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This country-specific Q&A provides an overview to employment laws and regulations that may occur in Thailand.
This Q&A is part of the global guide to Employment & Labour Law. For a full list of jurisdictional Q&As visit http://www.inhouselawyer.co.uk/practice-areas/employment-and-labour-law-3rd-edition/
Does an employer need a reason in order to lawfully terminate an employment relationship? If so, describe what reasons are lawful in your jurisdiction?
No. The general rule is that an employer is entitled to terminate employment of employees at its discretion and not required by law to specify a reason for termination. However, in this circumstance, an employer has the obligation to make payment of statutory severance pay at the rate set out by the Labour Protection Act 1998 ("LPA") (which ranges from 30 to 300 days' wages depending upon length of service) to an employee whose employment is terminated without reason or for reasons other than those set out in Section 119 of the LPA.
Examples of reasons for termination of employment under Section 119 of the LPA include the instance (i) where the employee performs his duties dishonestly or intentionally commits a criminal act against the employer or (b) where the employee intentionally causes the employer to suffer losses.
In the case that the employer needs to rely upon one of the grounds under Section 119 of the LPA to terminate employment without paying any statutory severance pay or to protect the employer from a claim for unfair termination, the termination notice must specify clearly details of the misconduct of the employee and the reasons for termination, otherwise, the employer would be prohibited by law from relying on such reasons and fact when defending a Labour Court claim against the employer.
What, if any, additional considerations apply if large numbers of dismissals (redundancies) are planned?
There are no specific additional legal requirements regarding redundancies. However, if the termination of employment is made without cause or without reasonable cause and fairness to an employee, the employee would be entitled to file a claim in the Labour Court against the employer for damages for unfair termination. Therefore, the employer would need to give careful consideration to the necessity and reasons for the large number of dismissals prior to invoking the termination exercise and implement a fair procedure (using fair criteria) for the selection of employees whose employment would be terminated.
What, if any, additional considerations apply if a worker's employment is terminated in the context of a business sale?
There are no specific additional legal requirements regarding termination arising from a business sale. However, in order to mitigate the risk of a claim for unfair termination, the employer must implement and use fair criteria to select employees whose employment is to be terminated.
What, if any, is the minimum notice period to terminate employment?
The minimum statutory notice period is one actual prospective pay period for the employee concerned, but no more than 3 months' notice needs to be given (if the actual pay period is more than 3 months). If the employment contract provides for a longer notice period, the employer would be required to comply with such notice period.
Under the LPA, advance notice of termination is not required if the employment is being terminated under any of the grounds in Section 119 of the LPA.
Is it possible to pay monies out to a worker to end the employment relationship instead of giving notice?
Yes, in the case where an employer would like the employment to be terminated with immediate effect, the employer is entitled to make payment in lieu of advance notice.
Can an employer require a worker to be on garden leave, that is, continue to employ and pay a worker during his notice period but require him to say at home and not participate in any work?
Does an employer have to follow a prescribed procedure to achieve an effective termination of the employment relationship? If yes, describe the requirements of that procedure or procedures.
Except in cases that fall under Section 119 of the LPA, generally, under the law, an employer is required to give prior notice to an employee in order to terminate the employee's employment or make payment of lieu of advance notice for the termination of employment to be effective immediately (please see paragraph 6 above). The employer would also be required to pay wages, overtime pay, holiday pay, holiday overtime pay and unused annual leave which the employee is entitled to receive, to the employee, within three days from the date of termination of employment. In all cases which do not fall within Section 119 of the LPA, the employer would also be required to make payment of statutory severance pay, and any other contractual benefits to which the employee would be entitled under the employee's contract of employment.
However, in the case where the employees have set up a labour union, the termination of employment of an employee who is a member of the Employee's Committee of the labour union must be approved by the Labour Court only. Save for the Labour Court's approval, the termination of employment of a member of the Employee's Committee can be made without having to give notice to any other third party.
If the employer does not follow any prescribed procedure as described in response to question 7, what are the consequences for the employer?
An employee would be entitled to claim against the employer for (i) payment in lieu of advance notice (if no advance notice is given as required by law), (ii) statutory severance pay, and (iii) interest on all unpaid amounts. In addition, an employer would be liable to a fine and a term of imprisonment for failure to comply with the requirements under the LPA.
How, if at all, are collective agreements relevant to the termination of employment?
Collective agreements would be relevant to the termination of employment if the collective agreement sets out benefits or entitlements of employees upon the termination of employment of employee (for example, a specific amount of payment in lieu of advance notice which exceeds the legal requirement).
Does the employer have to obtain the permission of or inform a third party (e.g local labour authorities or court) before being able to validly terminate the employment relationship? If yes, what are the sanctions for breach of this requirement?
No, except in the case that the employee whose employment is being terminated is a member of the Employee's Committee of a labour union, in which case the Labour Court's approval (as mentioned in paragraph 11 above) would be required. Failure to comply with the requirements under paragraph 12 would also result in the employer being liable to imprisonment not exceeding one month and/or to a fine not exceeding Baht 1,000, or to both.
What protection from discrimination or harassment are workers entitled to in respect of the termination of employment?
An employee is entitled to claim for unfair termination under the Act Establishing Labour Courts and Labour Procedure B.E. 2522 (1979). What constitutes "unfair" termination is not adequately defined under Thai law. Discrimination and/or harassment can also be seen as a basis for claiming unfair termination. In addition, under the LPA, there is protection from discrimination or harassment as described below.
Protection from discrimination
According to Section 15 of the LPA, discrimination based on genders is prohibited. As such, an employer must treat his male and female workers equally unless it is inapplicable due to the nature or conditions of the work.
Protection from harassment
According to Section 16 of the LPA, an employer, a chief, a supervisor, or a work inspector shall be prohibited from committing sexual harassment against an employee. Additionally, sexual harassment can constitute a criminal offence under Thai law if all elements of the offence are satisfied. Apart from the criminal punishment, the employer who commits sexual harassment may be claimed compensation of the damage by an employee.
What are the possible consequences for the employer if a worker has suffered discrimination or harassment in the context of termination of employment?
Any employer violating Section 15-16 of the LPA shall be imposed a fine not exceeding THB20,000. For unfair termination, there is no set scale for payments; however, we have seen cases where the court has awarded at least one month for every year of service.
Are any categories of worker (for example, fixed-term workers or workers on family leave) entitled to specific protection, other than protection from discrimination or harassment, on the termination of employment?
In accordance with the LPA and the Labour Relation Act B.E.2518 ("LRA"), the following categories of employee are entitled to specific protection on the termination of employment:
- pregnant employees (Section 43 of the LPA);
- any employees, representatives of employees, committee or sub-committee members of a labour union or labour federation involved in a demand for an agreement relating to conditions of employment or an amendment of that agreement, during the period in which the demand had been submitted to the employer, unless in certain exceptional circumstances (for example, where the employee performs his duties dishonestly or intentionally commits a criminal act against the employer) (Section 31 of LRA); and
- an employee who is a member of an employee's committee, unless the Labour Court permits (Section 52 of the LRA).
Are workers who have made disclosures in the public interest (whistleblowers) entitled to any special protection from termination of employment?
In Thailand, whistleblowers are not entitled to any special protection from termination of employment. The closest relevant law is the LRA which prescribes that the employee concerning with a negotiation under the LRA or a lawsuit under the LPA is protected from termination of employment by an employer.
What financial compensation is required under law or custom to terminate the employment relationship? How do employers usually decide how much compensation is to be paid?
Under Thai laws, the following financial compensations are required to be paid in order to terminate the employment contract.
1) Notice (Please also see our comment in Q4-5)
Under the LPA, unless a longer notice period is provided for in an employment agreement, an employee is generally entitled to receive one full pay period's advance notice of termination. In Thailand this is usually a one month period.
The employer may pay wages for the notice period in lieu of having the employee serve out the notice period, but wages paid in lieu of service are in addition to the required severance pay.
Advance notice is not required where there has been serious wrongdoing by the employee.
2) Accrued Wages and Benefits
The LPA requires that wages, overtime pay, holiday pay, holiday overtime pay and a payment in lieu of unused annual holiday be paid to an employee within three days from the date of termination of employment.
3) Severance pay
Except in cases of serious wrongdoing, any employee that is terminated in Thailand is entitled under the Act to receive severance pay.
The amount required to be paid is based on the duration of employment, as follows:
Length of Service
Severance Pay Entitlement
(determined using current salary rate)
120 days or more but less than one year
30 days
1 year or more but less than 3 years
90 days
3 years or more but less than 6 years
180 days
6 years or more but less than 10 years
240 days
10 years upwards
300 days
An employer has an obligation, under the LPA, to pay special severance pay to an employee if the termination of employment is made because of (i) relocation of the employer's establishment in accordance with Section 120 of the LPA; or (ii) replacement of machinery or technology advancement in accordance with Section 121 of the LPA.
Can an employer reach agreement with a worker on the termination of employment in which the employee validly waives his rights in return for a payment? If yes, describe any limitations that apply.
Where the employee is terminated, any agreement entered by the employee to waive the right to claim statutory payments for termination is void under Section 150 of the Civil and Commercial Code.
Nevertheless, in practice, such waiver is acceptable where the employee resigns.
Is it possible to restrict a worker from working for competitors after the termination of employment? If yes, describe any relevant requirements or limitations.
In Thailand, it is possible to restrict an employee from working for competitors of the employer or engaging in a business that is the same as or which is in competition with the employer's business after the termination of employment. The precedent of the Thai Supreme Court suggests that such restrictive clause to protect commercial rights and benefits of employers, who may suffer from the loss if the employee breaches the restrictive agreement, is valid if the restriction:
- does not entirely prohibit or hinder the employee from making a living; and
- is enforced on specific restricted business and/or for a restricted time period which is considered to be fair.
Restriction can be either geographical, which prohibits the carrying out of the restricted business in a certain area, and/or for a specified time, provided that the geographical area and time specified is deemed to be fair. Nevertheless, in an event that the Court views that such restriction imposes too much of a burden on the employee, the Court has the power to alter the restriction at its discretion under the Unfair Contract Terms Act B.E. 2540 ("Unfair Contract Term Act")..
Can an employer require a worker to keep information relating to the employer confidential after the termination of employment?
An employer can require an employee to keep information related to the employer confidential after the termination of employment by:
- providing a non-disclosure agreement in an employment contract; or
- mutually making a non-disclosure agreement separately from an employment contract with an employee.
However, a non-disclosure agreement is subject to Unfair Contract Terms Act. A non-disclosure agreement may be deemed to be an unfair contract term if the court consider that such agreement causes excessive restriction of rights, freedom and burden to an employee (e.g. agreement with unlimited binding period). A non-disclosure agreement which is deemed to be an unfair contract term shall only be enforceable to the extent that they are fair and reasonable according to the circumstances.
Are employers obliged to provide references to new employers if these are requested?
There is no specific rule regarding employer reference. However, according to section 585 of Thai Civil and Commercial Code, when an employment comes to an end, the employee is entitled to a certificate as to the length and nature of his employment.
What, in your opinion, are the most common difficulties faced by employers in your jurisdiction when terminating employment and how do you consider employers can mitigate these?
From our view, the most common difficulty faced by employers in Thailand when terminating employment is considering whether or not the termination of employment would be considered as "unfair" under Section 49 of the Act Establishing the Labour Courts and Labour Procedure B.E. 2522 (1979). An unfair termination case is a common labour dispute in Thailand, if the Labour Court finds that the termination is unfair, the Court can order reinstatement of the employee on the same terms and conditions of employment (that is, same salary and position before termination). However, if the Court decides that the parties are no longer able to work together, then the Court can order payment of compensation for unfair termination.
Employers may minimise the risk of unfair termination claims by entering into a separation agreement, where the employee agrees to resign in exchange for an ex-gratia amount paid in addition to the amount entitled by the employee if he/she is terminated.
Are any legal changes planned that are likely to impact on the way employers in your jurisdiction approach termination of employment? If so, please describe what impact you foresee from such changes and how employers can prepare for them?
A new provision was added to the LPA in 2017 which provides that the retirement of an employee at an age either agreed between the employer and employee or specified by the employer, is deemed to be a termination of employment under the LPA. Where there is no agreement on a retirement age, or the retirement age is not specified by the employer or the retirement age is specified to be at an age older than 60 years, an employee who reaches 60 years of age (or at any time thereafter) is entitled to express his/her intention to retire to the employer, and the retirement will take effect 30 days later. In these instances, the employer is obliged to pay severance pay in accordance with Section 118 of the LPA.
With respect to planned legal changes, the Ministry of Labour is proposing to amend the LPA on various issues, including the imposition of 15% interest where an employer fails to pay wages in lieu of advance notice upon termination of employment, and to extend the scope of severance pay provisions such that an employee having a length of service of 20 years or more would be entitled to severance pay of 400 days' salary. There is as yet no definite date on which these proposed amendments are likely to be passed, and so it is highly recommended that employers should continue monitoring their progress.


