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Latest UK Employment Law case updates - May 2018
Beware traps when giving notice of termination by post
Newcastle upon Tyne Hospitals NHS Foundation Trust v Haywood (Supreme Court)
The Supreme Court has held that where an employment contract is silent on the issue, notice of termination sent by post will be deemed to be received and begin running only once it has come to the attention of the relevant employee and they have either read it or had a reasonable opportunity to do so.
In this case, the employee was entitled to significantly enhanced pension benefits if her employment terminated on or after her 50th birthday, on 20 July 2011. Following a short redundancy procedure, her employer sent her a letter of termination on 12 weeks' notice on 20 April, by recorded delivery. However, she was away on holiday and did not read the letter until her return on 27 April. She argued that notice was effective as of this later date which, taking her full notice period into account, meant that her termination date fell on her 50th birthday. Her employer considered notice to have been issued on 21 July, when delivery was first attempted, which meant she was not entitled to enhanced pension benefits. The relevant employment contract did not contain deemed service provisions.
The High Court, Court of Appeal and Supreme Court (by a majority) all agreed with the employee. In the absence of a express contractual provision to the contrary, where an employee is dismissed on written notice posted to their home address, the notice period begins to run once the letter comes to their attention and they have either read it or had a reasonable opportunity to do so. The dates on which the letter would have been delivered in the ordinary course of post, or was actually delivered, are irrelevant. On an extensive review of case law, the Court was satisfied that effective notice must generally 'come to the mind' of the addressee, or someone authorised to accept receipt, unless an employer has detailed deemed receipt provisions within employment documentation which set out an alternative position.
In light of this case, employers should review employment contracts to ensure they address permissible methods of giving notice and the timeframes in which each will be deemed to become effective. In addition, employers should take care when citing termination dates in their termination letters since stating an inaccurate (early) date of termination would be a technical breach of contract. To avoid ambiguity further, by hand delivery should be preferred wherever possible.
Employers face increased risk of disability discrimination claims
City of York Council v B J Grosset (Court of Appeal)
The Court of Appeal has confirmed that dismissing an employee on grounds of misconduct may amount to discrimination arising from disability in circumstances even where the employer is not aware of a causal link between the relevant conduct and an underlying disability. Whether or not actions are caused by disability are to be assessed on an objective, rather than subjective basis.
The employee, head of English at a secondary school, suffered from cystic fibrosis. His employer was aware of this, accepted it to be a disability for the purposes of the Equality Act 2010 ("EA") and had initially made reasonable adjustments to his teaching schedule to accommodate his health needs. Following a change in management, however, new initiatives and targets were introduced which increased his workload. He consequently suffered from stress and his health suffered. During a period of acute stress, he took the decision to show an 18-rated horror film to underage students without consent from parents or the school. On discovering this, the employee was disciplined and dismissed for gross misconduct. The disciplinary panel actively considered, but rejected, the idea that his decision to show the film had flowed from the stress he was under, or his underlying health issues.
The employee alleged that his employer's actions amounted to unfavourable treatment because of something arising in consequence of his disability, which therefore met the criteria for a successful discrimination arising from disability claim under s.15 EA. The CA agreed, noting that he had been subjected to a detriment for showing the inappropriate file (the "something" from the test cited above), and that there was an objective, causal connection between this action and his high stress levels; which was a result of his underlying condition and his demanding new working requirements. The Court confirmed that an employer's subjective knowledge of the link between an employee's disability and their actions is irrelevant for the purposes of s.15 EA.
This is a problematic outcome for employers, who may now be liable for discrimination arising from disability even where they reasonably satisfy themselves – through proper disciplinary proceedings – that an employee's actions are not due to a disability. The case serves as a reminder for organisations to keep detailed records of reasonable adjustments made and keep these under regular review. It is also prudent to obtain medical evidence when concerned about the actions of a disabled employee, to obtain a second view on whether these could be a result of their medical condition as it appears that no de-minimum principle will apply when assessing the relevant causal link.
Last straw revives right to terminate and claim constructive dismissal
Kaur v Leeds Teaching Hospitals NHS Trust (Court of Appeal)
The Court of Appeal has clarified the position in relation to cases of 'last straw' constructive unfair dismissal, confirming that further contributory acts by an employer revive an employee's right to resign even after they have affirmed their employer's previous breach of contract.
The employee was subject to disciplinary proceedings following an altercation with a colleague. She was issued with a final written warning for inappropriate behaviour and her subsequent appeal against this sanction was dismissed. She resigned in response the next day, claiming that the rejection of her appeal amounted to the last straw in a series of events which, taken cumulatively, breached the implied duty of mutual trust and confidence. Her employer argued that since she had continued to work following the earlier incidents she cited (which included alleged unjustified comments regarding her performance and the aforementioned altercation) she had affirmed any possible earlier breach and could not, for the purposes of a constructive dismissal claim, invoke them as part of the relevant chain of events culminating with the appeal outcome.
The Tribunal rejected her claim on the basis that the relevant disciplinary and appeal decisions had been reached in accordance with a fair process and could not therefore contribute to the repudiation of her employment contract. The EAT and CA agreed, but the latter wished to stress that even where an employee affirms repudiatory breaches caused by earlier employer conduct (e.g. by continuing to work as normal) further damaging acts on the part of the employer at a later date can revive a potential constructive dismissal claim, taking the full chain of events into account.
This is a somewhat surprising outcome but confirms to employers that earlier incidents of breach, which an employee may have been thought to have affirmed, should not be discounted for the purposes of assessing potential constructive dismissal claims. The Court provided a useful checklist of questions to be considered in such cases: (1) What was the employer's most recent act/omission which the employee says triggered their resignation? (2) Has the employee affirmed the contract since that act? (3) If not, was that act/omission by itself a repudiatory breach of contract? (4) If not, was it nevertheless a part of a course of conduct (regardless of any intervening affirmation) comprising several acts and omissions which, viewed cumulatively, amounted to a breach of the implied term of trust and confidence? (5) Did the employee resign in response to that breach?
EAT illustrates the dangers of unilateral salary cuts
Mostyn v S and P Casuals Ltd (Employment Appeal Tribunal)
Employers who unilaterally reduce an employee's contractual pay cannot rely on having 'reasonable and proper cause' to breach the implied term of mutual trust and confidence. In itself, an enforced pay cut (whether actual or anticipatory) contradicts a fundamental, express term of any employment contract which will entitle the relevant employee to resign in response and treat himself as constructively dismissed.
In his role as sales executive, an employee had reported disappointing figures over the course of a four year period. As a result, his employer asked him to accept a reduction in his basic remuneration of almost 50% (from £45,000 to £25,000 per annum). He refused, and alleged that this was a crude move to remove him from the business. When the employer rejected his position and indicated that it would move forward with a unilateral pay cut, the employee resigned without notice and brought a tribunal claim on the grounds of constructive unfair dismissal. He argued that such conduct breached the implied term of mutual trust and confidence within their employment relationship.
The Employment Tribunal rejected the claim on the grounds that the employee's poor performance and failure to remedy this gave his employer reasonable and proper cause to take action which would otherwise breach the implied term. On appeal, however, this finding met strong criticism. The EAT held that when considering the repudiation of an employment contract, tribunals should never assess whether the 'reasonableness' of an employer's conduct could justify such a breach. Furthermore, unilateral pay cuts abrogate a separate and fundamental express term of any employment contract (in relation to remuneration) and will generally entitle immediate resignation. The ET's findings could not stand and the matter was remitted to a differently constituted tribunal.
This decision clearly reminds employers that – regardless of notions of fairness or reasonableness - the threat or imposition of a unilateral pay cut will generally represent a fundamental breach of contract, entitling the employee to resign with immediate effect with potential claims of unfair and wrongful dismissal.
Sep 22 2023
Sep 22 2023


