by a part-time worker for an employer and for less than half the usual daily working hours at the firm, whether such a worker works on a daily basis or on certain days of the week. Continuous Service: Uninterrupted service of a worker for the same employer or his legal successor from the starting date of service. Service shall be deemed continuous in the following cases: (1) Official holidays and vacations. (2) Interruptions for sitting for examinations in accordance with the provisions of this Law. (3) Workers unpaid absences from work for intermittent periods not exceeding twenty days per work year. Basic Wage: All that is given to the worker for his work by virtue of a written or unwritten work contract regardless of the kind of wage or its method of payment, in addition to periodic increments. Actual Wage: The basic wage plus all other due increments decided for the worker for the effort he exerts at work or for risks he encounters in performing his work, or those decided for the worker for the work under the work contract or work organization regulation. This includes: (1) The commission or percentage from sales or profits paid against what the worker markets, produces, collects or realizes from increased or enhanced production. (2) Allowances the worker is entitled to for exerted effort, or risks he encounters while performing his job. (3) Increments that may be granted in accordance with the standard of living or to meet family expenses. (4) Grant or reward: What the employer grants to the worker and what is paid to him for honesty or efficiency and the like, if such grant or reward is stipulated in the work contract or the work organization regulation of the firm or if customarily granted to the extent that the workers consider it part of the wage rather than a donation. (5) In rem privileges: what the employer commits himself to provide to the worker for his work by stating it in the work contract or the work organization regulation and its estimated at a maximum of two months basic wage per annum, unless it is otherwise determined to exceed that in the work contract or the work organization regulation. Wage: actual wage. Firm: Any enterprise run by a natural or corporate person who employs one or more workers for a wage of any kind. Month: Thirty days, unless it is otherwise specified in the work contract or the work organization regulation. Regulations: The Implementing Regulations of this Law. PART I: DEFINITIONS AND GENERAL PROVISIONS Chapter Two: General Provisions Article (3): Work is the right of every citizen. No one else may exercise such right unless the conditions provided for in this Law are fulfilled. All citizens are equal in the right to work. Article (4): When implementing the provisions of this Law, the employer and the worker shall adhere to the provisions of Shari'ah. Article (5): The provisions of this Law shall apply to: (1) Any contract whereby a person commits himself to work for an employer and under his management or supervision for a wage. (2) Workers of the government and public organizations and institutions including those who work in pastures or agriculture. (3) Workers of charitable institutions. (4) Workers of agricultural and pastoral firms that employ ten or more workers. (5) Workers of agricultural firms that process their own products. (6) Workers who operate or repair agricultural machineries on a permanent basis. (7) Qualification and training contracts with workers other than those working for the employer within the limits of the special provisions provided for in this Law. (8) Part-time workers with respect to safety, occupational health and work injuries, as well as what is decided by the Minister. Article (6): Incidental, seasonal and temporary workers shall be subject to the provisions on duties and disciplinary rules, the maximum working hours, daily and weekly rest intervals, overtime work, official holidays, safety rules, occupational health, work injuries and compensation therefore as well as whatever is decided by the Minister. Article (7): The following shall be exempted from the implementation of the provisions of this Law: (1) The employer's family members, namely, the spouse, the ascendants and descendants who constitute the only workers of the firm. (2) Domestic helpers and the like. (3) Sea workers working on board of vessels with a load of less than five hundred tons. (4) Agricultural workers other than the categories stated in Article (5) of this Law. (5) Non-Saudi workers entering the Kingdom to perform a specific task for a period not exceeding two months. (6) Players and coaches of sports clubs and federations. The Ministry shall, in coordination with the competent authorities, draft regulations for domestic helpers and the like to govern their relations with their employers and specify the rights and duties of each party and submit the same to the Council of Ministers. Article (8): Any condition that contradicts the provisions of this Law shall be deemed null and void. The same applies to any release or settlement of the workers rights arising from this Law during the validity of the work contract, unless the same is more beneficial to the worker. Article (9): Arabic shall be the language used for data, records, files, work contracts and the like as provided for in this Law or in any decision issued in implementation of its provisions as well as the instructions issued by the employer to his workers. If the employer uses a foreign language beside Arabic in any of the mentioned cases, the Arabic text shall prevail. Article (10): All periods and schedules provided for in this Law shall be according to Hegira calendar, unless otherwise stated in the work contract or the work organization regulation. Article (11): (1) If the employer assigns all or part of his original business to a natural or corporate person, the latter shall give his workers all the rights and privileges which the original employer gives to his workers, and both of them shall be jointly and severally liable. (2) In case of multiple employers, all of them shall be jointly and severally responsible for the fulfillment of the obligations arising from this Law and the work contracts. Article (12): Both the employer and the worker shall be familiar with the provisions of the Labor Law in all its contents so that each of them shall be aware of his position and of his rights and duties. Any employer who employs ten or more workers shall submit to the Ministry, a work organization regulation including internal work provisions, within a year of the effective date of this Law or from the date of reaching the quota. Such regulations shall include the work organization rules and all related provisions including the provisions related to privileges, violations and disciplinary penalties, not contradicting the provisions of this Law. Article (13): The Ministry shall approve the work organization regulation and all amendments to it within sixty days from the date of its submission to the Ministry. If such period elapses without approval or objection, the regulation shall be considered effective as of the end of such period. The employer shall announce the regulation by displaying it in a prominent location in the firm or by any other means that ensures the workers awareness thereof. Article (14): A model(s) work organization regulation shall be issued pursuant to a decision by the Minister for the guidance of employers. Article (15): An employer shall, upon commencement of work in the firm, notify the competent labor office in writing of the following data: (1) Name, type and headquarters of the firm, as well as its mailing address and any information that facilitates contact there with. (2) Line of business for which it is licensed, providing the number of the Commercial Register or the license, its date and issuing authority, together with a copy thereof. (3) Number of workers to be employed in the firm. (4) Name of the firms manager in-charge. (5) Any other data required by the Ministry. Article (16): (1) If the employer is unable to run the business in person, he shall designate a representative at the workplace. In case of multiple partners or managers in the firm, one of them, from among those residing at the place of work, shall be nominated to represent the employer and be liable for any violation of the provisions of this Law. (2) The employer shall notify the competent labor office in writing of the name of the partner or manager, and, in case of his replacement, he shall notify the labor office of the name of the new partner or manager within seven days at most of the date of the latters assuming the job. (3) In case no manager is appointed to be in charge of the firm, or if the appointed manager does not assume his duties, then the person who actually runs the firm or the employer himself shall be considered the manager in charge of the firm. In all cases, the employer is ultimately liable. Article (17): An employer shall maintain at the workplace records, statements and files the nature and contents of which shall be specified in the regulations. He shall display at a prominent location at the workplace a schedule of working hours, breaks, weekly rest days and time of start and end of each shift, when operating in shifts. Article (18): If the ownership of a firm is transferred to a new owner or a change takes place in its legal form through merger, partition or otherwise, the work contracts shall remain in force in both cases and service shall be deemed continuous. As for workers rights accrued for the period prior to the change such as wages or unrealized end- of- service award on the date of transfer of ownership and other rights, the predecessor and the successor shall be jointly and severally liable. However, in the case of transfer of ownership of individual firms, for any reason, the predecessor and the successor may agree to transfer all the previous rights of the worker to the new owner with the written consent of the worker. If the worker disapproves, he may request the termination of his contract and collect his dues from the predecessor. Article (19): Amounts due to the worker or his heirs under this Law shall be deemed first rate privileged debts and the worker and his heirs shall, for the purpose of settling them, be entitled to a privilege over all the employers properties. In the case of bankruptcy of the employer or liquidation of his firm, the aforementioned amounts shall be entered as privileged debts and the worker is paid an expedited amount equivalent to one month wage prior to payment of any other expenses including judicial, bankruptcy or liquidation expenses. Article (20): An employer or a worker may not perform any act that may abuse the provisions of this Law or the decisions or regulations issued for its implementation. Neither of them may undertake any act that infringes upon the freedom of the other or the freedom of other workers or employers to realize any interest or impose a point of view that conflicts with the freedom of work or the jurisdiction of the competent authority in charge of settlement of disputes. Article (21): The Minister, in implementing the provisions of this Law, shall coordinate with relevant authorities whenever necessary. PART II: ORGANIZATION OF RECRUITMENT Chapter One: Employment Units Article (22): The Ministry shall provide employment units, free of charge, at locations convenient for employers and workers, which shall undertake the following: (1) Assisting workers in finding suitable jobs and aiding employers in recruiting suitable workers. (2) Gathering necessary information on the labor market and its developments and analyzing such information to make it available to various public and private organizations concerned with economic and social planning affairs. (3) Performing the following duties: (3-1) Registration of job seekers. (3-2) Obtaining data on vacant jobs from employers. (3-3) Referring workers applications to suitable vacant jobs. (3-4) Providing advice and assistance to job seekers with respect to vocational qualification and training or the required retraining to fill vacancies. (3-5) Other matters decided by the Ministry. Article (23): Every citizen of working age who is capable of and willing to work may register his name at the employment unit, his date of birth, qualifications, previous employment, preferences and address. Article (24): The regulations shall specify the rules for work progress and procedures at the employment units, forms of registers, notices and others used for its work as well as the job classification tables, according to the official job classification, which shall be the basis for organization of recruitment. Article (25): Every employer shall send the following to the competent labor office: (1) A statement of vacant and new jobs, their types, locations, wages, and qualifications within a period not exceeding fifteen days from the date of vacancy or creation. (2) A notice of measures taken to employ the citizens nominated by the employment unit within seven days from receiving the nomination letter. (3) A list of names, jobs, professions, wages, ages, nationalities of his workers, numbers and dates of work permits for non- Saudis and other data specified in the Regulations. (4) A report on the status, conditions and nature of work and the anticipated increase or decrease in jobs during the year following the date of the report. (5) The statements specified in Paragraphs (3) and (4) of this Article shall be sent during the month of Muharram every year. Article (26): (1) All firms in all fields, and regardless of number of workers, shall work to attract and employ Saudis, provide conditions to keep them on the job and avail them of an adequate opportunity to prove their suitability for the job by guiding, training and qualifying them for their assigned jobs. (2) The percentage of Saudi workers employed by the employer shall not be less than 75% of the total number of his workers. The Minister may temporarily reduce this percentage in case of non-availability of adequate technically or academically qualified workers or if it is not possible to fill the vacant jobs with nationals. Article (27): The Minister may - when necessary in respect of certain activities and professions and in some provinces and counties - require employers not employ workers until they have been registered at the employment units under the terms and conditions specified pursuant to his decision. Article (28): Each employer employing twenty- five workers or more where the nature of his work allows recruitment of the professionally disabled shall employ a number of disabled that represents at least 4% of the total number of his workers whether through nomination by the employment units or otherwise, and he shall send to the competent labor office a list of the jobs and posts occupied by the professionally rehabilitated disabled persons and their wages Article (29): If a worker sustains a work injury that results in a loss in his usual capabilities that does not prevent him from performing another job, the employer, in whose service the work injury was sustained, shall employ said worker in a suitable job for the wage specified for such job. This shall not prejudice the worker's compensation for the injury. Article (30): A natural or corporate person may not engage in the recruitment of Saudis or in the recruitment of workers from abroad unless licensed for the same by the Ministry. The Regulations shall determine the functions of these two types of activities, the conditions for granting and renewing a license to each of them, the duties and prohibitions as well as rules for non-renewal or revocation of the license and the consequences thereof and other conditions and controls necessary for ensuring the proper conduct of business. Article (31): The Saudi workers to whose employment the recruitment offices contributed and the workers recruited from abroad on behalf of the employers shall be deemed workers of the employer and bound to him by direct contractual relation. PART III: EMPLOYMENT OF NON-SAUDIS Article (32): Recruitment from abroad for the purpose of work may not be undertaken without the approval of the Ministry. Article (33): A non- Saudi may not engage in or be allowed to engage in any work except after obtaining a work permit from the Ministry, according to the form prepared by it for this purpose. The conditions for granting the permit are as follows: (1) The worker has lawfully entered the country and is authorized to work. (2) He possesses the professional and academic qualifications which the country needs and which are not ossessed by citizens or the available number of such citizens is insufficient to meet the needs, or that he belongs to the class of ordinary workers that the country needs. (3) He has a contract with the employer and is under his responsibility. The word "work" in this Article means any industrial, commercial, agricultural, financial or other work, and any service including domestic service. Article (34): No permit or license required by any other agency for engaging in a work or a profession may substitute for the said work permit. Article (35): Prior to renewing the work permit, it shall be ascertained that none of the Saudi applicants possesses the required qualifications and is willing to undertake the same work. Article (36): The Minister shall issue a decision specifying the professions and jobs which are prohibited for non-Saudis. Article (37): The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract. Article (38): An employer may not employ the worker in a profession other than the one specified in his work permit. Before following the legal procedures for changing the profession, a worker is prohibited to engage in a profession other than his. Article (39): (1) Unless he has followed the stipulated legal rules and procedures, an employer may not allow his worker to work for others, and a worker may not work for other employers. Similarly, an employer may not employ workers of other employers. (2) An employer may not allow a worker to work for his own account and a worker may not work for his own account. Article (40): (1) An employer shall incur the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (Iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the workers home country at the end of the relation between the two parties. (2) A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason. (3) An employer shall bear the fees of transferring the services of a worker who wishes to transfer his service to him. (4) An employer shall be responsible for the cost of preparing the body of a deceased worker and transporting it to the location where the contract was concluded, or where the worker was recruited unless the worker is interred in the Kingdom with the approval of his family. The employer shall be relieved if the General Organization for Social Insurance (GOSI) undertakes the same. Article (41): The Regulations shall specify the conditions for recruitment from abroad, transfer of services and change of profession, and the controls and procedures thereof. PART IV TRAINING AND QUALIFICATION PART IV: TRAINING AND QUALIFICATION Chapter One: Training and Qualification of the Employers Workers Article (42): An employer shall be required to prepare his Saudi workers and enhance their technical, administrative, vocational and other skills for the purpose of gradually replacing non-Saudis. The employer shall keep a record showing the names of the Saudi workers who have replaced the non-Saudis in accordance with the conditions and rules set forth in the Regulations. Article (43): Without prejudice to the conditions set forth in concession and other agreements relative to training, qualification, education, and scholarships, every employer employing fifty or more workers shall annually train, in his business, a number of his Saudi workers not less than 6% of the total number of his workers. The Minister may raise this percentage in certain firms pursuant to a decision by him. Article (44): The training program shall provide for the rules and conditions to be followed in training, its duration, number of hours, the theoretical and practical training programs, method of testing and certificates to be granted in this regard. The Regulations shall set forth the general criteria and rules to be followed in this regard to raise the workers level of performance in terms of skills and productivity. Article (45): The training or qualification contract is a contract which commits the employer to train and qualify a person for a specific profession. Article (46): The training or qualification contract shall be in writing, indicating the profession for which the training is contracted, the duration of training and successive stages, and the allowance to be paid to the trainee in each stage, provided that it is not based on piecemeal or productivity. Article (47): The Minister may require the firms, to be identified pursuant to a decision by him, to accept a certain number or percentage of the students and graduates of colleges, institutes and centers to receive training and supplementary practical experience in accordance with the conditions, circumstances, durations and trainee allowances to be specified in an agreement to be concluded between the Ministry and the management of the relevant firm. Article (48): The employer may terminate the training or qualification contract if the trainee, in his opinion, is not amenable to or incapable of completing the training program in a beneficial manner. The trainee, his guardian or trustee shall have the same right. The party wishing to terminate the contract shall notify the other party at least one week prior to the date of cessation of the training. The employer may require the trainee to work for him upon completion of the training period for a period not to exceed twice the duration of the training or one year, whichever is longer. Article (49): The training and qualification contract shall be subject to this Laws provisions on annual vacations, official holidays, maximum working hours, daily and weekly rest periods, occupational health and safety rules, work injuries and their conditions as well as whatever is decided by the Minister. PART V: WORK RELATIONS PART V: WORK RELATIONS Chapter One: Work contract Article (50): A work contract is a contract concluded between an employer and a worker, whereby the latter undertakes to work under the management or supervision of the former for a wage. Article (51): The work contract shall be in duplicates, one copy to be retained by each of the two parties. However, a contract shall be deemed to exist even if not written. In this case the worker alone may establish the contract and his entitlements arising therefrom by all methods of proof. Either party may at any time demand that the contract be in writing. As for workers of the government and public corporations, the appointment decision or order issued by the competent authority shall serve as the contract. Article (52): The work contract shall primarily include the name of the employer, venue, the name of the worker, nationality, identification, wage agreed upon, type and location of work, date of employment, duration of the contract if fixed, subject to the provisions of Article 37 of this Law. Article (53): If the worker is subject to a probation period, the same shall be expressly stated and clearly indicated in the work contract. Such probation period shall not exceed ninety days, exclusive of Eid al-Fitr and Eid al-Adha holidays and sick leaves. Each party shall have the right to terminate the contract during this period, unless the contract embodies a clause giving the right to terminate the contract to only one of them. Article (54): A worker may not be placed on probation more than once by the same employer. As an exception to this, the worker may, with the approval of the contract parties, be subjected to another probation period of not more than ninety days on the condition that this period involves another profession or work. If the contract is terminated during the probation period, neither party shall be entitled to compensation nor shall the worker be entitled to an end-of-service award. Article (55): (1) The fixed-term contract shall terminate upon expiration of its term. If the two