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Trivandrum: Giving an impetus to the start-up revolution in Kerala, the Technopark Technology Business Incubator (TBI) is setting up an Open Innovation Space, 'Open i Space', on its campus in Thiruvananthapuram for innovators and young student entrepreneurs.
Minister for IT & Industries, Shri P K Kunhalikutty will inaugurate the project in the presence of Chief Minister Shri Oommen Chandy at a function to be held in Thiruvananthapuram today.
The inauguration of 'Open i Space' will be held on the sidelines of a function to mark the formal announcement and logo launch of Young Entrepreneurs Summit (YES) by the Chief Minister. YES , a key initiative included in the State Government's 'Mission 676', will be organised by KSIDC, in association with Kerala IT, Technopark, Technopark TBI, Infopark, KINFRA, Startup Village, TiE and the Confederation of Indian Industry (CII), in Kochi on September 12.
The 'Open i Space' startup space will provide plug and play facilities with four to twelve seats, along with Wi-Fi Internet connectivity, to young entrepreneurs who want to set up their IT ventures at Technopark, Trivandrum. The Open Innovation Space is a joint initiative of Technopark-TBI and RIW (Rajdhani Technologies – Istrian Technologies – Waybeo Ventures).
Dr. K C Chandrasekharan Nair, MD of Technopark TBI said, "The TBI mooted the project due to insufficient space for start-ups. Out of the 190-odd start-ups, around 40 firms share virtual space at the TBI. Now we have over a thousand applications pending for allotment of space. By setting up the Open Innovation Space, we hope to provide them with a real facility to work from."
The 'Open i Space' huts will also offer 50 free email IDs, software licenses, virtual work spaces, servers, cloud infrastructure and other hardware requirements for start-ups at a minimum monthly cost. Concepts like Bring Your Own Device (BYOD), Platform As A Service (PAAS) and Software As A Service (SAAS) will also be promoted. In addition, the Park will provide Data Farm, which provides data storage facility to companies operating in the campus at a much lower cost with support from HP Cloud services and IBM BlueMix for which the T-TBI has already signed MoUs.
Kerala IT News

subset: commoncrawl


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You will find some useful or interesting links on this page. Please take good note of our Terms & Conditions (Art.10) as regards these links, and be aware of our Privacy Policy (Point 7) on the subject. The Felines agency does not necessarily answer for the websites listed on this page, especially as regards forums and escorts directories. If despite our frequent checks you see that a link on this page is not working any more, kindly inform us.
Reviews and testimonials on agencies and escorts in Europe and around the world.
Reviews on agencies and escorts worldwide.
A very full worldwide directory of escorts and agencies.
Worldwide escorts directory.
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A worldwide escorts directory.
An European escorts directory.
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The Geneva Tourism website. All the information on the region, hotels, restaurants, events, etc ...


