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Our Hen's Parties will get you dancing, hooping, booty-poppin' and giggling!
Hoops, Thighs & Buttocks bring a unique and Sassy AF way to celebrate your hen's or buck's night with our unique party packages.
Get clucking with a hula lot of hooping, dancing, and all the lycra you could ask for at one of our studios or at your own venue.
Get in touch and we'll send you a flyer with all the deets on the packages available, which include Prosecco on arrival and a special gift for the guest of honour such as a sexy 80's leotard, a hula hoop or some saucy hot pants to show off their Buttocks.
All packages include:
- Fun activities
- Learning a choreography you can flashmob at the wedding
- Filming your new dance routine
- Photo shoot
- A party to remember!
*Please state your city/ location when enquiring so we can send you the right information.
Easy Weddings Special Offer
Book now for August and save 10%
We're having a flash sale on any August pre-wedding parties booked with us. Offer valid until July 31 and the party must be booked for August only. Valid for our parties in Melbourne, Sydney, Brisbane, Gold Coast and Byron Bay.
Jane Fondle ran a hilarious dance class for our 80s themed hens party. It was more fun than I could've imagined! The girls and I had an amazing night and have been buzzing ever since. Miss Fondle has so much energy and taught us moves that we took with us to the dance floor at the reception -Flashmob! This was an experience to remember and by far the best hens I've ever been to. Im hoping more friends will get married just so that I can have more of this!
Thank you Tasma! I had so much fun with you ladies and I'm so glad you flash-mobbed the dance I taught you at the wedding. So proud! Hope to see you at the next one. Maybe for some hula hooping or twerking! x
I was so happy with this service (the leotard was incredible!), everyone was raving about the party, and those that didn't make it were certainly very disappointed! I was very appreciative of how easy and accommodating they were of all our requests. Jade was a great instructor, she made everyone feel comfortable and the class was easy enough for us all to feel like we were the star in our favourite 80s dance movie!
You were absolutely the stars in my eyes! Thanks for your lovely review Adele. What a great bunch of babes you were! Keep rocking your new dance moves and I'll see you at the next party or catch you busting out some 80's moves on a dance floor ;) x
Get the best deals for your wedding with Easy Weddings only discounts and special offers.
Simply let us know which Easy Weddings' suppliers you've booked. Once verified, you'll get entries into the draw for your chance to win!
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So, you've just released a new track and are looking for fans to buy it. But, the big questions arises, "Where the heck do I get tons of people to listen to my music?" Apparently, that is what bothers most song writers and producers in the 21st century. However, there are many solutions to this problem.
First, you have to find the right audience. Remember, the type of music you release will have a specific age and social class love it more than the others. In addition, the audience helps you draft a clear strategy. For example, if you have a country song, then you should consider finding someone whose on the radio and played it via that means as compared to an EDM song that can be uploaded on Youtube and find compelling views.
Next, identify the best platform to use at https://tellingbeatzz.com. This is as a result of finding your niche audience. Once you identify the best platform, you can easily scale up the amount of views for your music. After this, you have to come up with a sales strategy just to ensure that anyone who buys from you becomes a fan who can never stop listen to your music - kinda like what Cold play does.
Third, going for gigs. Yes gigs and tours are important It allows upcoming and successful musicians to interact with audience face to face. It allows you to meet a couple of friends and get genuine response of how your music was. If it is negative, channel your energy into building a better one - besides, rome wasn't built in a day. For more information, you may also check http://dictionary.cambridge.org/topics/business/advertising-marketing-and-merchandising/.
Fourth, use avenues like music to get your music into the scene Frankly, everyone has a favorite movie that they love. But also, there are certain movies we can't do without - like game of thrones! So, therefore have a detailed plan of how you will approach those companies to ask for an offer to have your music on their movie
Fifthly, look for influencers on social media to help build your music brand. It might cost you a few backs but that goes along way in building your brand. Remember that that music is just an entry way into the music industry. Furthermore, influencers will have many people come to your website or youtube page. You can never stop to be amazed by the job these guys do.
If you're definitely planning on becoming the next star, be sure to use these tricks, click here to know more!


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Subprefect Li Yinghui and her party visit Dahai New Energy to guide the work
Previous post:Vice Governor Cai Limin of Shandong province and his party visit our company and guide our work
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Sea textile industry, with 300,000 spindles combed spinning, compact spinning 100,000 spindles, 600 air-jet looms, the introduction of the German Trützschler
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jet looms, Benninger warping machines, sizing machines Zucker are the current international advanced spinning and weaving equipment.
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DAVID O'Leary has set his sights on guiding Aston Villa to Barclays Premiership safety - before striving to find out what the future holds for the Midlands club.
O'Leary, whose side host Portsmouth tomorrow, is intent on overhauling the 40-points mark as soon as possible after disappointing home form has kept them hovering in the bottom six.
But that is only the short-term aim, with the Villa boss keen to see what direction the club will be heading on and off the pitch.
Talk of a takeover has gone ominously silent, and a worrying sign was O'Leary having to send on-loan midfielder Eirik Bakke back to Leeds in January for financial reasons and not being able to bring in any new blood.
Villa are paying the price for having a shortage of numbers, and O'Leary will have to send out a rookie centre-half pairing of Gary Cahill and Liam Ridgewell against Pompey.
Captain Olof Mellberg is suspended after incurring five bookings, and in addition Mark Delaney (knee) and Aaron Hughes (calf) are struggling to be fit.
O'Leary said: "I've set myself the target of getting to 40 points as quickly as possible, have a good run in the FA Cup, get to the end of the season - and then see what's happening at this football club.
"I want to keep this club safe - the next 11 games will be like FA Cup finals - and see what is going to happen for the long-term future of this great club at the end of the season.
Villa have won only three home league matches in 2005-2006, in stark contrast to their away record which sees them unbeaten in the Premiership since late October.
O'Leary said: "If our home form was even half-decent we'd be a lot further up the league. We are making life very difficult for ourselves at home, because we have been beaten too many times at Villa Park. Our best stuff has been away from home.
"If we could turn any decent sort of form into our next five or six home matches we'll move to safety and up the league immensely.
"The disappointing thing this season is that the fans haven't seen the team and the way it has played away from home often enough at Villa Park.
"We have dropped too many points at home, and a lot of times it has been down to a lack of responsibility at set plays. That has cost us too many goals."
* Will Villa avoid being dragged back into the relegation fight? Tell us what you think at www.icbirmingham.co.uk/mail/villa/yourshout


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The case of Maryam Sanda standing trial before an FCT High Court for allegedly killing her husband, Bilyaminu Bello, on Wednesday suffered another setback due to the curfew imposed on some parts of Kaduna state.
The News Agency of Nigeria reports that Bilyaminu is the son of the former PDP chairman, Dr. Haliru Bello-Muhammed.
The defendant is being charged alongside three others — her mother, Mrs. Maimuna Aliyu; her brother, Mr Aliyu Sanda; and her housemaid, Ms Sadiya Aminu, for the offence of conspiracy and murder.
At the resumed hearing, the prosecution counsel, Mr. James Idachaba, informed the court that all his witnesses had been locked up in Kaduna due to the curfew.
According to the prosecution, the remaining witnesses in the murder trial of Maryam were two Investigating Police Officers and four others.
Idachaba prayed the court for an adjournment since the witnesses could not make it to the court as a result of the curfew.
Counsel to the defendants, Olusegun Jolaawo, did not oppose the prayer for an adjournment.
In his ruling, Justice Yusuf Halilu granted the prayers of the prosecution and adjourned the matter till November 15 for continuation of the trial.
NAN reports that this is the fourth time the case is suffering a setback as a result of one reason or the other.