parties continue to implement it, it shall be deemed renewed for an indefinite period of time, subject to the provisions of Article (37) of this Law for non-Saudi workers. (2) If the fixed-term contract incorporates a clause providing for its renewal for a similar term or a specified term, the contract shall be renewed for the period agreed upon. If the contract is renewed for two consecutive terms or if the original contract term and the renewal period amount to three years, whichever is less, and the two parties continue to implement it, the contract shall become an indefinite term contract. Article (56): In all cases where the contract term is renewed for a specific period of time, the contract renewal period shall be an extension of the original term in determining the workers rights which takes into account the workers period of service. Article (57): If the contract involves performance of a specific work, it shall terminate with the completion of the work agreed upon. Article (58): The employer may not transfer the worker from his original workplace to another place that entails a change in his place of residence, if such transfer is likely to cause serious harm to the worker and is not justified by the nature of work. Article (59): A monthly-paid worker may not be reclassified as a daily-paid, a weekly-paid or an hourly-paid worker nor as a worker paid by piecework, unless the worker agrees thereto in writing and without prejudice to the rights he has acquired during the period he spent as a monthly-paid worker. Article (60): Without prejudice to the provisions of Article (38) of this Law, a worker may not be assigned duties which are essentially different from the work agreed upon without his written consent, except in cases of necessity dictated by transient circumstances and for a period not exceeding thirty days a year. PART V: WORK RELATIONS Chapter Two: Duties and Disciplinary Rules First: Employers Duties Article (61): In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to: (1) Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the workers wages or any part thereof. The employer shall treat his workers with due respect and refrain from any action or utterances that may infringe upon their dignity and religion. (2) Give the workers the time required to exercise their rights as provided for in this Law without any deductions from their wages against such time. He may regulate the exercise of this right in a manner not detrimental to the work progress. (3) Facilitate for the employees of the competent authorities any task related to the enforcement of the provisions of this Law. Article (62): If the worker reports to work on the prescribed time or expresses his readiness to perform his work at such times but is prevented from doing so only by a cause which is ascribed to the employer, the worker shall be entitled to the wage for the period during which no work is performed. Article (63): The employer, his agents, or any person having authority over the workers shall forbid entry of any illegal substances into the places of work. Anyone who is found in possession of or consumes such substance shall be subject to the punishments provided for in this Law on, without prejudice to the other punishments provided for in Shariah. Article (64): Upon expiration of the work contract, the employer shall be required to: (1) Give the worker, upon his request and free of charge, a certificate of work experience, indicating date of his employment, date of end of work, his profession, and the last wage received. If the certificate contains any remarks that are prejudicial to the workers reputation or likely to limit his employment chances, the reasons shall be given. (2) Return to the worker all certificates and documents he had submitted. Second: Workers Duties Article (65): In addition to the duties provided for in this Law and the regulations and decisions in implementation thereof, the worker shall be required to: (1) Perform the work in accordance with the trade practice and the employers instructions provided that such instructions do not conflict with the contract, the law or public morality and that they do not expose him to any undue hazards. (2) Take due care of the employers machinery, tools, supplies and raw materials placed at his disposal or in his custody and return to the employers the unused materials. (3) Abide by proper conduct and ethical norms during work. (4) Extend all assistance and help without making it contingent on additional pay in cases of disasters or hazards threatening the workplace or the persons working therein. (5) Undergo, upon the employers request, the medical examinations required prior to or during employment to ensure that he is free from occupational or communicable diseases. (6) Keep confidential the technical, trade and industrial secrets of the products or which he directly or indirectly contributed to their production, as well as all trade secrets related to the work or the firm, the disclosure of which is likely to cause damage to the employers interests. Third: Disciplinary Rules Article (66): The disciplinary penalties that the employer may inflict on the worker: (1) Warning. (2) Fines. (3) Withholding allowance or postponing it for a period not exceeding one year if prescribed by the employer. (4) Postponement of promotion for a period not exceeding one year if prescribed by the employer. (5) Suspension from work and withholding of wages. (6) Dismissal from work in cases set forth by the law. Article (67): An employer may not inflict on a worker a penalty not provided for in this Law or in the work organization regulation. Article (68): The penalty shall not be made harsher in the event of repeated violation if one hundred eighty days have elapsed since the previous violation was committed, calculated from the date the worker is informed of the penalty for that violation. Article (69): A worker may not be accused of any offense discovered after the elapse of more than thirty days, nor shall he be subjected to a disciplinary penalty after the elapse of more than thirty days from conclusion of the investigation and establishment of the workers guilt. Article (70): A worker may not be subjected to disciplinary penalty for an act committed outside the workplace unless such act is related to the job, the employer or the manager in-charge. Nor may a worker be fined for a single violation an amount in excess of a five-day wage, and no more than one penalty shall be applied for the same violation. No more than a five-day wage shall be deducted from his wages in one month in payment of fines, or his suspension from work without pay may not exceed five days a month. Article (71): A disciplinary action may not be imposed on a worker except after notifying him in writing of the allegations, interrogating him, hearing his defense and recording the same in minutes to be kept in his file. The interrogation may be verbal in minor violations the penalty for which does not go beyond a warning or a deduction of a one-day salary. This shall be recorded in minutes. Article (72): The worker shall be notified in writing of the decision of imposing the penalty on him. If he refuses to receive the same or if he is absent, the notice shall be sent to the address shown in his file by registered mail. The worker may object to the decision of imposing the penalty upon him within fifteen days, excluding official holidays, from the date of notifying him of the final decision. The objection shall be filed with the Commission for the Settlement of Labor Disputes which shall be required to issue its decision within thirty days from the date of registering the objection. Article (73): Fines imposed on the workers shall be entered in a special record, showing the workers name, his wages, the amount of the fine, reasons and date of the fine. Such fines may not be disposed of except for the benefit of the firms workers, upon the Ministrys approval. PART V: WORK RELATIONS Chapter Three: Termination of Work Contract Article (74): A work contract shall terminate in the following cases: (1) If both parties agree to terminate it, provided that the workers consent be in writing. (2) If the term specified in the contract expires, unless the contract has been explicitly renewed in accordance with the provisions of this Law in which case it shall remain in force until the expiry of its term. (3) At the discretion of either party in indefinite term contracts. (4) The worker attains the age of retirement, which is sixty years for males and fifty five years for females, unless the two parties agree upon continuing work after this age. The retirement age may be reduced in cases of early retirement as provided for in the work organization regulation. If it is a fixed-term work contract which extends beyond the retirement age, it shall terminate at the end of its term. (5) Force majeure. The provisions of Paragraph (4) of this Article shall apply two years after this Law enters into force. Article (75): If the contract is of an indefinite term, either party may terminate it for a valid reason to be specified in a written notice to be served to the other party at least thirty days prior to the termination date if the worker is paid monthly and not less than fifteen days for others. Article (76): If the party terminating the contract does not observe the period provided for in Article (75) of this Law, such party shall be required to pay the other party compensation equal to the workers wage for the duration of the notice or the balance thereof. The last wage received by the worker shall serve as the basis for estimating the compensation for workers who are paid by the time frame criterion. For workers who are paid by another criterion, the estimation shall take into account the provisions of Article (96) of this Law. Article (77): If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained. Article (78): A worker who has been dismissed from work without valid reason may demand reinstatement. Such claims shall be considered in accordance with the provisions of this Law and the Litigation Regulations before the Commissions for the Settlement of Labor Disputes. Article (79): A work contract shall not expire by the death of the employer unless his person has been taken into consideration in concluding the contract, but shall expire with the death or incapacity of the worker in accordance with a medical report approved by the competent health authority or the authorized physician designated by the employer. Article (80): An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination: (1) If, during or by reason of the work, the worker assaults the employer, the manager in-charge or any of his superiors. (2) If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place. (3) If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity. (4) If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence. (5) If the worker resorts to forgery in order to obtain the job. (6) If the worker is hired on probation. (7) If the worker is absent without valid reason for more than twenty days in one year or for more than ten consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for ten days in the first case and for five days in the second. (8) If the worker unlawfully takes advantage of his position for personal gain. (9) If the worker discloses work- related industrial or commercial secrets. Article (81): Without prejudice to all of his statutory rights, a worker may leave his job without notice in any of the following cases: (1) If the employer fails to fulfill his essential contractual or statutory obligations towards the worker. (2) If the employer or his representative resorts to fraud at the time of contracting with respect to the work conditions and circumstances. (3) If the employer assigns the worker, without his consent, to perform a work which is essentially different from the work agreed upon and in violation of provisions of Article (60) of this Law. (4) If the employer, a family member or the manager in-charge commits a violent assault or an immoral act against the worker or any of his family members. (5) If the treatment by the employer or the