text:
NMU Career Services works to provide resources, services, and information to assist both employers and students with the student employment process. Our goal is to facilitate the link between employers with open positions and students seeking jobs. Employers are strongly encouraged to inform Career Services of their student employment needs, and to post their opportunities with the department. Career Services will talk with students about available opportunities, show them how to contact departments of interest, and prepare students for the search process.The information to follow is intended to help employers meet their employment needs as quickly and effectively as possible.
- Discipline/Termination of Student Employees
- Employment Levels and Pay Rates
- Employment Programs and Classifications
- Evaluating Student Employees
- Federal Work-Study Program
- FICA Tax and Student Employment
- Grievance Procedure
- Hiring Policy
- Hiring Process
- Interviewing and Selection
- National Student Employment Week
- Non-Discrimination Statement
- Pay Rates and Employment Levels
- Payroll Deductions
- Posting an Open Position
- Required Documentation and Ultratime
- Sample Rejection and Appointment Letter for Hiring
- Services Provided by Career Services
- Sexual Harassment, Consensual Relations Policy
- Summer Employment and University Breaks
- Supervising Student Employees
- Termination/Discipline of Student Employees
- Ultratime and Required Documentation
- Work Accidents/Injuries
- Work Performance Standards
- Work Schedules and Payroll Monitoring (Fall & Winter Semesters)
Discipline/Termination of Student Employees
Supervisors should engage in reasonable efforts to ensure that all student employees understand performance expectations and that students are treated appropriately should disciplinary issues arise.
Grounds for discipline, up to and including termination, could include, but are not limited to, unsatisfactory work performance or conduct, or other violations of University policies and regulations. Supervisors should immediately document incidences of inappropriate behavior and the disciplinary action taken in order to maintain an accurate record of the reasons for discipline and/or dismissal.
In the event of alleged violations of municipal, State and/or Federal laws, the Dean of Students and the Director of Public Safety and Police Services should be consulted.
Employment Levels & Pay Rates
The following categories may be used to determine the appropriate pay range for a student job description. The following tables outline the student employment levels and pay rates that have been adopted:
Employment Level
Minimum Qualifications
Level 1
Level 2
Level 3
In no case may a student be paid less than the State of Michigan minimum wage ($9.65 as of January 1, 2020). The University's maximum student wage is $12.70 (as of January 1, 2020). Exceptions to the student maximum wage must have your divisional Vice President's approval and the documentation must be sent to the Payroll Department.
Recommended Schedule
Employment Level
Minimum Rate
Maximum Rate
Level 1
Level 2
Level 3
- Individual hiring departments are responsible for placing their student employees in the appropriate Employment Level.
- There may be some overlap in the hourly wage from one Employment Level to the next. For example, someone employed at Level 1 may be earning more than someone at Level 2.
This is because the student employed at Level 1 may have been in their position longer, may be responsible for training new student staff, may possess very specialized skills and abilities, etc.
Employment Programs & Classifications
The four types of student employment programs are:
- Federal Work-Study: A federally-funded program where the government subsidizes a portion of the student's wages but not the fringe benefits. A financial aid form must be submitted, and a student is then placed on the program as a part of his/her financial aid package. Students must have a high need to be eligible and must accept their award.
- Regular Student Employment: Any student is eligible for these positions on-campus and the department pays all wages and fringes.
- Off-Campus: Any student can be referred to off-campus employment.
Students working on-campus fall into one of two classifications:
- Student Labor: A Federal Work-Study (FWS) or Regular (non-work study) student employee who meets the following criteria:
- Student is enrolled at least half-time (6 undergraduate credits/4 graduate credits) and maintains that enrollment during the semester in which he or she is employed; or, during the summer semester, is enrolled at least half-time for the fall semester; and
- Student is enrolled and is regularly attending classes towards completion of a degree, certificate, or diploma program.
- Temporary Labor: An employed student who drops below half-time enrollment or is a non-degree seeking student (not enrolled in a degree, certificate, or diploma program). Departments hiring and/or employing individuals who fall under this classification must consult with Human Resources.
Evaluating Student Employees
Regular evaluation of employees helps the supervisor to measure performance and also presents an ideal source of feedback for students. One important method to assess and improve productivity involves the use of performance appraisals. Supervisors should evaluate student performance at least once per semester by completing an appropriate appraisal form and meeting with the student employee to discuss his/her performance. It is important that supervisors explain the content of the appraisal and obtain a signature verifying the student has read and understood the evaluation. All completed performance appraisals should be maintained on file in the employing department.
The performance appraisal process provides documentation of student performance and also increases awareness of departmental standards and expectations. In addition, performance appraisals can establish a favorable work record that students may want to utilize for future employment opportunities. Students should be aware that their campus employment offers an excellent chance to establish a sound work history.
See an example of a sample performance appraisal.
Federal Work-Study Program
The fiscal year is broken into the following segments for Federal Work-Study (FWS) students:
- Fall Semester
- Winter Semester
- Summer Session
Fall/Winter Semester - a student has a dollar limitation on his/her FWS earnings for the semester. The FWS period for the winter semester includes both semester break and spring break.
Summer Session - if funds are available, FWS students may be employed during this period even though they earned their total award during the academic year. The Financial Aid Office must determine the student's eligibility for this time period.
Earning Limitations
Employers can use the following calculation to determine the hours a FWS student can work per week so that he/she may work for the entire academic year using FWS funds. The award amount divided by the number of weeks in hiring period equals the amount per week the student can earn. Amount per week divided by the amount per hour (pay rate) equals the hours per week the student can work.
Award amount $3,000
Number of weeks 30
Pay rate $10.00
$3,000 / 30 weeks = $100.00 per week
$100.00 per week / $10.00 per hour = 10 hours per week
Per this example, the student can work approximately 10 hours a week for the entire academic year without exhausting his/her FWS funding. Students who have earned their entire FWS allocation may be allowed to continue working under regular student employment. This will be at the discretion of the employing department.
The Federal Work-Study program requires that all FWS positions have current job descriptions. Departments are therefore required to develop job descriptions for all FWS positions, and to keep these descriptions current by updating them as appropriate. To assure consistency and fairness, departments should maintain job descriptions for all positions (regular and FWS). Employers can also contact Career Services for assistance with writing student employee job descriptions.
Satisfactory Academic Progress Policy
Federal law requires all students who receive financial aid (including FWS) to make Satisfactory Academic Progress (SAP) toward their degree. NMU's Satisfactory Academic Progress Policy can be viewed at: www.nmu.edu/financialaid/progresspolicy.
FICA Tax & Student Employment
Employing departments DO NOT pay fringe benefits, including FICA taxes, on Student Labor workers (as defined above) regardless of the number of hours worked in any given week or pay period, as long as the employed student maintains at least half-time enrollment status during the semesters they are employed. If you have a student employee working during the summer and not taking classes, your department will need to pay fringe benefits, including FICA taxes during that semester.
Temporary Labor: Employing departments DO pay fringe benefits, including FICA tax, on all student employees who fall into this category.
Grievance Procedure
Student employees may experience problems related to their employment situation. The Student Employment Grievance Procedure is designed to resolve such problems as quickly and fairly as possible. Supervisors should ensure that student employees are familiar with this process.
1. If a student has a grievance, he/she should meet with his/her immediate supervisor/program coordinator and a good faith attempt should be made to reach a mutual agreement. The immediate supervisor/program coordinator will give a verbal response to the student as soon as possible after their meeting.
2. If the student does not feel that the situation has been satisfactorily resolved, he/she should request a meeting with the department head, unit manager, or designated representative of the department in which the student is employed in a good faith attempt to resolve the issue. The department head, unit manager or designated representative shall meet with the student employee as soon as possible to discuss the employee's concern. The department head/unit supervisor's decision shall be final, exclusive and binding on the University and the student.
Career Services has no authority to change an employment-related decision by any University department, but is available to discuss a student employee's concerns once the student employee has met with his/her immediate supervisor.
Hiring Policy
In no case may a university employee hire or supervise student employees who are members of his or her immediate family. When hiring student employees, departments are encouraged to give hiring preference to NMU students in the following priority order:
1. Students enrolled when employment occurs during the academic term. "Academic term" is defined as the time between the first scheduled day of classes and the scheduled Commencement date of Fall and Winter semesters or the final day of summer session examination periods.
2. Continuing students enrolled the previous academic term and pre-registered for the upcoming term.
3. Newly admitted students who have paid their Orientation Fee. (If these students have not yet registered for classes, they must be hired as temporary labor, not regular student employment or Federal Work-Study. See the Employee Classifications Section for more information.)
4. Newly admitted students who have been accepted by the University for enrollment but who have not paid their Orientation deposit. (These individuals must also be hired as temporary labor).
To facilitate a student's academic success and to ensure compliance with specific regulations, students may not be scheduled to work:
- More than eight (8) hours per day during the academic year;
- During their regularly scheduled class periods;
- In positions that are, or have historically been, filled by full-time NMU employees; or
- More than 20 hours per week (exceptions during the summer - see 'Summer Employment and University Breaks')
Probation Students
It is the department's discretion to employ a student under academic (or other) probation. Federal Work-Study (FWS) eligible students on probation may be at risk of losing their FWS funding in subsequent terms, if they do not meet the SAP standards.
Federal law requires all students who receive financial aid (including FWS) to make Satisfactory Academic Progress (SAP) toward their degree. NMU's Satisfactory Academic Progress Policy can be viewed at: www.nmu.edu/financialaid/progresspolicy. Undergraduate students need to maintain a 2.0 cumulative GPA and graduate students must maintain a 3.0 cumulative GPA to maintain eligibility through the Satisfactory Academic Progress (SAP) Policy. This is one of the standards reviewed after each semester.
- If the student is above the cumulative GPA standard, the student can maintain eligibility for FWS.
- If the student is below the cumulative GPA standard, the student is given a one semester warning semester (still eligible for aid, including FWS during the warning semester).
- If, after the warning semester, the student is still below the standard, the student will lose aid eligibility, including FWS.
International Students
In accordance with their visa requirements, International students are not permitted to work more than 20 hours per week under any circumstances. For additional information, click here or contact International Programs at 227-2510.
Hiring Process
There are four major steps in the student hiring process:
- The appropriate staff should determine the level and pay rate of the position.
- The position should be posted with Career Services.
- Students should be interviewed and selected based on job-related qualifications.
- The appropriate documentation must be processed once the student is hired. This includes entering the student into the UltraTime payroll system.
The staff in Career Services is available to assist departments with any aspect of this process.
Interviewing & Selection
For many students, interviews for on-campus positions are their first experience with employment searches. By conducting effective interviews, employers not only increase the likelihood of placing the best person in the position, but can also provide an excellent educational opportunity for all applicants.
Keep in mind that The Equal Employment Opportunity Act and the Americans with Disabilities Act prohibit employers from requesting specific information that could be used for discriminatory purposes. Interviews should include only job-related questions and information. Departments assigning a student to confidential areas may want to consider a reference check before hiring the student.
Click here to access on-campus employment applications and view sample illegal and legal interview questions to help you successfully plan your interview process.
National Student Employment Week
National Student Employment week falls during the early part of April each year and provides an excellent opportunity for employers to recognize the hard work and effort put forth by our student employees. During National Student Employment Week, employers are encouraged to honor their students by doing something creative or out of the ordinary to show their appreciation. Some ideas to consider:
* Treat students to a pizza party, potluck lunch, or special breakfast.
* Give students a care package with cookies, candy, popcorn, a mug and hot chocolate packets.
* Share a decorated "Thank You" cake with all the students in your organization.
* Send your students flowers or give them a plant to remember your organization.
More ideas for Student Employment Week will be available from the Career Services' website during the weeks prior to the event.
Non-Discrimination Statement
Northern Michigan University does not unlawfully discriminate on the basis of ancestry, race, color, ethnicity, religion or creed, sex or gender, gender identity, gender expression, genetic information, national origin, age, height, weight, marital status, familial status, handicap/disability, sexual orientation, military or veteran status, or any other characteristic protected by federal or state law in employment or the provision of services. NMU provides, upon request, reasonable accommodation including auxiliary aids and services necessary to afford individuals with disabilities an equal opportunity to participate in all programs and activities. Persons having Civil Rights inquiries may contact the Equal Opportunity Office at 906-227-2420. Students having inquiries regarding the Americans with Disabilities Act (ADA) may contact the Disability Services Coordinator at 906-227-1737.
Payroll Deductions
Wages received by student employees are subject to federal and state income tax deductions. Social Security and Medicaid Tax are not withheld for students while they are enrolled at least half-time and are regularly attending classes towards completion of a degree, certificate, or diploma program.
Posting an Open Position
All departmental Federal Work-Study and regular student labor openings can be posted through Career Services. Departments interested in listing open positions should submit a job posting in Handshake (https://nmu.joinhandshake.com). Once the position is filled, please notify Career Services to remove the posting to avoid further inquiries.
