text:
Square Buckets with Drilled Holes
We'll predrill our square buckets with the holes for our bucket teat units and spiral poultry feeders.
Before completing your order…
- Order accessories that go along with the drilled buckets under "Accessories Tab" below—bucket teat units, nipples, etc.
- EzeLid for bucket sold separately. Order below.
- Specify the number of holes and location (see second photo at right) per bucket at checkout by using the letters in the customization box.
Hole for the Spiral Feeder will be in the bottom center of the bucket.
Specify location and number of holes per bucket at checkout in customization box.
Listed below are recommended optional components or related items. Your particular situation may require alternative recommendations. Please call and talk to our consultants if there are any questions at 800-282-6631.
Feeders and Accessories
Spiral FeederItem #540093 -
Feed crumbles and wheat with this spiral feeder to chickens and game birds.$9.25
Teats and Nipples
Bucket Teat UnitItem #565000 -
For feeding orphaned lambs and goat kids via milking buckets. Attach a rubber or latex teat for the animals to nurse.$3.50
Teats and Nipples
Extra WasherItem #565100 -
For feeding orphaned lambs and goat kids via milking buckets. Attach a rubber or latex teat for the animals to nurse.$0.32
Teats and Nipples
Bucket Teat Unit WrenchItem #565010 -
Fits perfectly over bucket teat units. Provides the needed grip to loosen tight nuts.$4.30
Teats and Nipples
Red Latex TeatsItem #565400 -
For use with Bucket Teat Units to feed orphan lambs and kids. Latex is easier for newborns to operate.$2.05
Teats and Nipples
Red Rubber TeatsItem #565200 -
Attach to Bucker Teat Units to fed orphan lambs and kids. Rubber stands up to sharp toothed orphans for some time.$1.60
Teats and Nipples
Natural Latex TeatsItem #565300 -
Natural latex teats for feeding lambs and kids via bucket teat units. Best for weak animals or those under 1 week of age.$2.05
Teats and Nipples
Calf TeatItem #565700 -
Fits onto Premier's bucket feeding units for a milk source to bottle and bucket calves.$2.05
Buckets and Troughs
EzeLidItem #564802 -
Fits our 2 and 4 gallon buckets. Easy to remove while providing a secure covers for feeds.$2.90
Buckets and Troughs
Premier Bucket HolderItem #564700 -
A welded wire bracket that easily drops into place onto wire or 1" wood panels, yet holds round and square buckets securely.$2.60
Advance® Arrest Energy SupplementItem #622335 -
A livestock energy supplement with electrolytes. Contains a gelling agent to help rapidly restore lost fluids.$3.50
2020 New Products
Shepherd's Choice Lamb & Kid Milk, 8 lbsItem #780001 -
Veterinary-formulated milk replacer that provides total nutritional requirements for baby lambs and goat kids.$23.00
2020 New Products
Shepherd's Choice Lamb & Kid Milk, 25 lbsItem #780002 -
Veterinary-formulated milk replacer that provides total nutritional requirements for baby lambs and goat kids.$63.50
2020 New Products
Shepherd's Choice Lamb & Kid Milk, 45 lbsItem #780003 -
Veterinary-formulated milk replacer that provides total nutritional requirements for baby lambs and goat kids.$108.50
2020 New Products
Shepherd's Choice Kid Milk, 50 lb bagItem #780004 -
Veterinary-formulated milk replacer with citristim that provides total nutritional requirements for goat kids. 50 lb bag.$110.00
Colostrum Replacement, 235g (8.3 oz)Item #621600 -
To replace or supplement maternal colostrum in the first day of life.$19.50
Handling Equipment
Snap Clip, Zinc PlatedItem #965405 -
Use to connect wire panels and hang poultry waterers and feeders.$2.75
Handling Equipment
Snap Clip, Stainless SteelItem #965406 -
Use to connect wire panels and hang poultry waterers and feeders.$7.60
Write a Review
You must be logged in to leave a review. Please sign in.
Donna D from North Florida
The customer service was fantastic and the products were received in good condition and ready to feed my new goat babies. The description of all the pieces; the bucket, the valves, the nipples were exactly as received. It was a very good experience and I would buy from Premier 1 Supply again and do highly recommend them.
Andrea W from Missouri
I don't know why I put off getting this so long! It works wonderfully, saves me so much time with feeding my bottle babies, and so EASY to put together.
Allen Y from Missouri
The lambs love it and so do I. No 4am feedings!!!
Hector V from vermont
great system
Shannon L from Georgia
Just got the buckets. They seem a little thin in plastic on the sides where the holes were drilled. When I put the buckets together the nipples point down because of the weight. Hopefully they will hold up.


text:
Home / Deputy Supported Living Manager Learning Disabilities
Adept Recruitment is one of the UK's leading providers of permanent recruitment solutions to the Health and Social Care sectors and we offer bespoke consultancy services to clients and candidates alike.Our client provides Supported Living, Residential, Outreach and Community Services to individuals with multiple or complex needs such as learning disabilities, autism, ABI and/or challenging behaviours and they are currently recruiting for an Assistant Service Manager to cover Weybridge and Walton.This role is to manage the day to day running of the Elmbridge Supported Living service supporting around 17 service users across the Walton & Weybridge area living in their own homes. Service users need support to live independently and hours of support a week can vary from a few hours up to 20+ hours for example. This service does not cover any nights and so we'd look for people to be flexible from 7am – 7pm (subject to change) across a 7 day rota.Applicants MUST be a driver with access to own car.Candidates must have a strong background working with people with learning disabilities and experience of leading a team of support or care workers.Salary is £22,725 per annum with benefits including 31 days annual leave including Bank Holidays and company pension scheme.For more information please apply with a CV to the link below or call Jay Gibbons for more information.
You may return to your current search results by clicking here.
This website uses cookies. Read our cookie policy for more information. By continuing to browse this site you are agreeing to our use of cookies.
This website uses cookies. Read our cookie policy for more information. By continuing to browse this site you are agreeing to our use of cookies.

subset: commoncrawl


text:
About Us
EVHire.co , the brainchild of its founder Daryl Pearce, was launched in the UK July 2017 with a simple mission:
From the outset "EV Hire" set out to revolutionise the way we look at Performance Electric & Luxury 4x4 rental, it should be effortless from start to finish
Based in Croydon, the latest rapidly expanding Tech-Hub of London, EV Hire has succeeded in carving its own unique niche fleet offering of high performance electric & Luxury 4x4 vehicles via our groundbreaking supercar hire online booking platform.
Continuing on from a successful three years of trading, EV Hire has seen the expansion and diversification of the brand from purely "Performance EV's" to the addition of our luxury "4x4" division. Here you will find a plethora of Mercedes G63's / Range Rover & Lamborghini URUS's will be available to hire at your leisure.
EV Hire has also invested heavily in its industry leading online booking platform ensuring the entire booking journey is effortless from start to finish. We are very proud of this.
Our timeline below gives you an idea of how we are constantly expanding.


text:
One of the most famous archaeological sites on Earth can be found in Petra, Jordan. Tombs, temples and monuments carved into sandstone cliffs provide a magical setting, one that stays in travellers hearts forever.
Where will you catch your flight to Jordan from?
From London
From Manchester
From Birmingham
Don't miss a travel deal!
Follow us on Social Media & interact with us! Send questions or suggestions and share your experiences 👍🏼
Disclaimer: My Fare Hunter does not sell any flights, hotels, car hires or holiday packages. This website is to be used as a tool to find the best prices available, and redirects users to the OTAs (Online Travel Agency) where they can make their purchase. We recommend purchasing through websites you trust, as you do so at your own risk.


text: Editing Esoteric Darkness Generation 0 You do not have permission to edit this page, for the following reasons: The action you have requested is limited to users in one of the groups: Users, FANDOM Staff, FANDOM Helpers, Wiki Managers, Content Team Members. Please log in to edit this wiki.Joining Superpower Wiki is free, and it only takes a minute.We hope that you sign in, and become a member of the community!Click here to log in or create an account more + You can view and copy the source of this page: {{Infobox |Box title = Esoteric Darkness Generation |bgcolor = black |image = File:Total_Darkness.png |imagewidth = 400 |caption = Darcy (Winx Club) unleashes Total Darkness. |Row 1 title = Power/Ability to: |Row 1 info = Generate esoteric darkness.}} The power to '''generate esoteric darkness'''. Sub-power of [[Esoteric Darkness Manipulation]]. Variation of [[Esoteric Element Generation]]. Opposite to [[Esoteric Light Generation]]. ==Also Called== * Esoteric Darkness/Shadow Creation/Emission * Ethereal Darkness/Shadow Creation/Generation * Supernatural Darkness/Shadow Creation/Generation ==Capabilities== The user can create/generate esoteric darkness, darkness with magic effects, allowing for a wide variety of magical darkness based effects. ==Applications== *[[Darkness Aura|Esoteric Darkness Aura]] *[[Darkness Blast|Esoteric Darkness Blast]] ==Associations== * [[Elemental Generation]] * [[Energy Generation]] * [[Esoteric Darkness Manipulation]] * [[Esoteric Element Generation]] * [[Esoteric Element Manipulation]] * [[Dark Energy Manipulation]] * [[Darkness Manipulation]] ==Limitations== * Can only create esoteric darkness, not control it. ==Known Users== *Shadow Dragon Slayer Magic Users (''Fairy Tail'') *Sung Jin-Woo (''Solo Leveling'') *Darcy (''Winx Club'') Templates used on the current version of this page: Template:Infobox (view source) (protected)Return to Esoteric Darkness Generation. Retrieved from "https://powerlisting.fandom.com/wiki/Esoteric_Darkness_Generation" Edit summary Preview Mobile Desktop Show changes


text:
Projects to study the interaction between offshore wind turbines and their natural surroundings have secured a share of €3 million (£2.65m) in North East Scotland.
They will be based at Vattenfall's European Offshore Wind Deployment Centre (EOWDC) in Aberdeen Bay and the EU is to provide half of the funding.
The first recipients to be confirmed include The River Dee Trust and Marine Scotland Science, which will assess how salmon and sea trout interact with offshore wind technology.
SMRU Consulting and the University of St Andrews aim to improve understanding of bottlenose dolphin movements along the east coast of Scotland, particularly during the development and initial operations of the EOWDC.
Glasgow firm MacArthur Green plans to study how the populations of auk sea birds in special protection areas are affected by offshore wind farms and will also track the non-breeding season movements of the species.
Oxford Brookes University will study the socio-economic impact of offshore wind on the human environment and help better understand how the benefit of these developments to the region and local communities can be maximised.
Scottish Government Minister for Business, Innovation and Energy, Paul Wheelhouse MSP said: "The research will strengthen our scientific understanding of the potential environmental impacts of offshore wind generation and their socio-economic impacts too.
"It is very positive news that three of the four successful project bids were from Scottish organisations, which underlines Scotland's expertise in providing robust science which can protect and enhance the biodiversity of our seas and also aid our understanding of offshore wind projects on communities and our economy."