manager in-charge is characterized by cruelty, injustice or insult. (6) If there exists in the workplace a serious hazard threatening the safety or health of the worker, provided that the employer is aware thereof but fails to take measures indicating its removal. (7) If the employer or his representative, through his actions and particularly his unjust treatment or violation of the terms of the contract, has caused the worker to appear as the party terminating the contract. Article (82): An employer may not terminate the workers services on account of illness prior to availing him of the period designated for sick leave as provided for in this Law. The worker may request that his sick leave be combined with his annual leave. Article (83): If the work assigned to the worker allows him to get acquainted with the employers customers, or to have access to his business secrets, the employer may require the worker in the contract not to compete with him or reveal his secrets upon expiration of the contract. For this condition to be valid, it shall be in writing and specific in terms of time, place and type of work and to the extent required to protect the legitimate interests of the employer. In all cases, the duration of such agreement shall not exceed two years from the date of termination of the relationship between the two parties. PART V: WORK RELATIONS Chapter Four: End-of-Service Award Article (84): Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job. Article (85): If the work relation ends due to the workers resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years. Article (86): As an exception to the provision of Article (8) of this Law, it may be agreed that the wage used as a basis for calculating the end-of-service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the worker which are by their nature subject to increase or decrease. Article (87): As an exception to the provisions of Article (85) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six months from the date of her marriage or three months from the date of giving birth. Article (88): Upon the end of the workers service, the employer shall pay his wages and settle his entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his entitlements within a period not exceeding two weeks. The employer may deduct any work-related debt due to him from the workers entitlements. PART VI WORK CONDITIONS AND CIRCUMSTANCES PART VI: WORK CONDITIONS AND CIRCUMSTANCES Chapter One: Wages Article (89): The Council of Ministers may, when necessary and upon a proposal by the Minister, set a minimum wage. Article (90): (1) The workers wages and all other entitlements shall be paid in the Countrys official currency. Wages shall be paid during working hours and at the workplace in accordance with the following provisions: (1.1) Workers paid on a daily basis shall be paid at least once a week. (1.2) Workers paid on a monthly basis shall be paid once a month. (1.3) If the work is done by the piece and requires a period of more than two weeks, the worker shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work. (1.4) In cases other than the above, the workers wages shall be paid at least once a week. (2) Wages may be paid through accredited banks in the Kingdom, with the consent of the worker, provided that their due dates do not exceed the dates specified above. Article (91): (1) If the worker, as a result of his own fault or violation of the employers instructions and not as a result of a third partys fault or a force majeure, causes loss, damage or destruction to machineries or products owned by the employer while in his custody, the employer may deduct from the workers wage the amount necessary for repair or restoration to the original condition, provided that such deductions do not exceed a five-day wage per month. The employer may file a grievance, if necessary, demanding more deductions if the worker has other properties from which collections may be made. The worker may file a grievance with the Commission for the Settlement of Labor Disputes regarding the allegations leveled at him or the employers estimation of the damages. If the Commission rules that the employer is not entitled to claim such deductions or if it awards the employer a lower amount, the employer shall return to the worker the amounts unjustifiably deducted, within seven days from the date of the award. (2) Either party shall file its grievance within fifteen work days; otherwise, it shall forfeit his right thereto. For the employer, the date of filing the grievance shall be from the date the occurrence is discovered, and for the worker from the date of his notification of the same by the employer. Article (92): No amount shall be deducted from the workers wages against private rights without his written consent, except in the following cases: (1) Repayment of loans extended by the employer, provided that such deductions do not exceed 10% of his wage. (2) Social insurance or any other contributions due on the workers as provided for by law. (3) Workers contributions to thrift funds or loans due to such funds. (4) Installments of any scheme undertaken by the employer involving home ownership programs or any other privilege. (5) Fines imposed on the worker on account of violations committed, as well as deductions made for damages caused. (6) Any debt collected in implementation of a judicial judgment, provided that the monthly deduction shall not exceed one quarter of the workers wage, unless the judgment provides otherwise. First to be collected is alimony, followed by food, clothing and accommodation debts, before other debts. Article (93): In all cases, deductions made may not exceed half the workers due wage, unless the Commission for the Settlement of Labor Disputes determines that further deductions can be made or that the worker is in need of more than half his wage. In the latter case, the worker may not be given more than three quarters of his wage. Article (94): (1) If any amount is deducted from the workers wages for reasons other than those specified in this Law without his written consent, or if the employer delays, without a valid justification, payment of the workers wages beyond the due date set forth in the Law, the worker, his representative or the head of the competent Labor Office may submit a request to the Commission for the Settlement of Labor Disputes to order the employer to return to the worker any wrongfully-deducted amounts or to pay him his outstanding wages. (2) The said Commission may, if it establishes that the employer has unjustifiably deducted the said amounts or delayed the payment of the wages, impose on the employer a fine not exceeding twice the amount deducted from the workers wage or twice the outstanding wages. Article (95): (1) If the work contract or the work organization regulation does not provide for the wage binding on the employer, the wage estimated for the same type of work in the firm, if any, shall be adopted; otherwise, the wage shall be estimated in accordance with the professions norms at the place where the work is performed. In the absence of such norms, the Commission for Settlement of Labor Disputes shall estimate the wage in accordance with the dictates of justice. (2) The same shall also apply in determining the type and scope of the service that the worker is required to render. Article (96): (1) If the workers wage is determined on the basis of piecework or productivity, the average wage which the worker receives for his actual workdays during the last year of his service shall be used as the basis for calculating any entitlements determined for the worker under this Law. (2) If the entire wage is the amounts received as commissions, a percentage of sales or the like which are by nature subject to increases or decreases, the daily average wage shall be calculated on the basis of the amounts the worker receives for the actual work days, divided by them. Article (97): If a worker is detained or taken into custody by the competent authorities in cases related to work or occasioned by it, the employer shall continue to pay the worker 50% of the wage until the case is decided, provided that the period of detention or custody shall not exceed one hundred eighty days. If said period exceeds that, the employer shall not be required to pay any portion of the wage for the excess period. If the worker is acquitted or the investigation is closed for lack of evidence or invalidity thereof, the employer shall return to the worker the amount previously deducted from his wage. However, if he is convicted, none of the payments made shall be recovered unless the judgment provides otherwise. PART VI: WORK CONDITIONS AND CIRCUMSTANCES Chapter Two: Working Hours Article (98): A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if he uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six hours a day or thirty-six hours a week. Article (99): The number of working hours provided for in Article (98) of this Law may be raised to nine hours a day for certain categories of workers or in certain industries and jobs where the worker does not work continuously. It may likewise be reduced to seven hours a day for certain categories of workers or in certain hazardous or harmful industries or jobs. Categories of workers, industries and jobs referred to shall be determined pursuant to a decision by the Minister. Article (100): In firms where work is done in shifts, an employer may, with the Ministrys approval, increase the number of working hours to more than eight hours a day or forty eight hours a week, provided that the average working hours in three weeks time shall not be more or less than eight hours a day or forty eight hours a week. PART VI: WORK CONDITIONS AND CIRCUMSTANCES Chapter Three: Rest Periods and Weekly Rest Days First: Rest Periods Article (101): Working hours and rest periods during the day shall be scheduled so that no worker shall work for more than five consecutive hours without a break of no less than thirty minutes each time during the total working hours for rest, prayer and meals, provided that a worker shall not remain at the workplace for more than eleven hours a day. Article (102): The periods designated for rest, prayers and meals shall not be included in the actual working hours. During such periods, the worker shall not be under the employers authority. The employer shall not require the worker to remain at the workplace during such breaks. Article (103): The Minister may specify, pursuant to a decision by him, the cases and jobs where work shall, for technical reasons or operational conditions, continue without breaks. In such cases and jobs, the employer shall allow prayer, meal and rest periods to be scheduled during working hours by the management of the firm. Second: Weekly Rest Days Article (104): (1) Friday shall be the weekly rest day for all workers. After proper notification of the competent labor office, the employer may replace this day for some of his workers by any other day of the week. The employer shall allow the workers to perform their religious obligations. The weekly rest day may not be compensated by cash. (2) The weekly rest day shall be at full pay and shall not be less than twenty-four consecutive hours. Article (105): As an exception to the provisions of Article (104) of this Law, in remote areas and in jobs where the nature of work and operational conditions require continuous work, weekly rest periods accruing to the worker may be consolidated for up to eight weeks if the employer and the workers agree to that effect, subject to the Ministrys approval. In calculating the consolidated weekly rest periods, it shall be taken into consideration that said periods begin at the hour the workers arrive at the nearest city with transportation services and end at the hour the workers return to it. Article (106): An employer may not comply with the provisions of Articles (98), (101) and Paragraph (1) of Article (104) of this Law, in the following cases: (1) Annual inventory activities, preparation of the budget, liquidation, closing of accounts and preparations for discount and seasonal sales, provided that the number of days