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Influence European and national policy responses
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To apply for membership please contact Edward Shrimpton at firstname.lastname@example.com.
We have an international team. Feel free to contact us in your own language.


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Verdi theatre
From April to October open from Tuesday to Sunday and festivities 9.30am - 12.30pm* and from 3.00pm – 6.00pm*. In October open also on Monday only by pre-booking for groups min 15 people.
From November 2 to March open from Tuesday to Sunday and festivities 9.30am - 12.30pm* and 2.30pm – 5.00pm*. Closed on Monday. Closed on December 24 afternoon, December 25 and January 1.
Closed on Monday except on festivities , during rehearsals, December 25 and 26 December and January 1.
*Last entrance
full price euros 4,00; groups euros 3,00; schools euros 2,00.
Combined ticket:
Birthplace, the Verdi Theatre and Barezzi house
euros 11,00 full price, concessions euros 9,50, schools euros 6,50. Tickets buyable at the Tourist information office or at the Birhplace.
Birthplace, Verdi Theatre, Casa Barezzi Museum, Renata Tebaldi Museum and Museo del Violino in Cremona
5 museums euro 14,00 (only for groups of minimum 15 people)
Verdi Tourist Card holders are entitled to the reduced ticket at the Places of Verdi in Busseto and at the Museo del Violino in Cremona.
built between 1856 and 1868 and designed by architect Pier Luigi Montecchini, the theatre is hosted in the Rocca, the former fortress of the Pallavicino family sold to the Municipality of Busseto 1856.
A large staircase is adorned with a bust of Giuseppe Verdi by Giovanni Dupré while the ceiling medallions, representing Comedy, Tragedy, Melodrama and Romantic Drama were painted by Isacco Gioacchino Levi in 1865.
Nowadays the theatre, recently restored, is equipped with all modern facilities and can house 300 people.


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Certina is a watch brand that is known for their sporty character, their precision and reliability. The company has been in business for more than 130 years, manufacturing high quality watches. They've build a solid international reputation for their quality Swiss workmanship. The personal symbol of the brand is the turtle shell and it stands as a symbol of longevity and robustness, which are characteristics of each Certina watch. We've put together a selection of their finest examples in one grouping and hope you enjoy our collection of the five best Certina watches on the market today for your consideration.
DS-8 Lady Chronograph
The DS-8 Lady Chronograph is a stylish example of precision watchmaking in a casually elegant chronometer that keeps you on time for the important things in life. It's a delicate watch suitable for casual and dressy occasions. Thee 34.50 diameter case is made of 316L stainless steel with a PVD coating and a matching bracelet crafted of the same materials. A grey dial gives it a wonderful contrast for striking aesthetics, with a sapphire crystal with anti reflective coating to make this watch highly legible and easy to read at a glance. The movement is an ETA Swiss made Chronograph movement G15.212 Precidrive Quartz which has undergone official testing and certification. The metal bracelet is secured with a 2 push button clasp style closure.
DS-8 Chronograph Moon Phase
The DS-8 Chronograph Moon Phase is a popular choice with a moon phase display that is fascinating in a tastefully presented watch that blends high end aesthetics with innovative technology. This example is suitable for casual or dressy occasions. The 42 mm diameter case is crafted of 316L stainless steel with a raised case back and an elaborate impression of the turtle in 3D.
The dial features a multilayered format in anthracite grey index satin hands and indexes with Super LumiNova for enhanced readability in all lighting conditions. The chronograph is presented clearly with a moon phase display in a sun-brushing decor. The moon phase display offers the age of the moon in a rotating disc through an aperture in the dial and can be set by referring to the lunar calendar. This is an attractive display that showcases the complexity of the complication. The movement is an ETA Swiss Made Chronograph movement G10.962 BH Precidrive Quartz. The glass is a sapphire crystal treated with anti-reflective coating to ease sun glare for easier reading in bright light. This watch is water resistant up to 100 meters, and is completed with a genuine leather bracelet and stainless steel 2 push button style butterfly clasp.
DS-1 Powermatic 80 Himalaya Special Edition
The Himalaya Special Edition is a lovely limited edition watch that is available in a 40 mm diameter with stainless steel case material and an extremely thin dial which is lightly domes. It is reminiscent of the vintage 1960s models for a modern timepiece with a touch of elegant retro design. The dial is a silver index with vintage design elements marking the success of Dhaulagiri in the Hilimayas in 1960 with a nod to this accomplishment. The special ETA Swiss made powermatic 80.111 automatic movement features a power reserve of up to 80 hours. The glass is sapphire crystal with anti-reflective coating to reduce glare in brightly lit situations.This watch is waterproof up to 100 meters and is secured with a leather bracelet and a butterfly style 2 button clasp. The 80 Himalaya Special edition is a special execution with Dhaulagiri case back.
DS Action Diver Chronograph Automatic
This example is inspired by the requirements of divers for an extremely athletic, waterproof timepiece with bright features for easy reading in all lighting conditions. The Diameter: 45.70 mm case made of stainless steel has a matching bracelet with deploying clasp with 2 push buttons and diver extension. The ample size is rugged and fit for extreme environmental conditions. The bezel is aluminum and the dial is a vibrant blue collor with Arabic numerals. The movement is an ETA Swiss made chronograph movement C01.211 Automatic with water resistance up to 300 meters. The sapphire crystal is treated with anti-reflective coating to cut down on glare from bright light.
DS Podium Chronograph 1/100 sec
The DS Podium Chronograph 1/100 sec is made with a 44 mm stainless steel case with a raised case back featuring the symbol of the turtle in an elaborate 3D depiction. The black dial with Arabic numerals features a display that shows 1/100th seconds in real time for precision measurement of time. It is powered by an ETA Swiss Made Chronograph movement 251.264 AA Precidrive Quartz, which is the latest generation. The bracelet is leather with a stainless steel butterfly 2 push button style buckle.