text:
Il tuo business, la nostra piattaforma digitale integrata
Abbiamo iniziato a innovare con forza nel nostro settore anche grazie alla nostra nuova soluzione di ottimizzazione di portafoglio, inedita per velocità e volumi di gestione. Ora è il momento di accelerare. Continue reading "Il tuo business, la nostra piattaforma digitale integrata"
IDD Compliant: To Protect and Serve
The IDD directive regulates the distribution of both life and damage insurance products, for which the regulation indicates a set of ad hoc rules, in line with MiFID II. We are glad to say that we made an effort to get our relevant products, for instance Sure and Advice, to be fully IDD compliant. Continue reading "IDD Compliant: To Protect and Serve"
Let's Have a Look at Your Portfolio Costs and Benefits
The indications and regulatory provisions in the financial field are constantly evolving, for instance as further specifications within the path traced by the MIFID II, now under consolidation. Continue reading "Let's Have a Look at Your Portfolio Costs and Benefits"
A CIO's Hunt for the Perfect Fintech Company
Fintech still resonates with disruption in the Wealth Management sector today. One of the most troubling tasks for the CIO of a traditional company is to find the right Fintech company (or companies) to integrate with, to become competitive again in a market that is moving too fast.
Continue reading "A CIO's Hunt for the Perfect Fintech Company"
What-If Optimo Could Look Into the Future of Portfolios. And the Past, too
After talking about the views feature in Optimo, it's time to focus on another aspect of it: the what-if analysis features. Continue reading "What-If Optimo Could Look Into the Future of Portfolios. And the Past, too"
Goal-Based Investments In The Digital Era
The goal-based investment process delivers a coherent transparent, goal-driven and client centric advisory process that enables to digitally define goals, simulate investment scenarios, invest and periodically review investment strategy aligning goals with customer wealth.
Continue reading "Goal-Based Investments In The Digital Era"
The integrated front-to-back digital investment solution
ILLUMAS 1.1 is the best in class solution designed to answer to the new challenges and increasing complexity currently facing the Private Wealth Management Industry. With the new version of Illumas we allow our customers to make substantial improvements in operation processes and efficiencies, while providing a certified and fast information flow throughout the key front, middle and back office functions enabling their Digital Transformation.
Continue reading "The integrated front-to-back digital investment solution"


text:
Academic Research in Central Asia
On March 30 CAISS Acting Director Anna Gussarova and Deputy Director Farkhod Aminjonov discussed the challenges and perspectived for academic research in Central Asia. The round table was organized by the Friedrich Ebert Foundation, Kazakhstan and Al-Farabi Kazakh National University Department of Political Science and Political Technologies. The event gathered around 25 experts from Central Asia, academia and students from several Kazakh universities.
The participants decided to further develop intra-Central Asia debates and discussions on academic research, implement regional projects and initiatives as well as organize a platform for multilateral dialogue in order to develop higher education.


text:
December 9, 1990, Section LI, Page 12Buy Reprints
"STALAG 17," the World War II drama by Donald Bevan and Edmund Trzcinski, was first produced on Broadway in 1951. It was later made into a movie starring William Holden, and it was the inspiration for the long-running television series "Hogan's Heroes."
The play's large cast prevents this wartime thriller from being seen very often, and so its current revival at the Arena Players Repertory Theater in East Farmingdale through Dec. 23 is noteworthy.
The play is set in a German prisoner of war camp in which American prisoners are struggling to survive. On this particular day, like all other days in camp, there is little food and less medicine, the Geneva Convention is barely being followed, and harsh treatment is common.
The prisoners, however, have organized to combat isolation and low morale. A secret radio is passed from bunk to bunk, and war news is shared on a daily basis. Escape plans and routes are plotted, and subtle ways to torment the guards are formulated and practiced.
It is also Christmas, and so there will be a visit by a representative from Geneva.
The camaraderie and easy bantering between the men fill "Stalag 17" with comic relief, but the play is a serious drama about the effects of war and imprisonment.
Among the American prisoners, Sefton, a brooding, antisocial, emotionally aloof soldier, is especially disliked by the other men. When a series of incidents occurs, culminating in the deaths of two men who were trying to escape, Sefton is suspected of being a Nazi spy.
Sefton is portrayed as emotionally unbalanced, and anyone even remotely familiar with war dramas and films knows that you never trust an unstable man. So the spy has to be one of the friends who like and trust one another.
This is the very point where the Arena's production tunnels when it should soar. The myriad small events that hint at collaboration by one of the men are overstaged in the small space, and the suspense that needs to build into an exciting and gripping climax does not occur.
When the rotter is finally exposed, it comes as no surprise. And in this production, the attempts at the end of the play to question moral right seem tacked on as an afterthought. This "Stalag 17" is further hampered by a large cast of eclectic talents.
Frederic De Feis, the director, also handles the small role of the German captain. Mr. De Feis is a charismatic actor, and every time he struts on stage he literally and figuratively commands attention, proving the old theatrical adage that "there are no small parts, only small actors."
Alex Dinelaris plays the central role of Sefton. And although Sefton appears at times to be about to explode with psychopathic fury, Mr. Dinelaris is able to temper the character with an intriguing undercurrent of decency. This soldier may be a nut case, but he is still on the side of truth, justice and the American way.
Thom Milano plays Price, the barracks security officer who makes sure that the men are treated as well as possible by their captors. Warm, friendly and in a position of quasipower, Price is also a prime suspect as the turncoat.
Other spy possibilities are the brain-damaged Horney, who is presented as near catatonic by John Graziano, and the always joking Stosh and Harry, played with forced jocularity by Joseph Dean Hallenback and Ken Mady.
The race to discover the spy in the barracks is heightened when two new prisoners are brought in, and one of them tells the men how he set fire to a German supply train.
The Nazis are given this information by the informer, and Dunbar, the new man, is arrested as a saboteur. Whether or not he is going to make it out of the camp alive is the issue that kindles the dramatic action. How each man responds is what exposes the real spy and clears Sefton of suspicion.
The snappy, witty dialogue in the play's several comic moments are completely missed in this production. What is left are a familiar plot and strained acting, and "Stalag 17" deserves better treatment.


text:
Fashion House Moschino loves Disaronno Liqueur – DISARONNO Loves Sour Cocktail Recipe
This pinup usually tries to post her cocktail news and recipes on Thursdays, but today I will make an exception since it involves fashion, drinks and do-gooding. DISARONNO, the bestselling Italian liqueur in the world, rounds off a successful year with the ultimate drinks cabinet addition: the iconic bottle, with its unmistakable squared bottle top, will be made over by the Italian fashion house Moschino. This collaboration between two stylish Italian brands will be available for purchase starting this October.
The "MOSCHINO loves DISARONNO" bottle will be designed in the fashion house's signature style, adorned with its classic heart pattern in a bold black and red color palette. This distinctive limited edition combines the characteristics of Moschino with the unmistakable silhouette of the DISARONNO bottle. It's an ideal gift for fashionistas this holiday season.
The DISARONNO and Moschino project will support the charity Fashion 4 Development (sponsored by the United Nations) through a donation of its profits to help the development of this unique initiative in Africa. The overall mission of Fashion 4 Development is to harness the power of the fashion and beauty industries in order to implement creative strategies for sustained economic growth and development in countries worldwide.
To celebrate this festive collaboration, the iconic Italian liqueur has created DISARONNO Loves Sour a twist on a timeless cocktail:
3 parts DISARONNO
1 part lemon juice
7 muddled cranberries
Shaken and strained in a flute with no ice
Topped with champagne
The exclusive "MOSCHINO loves DISARONNO" limited edition will be available this November for $24.99 at stores nationwide or through www.1-877-spirits.com.
* My Southern California Lifestyle with Entertainment, Celebrity Gossip and Pinup Girls * Subscribe to BusyBeeBlogger.com's FEED, and follow me on YouTube, Facebook, Twitter, Google+ , Pinterest and Instagram!


text:
A reputable and growing company has an immediate need for a Senior .NET Developer on a direct hire basis. In this role, you will work on a team with Architects and Developers to design and develop Microsoft web applications. We hire top-caliber individuals and offers some of the best benefits you will find in Atlanta (competitive salaries, bonuses, 401K matching, telecommute etc.).
- Handle new development and maintenance for systems and applications as they interact with the business.
- Understand app development from a full-scale, back to front-end development perspective.
- Work directly with business users to gain an understanding of business software requirements.
- Communicate effectively with all users, technical and non-technical.
- 7+ years of full stack development, strong foundation around OOP and OOD is a must (interview is highly technical).
- Core skills include: C#, ASP.NET MVC, Visual Studio, REST Services, SQL Server, T-SQL (stored procedures, views, functions), Entity Framework, JavaScript, and Angular 6
- Degree in CS or related degree highly preferred.