Employers are also encouraged to provide written or verbal feedback to students who applied and were not selected for the position. Feedback should definitely be provided to any student that interviewed for the job. A rejection letter lets the student know to continue his/her job search and may help the employer to avoid additional inquiries. Click here to view sample appointment and rejection letters.
Career Services
Phone :
Required Documentation & UltraTime
Once you've hired the best person for the job, the following processes will need to be completed:
1. Each student must fill out an I-9 form with the employing department. The original MUST be sent to Human Resources (do not keep a copy in the department's file). Required documents that must be verified are listed on the I-9 form. Page 1 must be completed on or before the first day of work. Page 2 must be verified by the department within 3 days of starting work. Failure to do so will result in the student's check being held and a possible fine to the University. NMU is transitioning to a LawLogix Electronic I-9 system.
2. Each student must fill out federal and state W-4 forms with the employing department. Completed W-4's MUST be sent to Human Resources. This process MUST be completed within 3 days of hire. Failure to do so will result in the student's check being held and a possible fine to the University.
Federal I-9 and W-4 forms online. (These forms can be filled out before they are printed.) NMU is transitioning to a LawLogix Electronic I-9 system.
Michigan W-4 form online.
3. A direct deposit authorization form must be filled out and sent to Human Resources. Students must choose to have their check deposited into their bank account or loaded onto a VISA paycard.
4. The employing department will need to enter a student's information into UltraTime (through EPAF).
If the student has worked on-campus previously, contact Human Resources to find out if they need to complete a new I-9, tax forms or direct deposit form. In order to use the UltraTime payroll system, you will need a password which must also be assigned by the Human Resources Department. Once a supervisor has access to the UltraTime system, new student employees can be added under the "Employee" section. With the use of this system, a student's time can be input by 3 possible methods: the student clocks in and out by swiping their ID card (for departments with time clocks); a student is given access to enter their hours worked; the student's supervisor may enter the hours worked. Every two weeks the supervisor will use UltraTime to process student payroll.
Questions regarding the use of UltraTime should be forwarded to the NMU Payroll Department at 227-2330.
Services Provided by Career Services
In addition to the services described throughout this handbook, the staff in Career Services is available to provide guidance regarding any student employment issues you encounter. In addition, we can develop customized training programs for employers and student staff such as interviewing skills for supervisors, customer service for student employees, and legal issues in student employment.
Please note that we offer a number of different resources to students as well. Please share the following information with your student employees:
- Handshake: www.nmu.edu/careerservices/Handshake Contains postings for all jobs. Upload your resume to apply for jobs online and for employers to view. View the list of employers that are visiting campus and sign up for information sessions and on-campus interviews. Sign up to attend job fairs, workshops and other career-related events.
- On-Campus Interviews:
Employers visit campus throughout the year to interview NMU students for a variety of positions.
- Scheduled Skill Workshops:
Workshops addressing the following topics are offered throughout the year:
- Resume preparation
- Interviewing skills
- Professional presence
- Internships and summer employment
- Each workshop also contains information on how to use technology to enhance your job search strategies.
- Liaison with Academic Advisement, Orientation, and the Counseling Center (HUB): Staff in Career Services work closely with staff in the HUB in order to assist students with career decisions.
- Construction Management & Engineering Technology Career Fair: Similar to the Fall Job Fair, but with a focus on construction, technology, electrical and industrial maintenance and HVAC/climate control majors in one-, two- and four-year programs.
- Fall Semester Job Fair: Held annually, this job fair brings local and regional employers together with students.
- Summer Employment Fair: Provides students looking for summer jobs the opportunity to meet with employers.
- Winter Semester Job Fair (formerly Upper Great Lakes Collegiate Job Fair): This employment fair allows students to meet with employers recruiting for full-time and internship opportunities.
NMU Career Services is open from 8:00 am to 5:00 pm, Monday through Friday during the regular school year, and from 7:30 am to 4:00 pm, Monday through Friday, during the summer.
Sexual Harassment, Consensual Relations Policy
Northern Michigan University is committed to creating a work environment for all faculty and staff and a living and learning environment for all students that is fair, humane, and responsible. Such an environment supports, nurtures, and rewards faculty, staff, and students on the basis of ability and work performance in their progress toward career and educational goals. Sexual harassment has no place in this environment.
Harassment on the basis of sex is discrimination in violation of the Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and the Michigan Elliot-Larsen Civil Rights Act. Federal and state laws prohibit sex discrimination in employment and in the utilization of educational facilities and services. Sexual harassment is considered to be sex discrimination and is therefore illegal.
Supervisors must document any complaints or incidents of sexual harassment in a manner consistent with the Northern Michigan University Sexual Misconduct & the Consensual Relations Policy. Supervisors are responsible for making employees aware that sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or visual communication or physical conduct of a sexual nature when:
1. Submission to such conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining employment, public accommodations or public services, education, or housing.
2. Submission to or rejection of such conduct or communication by an individual is used as a factor in decisions affecting such individual's employment, public accommodations or public services, education, or housing.
3. Such conduct or communication has the purpose or effect of unreasonably interfering with an individual's employment, public accommodations or public services, education, or housing; or creating an intimidating or hostile environment in employment, public accommodations, public services, education, or housing.
Please contact Career Services at x2800 or the Equal Opportunity office at x2429 for more information.
Summer Employment & University Breaks
University faculty and staff who hire, train, supervise, and evaluate part-time student employees are bound by the tenants contained below:
- Individuals hired as student employees must be enrolled at NMU for six (6) or more credit hours, or four (4) or more graduate credit hours, during the time they are working and must be making satisfactory progress towards a degree, certification, or diploma. This applies for the fall and winter semesters, semester breaks and holidays, and summers as well.
- During the fall and winter semesters, student employees can work no more than twenty (20) hours of work per week/forty (40) hours of work per pay period - regardless if the student requests to work more hours.
- Students working during Thanksgiving Recess, the Holiday Break, and Mid-semester Recess will be restricted to twenty (20) hours of work per week. (NOTE: Students working over the Holiday Break must be pre-registered for the winter semester.)
- In the summer, student employees will be restricted to twenty (20) hours of work per week/forty (40) hours of work per pay period while they are enrolled in classes six (6) or more undergraduate credit hours or four (4) or more graduate credit hours. Students who are not enrolled in summer classes, but are pre-registered for the following fall semester, may work up to forty (40) hours of work per week/eighty (80) hours of work per pay period.
- The number of hours worked by an individual student on campus will be cumulative; that is, if a student works more than one job, the total hours worked must meet the requirements listed above. This includes Graduate Assistants. Supervisors "sharing" student employees must work together to ensure that requirements are met.
While we expect there may be times when exceptions to this policy are needed based on temporary increases in work (such as at the beginning of the academic year), these issues should truly be temporary. You are no longer required to receive approvals for exceptions to this policy, however, it is important to note that student employment hours will be reviewed at the end of each semester, and a charge of up to $3,000 may be assessed to departments for each student whose work hours regularly exceed 20 hours per week. This charge is intended to offset costs we may incur to ensure compliance with the Affordable Care Act. In situations where the student is employed by multiple departments, the charge will be split across the relevant departments.
For an individual employed in August (after the last summer session but before the start of the fall semester), their status during their August employment would match that of their summer status as noted above. For example, if they were employed during the summer session as a Student Employee, they'd be employed in August as a Student Employee (as long as they were pre-enrolled for the fall). If they were employed as a Temporary Labor Student (not enrolled in classes in the summer, but were pre-registered for the fall), they would be employed in August as a Temporary Labor Student.
If an individual initially enrolls for four credits during the summer, they would be considered Temporary Labor Student. If they then add a two credit class sometime during the summer (bringing their total to six credit hours), their hiring department must notify NMU Human Resources in order for the student's employment status to change from Temporary Labor Student to Student Employee.
Please note: Supervisors must keep track of student hours worked. Students may not work over 29 hours/week on average during NMU's Measurement Period (mid-October through mid-October).
Student Laborer
Temporary Laborer
Federal Work-Study
Wages: 75% Federal Work-Study Funds
Wages: 75% Federal Work-Study Funds
Regular Student Employee
Wages: 100% Departmental Funds
Wages: 100% Departmental Funds
Supervising Student Employees
Supervisors can ensure a more positive work experience for both the student and the employer by setting expectations, creating a climate of open communication and on-going feedback, and recognizing and rewarding excellent student work/effort.
Setting Expectations: Employers should orient new students by familiarizing them with their specific duties and responsibilities. Students should receive copies of job descriptions, payroll information, expectations of the employing department, and potential reasons for disciplinary action up to, and including, termination. Setting expectations helps to encourage responsible behavior and ensures accountability (see "Establishing Work Performance Standards"). Supervisors should also use this opportunity to discuss how and when performance appraisals are conducted, and to what extent these appraisals may affect raises and promotions.
Creating a climate of open communication: Sharing relevant university information, encouraging students to share thoughts and ideas, and providing on-going feedback will help students see the importance of their roles to your organization and the university. It will also increase the likelihood of students returning to your organization year after year.
Having open communication regarding credit hours with your students is also important. If, at any time during their employment, a student withdraws from the university or falls below half-time (6 undergraduate credits & 4 graduate credits), the student is no longer eligible to work under student employment. Please check your student's registered hours in Banner periodically.
Reward/Recognition: Providing on-going positive feedback can increase student productivity and also maintains higher levels of morale. Departments are also likely to retain more student employees, and therefore reduce costs associated with training new hires.
Outstanding work can be recognized by creating an "Employee of the Month" or other recognition program. Employers can also participate in "National Student Employment Week" during the second full week in April by developing visible and creative ways to recognize and reward their student employees. (See the "National Student Employment Week" section of this handbook for more information and ideas).
Work Accidents/Injuries
Public Safety must be immediately notified of all personal injury accidents involving faculty, staff, students, or visitors, resulting in injuries requiring treatment other than self-administered first aid. The injured individual must notify his/her immediate supervisor, responsible faculty member, or Public Safety. A University Incident Report must be prepared within 24 hours by the supervisor, responsible faculty member, or Public Safety.
A personal injury accident is an accident other than a motor vehicle accident. Motor vehicle accidents involving injuries are required to be reported by the Motor Vehicle Code.
Time spent by a student employee waiting for and receiving medical attention at the direction of the employer during the employee's working hours is considered work time.
Work Performance Standards
In accepting a campus position, a student assumes work responsibility for which he/she will be held accountable. The following list describes the general work performance standards that should be discussed and reinforced with student employees. Supervisors should also share more specific department requirements with their employees.
1. The student employee should always report to work on time and let the supervisor know when he or she reports for work. The student employee should always contact his/her supervisor if it is impossible for him/her to show up for work or to report for work on time.
2. The student employee should request permission in advance to be absent from work if special circumstances arise (the student employee should ask his/her supervisor to define "special circumstances".)
3. A student employee should immediately bring to his/her supervisor's attention any problems or concerns he/she may have pertaining to his/her job.
4. A student gaining employment from more than one on-campus employer must notify each supervisor of all current on-campus employment.
5. A student employee should perform the duties assigned to the best of his/her ability.
6. A student employee should dress appropriately for the job as specified by his/her employer.
7. A student employee should respond positively to constructive criticism.
8. A student employee must give his/her supervisor at least a one-week notice if he/she is quitting his/her job.
9. Any student that does not meet departmental work expectations may face disciplinary action up to and including termination at the request of the employing department.
10. A student is expected to handle all confidential information he/she encounters during the employment experience in an appropriate and professional manner. Supervisors should clarify what constitutes confidential information and reinforce if/how this information should be handled and discussed.
Work Schedules & Payroll Monitoring (Fall & Winter Semesters)
Individuals hired as student employees for the fall or winter semester must be enrolled at NMU for 6 or more credit hours (4 or more graduate credit hours) during the semester they are working, work no more than 20 hours per week (including break periods), and be making satisfactory progress towards a degree, certification, or diploma.
Note: The number of hours worked by an individual student on campus will be cumulative; that is, if a student works more than one job, the total hours worked must meet the requirements listed above. Supervisors "sharing" student employees must work together to ensure that requirements are met.
The supervisor and the student should work together to develop an appropriate work schedule. In the case of an approved exception, any students working overtime (over 40 hours per week) will be paid time and one-half.
University staff who supervise student employees are responsible for monitoring the number of hours each student works. Working more than 20 hours per week can be detrimental to both the academic and social life of the student, so it is expected that supervisors will strictly adhere to the Student Employment Policy. The intent of this policy is to ensure NMU students can successfully balance school and work and to encourage maximum student employment on-campus.
Supervisors must also keep track of total student hours worked. Students may not work over 29 hours/week on average during NMU's Measurement Period (mid-October through mid-October).