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war & death: remembering Manny Babbitt - "we disown them"
Now's a good time to take a look at some sobering facts about homeless and incarcerated veterans in America, and to revisit the story of Manny Babbitt, while Dana Priest's article has the overwhelmed VA & the care returning veterans require on everyone's minds. Manny, the son of Cape Verdean immigrants, was an African-American Vietnam vet with a Purple Heart who was executed by the State of California in 1999.
First, from the National Coalition for Homeless Veterans:
First, from the National Coalition for Homeless Veterans:
The U. S. Department of Veterans Affairs (VA) says the nation's homeless veterans are mostly males (4 % are females). The vast majority are single, most come from poor, disadvantaged communities, 45% suffer from mental illness, and half have substance abuse problems. America's homeless veterans have served in World War II, Korean War, Cold War, Vietnam War, Grenada, Panama, Lebanon, Operation Enduring Freedom (Afghanistan), Operation Iraqi Freedom, or the military's anti-drug cultivation efforts in South America. Forty-seven percent of homeless veterans served during the Vietnam Era. More than 67% served our country for at least three years and 33% were stationed in a war zone.Those figures don't even try to delve into the realm of veterans returning with PTSD. All indications seem to indicate that the domestic incoming from the current war are going to make those statistics look trivial. The life of Manny Babbitt was one of institutional failure at every turn, leaving numerous victims in its wake. It still fills me with sorrow and rage.
How many homeless veterans are there?
Although accurate numbers are impossible to come by -- no one keeps national records on homeless veterans -- the VA estimates that nearly 200,000 veterans are homeless on any given night. And nearly 400,000 experience homelessness over the course of a year. Conservatively, one out of every three homeless men who is sleeping in a doorway, alley or box in our cities and rural communities has put on a uniform and served this country. According to the National Survey of Homeless Assistance Providers and Clients (U.S. Interagency Council on Homelessness and the Urban Institute, 1999), veterans account for 23% of all homeless people in America.
. . .
In January 2000, The Bureau of Justice Statistics released a special report on incarcerated veterans. Following are highlights of the report: "Veterans in Prison or Jail."
Over 225,000 veterans [were] held in [the] Nation's prisons or jails in 1998.
Among adult males in 1998, there were 937 incarcerated veterans per 100,000 veteran residents.
1 in every 6 incarcerated veterans was not honorably discharged from the military. [i.e. 5 of every 6 were honorably discharged]
About 20% of veterans in prison reported seeing combat duty during their military service.
In 1998, an estimated 56,500 Vietnam War-era veterans and 18,500 Persian Gulf War veterans were held in State and Federal prisons.
Nearly 60% of incarcerated veterans had served in the Army.
Among state prisoners, over half (53%) of veterans were white non-hispanics, compared to nearly a third (31%) of non-veterans; Among Federal prisoners, the percentage of veterans who were white (50%) was nearly double that of non-veterans (26%).
Among State prisoners, the median age of veterans was 10 years older than other prison and jail inmates.
Among State prisoners, veterans (32%) were about 3 times more likely than non-veterans (11%) to have attended college.
Veterans are more likely than others to be in prison for a violent offense but less likely to be serving a sentence for drugs.
About 35% of veterans in State prison, compared to 20% of non-veterans, were convicted of homicide or sexual assault.
Veterans (30%) were more likely than other State prisoners (23%) to be first-time offenders.
Among violent State prisoners, the average sentence of veterans was 50 months longer than the average of non-veterans.
At year-end 1997, sex offenders accounted for 1 in 3 prisoners held in military correctional facilities.
Combat veterans were no more likely to be violent offenders than other veterans.
Veterans in State prison reported higher levels of alcohol abuse, lower levels of drug abuse, than other prisoners.
Veterans in State prison were less likely (26%) than other State prisoners (34%) to report having used drugs at the time of their offense.
Nearly 60% of veterans in State prison had driven drunk in the past, compared to 45% of other inmates.
About 70% of veterans, compared to 54% of other State prisoners, had been working full-time before arrest. [thanks to liberal catnip for the pointer]
Manny Babbitt
Manny Babbitt was executed in California on 4 May 1999. He was a 51-year-old decorated Vietnam veteran whose capital crime appears to have been linked to combat-induced post-traumatic stress disorder (PTSD). Manny Babbitt's first taste of active service after joining the US Marines in 1967 was the siege of Khe Sanh, the longest and bloodiest battle of the Vietnam war. On his return to the USA, he experienced severe difficulties adjusting to civilian life and slid into serious alcohol and drug problems. He spent eight months in a mental hospital where conditions at the time were described by a federal judge as "shocking" and "unconstitutional." His declining mental health was diagnosed, but never treated. A leading expert on Vietnam combat-related PTSD concluded that Babbitt was suffering from a combat-related flashback, aggravated by hallucinogenic drugs, when he killed Leah Schendel in 1980, and hid and tagged her body as soldiers had hidden and tagged their fallen comrades in Vietnam. Many Vietnam veterans campaigned to save Manny Babbitt from execution, including one ex-Marine who identified him as the soldier who had saved his life at the siege of Khe Sanh. linkHow many people have, continue to, and will in the future fall through the proverbial "cracks" in the system?
Suffering from post-traumatic stress disorder and diagnosed with paranoid schizophrenia, he lived with his brother, Bill, and Bill's wife in Sacramento, Calif. One day in 1980, Bill came across evidence that Manny had perpetrated a break-in robbery and beaten an elderly woman, who died of a heart attack afterward. Bill made the agonizing decision to turn his brother in to the police, so that he couldn't harm others. The police assured him he had done the right thing, that his brother would be given treatment for his problems in prison and would not be subject to the death penalty.PTSD was a controversial theory in those days; while it's legitimacy as a condition goes unchallenged today, one does hear about the VA disputing individual diagnoses, sometimes going so far as to accuse vets of faking & malingering, all in order to reduce their benefits & costs of treatment.
The authorities lied, Bill Babbitt said. They arrested Manny, who confessed. Manny later told Bill, "What they said I did, I must have done it." He was tried, convicted and given the death penalty. His first lawyer took Bill's money and dropped the case. His second, a court-appointed lawyer, refused to allow blacks on the jury, drank heavily and was later disbarred and sued for racism. Manny's military heroism and mental problems were not disclosed during his trial.
Bill Babbit, who once supported the death penalty, tried to work within the system to save Manny's life, until "everybody -- the DA, the police -- didn't want to deal with me anymore," he said. The system didn't bend. link
Babbitt's childhood was traumatic and impoverished. At an early age he was sent out to do back-breaking work. He left school at 17 unable to read. His alcoholic father beat and brutalized both him and his mentally ill mother. Babbitt and his other siblings were ridiculed daily with racist taunts from members of their community. Babbitt's father died a slow death from cancer, forcing extra responsibility on Babbitt, who became a surrogate parent to his siblings. Psychiatric and neurological disorders ran rampant in the family.from War and the death penalty, by Russell Neufeld:
In June 1967, Babbitt joined the US Marines. He initially failed the screening exam, but with 'help' from the recruiter he passed on the second attempt. Upon arriving in Vietnam in December 1967 he went straight into active service in the siege of Khe Sanh, the longest and bloodiest battle of the war. On 17 March 1968 Babbitt was wounded in action but returned to his unit almost immediately because the policy at the time was to keep returning men to the field until they had been wounded three times. Promoted to Corporal, Babbitt was awarded the Cross of Gallantry, the Purple Heart and other decorations. He returned to the USA in August 1969, remained in the Marines but had severe difficulties adjusting to life outside combat. After taking unauthorized leave he was finally discharged after being deemed 'unsuitable'.
Babbitt has a severe, chronic case of combat-induced Post Traumatic Stress Disorder ('PTSD'). A leading expert on Vietnam combat related PTSD concluded 'to a reasonable medical certainty that [Babbitt] was suffering from severe chronic post-traumatic stress disorder, aggravated by alcohol and drug abuse, resulting in his experiencing... a dissociative state at the time of the offense.' PTSD, a now- recognized debilitating disorder, was neither understood nor officially recognized until the end of the 1970s. The symptoms of PTSD include dissociative states during which the individual relives the original traumatic event. For those trained in combat, re-experiencing the event may cause unpredictable explosions of aggressive behaviour. From 1974 Manny Babbitt suffered from increasing periods of mental instability, spending eight months in a mental hospital and attempting suicide. A psychiatrist diagnosed Babbitt as suffering from 'schizophrenic reaction, paranoid type, who shows tendencies toward self-destruction'. A federal magistrate described the conditions in the mental hospital that treated Babbitt as 'shocking' and 'unconstitutional' one month after Babbitt was released from it.
Before he was sent to Vietnam, Babbitt had no history of serious criminal or violent behaviour, but from 1973 onwards he was increasingly involved in crime. His declining mental health was diagnosed but never treated. After taking hallucinogenic drugs, Babbitt is said to have experienced a combat-related flashback which lasted for two days and resulted in amnesia. During that time he killed Leah Schendel and tried to rape another woman, Mavis Wilson. The body of Schendel was hidden and tagged as soldiers hid and tagged their fallen comrades in Vietnam.
. . .
In a comment to the press, the prosecuting authorities showed no understanding or sympathy for suffers of PTSD. A deputy district attorney was recently quoted as stating: 'It's spin that's put on the case to take advantage of the national sense of guilt over Vietnam. The event [the murder] occurred 12 years after Khe Sanh and 10 years after he was discharged.' link
The death penalty is something we impose on the people we send off to war, who get terribly messed up and then come home and do terrible things.
War traumatizes the people in it. Soldiers are trained to kill. They kill others and see their own comrades killed and wounded. They may narrowly miss death themselves. They come home with post-traumatic stress disorder (PTSD)--known in earlier wars as "shell shock" or "combat fatigue." They use drugs and alcohol to self-medicate--to deaden the awful feelings and thoughts. The Vietnam War was a major cause of the drug plague that swept this country during the 1970s and 1980s.
. . .
The wars in Afghanistan and Iraq are producing a whole new generation of traumatized GIs, returning home with many of the same problems as their predecessors. The New England Journal of Medicine recently reported on a study of U.S. forces in Iraq. One in six self-report being traumatized. It is believed that self-reporting results in some underreporting, and that the true figure is closer to one in four.
And many of these young people go from being cannon fodder to grist for the capital punishment mill. In 2002, three Special Forces soldiers who had fought in Afghanistan returned home, and within six weeks, each killed their wives.
. . .
There is a biblical admonition that the sins of the fathers are visited upon the sons. The story of one of my capital clients is a good example. His father went to Vietnam; another young, Black man, and, just like Manny Babbitt, he was at Khe Sanh. Assigned to an artillery unit, he saw his best friend get blown up, standing right next to him. He returned with PTSD. He took to drinking and drugs and violent fights with his wife, which my client witnessed.
When my client was nine years old, his father would take him with him to buy drugs. When my client was 13, his older sister started dating a drug dealer. This man appeared to my client as everything his father wasn't: successful and together. He looked up to him and soon started helping deal drugs. A few years later, they were both charged with capital murder for drug-related homicides.
So we send young people to war—to its horrors. It messes them up terribly, and when they do terribly messed up things—beat or kill their wives, steal to support their drug habit, and then kill someone in the course of a robbery—we disown them. We deny our own culpability as a society.
War is the great creator of the "other." War creates a moral numbness, allowing us to kill totally innocent human beings. War, therefore, not only creates killers who face the death penalty, it also creates the moral climate that allows jurors to think it's okay for the state to kill the killers.