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Yesterday, about 40 or so people gathered at TechShop Portland in Beaverton for our second venture into the wild and wooly suburbs.
Unfortunately, we conflicted with the opening day of InnoTech so many of the usual suspects weren't able to make it.
I did see a lot of new faces, just like at Lunch 2.0 at the OTBC in January, which is a good thing. It's always nice to meet new people or people you follow on Twitter but never see IRL because they live way far off in the 'burbs.
TechShop is almost complete and ready for its official opening this coming Saturday, April 25. The warehouse area seems to be done, with only a few finishing touches and furniture remaining in the front office area.
To get us started, Denney Cole, our host, gave a quick intro about what is TechShop. The short version is it's like a health club, for DIY people. You sign up to be a member, then you bring your projects.
What projects you ask?
Pretty much anything from soft goods (sewing, embroidery, upholstery) to wood-working (cutting, gluing, planing, sanding) to metal-working (melting, welding, grinding, cutting) to painting to robotics and electronics in any combination.
You could conceivably construct a couch from scratch, including the woodwork and finishing work at TechShop, or as Denney says, cut up the aluminum wheels on a junker, melt them down, and resurrect them as door handles and cabinet knobs.
Did I mention they have a laser etching machine too? That, apparently is the crown jewel of the original TechShop, in Menlo Park. I saw one of those in action at Web 2.0 Expo 2008, and that's a fun toy to have at your disposal. The urge to etch can be strong.
Beyond providing tools and space to store your stuff, TechShop has classes. So you don't kill, maim or embarrass yourself.
Wm Leler also talked about Open Tech Space, which is housed within TechShop.
Open Tech Space is a freely available gathering place for anyone interesting in creating prototypes, sharing and mentoring, and promoting business development in the technology and art communities. Even if you're not a TechShop member, you can go to Open Tech Space and hang out with like-minded people. The goal is to put people with ideas together and encourage them to grow those ideas.
That's really TechShop's goal too.
After the talking, came the tour.
It's probably best that we didn't get a full crowd, since even with 40 people, it was a bit tough to hear Denney in the warehouse.
As we walked around, you could see the wheels turning in people's heads. We like to build things, take them apart, improve them, and TechShop is full of the tools you need for that kind of learning. I overhead a few ideas flying around, and that's the great thing about TechShop. It removes the sunk cost of buying and storing tools.
It also removes the spousal reminders to clean up your mess and finish the project already.
While in the wood shop, we saw this mold for a harp switch, which would have made Aaron very happy. Sadly, he didn't make it.
When we went outside to check out the furnaces, we got a sweet demonstration. One of the furnaces got a bit cranky and decided to shoot flames about ten feet in the air. Not as dangerous as it sounds and very cool. Don Park took some video of a different furnace that gives you an idea.
As the tour wrapped up at the laser etcher, Amye pointed out this friendly reminder on one of the large cutting devices, a Pexto Jump Shear, used to cut large pieces of sheet metal.
Did I mention the safety classes?
After the tour ended, the lunch wound down as people wandered around more to soak in the awesome collection of toys, erm tools.
Thanks to Denney for having us. TechShop Portland officially opens on Saturday, April 25, and there will be an open house at 3 PM complete with demonstrations and ideally, fewer geysers of fire. Although, I enjoyed that.
Don't forget these Lunch 2.0s, coming soon:
- May 20 hosted by WebVisions at the Oregon Convention Center
- June 24 hosted by ISITE Design
If you're wondering about the WebVisions' lunch, it will be open to anyone, attending the conference or not. There's also a rumor that Open Source Bridge may be hosting a lunch before the conference (June 17-19) sometime. Any ideas on venue? Drop a comment.
Big thanks to all the hosts who have hosted or plan to host Lunch 2.0. Drop a comment (or tweet @jkuramot) if you want information about hosting one. It's easy.
This is my Excerpt…
Property finder gives you the ability to use your valuable time effectively. With My house finder you can save mls listings and searches while you are at work or home and save the search results online to view later. This house Finder also allows you |to sign up for property searches so that you will be automatically be notified when a property is first listed for sale. My Washington – house Finder sends new listings – New listings sent to your e-mail daily – Be the first to view Vancouver WA
In bloom: Lunch 2.0 at TechShop Portland, DIY Heaven http://is.gd/u93B
The geyser of fire was the best part of the entire tour =P
It was a pretty impressive place, I am glad I made it to the lunch. Portland is lucky to have the TechShop in town!
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subset: commoncrawl


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This is from the enormous anthology of distich poetry assembled by Barthold Nihus, Epigrammata Disticha, published in 1642; the poem is by Ioh. Lauterbachius (1531-1598).
Pii Labor Est Oratio
Aeterno labor est oratio grata parenti;
Orat bis, constans munia quisquis agit.
The vocabulary is keyed to the DCC Latin Vocabulary list. There are two words in this poem that are not on the DCC list:
bis: twice
munia (muniōrum, n.): duties, functions
aeternus -a -um: everlasting, eternal
agō agere ēgī āctum: drive, do, act
cōnstō -stāre -stitī: agree; constat, it is established that (+ infin.)
grātus -a -um: pleasant; grateful
labor -ōris m.: toil, exertion
ōrātio -ōnis f.: speech, address
ōrō -āre: pray
parēns -ntis m./f.: parent
pius -a -um: dutiful, devoted, just, pious
quisquis quidquid: whoever, whichever
sum, esse, fuī: be, exist


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It's Svetlana Lisitsyna with you! I will to show you how to use the following mixed media supplies to create something in the "clean and simple" style.
I suggest you watch the video tutorial I created below, so you can see how to create this background:
I used a 9 sprays to create the background!!!
I've used the June Challenge colours:
Steel Shimmer, Pirates Plunder Gold. Shabby Turbine Teal, Twinkling Tinsel
and Frenchy's Pink Pouf, Ocean Breeze Blue, Pop Rock Purple, A Bit o'Bubbly, Cope Cod Coral
That's it! I hope you enjoyed this tutorial, and you will put this new knowledge in practice!
Thanks for stopping by!


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Click Image for Gallery
- Chemical composition: Imidacloprid 600 FS (48% w/w)
- Dosage: 1-12 ml/1 kg
- Method of application: Mix with seed (Seedtreatment)
- Spectrum: Soybean,Cotton,Okra,Sunflower:Aphid, Whitefly, Jassid, Thrip;Sorghum:Shoot Fly;Pearl Millet:Termite and Shoot Fly
- Compatibility: Solitary
- Frequency of application: Depends on pest incidence or severity of disease.
- Applicable crops: Cotton,Okra,Sunflower,Sorghum,Pearl Millet,Soybean
- Extra description: It gives protection to crop from sucking pests for initial 30- 40 days the sprays are not required which helps in augmentation of natural enemies.economical due to longer duration of pest control
- Special Remark: The information offered here is for reference only and depends exclusively on soil type and climatic conditions. Always refer to product labels and accompanying leaflets for complete product details and directions for use.


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It's that time of the day again where GeekBytes serves up stories we just weren't able to give the love they deserved. Today, check out some amazing Lego accessories, cheat at finding Waldo (the geek way), and a last minute Christmas idea.
QR Code Gift Tags Make a Fun Game
Looking for something to go along with that Minecraft wrapping paper we covered yesterday? Dad Thadd Brooks is always thinking up ways to stop his kids trying to guess what Santa got them for Christmas, so he created QR code gift tags. Watch your family get frustrated as they try and guess who each present is for using their smartphones. The best part: He created a QR code generator just in case you want to print some out too.
Find Waldo With Clever Image Processing
Okay, this is still technically cheating, no matter how smart it is. Sometimes finding Waldo is frustrating, even for adults. But Nick Pisarro and others created an image processing formula in Mathematica that dims out all colors in "Where's Waldo?" except red, making Waldo easier to find. That's a lot of math just to win at a popular kids book, don't you think?
Lego Jewelry Is The Only Accessory to Buy Your Partner
There are plenty of geeky clothes and gadgets out there, but what about jewelry? Seeplus now has on offer cute Lego earrings and two-finger rings, in a variety of colors. Not only do I think these look cool as they are, but you can also add Lego objects on top of them too, therefore making them suitable for any almost any occasion. Going somewhere classy? Pick up the gold or silver plated ring from $250, or earrings from $50. I'll take one ring in every color please, Santa. [via Oaklandish on Facebook]


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Finding and Funding Effective Treatment
Goetzel, RZ., Ozminkowski, R. J., Sederer, LI., & Mark, T. (2002). Working With Depression, Part II: Finding and Funding Effective Treatment. Managed Healthcare Executive. http://managedhealthcareexecutive.modernmedicine.com/managed-healthcare-executive/news/clinical/clinical-pharmacology/working-depression-part-ii-finding-
The previous article demonstrated that mental illness is an expensive, sprawling problem in the American workplace. The good news is that modern treatments are varied and highly effective. Treatment of depression, in particular, has helped a large proportion of patients because of advances in the use of medications and/or psychotherapy.Over the last 10 years, nine new antidepressants were released in the U.S. These drugs, primarily falling into a category known as selective serotonin reuptake inhibitors (SSRIs), have worked well with more tolerable side effects, greater safety and simpler dosing than their predecessors. Consequently, their use has resulted in better patient compliance and improved physician utilization. Similar advances have occurred in the adoption of newer methods of psychotherapy, such as cognitive behavioral therapy, which are now more structured and time limited.Still, employers have a right, even a responsibility, to question approaches to mental health.
To contact an RTI author, request a report, or for additional information about publications by our experts, send us your request.