during which the workers work shall not exceed thirty days a year. (2) If the work is intended to prevent a hazardous accident, remedy its impact or avoid an imminent loss of perishable materials. (3) If the work is intended to meet unusual work pressure. (4) Eids, other seasons, occasions and seasonal activities specified pursuant to a decision by the Minister. In all of the above cases, the actual working hours shall not exceed ten hours a day or sixty hours a week. The maximum overtime hours allowed per year shall be determined by a decision of the Minister. Article (107): (1) The employer shall pay the worker for overtime working hours an additional amount equal to the hourly wage plus 50% of his basic wage. (2) If the firm is operated on the basis of weekly working hours, the hours in excess of the hours taken as the criterion shall be deemed overtime hours. (3) All working hours performed during holidays and Eids shall be deemed overtime hours. Article (108): The provisions of Articles (98) and (101) of this Law shall not apply to the following cases: (1) Persons occupying high positions of authority in management and policy, if such positions grant the persons occupying them authority over workers. (2) Preparatory or supplemental works which must be completed before or after commencement of work. (3) Work that is intermittent by necessity. (4) Guards and janitors, excluding civil security guards. The Regulations shall specify the jobs listed under paragraphs (2), (3) and (4) of this Article and their maximum working hours. PART VI: WORK CONDITIONS AND CIRCUMSTANCES Chapter Four: Leaves Article (109): (1) A worker shall be entitled to a prepaid annual leave of not less than twenty one days, to be increased to a period of not less than thirty days if the worker spends five consecutive years in the service of the employer. (2) A worker shall enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service. The employer may set the dates of such leave according to work requirements or may grant them in rotation to ensure smooth progress of work. The employer shall notify the worker of the date of his leave in sufficient time of not less than thirty days. Article (110): (1) A worker may, with the employers approval, postpone his annual leave or days thereof to the following year. (2) An employer may postpone, for a period of not more than ninety days, the workers leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the workers consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due. Article (111): A worker shall be entitled to a wage for the accrued days of the leave if he leaves the work without using such leave. This applies to the period of work for which he has not used his leave. He is also entitled to a leave pay for the parts of the year in proportion to the part he spent at work. Article (112): Each worker shall be entitled to full-pay leave on Eids and occasions specified in the Regulations. Article (113): A worker shall be entitled to one day of paid leave in the case of childbirth and three days for marriage or in the case of the death of a spouse or one of his ascendants and descendants. The employer may request supporting documents for cases referred to. Article (114): A worker shall be entitled to a paid leave of not less than ten days and not more than fifteen days, including Eid Al-Adha holiday, to perform Hajj only once during his service if he has not performed it before. To be eligible for this leave, the worker must have spent at least two consecutive years of service with the employer. The employer may determine the number of workers who shall be given this leave annually in accordance with work requirements. Article (115): A worker enrolled in an educational institution shall have the right to a fully paid leave to sit for an examination of an unrepeated year. Days of leave shall be based on the actual number of the examination days. However, for the examinations of a repeated year, the worker shall be entitled to unpaid leave to sit for the examinations. The employer may require the worker to submit documents in support of the leave application as well as proof of having taken the examination. The worker shall apply for the leave at least fifteen days ahead of the due date. Without prejudice to disciplinary action, the worker shall be denied the wage if it is proven that he had not taken the examination. Article (116): A worker, subject to the employers approval, may obtain leave without pay for a duration to be agreed upon by the two parties. The work contract shall be deemed suspended for the duration of the leave in excess of twenty days, unless both parties agree otherwise. Article (117): A worker whose illness has been proven shall be eligible for a paid sick leave for the first thirty days, three quarters of the wage for the next sixty days and without pay for the following thirty days, during a single year, whether such leaves are continuous or intermittent. A single year shall mean the year which begins from the date of the first sick leave. Article (118): A worker may not work for another employer, while enjoying any of his leaves provided for in this Chapter. If the employer proves that the worker has violated this provision, he may deprive him of his wages for the duration of the leave or recover any wages previously paid to him. PART VII: PART-TIME WORK Article (119): Full-time workers who are affected by a collective temporary reduction in their normal working hours for economic, technical or structural reasons shall not be considered part-time workers. Article (120): The Minister shall issue the necessary rules and controls for organizing part-time work, indicating therein the obligations of the part-time workers and employers. To the exclusion of the protection extended to the similar full-time workers in terms of occupational health and safety and work injuries, the provisions of this Law shall apply only to the extent determined by the Minister. PART VIII: PROTECTION AGAINST OCCUPATIONAL HAZARDS, MAJOR INDUSTRIAL ACCIDENTS AND WORK INJURIES, AND HEALTH AND SOCIAL SERVICES PART VIII: PROTECTION AGAINST OCCUPATIONAL HAZARDS, MAJOR INDUSTRIAL ACCIDENTS AND WORK INJURIES, AND HEALTH AND SOCIAL SERVICES Chapter One: Protection Against Occupational Hazards Article (121): An employer shall maintain the firm in a clean and hygienic condition. He shall provide lighting, supply potable and washing water and comply with other rules, measures and standards of occupational protection, health and safety in accordance with what is specified in the Ministers decision. Article (122): An employer shall take the necessary precautions to protect the workers against hazards, occupational diseases, the machinery in use, and shall ensure work safety and protection. He shall post in a prominent place in the firm the instructions related to work and workers safety in Arabic and, when necessary, in any other language that the workers understand. The employer may not charge the workers or deduct from their wages any amounts for the provision of such protection. Article (123): An employer shall inform the worker, prior to engaging in the work, of the hazards of his job and shall require him to use the prescribed protective equipment. The employer shall supply the workers with the appropriate personal gear and train them on their use. Article (124): A worker shall use and preserve the personal protective equipment designated for each process and shall carry out the instructions established to protect his health against injuries and diseases. He shall refrain from any action or omission that may lead to failure to implement the instructions, misuse or impair the devices provided to protect the workplace as well as the health and safety of fellow workers. Arti64 (125): An employer shall take necessary precautions for protection against fire and provide the technical means to combat it, including safety exits which shall be maintained in working condition at all times. He shall post in a prominent location in the workplace detailed instructions for fire prevention devices. Article (126): An employer shall be responsible for emergencies and accidents which may affect persons, other than his workers, who enter the workplaces by virtue of their official duties or with the approval of the employer or his agents, if such emergencies and accidents are due to negligence in taking the technical precautions required by the nature of his work, and he shall compensate them for damage and harm they may sustain in accordance with the general laws. PART VIII: PROTECTION AGAINST OCCUPATIONAL HAZARDS, MAJOR INDUSTRIAL ACCIDENTS AND WORK INJURIES, AND HEALTH AND SOCIAL SERVICES Chapter Two: Protection Against Major Industrial Accidents Article (127): The p Back to top Display posts from previous: All Posts1 Day7 Days2 Weeks1 Month3 Months6 Months1 Year Oldest FirstNewest First Job Discussion Forums Forum Index -> Saudi Arabia All times are GMT Page 1 of 1 Jump to: Select a forum Where to Begin----------------General DiscussionNewbie ForumCurrent Events ForumTechnology ForumOnline Teaching Forum Africa Forums----------------General Africa Forum Asia Forums----------------CambodiaChina (Job-related Posts Only)China (Off-Topic)Hong KongIndiaIndonesiaJapanMalaysiaPhilippinesSingaporeTaiwanThailandGeneral Asia ForumVietnam Caribbean Forums----------------General Caribbean Forum Europe Forums----------------Czech RepublicFranceGermanyGreeceItalyMacedonia and the BalkansPolandRomaniaRussia & C.I.S.SpainTurkeyUkraineUnited KingdomGeneral Europe Forum Latin America Forums----------------ArgentinaBrazilChileColombiaCosta RicaMexicoMexico (off-topic)PeruGeneral Latin America Forum The Middle East Forums----------------BahrainEgyptIsraelKuwaitOmanQatarSaudi ArabiaUnited Arab EmiratesGeneral Middle East Forum North America Forums----------------General North America Forum Oceania----------------Australia/New Zealand You cannot post new topics in this forumYou cannot reply to topics in this forumYou cannot edit your posts in this forumYou cannot delete your posts in this forumYou cannot vote in polls in this forum This page is maintained by the one and only Dave Sperling. 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text:
Culinary Arts
Degree Information
Discover the possibilities and learn from industry leaders who are excited to help you sharpen your culinary skills and fuel your path to success in our exciting major. This degree program will equip you with cutting edge skills to make you a marketable culinary professional and an unsurpassed education sure to give you the confidence you need to succeed.
Topics of study include:
- Advanced wine studies
- Culinary concepts of the Mediterranean
- Baking techniques for the culinary professional
- American regional cooking studies
Students will have the opportunity to complete a robust internship experience with one of Lackawanna College's impressive industry partners. Internships will provide students the opportunity to discover areas of specific interest through hands-on culinary experience.
Excellent dual major opportunities exist for students who are also interested in Hotel Management.
- Prepare for a career in the culinary industry by developing a working knowledge of the professional kitchen
- To demonstrate mastery of the classical knife skills and cooking techniques
- To successful execute the proficiencies needed for success as a culinary business person:
- human resource management
- excellent customer service relations
- strategic branding and business management
- food and beverage financial management
- Demonstrate the knowledge and ability to be in compliance with food service sanitation and service standards as dictated by the Pennsylvania Department of Agriculture
- Employ beverage knowledge both alcoholic and non-alcoholic in construction of menus and recipes in a professional foodservice establishment
- To emerge as an agent of change in the culinary industry armed with a working knowledge of sustainability, equipped to enhance and nourish the social, environmental and economic forces within the culinary field
View the curriculum guide (for students beginning in Fall 2018) – PDF