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On a recent work social, I spotted a colleague supping a delectable looking cocktail…accompanied by a shot of Prosecco. Too tempting to resist. On further investigation (to use the technical term: sampling) I discovered this delight was called a Porn Star Martini.
On a recent work social, I spotted a colleague supping a delectable looking cocktail…accompanied by a shot of Prosecco. Too tempting to resist. On further investigation (to use the technical term: sampling) I discovered this delight was called a Porn Star Martini.
Who'd have guessed? Gorgeous drink - but I don't fancy rocking up to a bar and ordering a 'Hugh Heffner special' instead of a classic glass of fizz. I loathe the name. I hate everything it represents. It sounds cheap. It sounds nasty. And if I hadn't 'stumbled' across it, I'd never have even tried it simply because of the name.
Never underestimate the impact of a name. Your company, product or service might be phenomenal but you've failed at the first hurdle if the name's a big turn off, alienates your target audience and doesn't convey the right tone and message. Relying on word of mouth just won't cut it - it might work for the short-term thrill of a cocktail, but in the big wide world it won't. You cannot just rely on the thrill of discovery - you've got to make a solid, memorable first impression with your name. It carries a lot of weight and can mark the difference between success and failure.
At KISS, we're in the business of brand experience and we understand how well tailored brand expression has a significant impact on business success. Building a brand can take years and the first thing people encounter from that brand will either be the name or the logo. Names and brands are how your audience can connect - they tell a story and over time help to build emotional engagement.
When you're starting out and thinking about naming your product, organisation or brand there will be many aspects to cover but a few of your absolute essentials are:
Research it, google it, check it out, check it translates to other languages with no hidden meaning. Apple raised a few eyebrows in Japan when Siri was first announced.
What are your competitors named? You don't want any clashes or comparisons
Make sure it's future-proof - what's 'trendy' now might not be in ten years' time, so try to avoid 'trending' themes
Check that it's actually available to use and that there's no patent or copyright on it
Keep it simple - no-one is ever going to get tongue tied with Coca-Cola
Write it down - it may sound great but what does it look like when written down?
Is it descriptive, catchy, or an acronym?
Test it with your target audience - I would have put the brakes on Porn Star Martini from the outset, but if you're going after a different crowd, maybe it's the attention-grabbing name you want
Does it communicate the message you want to convey or imply an emotional connection?
Ensure it's social media proof and won't lead to awkward hashtags - although not an official choice, never forget Ed Sheeran's #sheeranalbumparty!
If you're thinking of working on your name, then consider the KISS cocktail - we can work with you to create a name that registers in the hearts and minds of your audience.
If all else fails, and you need some more inspiration, then check out the ingredients of a Porn Star Martini and you'll find a clever concoction of fresh Passion fruit, Passoa and vodka all chased down with either prosecco or champagne on the side. What's not to love…apart from the name? For anyone interested in trying out this beauty of a cocktail click here for the recipe.


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CMBS participants foresee relatively flat prices for CMBS securities for the second half of 2018. This would be good news for CMBS borrowers as "re-trading" of CMBS loan spreads to borrowers would remain muted if CMBS prices remain stable. Re-trading occurs when spreads on CMBS securities rise quickly, reducing profit margins on CMBS conduit loans that are in the closing process. When this occurs, lenders increase loan spreads before closing loans in order to maintain a profit margin.
Loan interest rates for 10-year CMBS conduit loans are set by adding the 10-year Swap rate and the loan spread, which is derived from CMBS securities prices, as noted above. The two indexes are added together at loan closing to set the interest rate. So any increases in loan spread negatively impacts the interest rate to the borrower.
CMBS professionals project the spread on benchmark AAA-rated super-senior CMBS securities to be 93 basis points (bp), just 2 bp higher than current levels. A move of 2 bp is not significant and would not trigger any re-trading. The benchmark AAA-rated super-senior CMBS securities spread has been within a range of 86-98 in the five most recent CMBS deals.