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Employment-Related Credit Checks Restricted. Employers often obtain consumer reports on job applicants that include an individual's employment history, criminal records and credit records. Beginning January 1, 2012, under § 1785.20.5 of the California Civil Code and § 1024.5 of the Labor Code it will be unlawful for an employment-related consumer report to include an individual's credit history, credit score and credit record unless position of the person for whom the report is sought is: (1) a management position in which the incumbent is classified as an executive under California wage and hour law; (2) a position that involves regular access to a person's bank or credit card account information, Social Security number and date of birth (other than for routine solicitation and processing of credit card applications in a retail establishment); (3) position for which the person is, or would be, named as a signatory on the employer's bank or credit card account or is authorized to transfer money or enter into financial contracts on behalf of the employer; (4) a position that involves access to the employer's confidential proprietary information and trade secrets; (5) a position that involves regular access to cash of $10,000 or more during the workday; or (6) a position for which an individual's credit-related information is required by law to be disclosed or obtained. Violations may result in imposition of civil penalties under the Labor Code as well as liability for actual and punitive damages, civil penalties and injunctive relief under the Credit reporting Agencies Act.
Discrimination Based On Gender Identity and Expression Prohibited. Beginning on January 1, 2012, amendments to the California Fair Employment and Housing Act, Government Code §§ 12945, et seq., will make it unlawful to discriminate against or harass an employee or job applicant based on gender identity or gender expression. "Gender expression" is broadly defined as a person's gender-related appearance and behavior whether or not stereotypically associated with the person's assigned sex at birth." In addition, an existing requirement that employers allow employees to dress consistent with their gender identity will be expanded so that employers will also be required to allow employees to dress consistent with their gender expression.
Discrimination Based on Genetic Information Prohibited. The federal Genetic Information Nondiscrimination Act of 2008 prohibits the improper use of genetic information for employment and health insurance purposes. Beginning on January 1, 2012, amendments to the California Fair Employment and Housing Act will also prohibit employers from discriminating against applicants and employees based on genetic information. As defined in Government Code § 12926, genetic information is defined as genetic test results of an individual or his or her family, the "manifestation of a disease or disorder" in the individual's family members or the receipt of "genetic services" by an individual or his or her family members.
Leave for Organ and Bone Marrow Donors Expanded. California Labor Code § 1510 requires all employers to provide thirty calendar days of paid leave per year to employees who donate organs and five calendar days of paid leave annually to those who donate bone marrow. Under amendments to Labor Code § 1510 effective as of January 1, 2012, employers will be required to provide thirty business days of paid leave per year to organ donors and five business days of annual paid leave to employees who donate bone marrow. The one-year period must also now be measured from the date the employee's leave begins and not on the calendar year.
Pregnant Employees Given Additional Protection. Under current California law, all employers must provide up to four months of unpaid leave if an employee is disabled due to pregnancy, childbirth or a pregnancy-related medical condition. Employers covered by the federal Family and Medical Leave Act (FMLA) also must generally continue a qualified employee's group medical insurance and pay the employer portion of the premium during a leave of absence due to pregnancy. Beginning on January 1, 2012, amendments to the California Fair Employment and Housing Act, Government Code § 12945, will require all California employers to keep a pregnant employee's group medical coverage in effect during pregnancy leave and pay the employer portion of the premium even if the FMLA is inapplicable. Employers will have the right to recoup premium payments only if a pregnant employee fails to return for work at the end of pregnancy leave and leave afforded under the California Family Rights Act and the failure was not due to a pregnancy-related condition or other circumstances beyond the employee's control.
State Contractor Benefit Discrimination Proscribed. As of January 1, 2012, amendments to § 10295.3 of the Public Contract Code provide, with limited exceptions, that California state agencies cannot enter into contracts worth $100,000 or more with businesses that discriminate in the provision of benefits against employees with same sex spouses or domestic partners. Covered state contractors are also barred from discriminating in the provision of benefits against spouses and domestic partners of employees in same sex relationships.
Farm Labor Contractors Required to Disclose Client Identities. Under Labor
Code § 226, employers are required to provide employees withitemized wage statements each pay period. Beginning on January 1, 2012, amendments to Labor Code § 226 will require Employers who are farm labor contractors to show the name and address of the legal entity that secured the contractor's services on each itemized wage statement the contractor issues to its employees. Employees who are injured by an employer's "knowing and intentional" failure to comply with this requirement will be entitled to recover the greater of their actual damages or $50 for the initial pay period in which a violation occurs and the greater of actual damages or $100 for subsequent pay periods in which violations occur up to an aggregate maximum of $4000. Plus, aggrieved employees are entitled to an award of costs and attorney's fees in an action for violation of the requirements imposed by Labor Code § 226.
Labor Commissioner Authorized to Award Liquidated Damages. Under existing law, in addition to awarding other relief, courts finding minimum wage violations may also award liquidated damages equal to the amount of wages owed plus statutory interest. Amendments to California Labor Code §§ 98 and 1194.2, effective January 1, 2012, extend this authority to the Labor Commissioner. The Labor Commissioner will have the same authority as courts to reduce the amount of liquidated damages awarded upon finding the employer had reasonable grounds for believing its conduct was lawful.
Penalties for Misclassifying Persons as Independent Contractors Enacted. Beginning on January 1, 2012, newly added Labor Code §§ 226.8 and 2753 will severely penalize those who willfully misclassify individuals as independent contractors and anyone (other than legal counsel) who advises an employer to willfully misclassify someone. Employers will also be barred from charging willfully misclassified persons (whether as fees or deductions from compensation) for goods, materials, space rental, services, licenses, repairs, equipment maintenance or fines if the fees or deductions would have been prohibited by law had the individual been classified as an employee. Civil penalties of between $5,000 and $15,000 will be assessed for each willfully misclassified individual and if a "pattern or practice" of willful misclassification is found to exist, the penalties increase to between $10,000 and $25,000 per violation. Advisors will be jointly and severally liable for payment of these penalties. Plus, a violator will be required to prominently post a State specified notice acknowledging its conduct on its Internet site and in a publically accessible area of its facility. In the case of licensed contractors, notice of violations must also be given to the Contractors' State License Board, which must initiate disciplinary proceedings.
Employees Given New Right to Recover Attorney's Fees Incurred to Enforce Judgments for Unpaid Wages. Under current law, the plaintiff in an action to recover unpaid wages is entitled to an award of attorney's fees and costs. Beginning January 1, 2012, Labor Code § 1194.3 will give employees who are required to enforce a judgment for unpaid wages the ability to recover the attorney's fees and costs they incur in enforcing the judgment.
Employers Now Required To Notices at Time of Hire Summarizing Terms of Employment. Currently, employers are not required to give written notice to employees of the terms and conditions of their employment. Beginning January 1, 2012, under newly enacted Labor Code Section 2810.5 will require employers, at the time of hiring, to provide employees with a written notice communicating: (a) the rate or rates of pay the basis thereof, whether paid by the hour, shift, day, week, salary, piece, commission, or otherwise, including overtime rates, if applicable; (b) if applicable, allowances claimed as part of the minimum wage, including meal and lodging allowances; (c) the employer's regular payday; (d) the name of the employer including any "doing business as" names used by the employer; the physical address of the employer's main office or principal place of business, and the mailing address, if different; and (e) the name and address of the employer's workers' compensation insurance carrier. The Division of Labor Standards Enforcement is to prepare a form to be used to comply with this new provision and may require additional information to be listed. If any required information changes, the employer must give all employees written notice of the change within seven calendar days unless all changes are reflected on an itemized wage statement issued to employees on a timely basis.
New Criminal Penalties for Willful Failure to Pay Awards and Judgments for Unpaid Wages. As of January 1, 2012, newly added Labor Code § 1197.2 makes it a misdemeanor for an employer to willfully refuse to pay a court judgment or Labor Commissioner's award for unpaid wages. If the total amount of wages due is less than $1,000, the fine will be between $1,000 and $10,000 and the violator may be imprisoned for up to six months. If the total amount of wages due is more than $1,000, the fine will be between $10,000 and $20,000 and the violator may be imprisoned for up to one year. If there are multiple failures to pay wages involving more than one employee, the total due will be added together for purposes of determining the applicable penalty.
Labor Commissioner's Enforcement Powers Enhanced. Under amendments to Labor Code § 1197.1 effective as of January 1, 2012, the Labor Commissioner's power to recover unpaid minimum wages will be enhanced. The Labor Commissioner will now be able to issue a citation ordering restitution of underpaid wages to employees as well as assessing existing civil penalties of $100 per person per pay period for an initial violation and $250 per person per pay period for subsequent violations. Beginning in 2012, the time for which the Labor Commissioner may file an action to collect a fee or penalty will be increased from one to three years. The time period over which employers convicted of multiple wage violations are required to post bonds and provide accountings will also be increased from six months to two years.
If you have any questions, please contact Strauss Law Group.


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0.9.1.1 Release
From OpenSimulator
Welcome to OpenSimulator version 0.9.1.1 Snail, an open-source multi-user 3D virtual environment and metaverse server platform.
OpenSimulator is a highly complex system. Various usage scenarios (standalone, grid, hypergrid, etc.) in combination with different dependencies (e.g. different versions of mono on Linux/Mac) can sometimes produce unexpected or unstable behaviour.
If you are upgrading from a previous version of OpenSimulator, then we strongly recommend that you start off with the default configuration files and port over any changes you made to your older version of OpenSimulator.
This release corresponds to the 0.9.1.1 Yeti Dev (git master and OSGrid release) as of January 7, 2020. This version includes several corrections and improvements to the previous release 0.9.1.0.
You can download this release of OpenSimulator from Download. Also see 0.9.1.0 Release Notes
Known Issues
OpenSimulator 0.9.1.1 requires:
- At least .NET Framework 4.6 when running under Windows.
- At least Mono 5.x when running under Mono (Linux or Mac).
Due to database migration renumbering which occurred at release 0.9.0.0, if you are upgrading from a version of OpenSimulator prior to 0.8.2.1, then you MUST first upgrade to *0.8.2.1* and then proceed to upgrade directly to 0.9.1.1. See 0.9.0.0_Release#Pivot_Release:_0.8.2.1 for more advice.
- Number of worn attachments limited to 38, but now all can be on same attach point.
- Allow dynamic textures to use lossless compression (was default in old versions) by use of new 'lossless' parameter. See OSSL Functions with examples.
- Changed Terrain Edit. Operations on current selected parcel now possible.
- Maximum region size reduced to more realistic 4096m x 4096m.
- Direct viewer login to a region now requires full, case insensitive, region name match. This avoids some surprises on the arrival region.
Many, many thanks to all the developers, testers and community members who contributed to this release and who help out with OpenSimulator generally. Your hard work makes this all possible.