subset: commoncrawl


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Bruins aim to close out Rangers in Game 5
The New York Rangers will attempt to stave off elimination again on Saturday when they visit the Boston Bruins for Game 5 of the Eastern Conference semifinals.
The Bruins jumped out to a 3-0 lead in this best-of-seven series, but failed to complete the sweep on Thursday, as New York battled its way to a season- saving overtime victory. Chris Kreider's goal at the 7:03 mark of OT lifted the sixth-seeded Rangers to a 4-3 win and cut the deficit in the series to 3-1.
Still, the Rangers need to pull off an improbable comeback to make it back to the East finals, where New York lost in six games to the New Jersey Devils last season.
Only three teams have come back from an 0-3 hole in the history of the NHL playoffs. The Toronto Maple Leafs in 1942, the New York Islanders in 1975 and the Philadelphia Flyers in 2010. However, the Flyers' comeback three years ago was against the Bruins.
Kreider's speed and Rick Nash's playmaking ability led to the decisive goal in the extra session of Game 4. Nash skated into the Bruins' zone on the right wing, and pulled up at the bottom of the circle before dishing ahead to a streaking Kreider for a redirection under the crossbar to end the contest.
"I think the mentality prior to the game and during the game was just, there's nothing to lose," said Kreider, a two-time national champion with Boston College. "I was lucky enough to play with Rick tonight. I just tried to move pucks and go hard to the net. He was able to find my tape, and I just tried to put it on net."
Carl Hagelin, Derek Stepan and Brian Boyle also tallied for the Rangers, who avoided being swept for the first time since 2006 when they lost to New Jersey in the opening round.
Henrik Lundqvist came up with 37 saves to help New York force this evening's Game 5 in Boston.
"We did show some character. It was tough though, probably the ugliest goal I have ever seen turned it around for us, and that's hockey," the Swedish backstop said. "A save or a goal or one shift can change everything. We kind of lowered our shoulders a little bit and started playing our game."
Lundqvist improved to 5-0 in the Rangers' last five home playoff games in which his club faced elimination
However, New York needs to win just its second road game of the playoffs to force a Game 6 in the Big Apple on Monday. The Rangers are just 1-5 as the away team in this postseason, but the lone win came in Game 7 of the first round against Washington.
Nathan Horton, Torey Krug and Tyler Seguin found the back of the net for the fourth-seeded Bruins, who failed in their first attempt at reaching the conference finals for the second time in the last three seasons. Tuukka Rask made 28 saves in a poor performance between the pipes.
"We give them two gift goals, eventually it's going to hurt. We competed hard but didn't execute as well as we know we can," said Bruins head coach Claude Julien. "There's no panic here..had we been outworked and not been there at all, I would be talking differently here."
After scoring twice to take a 2-0 lead in the second period Game 4, Rask gave the Rangers their first goal of the game. Hagelin slid a soft backhand towards the Boston net and the muted shot rolled past an over-committed Rask, who didn't let himself off the hook after the game.
"Just a tough mistake. Looks pretty bad on TV I bet," said the Finnish goaltender, who also whiffed at the puck while trying to corral it with his stick. "I just tried to whack it away and it was just awful. You have a second to decide whether you scramble or put the paddle down."
The tying goal wasn't much better for Rask, as a bit of indecision in playing the puck led to the goaltender being out of position on Stepan's goal, which evened the score at 2-2 just 1:15 into the third period. Boston defenseman Zdeno Chara also deserves blame for allowing Stepan to strip him of the puck behind the net before completing the wraparound score.
New York played without centerman Brad Richards, who was listed as a healthy scratch and replaced in the lineup by defenseman Roman Hamrlik. He is expected to be out of the lineup again on Saturday.
Richards, a former Conn Smythe winner, has one goal in 10 postseason games this season after signing a nine-year, $58 million deal with New York prior to the 2011-12 campaign.
The Bruins have played every game of this series without defensemen Andrew Ference, Wade Redden and Dennis Seidenberg, all of whom are battling injuries. Of the three, Seidenberg is expected to have the best chance of playing in Game 5.
Boston is 4-2 as the host in the 2013 playoffs and was 16-5-3 at TD Garden during the regular season.


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Myco Maximum Granular contains 8 species of growth-enhancing mycorrhizal fungi, proprietary ingredients, 12 strains of beneficial bacteria, and 2 Trichoderma species.
Adds organic matter and helps to break down nutrients and micro-nutrients present in your growing medium or soil which are necessary for plants throughout their life cycles.
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— Ships from HF: OR, CA, CO, MI, PA USA.
* Special Order Item: made to order by the manufacturer, can take 2-6 weeks to ship, and cannot be canceled, returned or exchanged once ordered.


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2009 Virginia Residential Code – Significant Changes
All building permits received on or after March 1, 2012, are required to conform to the
2009 Virginia Residential Code (VRC).
The following is a summary of some of the most significant changes found in the 2009 VRC.
This summary is not intended to be all-inclusive.
The VRC is made up of the 2009 International Residential Code (IRC) and amendments to the IRC as adopted by the Commonwealth of Virginia Department of Housing and Community Development.
The complete VRC code is available for purchase in book format through this website: www.ICCSAFE.org, then click on "store," then "state codes", then "Virginia."
It is available for viewing only online at http://ecodes.biz/product.cfm?category_id=94.
Also, the Va. Amendments to the IRC are available for download at:
For further information or for specific requirements, please consult a member of our staff.
R108.2: Increases the size of one-story detached residential accessory structures (tool and storage sheds, playhouses, etc.) that are exempted from permitting from 150 ft2 to 200 ft2.
Chapter 2: New definition: Habitable Attic: Establishes that a "habitable attic" is not to be counted as a story; is to be designed for a min. 30 psf. floor loading; must be accessed by a code-complying stair; and must be equipped with a smoke detector hardwired with a battery backup and interconnected with other detectors in the system.
R305.1: Clarifies where the minimum ceiling height (6'-8") is measured at fixtures and at showerheads.
R308.4, Exception #5: Requires glazing in walls/enclosures within 60" horizontally of the water's edge of hot tubs, whirlpools and bathtubs to have tempered glazing.
R311.1: Requires an unobstructed egress path from all portions of a dwelling without going through a garage.
R311.2: Requires that the required egress door must have a min. net clear opening width of 32" from the stop to the face of the door when the door is open at a 90o angle.
R311.3.2: At exterior doors required to have a landing, the landing must be no more than 7-3/4" below the top of the threshold.
R311.7.4: All measurements for stairs (treads, risers, etc.) are to be taken exclusive of carpets, rugs or runners, i.e., to the hard surface of the floor or step.
R311.7.4: Gooseneck and bend fittings for handrails may exceed the maximum 38"handrail height at the start of a flight of stairs, at a transition to a guardrail, or to provide a continuous transition between flights.
R312.1: Clarifies that guards must be located along open-sided walking surfaces, including stairs, ramps and landings, that are located more than 30" measured vertically to the floor or grade below at any point within 36" horizontally to the edge of the open side.
R312.2: Where fixed seating is used as part of a guardrail, the guardrail height shall be min. 36", measured from the seat elevation.
R314.2: Requires that household fire alarm systems shall comply with NFPA 72, provide the same level of protection as required by Sect. R314 for smoke alarms, and be a permanent fixture of the dwelling unit.
R315: Requires that for new construction, an approved carbon monoxide (either hard-wired or plug-in) alarm shall be installed outside of each separate sleeping area in the immediate vicinity of bedrooms in dwelling units within which fuel-fired appliances are installed, and in dwelling units that have attached garages.
R317: Requires that wood siding, sheathing or framing installed with a clearance of less than 2" vertically from concrete steps, porch or patio slabs, or similar must be decay resistant.
R319.1: New dwellings must be equipped with address numbers with a min. 4" height and a ½" minimum stroke width, placed in a position that is plainly legible from the street or road fronting the property.
R329: Dwellings not equipped with an automatic sprinkler system shall have a portable fire extinguisher with min. rating of 2-A: 10-B: C rating installed in the kitchen area.
R403.1.6: Anchor bolts are required to be grouted solid in the cells of masonry units, and are no longer allowed to be installed in the mortar joints in the wall. Anchor bolts are required to have min. ½" clearance around the bolt for mortar or concrete placement.
R403.1.6: Where interior braced wall panels are located on monolithic slabs, anchor bolts are required, and thereby a minimum slab thickness of 8" is required for anchor bolt embedment.
R404.1.2: Provides new tables for both horizontal and vertical reinforcing in concrete foundation walls.
R404.1.3: Where the first floor framing system is parallel to a basement wall supporting more than 4' of unbalanced fill, lateral support for the top of the wall is to be provided by blocking in the floor framing, or an engineered design for the wall is required.
R404.1.5.2: Reinforcement of concrete foundation walls with a brick veneer shelf greater than 24" in height shall be sized and spaced based on the thinner portion of the wall.
R408.3.1: For conditioned crawl spaces, the vertical face of the sill plate must be clear and unobstructed, with a 1-in. min. / 2-in. max. termite inspection gap immediately below on the interior of the foundation wall.
R502.7: For engineered wood products, requires that bridging for lateral support and lateral restraint at supports shall be in accordance with manufacturer's recommendations.
R506.2: A vapor retarder is required beneath concrete slabs of all attached garages.
Table R602.3: "Fastener Schedule for Structural Members has been expanded to address: built-up studs; corner studs; Rim joist/blocking to sill plate; gypsum board sheathing; and wood structural panel sheathing.
Table 602.3(5): Clarifies that 2×4 studs at 16" o.c. spacing are permitted to be used to support two floors and a roof-ceiling assembly or a habitable attic assembly no more than 32' in length.
R602.6.1: Straps used for repair of top plates must extend a min. of 6 in. past each side of a hole or notch and can now be fastened using 10d, 1-1/2" joist hanger nails.
R602.10 through R602.12: The wall bracing sections have been completely revised, and now require that methods, braced wall lines, braced wall panels, and calculations be specified on the plans. There is a Power-Point presentation available on our website addressing wall bracing requirements that provides more information.
R612: The manufacturer's written installation instructions must be provided on site for each window and door.
R703.2: A water resistive barrier is required on all exterior walls, unless excepted by Table R703.4.
R703.7.3: Addresses requirements for lintels supporting masonry veneer as follows: Specifies max. span of lintels (18'-3"); Specifies reinforcement of masonry over lintel; Specifies anchorage of veneer to structure by metal ties; Maximum distance separating veneer and sheathing (1")
R703.12: When manufactured adhered veneer is specified on plans, two copies of manufacturer's written installation instructions shall be submitted with the permit application.
R807: Clarifies that access to an attic space is required if the vertical height measured from the top of the ceiling framing member to the underside of the roof framing member is > 30" for 30 ft2 or more. There must also be a min. 30" vertical clearance above the access.
R905.2.4.1: Asphalt shingles must be tested in accordance with ASTM D7158 or D3161and be so labeled.
R905.2.8.3: Sidewall flashing shall be done using step-flashing that is a minimum of 4 inches high and 4 inches wide. At the end of the vertical sidewall, the flashing shall be turned out to direct water away from the wall onto the roof or gutter.
R1001.8 & R1003.12: Medium-duty refractory mortar conforming to ASTM C199 shall be used to install firebrick in the firebox of fireplaces, to parge the smoke chamber of the fireplace, and to install clay flue liners in the chimney.
Table N1102.1.1: The U factor for fenestration has been changed from .4 to .35 for windows and doors in this zone.
N1102.2.3: Access hatches and doors from conditioned to unconditioned spaces (e.g., attics and crawl spaces, including pull-down stairs) are required to be weather-stripped and insulated to the level of the surrounding surfaces.
N1102.4.2: Building envelope air tightness and insulation installation shall be determined to comply with code energy testing by either testing by a third party or by visual inspection in accordance with this section.