text:
Home /
Our Sources / About Us
/ FAQs /
Advanced Search
Not what you're
looking for? Try an advanced search.
Download the entire decision to receive the complete text, official citation,
docket number, dissents and concurrences, and footnotes for this case.
Learn more about what you receive with purchase of this case.
Court of Appeals of Connecticut
January 9, 2018
STATE OF CONNECTICUTv.RICHARD BUSH
September 18, 2017
S. Nagy, assistant public defender, for the appellant
E. Mattei, assistant state's attorney, with whom, on the
brief, were John C. Smriga, state's attorney, and C.
Robert Satti, supervisory assistant state's attorney, for
the appellee (state).
DiPentima, C. J., and Sheldon and Mullins, Js.
case is before us on remand from our Supreme Court following
its affirmance of our determination that insufficient
evidence was presented at trial to sustain the conviction of
the defendant, Richard Bush, for racketeering in violation of
General Statutes § 53-393 et seq. The Supreme Court
disagreed, however, with this court's determination that
the defendant was entitled to a new trial on the other
charges of which he had been found guilty-six counts each of
sale of narcotics and sale of narcotics within 1500 feet of a
school, and one count of conspiracy to sell narcotics-
because the trial court's denial of his motion for a
continuance to review voluminous discovery documents after
granting his second request to represent himself had
effectively deprived him of his constitutional right to
self-representation. Before us now are the defendant's
additional claims of error as to his remaining convictions.
The defendant claims that the trial court: (1) violated his
constitutional right to self-representation by not granting
his initial request to represent himself on the second day of
voir dire; (2) improperly instructed the jury on the charge
of conspiracy; and (3) improperly sentenced him to a term of
twenty years incarceration on his conviction for conspiracy.
We reject the defendant's first two claims of error, and
thus conclude that he is not entitled to a new trial. We
agree with the defendant, however, that he was improperly
sentenced to a term of twenty years incarceration on his
conviction for conspiracy. Accordingly, we remand this case
for resentencing on that conviction.
Supreme Court recounted the following relevant factual and
procedural background, as previously set forth by this court.
''The charges upon which the defendant was
brought to trial were based upon his alleged involvement in
seven separate sales of cocaine to a police informant, David
Hannon, during an undercover police investigation of illegal
drug activity in the area of Pembroke and Ogden Streets in
Bridgeport between late June [and] early November, 2010. . .
. [D]uring that time period, the investigating task force of
officers from the Bridgeport Police Department and the
Connecticut State Police obtained extensive audiotape and
videotape surveillance footage of these sales, in which the
defendant, working from the porch of his duplex home, which
directly abutted the sidewalk on Pembroke Street, sold
cocaine to Hannon, or facilitated sales to Hannon by six
other drug dealers, namely, David Moreland, Jason Ortiz,
Willie Brazil, Raymond Mathis, Carlos Lopez, and Kenneth
an amended long form information dated January 3, 2012, the
state charged the defendant, more particularly, with: one
count each of sale of narcotics by a person who is not
drug-dependent and sale of narcotics within 1500 feet of a
school by a person who is not drug-dependent in connection
with six of the seven alleged sales; and one count each of
conspiracy to sell narcotics and racketeering based upon his
alleged involvement in all seven such alleged sales, as
specially pleaded both in the conspiracy count, as overt acts
in furtherance of the alleged conspiracy, and in the
racketeering count, as incidents of racketeering activity
claimed to prove his involvement in a pattern of racketeering
activity, as required by [General Statutes] § 53-396
(a). The jury found the defendant guilty of the lesser
included offenses of sale of narcotics by a person who is
drug-dependent and sale of narcotics within 1500 feet of a
school by a person who is drug-dependent based upon his
proven involvement in sales of cocaine to Hannon on the six
dates he was charged in the information with committing such
offenses, particularly June 30, July 14, July 16, August 6,
August 24, and November 9, 2010. The jury also found the
defendant guilty of both conspiracy to sell narcotics and
racketeering, specifying as to the latter charge, in a
special verdict returned pursuant to § 53-396 (b), that
the sole basis for its finding that the defendant had engaged
in a pattern of racketeering activity as a member of an
enterprise was his involvement in the sale of cocaine on two
of the seven dates specified in the information, June 30 and
November 9, 2010, which it found to have constituted
incidents of racketeering activity. The trial court later
sentenced the defendant on all charges of which he was
convicted to a total effective sentence of twenty years
incarceration.'' (Citation omitted; footnote omitted;
internal quotation marks omitted.) State v. Bush,
325 Conn. 272, 277-78, 157 A.3d 586 (2017). Specifically, the
defendant was sentenced to: twenty years incarceration on his
conviction for conspiracy in violation of General Statutes
§§ 53a-48 and 21a-278 (b); fifteen years
incarceration on each of his six convictions for sale of
narcotics by a drug-dependent person in violation of General
Statutes § 21a-277 (a), to run concurrently with his
sentence for conspiracy; and three years incarceration on
each of his six convictions for sale of narcotics by a
drug-dependent person within 1500 feet of a school in
violation of General Statutes § 21a-278a (b), to run
concurrently with one another and with his sentence for
conspiracy, but consecutively to his concurrent sentences for
sale of narcotics.
defendant appealed from his conviction to this court. This
court, as previously noted, reversed his racketeering
conviction and directed that a judgment of acquittal be
entered on that charge. This court further determined that he
was entitled to a new trial on the other charges of which he
had been convicted because he had effectively been denied his
right to represent himself when the trial court, after
granting his request to represent himself, denied his motion
for a continuance to review voluminous discovery documents
before the start of trial. State v. Bush, 156
Conn.App. 256, 112 A.3d 834 (2015), rev'd, 325 Conn. 272,
157 A.3d 586 (2017). Our Supreme Court affirmed the reversal
of the defendant's racketeering conviction, but disagreed
with this court's conclusion that the defendant was
entitled to a new trial on the remaining charges because the
trial court violated his constitutional right to
self-representation when it denied his request for a
continuance to examine the state's disclosure on the eve
of trial. We now address his remaining claims on appeal.
Additional facts will be set forth as necessary.
defendant first claims that the trial court violated his
constitutional right to represent himself at trial by denying
his initial request to do so. Although the court ultimately
granted the defendant's second request to represent
himself, and the defendant subsequently withdrew that request
and elected to proceed with his attorney's representation
after his motion for a continuance was denied, he claims that
the court committed structural error by denying his initial
request to represent himself. We disagree.
following additional procedural history is relevant to this
claim. ''On the first day of voir dire, March 12,
2012, the defendant told the court that he and [his
court-appointed counsel, Vicki Hutchinson] 'don't
connect at all, ' and that he was 'very
uncomfortable' with her. In response, the court told the
defendant: 'Sir, this case is over a year old . . .
approximately a year old, you were arrested about a year ago,
around July. You were brought to this courthouse in July of
[2011], you plead[ed] not guilty, and . . . Hutchinson has
represented you since then. This is . . . and we're ready
to start picking the jury, and this is the first request, [a]
request to have someone other than . . . Hutchinson represent
yourself. . . . Hutchinson is an extremely well experienced
defense attorney, we're going forward with the trial at
this time.'
next day, March 13, 2012, the defendant again voiced his
dissatisfaction with Hutchinson's representation. The
defendant also complained that he had not had the opportunity
to review with his attorney various documents and videotapes
she had procured through discovery. In response, the court
reiterated that the defendant's trial had already begun
and that Hutchinson was a very experienced attorney. The
court explained that the trial would proceed with jury
selection that morning, but that the defendant would be given
the afternoon to meet with Hutchinson. At that point, the
state suggested that the court may have an obligation,
pursuant to State v. Flanagan, 293 Conn. 406, 978
A.2d 64 (2009), to canvass the defendant as to his request to
represent himself. The court responded, '[w]e're
not at that point yet.' Voir dire resumed.
thereafter, when the defendant interrupted the voir dire
proceedings, the court asked him if he wanted to represent
himself. When the defendant responded in the affirmative, the
court canvassed him both to determine if he had the desire
and the capacity to represent himself, and to warn him of the
dangers and disadvantages of self-representation. After
asking the defendant several questions on these subjects, the
court proposed to the defendant that he agree to have
Hutchinson pick the jury, and then it would revisit the issue
of whether he should be allowed to represent himself going
forward. The defendant initially agreed to that proposal.
Voir dire thus continued until 1:15 ...
Our website includes the first part of the main text of the court's opinion.
To read the entire case, you must purchase the decision for download. With purchase,
you also receive any available docket numbers, case citations or footnotes, dissents
and concurrences that accompany the decision.
Docket numbers and/or citations allow you to research a case further or to use a case in a
legal proceeding. Footnotes (if any) include details of the court's decision. If the document contains a simple affirmation or denial without discussion,
there may not be additional text.
Download the entire decision to receive the complete text, official citation,
docket number, dissents and concurrences, and footnotes for this case.
Learn more about what you receive with purchase of this case.
LRC, Inc. About Us


text:
Known for her beauty, Miss Gurdaspur and second runner up in Miss Punjab competition, Menaka is demanding justice from her in-laws, after her NRI husband abandoned her over dowry demands.
She has alleged that her husband, mother in law and brother in law mistreated her and her husband left her as she could not meet with their demands. The couple were married on February 13, 2015 to NRI Surinderpal, but on the 8th day, Surinderpal returned to Canada telling her to get a car from her parents.
At first Menaka took the comment as a joke but then her husband began harassing her on the telephone, and her in-laws harrassed her both mentally and physically.


text:
Here is the relevant part of Bob's sermon:
And here is Bob's email, in which, in true passive-aggressive Bob Malm fashion, Bob announces that Mike needs to find a new church:
And here is a photo of Mike being received into the church 16 months earlier, along with our friends Tony and Diane. All three have left the church, along with me and the rest of my family.
So, I have this to say about Bob Malm's sermon: Total BS. Absolute hypocrisy.