text:
Find the right doctor for you by searching through our online directory or by calling our physician referral line at (843) 402-CARE.
Roper St. Francis Healthcare is the Lowcountry's most comprehensive healthcare network, with more than 117 facilities and doctors offices, including four full-service hospitals, conveniently located throughout the region. Our excellence in compassionate, quality care is supported by our investment in state-of-the-art facilities utilizing the most advanced medical technologies.
Subscribe today to the Roper St. Francis Healthcare monthly e-newsletter for informative articles and medical insights.

subset: commoncrawl


text:
{Photo credit: Chris Duque on juanes.net}
Disclosure: Brisk Iced Tea is providing the prizes for this program at no cost to us. We are receiving two priority tickets to a Juanes concert, but no monetary compensation. This program is not administered or sponsored by Brisk Iced Tea or its affiliates, but solely by SpanglishBaby.
Brisk Iced Tea has partnered with Grammy award-winning, Colombian singer-songwriter, Juanes to support his 2013 U.S. Loud & Unplugged Tour. Through this partnership, we'd like to give one lucky SpanglishBaby mom in or around the Los Angeles area the chance to see him live!
I'm especially excited about this because I will be attending the concert in L.A. as well and that means we can get to sing-out-loud to our favorite Juanes songs together!
Some of you know that I was a TV producer for 15 years. One of my positions was on MTV Latin America out of their Mexico City offices. In 2002 we launched a brand new show called CXN where we had top Latin artists perform in front of a live studio audience. Back then, Juanes had just launched his breakthrough solo album Un Día Normal and was barely getting started on his way to mega stardom. He accepted to be our Padrino for our very first show and performed in our studios. We rocked out to "A Dios le Pido" and just knew we were witnessing a huge star in the making. Not only that, but he was the most humble and nice person you can imagine.
Later that year, I headed out to Miami to work on the first "Premios MTV" and got to spend a whole day hanging out with Juanes producing a video spot of what a typical day looked like for him. He took us to a recording session, to his house in Coral Gables to see the studio he had set up in his garage and then to his manager's office for some business meetings. Again, he was wonderful throughout the whole thing. Oh, how I wished I had a copy of that video to share with you (and relive memories!!)
And now that I've spilled some bits of nostalgia with you, let's get on going with this giveaway because the prizes are just amazing and we want to make this one F.U.N!!
The Giveaway!
One of you will win a Bold Brisk Bag, provided by Brisk Iced Tea, that includes:
- Two priority tickets to Juanes' Los Angeles concert (May 25th at Nokia Theatre)
- An autographed Juanes poster
- $50 Amex gift card to use at concert concession
To enter to win you must use the rafflecopter below and share with us in the comments section if you were one of these four Bold Brisk flavors, what would you be and why:
Lipton Brisk Ginseng Iced Green Tea
Lipton Brisk Raspberry Iced Tea
Me? A sweet and tropical mango. Now your turn…