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UCSD Once Again Ranked No. 1 in NCSA Collegiate Power Rankings
Related Links
LA JOLLA, Calif. - For the seventh consecutive year, UC San Diego has been ranked No. 1 among all NCAA Division II institutions in the country in the National Collegiate Scouting Association (NCSA) Power Rankings.
Ranked on the NCSA's list for the ninth year in a row, UCSD was tabbed 17th of all universities nationwide.
NCSA's Power Rankings assess the academic and athletics standards of all NCAA programs across the country. The rankings are calculated by averaging a school's Learfield Sports Directors' Cup standing, its NCAA student-athlete graduation rate and its U.S. News & World Report ranking.
The NCSA Power Rankings list, now in its 11th year, was developed to help prospective student-athletes and their families evaluate the particular strengths of the top colleges and universities at the Division I, II and III levels.
UC San Diego first appeared in the rankings in 2005 - coming in at No. 26 overall - and has earned a spot in the top 100 every year since. UCSD was ranked as high as No. 4 overall in 2007.
Duke topped the 2013 rankings for all schools and was followed by Amherst, Stanford, Notre Dame and Williams, which all tied for second place. On the Division II list, UCSD was trailed by Colorado School of Mines and Simon Fraser, which finished second and third, respectively.


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3551 Whitney Ave, Hamden, CT 06518
Local: 203-535-1626
Get Well Flowers and Gifts by Devine Orchid Florist
Sending get well gift baskets and flowers convey your warm wishes of a speedy recovery to a friend, family member or loved one. For those special recipients who are younger, nothing cheers them up more than a teddy bear gift adorned with a colorful balloon assortment. Ordering Get well gifts and flowers with Devine Orchid Florist in Hamden, CT has never been easier.
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Fresh Fruit & Cheese Box WGB525 US 44.99 Shipped Direct in a Gift Box.
Dreamland Pink Rose Bouquet with Vase WGF807 US 39.99 Shipped Direct in a Gift Box.
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Back to Search results
Mary Ann's Sampler
Mary Ann Lancaster
sewed this sampler when she was 9.
She lived in Lower Drayton Place
where her father owned a shop.
Girls often made samplers
to show off their needlework skills.
What's Your Story?
If you know a story about this object
we would like to hear from you.
Ask a member of staff in the gallery
for a contact card
or contact us at:
Museum of Croydon
Croydon Clocktower
Katharine Street
Tel: 020 8253 1022
Email: email@example.com
Victorian education
The level of education children received
depended on how rich their families were
and whether they were male or female.
As a girl from a less well-off family,
Mary Ann probably only received
a very basic education.
She may have attended Sunday School.
Like all other girls then,
she would have learnt to sew.
She also would have helped her mother
with household chores
and cared for her brothers and sisters.
Mary Ann died in May 1833, aged 15.
She was buried in Croydon Parish Church.
Find Out More
To find out more
about records of births and deaths
in Victorian Croydon
you can visit the Research Room.
The Research Room is on the
lower ground floor of the Clocktower,
It is open Tuesday-Saturday


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Other Seattle parks
Blessed with the vision of a plan developed in 1903 by the famous landscape architects the Olmsted brothers, Seattle boasts about 400 parks and open spaces of stunning variety. You generally can find one to suit your mood: deep forest for those brooding winter days; waterfowl-filled bays for the blossoming days of spring; or bay-shore promenades bustling with bikers, hikers and volleyball spikers in the summer sun.
Discovery Park: Yes, you're in the city, but this 550-acre retreat offers plenty of opportunity to get away and take in the natural world -- more than 230 species of birds have been spotted at the park's meadows, forests and beaches. Discovery Park also provides a window over Puget Sound, since most of it is perched atop Magnolia Bluff. Here you can watch ferries and ships cruise past, and on a clear day the view of the Olympic Mountains is superb. The park offers 11.8 miles of trails for hiking and two miles of protected tidal beaches for tide-pool exploring. The former site of Fort Lawton, the park is at 3801 Discovery Park Blvd.
Lincoln Park: A mile of beach on Puget Sound and stunning views across the briny waters to the majestic Olympic Mountains are the major attractions of this 130-acre park. The wide, paved path along the beach is nice for leisurely strolls and tots on trikes. Lincoln Park is great for picnics, with five shelters, trails in the forest, two children's play areas, a wading pool, ballfields and tennis courts. In West Seattle on Fauntleroy Way Southwest, it's open 4 a.m.-11:30 p.m., with parking 6 a.m.-11 p.m.
Carkeek Park: This park features a 1.5-mile gravel walk to a beach overlook, as well as restored wetlands and four streams that braid into Piper's Creek. Drive north on Third Avenue Northwest from Holman Road Northwest in Crown Hill, then left on Northwest 110th Street to the park entrance. You also can get to the beach from the upper parking lot, where there is a walkway over the railroad tracks.
Nature walks: Guided walks are offered through the city Parks and Recreation Department's environmental learning centers at Discovery Park, 206-386-4236; Carkeek Park, 206-684-0877; Camp Long, 206-684-7434, and Seward Park, 206-684-4396.


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2 October 2012
Finally! It's here!! Our new site with webstore included, has been online for a couple of months now and we're getting quite some orders, as well as enthusiastic response, feedback and tips to improve our site. Thank you so much for all of this.
It all began in 1994 when two customers of ours named Liz and Wendy familiarized us with the world wide web. After setting up a small site, Rick came into the picture and things started to really take shape. Together with Kees and later Bas and Margreet, Rick has kept on developing the site for the following 18 years.
About 4 years ago, we started of with the ideas for a new webstore with Michel, but building it turned out to be too complex for him. Afterwards Ronald Zeelenberg, the creator of www.stripdatabase.nl offered to take over the project. But since he was working in his own time on a 'no cure no pay basis', the project became too big to combine it with his own work and the stripdatabase. We're gratefull for all the time he's been putting into it. Ronald, we owe you one!
Luckily third time's a charme. Through Peter Pontiac we got in touch with web designer J.W, who previously had designed Peters new website. He recommended Dirk Zaal (Digizaal) to take care of the technical part of the site. Together they succeeded in pulling this job off and it has to be said, it's a fine job indeed! Thanks a million, guys!
Furthermore Bas Schuddeboom and Margreet de Heer are steadily adding new artists to the Comiclopedia. They're continuing the live work of Kees Kousemaker with great spirit and enthusiasm. If they wouldn't have been so 'fanatic' about the Comiclopedia, the result would have been, to say the least… poorer.
Joost Halbertsma was approached to create the promotion flyer. Joost is a graphic designer who's also building exhibitions. We're very happy with the result and it seems that everyone we sent one is too. Thanks Joost for this fantastic piece of graphical art!
Meanwhile the Lambiek-team (Klaas, Abel, Marko, Lot en Jur) and owner Boris Kousemaker are busy filling the webstore with large amounts of interesting books found in the store and in the storage as well; antiquarian books, american underground of the 60's and 70's, newest editions, silkscreens, originals and much more. Still every day new articles are added and we will continue to be busy for quite some time.
So we hope you'll enjoy the fruits of our labour. Please keep helping us to improve our site by providing feedback. And finally thanks to all the people that have helped us to put this thing together but whom we forgot to mention here.
Best regards,
Boris, Klaas, Abel, Marko, Lot, Bas, Margreet, Jurrien, Coen, Vincent and Rick.