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MacArthur Home
Access to the MacArthur Violence Risk Assessment Data - click here.
THE MacARTHUR VIOLENCE RISK ASSESSMENT STUDY
September 2005 Update of the Executive Summary
A study funded by the National Institute of Mental Health employed the public-assess data from the MacArthur Violence Risk Assessment Study to develop violence risk assessment software, and also validated that software on independent samples of patients. The results of this validation study have been published:
Monahan, J, Steadman, H., Robbins, P., Appelbaum, P., Banks, S., Grisso, T., Heilbrun, K., Mulvey, E., Roth, L., and Silver, E. (2005). An actuarial model of violence risk assessment for persons with mental disorders. Psychiatric Services, 56, 810-815.
The software, called the Classification of Violence Risk (COVR) is available from Psychological Assessment Resources, Inc. 16204 N. Florida Avenue, Lutz, FL 33549. Phone: 800 331 8378. Web: www.parinc.com
May 2004 Update of the Executive Summary
The principal findings of the MacArthur Violence Risk Assessment Study were summarized and integrated in Monahan, J., Steadman, H., Silver, E., Appelbaum, P., Robbins, P., Mulvey, E., Roth, L., Grisso, T., & Banks, S. (2001). Rethinking Risk Assessment: The MacArthur Study of Mental Disorder and Violence. New York: Oxford University Press.
Since the publication of Rethinking Risk Assessment in 2001, Network members have published a number of articles that have reported further analyses of the dataset:
Robbins, P., Monahan, J., & Silver, E. (2003). Mental disorder and violence: The moderating role of gender. Law and Human Behavior, 27, 561-571.
Skeem, J., Monahan, J., & Mulvey, E. (2002).Psychopathy, treatment involvement, and subsequent violence among civil psychiatric patients. Law and Human Behavior, 26, 577-603.
Skeem, J., Miller, J., Mulvey, E., Tiemann, J., & Monahan, J. (submitted for publication). Using a Five Factor lens to sharpen focus on the relation between personality traits and violence in psychiatric patients.
Skeem, J. L., & Mulvey, E. P. (2001). Psychopathy and community violence among civil psychiatric patients: Results from the MacArthur Violence Risk Assessment Study. Journal of Consulting & Clinical Psychology, 69, 358-374.
Skeem, J. L., Mulvey, E. P., & Grisso, T. (2003). Applicability of traditional and revised models of psychopathy to the Psychopathy Checklist: Screening Version. Psychological Assessment, 15, 41-55.
In April of 2001, the entire dataset from the MacArthur Violence Risk Assessment Study was made publicly available on the web at www.macarthur.virginia.edu/risk.html
Since that time, the dataset has been downloaded by over 500 people using it for their own re-analyses.
Questions regarding the forthcoming availability of violence risk assessment software developed under a National Institute of Health grant from the publicly-available data set of the MacArthur Violence Risk Assessment Study should be directed to John Monahan (email@example.com).
Executive Summary
April 2001
Beliefs about the causes of mental disorder have shifted over the centuries, but the belief that mental disorder predisposes many of those suffering from it to behave violently has endured. Indeed, this belief appears to have increased in intensity in the past several decades, despite many educational campaigns designed to allay public apprehension.
These perceptions are reflected both in formal policies toward people with mental disorders and in the public's expectations about the role of mental health professionals in insuring the safety of the community. Violence risk assessment now is widely assumed by policy makers and the public to be a core skill of the mental health professions and plays a pivotal role in mental health law throughout the world. "Dangerousness to others" is now a principal standard for inpatient commitment, outpatient commitment, and commitment to a forensic hospital. The imposition of tort liability on mental health professionals who negligently fail to anticipate and avert a patient's violence to others has become commonplace.
Despite the pervasiveness of violence risk assessment in mental health law, research continues to indicate that the unaided abilities of mental health professionals to perform this task are modest at best. Many have suggested that making available to clinicians statistical ("actuarial") information on the empirical relationships between various risk factors and subsequent violent behavior is the only way to reduce the disconnect between what the law demands and what clinicians currently are able to provide.
General Research Strategy
The MacArthur Violence Risk Assessment Study[1] had two core goals: to do the best "science" on violence risk assessment possible, and to produce an actuarial violence risk assessment "tool" that clinicians in today's world of managed mental health services could actually use. From these initial intellectual commitments, the Study evolved in six stages over the decade it took to plan, execute, and analyze the research.
Identifying Gaps in Methodology. Almost all existing studies of violence risk assessment suffer from one or more methodological problems: they considered a constricted range of risk factors, often a few demographic variables or scores on a psychological test; they employed weak criterion measures of violence, usually relying solely on arrest; they studied a narrow segment of the patient population, typically males with a history of prior violence; and they were conducted at a single site. Based upon this critical examination of existing work, we designed a piece of research that could, to the greatest extent possible, overcome the methodological obstacles we had identified. We studied a large and diverse array of risk factors. We triangulated our outcome measurement of violence, adding patient self-report and the report of a collateral informant to data from official police and hospital records. We studied both men and women, regardless of whether they had a history of violence. And we conducted our study at several sites rather than at a single site.
Selecting Promising Risk Factors. Although we lacked any comprehensive theory of violence by people with mental disorder from which we could derive hypothesized risk factors, recent studies suggested that a number of variables might be potent risk factors for violence among people with a mental disorder. We assessed personal factors (e.g., demographic and personality variables), historical factors (e.g., past violence and mental disorder), contextual factors (e.g., social support and social networks), and clinical factors (e.g., diagnosis and specific symptoms). We chose what we believed to be the best of the existing measures of these variables, and where no instrument to adequately measure a variable was available, we commissioned the development of the necessary measure.
Using Tree-Based Methods. We developed violence risk assessment models based on the "classification tree" method rather than the usual linear regression method. A classification tree approach reflects an interactive and contingent model of violence, one that allows many different combinations of risk factors to classify a person at a given level of risk. The particular questions to be asked in any assessment grounded in this approach depend on the answers given to prior questions. Factors that are relevant to the risk assessment of one person may not be relevant to the risk assessment of another person. This contrasts with a regression approach in which a common set of questions is asked of everyone being assessed and every answer is weighted to produce a score that can be used for purposes of categorization.
Creating Different Cut-Offs for High and Low Risk. Rather than relying on the standard single threshold for distinguishing among cases, we decided to employ two thresholds – one for identifying higher risk cases and one for identifying lower risk cases. We assumed that inevitably there will be cases that fall between these two thresholds, cases for which any actuarial prediction scheme is incapable of making an adequate assessment of high or low risk. The degree of risk presented by these intermediate cases cannot be statistically distinguished from the baserate of the sample as a whole (therefore, we refer to these cases as constituting an "average risk" group).
Repeating the Classification Tree. To increase the predictive accuracy of a classification tree, we re-analyzed those cases designated as "average risk". That is, all people not classified into groups designated as either high- or low-risk in the standard classification tree model were pooled together and re-analyzed. The logic here was that the people who were not classified in the first iteration of the analysis might be different in some significant ways from the people who were classified, and that the full set of risk factors should be available to generate a new classification tree specifically for these people who were not already classified as high or low risk. We referred to the resulting classification tree model as an "iterative" classification tree).
Combining Multiple Risk Estimates. Finally, we estimated several different risk assessment models in an attempt to obtain multiple risk assessments for each case. That is, we chose a number of different risk factors to be the lead variable upon which a classification tree was constructed. In attempting to combine these multiple risk estimates, we began to conceive of each separate risk estimate as an indicator of the underlying construct of interest, violence risk. The basic idea was that patients who scored in the high risk category on many classification trees were more likely to be violent than patients who scored in the high risk category on fewer classification trees. (And analogously, patients who scored in the low risk category on many classification trees were less likely to be violent than patients who scored in the low risk category on fewer classification trees).
Specific Research Methods
Admissions (n=1,136) were sampled from acute civil inpatient facilities in Pittsburgh, PA, Kansas City, MO, and Worcester, MA. We selected English-speaking patients between the ages of 18 and 40, who were of White, African American, or Hispanic ethnicity, and who had a chart diagnosis of thought or affective disorder, substance abuse, or personality disorder. The median length of stay was 9 days. After giving informed consent to participate in the research, the patient was interviewed in the hospital by both a research interviewer and a research clinician in order to assess him or her on each of the risk factors.