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Well this is certainly not for everyone!
I was upset to see a Maroon graffiti on the wall but then even more so when I realised that it was stuck on!
|photo courtesy of amy b / @phuketstagram
So imagine my surprise when I saw all this!
This was in some buildings which were destroyed by the Tsunami - now vacant.
They are also next to the man with the baby otters and a python.
But these were not by Alex Face? - pretty cool though


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The Lakeland Area Mass Transit District Board of Directors meeting will be held at 1212 George Jenkins Blvd., Hollingsworth Room, Lakeland.
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Based on a true story and the 2005 film of the same name, Kinky Boots is an exhilarating new musical with a score by pop icon Cyndi Lauper, knockout dancing and a spectacularly inspiring story.
Kinky Boots follows Charlie Price, an aspiring young businessman who is forced to give up his dreams of living the London city life in order to save his late father's family business in Northern England.
When Charlie suddenly inherits his father's bankrupt shoe factory, he finds unexpected inspiration in the form of Lola, a fabulous entertainer in need of some sturdy stilettos. As Charlie and Lola work to turn the factory around, this unlikely pair finds that they have more in common than they ever dreamed possible... and discovers that when you change your mind, you can change your whole world!
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Security Investments made directly under the wing of US legislation .
PORTFOLIO Diversify your portfolio by investing in different real economy projects starting from USD 1,000.
Returns Earnings in US dollars from the first month with returns higher than other traditional financial market instruments.
SmartFunder is an investment platform operated by Synergy Consulting Group LLC, based in Florida, United States, which has been operating in the market for more than a decade.
SmartFunder allows small and medium-sized investors from all over Latin America to be able to participate in real economy projects of the United States in a simple and safe way. The investments are made within the scope of US law, constituting an additional guarantee and a protection of the patrimony.
Thanks to SmartFunder, many investors will be able to guarantee a future and achieve maximum performance for their savings in a easy way and diversification as you never imagined before, building long-term equity and minimizing risk by investing in different types of assets.Read more F.A.Q.s
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The accelerated pace of the world economy requires us to be attentive to the opportunities that emerge in different latitudes. The world is constantly changing and the traditional way of doing business takes new forms on the everyday.
Our mission is to detect those opportunities, investigate them, perform a thorough analysis of their competitive advantages for your target market, delineate the business plan and execute it aiming to the success.
The company takes care of end-to-end business, with a 360 degrees vision on each business, organizing the legal, financial, tributary and human resources structures, forming the operative ecosystem that converts them into profitable ones and summoning the investors to accelerate their development at the time of obtaining a good profit margin.
Como invertir en la economia real de Estados Unidos a partir de USD 1.000
On the website of Statista (a web page that analyzes statistics from more than 170 sectors in more than 50 countries different and that has more than 1.5 million registered users) you can find statistics on the evolution of past and future Crowdlending in the USA where you can clearly see that the expected evolution for the USA is very positive in the future because annual growth of over 22% is expected ...
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A medical doctor looks at an X-ray image of a woman's breast. He considers an area with a minor anomaly, which he believes is the fatty tissue normal among young women. Still, aware that 1 in 5 breast cancers goes undetected, he asks the Mammography AI for a second opinion. He shares the depersonalized data with the service and retrieves instant feedback that the spot has a 90 percent chance of being cancerous. The doctor reconsiders all the information, arranges for more comprehensive testing, and the patient is diagnosed with early-stage breast cancer a few days later.
Many real-world cases follow the script above: the once futuristic image of close collaboration between experts and machines is rapidly becoming reality. Deep learning opens up a realm of cognitive prediction tasks to machines, which they often do better and faster than humans. Today, computers are capable of synthesizing chemical compounds, creating realistic images of people that have never existed, managing energy consumption in data centres, translating and directing conversations in real-time - it's surprisingly hard to name a domain that cannot be enhanced by the contemporary wave of Artificial Intelligence (AI).
Artificial General Intelligence (AGI) marks the point when a machine shows intelligent behaviour equivalent to, or indistinguishable from, that of a human. Luckily we have not reached that point (just yet). Current Artificial Intelligence (AI) still makes plenty of silly mistakes and biases, often because it lacks a human representation of how the world works to spot wrong predictions easily. Machines need humans to set their goals, gather labelled data from which they can generalize, give them feedback when they make mistakes, and decide what to do with all the predictions they make. Humans need machines, but machines need humans too.
Artificial General Intelligence (AGI) is the intelligence of a machine that can successfully perform any intellectual task that a human being can.
Artificial Intelligence (AI) today is focused on performing well at one narrow task which it is designed to do (e.g. only facial recognition, only translations, only internet searches or only driving a car).
Have you figured out how you will adapt and team up with Artificial Intelligence in the years to come? Here are some changes you should expect.
Software 2.0
A growing proportion of software is written by computers in the form of neural networks. Think of a machine learning model as a simple function that merely consumes information and returns predictions. That makes it easy to understand that functions can be programmed as a series of if/else statements by a human, but also as a sequence of neurons and activations optimized by a machine. Such code, written by a machine, is appropriately named Software 2.0.
Boom, you just hit our 'paywall'. No stress, we won't ask your money, but if you'd like to continue reading, you can download Shift below. Our annual report on the next big trends in digital is read by more than 1,000 experts worldwide. Join the conversation and get your free copy today! The article on artificial intelligence continues on page 15.


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…and afterwards our companies shape us.
This is a warped quote from Winston Churchill and from a speech the Prime minister made in the House of Comons. In the event, Churchill mentioned buildings and how we in the end are shaped by the quality of the buildings we occupy. The same goes for companies.
The entrepreneur shapes the company and when it reaches a certain size, the company and its culture shape its employees. The Nobel price winner Dr Daniel Kahneman compared our two mental forces, system 1 being the intuitive response, to system 2, our logical reasoning, and suggested that system 1 is 200 000 times more powerful.
Read more in EQapital
We are so used to our surroundings that we do not appear to notice that the equity market has gradually lost its original function and turned into a non-scientific and highly unnatural bogus arrangement. It is of benefit only to the parasites being advisors and calling themselves "the market". I confess to being a low-life parasite.
At the outset, entrepreneurs met investors in one-off arrangements. This worked well when a voyage to east India was being financed but it becomes unsuitable for long-term ventures like an on-going enterprise. The equity markets turned into stock exchanges and is now a digital and global animal. Along the way, the markets switched its focus from financing to the trading of shares in large companies, entities that does not need financing.
Read the whole article at EQapital.se


text: This shit should have been on my best of 2012 list, you can't remember everything when you're making those. You've gotta check out the INCREDIBLE SHIT FROM ☁ BLANK BANSHEE X 5 – FREE DOWNLOAD FULL ALBUM. that is a fucking cloud, means you need this shit. RSVP to NC to see them, with WHITE RING//POWWOWW//TANGENTBOT!!!