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Home / Privacy Policy
Privacy Policy
This privacy statement is effective as of May 22, 2018. Please note that this privacy statement will regularly be updated to reflect any changes in the way we handle your personal data or any changes in applicable laws.
If you have questions or concerns regarding this statement, you should contact us via our website or by post to Miagen House, 14/15 St Andrews Street, Dublin 2, Ireland.
1: How does Miagen protect your personal data?
Miagen attaches great importance to your right to privacy and the protection of your personal data. We want you to feel secure that when you deal with Miagen, your personal data are in good hands.
Miagen protects your personal data in accordance with applicable laws and our data privacy policies. In addition, Miagen maintains the appropriate technical and organizational measures to protect your personal data against unauthorized or unlawful processing and/or against accidental loss, alteration, disclosure or access, or accidental or unlawful destruction of or damage thereto.
- Which categories of personal data do we collect and how do we process such personal data?
We collect personal data of our employees, potential employees, clients, suppliers, business contacts, shareholders and website users. If the data we collect is not listed in this privacy statement, we will give individuals (when required by law) appropriate notice of which other data will be collected and how they will be used.
Specifically, the personal data we collect include the categories of personal data described in the sections "How do we use personal data when you visit Miagen's website?", "How do we use cookies (and other tracking technologies)?", "How do we use personal data when you visit our offices?" and "How do we use personal data for marketing purposes?", as well as any other categories of personal data referred to in this privacy statement or in other statements you have received.
Except for certain information that is required by law, your decision to provide any personal data to us is voluntary. You will therefore not be subject to adverse consequences if you do not wish to provide us with your personal data. However, please note that if you do not provide certain information, we may not be able to accomplish some, or all of the purposes outlined in this privacy statement, and you may not be able to use certain tools and systems which require the use of such personal data.
If you provide us with personal data of another person (for instance, a potential employee/referral), you are responsible for ensuring that such person is made aware of the information contained in this privacy statement and that the person has given you his/her consent for sharing the information with Miagen.
The above-mentioned categories of personal data have been obtained either directly from you (for example, when you provide information to sign up for a newsletter or register to comment on a forum website) or indirectly from certain third parties (for example, through our website's technology). Such third parties include our affiliates, public authorities, public websites and social media, suppliers and vendors.
- For which purposes and on which legal basis do we use your personal data?
Miagen uses your personal data only where required for specific purposes. Please click here for (i) a list of the purposes for which Miagen uses your personal data and (ii) an overview of the legal basis for each such purpose.
Where the table states that we rely on our legitimate interests for a given purpose, we are of the opinion that our legitimate interests are not overridden by your interests, rights or freedoms, given (i) the transparency we provide on the processing activity, (ii) our privacy by design approach, (iii) our regular privacy reviews and (iv) the rights you have in relation to the processing activity.
We will process your personal data for the purposes mentioned above based on your prior consent, to the extent such consent is mandatory under applicable laws.
We will not use your personal data for purposes that are incompatible with the purposes of which you have been informed unless it is required or authorized by law, or it is in your own vital interest (e.g. in case of a medical emergency) to do so.
- Will we share your personal data with third parties?
We may transfer personal data to our service providers, professional advisors, public and governmental authorities or third parties in connection with a (potential) corporate or commercial transaction. Such third parties may be located in other countries. Before we do so, we shall take the necessary steps to ensure that your personal data will be given adequate protection as required by relevant data privacy laws and Miagen's internal policies.
Unless you are otherwise notified, any transfers of your personal data from within the European Economic Area (EEA) to third parties outside the EEA will be based on an adequacy decision or are governed by the standard contractual clauses (a copy of which can be obtained through the contact information included below). Any other non-EEA related transfers of your personal data will take place in accordance with the appropriate international data transfer mechanisms and standards.
- What about sensitive data?
We do not generally seek to collect sensitive data (also known as special categories) through this site or otherwise. In the limited cases where we do seek to collect such data, we will do this in accordance with data privacy law requirements and/or ask for your consent.
The term "sensitive data" refers to the various categories of personal data identified by data privacy laws as requiring special treatment, including in some circumstances the need to obtain explicit consent from you. These categories include racial or ethnic origin, political opinions, religious, philosophical or other similar beliefs, membership of a trade union, physical or mental health, biometric or genetic data, sexual life or orientation, or criminal convictions and offences (including information about suspected criminal activities).
- What about data security?
We maintain organizational, physical and technical security arrangements for all the personal data we hold. We have protocols, controls and relevant policies, procedures and guidance to maintain these arrangements taking into account the risks associated with the categories of personal data and the processing we undertake.
Regarding your use of our websites, you should understand that the open nature of the internet is such that information and personal data flows over networks connecting you to our systems without security measures and may be accessed and used by people other than those for whom the data are intended.
- How long will your personal data be retained by us?
We will retain your personal data only for as long as is necessary. We maintain specific records management and retention policies and procedures so that personal data are deleted after a reasonable time according to the following retention criteria:
(i)We retain your data as long as we have an ongoing relationship with you (in particular, if you have an account with us).
(ii) We will only keep the data while your account is active or for as long as needed to provide services to you.
(iii) We retain your data for as long as needed in order to comply with our global legal and contractual obligations.
- Which rights do you have with respect to the processing of your personal data?
You are entitled (in the circumstances and under the conditions, and subject to the exceptions, set out in applicable law) to:
(I) Request access to the personal data we process about you: this right entitles you to know whether we hold personal data about you and, if we do, to obtain information on and a copy of that personal data.
(II) Request a rectification of your personal data: this right entitles you to have your personal data be corrected if it is inaccurate or incomplete.
(III) Object to the processing of your personal data: this right entitles you to request that Miagen no longer processes your personal data.
(IV) Request the erasure of your personal data: this right entitles you to request the erasure of your personal data, including where such personal data would no longer be necessary to achieve the purposes.
(VI) Request the restriction of the processing of your personal data: this right entitles you to request that Miagen only processes your personal data in limited circumstances, including with your consent.
(V) Request portability of your personal data: this right entitles you to receive a copy (in a structured, commonly used and machine-readable format) of personal data that you have provided to Miagen, or request Miagen to transmit such personal data to another data controller.
To the extent that the processing of your personal data is based on your consent, you have the right to withdraw such consent at any time by contacting Miagen's Data Privacy Officer. Please note that this will not affect Miagen's right to process personal data obtained prior to the withdrawal of your consent, or its right to continue parts of the processing based on other legal bases than your consent.
If, despite our commitment and efforts to protect your personal data, you believe that your data privacy rights have been violated, we encourage and welcome individuals to come to Miagen first to seek resolution of any complaint. You have the right at all times to register a complaint directly with the relevant supervisory authority or to make a claim against Miagen with a competent court (either in the country where you live, the country where you work or the country where you deem that data privacy law has been infringed).
Contact us to exercise any of your rights.
2: How do we use personal data When you visit Miagens'S Website?
In addition to the information set out above, the following sections describe how we use personal data when you visit Miagen's website:
- Which personal data do we gather?
- Do we include (links to) websites and programs of third parties?
- How do we use personal data that we collect from our websites?
- Which personal data do we gather?
Miagen collects personal data at its websites in two ways: (1) directly (for example, when you provide personal data to sign up for a newsletter or register to comment on a forum website); and (2) indirectly (for example, through our website's technology).
We may collect and process the following personal data:
(I) Personal data that you provide by filling in forms on our website. This includes registering to use the website, subscribing to services, newsletters and alerts, registering for a conference or requesting a white paper or further information. Pages that collect this type of personal data may provide further information as to why your personal data are needed and how it will be used. It is completely up to you whether you want to provide it.
(II) If you contact us, we may keep a record of that correspondence.
(III) We may ask you to complete surveys that we use for research purposes, although you do not have to respond to them.
(IV) Any postings, comments or other content that you upload or post to a Miagen website.
(VI) Our website collects personal data about your computer, including (where available) your IP address, operating system and browser type, for system administration, to filter traffic, to look up user domains and to report on statistics.
(V) Details of your visits to our website, the pages you view and resources you access or download, including but not limited to, traffic data, location data, weblogs and other communication data. Please see the Cookies section below for more information.
- Do we include (links to) websites and programs of third parties?
Our websites may include:
- Links to and from the sites of our partner networks, advertisers, and affiliates.
- Certain programs (widgets and apps) of third parties. Where this is the case, note that such third parties may process your personal data collected through such programs for their own purposes.
We do not accept any responsibility or liability for such third parties' sites or programs. Please check such third parties' terms of use and privacy statements before using and providing any information to such third parties' sites and programs.
- How do we use personal data that we collect from our websites?
We use personal data for the purposes described in the section "For which purposes and on which legal basis do we use your personal data?" above, as well as to provide you with information you request, process online job applications, and for other purposes which we would describe to you at the point where it is collected. For example:
- To fulfill your requests for white papers, articles, newsletters or other content.
- For surveys or research questionnaires.
- To personalize your experience at our website.
- To contact you for marketing purposes where you have agreed to this.
We analyze your IP and browser information to determine what is most effective about our website, to help us identify ways to improve it and make it more effective. Please see the Cookies section below for more information.
In addition to the information set out above, this section describes how we use cookies and other tracking technologies.
We analyze your IP and browser information to determine what is most effective about our website, to help us identify ways to improve it and, eventually, to determine how we can tailor our website to make it a more positive and relevant user experience.
Please see our Cookies policy for more details. By using our website, you agree that we can place cookies and other similar technologies on your device as explained in our Cookies policy.
If you have any questions on data privacy or you want to let us know about website/marketing permissions, please contact us.
In addition to the information set out above, the following sections describe how we use personal data for marketing purposes:
- What are the sources of marketing data?
The bulk of the personal data we collect and use for marketing purposes relates to individual employees of our clients and other companies with which we have an existing business relationship. We may also obtain contact information from public sources, including content made public at social media websites, to make an initial contact with a relevant individual at a client or other company.
- Do we send targeted e-mails?
We send commercial e-mail to individuals at our client or other companies with whom we want to develop or maintain a business relationship in accordance with applicable marketing laws. Our targeted e-mail messages typically include web beacons, cookies, and similar technologies that allow us to know whether you open, read, or delete the message, and links you may click. When you click a link in a marketing e-mail you receive from Miagen, we will also use a cookie to log what pages you view and what content you download from our websites, even if you are not registered at or signed into our site.
Targeted e-mails from Miagen may include additional data privacy information, as required by applicable laws.
- Do we maintain Customer Relationship Management (CRM) databases?
Like most companies, Miagen uses customer relationship management (CRM) database technology to manage and track our marketing efforts. Our CRM databases include personal data belonging to individuals at our client and other companies with whom we already have a business relationship or want to develop one. The personal data used for these purposes includes relevant business information, such as: contact data, publicly available information (e.g. board membership, published articles, press releases, your public posts on social media sites if relevant for business purpose), your responses to targeted e-mail (including web activity following links from our e-mails), website activity of registered users of our website, and other business information included by Miagen professionals based on their personal interactions with you. If you wish to be excluded from our CRM databases, please contact us.
- Do we share personal data with third parties?
In addition to the third parties mentioned in the section "Will we share your personal data with third parties?" above, we may share your personal data with our suppliers.
A list of these companies can be consulted here.
- What are your rights regarding marketing communications?
You can exercise your right to prevent marketing communications to you by checking certain boxes on the forms we use to collect your personal data, or by utilizing opt-out mechanisms in e-mails we send to you. You can also exercise the right to discontinue marketing communications to you or to have your personal data removed from our customer relationship management (CRM) databases at any time by contacting us. In such cases, we will retain minimum personal data to note that you opted out in order to avoid contacting you again.
Please click contact us if:
- You have a general question about how Miagen protects your personal data.
- You wish to exercise your rights in relation to your personal data rights (as set out in the sections "Which rights do you have with respect to the processing of your personal data?" and "Your rights regarding marketing communications").
- You wish to make a complaint about Miagen's use of your data.
You can also contact our Data Privacy Officer on firstname.lastname@example.com.