Three sources of information were used to ascertain the occurrence and details of a violent incident in the community. Interviews with patients, interviews with collateral individuals (i.e., persons named by the patient as someone who would know what was going on in his or her life), and official sources of information (arrest and hospital records) were all coded and compared. For the analyses reported here, the patients and collaterals were interviewed twice (every 10 weeks) over the first 20 weeks -- approximately 4-5 months -- from the date of hospital discharge.
Violence to others was defined to included acts of battery that resulted in physical injury; sexual assaults; assaultive acts that involved the use of a weapon; or threats made with a weapon in hand.
At least one violent act during the first 20 weeks after discharge from the hospital was committed by 18.7 percent of the patients we studied. Of the 134 risk factors we measured in the hospital, approximately half (70) had a statistically significant bivariate relationship with later violence in the community (p<.05). Some examples of specific risk factors that were – or were not – significantly related to violence:
Gender. Men were somewhat more likely than women to be violent, but the difference was not large. Violence by women was more likely than violence by men to be directed against family members and to occur at home, and less likely to result in medical treatment or arrest.
Prior violence. All measures of prior violence – self-report, arrest records, and hospital records – were strongly related to future violence.
Childhood experiences. The seriousness and frequency of having been physically abused as a child predicted subsequent violent behavior, as did having a parent – particularly a father – who was a substance abuser or a criminal.
Neighborhood and race. While there was an overall association between race and violence, African Americans and whites who lived in comparably disadvantaged neighborhoods had the same rates of violence.
Diagnosis. A diagnosis of a major mental disorder -- especially a diagnosis of schizophrenia -- was associated with a lower rate of violence than a diagnosis of a personality or adjustment disorder. A co-occurring diagnosis of substance abuse was strongly predictive of violence.
Psychopathy. Psychopathy, as measured by a screening version of the Hare Psychopathy Checklist, was more strongly associated with violence than any other risk factor we studied. The "antisocial behavior" component of psychopathy, rather than the "emotional detachment" component, accounted for most of this relationship.
Delusions. The presence of delusions – or the type of delusions or the content of delusions – was not associated with violence. A generally "suspicious" attitude toward others was related to later violence.
Hallucinations. Neither hallucinations in general, nor "command" hallucinations per se, elevated the risk of violence. If voices specifically commanded a violent act, however, the likelihood of violence was increased.
Violent thoughts. Thinking or daydreaming about harming others was associated with violence, particularly if the thoughts or daydreams were persistent.
Anger. The higher a patient scored on the Novaco Anger Scale in the hospital, the more likely he or she was to be violent later in the community.
These are only bivariate relationships between risk factors measured in the hospital and violence during the first 20 weeks after discharge into the community, however. How do the risk factors perform when combined in a multivariate way? Recall that we did not use regression-based methods to combine variables, but rather employed the classification tree technique.
Rather than pitting different tree-based risk assessment models against one another and choosing the one model that appears "best," we used an approach that integrates the predictions of many different risk assessment models, each of which may capture a different but important facet of the interactive relationship between the risk factors and violence. Using this approach, we ultimately combined the results of five prediction models generated by the Iterative Classification Tree methodology. This combination of models produced results not only superior to those of any of its constituent models, but superior to any other actuarial violence risk assessment procedure reported in the literature to date. Using only the 106 risk factors commonly available in hospital records or capable of being routinely assessed in clinical practice, we were able to place all patients into one of five risk classes for which the prevalence of violence during the first 20 weeks following discharge into the community varied between 1 percent and 76 percent. The risk factors that emerged most frequently on the various models are presented in Table 1, and the five risk groups that materialized from the use of these risk factors -- along with the numbers of patients who fell into each risk group -- are presented in Figure 1.
The approach to risk assessment developed in the MacArthur Violence Risk Assessment Study appears to be highly accurate when compared to other approaches to assessing risk among people hospitalized in acute-care psychiatric facilities. But it is also much more computationally complex than other approaches. Five tree-based prediction models need to be constructed, each involving the assessment of many risk factors. It would clearly be impossible for a clinician to commit the multiple models and their scoring to memory, since different risk factors are to be assessed for different patients, and using a paper-and-pencil protocol would be very unwieldy. Fortunately, however, the administration and scoring of multiple tree-based models lends itself to software. In clinical use, the risk assessment instrument we have developed would consist simply of a series of questions that would flow one to the next on a computer screen -- through the various iterations of each of the models as necessary -- depending on the answer to each prior question. Under a grant from the National Institute of Mental Health, we are currently in the process of testing a prototype of such "violence risk assessment software." The software should be available in 2003. Further information will be available at this website.
Appelbaum, P., Robbins, P., & Monahan, J. (2000). Violence and delusions: Data from the MacArthur Violence Risk Assessment Study. American Journal of Psychiatry, 157, 566-572.
Appelbaum, P., Robbins, P., & Roth, L (1999). A dimensional approach to the assessment of delusions. American Journal of Psychiatry, 156, 1938-1943.
Banks, S., Robbins, P., Silver, E., Vesselinov, R., Steadman, H., Monahan, J., Mulvey, E., Appelbaum, P., Grisso, T., & Roth, L. (in press). A multiple models approach to violence risk assessment among people with mental disorder. Criminal Justice and Behavior.
Grisso, T., Davis, J., Vesselinov, R., Appelbaum, P., & Monahan, J. (2000). Violent thoughts and violent behavior following hospitalization for mental disorder. Journal of Consulting and Clinical Psychology, 68, 388-398.
Monahan, J., & Appelbaum, P. (2000). Reducing violence risk: Diagnostically based clues from the MacArthur Violence Risk Assessment Study. In S. Hodgins (Ed.), Effective prevention of crime and violence among the mentally ill. Dordrecht, The Netherlands: Kluwer Academic Publishers (pp. 19-34).
Monahan, J., Appelbaum, P., Mulvey, E., Robbins, P., & Lidz, C. (1994). Ethical and legal duties in conducting research on violence: Lessons from the MacArthur Risk Assessment Study. Violence and Victims, 8, 380-390.
Monahan, J., & Steadman, H. (eds) (1994). Violence and mental disorder: Developments in risk assessment. Chicago: University of Chicago Press.
Monahan, J., Steadman, H., Appelbaum, P., Robbins, P., Mulvey, E., Silver, E., Roth, L., & Grisso, T. (2000).Developing a clinically useful actuarial tool for assessing violence risk. British Journal of Psychiatry, 176, 312-319.
Monahan, J., Steadman, H., Silver, E., Appelbaum, P., Robbins, P., Mulvey, E., Roth, L., Grisso, T., & Banks, S. (2001). Rethinking risk assessment: The MacArthur study of mental disorder and violence. New York: Oxford University Press.
Robbins, P., Monahan, J., & Silver, E. (2001). Mental disorder, violence, and gender. Submitted for publication.
Silver, E. (2000). Race, neighborhood disadvantage, and violence among persons with mental disorders: The importance of contextual measurement. Law and Human Behavior, 24, 449-456.
Silver, E. (2000). Extending social disorganization theory: A multilevel approach to the study of violence among persons with mental illnesses. Criminology, 38, 301-332.
Silver, E., Mulvey, E., & Monahan, J. (1999). Assessing violence risk among discharged psychiatric patients: Toward an ecological approach. Law and Human Behavior, 23, 235-253.
Silver, E., Smith, W. R., & Banks, S. (2000). Constructing actuarial devices for predicting recidivism: A comparison of methods. Criminal Justice and Behavior, 27, 732-763.
Skeem, J., & Mulvey, E. (in press). Psychopathy and community violence among civil psychiatric patients: Results from the MacArthur Violence Risk Assessment Study. Journal of Consulting and Clinical Psychology.
Steadman, H., Monahan, J., Robbins, P., Appelbaum, P., Grisso, T., Klassen, D., Mulvey, E., & Roth, L. (1993). From dangerousness to risk assessment: Implications for appropriate research strategies. In S. Hodgins (ed.), Crime and Mental disorder. Newbury Park, CA: Sage (pp. 39-62).
Steadman, H., Mulvey, E., Monahan, J., Robbins, P., Appelbaum, P., Grisso, T., Roth, L., & Silver, E. (1998). Violence by people discharged from acute psychiatric inpatient facilities and by others in the same neighborhoods. Archives of General Psychiatry, 55, 393-401.
Steadman, H., & Silver, E. (2000). Immediate precursors to violence among persons with mental illness; A return to a situational perspective. In S. Hodgins (ed.), Effective prevention of crime and violence among the mentally ill. Dordrecht, The Netherlands: Kluwer Academic Publishers (pp. 35-48).
Steadman, H., Silver, E., Monahan, J., Appelbaum, P., Robbins, P., Mulvey, E., Grisso, T., Roth, L., & Banks, S. (2000). A classification tree approach to the development of actuarial violence risk assessment tools. Law and Human Behavior, 24, 83-100.
Table 1: Major Violence Risk Factors
Prior arrests
Age (-)
Child abuse
Antisocial PD
Schizophrenia (-)
Used drugs
Home until 15 (-)
Other Clinical
Substance Abuse
Anger control
Violent fantasies
Loss of consciousness
Involuntary status
Figure 1
[1] For information on the MacArthur Community Violence Study, which compared violence committed by persons discharged from psychiatric facilities with violence committed by other people living in the same neighborhoods, click here.