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Life was a lot less complicated than it is now. I remember when the only phones we had were dial phones and everyone had only one phone per household. I remember when the only food choices to purchase were at the corner meat market, the grocer and a drug store where you could buy a wonderful ice cream cone for a nickel and an ice cream soda for 15 cents. Most of our vegetables came out of my grandmother's garden and she had chickens too and we had all the fresh eggs we wanted. I guess everything we ate was organic without our knowing about it.
There were no ipads, ipods, cell phones, computers, or televisions. The only individual means of communication was a two way wrist radio that was owned by Dick Tracy and the only pods we knew were pea pods that grew in my grandmother's garden.
Books were on pages made out of paper and usually we got them out of the library. The only books we bought were paper backs because they were affordable and I remember my mother and father reading them almost every night. There were no kindles or nooks and you actually had to turn the pages yourself with your fingers and not by just touching something lightly with one finger.
The only movies we saw were at the local theaters and our town of Stamford, Connecticut had six of them. People used to walk to town and pay sixty cents for adults and 30 cents for kids to get in. One of the theaters, the Rialto, used to show only second or third run movies and would also give a dish away to every patron. I still have some of my mother's Blue Willow plates that she got there. When TV came out and started showing old movies, the Rialto closed down. The other theaters used to show an A picture, like a Betty Grable musical, a B picture like Boston Blackie, a cartoon, a short subject like Lash Laroo, my favorite, or the man who was behind the 8 ball, I can't remember his name, and finally a newsreel. By the time we left the theater, we were bleary eyed but happy. We had eaten our jujubes or Black Crows and enjoyed every mouthful.
At home we had a wonderful big, brown, radio that sat in the living room where the family could listen to Jack Benny, Amos and Andy and my favorite – Lux Radio Theater which enacted movies with big stars playing the parts. There was another small white radio in our kitchen where my mother and grandmother used to listen to Stella Dallas and One Man's Family while they went about the housework and cooking.
Life was much simpler then and children were outside playing and didn't come in until lunch time, ran out again and came in for dinner and then went out again until dark. None of us kids were overweight or got out of breath when we ran or jumped rope. I also had a favorite hiding spot inside my grandmother's grape vine where I used to sit and read and watch the Japanese beetles fly around the lovely smelling purple grapes.
That was my childhood with macaroni and gravy on Thursdays and a visit to my uncle and aunt's house on Sunday after mass. My Aunt would prepare a huge meal beginning with soup, macaroni with meatballs and sausage and then either chicken or some type of roast beef, a salad ending the sumptuous meal with fruit and nuts. There was lots of conversation, music and laughter. This was accompanied by my uncle's homemade wine and milk for the kids although we were urged to try the wine as it was good for you. I hated it. Today, however, I would love to have some of that rich homemade red wine that he made in the cellar.
As I said, life was much simpler then. It was a wonderful time and I remember it well.


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Sermons on Evangelism
A Heart Compelled Missions Fair
Does living someplace unknown seem scary, yet you still feel a tug to be more involved? Our hearts are compelled to serve God in this special way.
The Mystery of Being an Everyday Missionary
Life holds many mysteries: Who is God? What is He like? What's the purpose of life? How do I find fulfillment in life? How can I trust what happens when life on earth is over? Join along on this sermon series where we learn the Mystery Revealed is Jesus + nothing = everything.


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DAA athletic programs are open to all residents and their families who live in Middle Paxton Township and the Borough of Dauphin. No child shall be denied the opportunity to compete in any DAA program for any monetary reason. Athletic programs may be offered to residents surrounding communities, as governed by each individual sport's committee.
Provides eligible athletic participants the opportunity to participate in a variety of athletic programs to promote athletic fitness, skill & awareness and to uphold the highest standard of ethical practice of all athletic committees and to oversee all operational aspects of each athletic committee.
Dauphin Baseball, Dauphin Soccer and Dauphin Softball
Saturday, September 7, 2019
Manada Hill Golf Course
1:00 pm Shotgun Start
*Proceeds will benefit Albert "Butch" Beard Scholarship Fund and Dauphin Athletic Association
Click here to download a printable PDF form to register for the 2019 outing if you would prefer not to register online.
Dauphin, Pennsylvania, United States
Copyright © 2018 Dauphin Athletic Association - All Rights Reserved.
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Link to my vCard as a QR Code:
- Just posted a photo @ Lynwood Park instagram.com/p/B3fD3PzFA_d/… -- 1 month ago
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Jeff in the News...
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Category Archives: Conferences
Mobile App Madness in Toronto
In my completely professional and 'unbiased' opinion, if you'll be in Toronto at the end of March, you should check out the Mobile App Madness event. My opinion is obviously unbiased since I'm not speaking at it, and it's not … Continue reading
Posted in Conferences, Market Insights Tagged All Things Mobile, App, Apps, BlackBerry, IPhone, Ipsos Reid, Mobile application development, Mobile Web, Smartphone, Wellington Street West


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Vol. 253 – Chemical Enrichment of Intracluster and Intergalactic Medium
Your purchase of this volume includes a printed copy and electronic access. With your purchase of this title online, you will receive email instructions on how to access the e-Book version. If you wish to use our printable order form and mail or fax it to us, you will need to include your email address on this form in order to receive electronic access to the purchased volume(s).
Volume CS-253
Editor(s): Roberto Fusco-Femiano and Francesca Matteucci
Print ISBN: 1-58381-093-5
e-Book ISBN: 978-1-58381-589-2
Published: 2002
For more information about this publication and other ASP Conference Series Proceedings, click here (a new browser window will open).


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Fired up by reading The Seneca Scourge, by Carrie Rubin, I decided to write a small tribute in the form of fan fiction…(with apologies to Carrie – but really, read the book, it's better than Michael Crichton and much less right wing). Only, you may want to start building your millennial hideout now. The pandemic is coming!
The Scene: Dr Knight's flat. Dr Knight (tall, blonde, brilliant) and Dr Jones (tall, dark, yummy) have just stumbled in after a night on the town.
Dr Knight: Oh, Casper..! Your kiss is divine..just like I knew a GQ model's would be. Tell me…
Dr Jones: Anything, my darling!
Dr Knight: Do you believe in time travel?
Dr Jones: Well, technically (as his hand creeps down the back of her skinny jeans) time only goes in one direction. Or so it appears. Einstein said that the faster you go, the slower time goes. So if you go at the speed of light, which is the fastest possible speed, there IS no time. For you. See what I mean, darling?
Dr Knight: Yes! Yes! Your dimples are entrancing. But what if you went FASTER than light??
Dr Jones: Then I guess…you'd go backwards in time. Then when you wanted to start moving into the future again, you'd put the brakes on. (Your buttocks are delicious. Do you jog?) You with me?
Dr Knight: Can I be? (by this time she has unbuttoned his shirt and is stroking his short, tightly curled chest hair)
Dr Jones: Forever!
Dr Knight: But how can that be? What's the speed of light got to do with the price of eggs anyway?
Dr Jones: (struggling, as all men do, with bra clips) You know when you look out at the stars – say Alpha Centauri – the reason you can SEE them is cause the light from THERE has come all the way HERE and hit your eyeballs. Right? But by the TIME it gets HERE, things have moved on THERE. So for all you know, Alpha Centauri could have disappeared a million years ago, but the light wave doesn't know that – it started out way before.
Dr Knight: I..totally…see what you mean…Here, let me do it! There, that's better. So time travel is really information travel. It's like..beating the postman to the mail box? (struggles with Dr Jones' massive belt buckle, as women often do) God this is so BIG!
Dr Jones: Oh, yeah baby! That's it. But hang on – what IS time anyway? Watch that zip, sweetheart – awful things can happen when..
Dr Knight: Time? (mmm…ahhhh) It's, ah, change, isn't it? And change is, umm, motion? So maybe motion is time…(much heavy breathing) and everything else is just information….and time travel is just information in motion…what do you think?
Dr Jones: Um…maybe. I may have to bring in a colleague on that one. (rolls over and reaches towards the bedside table, while Dr Knight admires his rippling pectoids – is this a real word?) Just hang on a sec while I blow my nose…