text:
As President Barack Obama celebrates his election night victory, he faces a second term that presents both immediate and longer-term challenges, some with deadlines that must be confronted in the seven weeks before New Years' Eve.
And he'll do it with a Senate still in Democratic control and a House of Representatives again ruled by Republicans.
The U.S. government faces enormous difficulties unless lawmakers can break the cycle of disagreement and dysfunction. NBC 'Meet the Press' moderator David Gregory reports.
Here's a look at the six splitting headaches awaiting Obama:
Automatic spending cuts
Congress passed and Obama signed into law the 2011 Deficit Control Act which will cut more than $100 billion in outlays in 2013, starting in January. These cuts were intended to be so unpalatable that they'd spur Congress and the president to strike a deficit reduction deal, but the plan seems about to backfire. Congress and the president in 2013 will be getting more deficit reduction than they really want. The director of the Congressional Budget Office, Douglas Elmendorf, said in August that the cuts in spending, combined with scheduled increases in taxes at the year's end would cause "a significant tightening of fiscal policy" which would "probably lead to a recession early next year."
Americans re-elect President Barack Obama, a Republican House and a Democratic Senate after an estimated $6 billion dollars was spent on the election to try and swing the numbers. NBC's Political Director Chuck Todd discusses where we go from here.
Taxes going up, by a significant amount – and not just on the rich
The current income tax rates expire on Dec. 31. A popular middle-class tax break, the $1,000-per-child tax credit for each child age 17 and younger, will be cut in half unless Congress and the president take action before the end of the year. The temporary reduction in the Social Security payroll tax is also set to expire. As a result of all this, according to the Tax Policy Center, the average tax burden will increase by almost $3,500 per taxpayer in 2013. In addition, the Affordable Care Act, starting on Jan. 1, imposes a $20 billion tax increase in 2013 on people with incomes above $200,000, or $250,000 for joint filers.
Debt limit
According to the Bipartisan Policy Center, by sometime in February the federal government will reach its borrowing limit, even with the use of extraordinary stopgap accounting measures by the Treasury Department to push back that date. The House Republicans only very reluctantly voted to raise the debt limit in 2011 after the impasse between Obama and the House GOP over debt had severely shaken the confidence of investors in U.S. financial markets. The new House may be even more resistant to a debt ceiling increase with Obama winning a second term.
Reuters, Getty Images
In the final push in the 2012 presidential election, candidates Mitt Romney and Barack Obama made their last appeals to voters.
Confirmation of pivotal Cabinet members and regulatory chiefs
After securing a second term, Obama will, at a minimum, need to nominate a new Treasury Secretary to replace outgoing Tim Geithner and a new secretary of state to replace Hillary Clinton. Depending on the mood and membership of the Senate, the nomination hearings could prove contentious. Obama will also need to win Senate confirmation for those nominees selected to fill 82 judicial vacancies.
Implementing the Affordable Care Act and appointing the members of the Independent Payment Advisory Board
The administrative mechanism to carry out "Obamacare" needs to be designed, refined and run. Congressional Republicans are especially hostile to the Independent Payment Advisory Board, an outside body of experts, picked by the president, which is supposed to propose cuts in Medicare spending, with those cuts getting special fast-track consideration in Congress. So far Obama has appointed none of IPAB's 15 members. Those nominees will be subject to Senate confirmation.
NBC's Chuck Todd takes a look at the popular vote numbers from the 2012 presidential election.
Chaos in Syria, WMD – and don't forget Iran
The phrase "weapons of mass destruction" may have gone out of fashion after U.S. forces failed to find any in Iraq after they invaded in 2003, but there's no dispute that the Syrian regime does possess a large arsenal of chemical weapons, including nerve gas. Some of those weapons and ingredients might go missing as the civil war grinds on. Meanwhile Syria's ally Iran has carried on work to build nuclear weapons and is not cooperating with the UN's International Atomic Energy Agency which is trying to find out more about the Iranians' secret research.
More election coverage from NBCNews.com:
- Obama wins re-election; Ohio, Iowa, Wisconsin prove pivotal
- Democrats retain control of Senate with series of hard-fought wins
- Rape remarks sink two Republican Senate hopefuls
- In costliest-ever Senate race, Warren beats Brown for Mass. seat
- Maine's Harley-riding King vowed to 'shake up' D.C.
- Republicans easily maintain control of House
- Colorado, Washington approve recreational marijuana use
- Pence in as governor of Indiana; Hassan wins in N.H.
- Majority of voters see American on wrong track
Follow NBC Politics on Twitter and Facebook


text:
Geisinger Health is seeking a BC/BE Neurologists to join the growing Neurology Department at Geisinger Holy Spirit, located in Camp Hill, PA.
Join our group of three physicians in various specialties including Stroke, Sleep Medicine and Neurodiagnostics, supported by three physician extenders, in a patient-focused, community practice setting. Backed by a large, integrated health system, the Neurology department at Geisinger Holy Spirit is an established, highly reputable practice that sees a diverse mix of cases with varying complexity. Flexibility in inpatient, outpatient or mixed practice is available. Geisinger Holy Spirit offers physicians competitive compensation and benefit package.
For more information, please contact: Lori Surak, Talent Management Consultant, Geisinger Health: 570-214-8123 or firstname.lastname@example.com.
OUR PURPOSE & VALUES: Everything we do is about caring for our patients, our members, our students, our Geisinger family and our communities. KINDNESS: We strive to treat everyone as we would hope to be treated ourselves. EXCELLENCE: We treasure colleagues who humbly strive for excellence. LEARNING: We share our knowledge with the best and brightest to better prepare the caregivers for tomorrow. INNOVATION: We constantly seek new and better ways to care for our patients, our members, our community, and the nation.
GEISINGER HOLY SPIRIT is a strong and growing healthcare provider serving south-central Pennsylvania. Geisinger Holy Spirit includes its flagship Geisinger Holy Spirit Hospital, a 311-bed Joint Commission accredited acute care facility located in Camp Hill, Pennsylvania. Geisinger Holy Spirit employs more than 2,600 people and has more than 500 physicians and advanced practitioners on its hospital medical staff. Sponsored by the Sisters of Christian Charity, Geisinger Holy Spirit delivers patient-centered care guided by Catholic values and the Ethical and Religious Directives of Healthcare. Geisinger Holy Spirit provides a comprehensive array of both inpatient and outpatient services across the continuum of care, including acute care, home health, emergency medical services, physician practices, and a host of outpatient facilities located throughout south-central Pennsylvania.
About Geisinger
One of the nation's most innovative health services organizations, Geisinger serves more than 1.5 million patients in Pennsylvania and New Jersey. The system includes 13 hospital campuses, a nearly 600,000-member health plan, two research centers and the Geisinger Commonwealth School of Medicine. A physician-led organization, with approximately 32,000 employees and more than 1,800 employed physicians, Geisinger leverages an estimated $12.7 billion positive annual impact on the Pennsylvania and New Jersey economies. Repeatedly recognized nationally for integration, quality and service, Geisinger has a long-standing commitment to patient care, medical education, research and community service. For more information, visit geisinger.org or connect with us on Facebook, Instagram, LinkedIn and Twitter.
** Does not qualify for J-1 waiver. We are an Affirmative Action, Equal Opportunity Employer Women and Minorities are Encouraged to Apply. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of disability or their protected veteran status.
*Domestic partner benefits not applicable at Geisinger Holy Spirit.
Urgent Care Association
28600 Bella Vista Pkwy, Suite 2010
Warrenville, IL 60555
E: email@example.com


text:
SMUG (smart mobile users' group)
Good day everyone,
The rising prominence of mobile devices in education and our private lives prompts us to revisit the "tablets" group of 2012/2013. Back then LRS and ITS faculty and staff, who were given iPads and Android tablets, met monthly to share ideas and experience.
With Dean Vargas's support we plan to reconvene this group. We recognize that many more of us now have mobile devices, including tablets and smart phones, so we invite anyone who has a mobile device (not only a tablet and not only using iOS or Android, but any mobile device or operating system) to meet with us and:
a. share experience and knowledge,
b. seek answers to questions and/or
c. brainstorm and develop ideas as to how we can use these tools more effectively at work and in our private lives.
The group is initially christened as SMUG (smart mobile users' group, not for our attitude, but for fun). We expect the group to create its own personality and name.
Please contact us if you're interested. Please have the Doodle poll https://doodle.com/2uaytxbth728sa9b for the initial meeting.
Tom Hergert and Plamen Miltenoff
1 Comment on SMUG (smart mobile users' group)
I would love to participate!Reply


text:
Latest By
Comments on Squad X Core Technologies For Infantry
Get more information on Squad X Core Technologies For Infantry
Leave a comment:
Tediously, spammers have returned; if you have a comment, send it to bill at this site (include the story name) and I'll post it.
More Articles
Gyro-X Self-Balancing Two-Wheeler Car
Beat Covid-19 With AIR By MicroClimate - At Last I Get My PAPR
Mi TV LUX Transparent Edition OLED TV
Metalenses Now Reconfigurable With Liquid Crystal
'Alexa For Residential' A Landlord's Dream (Tenant's Nightmare?)
Gather Ye Moonrocks While Ye May
InMotion V11 Electric Unicycle Gets Air (Video)
Rid Thyself Of Ads On The Newsbox
A.I. Jesus Proclaims Machine Gospel
Google's Remixed 'Your News Update' ala Heinlein, Clarke, Pohl
iSphere Plastique Fantastique Face Mask Alternative
Inkjet-Printed Wearable Solar Cells
NDB Nuclear Waste Battery Lasts A Lifetime
Neuralink Will Land A Chip In Your Brain
EPR Is Quick, Temporary Biostasis
It's Time For Robots With Soft, Sensitive Skin
An Ocean On Ceres
Microscopic Robots On The March!
5G Will Be Crucial Backup For Self-Driving Cars
MOFLIN AI Robot - Yes You Can Have A Tribble
|Home | Glossary
| Invention Timeline | Category | New | Contact
Us | FAQ | Advertise |
Technovelgy.com - where science meets fiction™
Copyright© Technovelgy LLC; all rights reserved.