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Two stoic kayakers in Argentina recently saw — and filmed — their whale-watching trip become a human-watching trip for a group of curious southern right whales. And just like people, some whales apparently can't resist the urge to pick up smaller wildlife for a closer look.
The encounter took place near Puerto Madryn, a coastal city in Argentine Patagonia known for its whales, dolphins, penguins and other marine life. The kayakers reportedly noticed a pod of southern right whales and began paddling closer, only to find themselves suddenly surrounded by enormous mammals that can reach 50 feet long and weigh up to 120,000 pounds as adults.
It should be noted, of course, that approaching whales is rarely a good idea — especially when you're in deep water, protected by just a plastic boat and oars. Not only is this often illegal, but it can also be dangerous. While these whales seem benevolent, even a flinch could be fatal when they're under your kayak. Just imagine what they might do if they ever learn why we call them "right whales."
This interaction went smoothly, though, and it's hard not to enjoy such goodwill between our species. As long as we don't go overboard — figuratively or literally — watching wild whales and dolphins in their natural environment beats hunting them or watching them swim in tanks.
Related cetacean stories on MNN:
- Are seagulls killing whales in Argentina?
- False killer whales 'talk' to a GoPro camera
- See dozens of wild dolphins surfing together


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Can I Have 5 Minutes of Your Time? is one of the best selling books on sales to come along in over 20 years. The ideas and concepts inside have been used by tens of thousands of people to increase their sales performance.
Sandy Steinman


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The enabling legislation of the Champlain Valley National Heritage Partnership
identifies the Lake Champlain Basin Program (LCBP) as the heritage
area's managing entity. While most of the CVNHP is located within
the Lake Champlain Basin, the new designation extends southward into
Bennington and Saratoga counties. The legislation also contains CVNHP
activities to the counties that border Lake Champlain, Lake George, the
Champlain Canal and the Upper Hudson River.
LCBP works in partnership with government agencies from New York,
Vermont, and Quebec, private organizations, local communities, and individuals
to coordinate and fund efforts which benefit the Lake Champlain Basin's
water quality, fisheries, wetlands, wildlife, recreation, and cultural
resources. The LCBP believes that increasing access to recreation programs
and providing cultural heritage learning opportunities builds a sense
of stewardship for the environmental, historic, and social resources
of the basin. Over the years, the LCBP has provided more than $1 million
for cultural heritage and recreation projects. Search
the LCBP's Grant
Database to learn more.
The CVNHP
planning process is guided by the Lake Champlain Steering Committee with
advisement from the LCBP Cultural Heritage and Recreation Advisory Committee,
which is made up of specialists from the heritage, recreation, and transportation
The LCBP Steering Committee manages the CVNHP with advisement from the LCBP Heritage Area Program Advisory Committee (HAPAC), which is made up of specialists from the heritage, recreation and tourism sectors.
Several LCBP staff support the planning efforts for the CVNHP.
These include:


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Just recently I got a chance to check out the Flow Kimonos Duffel Bag. Finding a good gym bag can be tough. I have gone through a few of them and each bag has its own advantages.
Initially, when I received the bag, the box it was shipped in was small. I wondered "Umm, how small is this bag?". When I opened up the box, I saw this awesome, perfectly wrapped and packaged (well done Flow!) bag that used its own compartments to pack the bag (Picture attached). I thought this was really cool and had fun trying to figure out how to open it. After finally getting it undone, the bag was a great size, perfect for what someone like me would need it for: Everyday training and the occasional weekend trip for you folks like myself that do some light traveling here and there.
Initial Thoughts
The bag is made out of a PVC fabric which is waterproof. The Flow website describes it as "burly". To me, it felt sturdy, but the bag was light and easy to carry. There is not much fluff; one main opening for your Gis or clothes, a side pocket and a couple of mesh pockets. There weren't many other openings or secret compartments or other unnecessary features. It carried exactly what I needed it to carry.
As the head instructor of a school, I go through about two kimonos per day. Two uniforms as well as a few other accessories (finger tape, my mouthpiece, my belt, a rash guard or two) are all I need to carry. I am an A2 and the fit two gis perfectly. I probably could have shoved another one in there but didn't see the need. I doubt that most people need to carry three gis each day so looking for one that's any bigger might be superfluous. As is, the bag is perfectly compact, lightweight, sturdy and easy to carry.
What I loved most
I loved the utility of this bag. Again, as the head instructor of a school, I go through two uniforms daily and this bag was perfect for my needs. It is going to be lighter than most other bags about the same size and the PVC material will give it more sturdiness than other fabrics. I was unable to leave a bunch of dirty gis in the bag and see if it held up to the smell test like I accidentally did with the Flow Kimonos Hemp Gi (read more here), but that might be a good thing. All in all, this is a great bag at a reasonable price and a great bag for everyday use. It carries exactly what you'll need it to carry with ease and simplicity.