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La Factoría de Papel likes posters, we consider that they are unique and exquisite pieces designed sometimes by the author of the exhibition and many others by papeles mínimos.
All posters are limited edition and have been stamped in Taller Manolo Gordillo. Edición de arte.
Posters are perhaps the first way to make graphic editing, so we make these editions and sell them at the lowest possible price with the intention of publicizing each exhibition. Collaborate with us making you a gift, a % of the price of the poster goes to Association.
- «Pelo 03»42.00€ VAT included
- «Beehive» Matz Mainka42.00€ VAT included
- «Bling Bling» Marcelo Burgos42.00€ VAT included
- «SELVITA», Nicolás Fryd42.00€ VAT included
- «New York. Drawings of Arranz »42.00€ VAT included
- «Curated by Fernando Bellver»60.50€ VAT included
- «Bellver. Views of Tokyo»60.50€ VAT included


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Magic Tree House Book Club
Today's Magic Tree House book club traveled to Ancient China! We made Chinese drums and terra cotta soldiers just like the Dragon King had. We also got to eat some homemade fortune cookies ? next month will be all about Vikings! #eastkingstonnh #eastkingstonpubliclibrary #ekplyouth #ekplphotogallery #magictreehousebookclub #magictreehouse #dayofthedragonking #marypopeosborne
April 17, 2018 at 05:34PM
via Instagram https://ift.tt/2JQPbfI
Meets the fourth Tuesday of every month.
About the Group:
Join us every month to discuss the book, do a book inspired craft, and have a book inspired snack!
June 2019


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Search for a rare disease
Other search option(s)
Reynolds syndrome
Disease definition
Reynolds syndrome (RS) is an autoimmune disorder characterized by the association of primary biliary cirrhosis (PBC) with limited cutaneous systemic sclerosis (lcSSc) (see these terms).
ORPHA:779Classification level: Disorder
The prevalence of systemic sclerosis (SSc) in PBC patients is 5-15%. Conversely, the prevalence of PBC in SSc patients is about 2%. Females are more affected.
Clinical description
Onset occurs between 30-65 years. RS associates the features of PBC (fatigue, pruritus due to cholestasis, hepatomegaly) with most features of lcSSC (cutaneous calcifications, digital ulcers, facial telangiectasias, calcinosis, Raynaud's phenomenon, esophageal involvement and sclerodactyly). In 50% of cases, symptoms of scleroderma occur prior to those of PBC. About 25-50 % of newly diagnosed RS patients have hyperpigmentation of skin, and jaundice at a later stage. Inflammatory arthropathies are observed in approximately 40% of patients with PBC. In some, RS is associated with other autoimmune diseases such as Sjögren's syndrome, autoimmune hemolytic anemia and (in one case) with thymoma (see these terms). An overlap syndrome between nodular regenerative hyperplasia of the liver (see this term), PBC, and lcSSc may exist.
The pathological mechanism of RS has not yet been established, but it is assumed to be an auto-immune disorder. A heterozygous missense mutation in LBR exon 9 was identified in a Caucasian woman with RS. The mutation was predicted to induce a change in Lamin B receptor tertiary structure. Mutations in LBR may either have a direct pathogenic effect or constitute a predisposing factor in conjunction with other genetic and environmental factors.
Diagnostic methods
Diagnosis of RS relies on the clinical findings for lcSSc and, for PBC, on the biochemical evidence of cholestasis which is based on marked elevation of serum alkaline phosphatase, gamma-glutamyl transpeptidase enzymes and IgM concentrations, a positive test for serum mitochondrial antibody, histologic evidence of non suppurative destructive cholangitis and destruction of interlobular bile ducts. An elevated serum bilirubin is a poor prognostic sign. Specific autoantibodies associated with both facets of the disease (antimitochondrial antibodies for PBC and anticentromere/antitopoisomerase for SSc), and suggestive microscopical abnormalities in the skin and liver have been found in patients affected with RS. Furthermore, a higher prevalence of clonal populations of CD8+ TCRBV3+ T cells has been found in RS.
Differential diagnosis
The association with primary sclerosing cholangitis and SSc is extremely rare. Cholestasis in SSc patients may also reflect liver congestion due to right-sided heart failure in cases with severe pulmonary hypertension. Medications (antibiotics, anabolic steroids, birth control pills, chlorpromazine, cimetidine, estradiol) may cause cholestasis similar to that of PBC.
Genetic counseling
RS occurs sporadically, but rare familial cases with an unknown inheritance pattern have been observed.
Management and treatment
There is no cure for RS and management is mainly supportive. It includes physiotherapeutic assistance and treatment of PBC with ursodeoxycholic acid so as to normalize the cholestatic parameters. Potential hepatotoxic drugs such as bosentan monohydrate or methotrexate can be used to treat some SSc manifestations, if transaminases are < 3 fold the upper limit of normal and remains < 3 fold the upper limit of normal over time.
Nodular regenerative hyperplasia of the liver is a rare complication in those with SSc. Patients usually have a good prognosis, particularly when UDCA treatment is started in the early stages. RS prognosis depends on PBC's severity, but also depends on SSc evolution, as lcSSc has a higher risk of pulmonary arterial hypertension. The regular evaluation of liver function tests is useful for monitoring disease progression. Advanced age, hyperbilirubinemia, low serum albumin and cirrhotic liver biopsy indicate a worse prognosis. Survival of patients with RS seems to be better than that of patients with PBC alone.
A summary on this disease is available in Deutsch (2013) Español (2013) Français (2013) Italiano (2013) Nederlands (2013) Greek (2013, pdf) Russian (2013, pdf)
Detailed information
- Emergency guidelines
- Français (2017, pdf) - Orphanet Urgences
Additional information


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Willmar 8 Revisited DVD
Temporarily Unavailable
Women who changed the world
What motivated eight women, living in a small Minnesota town, to take on the powerful banking industry? Twenty-five years after their groundbreaking 1977 Willmar bank strike, three of the women recall issues behind the walkout and the impact their stand still has today.
The striking woman attracted international attention, including TV appearances and a film, The Willmar 8, parts of which are included in this retrospective. Interviews with the group's attorney, a newspaper reporter and an historian examine the significance of the strike. Two years of picketing, sometimes in windchills of -70° F, made the "8" a powerful symbol of the fight for women's equality.