text:
Moderators: [Official] Foundry Assistants, Cartographers
edbeard wrote:Do you need to hold all of that colour to get the bonus or just the gangsters? If it's all of the the colour then ..
what are your thoughts on majority control bonuses here? at least on some of the larger areas I mean. I say this only because it looks like quite a few of these bonuses will only be held towards the end of the game. Maybe it's a bad idea. I don't know.
If it's only the gangsters then a lot of these other territories you have a useless.
It's probably the whole colour because what is the reason for the colours on these other territories! Anyway, that's all I have for now. Let me know about this question then I'll come back with more feedback.
AndyDufresne wrote:This map feels a little too bright, colorful, and pleasantly sugared to be about gangs in the 1920's.
a-person1192 wrote:maybe a good map to play
RjBeals wrote:Not sure the planes fit too well. Do you get a bonus to hold the 3 planes? Can you cross the river? The connection lines are very hard to follow along the streets. Whats that strange pattern and target towards the bottom left (tax dept)? Kinda neat. I like the giggle juice trucks & gun graphics. I like how the the gangsters names make up the territories. Nice start Cairns. I'm sure you'll adjust colors as the map progresses.
Coleman wrote:This rocks my socks.
"Mobsters can attack each other at any time"
That seems awkward, shouldn't it be bombard? It doesn't seem right that attacking each other leads to a take over.
mobsters of smae gangs could "assist" each other, very possible.I like the assist terminology better. Maybe mobsters of the same gang could assist each other too, but rival mobsters bombard.
You'd need to change the layout if you did this, as I get that right now mobsters attacking each other is a big way to move around the map and some places aren't connected if you change it.
Herakilla wrote:why planes? majority of booze came on boats. the ships would land at canada, buy the beer and stuff, then leave with their official destination in Cuba lol. they were the fastest ships in the world!
and wheres the purple gang *sob*
mibi wrote:What about Bugsy Siegal?
cairnswk wrote:mibi wrote:What about Bugsy Siegal?
1. This era?
2. What outfit?
cairnswk wrote:cairnswk wrote:mibi wrote:What about Bugsy Siegal?
1. This era?
2. What outfit?
Wiki says he was only an associate....and made more of name for himself in California and Las Vegas, later in 1947?
mibi wrote:cairnswk wrote:cairnswk wrote:mibi wrote:What about Bugsy Siegal?
1. This era?
2. What outfit?
Wiki says he was only an associate....and made more of name for himself in California and Las Vegas, later in 1947?
Mickey Cohen was Bugsy's leutentant and back by the Chicago Outfit. Cohen took over after Bugsy was... wacked.
edbeard wrote:Maybe instead of just the Chicago connection, you make it into the east chicago and west chicago connections.
Right now it is 20 territories. Who the hell is going to hold all of that?
10 and 10 makes sense to me.
10 happens to be the number of grey territories west and east of that road
edbeard wrote:oh. another thing I was thinking about....
what if you held the majority of Leaders for a certain gang and you get a bonus.
Maybe for the chicago mafia it would be quite small +1 since it's only two territories, but that could be something.
you'd need 3 for the purple, 4 for the pinkish etc...
Users browsing this forum: No registered users


text:
"They thought I was joking when I said what I found. It has been the most unusual thing we have ever been given in the charity shop by far."
Ashes from a cremation have been found in charity shop Arthritis Research Campaign in Midlothian. They were found after chairwoman, Lena Skilbeck, handled the vase and spilled the ashes in the Bonnyrigg shop.
The ashes have been sent to Barclays Funeral Services to be determine whether they are human or animal remains. They will be kept in the town's funeral parlour until they are claimed.
When they were originally found, Lena had a difficult time convincing the other staff members she was being serious. "It was about 18 inches across and quite heavy so only a wee bit fell out, but I sweept up as much as I could and hoovered up the rest."
"I was going to sprinkle them, but my husband said the owner might be looking for them, so I phoned the undertaker instead."
The results to determine whether the ashes are human or not will be released until next week. The charity shop are still trying to find the owner, Lena says "I reckon they'll come back in".


text:
Job Seekers, Welcome to UTCVM Career Center
The job you tried to view is no longer active.
See similar jobs below or perform a new job search.
See similar jobs below or perform a new job search.
Sort By
3,167 'associate OR veterinarian OR STATECODE:"TX"' Jobs
Lafayette, Colorado
Boulder Road Veterinary Specialists
1 Month Ago
Lakewood Ranch , Florida
Veterinary Medical Center at Lakewood Ranch
1 Month Ago
Springfield, Virginia
The Regional Veterinary Referral Center
4 Weeks Ago
Port Charlotte, Florida
Charlotte Animal Hospital
3 Weeks Ago
Thurston County, Nebraska
VetNetAmerica - Employment Services
1 Year Ago
Atlantic Coast Veterinary Specialists
3 Weeks Ago
Baltimore, Maryland
Falls Road Animal Hospital
3 Weeks Ago
Gastonia, North Carolina
TotalBond Veterinary Hospital at Forestbrook
2 Weeks Ago
Riverside, California
County of Riverside Department of Animal Services
2 Weeks Ago
Pittsburgh, Pennsylvania
2 Weeks Ago
Powhatan, Virginia
Powhatan Animal Hospital
1 Week Ago
Winthrop Harbor, Illinois
Harbor Animal Hospital
6 Days Ago
Middlesex County, Massachusetts
VetNetAmerica - Employment Services
3 Months Ago
Manchester, New Hampshire
Pathway Vet Alliance
3 Weeks Ago
Powered By


text:
| 1.5°C Belfast
Labour would put power over education back into local hands to end the burgeoning "Kafkaesque" central control of schools under plans to boost standards drawn up by David Blunkett.
The former education secretary accused Michael Gove of freeing some schools from all forms of accountability except directly to him.
That has led to troubles such as the impending closure of Al-Madinah in Derby, which was branded "dysfunctional" by inspectors, Mr Blunkett warned.
Contracts binding some schools to the Education Secretary but leaving them outside local scrutiny make a mockery of the Coalition's localism policy, the Labour MP claimed in an in-depth report on school reform.
Labour would turn round control of the system by shifting powers away from central government and creating new i ndependent d irectors of s chool s tandards to drive up results in local areas and intervene in troubled schools, as well as taking the views of parents into account.
It would give all types of schools the same freedoms in certain areas, with a "light-touch curriculum" that would allow them to offer different types of courses, including vocational ones targeted at local industries.
All schools would be free to set the times of their school day and week.
Under the plans schools would be opened up to Freedom of Information requests and would have to publish certain financial information online, including major contract details, to increase transparency.
The Labour education policy review sets out 40 recommendations aimed at "putting students and parents first" which have been "fully accepted" by shadow education secretary Tristram Hunt.
Mr Blunkett says memory tests - something Mr Gove has pushed strenuously - are "important" but warns the education system must offer "much more than this".
He adds: "Schools and colleges are not factories to instil facts, and then hope that young people somehow make sense of them and become functioning and creative adults.
"We have to provide the opportunity to build those thinking or critical skills, which allow the analytical faculties to develop - to be able to challenge, as well as to make sense of the ever-changing world around us."
The report recommends the creation of temporary "education incubation zones" where the latest teaching methods and technology would be used to help raise standards and the introduction of a duty on government to represent the interests of pupils and parents.
It underlines Labour's existing calls for teachers to be properly qualified and an end to the ability of some schools to opt out of local admissions codes.
Mr Blunkett said the emphasis of Labour's policy was "entirely on delivering inspiration teaching and aspirational learning".
NASUWT general secretary Chris Keates said: "The interests of children and young people have suffered as a consequence of an ideological obsession on structural reforms and a desire to create a free market in education.
"All children and young people, regardless of where they live or learn, should be entitled to access a broad and balanced education which ensures high standards.
"However, the coalition Government's structural reforms have weakened democratic accountability and handed more power to remote education providers at the expense of parents and local communities.
"Serious fault lines have now appeared across the education landscape which mean that children's entitlement to a local school place, fair admissions, a national curriculum and to be taught by qualified teachers are at the mercy of individual education providers.
"The Blunkett review indicates that whilst there is waste and inefficiency in the system, it can be tackled through regulation, effective accountability and better local strategic coordination of education.
"Properly-constituted directors of schools standards, working alongside reinvigorated local authorities, could provide a template for strengthening local partnership working and stakeholder engagement."
Mr Hunt said: "David's record on raising school standards speaks for itself. This is an incredibly important report.
"Under Michael Gove schools are being left to 'sink or swim' - more than 1.5 million children are in under-performing schools. That's why Labour will introduce new and robust local oversight of all schools to raise standards. That's what new Directors of School Standards will bring.
"Labour will spread the success of our London Challenge programme which transformed London's secondary schools from being the worst to the best- performing in the space of a decade - Labour will deliver this focus on standards across the country."
A Department for Education spokesman said: "Free schools and academies are already held more rigorously to account than council-run schools. We have consistently demonstrated that we take quick and decisive action if children are being denied the education they deserve - no matter what type of school they attend.
"We moved to close Discovery New School (in West Sussex) just seven months after its inadequate Ofsted rating, while Al-Madinah is already seeing real improvements thanks to our swift intervention.
"In contrast, local authorities have presided over schools which have been in special measures year on year and done nothing - there are currently 40 council-run schools that have been in special measures for 18 months or longer.
"Since its inception, the academies programme has freed schools from interference by politicians and bureaucrats and put teachers back in the driving seat. It is thanks to this Government's reforms - including the expansion of the academies programme - that the number of pupils being taught in failing secondary schools has fallen by 250,000 since 2010."