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Guides A-Z
Information guide providing background information about air flow in residential buildings.
Guide describing how to install screening to keep birds, rodents, and other pests out of vent openings in new and existing homes.
Guide describing how to air seal around duct shafts and flues installed through ceilings, walls and flooring in new and existing homes.


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"The data analysis skills that I learned during my Coursera courses have reshaped how I approach business problems at work. Now I have a clearer framework for analyzing data and presenting ideas to a wide audience." -Ponprom R.
Ponprom's Recommended Courses
Ponprom R. works as a data analyst at Bloomberg. Data visualization courses on Coursera taught her to navigate through large amounts of data and to communicate her ideas to using visual graphics. Today, she's working towards her goal of becoming a data analyst who makes an impact with influential financial insights.


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Peanut Lover's Brownies
Total TimePrep: 30 min. + cooling Bake: 30 min. + chilling
Makes2 dozen
- 1/2 cup butter, softened
- 3/4 cup all-purpose flour
- 1/2 cup graham cracker crumbs
- 1/4 cup sugar
- 1/2 cup salted peanuts, chopped
- 3/4 cup butter, cubed
- 4 ounces unsweetened chocolate, chopped
- 4 eggs
- 2 cups sugar
- 2 teaspoons vanilla extract
- 1 cup all-purpose flour
- 1 cup creamy peanut butter
- 1 carton (12 ounces) frozen whipped topping, thawed
- 12 miniature peanut butter cups, coarsely chopped
- Line a 13x9-in. baking pan with foil; grease the foil. In a small bowl, combine the butter, flour, cracker crumbs and sugar; press into prepared pan. Bake at 350° for 10-12 minutes or until set. Cool on a wire rack. Sprinkle peanuts over crust.
- In a microwave, melt butter and chocolate; stir until smooth. In a large bowl, combine the eggs, sugar, vanilla and chocolate mixture. Gradually add flour. Spread over crust. Bake for 30-40 minutes or until a toothpick inserted in the center comes out clean (do not overbake). Cool on a wire rack.
- For topping, warm peanut butter for 30 seconds in a microwave. Gradually fold in whipped topping; spread over brownies. Refrigerate for 1 hour. Sprinkle with chopped peanut butter cups. Using foil, lift brownies out of pan; remove foil. Cut into bars. Store in the refrigerator.
Nutrition Facts1 cups: 354 calories, 22g fat (11g saturated fat), 61mg cholesterol, 192mg sodium, 35g carbohydrate (23g sugars, 2g fiber), 6g protein.
Every product is independently selected by our editors. If you buy something through our links, we may earn an affiliate commission.
Recommended Video
Mar 5, 2012
Very delicious dessert! This can be made ahead, but it's best to wait to sprinkle with peanut butter cups until just before serving, otherwise they turn darker.
Jan 3, 2012
So good! I halved this recipe and put it into a 8 inch square pan and cut the brownies into 12 pieces. I did not use Cool Whip, that is just a bunch of chemicals. Instead I made a peanut butter icing using 1/2 cup melted peanut butter and 1 cup 10x sugar and some milk. The icing was kind of thick, I will definitely use less next time. I also drizzled some hot fudge topping on top.
Jun 8, 2011
My teenaged daughter, who has done little baking, decided to bake these after I received the e-mailed recipe a couple of weeks ago. They were fabulous! This recipe will definitely go into the "keeper" box!


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Where can I buy Jimi™ products?
Either right here in our store, or you can click
to check for a retailer near you.
What is Jimi™ wallet made from?
The outer case is made from 100% recycled/recyclable Polypropylene, and the inner components from 100% recycled/recyclable Polycarbonate, which is a first cousin to bulletproof glass!
My card holder popped out, now what?
When there's nothing in your card holder you can remove it easily. However once you insert even one card its edges push out against the sides of the card holder, which in turn push out against the walls of the Jimi™ wallet and hold the card holder firmly in place.
These hinges looks flimsy, will they break easily?
Yes they do look flimsy, but the answer is no. The outer case is made from Polypropylene, a truly remarkable material that is not only translucent, colorful and durable, but you can hinge it. The outer case is one molded piece with three hinges or living hinges, as they're called. These living hinges can open and close at least a million times. Don't take our word for it check out an engineering information site like efunda.com.
Where should I carry this, in my back pocket?
People do, but we don't recommend it. In fact it can be a pain in the ass (sorry!). We recommend the front pocket. Jimi™ wallet is compact enough that you'll hardly know it's there. Alternatively you can wear it 'round your neck from a lanyard, which strangely enough we also sell! Click
for lanyards.
What is Jimi™ iPod nano case made from?
100% recycled/recyclable Polycarbonate, used in situations that demand high performance properties, such as impact resistance - from bullet-proof glass to cash dispensers.
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text:
If you've been following along, you know that my next book is way beyond past due. I was planning to have it ready in June, July, August, and September (at which time I had to give up the ghost and accept it was going to be longer). There were too many other things going on that needed my attention this year, and my focus and energy were just sapped. The last several months have felt like a dream, and not a particularly good one. And yes, I'm talking about the election.
Without going into too much detail, let me just say that I've spent hundreds of hours both educating myself and trying to reach out to others on behalf of the person I thought was our best bet for the presidency. It was exhausting, and frustrating, and disheartening for a myriad of reasons that I will be writing about separately. I'm actually inspired now to begin writing some non-fiction articles and submitting them, because in the course of this, I found my political voice, and boooooy do I have something to say!
But alas, my candidate did not win. It has taken and will take some more time to process my emotions over that – not having my hopes dashed, but what the outcome means for the country and the world. After those tumultuous feelings settle, or perhaps concurrently, I will be finding ways to recharge my batteries, fill the well, and stoke the creative fires once again. And after that, I foresee a long plunge into my own created worlds, if for no other reason than for the escape they provide. I'm definitely looking forward to that.
I have a few scenes left to tweak for Wild Heart, and then a final read-through, formatting, and publishing. At this point, I'm not sure of a release date. I'm considering how much setup and pre-release marketing I want to do, and for how long. My focus right now is on self care and not pushing myself or adding extra stress. When you're self-published, you can do that. I do plan to pick up blogging again and do it more regularly between now and the end of the year, regardless of how my publishing schedule shifts.
Despite everything this country and each one of us has been through in this election – and will go through in the coming months and years – for now I'm taking comfort in the fact that my mental fog is finally clearing. The sun is rising. There is still work to be done. There are still dreams to be shared. And now, more than ever, people need good stories and happy endings.
I hope the ones I have to give can make some small difference.


text:
New methodologies, such as collaboration, crowdsourcing, and mobility are redefining the way we work. Everything from firm culture to client service is evolving to brand new ways of not only thinking, but acting.
This webinar recording comes with audio, synchronized presentation materials, and expert Q&A session allowing you full webinar experience. Please listen at your convenience and take advantage of the expertise of other consulting professionals. You will need Windows Media Player 9 or higher to view this presentation.
New technologies have moved from being disruptive to transformational.


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Alec Baldwin eager for more kids
January 27th, 2012 - 7:29 am ICT by IANS
London, Jan 27 (IANS) Actor Alec Baldwin says he is eager to expand his brood with yoga-teacher girlfriend Hilaria Thomas.The 53-year-old actor, who has 16-year-old daughter Ireland with ex-wife Kim ... Read more...
Posted in Entertainment |
Tom Hanks multi-tasking is pretty impressive : Julia Roberts
July 11th, 2011 - 1:38 pm ICT by IANS
Los Angeles, July 11 (IANS) They last appeared together in 2007 film "Charlie Wilson's War" and now Julia Roberts has teamed up with Tom Hanks again in his directorial venture ... Read more...
Posted in Entertainment |
Broken family ties: Michael Jackson and his father
July 3rd, 2009 - 11:18 am ICT by IANS
By Nada Weigelt Los Angeles, July 3 (DPA) It could be weeks before the world finally knows what killed Michael Jackson. What became clearer than ever in the week since the unexpected ... Read more...
Posted in Entertainment |
Interesting Facts and Figures : Madhubala
March 17th, 2009 - 7:54 pm ICT by Sampurn Wire
Madhubala: Arguably the most beautiful artiste to ever grace the Indian screen, Madhubala rose from humble beginnings to become the most captivating star India has ever produced. Madhubala was born Mumtaz ... Read more...
Posted in Entertainment |
Postal stamp issued in honour of legendary Bollywood actress Madhubala
March 19th, 2008 - 1:01 pm ICT by admin
Mumbai, Mar 19 (ANI): India Post has paid tribute to legendary actress Madhubala, perhaps the most beautiful and attractive woman in the history of Bollywood, by releasing a postage stamp in ... Read more...
Posted in Entertainment |