text:
Bank of Communications (Hong Kong) Limited ("Bank of Communications (Hong Kong)") is a wholly owned subsidiary of Bank of Communications Co., Ltd., which provides personal banking, corporate banking and private banking services through 43 outlets, 4 business services centres and its private banking centre in Hong Kong.
With extensive network across the city, Bank of Communications (Hong Kong) has set up 37 wealth management service centres in its outlets that offer BComBEST customers a full range of professional banking services to address their needs at every life stage. Our business services centres work alongside enterprises to help facilitate the daily operation and explore business opportunities by providing integrated banking solutions. Bank of Communications (Hong Kong) serves premium private banking customers through a comprehensive array of personalised banking solutions. Customers can easily access to our integrated wealth management services no matter where they are.
Relationship Manager (Financial Institutions Department)
|Job level
|Work exp
|Minimum 3 Years
|Bachelor Degree
|Chinese - Cantonese, Chinese - Mandarin, English
Within Hong Kong
|Employment type
|Full Time
|Job function
Banking / Finance > Account / Relationship Management
|Published On
• Develop and maintain customer relationship with financial institutions including bank and non-bank institutional clients
• Explore new business opportunities and actively participate in the marketing and selling of bank's financial products in the areas of lending, structured transactions, syndication, treasury, trade financing or other financial products
• Provide professional financial solutions and conduct client due diligence, credit analysis and prepare credit proposals
• Degree holder or above in Business Administration or related disciplines
• Minimum 3 years' relationship management experience in institutional banking
• Strong credit analysis and risk management skills as well as ability to analyse and make sound judgments on complex financial information
• Proficiency in English, Cantonese and Putonghua.
Candidates with more experience will be considered as Senior Relationship Manager
cpjobs.com - Relationship Manager (Financial Institutions Department) - is a part of Banking / Finance, Banking, in Hong Kong, placed by Bank of Communications Co., Ltd. Hong Kong Branch


text:
From my little knowledge of biology, I know our lungs don't lie in our waist and Princess Shyngle probably agrees with me. No wonder she sarcastically told a fan that she breathes through her nose.
Aside from the woman holding the Guinness record for the tiniest waist ever, Princess Shygnle has the tiniest waist ever.
Which makes most of us wonder how she copes with it. But one Instagram user decided to think aloud and thus got the best shut down of the week.
The user known as am_feeling_good_tonight asked the actress how she breathes or if she is breathless. To which she responded with these words, "I breathe through my anus sir".
There you have it, so just in case you are wondering how Princess Shyngle breathes with her tinny wait. That's the answer for you.


text:
|Balsas River Basin
|Central and Latin America
|Habitats, Invertebrates
|12 Jan 2018
Bee diversity is still unknown in various regions of Mexico. Among these, there are bees of cultural and traditional interest, such as stingless bees (Apidae: Meliponini), which are also excellent native pollinators. In the State of Michoacan, it is important to generate knowledge on their distribution, population status and also to document the local knowledge and management of these insects. We have previously published preliminary findings in which we registered a sharp decline in stingless bee populations and the local knowledge associated to them. Our studies were carried out in a region of the Balsas Basin - where I am from- and found that according to local perception, bee loss is due to: the looting and hunting of wild bee nests, the indiscriminate use of agrochemicals and the decrease in natural vegetation coverage and land use change.
This project will contribute in two main aspects. The first is the academic and scientific contribution as it will provide better knowledge on stingless bee species and their distribution in México, particularly in the Balsas Basin within the State of Michoacan. The second aspect is the work with the local people in order to document and recover local knowledge and traditional bee management strategies from rural communities. In this way, we will also be able to involve local people into the project, while teaching them about the importance of conserving native bees. Also, we will develop environmental education actions considering the importance of conserving native bees and sustainable management strategies as the meliponiculture. This may also be an economic alternative for marginal rural communities in the region due to the interest people have shown in technified stingless beekeeping.
For further information contact:
E-mail: email@example.com
Website: https://www.facebook.com/Meliponicultores-Michoacanos-del-Balsas-3746031...
Facebook: https://www.facebook.com/alejaandroo.reyes
|Balsas River Basin
|Central and Latin America
|Habitats, Invertebrates
|12 Jan 2018
Internal nest of the Melipona lupitae.
Internal nest of the Nannotrigona.


text:
Canadian Members: Delivery and logistics companies in Canada. Standard rates for Canadian Members are determined by sales in U.S. dollars. Rate schedule for renewals after the first year of membership are as follows:
|Regular First Time Member: $159/for the first year
|Regular Member Under $1 Million: $610/Annual
|Regular Member $1 Million to $5 Million: $9,870/Annual
|Regular Member $5 Million to $10 Million: $1,570/Annual
|Regular Member $10 Million to $15 Million: $2,230/Annual
|Regular Member $15 to $25 Million: $2,890/Annual
|Regular Member $25 to $35 Million: $3,440/Annual
|Regular Member $35 to $50 Million: $3,990/Annual
|Regular Member $50 to $100 Million: $6,195/Annual
|Regular Member Over $100 Million: $9,910/Annual
Please click the "Next" button to continue.


text:
Firearms | Domestic Violence laws in:
• North Carolina General Statutes • Chapter 14 Criminal Law. • SUBCHAPTER III. OFFENSES AGAINST THE PERSON. • Article 8. Assaults.
Law should be interactive.
Rabbit Crowd Library is an experiment in enabling people to interact with the law directly without bias.
Give law accountability. Use - , and to comment and respond to text you agree and disagree with.


text:
update 2.0July 18, 2017
So it's been an entire year since my last update. Whoops. I've not been working on much outside of still working in marketing and comms. Helped set up a football team though, and have been doing some design stuff - more on that later, hopefully.
This website will be converting to itslangham.com and i'll be putting more effort into updating it with bits of activity, thought pieces and general mischief. In the last year i've done more design work, playing football and dabbling with video game streaming more than any specific photography, but this resembles what i've always been interested in - popular culture and the common experience.
itslangham.com will be a home to my ventures and be a more pertinent platform for the work I truly care about, whether it be photography, graphics or video. I will reignite my dedication to making visual content, and put into place appropriate means to ensure a joined up approach to posting this content on all my platforms and channels.
Stay tuned.


text:
This FAQ is currently under construction and may not be complete or accurate. Please see the following thread for discussion regarding this FAQ:
The term "firearm" in the context of this FAQ refers to the serialized portion (such as the frame or receiver). By "serialized" and "un-serialized", we mean the part that's considered a "gun", not just any part that happens to have a serial number. In other words, whatever part would require a Form 4473 if you were to purchase it from an FFL. Everything else can be considered "machine parts" or whatever other nomenclature you prefer. As with the rest of this FAQ, this is not legal advice, we are not lawyers, etc.
- What must I do to ship a pistol or a rifle to another Indiana resident?
Rifles may be shipped via USPS. Pistols may not be shipped via USPS, but must be shipped via Common Carrier (e.g. UPS, FedEx, etc.). In either case, an FFL is not required to be involved in this process. For USPS, Priority Mail with Delivery Confirmation is recommended but not required. You may also select "Signature Required" and purchase insurance as well, if you like.
- What must I do to ship a pistol or a rifle to a resident of another state?
Same as above, but the destination must be an FFL in that resident's home state. Note that you can ship to yourself in another state without having an FFL involved.
- What must I do to ship a pistol or a rifle to an FFL (such as back to the manufacturer, or to an FFL in another state)?
You may ship directly to an FFL, following the rules as above.
- Do these rules cover a whole gun? What if I want to ship just the serialized receiver? How about just the un-serialized frame/barrel/stock/etc.?
If you're just shipping a receiver, the rules above apply. If you're just shipping, say, an un-serialized barrel, it ships like any other package.
- Must ammunition follow the rules listed above, or are there special provisions?
Loaded Ammunition:
Best advice: ship ammo UPS. You can NOT send ammo USPS. Must be declared by DOT regulations. Shipping carton will get a sticker. You can not ship ammo larger than .50 caliber or 8 Gauge.
How to Ship Ammunition or Ammo
Shipping powder and primers:
Incurs a HazMat fee (~$24 for up to 50 pounds); powder and primers can be mixed.
Shipping brass cases, bullets, or other non-hazardous components:
Brass cases and bullets are not regulated. For bullets, flat rate box @ USPS with adequate inner pack is the cheapest route.
- Can I ship anything gun-related via USPS?
Yes. You may ship rifles via USPS either in-state or out-of-state. You may also ship parts.
- What is a "common carrier" and which ones can I use?
A common carrier is a shipper other than the USPS. UPS and FedEx are the two used most often. They will both ship firearms. UPS and FedEx both require you to use Overnight Delivery for firearms shipments. Note that you are required to declare that you are shipping a firearm when shipping via Common Carrier.
- Which one is the best/cheapest/easiest to work with?
- Do all "satellite" offices accept firearms or must I ship them through a "hub" office?
Satellite offices are often privately-owned (e.g. Mailboxes Etc., The UPS Store, and so on). They are not required to ship your firearm but many of them will with no issues.
- How can I find out which satellite offices will accept my firearm?
The easiest way is to call them or stop by. Some people have reported that it can vary even from employee to employee. It's best to ask the store manager or owner directly. Try to get his/her name if possible in case the counter clerk disagrees.
- About how much can I expect to pay to ship my firearm?
Tips and tricks:
- For USPS, a small Priority package (such as for just a receiver) with delivery confirmation is around $10, depending on weight. A full-length rifle will be more expensive. If you use the USPS-provided boxes, it can be cheaper.
- For UPS/FedEx, Overnight delivery can be in the $50-$100 range. If you are shipping to the manufacturer for warranty service, try to get them to send you a shipping label so it's on their dime and not yours.
- Package but do not seal the package. You will need to declare that you are shipping a firearm and the shipper has the right to inspect the contents. You may wish to disassemble it or field-strip it to make it evident that it's unloaded without having to handle it.
- Do not put anything on the outside of the package that indicates the contents. Package as discreetly as possible, including abbreviating the addressee: e.g. "S&W" instead of "Smith & Wesson". Do not allow the shipper to place any stickers or notes on the outside of the package indicating the contents.
- The ATF FAQ regarding shipping firearms has additional information: ATF Online - Firearms - Frequently Asked Questions - Unlicensed Persons
- FFLs may ship pistols via USPS. If you have a good relationship with your local FFL, it may be cheaper to do a standard transfer through him and have him ship it via USPS for you. Otherwise, you may have to pay $100+ to ship 2nd-Day via common carrier.


text:
Legacies Carved In Bark
I was hiking through the mountains in the south of Wales when I came across two large trees that had the names and dates of people carved into them. The location of the trees were a long trek from civilisation and this got me wondering why somebody would want to leave their mark this way. I think given the opportunity, people want to show where they have been and what they have accomplished. These trees symbolise humanities desire to leave a legacy behind once they are gone so that future generations will remember them in some way. It's interesting to think that a lot of these people did not live in a time that had internet and could never imagine that somebody would view this tree on a screen. If you have an interesting view on this image then I would be overjoyed to hear it.