text:
Search Charity Events
Latest Events
Giving Voices to Children Charity Event
The Center is celebrating a century of service and honoring Orvin Kimbrough
A Night of Harmony
Wil Robinson and Kompany with A Night of Harmony
Care for Inmates Families at Risk
Volunteerism for Manila Bilibid
Live Your Potential - NDIS Expo 2020
Join us! at NDIS Expo this September
12th Annual Brooklyn T.E.A.L.® Walk/Run - Virtual
Volunteers Who are Willing to Serve
Online/Virtual Volunteer Tutors for Less Fortunate Children
10th Annual Community Dog Wash Fundraiser
Dog wash fundraiser to benefit the Otis Fund to help pets in need of emergency funding
12th Annual Brooklyn T.E.A.L.® Walk/Run
Brooklyn T.E.A.L.® Walk/Run™ 2020
T.E.A.L.®'s World Ovarian Cancer Day Virtual Walk/Run
World Ovarian Cancer Day
JDRF Imagine Gala, Los Angeles 2020
2020 JDRF Los Angeles Chapter's Imagine Gala
Zumbathon: A Charity Event for Taal Rehabilitation
A Charity Event for Taal Rehabilitation
Canberra Coastrek - 10km Moonlight Magic Walk
Walking for Mental Health
Philippine Charity Sweepstakes Office in Helping Taal Victims
PCSO to use lotto funds for Taal Victims
Peak District Challenge
Bakewell Basecamp - Walk it, Jog it, or Run it 25km, 50km, or 100km
Ways to Donate to Australia's bushfire relief effort
How to donate money to Australia's bushfire relief effort
Bushfire Relief for Australia
A healthier option for helping Australia through bushfire relief
Run 2019 for Fraud Free Philippines
iLoveMyCountry.Ph RUN 2019
Ladies Lunch and Christmas Shopping for Brainwave
Join us for a fabulous two-course lunch and a magical Christmas shopping experience.
Santa Dash for Brainwave
Join us for the 2019 Brainwave Santa Dash, a 5k fun run open to all!
Johnson City Post Office 50th Anniversary Celebration
Come help restore the Settlement ecosystem by removing invasive species from the riparian area.
RSPCA Cupcake Day 2019
Cupcake Day is the sweetest opportunity to get together and raise money for animals in need!
Quiz Night - Fundraiser for Lionheart Camp for Kids
Fundraiser for Lionheart Camp for Kids
Drago Benefit Concert
Come support Drago's fight against stage IV Panceatic cancer
Have Fun For a Great Cause with 4th Annual Charity Picnic
Purr Parlor
Kitten Cuddle Cafe
Show Me the Way Foundation Runway RED Celebrity Fashion Show
The Show Me the Way Foundation Runway RED Celebrity Fashion Show will be a family affair for celebrity parents and their kids.
The fashion show will have little tikes accompanied by their celebrity parents on the catwlak in Jack & Jill, Sean John for Kids, Rock and Republic, Lil Miss Muffet, Burberry for Kids, Paige Denim, Tommy Hillfiger, Bo Peep Kids and more.
Jermaine Dupri, Big Boi of Outkast, Nelly, Mayor Shirley Franklin and Lil Jon have all previously modeled for the charity event raising funds for SHE, Girl and HOLLA Back Boys.
The Show Me the Way Foundation Runway RED Celebrity Fashion Show is on July 26.
Check these Categories below for more on Runway RED Celebrity Fashion Show
Show Me The Way Foundation, Runway Red Celebrity Fashion Show, Jermaine Dupri, She Girl And Holla Back Boys
Search For More Articles Related to:
Show Me the Way Foundation Runway RED Celebrity Fashion Show
Related Articles:
- Naomi Campbell Charity Fashion Show
- Toronto Fashion Week Heart Truth Fashion Show
- Sparks Fashion Show
- 2011 Heart Truth Fashion
Jolly People Charity Events
- x Close
City Events
Year Archive
Month Archive
Latest Posts
- Gaynor Faye 'Fat Friends Wedding Dress
- Stand Up To Cancer
- J.K. Rowling Harry Potter Prequel
- Taste of Tennis
- Prince Harry Charity
- Goal4Africa Campaign
- Trust Breathing Life Awards
- Bruce Forsyth Charity Dinner
- James Gandolfini 'Sopranos' Charity Auction
- Eva Longoria Parker Stand for Hope
- 'The Happening' Premiere
- Help Whip Cancer Celebrity Charity Auction
- Gordon Ramsay Appeal Charity Dinner
- GamesAid PS3 Attitude
- Meet The Jonas Brothers
- Cannes Film Festival amFAR
- Harrison Ford Conservation International
- Jennifer Garner Ben Afleck Charity Event
- Everyman Celebrity Charity Auction
- Naomi Campbell 'Ugly Betty'
- Olympic Athletes Right To Play
- Madonna Mike Tyson Charity
- Meet Ben Stiller
- Lunch with Jesse L. Martin
- Mark Knophler Starcards
- Flower Power Auction
- Runway RED Celebrity Fashion Show
- Bordesley Hall Ghost Hunt
- 'Wicked' Charity Performance
- Meet Jerry Seinfeld
- Kevin Bacon Charity Concert
- Dinner with 'The Sopranos'
- Victoria Beckham Spice Tour
- Shakira Ricky Martin Charity Concert
- Best Buddies Sock Hop
- Lego Charity Auction Tour
- SNY Charity T-shirts
- 'Get Smart' Steve Carell
- 'Project Runway's Tim Gunn
- 'Speed Racer' PETA Protest
- Tricia Helfer Helping Animals
- Australia Zoo Black and White Day
- Jamie Oliver Poker Tournament
- Charlie Sheen Brooke Mueller Charity Wedding Gifts
- Dennis Quaid Charity Weekend
- Pete Doherty Celebrity Soccer Six
- 'Mamma Mia' Film Premiere
- Kim Cattrall Posh Designer Sale
- Celebrity Swarovski Yoga Bags
- Toast of the Town
- Roger Waters Backstage Passes
- Paul McCartney Independence Concert
- Z100's Zootopia
- Harry Potter First Edition
- New York Giants Game Up Close
- Caudwell Children's Legends Ball
- 'Purex Saves Green' T-Shirt Auction
- 'Sex and the City Movie' Premiere
- Barefoot Week
- 'Ugly Betty' Blouse
- Celebrities Nude PETA
- Pangea Day
- Julian de Guzman Charity Game
- SolaRola Adventure
- Special Olympics New York
- Visit Sesame Street
- Rubin 'Hurricane' Carter
- The Wiggles Red Nose Day
- Sparks Fashion Show
- Johnny Depp Movie Role


text: "...I'm Francis, and that's Grampa Bill..." Welcome to the Left 4 Dead Wiki, DaR3alR1ch4rdN1x0n! Thank you for your edits to the International Weapons page! There's still a lot to do, though. We hope you'll stay with us and continue to help improving the best source for information on Left 4 Dead! Where to start: Not sure what to do? Check out the recent changes page to see what's going on. It's a great place to start out on; you can see what articles people are editing the most, and see how you can help! You can also look at the to do list. It has a list of things that need to be done. Have any questions? Ask at our staff or on the discussion page with each article. No talk page for a page you'd like to ask about? Feel free to make one! Still confused? The community portal has an outline of the site and links to pages that will help you learn how to edit. Don't forget to read the rules and regulations! By the way, be sure to be logged in every time you edit! We'd like to be able to recognize you! Tell us a little about yourself by personalizing your userpage. Not sure where to start? You can find a guide to creating a personalized userpage here! We're glad to have you here, and we hope that you'll keep editing this wiki. If still have any questions, feel free to leave them on my talk page. I'd be glad to help you out. Happy Editing! 06abrahb (talk) 02:56, June 21, 2020 (UTC) Retrieved from "https://left4dead.fandom.com/wiki/User_talk:DaR3alR1ch4rdN1x0n?oldid=159556" Community content is available under CC-BY-SA unless otherwise noted.


text: OH MY. whats up your ass? I went on the internet at work, typed in "old english font" , looked at that font, copied the letters i wanted to use, and painted them. Therefore, i copied an INTERNET FONT, which was a digital copy of this gothic script you speak of. Now, you say your going to be spending you next 3 and a half years as a full time student studying fonts, thats great, show me how you've progressed. When you come on here spitting shit about "shameless jacking" and "not working for me" how am i supposed to gleen some information about improving my experiment? you called it "creative critisism", i call it "shit talking" because you didnt like what you saw. If you had said something more along the lines of "your C sucks, its off balance, the top is messed up and the bottoms of your P and N arn't matching, though they should be" i may have not become so pissed of. your a student of this typography, thats great, but please dont come at me like some higher being because you know more about letter arraingment and styling. i just paint graffiti. i dont even goto fucking art school. Of coarse they didnt come out perfect, the spot wasnt legal, i didnt have tons of paint, or tons of time. nobody is fucking perfect you twat. Besides, the last time you tried something new did it come out perfect the first time?


text:
Scotland Overview
Scotland, political division of Great Britain (2011 pop. 5,295,000), 30,414 sq mi (78,772 sq km), comprising the northern portion of the island of Great Britain and many surrounding islands. Scotland is separated from England by the Tweed River, the Cheviot Hills, the Liddell River, and Solway Firth. It is bounded on the north and west by the Atlantic Ocean and on the east by the North Sea. The capital is Edinburgh and the largest city is Glasgow.
Scotland, England, and Wales have been united since 1707 under the name of the United Kingdom of Great Britain. They share a national parliament but Scotland has its own system of laws (based on Roman law rather than the common law of England), banking (including its own banknotes), and education. In 1999 the Scottish Parliament, which had been dissolved with the Act of Union, was reestablished; it is responsible for Scottish domestic affairs, including taxes.
Sections in this article:
- Introduction
- Economy
- Land and People
- History
- Bibliography
The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved.
See more Encyclopedia articles on: British and Irish Political Geography


text:
The Fainting Room
The Fainting Room
$ 3.75
Playing at Phoenix Theater.
Reservation: Guarantee your seat at a specific show by making a reservation. Advance sales stop at 1 p.m. on the day of the performance on weekdays and 2 a.m. on weekends. Admission to any show also requires a day pass.
Reservation plus Day Pass: Purchase a day pass and a reservation all at once. Then simply pick up your day pass when you check in for your reservation at the venue.
Will Call: Check in with a Fringe volunteer at the house door to pick up your reservation and day pass starting 30 minutes before show time.
Day passes provide admission to any show all day long. Grab one early and check out up to 4 shows on weekdays or 7 shows on weekends!