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Are there any treatments which prevent the use of other treatments in the future?
Good question. This is a little complicated for a blog but in general, no. The exception is anything permanent like silicone, Artecoll/Artefill, and others available outside the United States. There can be permanent restrictions on combining these with other treatments.
Also, there can be temporary restrictions, that vary somewhat by the dermatologist, on the more common cosmetic laser or injectables. Talk to your doctor about these. For example, I don't let my patients do Thermage for 6 months after Sculptra. Hope this helps, Dr. I


text:
Find Deck Builders & Home Remodeling Contractors In Scotch Plains, NJpost
  Live In Scotch Plains? Need A New Deck? We'll Have Your Backyard Looking Right For The Summer! RMS Home Remodeling offers a wide selection of natural wood and composite decking colors & textures to choose from. We use … Read More


text:
How To Get A Top-Grade Dissertation Example For Free
Your dissertation is going to earn you good grades if it is well written. It has to be taken seriously to get your degree. When you have passed your comprehension paper, you would have to submit your thesis document for getting your degree. Every student expects to get highest grade in his thesis paper.
How to write your dissertation
If you want to achieve higher grades in your thesis, you would have to know how a good thesis paper looks like. In this regard, you would have to.
Read dissertations
Reading different papers will give you an idea of knowing the format and other basic tips that will be helpful for you in writing your own dissertation.
Remove unrequired information
It is necessary to remove that data that is of no use. It will only add length to your dissertation and it may lead you in a wrong direction. You do not have to write everything that you know. Try to add meaningful information.
Work on your writing style
You would have to maintain your tone, language, adaption of words and writing style. Non-formal writing should be avoided.
Motivating yourself
Motivation is a tool that could repair one's mind. If you feel demotivated or low, try to refresh yourself by stopping your work and taking a start again after a break.
New day, new idea
Each new day brings new idea. Refresh your paper by adding different ideas.
How to get a top-grade dissertation example for free
Check online
You could get top grade examples for your thesis easily. The easy way of achieving them, is to search them online. You need to select right key words to get right result. You will find hundreds of websites providing this service.
Post an add in paper
Posting add in local newspaper could find you, number of writers. Clearly state your requirements to get right candidates. Provide your contact details valid. Do not provide such numbers that remain switched off most often.
Search in your University for help
Ask someone in your university who cannot afford his study expenses and needs scholarship. You will be able to help somebody this way and he will be working in front of you. If you are giving the directions and instructions properly, then you are going to have an excellent thesis paper. Incorrect directions could lead to lose your grades in the paper. Be direct while giving instructions.


text:
Tuesday, October 21, 2008
I've been Tagged!
5 comments:
- tmp00 said...
Four ways! Whoa!!
I wish I had taken Piano. I love the instrument and have been told that I have hands that are made for them. The reach for my thumb and pinky spans the New Yorker. At least that's what's handy to measure here on my sofa
- October 21, 2008 at 6:20 PM
- ForTheLoveOfPerfume said...
Hi Tom!
Nice to see you here. I'm guessing you can reach well over 2 octaves then? It's never too late to learn, ya know! The only inconvenient aspect of playing piano is they're hard to move. Being a nomad for much of my single years made it difficult! Yup. Four ways.
- October 21, 2008 at 7:05 PM
- Divina said...
I was shocked with your jumping off an airplane! No way I ever imagined that!
((( hug )))
- October 22, 2008 at 1:56 AM
- ForTheLoveOfPerfume said...
Hee hee Divina! I don't think any of my friends and family did either! Of course, I had an instructor and parachute on my back but it was crazy!
- October 22, 2008 at 9:23 AM
Oh I've seen this tagging games all over perfume blogs but doesn't know how to join the fun :(
I was really amazed when you said that you can curl your tongue four ways..I tried it when I was in front of a mirror but I can only curl it in a not so unusual way :)
Make Homemade Fragrances
- October 28, 2008 at 4:44 AM


text: One of the hottest new babes to step on the scene is Carmen Caliente, a red hot sexy slut whose beautiful big Boricua booty is turning heads and dropping jaws all around the world. With plump dick-sucking lips and beautiful hazel eyes, Carmen is a gorgeous piece of ass from her head to her pretty little painted toes. Carmen's titties are a perfect perky mouthful at 34B, but clearly her big beautiful ass is her specialty. Carmen is a pro at shaking her goregeous big butt, and she twerks all 42 inches of that thick juicy ass like a master. Carmen's work is a pleasure to watch, thanks to her boundless energy and infectious enthusiasm for fucking, making every one of her scenes unique, fun, and smoking hot. Carmen says her biggest fantasy would be to fuck a firefighter, her favorite position is doggystyle, and when she's not busy fucking, this Puerto Rican hottie loves skateboarding, sunbathing, and partying with all the other sexy Brazzers babes out in porn valley. So if you've got a craving for some plump Latina ass and a winning smile, look no further than the fit, freaky, and fantastically fuckable Carmen Caliente!


text:
Responsible breeders understand the importance of pairing the right puppy with the right home. Compatibility in a home is important as it promotes harmony! A highly energetic, excitable puppy will thrive in an active home and a calm, tolerant and forgiving puppy will thrive in a quieter setting. No matter the puppy, they all need proactive training in order to learn how to live with people. By having a better understanding of their puppy's individual traits through the observation of assessment videos, puppy owners will be better equipped to meet the needs of their specific puppies. Our Happy Puppy Assessments work hand in hand with The Happy Puppy Training Kit to assist families in raising the dogs of their dreams.
Our responsible breeder clients are incredibly dedicated to their puppies and spend a great deal of time with them each and every day, giving them an opportunity to get to know their individual traits. What we have discovered during assessments is the behaviour our breeders are seeing are optimal behavioural traits which puppies will exhibit when they are comfortable with their surroundings with those that are familiar to them. The optimal behavioural traits our breeder clients see are also quite visible with new stimuli as there is strength in numbers however we often see more of a baseline temperament response in puppies when exposed to stimuli individually! We believe that a combination of observations, both optimal and baseline, will better assist our breeder clients when pairing up the right homes for their individual puppies. What puppy owners observe from their puppies differs once they bring them home which is what we refer to as baseline temperament. Puppies are frequently finding themselves in new places with new people and the temperament they exhibit at that time is a baseline temperament, which is what we observe and work with during our Happy Puppy Assessments. The push to socialize puppies early on is high yet not knowing how to do so in a proper way can cause more harm than good. Our Happy Puppy Assessment video demonstrates to owners what they will see in their individual puppy when he or she is feeling a little uncertain about a new stimuli and how to assist that puppy to gain confidence in new environments. This video combined with our Introduction to Canine Body Language Booklet drives home the importance of understanding their puppy's language which will improve safety within homes and communities!
Puppy Temperament Testing can be gentle and kind and the assessors conducting the assessments should have a great deal of behavioural knowledge with the same theoretical beliefs as the breeders that are employing them. Because of this, we will be formulating a supervised version for our long distance clients to implement whereby assessors will be guided carefully in the implementation of our exercises and videos will be uploaded for assessment report purposes. We look forward to working with some of you to develop this long distance platform! Perhaps some of you can join up, learn the assessment process and support each other in temperament testing in the future with our guidance!
We set out to assist breeders with the placement of their puppies through our Happy Puppy Assessments however have discovered many more valuable benefits which assist breeders with their breeding strategy. Please download the Assessment Benefits document for a list of benefits which may interest you!
Our assessment format differs from other temperament assessments found in the market. Please download the Assessments Format Details for more information. Additional specific assessment criteria is forwarded to all breeders seeking our services.
"Recently, Cantope had the pleasure of viewing the videos taken during temperament testing of the Cantope puppies. Their gentle, safe approach to determining the puppies' personalities will greatly assist breeders in placing puppies in suitable homes. Further, the Windy Willows written assessments take the puppy training up a notch by guiding the new family in specific training techniques geared to the individual puppy."
Diane & Peter Welsh, CANTOPE KENNEL
Diane & Peter Welsh, CANTOPE KENNEL
We attend your home to conduct our assessments when it is within driving distance.


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Nothing is guaranteed to injure a sensitive writer's feelings more deeply than brusque and insensitive criticism from some "reader" who clearly hasn't read much of what the writer wrote.
There's been a bit of this floating around lately; portentous condemnations of The Vancouver Sun for its unseemly failure to properly cover subjects that the critic has recently discovered and deems important.
Climate change, for example; climate change accelerated by human contributions to global warming through the burning of fossil fuels, or the enabling of their burning by the selling of said resources.
Now, I don't have shares in The Vancouver Sun. It's part of a giant corporate machine that buys ink by the tanker load and newsprint in lots of 100,000 tonnes and it has its own agenda, sometimes weird and mysterious to mere cogs like me.
On the corporate side, it does seem reasonable to expect like-mindedness in attitude. Business is business, after all.
But to anyone who reads the paper with a smidgen of attention, it must be clear that the clamorous denizens of the news side don't exactly march in lockstep, either with each other or with management.
Most of us don't see eye-to-eye and couldn't agree about a cup of coffee, let alone a global warming cover up. Some of us don't even like each other, for Pete's sake. Some do, but that's a story for Newsroom Confidential.
Gosh, that reminds me of my first day in this business, a weary and befuddled copy chaser coming down the back stairs at 3 a.m. I stepped into fist fight between the sports editor and the night city editor. They courteously stepped aside to let me through and then went back to the hooks and jabs. Both went on to be publishers and here am I, well past my best-before date and still labouring in Paradise, which is what news operations feel like compared to management suites and which must have a moral to it, although it escapes me at the moment.
Nevertheless, prickly as things may get, we share a mutual, if surly, respect for each, having endured dissimulations, half-truths, manipulative disingenuousness and bald-faced lies from various kinds of flackery — not to mention the obsessive monomania of special interest fanatics — on subjects like global warming, whether it be bovine flatulence or solar cycles.
Yet from some of the denunciations wafting out of the mail bag, you'd think The Vancouver Sun was part of a conspiracy run by those evil American brethren whose names shall never be spoken except from the safety of Gandalf's tower.
Mind you, I still get letters accusing me of being a servile lackey of Conrad Black, the once-upon-a-time media mogul who owned this newspaper but who hasn't owned it for years and is now back to writing for one of Toronto's many national newspapers.
Hey, it's always been a bit of an easy-come, easy-go trade. I once sat the copy desk between a former managing editor of the Chicago Tribune and a guy who had a PhD from Cambridge. Flanking them were a former RCMP staff-sergeant and a reformed bank robber. There was one reporter who ran away with Playboy's Miss October, and one who told the managing editor he was leaving for a better job — labouring for a landscaping crew. So nothing surprises.
It is painful nevertheless, to discover that you've been writing about a subject in the pages of The Vancouver Sun for 24 years and some professor dragging half the alphabet around on a leash behind his name starts whacking you over the knuckles for allegedly not writing enough on global warming, apparently having never noticed what you had already written about it.
This newspaper has published 4,675 stories about or touching upon global warming since I got here. Even if only one in 10 of the paper's 900,000 readers a week actually read those stories, it still amounts to 420,750,000 reads compared to Mr. Missed It.
I wrote my first column for The Vancouver Sun on global warming in 1990. I've never equivocated about my position. I think the science has been solid for two decades and not only is global warming happening, it's happening faster than anyone expected; human burning of fossil fuels and other activities contribute to it; if we don't get a handle on it, we're going to regret it.
Or, I should say, our children and grandchildren are going to regret it.
I've written about deforestation and global warming, the implications for water supply, climate change and crop yields, desertification, invasive species, sea level rise, ocean acidification, frequency of extreme weather events, salmon survival, policy implications, international agreements, snow cover, ice cores, atmospheric CO2 loading, the increasingly vicious spin wars and the nature and source of climate change denial.
So far, I count 84 columns of my own dealing with global warming in some way, somewhere between 100,000 and 150,000 words. That would be a couple of books up in academia. Only thing is, at a university they'd cost $95 each and the only way you'd be able to get people to read them would be assign them as course material.
Nor am I the only Vancouver Sun writer who's been on the climate change file.
Margaret Munro, Pete McMartin, Larry Pynn, Mark Hume, Terry Glavin, Ben Parfitt, Barbara Yaffe, Gordon Hamilton, Don Cayo, Chris Rose, Richard Littlemore, even David Suzuki himself — sorry that I can't give you totals for them because I'm too self-absorbed to look up their story and word counts.
I mean, come on, these critics who think we're trying to hide the truth about global warming missed all that? Man, that's some incompetent cover up.