text:
Topic Description
Globally, glaciers and the large ice sheets of Antarctica and Greenland are particularly vulnerable to climate change, risking a significant future contribution to changes in sea levels. At present, there are significant uncertainties, e.g. relating to their stability, which prevent an accurate assessment of their vulnerability. The 'Arctic amplification' of global warming is putting pressure on the ecosystems and communities of the region and having an impact at global level as well. The Arctic's fragile natural ecosystems and societies are under serious threat, and additional human activities, linked to the new economic opportunities that are made possible by climate change, are putting additional pressure on them.


text:
Trädgården Club Stockholm
Popular outdoor club under Skanstullsbron (Skanstull Bridge) on Södermalm. This is the place to go to if you want to experience a genuine festival mood. You can drink beer from a plastic cup, dance, watch live performances…or why not a game of ping-pong or boules? Remember to arrive early on popular evenings to avoid the long lines later on. Open during summer months.
text ; http://www.visitstockholm.com/
Trädgården Club


text:
Vintage Expressionist painting of a red-headed female nude against a vibrant and colorful background. Signed by the artist.
Original art by Hendrik Grise (1914-1982), acclaimed California contemporary figurative artist. Grise trained in commercial art at the School of the Art Institute of Chicago, Chicago Professional Art School, and Dallas Museum of Art.
Mixed media on paper.
Art size: 19" x 24"
Art is in good vintage condition. Unframed.


text:
ONGC Recruitment Through GATE 2018 – Apply for 1032 Engineering and Geo-sciences posts
ONGC Recruitment through GATE 2018 – Check the detailed article on the recently posted recruitment of ONGC through GATE to fill 1032 vacancies of Engineering and Geo-sciences posts. Check the official notification and all other important details here.
ONGC Recruitment Through GATE 2018
Oil and Natural Gas Corporation (ONGC) Limited has recently issued a recruitment notification inviting applications for the recruitment for the posts of Engineering and Geo-sciences. All those candidates who have attempted GATE exam successfully and came up with good scores stand a chance to get reputed jobs in ONGC. Students are advised to go through the article and grasp all the details related to the recruitment. Also, check the important dates and apply before the given deadline.
Important Dates for ONGC Recruitment
|Students can apply from
|16th April 2018
|Last Date to Apply
|03 May 2018
Detailed Vacancies
Total Vacancies – 1032
Detailed Break up
- Assistant Executive Engineer: 720 Posts
- Transport Officer: 14 Posts
- Programming Officer: 16 Posts
- Materials Management Officer: 49 Posts
- Geophysicist: 67 Posts
- Geologist: 73 Posts
- Chemist: 93 Posts
Take Government Exams online tests
Eligibility Criteria
Below given are the educational qualification and the age limit for multiple posts recruitment in ONGC. Go through it to know that you are eligible or not:
Educational Qualification
- Transport Officer: Any Graduate.
- Assistant Executive Engineer: B.Sc, Any Post Graduate, B.Tech/B.E.
- Programming Officer: Any Post Graduate, M.Sc, MCA, B.Tech/B.E.
- Materials Management Officer: Any Graduate, B.Tech/B.E.
- Geophysicist: Any Post Graduate, M.E/M.Tech.
- Geologist: Any Post Graduate, M.Sc, M.E/M.Tech.
- Chemist: Any Post Graduate.
Age Limit (as on 01.01.2018)
Candidates age should be in between 28 years to 35 years
Selection Procedure for ONGC Recruitment through GATE 2018
Engineering & Geo-Sciences Posts
Eligible candidates should have the essential qualification for the mentioned posts. He/she should have appeared in Graduate Aptitude Test in Engineering (GATE) 2018 with a good score. Candidates having the essential qualification and GATE Subject with Code under Eligibility Criteria are declared qualified by the GATE-2018 authorities.
The GATE-2018 Score in the subject mentioned against the posts of ONGC will be considered by ONGC for shortlisting the candidates for the further selection process of Personal Interview as per the criteria decided by the Management.
How to Apply?
Interested and eligible candidates need to apply ONLINE ONLY through the link "Online application for recruitment of Graduate Trainees (GTs) in Engineering & Geosciences disciplines through GATE-2018 on www.ongcindia.com. The organization will not accept the applications through any other mode.
Important Links
|Official Notification
|Click Here
|Apply Online
|Click Here
Stay tuned for more updates on ONGC Recruitment Through GATE 2018!
Share your thoughts/queries here!