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Hillary Clinton supporters booed and shouted at a Marine veteran until security forcibly removed him – all because he asked about Benghazi.
The incident happened at a Clinton rally in Bluffton, South Carolina on Friday, where the man who introduced himself as a veteran asked former President Bill Clinton why his wife "lied over the coffins" of the men killed in the Benghazi attacks.
"I did eight years of active duty service, two tours of Iraq," the Marine said, to a silent reaction from the crowd.
"We had four lives in Benghazi who were killed and your wife tried to cover it up," he said, causing the crowd to boo wildly.
To President Clinton's credit, he thanked the man for his service and tried to answer him, but the crowd was too rowdy shouting, "sit down" and "throw them out."
Social media blasts Bill Clinton for disgracefully telling Marine veteran to 'sit down' and 'shut up.'
"Hillary lied over four coffins!" a woman who accompanied the Marine shouted.
While Clinton insisted his wife didn't lie, the woman was also removed by security as the crowd shouted and jeered.
Video: Crowd goes wild when Trump calls up Iraq war vet who 'handled' vulgar protester
"Those families are lying?" the woman shout as she was being dragged out.
"Why are you trying to not listen to my answer?" Clinton asked the woman but he could barely be heard over the crowd. "Are you afraid?"
No. I'm not afraid because I know you're going to lie," she screamed back.
A far cry from how military service members are treated at a Donald Trump rally, or any Republican presidential candidate's event for that matter.
"To me the story is the crowd," Fox & Friends host and Army National Guard veteran Pete Hegseth said Saturday. "This guy stands up (and) said 'I'm a Marine. I've done two tours in Iraq' — You go to a Republican rally, tell it like it is, the crowd erupts in applause for the Marine and says 'thank you for your service this is fantastic,' instead silence, crickets (at the Clinton rally)."
"It shows you we've got two very different electorates that look very differently towards that service."
Videos courtesy of T.J. Champitto of TheBlazingNomad.com. Follow T.J. Champitto on Twitter.
CLICK HERE to watch an EXCLUSIVE interview with the Marine moments after being kicked out.
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Advanced Search
The latest in-depth feature articles for campus technology professionals. Looking for the latest news and trends? Visit our Research and news pages!
Managing digital transcripts is the top use case for blockchain in the higher education space, but more colleges and universities are starting to explore the technology's potential in new ways.
As new technologies change the way students think and learn, there is an ever-increasing need for instruction that supports real-world problem solving and an integration of ideas across disciplines.
In a recent redesign of the University of Washington's MyUW student portal, listening to users was an essential part of the design process. Here's how MyUW provides dynamic, timely content to meet student needs, and what developers learned along the way.
Immersive technologies can help students understand theoretical concepts more easily, prepare them for careers through simulated experiences and keep them engaged in learning.
What can your students do to help improve the campus systems they rely on? At South Orange County Community College District, a student team is credited with the popularity and good fit of that institution's home-grown "SmartSchedule" program. Here, CT gets a brief history of SOCCCD's Student Design Team and its impact on the effectiveness of the software.
Higher education IT departments and libraries have long had overlapping responsibilities, yet for the most part they have remained separate entities. Could it be time for a new kind of alliance?
There's a lot more to creating active learning spaces than bringing in new furniture and moving seats around. Here's how four universities have analyzed their classroom needs, tested new ideas, redesigned spaces and assessed the results.
From mobile learning to virtual assistants, these technologies are deemed by the latest Educause Horizon report to be "important to teaching, learning, and creative inquiry in the future."
The latest Educause Horizon report names six major barriers to the innovation, adoption or scale of technology in higher education.
The latest Educause Horizon Report identifies six trends expected to have a major impact on higher education both in the near future and in the long term.
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Justice League Movie
Fueled by his restored faith in humanity and inspired by Superman's selfless act, Bruce Wayne enlists the help of his newfound ally, Diana Prince, to face an even greater enemy. Together, Batman and Wonder Woman work quickly to find and recruit a team of metahumans to stand against this newly awakened threat. But despite the formation of this unprecedented league of heroes-Batman, Wonder Woman, Aquaman, Cyborg and The Flash-it may already be too late to save the planet from an assault of catastrophic proportions.
THE JUSTICE LEAGUE and all related characters and elements © & ™ DC Comics and Warner Bros. Entertainment Inc. (s17)
Merchandising & Licensing
|Target groups
|Youth & Family


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Legal monopoly that protects printed or unpublished original work (in the course of its writer's life plus 50 years) from unauthorized duplication with out due credit and compensation. If the creator is unknown, copyright will last for 70 years from finish of the calendar 12 months by which the work was created, though if it is made accessible to the general public throughout that point, (by publication, authorised performance, broadcast, exhibition, and many others.), then the period will be 70 years from the end of the year that the work was first made out there.
Anyone with an original work of authorship automatically has the copyright to that work, preventing anybody else from utilizing or replicating it. The copyright might be registered voluntarily by the original owner if she or he want to get an higher hand within the legal system if the necessity arises.
Underneath copyright regulation, a work is taken into account authentic if the creator created it from impartial pondering void of duplication. A centralized rights administration server checks authorizations at time of use and locks or unlocks digital copies accordingly. Jonathan Clowes was requested to handle the copyrights, which he did very nicely; the primary yr's earnings rose to £100,000 and the second year practically reached £200,000.
In any other case, you could wind up paying authorized fees on a copyright infringement declare that you just lose. A number of the rights may be transferred, or else the copyright holder may grant one other social gathering a non-unique license to copy or distribute the work in a particular area or for a specified time frame.
Registered copyrights since 1991 may be discovered by going to the Canadian Copyrights Database on the Authorities of Canada web site (see again page). From a consumer's perspective, the legislation could allow a work to be copied and loved or expanded on, with out the permission of the content material, or copyright, owner.


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regular contributors
I just finished reading the 2004 book, Christian Parenti's The Soft Cage: Surveillance in America from Slavery to the War on Terror. It shows how public surveillance started with a trickle and turned into a torrent. While generally well-written, he lapses into some obtuse theory and heavy-handed politics. Still, the message is worth the torment.
Parenti starts by echoing a common sentiment: "what harm is caused by the proliferation of everyday surveillance?" He ends by concluding: "There are risks in social anonymity, but the risks of an omniscient and omnipotent state and corporate power are far worse."
The story travels the fascinating, historical journey of surveillance: metal slave tags during the antebellum years, the birth of the mug shot, biometrics and face-recognition technology, DNA fingerprinting, invasive Internet cookies and so forth.
I was especially fascinated by the sections on CCTV. TV's NCIS will have us believe Big Brother can see all. Parenti's research suggests there is a reality gap the size of the Grand Canyon when it comes to the effectiveness of existing CCTV technology. Still, it proliferates. Over 30% of American high schools have CCTV. Like a growing number of other cities, Washington DC Police use cameras for surveillance of public streets.
Then there is the UK! I've reported in previous blogs about millions of CCTV in British cities, London's Ring of Steel, and the role of CCTV in the crime triangle.
Parenti claims those millions of cameras scanning for decades haven't caught a single terrorist and are still a threat to civil liberties. Findings like this make Soft Cage a worthy read.
Conceptually, Parenti draws on the unintelligible, circular theories of French historian Michael Foucault.
One painful sample: the fetishism of home security, while clearly being about actual security and target-hardening, is also a cargo cult of individual defense against social disintegration of the sort described by Katz [where] imaginary, or magical, forms of agency are acted out in the face of massive and nebulous threats.
Apparently Parenti has never been victim of a home invasion or burglary.
He also makes some fundamental errors such as misidentifying Oscar Newman as a promoter of target hardening and completely missing the entire crime prevention through environmental design movement. It would seem fiscal cost cutting at Soft Cage publisher Basic Books ran too deep in their editing and fact-checking departments.
The book could also use updating. I'm thinking of Joseph Morales and his presentation Not Quite Amish at last year's ICA CPTED conference. Joseph described how his community organization democratized public CCTV and became an effective crime prevention tool.
Overall, Soft Cage is worth the read. Surveillance has its place. We just have to make sure we choose the right place. Books like this help us choose.
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SafeGrowth® 2007-2023
SafeGrowth® is a philosophy and theory of neighborhood safety planning for 21st Century.


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- Order number: 105759
Prices incl. VAT plus shipping costs
Ready to ship today,
Delivery time appr. 1-3 workdays
- Material 1: Lamb Merino, South America, Ovis Aries, Southamerica
- Colour: bordeaux
- Pocket: patch pocket
- Inside Pocket: two inside pockets
- Lining: fur lined
- Touch: soft and supple outer material
- Style: classic look
- Season: winter
- Type: reversible coat
- Fastening: Kn
- normal / the item is normal in size
- slightly fitted silhouette
- The model is 1,78 m in height and is size 38.
- Length: 86 cm
- Größe: 38
Werner Christ manufactures high quality products of a quality level based on comprehensive creation. This is to guarantee the consistent quality of the products.
The products are created in the practice of an old craftsmanship. The love of detail and the passion for the trade link Werner Christ with modern know-how.
From the beginning, the defining values of the company are lived and passed on in the family business. The enthusiasm for the natural product lambskin strengthens the positive development for over 60 years. The success of Werner Christ builds on this.
We are happy to advise you personally +4925142644 or by E-mail email@example.com
Insured shipping with DHL Standard:
- Germany flat rate 6,90 € per order
- Österreich flat rate 11,90 € per order
- Netherlands flat rate 11,90 € per order
- Switzerland flat rate 26,90 € per order


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Apple is set to unveil the latest model of the iPhone today at 10am PDT (5pm GMT). Heavily rumoured to be named the iPhone 11, the new smartphone will be showcased at the Steve Jobs Theater at the Apple Park HQ in Cupertino, California.
Leaks suggest we're likely to see three new models, an 'affordable' XR successor, a Pro model and a larger-sized Pro Max model.
As always, we can expect upgraded camera functions, better battery life, etc. Perhaps even some news about 5G compatibility, if we're lucky. As it's Apple, there will probably be a surprise or two, maybe a new Apple Watch and even some more advanced AR technology across its range.
Something new that we definitely know is happening is how you can livestream the event. For the first time ever, Apple is streaming the iPhone announcement on YouTube. Check back here at 10am PDT (5pm GMT) and watch the event live below:
If YouTube isn't your platform of choice, you can also watch the iPhone 11 event on Twitter or over at the Apple website.
PCR's Top Women in Tech 2019: We'll be highlighting 25 women that have made a positive impact in the industry over the past year, and we need YOU to submit yourself or your colleagues. Email email@example.com now to find out how to submit your entry.
Like this content? Sign up for the free PCR Daily Digest email service to get the latest tech news straight to your inbox. You can also follow PCR on Twitter and Facebook.
Read the latest edition of PCR's monthly magazine below:


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CIBER Focus: "Free Market Challenges and Opportunities in Bangladesh" with Dr. A.K.M. Saiful Majid - October 12, 2015
The 2015 visiting IU Kelley H.B. Wells - M.O. Ghani Fellow Dr. A.K.M. Saiful Majid gives us his insights on the various free enterprise challenges and opportunities that currently exist in…
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Hindi Customized Karaoke - MP3
Hindi Customized Karaoke - MP3
Order for any Hindi Bollywood Movie Karaoke MP3 in just $ 25.99.
All you have to do is send us the original tracks (in good quality mp3 format) along with the following information movie/album name, singer(s) and year of release, language to – firstname.lastname@example.com
The tracks would be sent in Mp3 format as an attachment or downloadable links to your registered email address.
We will make each karaoke track for you within 3-5 working days.
- The rate for a Customized Karaoke is for a standard song with normal duration (4- 6 minutes). If the length of any song is too high or the song is too complicated, we will be charging more for the track.
- Once you place your order and send us the original mp3, we will review the song and in case of the above mentioned circumstances, we will inform you about the revised rate for making the track. If you agree to the price mentioned we will go ahead with the order, else refund the original amount paid by you in form of a coupon which you may use for your future purchases with us
- Only Hindi Bollywood Movie songs will come under this category(Album, Live Concert, etc would not be acceptable).
- These songs will be delivered through an email as attachments or download links.
- No orders after the expiry of the offer shall be entertained.
- No rectification would be done after 15 days of karaoke track delivery.
- Musicians' discretion in the selection of the song will be allowed.
Hindi Customized Karaoke - MP3
"Excellent karaoke quality within committed time frame. Thank you so much for your great services"Amitansh Dutta - 2021-04-22 13:22


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The Killing cast on set for season 4 - My 1st look at Mireille, Joel & Gregg at set for episode 1 in February
Back from the dead is a term used on TV a lot. Referring to characters, careers & even occasionally, shows.
Back from the dead more than once. A lot less often. Maybe if you are referring to a character on the CW sci-fi show "Supernatural" it might be more common place, but for the general TV viewing world, it just doesnt happen too often, and certainly not with TV shows.....till now.
After season 2 of the AMC crime-drama "The Killing" the station announced its cancellation, ending a short, but spectacular show & leaving its die hard fans eager for more. A few months passed, and a deal, championed by online streaming provider Netflix, brought the series back from the dead. A 3rd season of the show was done, and again, at the end of its run, which again, left fans clamouring for more, AMC killed it yet again.
Cue mid-November. I was on the phone with a buddy when he told me a piece of news that sincerely shocked me. Netflix has picked up "The Killing" and will air a 6 episode final season to wrap up what many fans considered, too big of a cliffhanger to let it go.
I strongly supported & championed the fan groups who worked hard to get it back. I love the show, and wanted to see it wrap up properly. But I warned them "dont expect to get it". I was certain with 1 revival already under its belt, a 2nd summoning from the dead was practically impossible. I hoped I was wrong, and am glad I am.
Finally back, The Killing started its production for the 4th & final season in late February. I managed to catch up to them early in shooting & although I didnt get to see any of the actual filming, I did get a few photos of Sarah Linden (Mireille Enos ) & Stephen Holder ( Joel Kinnaman ) as they signed for my buddy who I introduced to the show near the end of filming for season 3 & became a fan of it afterwards. Also there was Carl Reddick ( Gregg Henry) [who I foolishly called Clark Gregg after JUST finishing a convo with my buddy about Agents of Shield], as well as a dark haired girl that I never found the name of, but was cast of some type.
Season 4 will be focused on wrapping up the loose ends & solving a murder at an all boys military academy outside Seattle.
No release date for the 6 episode season has been announced yet, but I would guess mid-late summer.
You can find old episodes of The Killing from the 1st three seasons on the site of their new producer, NETFLIX.
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September 2014


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Varaha Jayanthi celebrates the birthday of Varaha Avatara – the boar incarnation of Lord Vishnu. Varaha Jayanti 2023 date is September 18. It is the third incarnation of Lord Vishnu and in ancient painting and sculptures, Varaha is represented with the head of a boar and the body of a man lifting the earth with his tusks.
Story of Varaha Jayanti
Symbolism of Varaha
Symbolically, the dragging of earth by demon Hiranyaksha is Tamas (Evil) overcoming human beings. Bloated with ego, man falls deep into misery. The only saving grace is that of self realization. When it happens we slowly move out of deep dark pit – that is symbolically represented by Varaha uplifting the earth with his tusks.
When is it Observed?It is observed annually on Bhadrapad Shukla Paksha Tritiya Tithi or the third day during the waxing phase of moon in Bhadrapad month as per traditional Hindu lunar calendar.
A Different Date For Certain Communities
Certain Hindu communities, especially in South India, observe Varaha Jayanti in Vaishakh Month (April - May). These communities observe it on Vaishakh Krishna Paksha Dwadasi Tithi.
In Kerala it is observed on fifth day during the waxing phase of moon in Vaishakh month.


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I love how the Left uses euphemisms for the murder of the innocents.
For the left, when a women decides to abort — yes kill a child — it's about choice and reproductive rights.
As reported by Godfather Politics, Melissa Harris-Perry had this to say:
Speaking to Nancy Northrup from the pro-abortion Center for Reproductive Rights, Harris-Perry compared those who oppose killing unborn babies to someone who attacks women:
"So, Nancy, self-defense teaches women, 'Get on the ground, kick with your legs, don't try to go right,' you know, 'don't try to go arm to arm because that's not necessarily where the strength is.' Is this what this new strategy is? 'All right, if you guys want to sign this, run on this.'"
Melissa Harris-Perry referred to those in the pro-life movement as "enemies of reproductive rights."
No Melissa, we pro-child types prefer to ARM women, therefore empowering them in the event of a violent attack that could leave them dead, or as Obama would put it, "burdened with a baby."


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Celebrating the pipe organ, the King of Instruments
1862 Cavaillé-Coll organ at Église Saint-Sulpice, Paris, France
…completed in 1862 as the largest work of the famous builder Aristide Cavaille-Coll, and immortalized by Widor and Dupre, this noteworthy Parisian instrument received a thorough historic restoration which was completed last year. These performances celebrate its official re-inauguration, and feature works by present and former Saint- Sulpice musicians (r. 10/18/91).
NIVERS: Plein jeu.
CLERAMBAULT: Basse et Desus de Trompette.
COUPERIN: Tierce en taille.
CLERAMBAULT: Caprice sur les grands jeux.
DUPRE: Magnificat Versets, Opus 18, with choir
GRUNENWALD: 2 Pieces: La Melodie Interieure, Allegresse
BACH: Prelude & Fugue in D, S. 532
DURUFLE: sanctus, from Requiem, Opus 9
BACH: Chorale-prelude, Aus tiefer Not, S. 686
ROTH: Improvisation on O sacred head now wounded.
WIDOR: Easter Anthem, surrexit a mortuis.
LEFEBURE-WELY: Noel
Performers include organists Daniel Roth and Sophie-Veronique Choplin, and a Festival Choir of Le Centre d'Art Polyphonique de Paris led by Michel Piquema1. We are indebted to Daniel Roth and the French National Radio System, ORTF, for providing these materials. Roth's recordings of works by Cesar Franck, featuring the refurbished St. Sulpice organ among others are available on the Motette label, CDs 11138, 11139, 11141.


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Our facility, located in beautiful Fort Lauderdale, FL, provides our clients with all of the luxuries of home along with a few additional, recovery-related amenities. The main goal of our programs is to supply each of our clients with an individualized and comprehensive treatment experience, geared towards providing the safety and security of a supervised clinical facility with the recovery-related benefits of a therapeutically-oriented environment. Although our facility caters to both male and female clients, women and men will reside in separate residences. Each client will share a bedroom with one or two others and each apartment will include a communal living area, dining room, and kitchen area. Clients will be responsible for keeping their living spaces clean, and will participate in weekly household chores.
Personal responsibility is often harshly compromised over the course of one's addiction – for this reason, we are sure to instill our clients with all of the life skills necessary to maintain productivity and accountability once their time at our residence comes to a close.
Our residences and our clinical offices are separate, and clients will be transported to and from the clinical facilities by staff members on a near-daily basis. Group therapy and the majority of individual therapy will be undergone at the clinical offices, as will all potential family therapy sessions and psychiatric evaluations. In addition to being transported from the residence for all clinical sessions, clients will be transported to and from outside 12-step meetings on a weekly basis. We believe strongly in helping our clients lay solid foundations of recovery so that they will be able to maintain success in sobriety for years to come. Establishing oneself in a 12- step program contributes greatly to the ability to maintain meaningful and fulfilled sobriety for years to come.
While our facility is truly state-of-the art, what genuinely sets it apart from the rest of the treatment centers throughout South Florida is our dedicated and passionate on-site staff. Our behavioral technicians are available day and night to assist clients in any way possible, guiding them from a place of personal experience, compassion, and genuine care. Early recovery is a beautiful and self-exploratory time, but it can also be an overwhelming and confusing time – seeing as newly sober addicts have been relying on little but chemical substance to carry them through life for what may have been years and years. Coming to rely on other people for help and for guidance is a crucial component of recovery – and it is a skill taught through the reliance on our committed, knowledgeable on-site staff members. For more information regarding our facility, please feel free to contact one of our trained representatives today.