text:
Members of the controversial Bloc Against Islam, dissolved the movement on Saturday at their national congress in the Czech capital. Instead, they formed a new grouping carrying the name of its leader: Iniciativa Martina Konvičky (Martin Konvička Initiative). Not all members were in favor; one group of delegates left the proceedings in protest. The now defunct Bloc Against Islam originally signed an agreement to cooperate with the upstart Dawn Party in upcoming elections but withdrew from the contract in April. The Dawn Party is seeking financial compensation for alleged damages suffered.
Lebanese national Faouz Jaber was secretly extradited to the US to the Czech Republic weeks ago in connection with suspected terrorism charges, the weekly Právo reports. The move, confirmed by the police, was reportedly kept quiet for security reasons. Faouz Jaber was one of three people wanted by the United States, but earlier two other Lebanese citizens were allowed to return to their homeland in exchange for five Czechs held for more than half a year in that country. That move sparked sharp criticism of the Czech action from US authorities. They wanted to question the trio in connected with a suspected drugs for arms involving the FARC guerrilla movement in Colombia.
Repairs on railway track damaged in Prague after a passenger train derailed on Friday between the Vršovice and main train stations are underway and expected to continue over the weekend. The derailment of the train, not carrying passenger at the time, caused damage estimated at around 880,000 crowns. The accident blocked the use of two of four tracks, affecting connections throughout the day.
Czech snowboarder Ester Ledecká, 21, was declared the overall winner of this year's King of the Snow Trail (Král bíle stopy) competition on Friday evening. Winners are chosen by experts, trainers, and sport journalists. Ledecká had a dream season in 2015-16: she was the overall winner on the World Cup circuit in parallel slalom snowbaording and is the first Czech to also win the parallel giant slalom at the FIS Snowboard World Cup.
Construction workers will begin renovation on a nine kilometre stretch of the country's D1 highway connecting Prague and Brno. Repairs on the stretch of road are to last until August 21, and traffic is to be limited to three lanes - two of them one way, the other in the opposite direction. Workers will be removing and replacing a 30 centimetre high concrete layer. Renovation of what in total has been a roughly 30 kilometre stretch on the D1 between Výškov and Brno began in 2012; other repairs are taking place elsewhere on the D1, for example outside of Prague. A combination of the repairs and traffic accidents in the summer contributes at times to traffic jams and prolonged delays on the country's main throughway.
Members of a US military convoy, greeted by Defence Minister Martin Stropnický, the Chief of the General Staff of the Czech Armed Forces Josef Bečvář and the US ambassador to Prague Andrew Shapiro on Friday, continued on their journey on Saturday morning to Výškov and Přáslavice. The convoy is on its way to exercises in the Baltic states. Czech army vehicles are due to join the convoy on Saturday, when Czech and US soldiers will get a chance to familiarize themselves with the different equipment being used. The US convoy is expected to quit Czech territory on Monday morning.
The Czech national football team defeated Malta easily by a score of 6:0 in their friendly on Friday afternoon. The goals, three in each half, were scored by Plašil, Škoda, Hubník, Lafata, Necid, and 20-year-old Patrik Schick, making his national team debut. The match also saw the long-awaited return of team captain Tomáš Rosický. Goalkeeper Petr Čech earned his 119th start - a national team record, one better than retired player Karel Poborský. The squad will face a considerably tougher opponent, Russia, in another pre-Euro 2016 friendly next week.
Czech top woman singles player Petra Kvitová has been eliminated from the
French Open in the third round. Kvitová lost 0:6, 7:6, 0:6 to US player
Shelby Rogers, Rogers already knocked out Czech Karolína Plíšková in
the first round. Kvitová's form has been indifferent since the start of
the year with the player only recently recruiting a new trainer.
Last year's Czech finalist Lucie Šafářová also lost to Australian Samantha Stosur 3:6, 7:6, 5:7 and Barbora Strycová lost on Friday at the French Open despite taking the first set against the second-seed Agnieszka Radwanska. The match included an exciting exchange between the opponents which saw both slip to the ground before Strycová won the point. The final score was 6-2, 6-7 (6), 6-2.
The Prague Bar Association and state prosecutors have said they are looking into controversial comments by lawyer Klára Samková. Samková compared Islam during a seminar in the lower house of parliament on May 18 to Nazism and Communism. The comments prompted a walk out by the Turkish ambassador and representatives of other Islamic countries attending. The bar council says it is examining whether the comments were in conflict with its ethical code and the prosecutor for Prague 1 into whether they represented a criminal offense. Samková later suggested the Turkish ambassador should be expelled from the Czech Republic.
Train chaos has been caused after part of an empty passenger train derailed between Prague's main train station and the suburb of Vršovice. Many local and long distance train services out of the capital have now been switched to other stations because of the closure of the key lines. Delays are expected to continue throughout the day before the problem can be dealt with.


text:
The State of Israel has a shameful record when it comes to violating International Law, not least the Geneva Conventions and other aspects of the Law of Belligerency, especially relating to its occupation and settlement of Arab lands conquered in 1967. It has got away with this because the United States refuses to take any action to stop it — a state of affairs Washington will one day come to regret. But one aspect of Israel's policies which has received comparatively little attention has been its treatment of Palestinian and other Arab prisoners. This was the subject of an international conference organised by the Arab League, in cooperation with the government of Iraq, in Baghdad this week. Even someone as relatively well-informed on Middle Eastern affairs as myself was shocked by some of the evidence presented there, notably in testimonies from former detainees — men. women and children. Torture is not uncommon and other forms of abuse and humiliation are rampant in Israeli facilities housing Palestinian and other Arab prisoners. Young children are sometimes held in solitary confinement, as well as as being physically and psychologically abused, and adequate medical care for sick or injured prisoners is routinely withheld; the usual "treatment" for any ailment is one paracetamol tablet. It is time that the international community shamed or forced Israel into improving its behaviour, including further settlement building, the demolition of Arabs' homes, the ethnic cleansing that is going on in East Jerusalem, the uprooting of Palestinians' olive trees and the occupation of Palestine itself. Now that Palestine has been granted non-member observer status at the UN, it is in a stronger position to seek redress through international institutions, but it will need strong support from European states and elsewhere, as well as its allies in the Middle East and North Africa, Civil society needs to be involved as well, as it was in the campaign against apartheid in South Africa. Netanyahu, Lieberman and other leaders of Israel's current nasty, racist right-wing government need to make radical changes otherwise one day they will find themselves hauled before the ICC in The Hague, and rightly so.
Archive for December 13th, 2012
The Plight of Palestinian Detainees
Posted by jonathanfryer on Thursday, 13th December, 2012
Posted in Uncategorized | Leave a Comment »


text:
Indiana University-Purdue University Columbus (IUPUC) honored local education advocate and former Columbus Mayor Nancy Ann Brown with the 2013 James G. Simms Leadership Award during its annual Circle of Leadership Celebration on November 14 at Harrison Lake Country Club.
The award—established in honor of the late James G. Simms for his vision, perseverance, and dedication in founding the IUPUC campus in the 1970s—recognizes inspiring individuals who have generously given their time, dedication, and leadership to advance IUPUC's mission.
During her time as mayor of Columbus, Brown rallied community, congressional, and corporate support to secure 29 acres of land which is now the permanent home of IUPUC. In 1974, IUPUC took up residence in the former U.S. Army command and training facility that had been vacated and neglected for more than five years.
FAA regulations mandated the local Board of Aviation collect and direct proceeds from activity on airport property to support aviation. IUPUC paid annual rent and made significant improvements to the facility in lieu of rent. When rent payments were scheduled to double in order to fund a new runway, then Vice Chancellor and Dean Paul Bippen sought assistance from Mayor Brown.
Bippen cited that IUPUC's value to the community and the region went far beyond that of a rent-paying airport tenant. Bippen's recommendation that the land be donated to the Trustees of Indiana University met with resistance until Mayor Brown intervened. Brown garnered the support necessary to make the land transfer a reality.
Brown's list of accomplishments is long and impressive. During her tenure as mayor of Columbus, she established the Arts Commission for City Hall and led work on the construction of City Hall and Fire Station 3.
In addition to holding other elected county offices, Brown has worked in the local real estate and finance sectors, served on numerous local and state governing boards, commissions, and advisory committees, and is active in a number of professional organizations.
Brown is the recipient of the Indiana Trailblazing Women Award, the Golden Rule Award for Outstanding Work in Government, the Community Achievement Award for Outstanding Progress Improving Municipal Government, and the Athena Award for Outstanding Leadership among Community Business Women.
For more information about IUPUC, visit iupuc.edu/history.
The Annual Security and Fire Safety Report, containing policy statements, crime and fire statistics for all Indiana University campuses, is available online. You may also request a physical copy by emailing IU Public Safety at email@example.com or by visiting IUPD.


text:
Chris Thomas King
Initially known for his audacious fusion of blues and hip-hop, Chris Thomas King reached a whole new audience with the Coen Brothers film O Brother, Where Art Thou?, not only appearing on the award-winning soundtrack but playing a prominent supporting character as well. Despite the much-celebrated, down-to-earth rootsiness of O Brother's music, King had previously been a determined progressive, hoping to reinvigorate the blues as a living African American art with a more contemporary approach and adamantly refusing to treat it as a museum piece whose "authentic" forms needed careful preservation. King eventually modified that approach to a certain degree, attempting to create a more explicit link between blues tradition and the general musical present. Chris Thomas King (born Chris Thomas on October 14, 1964, Baton Rouge, LA) is the son of respected Louisiana bluesman and club owner Tabby Thomas and thus was surrounded by music from a very young age. He began playing trumpet in sixth grade and learned guitar shortly thereafter, soaking up as much as he could by hanging out at his father's club. Even so, the young Thomas was still affected more by rock (especially Jimi Hendrix), soul, and early rap music; he didn't really settle on the blues until his late teenage years when he accompanied his father on a tour of Europe and found the audiences much larger and more enthusiastic than he'd ever experienced at home. Upon his return to the States, Thomas (as he was still known) recorded a demo tape that landed him a deal with Arhoolie Records. He played all the instruments on his debut album, The Beginning, which appeared in 1986. Thomas supported the record with tour dates in Europe and Texas, and afterwards he relocated to Austin, where he spent the next four years expanding his musical horizons and honing a more contemporary sound. During that period, Thomas caught on with the Hightone label, for whom he debuted in 1990 with the critically acclaimed Cry of the Prophets. Afterward, Thomas proposed a follow-up project fusing blues guitar with hip-hop beats, rapped lyrics, and DJ scratching. However, parent company Warner -- which distributed Thomas through its Sire imprint -- declined to release the material, having just been burned by the controversy over Ice-T's rap-metal band Body Count. Meanwhile, Hightone wanted Thomas to continue in a more traditional vein and had him re-enter the studio to work on another record; after cutting some material, Thomas abandoned the project due to lack of interest. Over his objections, Hightone eventually released those tracks as Simple in 1993 and despite the unfinished nature of the material, Thomas again received good reviews. Thomas took his rap-influenced material to Sony, which wasn't sure what to make of it and declined to release it. Frustrated, Thomas moved to London in hopes of finding a more receptive record company; when that didn't happen, he traveled to Copenhagen in 1991 and met a couple of Danish musicians who extensively worked on the project with him. Eventually, British producer John Porter (who worked on Buddy Guy's acclaimed comeback Damn Right, I've Got the Blues) heard the tapes and helped set up a deal with RCA/BMG subsidiary Private Music. Thomas returned to the States after a three-year absence, completing the record in Los Angeles. 21st Century Blues...From da 'Hood was finally released in early 1995 and was predictably met with considerable controversy; some reviews were highly complimentary, but many festival and club promoters refused to book Thomas at all. He did find success on the concert circuit in Europe and upon his return to the U.S., he began billing himself as Chris Thomas King. King debuted his new moniker on a self-titled album for Scotti Brothers in 1997, delving deeply into the funky, gritty sound of Memphis soul. The follow-up, Red Mud, appeared on Black Top in 1998 and found King returning to the roots of the blues with mostly acoustic, folk-blues-flavored material. By this time, King was regularly playing around Louisiana, often backed by a bassist and DJ. This setup provided the foundation for his next record, 2000's Me, My Guitar and the Blues, which combined most of King's previous interests -- electric and acoustic blues, funky soul, New Orleans R&B, and hip-hop -- into a more integrated whole. In late 2000 came King's breakthrough. For their Deep South retelling of Homer's Odyssey O Brother, Where Art Thou?, the Coen Brothers cast King in the prominent supporting role of real-life Delta bluesman Tommy Johnson, who claimed to have sold his soul to the devil at the crossroads even before a similar legend spread about Robert Johnson. King also recorded an eerie version of Skip James' "Hard Time Killing Floor Blues" for the soundtrack, which became an unexpected multi-platinum sensation over the course of 2001 and won a surprise Grammy for Album of the Year. King also appeared on Down From the Mountain: O Brother, Where Art Thou?, a live album featuring many of the O Brother artists. All the exposure helped raise King's profile considerably and although he didn't completely stick to a more traditional approach for his next project, it was clear that his recent immersion in early blues was having an impact on his music. Released in 2001, The Legend of Tommy Johnson Act I: Genesis 1900s-1990s was the beginning of a sweeping historical overview in which King hoped to cover as many different blues styles as possible for the benefit of his newfound audience. King returned to acting, portraying Lowell Fulson in the Ray Charles bio pic Ray, started his own record label, 21st Century Blues, and released the funk-laced Why My Guitar Screams & Moans album in 2004. A restructured version of 1998's Red Mud called Red Mud Sessions appeared in 2005 from 21st Century Blues, followed by Rise in 2006. ~ Steve Huey, RoviWIKIPEDIA