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Building Common Ground: Architecture of Game Changers
Architecture For+With+By Refugees is an open source online platform that explores and shows ideas, projects, buildings, workshops and open calls including refugees from worldwide since 2015
Architecture For+With+By Refugees is an open source online platform that explores and shows ideas, projects, buildings, workshops and open calls including refugees from worldwide since 2015. We talked with Bence Komlosi about their concerns by launching this platform and their book, and thoughts about the social role of the architecture.
Dirim Dincer: I came across your platform while searching for the relation between architecture and refugees; and I realized that you, with Zsófia Glatz, were dealing with the housing problem in Budapest. I think it is important to consider architecture's role in the society. So, we can start from there. What were you doing before you launched the platform?
Bence Komlosi: Our team had several partners. Like Zsófia, we have Denise Castillo, who is also an architect that is working with us. We are all architects here, and we are trying to do something for the society by doing not only architectural design, but more. That is our background: we are designing houses and multifamily housings, etc; but we all want to do more for a better built environment. This moves us on a daily basis. In September 2015, Zsofia and I were in Budapest, and the refugee influx arrived just at that time. This was new for us, and we didn't know anything about it. I don't know why but for Europe, it wasn't really an issue until the Balkan Crisis a few years ago. This was new to us. We wanted to know what was going on, because you can read a lot in the media, but of course, it is never clear. So, we said "Yes, here is the situation. We can go there and see who these people are." When we went there, we realized that these people were like any of us. They were fleeing somewhere to have a better life. There were four young guys playing with toy cars. My brother also really likes playing with them; so I thought, any of them could have been my brother. This is a situation that all of us can get into any time, by doing anything. So we wanted to do something about it; and we started to work as ordinary people, but that wasn't enough for us. We also wanted to use our profession and our architectural knowledge; and deal with these problems through that perspective. We started the Architecture for Refugees platform in 2015 to deal with the refugee crisis. I think this is the background story of who we are. In the end, we are ordinary architects, designers. We were, and still are, doing research about housing, democracy and architecture, sustainability etc.
As an architect, one may ignore this crisis by thinking, "Nope, it is not my issue"; or one may care. If you do care, you try to build up a perspective towards this urgent issue, but I think positions can't be constituted firmly yet, at least that is what we are experiencing in Turkey. Yes, there is a global-scale interest in the issue, but what do you think about the constitution of such a culture? I mean, designing a shelter is not enough; but what is 'enough'? Considering the design practice, and the politics towards the refugee crisis; as long as refugees continue to live in camps, what is the meaning of designing the best camp? Considering the political and cultural aspects, I don't know the answer. For me, as an individual, I can have some ideas, and I can force my political ideas to do something about it. But as an architect, I think it has nothing to do with the profession.
I don't remember who said this, I think it was one of my colleagues; he said "you can try to design the best refugee camp, but it is still going to be a bad solution." Refugee camps are too general, and they are not good solutions for hosting the refugees. People in there are going to be isolated from society, and will have a "special status" for who knows how long. Right now, the average time spent in a refugee camp is 15 to 17 years. It is almost an entire generation. To be isolated for 17 years does nothing for being good; and their whole life, and inevitably, their whole society, is going to be ruined.
So I think that there are no good camp solutions really, but if I am to say something positive, I would say that it goes back to the similarities between cities and camps. Refugee camps are like cities. You can find several hundred books about good cities. And you will see different aspects of the city in the camps; from public areas to green areas, or a diversity in the functions of the city, or public transport, community spaces, etc. I think there are also issues with camps.
DD: So is architecture the right field to create a solution for this issue, or be involved with?
BK: Of course it is, and architecture should be more involved in the discussions, whether by building camps or cities. Your built environment is everywhere, in your whole life. It has a really huge influence on your life; so architecture's involvement is very important. Right now, refugee camps are like military camps. They are functioning very well for your body. You have shelter, shower etc.; and first aid for basic needs. But for your mind or soul, you don't get anything, because there are no community spaces in camps. The structures are just functional, but not emotional. In this sense, it is important for architects and urban planners to be involved.
DD: This also shows the importance of multidisciplinary processes. Architecture all alone can't solve any problems, and more importantly, social sciences can build the foundation of a life-time solution to these problems, such as doing short-term camps or building new forms in the city. This perspective shows that architecture is not only about hope, but is one of the essential pinions of solutions; this can make an architect more prudent. Your logo says; Architecture for+with+by Refugees; which is very inclusive; and carries the potential of doing things together. In this sense, I also wonder about your opinions on the differences between architecture for disadvantaged people, and architecture for refugees. How do you describe that?
BK: We really want to focus on refugees because they have a very special social, and legal, status. If we talk about minorities or disabled people in a society, on one hand, it is a similar situation; but on the other, they are somehow part of the society. Refugees however are in an even worse situation. They are coming from another country, they are external people in a new country. That's why we focus on refugees, even though we can learn a lot from the other disadvantaged people—things such as how we can give architectural answers to problems through new strategies. The other reason is to highlight the state of refugees for the architectural society. Their needs, which are the same as yours or mine, have to be discussed. There is an example of an organization in France called Perou, and they are trying not to focus only on refugees, but on minorities as well; saying that they are fighting for solidarity and equality. They are still dealing with minorities, and it is quite important to say that you fight for someone's equality.
DD: With the experiences you have from your platform, and considering the design side of the fight for this universal crisis, is universal design possible? What about contextual inputs? What are, in this sense, the differences among projects?
BK: There was a MoMa exhibition which used this term and I think since that time people keep using it: "Think global, act local." That is trying to highlight the importance of learning together, of zooming out, and learning from different people, situations and experiences on how to deal with the problems. And then go back and use that gained knowledge in a local scale. We believe in this, and we try to do this kind of knowledge transfer, because we believe that this crisis is generic, and that we can learn from very different parts of world. This knowledge can also be used in the local scale. As we got to see, within a year and a half, the solutions are rather similar, just like the problems are. So what we try to do is transferring the existing knowledge. People still start their new projects from zero, without knowing anything, and then having the experience. Instead of learning all of these things after starting from zero, know them prior, use this knowledge, and start from two, three steps further.
DD: Should an architect have social responsibilities? How do you evaluate the worldwide perception on the architecture's role in society?
BK: On one hand, architecture can both be social, and not social; it depends on, let's say, the "client". The client can be a capitalist person, who likes money the most, or the client can be a democratic body, such as states or municipalities; and thirdly, the client can be an individual or a community. We think that architecture as a profession only serves these different clients. If there is a client, we can do something; but if there is no client, it is very hard to do anything. So different architects can decide on what they want to do. Are they going to be social architects, dealing with social problems in the society? Or do they want to go with the clients that have more money; dealing with less social, and more economic problems? We always have the same kind of question: What was first, the chicken or the egg? Society or client? But architecture is only a reaction. So you always have a client who asks for something. Even in the refugee crisis there are clients; but of course, they are passive clients; because they don't ask for anything. But the architect should change this action-reaction scheme. We believe that architecture should start to be proactive, to develop new ways of working together with the clients; in this particular case, with refugees. And architecture should be the first one to say, "They are refugees, and we should answer their needs."
DD: But you think it is just personal.
BK: Yes, it is really depends on who you are, who we all are, and what we want. Are we dealing with the refugee crisis, or turning around and saying "it is not my problem"?
DD:I think another important issue is the changes in the urban fabric and paradigms of living together—of commons. Refugees have, and form, a new kind of space perception; so how are these requirements realized in the city? What do you think about cities in the near future as places of mutual living?
BK: I think there are two directions to go on the matter; one is towards what we believe in, while the other is towards reality. The reality is going towards the direction of individualism in a strong capitalist way, where the individual needs, money and control mechanism are significant in the way of developing cities. The other direction is about people, who should drive the development of their cities; it is about the needs of the people, not only a specific person, but the whole society. Ideally, these two things should go hand in hand, develop with each other, and have a balance between them, for the making of a good life, but that area is still dominated by money, and not by communities, or people. Living together is very important, on which we really focus, in terms of developing ideas and strategies together, while asking "How can we develop our cities?" So we, architects, learn new ways of designing with the community and its users; and not only with a client who decides on everything, and tries to have everything that he or she wants.
The diversity of the cities, with different functions and people in the same place, is very important; and we believe that the city must be colorful, and not segregated. The people can mix with each other; and this is also true for functions, such as public, educational or community spaces, housings... They must have a good balance in a city.
DD:On the platform, there are built projects, sketches or ideas. It is wide in scale, and I think it is a very inclusive way of collecting and sharing. How do you get this information? How does it work? Do you make formal collaborations with NGOs and universities? Do you want to be a guide or a catalyst for designers, architects, and other responsible human beings?
BK: In most of the cases, we still have to go to the people. We find the people, and then we start the collaboration. In the beginning, we were just looking for the materials and we were posting them. Now, we are getting more feedbacks, and numerous collaborative partners saying, "I would like to do this, or that; we should do it together". We have a lot of calls for articles, collaborations etc…. We also want to generate a discussion. What kind of materials do we collect? We collect everything connected to refugee crisis and built environment. We only have these two keywords: refugee and architecture. We collect and share everything on this topic, and we don't curate these materials; we publish everything. On the website, we aim to create an open source online platform, so that everybody can login and immediately post materials. People will generate knowledge only by using the platform. Now that we are getting more involved, sometimes I think, "Should I post this, or not?" For example, as an individual I don't like the project, but I post it anyway; considering that maybe it could be useful for a different person in a different aspect.
Also being the catalyst of a network, as you just said, is very important for us. We are still developing, but we connect people. We know someone in France, and then someone looking for something in France; so we connect them. There was a university program in Germany. They wanted to visit Berlin. We just posted it as "we are looking for projects in Berlin" and people immediately reacted. We get 20 or something projects that can be involved with student visits. So yes, we try to connect a lot of people, and also publish everything that is somehow interesting. I think it is getting better now, but it takes a lot of time. It is very important to reach more people. Right now, we have over 4000 followers—which is still nothing. I can say nobody knows us yet. When we reach the global scale, then we will really be able to connect people.
DD: How do you position yourself? Are you a documenter or a game changer?
BK: We want to be game changers, while doing documentation and knowledge transfer; because we believe that this is right way of changing the game. We are researchers, and we always try our best to find answers to problems. Right now, with this refugee crisis, we figured out that there are a lot of local projects, which are very good onsite, from Jordan to Turkey, to Germany. But they don't know each other, so they can't learn from each other. They always start from the very beginning. This is what we found out. We think that we should have a global platform where people can share their knowledge and experience so others can learn from them. That is how we change our game. We believe in networks, platforms and international discourse. We can scale the process up.
I don't believe we are doing something that is very unique. We are using a lot of projects or models that have already been used before. We are just using them for this topic. They are not new; but they do need to be used. If it is not actively used, then it is not functioning.
DD: You are working on a book, From Field to Field. What do you want to achieve with that book?
BK: We have been collecting and sharing since 2015, and as I have already said, we don't curate anything. But we always wanted to have a curatorial version of the collection, in order to summarize the best practices, and all the different aspects. There are around 10 subtopics which are important: camp designs, refugees in urban areas, educational buildings for refugees, etc. … We wanted to characterize different topics. Now we are developing all this as a book, our first curatorial material; as a version of the transfer of knowledge. So we invited many different amateurs and professionals from all around the world, with several years of experience on the field about our topics. And we asked them to share their knowledge in a way that can be understood. Refugees who shared their stories about what they had learned during the journey are involved in the book as well, so are the amateurs who just visited some refugee camps, and hope to share what they learned through their involvement in the process. It is very important for us that anyone who opens the book can find answers for their questions. "What can I do?" or "How can I do anything?" That kind of "how to" questions can find little answers via the book.
DD: How does your project selection work? Do you have a framework?
BK: We defined 5 chapters that are for diverse countries and different situations. For example; internal displacement, neighboring countries –like Turkey, in this case; transit countries that people just pass by during the journey, and the arrival countries. Anybody who opens the book can understand the process, and what they can do to help. It is possible to understand that where you are in this whole situation. We find short and long term solutions, and come up with ideas that are very important. There are a lot of discussions about short-term strategies like shelter designs, or camps; but there is only a very small discussion about long-term projects. We really try to show everyone that we need both.
We have a chapter about body and mind, which is about spaces or programs for your body, mind and soul. Again, we believe that these have to be developed hand in hand to get good solutions. For example, we went to the Calais Refugee Camp, now demolished; but it was the perfect place for your mind because there were school programs that included language learning, playing games, music etc. People had their own communities, discussions with neighborhoods, and so on. But the physical conditions were so bad. It was a perfect place for your mind, but a terrible place for your body. And then the next camp which is just a few kilometer far from there, Dunkirk, which still exists. It is a perfect place for the body, with standardized shelters and showers and such, but there was no social life, no program... These have to be in balance. Even when we are talking about refugee camps, or cities; there has to be balance.
And the fourth chapter is about the role of the architect, about how the architect or the urban planner can start acting, and doing something. We will try to introduce different aspects and ways of doing it. And the last chapter focuses on what you can do even if you have small amount of time; which is for individuals. It is like a to-do's list: what can we do, or what should we do? We use this very often: "many smalls make great." Nobody has to be a superhero. We have a lot of people dealing with this situation, and adding a small extra effort can create a lot more than having five superheroes work on it. These are some of the aspects of the book's five chapters. We have 20-25 partners throughout the chapters. We have exhibitions on certain topics, and projects, for example, one that is built in Greece. The goal is transferring knowledge from these people, who have several years of experience, to others by not showing only with sexy photos, but with understandable material.
DD: What about the platform? What do you plan for its future?
BK: The main goal is to reach more people, because that would be the ideal way to do this. That is our goal: to encourage people to use the platform, so they can share their knowledge, and also to reach people who are still doing something on the topic, but would like to do more; and finally, to show people that it is easy to do something. This is what we are trying to do this year and we are also trying to connect with some local partners in different countries, like friends—people who can start the local process. I also think that it is very important for Turkey to have this kind of a discussion. Actually, what we are doing is not only about architecture, but about communication. These are the crucial parts of the process: to have discussions, to learn about the situation, and to understand what is going on, as well as what the architectural aspects are with regards to how we can work together and how we can support each other. Even though right now, it is Architecture for Refugees, and not by+with+for Refugees; it is only because we wanted to shrink the title, but we really like finding others to collaborate with, and enriching ways of doing things.
DD: I think being "by+with+for" takes time because refugees also try to position themselves in the arrival cities, as well as the transit countries or neighboring ones. By the way, regarding this issue, these countries experience a challenge about the democratization process too. It is really hard to do to position yourself while having no rights there, for example. And if you don't have the legal right to work, to get an education, or even asylum, you can't really be imagining how your built environment should be.
BK: Or your future—that is totally true. It is a development process and it is, again, about short or long term strategies. First of all, we would like to collaborate with refugees and new comers; and they would also have to learn something, participate, and collaborate. In our daily and weekly discussions, which are about how we can do things, we discuss these issues. Even after we started the discussion, however, it is hard to keep things working, and to encourage them. For example, last week, we had a discussion here in Switzerland, and one guy said, "You know what, I would like to integrate myself, but I am without status, so after a while I give up. I can't do anything anymore because I can't see my future. I don't know what is going to happen tomorrow. Why would I do anything? No status, no integration." And this is true. With this attitude, they will not be doing anything; so we can't go on.
The answers that I gave to you are never true or false, right or wrong. Things always should be in balance. We also believe that if it is too radical, it is probably wrong. We always try to be somewhere in between. So being in balance will probably be the better solution and the better direction to take.
What do you think?
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Principal's Message
Welcome to Lee Jr. High School! The mission of Robert E. Lee Jr. High School is to provide a safe place where all students can achieve their academic potential. While pursuing that mission, one of our primary goals is to ease the transition from elementary school to junior high school and from junior high school to high school.
We work closely with our elementary feeder schools and with Neville High School to achieve a balance that not only continues to nurture students, but also encourages the independence and responsibility necessary for high school. We offer a variety of opportunities for students to excel in academics, athletics, and the arts in order for each student to find his or her niche on campus. From soccer to cheerleading to football to softball, our athletics program offers something for almost everyone. Likewise, we have choir, piano laboratory, art, computer applications, Spanish, band, and orchestra as electives for our eclectic student population.
Because of our access to state and federal funding, our public school is able to offer tutorials, counseling, and college-awareness to every student. In addition, our school boasts two state of the art computer labs, 21st century classrooms complete with interactive white boards and Classroom Performance Systems, active Accelerated Reader and Accelerated Math programs.
Please contact any of our administrative offices for information regarding your child. Together we will provide your student with a well-rounded individualized education. Thank you for supporting our efforts at Lee.
Dana Mullins, Principal
Excellence for all, Excellence from all!