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Judge Horne changed the goalposts on the KEY issue
A Claimant worked at a hotel for almost five years without incident. The hotel was then purchased by the Respondent, a completely different hotel brand which put a different staffing structure in place and introduced different ways of doing things (when we say 'introduced', we mean staff only found out the Respondent's way of doing things when they got pulled up for doing things wrong. There was never any induction by the Respondent to explain their new ways). The Claimant and several other staff were TUPEd over to the Respondent.
Within four months of the Respondent buying the hotel, the Claimant had been given his first ever warning which was a Final Written Warning for a private Facebook comment which was disclosed to the Respondent by a member of staff. Had the comment been posted public for all to see it would have fallen into the scope of 'conduct' as the company had a 'social networking' policy albeit just one short paragraph. However, the comment was private to just a few friends and family and as such was protected by Article 8 of the European Convention on Human Rights (ECHR) which provides a right to respect for one's "private and family life, his home and his correspondence. Article 8 means the Respondent breached the Claimant's human rights by sanctioning him for a private Facebook post to his friends and family. The comment itself was silly, a one off occurrence in which the Claimant was letting off steam to his family and friends, and although the Respondent had no evidence that their business had been brought into disrepute or that damage had been caused, they exaggerated the effects of the comment to gain the maximum sanction possible (they were originally looking for dismissal). The warning itself was given contrary to company disciplinary procedures and challenged by the Claimant; but the warning was upheld on appeal.
Three months after that the Claimant was dismissed. The dismissal was in relation to the Claimant making a judgement call based on all the information he had at the time. It was part of the Claimant's job to make such judgement calls and as far as he knew, the Respondent had given him all the relevant information he needed in order to do that part of his job. To dismiss the Claimant the Respondent again exaggerated the effects of the Claimant's actions and also relied on relevant information which they had never disclosed to the Claimant; information which would have altered the judgement call had it been disclosed. The dismissal itself was contrary to company disciplinary procedures and challenged by the Claimant; but the dismissal was upheld on appeal. As you will see further on in this site, the Respondent admit they had no procedures in place for the Claimant to follow which means they had not given the Claimant any guidance on the issue; so the question here is, did the Claimant's actions in this instance fall into the scope of 'conduct' or was it a 'training issue'? If, as the Respondent would have us all believe a manager was always required to be on site at all times, but the previous owners never had such a requirement, and the Respondent never informed the Claimant of any such requirement after they took over, and there were no procedures in place stating such a requirement existed, that suggests it was a communication and training issue which could have been easily resolved by the Respondent putting procedures in place and then training the Claimant on those procedures. The Respondent however turned it into a 'conduct' issue and laid the blame squarely on the Claimant without taking any responsibility themselves for their failure to have procedures in place or their failure to communicate with the Claimant.
The Final Written Warning was taken into account when the Claimant was dismissed. The dismissal was for leaving a 'non-manager' employee in charge of the morning shift, for an hour, when the Early shift Manager phoned in sick. The Respondent stated the cover left in place by the Claimant was 'insufficient' and it had 'put the health and safety of guests and the running of the hotel at risk'; which were very serious allegations (from the date of the incident, to the date of dismissal, was about a month. In that time the Claimant was allowed to work his job, sometimes on his own. By allowing the Claimant to work alone, in charge of the hotel at night, the Respondent clearly didn't see the Claimant as a further cause for concern - however this was not taken into account at disciplinary hearing, appeal hearing or, tribunal hearing).
The notes from the second disciplinary process, although incomplete, show that the Respondent could not decide on the reason why the staff left on site by the Claimant were 'insufficient'.
The reason for the investigation was to find out why the Claimant left the hotel without a 'manager' on site - nothing more.
After being invited to a disciplinary hearing, the Claimant based his entire case on the issue of a 'manager' not being on site, because that is why he was investigated and the Respondent did not give any other reasons prior to the hearing as to why the cover staff were 'insufficient'.
The reason at commencement of disciplinary hearing was because the staff left on site were not 'management'; the Disciplinary Officer even gave a short speech as to why there needed to be a manager on site; he did this to emphasise the importance of having a manager on site.
The Claimant met the 'Management' argument by pointing out the Respondent themselves leave other night staff in charge who are not 'management'. The Disciplinary Officer responded by stating the other night staff were managers under the Respondent because they were managers prior to TUPE.
The Claimant then met that argument by confirming with the other night staff that they were not, and never had been, managers. The Claimant also disclosed copies of the night staff contracts which were in force prior to TUPE which supported that they were not managers. The Disciplinary Officer responded by point blank denying he ever stated the other night staff were managers (even though it was documented in the disciplinary notes that he did), he now stated the other night staff were not managers but that they had done special training which was given to them by the Claimant so they could be left on their own without a manager.
The accusation against the Claimant was that he left the hotel without any management on site. The Disciplinary Officer admitted during the disciplinary hearing that they themselves leave the hotel without any managers on site. That should have been the end of the matter and lessons learned.
However, the Respondent wanted rid of the Claimant so, because the Claimant had met the 'Management' argument, the Disciplinary Officer then changed the accusation during the disciplinary hearing from one of 'management' not being on site to one of the cover 'staff' not being trained. By doing this the Respondent was now holding a disciplinary hearing in regard to allegations which had not been disclosed to the Claimant prior to the hearing and which the Claimant had not been given time to prepare for.
Despite not being informed beforehand of the new allegations regarding staff training, the Claimant still met the argument regarding him giving night staff 'special training' because he was their line manager and knew what training he had given them, and he had not given them any such training; no training records were disclosed showing that he had done. On the Claimant meeting that argument the Disciplinary Officer simply changed the subject and carried on with the hearing.
At no point during the disciplinary hearing did the Disciplinary Officer state, or put to the Claimant, that there was always a 'sleep-in manager' on site when the Claimant was off work. If managers always slept over, this was the time for the Disciplinary Officer to put that information forward; but he did not.
Always having 'Sleep-in Managers' on site was something which had never been investigated, established or put to Claimant so he could have fair opportunity to meet the argument.
At no point during the disciplinary hearing did the Disciplinary Officer state, or put to the Claimant, that the other night staff were 'Duty Managers'. If the other night staff were 'Duty Managers', this was the time for the Disciplinary Officer to put that information forward; but he did not.
The other night staff being 'Duty Managers' was also something which had never been investigated, established or put to Claimant so he could have fair opportunity to meet the argument.
The Disciplinary Officer had relied on the other night staff being 'managers' which allowed them to be on site alone. However, after it was established the other night staff were not 'managers', the Disciplinary Officer simply changed his so called 'belief' and suddenly relied on them having 'special training'. Either way he wasn't disputing that the other night staff had ever been left on site without a manager, he was coming up with excuses as to why they were able to be left on site without a manager. It was only at Employment Tribunal, 14 months later, that the Respondent decided the night staff were 'Duty Managers' (despite accepting during Disciplinary Process that they were not 'managers') and, the Respondent also stated the night staff were never left on there own because there was always 'Sleep-In Managers' on site when the Claimant was off work.
What Respondent stated at Employment Tribunal was different to what they stated at Disciplinary Hearing; and it's what they stated at Disciplinary Hearing that Claimant defended against during disciplinary!
The Respondent did not disclose any evidence, or carry out any further investigations at any stage of the process, to verify or refute the Claimant's evidence; they simply relied on their own alleged knowledge without putting it to any test. The Claimant was dismissed and a subsequent appeal hearing, which Judge Horne stated was not conducted as prescribed by the Respondent's own disciplinary procedures, upheld the dismissal.