text:
Affirmative Action Plans (AAPs) have many components and intricacies. We break down AAPs section by section.
Affirmative Action Plans (AAPs) have many components and intricacies. As a whole, AAPs can seem daunting and very confusing. It's best to break it down section by section, report by report, and really understand each piece separately. Hopefully, by understanding each individual report, you can better comprehend the plan in full.
There are essentially three separate AAPs.
- Executive Order 11246: Women and Minorities
- Vietnam Era Veteran Readjustment Assistance Act (VEVRAA)
- Section 503 of the Rehabilitation Act: Individuals with Disabilities (IWD).
Each plan consists of a narrative portion followed by statistical reports. Let's dive into the sections of the AAP beginning with the Women and Minorities plan.
Women and Minorities
The first component of the Women and Minorities plan is the narrative, which reflects the policies and procedures necessary for the implementation of the plan. Outlined below are the language sections which reference what is stated in the EO 11246 regulations and noted by citation number.
- Reaffirming Commitment to Equal Employment Opportunity
- Internal Dissemination of EEO Policy - 41 C.F.R. § 60-1.42
- External Dissemination of EEO Policy - 41 C.F.R. § 60-1.41; 41 C.F.R. § 60-1.5
- Establishment of Responsibility for Implementation of the AAP - 41 C.F.R. § 60-2.17(a)
- Identification of Areas for Discussion - 41 C.F.R. § 60-2.17(b)
- Narrative Discussion of Goals
- Development & Execution of Action-Oriented Programs - 41 C.F.R. § 60-2.17(c)
- Internal Audit and Reporting System - 41 C.F.R. § 60-2.17(d)
- Guidelines for Prevention of Sex Discrimination - 41 C.F.R. § 60-20.1 et seq.
- Policy with Respect to Religion or National Origin
The EEO policy conveys the company's commitment to equal employment opportunity and affirmative action. The policy shows top executive support of their AAPs and should be posted on all bulletin boards visible to employees and applicants. As a best practice and to further demonstrate commitment from the top, the EEO policy can be signed by the CEO or President of the company. The dissemination of the EEO policy is the company's plan to assure that equal employment opportunity and affirmative action are correctly communicated throughout the organization. This portion of the narrative is broken down into internal and external dissemination in order to outline exactly what the company intends to do internally versus externally to provide for a diverse workforce.
Another key piece of the EO 11246 narrative is the establishment of responsibility for implementation of the AAP. The Top official designates an individual as EEO Administrator to ensure effective execution of the AAP. In doing so, a list of the EEO Administrator's responsibilities is outlined in this section of the narrative.
The identification of areas for discussion points out the areas of the AAP that need improvement. After all, this is a plan of action, which means one must be taking action and attempting to remedy any issues. This can only be accomplished after the statistical analyses have been done and a meticulous review of the employment process is complete. Once the problem areas have been identified, the company will indicate the actions to be taken to remedy those problems. The development and execution of action-oriented programs are outlined (41 C.F.R. § 60-2.17(c)) in the narrative to help achieve these specific affirmative action goals.
The internal audit and reporting system (41 C.F.R. § 60-2.17(d)) section of the narrative focuses on measuring the effectiveness of the total AAP. This section relies on processes such as documentation of personnel activities to assist in monitoring progress throughout the plan year. In addition, another aspect to achieve a thorough internal and audit reporting system is to ensure the review goals and problem areas with all levels of management.
One of the final parts of the narrative portion is the guidelines for prevention of sex discrimination (41 C.F.R. § 60-20.1 et seq). Language providing guidance on how to avoid gender discrimination within the organization must be included in the plan. Contractors need to identify policies that encourage and guarantee equal opportunity of its employees and applicants without regard to sex.
Lastly, the narrative concludes with a policy with respect to religion or national origin. This section provides guidelines in prohibiting discrimination on the basis of religion or national origin. This policy seeks to ensure that the company does not discriminate in any employment practices related to various religions and/or ethnic groups.
Statistical Analysis
The statistical component of the AAP determines an available percentage of minorities and women within different job groups of a contractor's workforce and compares them against the company's incumbent workforce. The incumbent workforce consists of all employees present at an establishment on the selected plan date. The main components of the statistical analyses are workforce analysis, job group analysis, availability analysis and utilization analysis. The statistical components will follow this simple analysis:
Workforce Analysis
The Workforce Analysis is a picture of a contractor's current workforce (as of the plan date) broken out by department. There is no real "analysis" being done in the Workforce Analysis, it is simply a headcount of race and gender within department separated by job title in hierarchal format from lowest to highest paid. Each department is included on a separate page with jobs ranked from lowest to highest paid. Salary grades or wage rates are the best way to list jobs in sequential order within each department. We do not suggest including the actual salary or salary range for each job due to the sensitivity of salary information that could be potentially viewed by employees. Each job should include employee counts with the breakdown by race and gender. It is important to note that a woman is not necessarily counted as a minority. A minority is defined as a man or woman whose race is other than white and ethnicity is non-Hispanic.
An Organizational Display is another, less popular alternative to the Workforce Analysis. It is a detailed chart of the contractor's organizational structure to include the hierarchal relationship of departments. Each department would include the race/sex counts of the supervisor and employees. Contractors may choose to develop either the Organizational Display or the Workforce Analysis, but not both.
Below is a sample of the Workforce Analysis.
Job Group Analysis
The Job Group Analysis, similar to the Workforce Analysis, is a listing of positions by job groups or EEO-1 categories as opposed to department structure. Job groups are simply subcategories of EEO-1 categories and are defined in 41 CFR § 60-2.12 (b) as "jobs at the establishment having similar content, wage rates and opportunities." It is vital that job groups are formed correctly because the Job Group Analysis creates the framework needed for the Availability Analysis and Utilization Analysis. The totals derived from the Job Group Analysis will later be compared with availability to determine any underutilized areas.
The number and size of job groups a company has will largely depend on the size and structure of the organization. Smaller companies with a total workforce of less than 150 employees do not need to create job groups and can simply use the EEO-1 categories assigned to the job. The first step in defining job groups is to place jobs into the correct EEO-1 category. These can be defined based off of EEO-1 categories used in the Standard Form 100, Employer Information EEO-1 Survey. Below is a list of definitions for the 10 EEO-1 categories:
1.1 - Executive/Senior Level Officials and Managers - Individuals who plan, direct and formulate policies, set strategy and provide the overall direction of enterprises/organizations for the development and delivery of products and services, within the parameters approved by boards of directors of other governing bodies. Residing in the highest levels of organizations, these executives plan, direct, or coordinate activities with the support of subordinate executives and staff managers. They include, in larger organizations, those individuals within two reporting levels of the CEO, whose responsibilities require frequent interaction with the CEO. Examples of these kinds of managers are: Chief executive officers, chief operating officers, chief financial officers, line of business heads, presidents or executive vice presidents of functional areas or operating groups, chief information officers, chief human resources officers, chief marketing officers, chief legal officers, management directors and managing partners.
1.2 - First/Mid Level Officials and Managers - Individuals who serve as managers, other than those who serve as Executive/Senior Level Officials and Managers, including those who oversee and direct the delivery of products, services or functions at group, regional or divisional levels of organizations. These managers receive directions from Executive/Senior Level management and typically lead major business units. They implement policies, programs and directives of Executive/Senior Level management through subordinate managers and within the parameters set by Executives/Senior Level management. Examples of these kinds of managers are: Vice presidents and directors; group, regional or divisional controllers; treasurers; and human resources, information systems, marketing, and operations managers. The First/Mid Level Officials and Managers subcategory also includes those who report directly to middle managers. These individuals serve at functional, line of business segment or branch levels and are responsible for directing and executing the day-to-day operational objectives of enterprises/organizations, conveying the directions of higher level officials and managers to subordinate personnel and, in some instances, directly supervising the activities of exempt and non-exempt personnel. Examples of these kinds of managers are: First-line managers; team managers; unit managers; operations and production managers; branch managers; administrative services managers; purchasing and transportation managers; storage and distribution managers; call center or customer service managers; technical support managers; and brand or product managers.
2 - Professionals - Most jobs in this category require bachelor and graduate degrees, and/or professional certification. In some instances, comparable experience may establish a person's qualifications. Examples of these kinds of positions include: Accountants and auditors; airplane pilots and flight engineers; architects; artists; chemists; computer programmers; designers; dieticians; editors; engineers; lawyers; librarians; mathematical scientists; natural scientists; registered nurses; physical scientists; physicians and surgeons; social scientists; teachers; and surveyors.
3 - Technicians - Jobs in this category include activities that require applied scientific skills, usually obtained by post-secondary education of varying lengths, depending on the particular occupation, recognizing that in some instances additional training, certification, or comparable experience is required. Examples of these types of positions include: Drafters; emergency medical technicians; chemical technicians; and broadcast and sound engineering technicians.
4 - Sales Workers - These jobs include non-managerial activities that wholly and primarily involve direct sales. Examples of these types of positions include: Advertising sales agents; insurance sales agents; real estate brokers and sales agents; wholesale sales representatives; securities, commodities, and financial services sales agents; telemarketers; demonstrators; retail salespersons; counter and rental clerks; and cashiers.
5 - Administrative Support Workers (formerly Office and Clerical) - These jobs involve non-managerial tasks providing administrative and support assistance, primarily in office settings. Examples of these types of positions include: Office and administrative support workers; bookkeeping, accounting and auditing clerks; cargo and freight agents; dispatchers; couriers; data entry keyers; computer operators; shipping, receiving and traffic clerks; word processors and typists; proofreaders; desktop publishers; and general office clerks.
6 - Craft Workers (formerly Craft Workers (Skilled)) - Most jobs in this category include higher skilled occupations in construction (building trades craft workers and their formal apprentices) and natural resource extraction workers. Examples of these types of positions include: Boilermakers; brick and stone masons; carpenters; electricians; painters (both construction and maintenance); glaziers; pipelayers, plumbers, pipefitters and steamfitters; plasterers; roofers; elevator installers; earth drillers; derrick operations; oil and gas rotary drill operators; and blasters and explosive workers. This category includes occupations related to the installation, maintenance and part replacement of equipment, machines and tools, such as: Automotive mechanics; aircraft mechanics; and electric and electronic equipment repairers. This category also includes some production occupations that are distinguished by the high degree of skill and precision required to perform them, based on clearly defined task specifications, such as: millwrights; etchers and engravers; tool and die makers; and pattern makers.
7 - Operatives (formerly Operatives (Semi-skilled)) - Most jobs in this category include intermediate skilled occupations and include workers who operate machines or factor-related processing equipment. Most of these occupations do not usually require more than several months of training. Examples include: Textile machine operators; laundry and dry cleaning workers; photographic process workers; weaving machine operators; electrical and electronic equipment assemblers; semiconductor processors; testers, graders and sorters; bakers; and butchers and other meat, poultry and fish processing workers. This category also includes occupations of generally intermediate skill levels that are concerned with operating and controlling equipment to facilitate the movement of people or materials, such as: Bridge and lock tenders; truck, bus or taxi drivers; industrial truck and tractor (forklift) operators; parking lot attendants; sailors; conveyor operations; and hand packers and packagers.
8 - Laborers and Helpers (formerly Laborers (Unskilled)) - Jobs in this category include workers with more limited skills who require only brief training to perform tasks that require little or no independent judgment. Examples include: Production and construction worker helpers; vehicle and equipment cleaners; laborers; freight, stock and material movers; service station attendants; construction laborers; refuse and recyclable materials collectors; septic tank servicers; and sewer pipe cleaners.
9 - Service Workers - Jobs in this category include food service, cleaning service, personal service, and protective service activities. Skill may be acquired through formal training, job-related training or direct experience. Examples of food service positions include: Cooks; bartenders; and other food service workers. Examples of personal service positions include: Medical assistants and other healthcare support occupations; hairdressers; ushers; and transportation attendants. Examples of cleaning service positions include: cleaners; janitors; and porters. Examples of protective service positions include: Transit and railroad police and fire fighters; guards; private detectives and investigators.
Once all positions are assigned to one of the EEO-1 categories, you can start to break out positions within each of the EEO-1 categories. Again, job groups should consist of jobs within an EEO-1 category having similar content, wage rates, and opportunities.
Keep in mind that the development of job groups is company specific and that there is no set standard. Below are some of OutSolve's best practices for creating job groups:
Don't split EEO codes containing small numbers of employees. Don't form groups containing less than 10-15 employees. OFCCP often frowns on small groups because they are of little statistical significance.
Split very large groups. If you see an EEO code with a significant number of jobs and employees contained in it you may wish to split it into smaller groups that are more similarly situated for the purpose of creating more meaningful availability comparisons. Situations do exist when a very large group is acceptable. For instance, you may have 200 Customer Service Representatives. Since they are all in the same job making approximately the same amount of money, there is no need to split them.
Look at either levels or functions within an EEO classification. Large EEO codes can be broken into smaller job groups in two ways. Breaking these EEO codes by level means that there is a significant difference in salary and responsibility within the code. You can split the management group into lower, middle, and senior management if indeed there are a sufficient number of employees to reasonably expect a division. Another way to subdivide EEO codes is by function. Your professional group may need to be split. A good way to do this may be by level as described above. Another suggestion would be to split all the technical professionals from the administrative professionals. By doing this you are keeping together jobs with like responsibility.
- Use symmetry where possible. If you have broken out three levels of management (lower, middle, and senior), you may want to break professionals out the same way so that it is easier to determine promotional patterns in determining availability. Remember that lower likely promotes to middle, which eventually promotes to senior.
Below is a sample of the Job Group Analysis:
Availability Analysis
The Availability Analysis depicts what a company should have in their workforce by estimating the percentage of minorities and women available for employment in a given job group. There are two factors involved in determining availability of minorities and women.
External availability is the percent of minorities and women with requisite skills in the Reasonable Recruitment Area (RRA). The RRA is defined as the geographical area from which the contractor usually seeks or reasonably could seek workers to fill the position (41 C.F.R. § 60-2.14(c)). In most cases, the U.S. Census Bureau statistics would provide for the necessary data in determining external availability. The statistics pulled from the US Census provides census occupations by race, ethnicity, and sex composition and is broken out by residence geography. These statistics alone would suffice, however in addition to this contractors may also derive from other statistical information available such as data from colleges or training institutions, if applicable. The contractor may not draw its RRA in such as way as to exclude minorities or women.
- Internal availability, meaning those available (promotable, transferable, trainable) for future openings within the contractor's organization. When determining internal availability a contractor should consider the job groups or jobs, also known as feeder groups, which could reasonably "feed" or promote into the job group in question.
The second step in determining availability is to weight the two factors described above. There is no one way of doing this. Some companies rely on historical data for a calculated, more finite figure. By doing so, a period of activity data (hires and promotions) is obtained in order to determine the weighted ratio between internal and external recruiting. This method is very specific and does not account for changing business conditions. Another way of assessing weights is by making reasonable assumptions based on past practices. This approach simply answers the question, "Where do people in this group come from?" and weights are assigned based on the reasonable consideration of the relevant factors.
Below is a sample the Availability Analysis:
Utilization Analysis
The utilization analysis is the key component and final result of an AAP. It is essentially the summary of the AAP and compares a company's employment to its availability to indicate specifically which job groups have a placement goal. In this analysis the percentage of minorities and women represented in the job group analysis (what a company has) is compared to the percentage estimated available in the availability analysis (what a company should have). If the company employs at a minimum what is determined available, there is no need to set a goal. However if employment is below availability, further analysis is necessary to determine if there is underutilization. There are many statistical methods used to determine underutilization by comparing employment with availability:
- Any difference rule
- Whole person rule
- 80% rule
- 2 standard deviations
All placement goals are set to be equal to or greater than availability. These serve as targets reasonably attainable by means of applying good faith efforts. Goals may not be rigid and inflexible quotas and quotas are expressly forbidden (41 C.F.R. § 60-2.16(e)). The contractor must document and take the necessary steps in an attempt to alleviate the goal.
Below is a sample of the Utilization Analysis.
Adverse Impact Analysis
The Adverse Impact Analysis (AIA) is a tool used to measure the statistical relationship between two selected groups. For the AAP, the selected groups are hires versus applicants, terminations versus those available for termination, and promotions versus those available for promotion. The report analyzes these transactions to determine if any race or gender group is adversely affected by a company's selection decisions. The Impact Ratio Test (IRA), also known as the 80% test is the most widely used test to determine adverse impact at least as an initial indicator of a potential issue. A two-standard deviation test is typically used by OFCCP and contractors as the more definitive, final result.
Adverse impact indicated as 'Yes' does not automatically indicate discrimination. When there is adverse impact a contractor must research selections with impact and document findings and resolutions. It is obligatory to research any instance where adverse impact occurs and attempt to remedy or explain the potential problem. In some instances, the reason for adverse impact indicated as 'Yes' is due to data discrepancies while in others the statistical gap may be due to legitimate factors such as a validated test. Regardless of the cause readers must know that OFCCP will fully investigate instances of adverse impact found in submitted data.
Typically, the time period used for the Adverse Impact Analysis is the year prior to the current affirmative action plan. Some contractors elect to perform quarterly or semi-annual Adverse Impact Analyses in an attempt to identify problem areas before a full yearly cycle has passed.
Progress Toward Goals
The Progress Toward Goals Report provides for a look back at the prior year's AAP to determine whether or not placement goals were met. The report includes the job representation in the prior year's AAP, the job representation in the current AAP and acknowledges the progress toward the goals. The proper execution of this report involves listing all job groups; highlighting the goals; measuring the opportunities, and listing the incumbency at the end of the period to determine if, in fact, progress was made. Opportunities are defined by the OFCCP as hires plus promotions into the job group.
Below is a sample of the Progress Toward Goals Report.
The Vietnam Era Veteran Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act Individuals with Disabilities
Similar to the Women and Minorities AAP, the Protected Veteran (VEVRAA) and Individual with Disabilities (IWD) AAPs begin with a narrative portion that reflects the policies and procedures necessary for the implementation of the plan. The key points of the narrative are listed below.
VEVRAA & IWD narrative components:
- Equal Employment Opportunity Policy Statement
- Review of Personnel Processes
- Physical and Mental Job Qualifications
- Reasonable Accommodation
- Anti-Harassment Procedures
- External Dissemination of Policy, Outreach, and Positive Recruitment
- Internal Dissemination of Policy
- Audit and Reporting System
- Responsibility for Implementation of the Plan
- Affirmative Action Training
The narrative portions of these sections are explained in detail in Patrick Savoy's recent article covering OFCCP's sample affirmative action plan and can be viewed here.
Data Collection Analysis
Following the narrative is the Data Collection Analysis, which is derived from sections 41 C.F.R. § 60-300.44(k) and 41 C.F.R. § 60-741.44(k) of the regulations. Contractors must document computations or comparisons for the number of veterans and IWDs who apply for jobs and the number of veterans and IWDs hired on an annual basis and maintain these records for a period of three years. The retention of this data will aid contractors in measuring the efficacy of their outreach and recruitment efforts.
Information to document and maintain:
- The number of applicants who self-identified as protected veterans or IWDs
- The total number of job openings and total number of jobs filled;
- The total number of applicants for all jobs;
- The number of protected veteran or IWD applicants hired; and
- The total number of applicants hired.
Below are samples of the Three Year Data Collection for Protected Veterans and IWDs:
Benchmarks for Hiring for Protected Veterans
The Hiring Benchmarks are part of the new regulations, which requires contractors to establish an annual hiring benchmark in order to measure its progress in achieving equal opportunity for protected veterans. Hiring benchmarks are measured in the aggregate and not broken out by job groups. These benchmarks are set on an annual basis and can be determined one of two ways.
The first and easiest option is to adopt the benchmark equal to the national percentage of veterans in the civilian labor force, currently 7.0%. The other option allows for contractors to develop their own benchmark based on the below five required factors. This would require additional statistics and detail on the contractor's part.
Average of VETS by state over last 3 years from the Bureau of Labor Statistics
Veteran participants in the employment service delivery system from previous four quarters
Contractors' applicant and hiring ratios for veterans in previous year
Contractor's recent assessments of the effectiveness of is outreach
- Other factors, such as nature and location of contractors' job openings
Below is a sample of the Protected Veteran Hiring Benchmark.
Utilization Analysis for IWDs
This final piece of the IWD AAP is where contractors compare employment of IWDs to the nationwide utilization goal of 7% to each of their job groups (or to their entire workforce if the contractor has 100 or fewer employees). Contractors must establish specific action-oriented programs to address any identified problems (i.e. modification of personnel processes to ensure equal employment opportunity, alternative or additional outreach and recruitment efforts, and/or other actions designed to correct the identified problem areas and attain the established goal).
Below is a sample Utilization Analysis for IWDs.
We have covered a lot material here discussing in detail each of the Affirmative Action Plan Components that make-up the three affirmative action plans (Minorities & Women/VEVRAA/IWD). AAP development is certain to overwhelm contractors particularly in light of the new regulations and requirements. And although there are a number of ways that a contractor may choose to develop and format their affirmative action reports, the above overview of each of the AAP components and sample reports should provide some insight to those needing guidance.
Affirmative Action Plan Components White Paper
Affirmative Action Plans can seem daunting and confusing. However, when broken down section by section, report by report, they can be less overwhelming and more properly understood.