text:
रॉबिन कोशी
Mozilla Representative
O Moziljanu
I'm currently based in Bhopal.I completed my Bachelors in Computer Application from The Bhopal School of Social Sciences.During this course I was introduced to Mozilla community.Open source enthusiast and contributed in the areas of SuMo ,L10n,Stumbler,WebVR and also active in conducting events in the local region for gathering like minded people who support open source mission.I also enjoy working in Radio's doing voice overs and other stuffs.Traveling and exploring life at its best :)
Access Groupsnda
Tagsarmy of awesome, evangelism
Veščinearticle editing and writing, beginner graphic designer, good at public speaking, leadership, sketching, volunteer management
JezikiAngleščina, Hindujščina, Malajalamščina
Spletna stran
Zunanji računi
- Bugzilla (BMO): email@example.com
- Facebook: firstname.lastname@example.com
- LinkedIn: koshyrobin
- Mozilla Reps: robinkoshy
- Mozilla Support: robinmozilla
- Telegram: @robinjoshua
- Twitter: 007Robinkoshy
- Mozilla Webmaker: robinkoshy
Mukesh Pathak
Robin is a great Mozillian.He is driving different domain projects/workshops like SuMo, Mozilla Location Service, Mozilla Clubs and L10n in Mozilla Madhya Pradesh.He inspires me. I am sure that he is inspiring a lot of others, too, out there, with his putgoing personality, with his friendliness,and with his info he teaches. I'm happy to vouch for him.More about robin can be found in the link below http://robinmozilla.blogspot.in/
Prathamesh Chavan
Robin is a great Mozillian. He has been contributing in various Mozilla projects like SuMo, Mozilla Location Service, Mozilla Clubs and L10n. His blog link : http://robinmozilla.blogspot.in/ . Happy to vouch for Robin :)
Vaibhav Bajaj
He has uniformly contributing in Sumo, also did few events with us . Here is link of blog in which we can see all his contributions till now. https://mozillians.org/en-US/u/robinkoshy00/


text:
The hundreds of "temporary" foreign workers coming from China starting this autumn to work in northeastern B.C. coal mines will end up staying for years, if not decades, predicts the president of a B.C.-based employment agency.
And some of them may end up getting ripped off and even going home in caskets if the B.C. government doesn't ensure proper regulation, said Kael Campbell, president of the Red Seal Group, a Victoria firm that helps match companies with skilled tradespeople across Canada.
"There is a true shortage of workers in northern B.C.," said Campbell, a former employment standards officer in the B.C. Labour Ministry. "These Chinese workers are not going to be replaced by Canadians in this current economy. They will likely be nominated by the company for permanent residency and work in northern B.C. for years, if not decades."
Campbell said he has no problem with the argument from government and industry officials that the Temporary Foreign Worker (TFW) program is an economic necessity.
"Chinese coal miners built towns like Cumberland, B.C., and were a huge part of the founding of Canada (by working) on the railway."
But he said there should be a long-term plan to integrate the workers that goes far beyond the employer's plan to teach each of the 200 workers recently approved by Ottawa a list of 100 English words related to safety and technical matters.
"We really have to question how a miner who knows 100 words in English will know what their rights are or how to follow" government-mandated safety procedures.
He cited one incident in 2007 when two Chinese nationals brought to Canada under the TFW program died when the roof of a holding tank collapsed over their heads at an oilsands project north of Fort McMurray.
The Alberta government confirmed in June of 2008 that an investigation determined the workers were being shortchanged.
The widow of one of the accident victims, Ge Genbao, said her husband told her he would make the equivalent of $600 a month. He should have been making $30 an hour, or at least $4,800 a month, plus overtime and benefits, according to the union that represented the workers, the Edmonton Journal reported.
SSEC Canada Ltd., the Canadian subsidiary of Chinese state-owned oil giant Sinopec, pleaded guilty last month of failing to ensure the safety of the workers killed and injured in the accident during construction of the Canadian Natural Resources Ltd.'s $10.8-billion Horizon oilsands project.
The Crown is seeking a fine of $500,000, according to the Edmonton Journal. Sentencing is set for Jan. 24.
Campbell estimates that about 15 per cent of temporary foreign workers in B.C. are scammed out of part of their pay, often by middlemen in Canada or in the country of origin.
He said the B.C. Employment Standards Act, which covers temporary foreign workers, has a maximum penalty of $10,000, far short of the $100,000 fine and two-year jail sentence that can be imposed under new legislation in Alberta.
He said the B.C. government also needs to ensure that the employer has qualified safety officers who can communicate with the workers in their language. The B.C. Labour Ministry also needs to have Mandarin- and Cantonese-speaking officers who can speak to the workers.
"The B.C. government should be asking what is happening to ensure some of these workers don't end up going home in coffins."
The B.C. Ministry of Jobs, Tourism and Skills Training said Friday that provincial rules require "underground coal mine managers and foremen to be fluent in the English language and pass an examination in English."
The Vancouver Sun reported earlier this week that a group of companies, all Chinese with the exception of a Vancouver company founded by a Chinese-Canadian, plan to use hundreds of Chinese temporary workers at four separate underground coal mine operations in northeastern B.C.
Only one of the four, the Murray River project near Tumbler Ridge, is at the environmental review stage. It is slated to begin full production in 2015. The other three projects are at various stages of development and have many more hurdles to overcome before becoming operational.
The president of the company involved in developing all four properties said the consortium tried and failed to find Canadian workers because of an "extreme" shortage of workers with training and underground mining experience.
Naishun Liu of Canadian Dehua International Mines Group Inc. said the companies had no option but to hire experienced Chinese workers.
"Using foreign workers is an expensive choice as the employer has to provide full transportation (and) accommodation, which costs (the) employer much more than hiring local Canadians."
He said the mine will have bilingual interpreters and well-qualified supervisors in accordance with Canadian standards.
"Our goal is to ensure the foreign workers earn the wage no lower than Canadian workers," Liu wrote The Vancouver Sun in an email Friday. "What's more, (our goal is) ZERO death rate in safety operations. Our projects will adopt the most advanced technology and equipment."
He said the companies developing the mines promise to replace Chinese temporary workers with trained Canadians within 10 years.
"Though the foreign workers are temporary, we will make efforts to encourage foreign workers to integrate ... into (the) local community by learning English and Canadian culture. There will NOT be any 'Chinatown,'" he wrote.
But the companies are finding that Canadian workers aren't willing to work for the wages on offer.
The backers of one of the four proposed coal mine projects, the Gething underground mine project 25 kilometres west of Hudson's Hope, posted job offers last year for a dozen underground machinery mechanics, paying $25 to $32 an hour. Canadian companies are required to advertise job openings before they can obtain permits for temporary foreign workers.
Both Campbell and Karen Watt, chief executive of Excel Personnel Ltd. of Kamloops, said that rate is significantly below the industry standard. "Chances are they won't find an underground miner (in Canada) who will work for $25 an hour. I mean, they're putting their lives at risk," Watt said.
Even $32 an hour, or about $66,000 a year, is low, she said, adding that qualified and experienced underground miners make anywhere from $73,000 to $120,000 a year.
She said she agreed with Campbell that the workers will inevitably apply for permanent residency, given the relatively high wage rates in Canada compared to China's.
Jody Shimkus, vice-president of environmental and regulatory affairs at HD Mining International Ltd., which is developing the Murray River project with Dehua, said the Canadian government accepted her company's application for foreign workers after the company advertised the jobs at "competitive" wages in Canada and couldn't find experienced personnel.
HD Mining, which is developing the Murray River project with Canadian Dehua, will be following all Canadian and B.C. safety rules and will ensure that employees are treated fairly, she said.
firstname.lastname@example.com Twitter.com/poneilinottawaRead his blog, Letter from Ottawa, at vancouversun.com/oneil