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About 100 men and women gathered in Nairobi, Kenya, June 6-8 for a regional conference on religious and migration in the 21st century, having the specific focus of "Women and Migration in the African Context". Organized by six New York based religious NGOs at the UN (Congregations of St. Joseph, Augustinians International, Franciscans International, Passionists International, Sisters of Notre Dame de Namur and VIVAT International), it gathered a rich mix of about 100 participants, including several experts, representatives of both international and government agencies, and those from religious groups working at the grassroots, as well as refugees and migrants themselves. Among groups represented there were: the International Organization for Migration (IOM), the United Nations High Commissioner for Refugees (UNHCR), the Department of Immigration Service of Kenya, the Kenyan Conference of Catholic Bishops, Jesuit Refugee Services (JRS), and the Pan African Network in Defense of Migrants' Rights (PANiDMR)
The conference occasioned insightful discussions on migration and refugees in Africa, addressing the issues of migration, trafficking in persons and refugee dynamics specifically from an African and women's perspective. A major focus was how best to harness the benefits of migration while minimizing its negative effects. The deeper understanding of migration and refugees dynamics gained, suggest a needed change in the perception of migration, particularly in Africa. Through the interactive participation, that offered the views of the various individuals, organizations and agencies that attended, the conference, threw light on both effective practices and gaps in the systems responding to migration, trafficking in person and refugees.
The discussions brought out how different groups are already responding in different ways to issues and concerns of migrants, refugees, diasporas, trafficked victims and internally displaced persons. It also pointed out various activities and efforts by national governments, UN agencies and international organizations towards a constructive national and regional management of migration aa well as direct services to migrants, refugees and victims of human trafficking. A good number of civil society organizations also play strategic and supportive roles in these efforts in the region, yet muc still needs to be done to address migration and refugee issues on the continent.
The Conference served to stimulate greater collaboration among women and men religious, civil society organizations, agencies and the government. It achieved its purpose by raising the level of understanding and response of African religious to migration and refugee issues and updating the participants on current migration issues on all fronts, especially from the perspective of African women. It identified some ways to improve grassroots responses, including stimulating local advocacy through a network for collaboration of efforts. It provided insight and perspectives that could enhance civil society advocacy mechanisms in the various processes involved with global migration.
At the end of two and half days of intense listening to new insights and shared experiences, all were more aware that we are living at a time of turbulence, tension and transition. In this hour of choice, two paths are ahead of us: fear and self/national interest, or hope and shared responsibility. As Peter Sutherland, Secretary General Representative at the Global Forum on Migration, once said, "We cannot afford to be to be indifferent and simply bystanders to this crisis". The role of civil society, and in particular faith-based organizations, is critically and urgently needed at this time on all fronts. They are key in two ways. By raising their voices in advocacy, they build up political will to respond to the issue. And they also provide direct help to the victims and work to defuse tension between ordinary citizens and their migrant guests.
This Conference served to stimulate greater collaboration among women and men religious, CSOs, agencies and the government. With more sustained interactions, all the actors will be better able effectively to tackle the administrative and policy gaps faced by migrants on daily and routine basis. Human rights should not stop at any borders.


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Filing a lawsuit is serious business. It is often expensive, consumes precious court time, and is typically emotionally exhausting. Many litigants find themselves in courtroom brawls over "principle," while others are seeking compensatory damages due to a perceived "wrong" they are trying to "right." At the end of the day, very often litigants are left wondering, "Was it worth it?"
Wouldn't it be nice if we could go into the process with a better understanding of what it may actually cost to litigate a claim, so we can weigh the pros and cons and make our own, informed decisions? Clients often ask their attorneys, "What will it cost to get divorced?" or, "What will it cost to modify child support?" The answer is usually, "It depends."
Through no fault of counsel, "It depends," is code for, "I have no idea." In family law, the cost to challenge issues such as alimony, child support, or time-sharing is highly dependent on many factors that are simply out of your control. According to South Florida Family Law Attorney, Richard Gaines, "You and your lawyer can only control what you do, not what your ex-spouse and his/her lawyer do." Whether using litigation or mediation as your method-of-resolution, there are some real considerations before embarking down a road that, in the end, may not yield the results you seek. Or, maybe it will.
Let's face it: no one affirmatively wants to pay alimony. However, there are realities that accompany most divorces that are simply unavoidable, and spousal support is one of them. But fret not! There are "substantial change in circumstances" under which alimony can be modified or terminated! Three of the top reasons (of course, there are many others not addressed by this article) alimony may be terminated are (1) death; (2) remarriage; and (3) cohabitation. The first two are rather clear and obvious, but the last (cohabitation) is fraught with ambiguity in definition. What is cohabitation? How is it proven? Will the costs it takes to gather evidence and prove the claim outweigh the overall benefits? Consider the following:
Hard Costs
•Lawyers and Support Staff
oTime: $250.00-$500.00/hour
oInitial Filings (Motion, Subpoena): $500
oAttending Hearings: $250.00-$500.00/hour
oHiring Experts: $3,000 - $5,000
oHiring Private Investigators: $3,000.00
•Filing Fees
•Private Investigator
•Expert Consultant
Soft Costs
•Emotional Tolls - Unquantifiable
After a 16-year marriage, a Pennsylvania man was obligated to paying alimony for 10 years. Less than two years after the Final Judgment Divorce Decree was entered, his former wife had invited a new boyfriend to live with her and the children. After almost a year of waiting for his ex to acknowledge that they were living together, the man confronted her and offered a generous step-down of alimony over the course of 6 months. This was, of course, immediately rejected, and the ex and her boyfriend went into automatic subversive-mode: hiding his car in the garage, telling the children to lie about his "sleepovers," and denying each and every allegation that they were living together. With nearly 8 years worth of $2,100/month alimony payments at stake (nearly $201,600 total), the man decided to file a termination of alimony claim based on cohabitation, which was a violation of the Marital Settlement Agreement and contrary to the basic tenets of spousal support in family law. "I had no choice," he commented, "She was blatantly cohabiting with this man, and refused to admit the truth because she didn't want to give up the money. I was essentially paying for their vacations, their new home, his children's birthday presents, and all the things that married couples do together." The financial cost for litigating the claim, which she fought vigorously, was close to $18,000. Was it worth it? "On the first day of trial, my alimony obligation was permanently terminated. Was it worth it? You bet."
A critical strategic analysis that should be held before pursuing any termination of alimony claim is the cost-benefit analysis. According to Mr. Gaines, "If the financial exposure to future alimony is equal to or less than the costs associated with pursuing such a claim, it's probably better left alone. If, however, the cost of the future alimony substantially exceeds the likely litigation cost, then from a financial perspective, it makes sense to pursue the claim to terminate the alimony subject to your consideration of the soft costs, namely, the time and emotional expense related to the claim." It is noteworthy that in some jurisdictions, cohabitation may only lead to a reduction in the alimony, not a complete termination. As with any potential litigation, careful consideration and analysis is a critical step before committing to pursuing any claim.


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Where can you get a PCP deal?
The most popular PCP deals are through the dealership that you are purchasing the vehicle from. Although there are brokers that can be found online who offer PCP deals as well. It's probably a good idea to check these against the dealership offer to ensure you are getting the best deal for you.
Online finance brokers
The online brokers can offer a large number of deals as well as those for people with a less than perfect credit history. Using these sites gives you an upfront idea of your projected monthly payments that is important when looking at what you can afford.
All these online brokers do is offer finance deals through a variety of lenders, which in theory offers you a more varied search.
One point to be aware with this option is that some searches performed by these brokers appear on your credit file and may affect future loan attempts if they appear regularly.
There are quite a few brokers online so shop around and see which one will suit you current circumstances. You can still buy your car from a mainstream dealer but finance it through a separate broker.
Dealer finance
Dealer car finance is offered by almost every dealership in the UK and the PCP deal is one of the options they offer. There are three main types of dealerships, which are known as:
- Franchised – These dealerships are manufacturer specific, e.g. Audi or Ford
- Independent – No manufacturer ties
- Car Superstores
Procuring PCP through the manufacturer's finance arm
In the case of a franchised dealership the manufacturer finance division more often arranges the finance deals. For example Audi is Volkswagen Financial Services or Vauxhall Finance.
It's advisable to look at the dealerships and see what offers they have as new car sales attract some good deals.
Offers include dealer contributions from £500 to £2000, depending on the car, and 0% finance is not uncommon. Your credit history will have an impact on the finance offers the dealer is prepared to give you on the deal.
Going back to an earlier point it's worth noting that if you have no intention of owning the vehicle at the end of the deal the PCP contract including it's 'Balloon Payment' will most likely be a more expensive way to finance a car. In this instance it may be worth looking at a personal car loan or hire purchase.
Getting a PCP through an independent dealership or car supermarket
If you choose to go through an independent dealership for your finance you will find that they can offer very similar deals to the franchise finance options as above. This is because they use finance from large lenders allowing them to be competitive. For example Black Horse and Santander supply the car supermarkets and independent dealerships with these finance deals. Unlike the main dealerships these finance providers cannot offer the subsidised deals that you will find through the car companies PCP deals. As a result of using the dealership finance you can generally expect to see a slightly higher APR and this may increase even more if you have a poor credit score.
In closing, the market for these types of loans is very competitive so you need to take a look around to see which deal is right for you. The most important thing is being able to make the monthly repayments so you keep a healthy credit score, which will only help for the future and the procurement of your next vehicle.


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Events at Bay Hotel Ho Chi Minh
Corporate Events
Located in the heart of Saigon and with the skyline and river view, Propeller is ideal for companies to hold their annual dinner and dances, product launches, networking sessions and corporate gatherings.
You can also choose to have a meeting at the indoor area before continuing the evening with free-flow drinks and food at our alfresco area with fairy lights.
All packages are customizable.
Social Events
Propeller presents spectacular views of Saigon River, making it the perfect location for you and your guests to party.
If you are looking for an alfresco or air-conditioned area for wedding parties, birthday bookings, private parties and others, look no further.
Take a sip, have a bite and admire the sun set against the river, party as hard as you can – the best way to finish your night!


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This is a new CPR technique which is much simpler.
This is a very important video regarding the latest CPR procedure. Please watch and forward to your friends and family if you haven't already done so. You never know, a life may be saved utilizing this new procedure.
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