text:
Merchants in Canada can now tap into a newly launched tool that allows them to accept payments in bitcoin at the point of sale – a browser app called PocketPOS.
Businesses can use PocketPOS to conduct transactions through a streamlined point-of-sale interface that does not require hardware installation or management.
PocketPOS developer Mitchell Callahan told CoinDesk that the tool is designed to appeal to merchants who aren't tech-savvy, and that it serves as a means for them to not only accept bitcoin, but manage their accounts and interact with an exchange.
Callahan framed PocketPOS as a low-cost point-of-sale solution that would lead to wider bitcoin adoption by Canadian merchants, who he believes want to accept bitcoin but have been discouraged by existing methods.
Explained Callahan:
"I wanted an easy way to sign up merchants [to accept bitcoin], and I found most people were using kind of a mish-mash of software, and it wasn't as simple as it could be."
PocketPOS officially launched on 26th March.
How PocketPOS works
PocketPOS is free, but interested merchants need to first sign up for a merchant account with Calgary-based bitcoin exchange provider VirtEx.
From there, using PocketPOS only requires an Internet connection, according to Callahan:
"We wanted to get away from the traditional model of, you know, having to buy hardware [or] having any high set-up costs. It's all browser-based so you only need an internet-connected device."
He added: "So, if you have an old iPhone kicking around, tablet or an even a desktop computer with a screen – that's all you need."
Once enrolled, merchants receive a special URL that allows them to conduct transactions. Merchants then enter the transaction amount (including tip if applicable) and, once configured, the tool creates a QR code.
PocketPOS can also be used to generate and send receipts to customers.
Unlike its competitors, Callahan says PocketPOS boasts a device-agnostic platform that doesn't require users to be logged into any service, which in turn bolsters security.
Available alternatives
Currently, Callahan indicated that most stores in Canada that accept bitcoin, do so using a combination of Blockchain.info and a desktop wallet. Alternatively, merchants can use BitPay or VirtEx's merchant tools.
PocketPOS adds additional top layer functionality to this latter option. The company uses VirtEx as a processor, harnessing the power of the same API it uses to allow online merchants to accept BTC.
The difference, Callahan notes, is that with PocketPOS, merchants can manage security and fiat conversions.
Said Callahan:
"Currently, without PocketPOS, if you're a VirtEx merchant, all you can do is email invoices. This isn't a great solution for a retail location."
Room for growth
Looking to the future, Callahan said that the PocketPOS team is considering several different funding models as they expand the scope of project. Callahan also indicated he is open to adding support for additional digital currencies.
However, he said that for now the focus will remain on offering merchants the ability to accept bitcoin without having to pay high processing fees.
He pointed to broad support among merchants in Canada, as well as existing demand for software that they can easily integrate.
"Being a business owner, I know that transactions are big, [as are] bookkeeping and reporting, so we might just have an option to pay five bucks a month and [and allow users to] export to Quickbooks or another system."
Bitcoin in Canada
Earlier this year, recently resigned Canadian Finance Minister Jim Flaherty said that he would move to regulate bitcoin and other digital currencies, an announcement that many believed indicated harsh measures might soon be imposed on the technology.
However, more recently, that narrative seems to have changed.
This week, Canada-based bitcoin exchange Vault of Satoshi announced that it had been granted a full Money Services Business license from the Canadian government, and revealed plans to obtain further licensure in its bid for legal legitimacy.
Additional reporting by Pete Rizzo.


text:
Welcome to our news section! You can view current and archived news items by using the drop-down menus below.
Visit the BOCES Booth at LocalFest Saturday September 26
Wednesday, September 09, 2015
This building was once home to the McMullen-Leavens Company, one of the nation's greatest shirt and dress manufacturers. Today more than 80 artists and artisans' studios, shoppes, and galleries continue this tradition of excellence at The Shirt Factory!
Glens Falls is truly a unique city in that it has a strong history of manufacturing that continues to contribute to and shape the community. The current national trend of shopping locally is embodied by communities like Glens Falls which not only features many independent businesses but also boasts a number of manufacturers who create value right here in the City, just as the McMullen-Leavens Company did from 1902 to 1976.
LocalFest features:


text:
Auto Geek Online Auto Detailing Forum
Welcome to the Auto Geek Online Auto Detailing Forum.
What's Going On?
Currently Active Users
There are currently 1550 users online. 76 members and 1474 guests
Most users ever online was 21,031, 08-11-2016 at 05:35 PM.
Spam-O-Matic Statistics
882111 Spammers Denied Registration
9720 Spammers Permanently Banned
9671 Spammers submitted to StopForumSpam
9725 Spammers submitted to Akismet
1101 Spammy Posts Automatically Moderated
Auto Geek Online Auto Detailing Forum Statistics
Welcome to our newest member, Thom77
Icon Legend


text: One of the highlights of the E-ATP conference in Budapest were the incredibly informative breakout sessions where industry leaders answered questions on the state of the industry and its future. Jellylearns' Director of Business Development, Michael Bennett, sat on a panel talking about the barriers to e-assessment and how as an industry we can work together to remove those barriers and promote the adoption of computer based assessment. Michael drew on Jellylearns experience at the cutting edge of technology to give informative insights into how the use of these new technologies can move the industry forward.