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Howard Gray, S.J. on dialogue
This UDMcast features Howard Gray, S.J., Assistant to the President for Special Projects, Georgetown University, recorded September 12, 2013. Running time is 1 hour 4 minutes 15 seconds. Select UDMcast format below.
On the 12th anniversary of the Sept. 11, 2001 terrorist attacks, Fr. Howard Gray, S.J. gave a talk on the components of meaningful dialogue, especially inter-religious dialogue.
Fr. Gray discusses the importance of dialogue not just with people of other (or no) belief, but between people generally, and that dialogue should not only be something the Church does, but "becomes." He describes how developing and revealing our personal narratives help us meet others humbly in a shared humanity, so that dialogue results not only in understanding, but in trust, love, justice and peace.
Fr. Gray is introduced by David Nantais, director of University Ministry at UDM.
In 2007, Fr. Gray assumed his current role as assistant to the president for special projects at Georgetown University in Washington, D.C. Prior to that, he served in many leadership role in the Society of Jesus including: rector and dean of Weston School of Theology, provincial superior of the Detroit Province, founder and director of the center for Ignatian Spirituality at Boston College, and rector and assistant for Mission and Identity at John Carroll University in Cleveland Ohio.
An extensive writer in areas of Ignatian spirituality and Jesuit mission and ministry, Fr. Gray has given a number of workshops on Ignatian topics in the United States, the United Kingdom, Ireland, Hong Kong, Southeast Asia, East Africa and Australia.
If you have trouble watching the video below, try watching it on the UDM YouTube channel.
Select a format
This UDMcast is available in the following format(s):


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Configuration: 5.1MP / 75Hz High Frame Rate
5.1MP / 75Hz High Frame Rate
12-Pin Input & Output: YesNo
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The BlueFox3 USB3 Vision Camera from MATRIX VISION is an area scan machine vision camera for inspecting products on assembly lines, gauging and measuring quality, inspecting defects, label inspection on bottles, and more. It allows you to get a physical image of a product onto the computer in two-dimensional space and measure accuracy/inaccuracy by counting the number of pixels. Featuring a C-mount lens mount, the BlueFox3 supports any C-mount lens, including a wide range of MATRIX VISION telecentric lenses. MATRIX VISION is part of the AIA Machine Vision Trade Association.
This version of the camera features a 5.1MP, 2/3" sensor, 75 Hz frame rate, on-board color processing, and a 12-pin I/O connector on the back for power input, trigger input, and trigger output. (An optional Hirose cable, such as model # RTKS-BCX-HR12-05.0, is required for the I/O connection). The camera captures images at a resolution of 2464 x 2056 but also allows for area of interest selection, as well as binning, and decimation via software. This high frame rate version also has a burst mode function that buffers the acquired images and decouples the acquisition from the image output, allowing the sensor's maximum frame rate to be used independently of the available bandwidth.
The camera has large RAM and FPGA (field-programmable) integrated boards that provide for reliable processing and customization. The FPGA board reduces the CPU load and allows for more functions to be added. The camera also has a fully GenICam compliant mvIMPACT SDK that enables even more flexibility -- complete documentation of the SDK gives you access to many special camera features that could simplify your vision system development. The camera's driver is also compatible with a wide range of 3rd-party software, including those from Halcon, Matlab, and Labview.
Note: Lens is not included.
|5.1 MP, 2/3" Sony Pregius IMX250 CMOS sensor (global shutter)
|2464 x 2056 (area of interest selection, binning, and decimation supported)
|Pixel Size
|3.45 μm
|Frame Rate
|75 Hz
|Lens Mount
|I/O Connector
|Yes, 12-pin Hirose


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Have you ever been to New Orleans for Mardi Gras? I haven't. I have been to New Orleans once in my life, and I was about 7 years old. I would love to go back any time of year, but I think Mardi Gras would be an amazing experience. Today I have a fun giveaway for you, straight from New Orleans!
I think that most of you won't be going to New Orleans for Mardi Gras this year, so the lovely people at Sucré are delivering Mardi Gras to you! Up for grabs is one of their King Cakes and New Orleans Pecan Praline Coffee! Sucré's pastry chef, Tariq Hanna was named one of the top 10 pastry chefs in 2011, so you know it has to be good.
Sucré has more than just Mardi Gras treats. They have an extensive variety of macarons, countless decadent chocolates, and even more chocolate treats to love! Be sure to check out their website for all of your Valentine's needs as well.
I have been putting together a killer Super Bowl round up. Come back tomorrow for some great additions to any party!


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If you have purchased a digital copy, you will be able to download the original photo(s) in digital format (without watermarks) and save it to your computer. Delivery is free and you will receive access to the download page immediately after payment has been verified.
Currently there are two delivery options for printer orders:
All delivery methods include parcel tracking. You will receive a tracking number once your order is shipped.
Small format prints (typically A5 and A4) are packaged in a sealed envelope.
Large format prints (typically A3 to A0) are rolled and placed inside a mailing tube for safe delivery.


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Three Hunters
The "Three Hunters" was the name that Aragorn bestowed upon the remnant of the Fellowship of the Ring—including himself, Legolas, and Gimli[1]—on 26 February T.A. 3019[2] as they began tracking the Uruk-hai that had captured Meriadoc Brandybuck and Peregrin Took at Amon Hen.
The Three Hunters descended Emyn Muil and entered Rohan; with Aragorn's tracking skills, they successfully followed the right track and even found Pippin's Elven brooch, which had been dropped for them to find. The hunt continued for three days.[3]
On 30 February they encountered Éomer[2] and his éored who had slaughtered the Orc-band the day before and were on the way back to Edoras. Éomer demanded their names and business and fighting almost broke out between Gimli and Éomer. Aragorn prevented the fight and Éomer listened to their story of their journey and the losses of Gandalf, Boromir, and the two young hobbits. Although Éomer believed that the hobbits must have been slain in the attack, he lent them two horses—Hasufel and Arod—and asked them to prove his trust by bringing them back to Edoras.
With their horses, the Three Hunters followed Éomer's instructions and reached the outskirts of Fangorn Forest. As night fell they encountered an old man who vanished, as did their horses.[3] On 1 March Aragorn, Legolas, and Gimli met Gandalf the White and their hunt was over, although it was not until 5 March that they again saw Merry and Pippin at Isengard.[2] Later the two hobbits would follow other paths during the War of the Ring but Aragorn, Legolas, and Gimli stayed together to the end.
- ↑ J.R.R. Tolkien, The Lord of the Rings, The Two Towers, "The Departure of Boromir"
- ↑ 2.0 2.1 2.2 J.R.R. Tolkien, The Lord of the Rings, Appendix B, "The Great Years"
- ↑ 3.0 3.1 J.R.R. Tolkien, The Lord of the Rings, The Two Towers, "The Riders of Rohan"


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Israel News - Stay Informed, Pray Informed
In a demonstration of regional cooperation against shared threats, Jordan this week gave the green light for Israeli drones to use its airspace to enter neighboring Syria in order to monitor the use and movement of chemical weapons.
That according to French newspaper Le Figaro, which cited unnamed experts as saying the Jordanians had opened up two flight corridors to Israeli drones.
The drones' primary mission will reportedly be observation, but the aircraft will be armed should the opportunity to destroy a chemical weapons shipment present itself.
The deal was said to be the result of numerous secretive meetings between Israeli Prime Minister Benjamin Netanyahu and Jordan's King Abdullah in Amman over the past several months.
Should large quantities of chemical weapons fall into the hands of dangerous rebel groups, Israel and Jordan have discussed the possibility of a full aerial campaign and even a limited ground invasion, though Jordan is said to be reluctant to commit to such options.
The success of Syrian rebel groups affiliated with the likes of Al Qaeda and the Muslim Brotherhood poses nearly as much of a threat to Jordan as it does to Israel. After taking down Assad, many of these groups see the Jordanian monarchy as their next logical target.
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Items where Author / Artist / Editor is "Kempson, R. E."
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Ward, Chantelle and Dempsey, Maria and Ring, Christopher J. and Kempson, R. E. and Zhang, L. Q. and Gor, D. and Snowden, B. W. and Tisdale, Margaret (2004) Design and performance testing of quantitative real time PCR assays for influenza A and B viral load measurement. Journal of clinical virology, 29 (3). pp. 179-188. ISSN 1386-6532


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Investigators probing the abuse of patients with learning disabilities at a day centre failed to act quickly enough, a top level report has found.
An independent report into the ill-treatment of victims at The Solar Centre has been published this afternoon following a seven year fight by relatives.
Complaints of abuse were first made in 2007, but it was not until last year that two members of staff at the unit, based at St Catherine's Hospital in Balby, were jailed.
A summary report of a serious case review held into the abuse said: "The investigation reports into abuse at The Solar Centre took too long and the independent author found that agencies did not effectively engage the victims or their families."