text:
Free BT Wi-fi at 140 Young's and Geronimo Pubs
Visitors to Young's and Geronimo pubs are set to get free wi-fi, following a new five year partnership between Young and Co.'s Brewery plc and BT Wi-fi. The new service will be rolled out to 140 pubs and bars in London and the South East over the next five months. Customers will be able to get online quickly with any wireless mobile device, tablet or PC.
The deal comes as research conducted by BT and ICM* has revealed that 87% of consumers have accessed the internet whilst at an eating or drinking site, and 55% accessed wi-fi using a smartphone, tablet or laptop in a food and beverage site. When using wi-fi at one of these sites respondents were predominantly doing so to check social media (49%) or catch up on news and sport (42%).
Andy Maynard, IS Manager, Young and Co.'s Brewery Plc. comments: "Increasing amounts of customers keep in touch with the office or hold work meetings at our pubs during the day. On evenings and weekends, visitors are catching up on the days' goings on or keeping a check on the sports. Free wi-fi ticks the box on all counts and adds to the already social atmosphere."
Andy Baker, CEO, BT Wi-fi, said: "It's fantastic news that visitors to this premium pub chain will now get free BT Wi-fi. Our research shows that 61% of people actively search for a wi-fi hotspot while out and about eating & drinking. This new partnership means pub goers will be able to get online at any one of the 140 Young's or Geronimo sites."
Young's will also receive wider communications services from BT Expedite, BT's multichannel retail specialist business. BT will connect Young's point of sale machines in the pubs to reduce operational costs and provide better, more flexible services to their customers, alongside superfast fibre broadband, voice communications services and a dedicated support desk for landlords.
BT has more than 5 million hotspots in the UK and Ireland. All BT Wi-fi hotspots are free and unlimited for BT Broadband customers. Hotspots are available at brands like Starbucks, GAME, John Lewis, Network Rail and Hilton plus millions of homes and thousands of independent businesses.
Notes to editors
*BT ICM Research March 2013, sample of 2,000 people


text:
Solar Panel Output
Our Bags
Reducing single-use products
At each of our stores, we provide washable and reusable plates, bowls and flatware for in-store dining. At our condiment stations, you will find bottles of Oregon-made products, which will eliminate the need for packets.More...
We had a bright idea recently. We thought: let's see what happens when we replace our traditional fluorescent freezer lights with light-emitting diodes (LEDs). These nifty energy savers out perform regular light bulbs and are better for the environment, so why not give them a try? But we had some questions: Would they pay for themselves? Would they perform well? Would they last?More...
At Market of Choice, we do our best to walk the talk. That means striving for sustainability by meeting the needs of the present without compromising the ability of future generations to meet their own needs. From packaging and composting to reusable bags and solar power, we continuously work to achieve that goal. It begins with the products we carry, the materials we recycle and the choices we offer customers. It's also about buying local. We support local vendors, so you can too! We can achieve even more, with your help. If you have an idea, contact us! We'll consider it with care.


text:
The U.S. Food and Drug Administration has announced changes in safety labeling regulations and postmarket study requirements for all extended-release and long-acting versions of opioid analgesics prescribed to treat pain.
"The FDA is invoking its authority to require safety labeling changes and postmarket studies to combat the crisis of misuse, abuse, addiction, overdose and death from these potent drugs that have harmed too many patients and devastated too many families and communities," said FDA Commissioner Margaret A. Hamburg Tuesday. "Today's action demonstrates the FDA's resolve to reduce the serious risks of long-acting and extended release opioids while still seeking to preserve appropriate access for those patients who rely on these medications to manage their pain."
Among the labeling changes, new boxed product warnings will be required to caution that chronic maternal use of the products during pregnancy can cause neonatal withdrawal system, which can be life-threatening.
"The FDA remains committed to improving the safety of opioids and to continuing to engage in efforts to evaluate and mitigate the risks associated with opioid use," Douglas Throckmorton, deputy director for regulatory programs in the FDA's Center for Drug Evaluation and Research said Tuesday. "Today's safety labeling changes reflect the FDA's current understanding of the risks and benefits of these products. The FDA will evaluate the results of the postmarket studies, continue to monitor relevant safety data and take further safety action as warranted."
For further information visit www.fda.gov.


text:
Free Online Plagiarism Checker for Students, Teachers, Scholars, Educators, Scientists, Essayists, Writers. Free TurnItIn and Copyscape Alternative.
Plagiarism Checker
Article Rewriter
Language Translator
Plagiarisma.in - Plagiarism Checker
Enter Input Text to Check for Plagiarism
(limit to 1500 words per search. You can search any number of times)
Humans....please enter the text you see in the above image :
[ Different Image ]
Show Matching Links Only (Do not Show Text from the page)
Show Matching Links and Text as well from the page
© 2020 plagiarisma.in
Privacy Policy
About Us
Contact Us


text:
This Artist Is Giving Your Favorite Disney Characters Pokemon Evolutions –
Two of the most popular topics on the internet have to be Disney and Pokemon, and when those two things are combined, magic happens. Ry-Spirit is an Australian artist who has done just that, taking popular Disney characters and giving them the Pokemon treatment. Everyone loves his creative Disney Pokemon Cards. They really have it all! We get adorable art, funny evolutions, and cute descriptions to boot. Check out some of our favorites below, and then hit up Ry-Spirit's Deviant Artpage to see more of his work, which includes tons of pop culture mashups and re-imaginings.


text:
Deprecated: class-oembed.php is deprecated since version 5.3.0! Use wp-includes/class-wp-oembed.php instead. in /home/mebrdbrh/public_html/wp-includes/functions.php on line 4963
You Want To Be A Mentor?
There is a young boy or girl waiting for you to show them the way!
You Want To Be A Mentor?
We need you!!
Our Mission
Our mission is to fuel the quantity and quality of mentoring relationships for America's young people and to close the mentoring gap.
Our Network
Currently, the network consists of 20 organizations who have committed to building organizational capacity and quality and has adopted standards around recruitment, training, screening, matching, and initiation, monitoring and support, and closure for its members.
Become a Mentor
Community engagement is an undeniably critical part of ensuring that mentoring isn't left to chance. Whether you're a public official, teacher, counselor, school administrator, or business leader, we need your help and involvement to close the mentoring gap.


text:
I shouldn't be having this much fun. First, I got to knit and spin, both in one night, after the family members went back to the land of lefse, lutefiske and kringle. OK, they went back to Wisconsin, not North Dakota or Minnesota, but they're *from* N.D./Minn. so it counts.
Second, I happened upon a book I blogged about recently, one that surprised me because I didn't really expect it out so soon. I liked it and I bought it. It's Andean Folk Knits by Marcia Lewandowski [if you click the link you'll see the beautiful small bag on the cover]. She wrote the book Folk Mittens too.
The author spent almost 8 years living in Bolivia while working with the Mennonite Central Committee, and so knows her subject extremely well. The book has an overview of Andean knitting, and is then divided into chapters by country, with several projects from each.
All of the projects are small. Most are small knitted bags that are a traditional item for knitters in the Andes, and then there are adaptions of local designs to mittens, a pair of socks, scarves, and a headband, as well as a chulo in worsted weight wool.
I love that the book has pages and pages of history, beautiful pictures, and information about the culture, knitting and otherwise, that creates this beautiful handwork. The photographs of the landscape, people, and animals are all stunning. Although the knitting isn't at an insanely small gauge, there is enough detail in the designs to get the feel for authentic patterning from the region.
I think what shines throughout the pages of the book is the fact that the author lived and worked in the area for years, and raised her children there for much of that time. She explains that while living there that the traditional bags were being replaced by 'fanny packs,' and that's what spurred her to record the traditional bags and the patterns used for them.
I have to say, if Lark Books/Sterling Publishing can continue to put out books that are this beautifully printed, well illustrated, and historically interesting in the future, we've got something to look forward to.
- pictures: I'm too tired and there isn't much to show.
- blog comments: I have barely had time to write nevermind comment elsewhere.
- email responses: few and far between. If you've gotten one you're a minority.
- spinning: except for plying a bobbinfull. It's almost knittable, folks!


text:
Just a day after dropping his Showtime mixtape, Mac Miller returns with the first official single from his highly anticipated LP Watching Movies With The Sound Off. The track is titled "S.D.S.," and stands for "Somebody Do Something."
If there's any truth to the Pittsburgh MC's "We here to reinvent music, it's time for the revolution" line, this is the battle cry. Flying Lotus deserves a round of applause for that, having crafted a beat that channels some of J. Dilla's greatest work. So much so that listeners could find themselves in a trance due to the song's waving synth chords and knocking drums.
"Somebody do something. Somebody move something," chants the chorus, which sets the tone for Miller's mellow flow and introspective lyrics.
All facts considered, we'd say that the young rhymer came out of the gate proper for Watching Movies With The Sound Off. Click play below to see why.
Photo: XXL


text:
Important Announcement About TechMynd
TechMynd is unique. TechMynd does not share its name or logo with any other blog or website. Currently I came across a fake blog at blogger which was using TechMynd in its URL. That blog is being given notice to take down because it tried to steal TechMynd's identity.
Fake blog: http://techmynd.blogspot.com
The Thief:
Look at the blog at blogger, black screenshot above. That is a fake blog with no identity, no contact form no where abouts. That is recently started by someone else and that has stolen name from TechMynd.com. TechMynd.com is not associated to that blog in anyway. I got the thief by his Twitter account that is also in the screenshot above. It is to notify TechMynd's users that we are not at blogger.com yet and that fake blog is being given a DMCA notice to shut down. Furthermore I am also pursuing to disable his AdSense account if he does not respond asap.
Topic: Informatory
Tags: blog, blogger, fake