At the Employment Tribunal, the Disciplinary and Appeal Officers both stated that they had trained the other night staff. Of course they did not disclose any documentary evidence in support of this - such as training records. The Disciplinary Officer's statement contradicted the disciplinary notes as they have no mention of him training the other night staff - instead the notes show the Disciplinary Officer had assumed the Claimant trained the other night staff prior to TUPE. The Appeal Officer's statement contradicted the appeal notes as they have no mention of the Appeal Officer training the other night staff - instead those notes show the Appeal Officer didn't know if the other night staff had been trained.
Conveniently at tribunal, 14 months after the Claimant was dismissed, these two officers suddenly remembered that they trained the other night staff. Convenient because the Claimant was no longer in a position to verify the training or gather evidence to refute the training. During the disciplinary process, when the Claimant was in such a position, neither of the officers mentioned that they had trained the night staff.
In Judge Horne's reasons for his decision he overlooked that the Respondent had changed accusations part way through a disciplinary hearing, overlooked that the Respondent had not informed the Claimant of the new accusations prior to the disciplinary hearing, overlooked that staff training had never been investigated or reviewed, overlooked that both the Disciplinary and Appeal Officers tribunal statements contradicted their own statements at disciplinary stage, and Judge Horne simply accepted the Respondent tribunal statements regarding night staff training as being true, despite no supporting evidence such as staff training records.
The notes also show the Disciplinary Officer asked the Claimant why he had not stayed over himself to cover the shift. The Claimant stated that the Respondent had previously refused to pay him for overtime which they had asked him to do, therefore he found an alternative solution which didn't involve him doing overtime. The Disciplinary Officer was already aware of this as he was the General Manager and the one who refused to pay the overtime; in response he stated that if the Claimant had previously done a full shift then he would have been paid overtime - however that was in breach of the Claimant's employment contract which stated overtime would be paid for any hours worked; there was no mention of having to work a full shift in order for overtime to be paid.
In Judge Horne's reasons for his decision he was quick to find a section in the Claimant's employment contract which supported the Respondent with regard to overtime; Judge Horne stated "The statement of terms provided, amongst other things, that the claimant would be required to work additional hours when authorised and as necessitated by the needs of the business".
The employment contract may well have stated the Claimant would be required to work additional hours, but it also stated the Claimant would be paid for those additional hours.
Judge Horne conveniently ignored the section which stated the Claimant would be paid by the hour for any overtime done, and conveniently ignored the written admission from the Respondent stating they previously refused to pay the Claimant overtime after they had asked him to work overtime.
Judge Horne read the notes from the disciplinary process, heard the Respondent's tribunal argument, and was aware the reason for the insufficiency was not clear. Was it the lack of a manager on site or was it a staff training issue? Only on reading out his decision, after the tribunal was heard, did Judge Horne himself deem the reason for the insufficiency to be staff training; more specifically whether or not staff were trained in enhanced fire safety.
The reason for the 'insufficiency' had only now been defined, 14 months after the dismissal - this means at disciplinary stage the reason for the insufficiency had not been clearly explained to the Claimant because the Respondent wasn't sure of the reason themselves.
Judge Horne was fully aware that, although 'staff training' was touched upon during the disciplinary process, it was never investigated, reviewed or resolved.
The Claimant was not given a fair opportunity to meet the argument regarding 'staff training' as he was not told beforehand that it would be an issue at the disciplinary hearing; he was only told the issue was the lack of a manager on site. Therefore he had not gathered evidence regarding 'staff training' or prepared at all to defend against allegations relating to 'staff training'.
The respondent ambushed the disciplinary hearing by throwing in the issue of 'staff training' without warning, then failed to resolve the issue.
The Claimant maintained throughout disciplinary and tribunal proceedings that he was not trained in enhanced fire safety and the Respondent regularly left him on his own in charge of the hotel. A dismissal on those grounds would not be fair as it would be wrong for an employer to dismiss an employee for doing something which they themselves do i.e. leave staff in charge without the required training.
The disciplinary hearing took place in the hotel, next door to the room which held all staff training records. You would have expected the Claimant's training records to have been present during the hearing in order to verify the Claimant's training; but they were not. Failing that, it would have been a simple matter for the Disciplinary Officer to pause the process and get the training records; but he did not. At very least, you would expect the disciplinary Officer to have reviewed the Claimant's training records in preparation for the process; he did not.
The Disciplinary Officer instead chose to make assumptions about the Claimant's training; assumptions which at tribunal Judge Horne characterised as 'beliefs' and then treated as 'reasonable beliefs' without any reasonable grounds being disclosed to back them up.
The relevant facts at tribunal were as follows:
All the way through the tribunal a pivotal issue was; had staff done enhanced fire safety training? The Respondent could only supply verbal evidence in support that enhanced training was required, that the cover staff had not done such training, and that the Claimant had done such training. No supporting documentary evidence was disclosed to show enhanced training was required, or to show whether or not staff had done enhanced fire safety training, even though a Case Management Order was in place requiring the Respondent to disclose such documents.
Despite breaching the Case Management Order, Judge Horne simply took the Respondent's word over the Claimant's on the issue of enhanced fire safety training and found in favour of the Respondent. He said in his judgement it was reasonable of the Disciplinary Officer to 'believe' the Claimant had done enhanced fire safety training.
Because the Respondent failed to disclose any documentary evidence relating to enhanced fire safety training, which they were required to do under the case management order, they could not prove the training had taken place or even existed. So Judge Horne simply changed the KEY issue from one of 'actual training' done by staff, to one of the Respondent's 'belief of staff training'.
In Judge Horne's reasons for his decision he found in favour of the Respondent's 'belief' regarding the Claimant's training; despite the Disciplinary Officer having no first-hand knowledge of the Claimant's training, not reviewing the Claimant's training records, not being informed of any such training, and despite the Appeal Officer stating under oath that the Claimant had not done the training.
Judge Horne conveniently ignored that a previous 'belief' regarding staff training held by the Respondent showed they had no idea if staff were trained or not - they put staff on shift believing them to be trained and it turned out they were not trained (see 'Making False Statements' section, No.1). He also ignored that the Disciplinary Officer had changed his belief regarding the night staff being managers - first he said they were managers then he said they were not. He also ignored that the Disciplinary Officer had changed his belief regarding who had trained the other night staff - first he said the Claimant trained them then he said it was he who trained them. He also ignored that the Appeal Officer changed his belief regarding the night staff being trained - first he didn't know if they were trained then he said it was he who trained them. Those should have cast doubt on the 'reasonableness' of any other beliefs the Respondent held regarding staff training.
In a request for reconsideration of Judge Horne's decision, the Claimant met the argument regarding 'belief' of enhanced fire safety training by quoting the statement made under oath from the Appeal Officer – which was the Claimant had not done enhanced fire safety training. This was a fact submitted under oath by the Appeal Officer which meant the Appeal Officer 'believed' the Claimant had not done the relevant training. That 'belief' also supported the Claimant's own statement that he had not done such training and meant the staff left on site by the Claimant had the same level of fire safety training as the Claimant himself. It would therefore be wrong for the Respondent to dismiss the Claimant for doing something which they themselves do.
On meeting the argument, Judge Horne restated that the KEY issue was not about the actual training done by staff, but was about the Respondent's belief of training done by staff, and that the Respondent's 'belief' was reasonable (why the Respondent would need to rely on a 'belief', when they had all the 'facts' in the form of training records, is another unanswered question).
The case of 'British Home Stores Ltd v Burchell' established that for a belief to be reasonable, it must have reasonable grounds. Despite Judge Horne changing the goalposts, the Respondent's belief still had to pass the 'Burchell' test. In order for Judge Horne to find the Respondent's belief reasonable, he would have to know what the reasonable grounds were; he could not make such a finding otherwise.
Judge Horne had changed the goalposts with regard to staff training, but he did not disclose the reasonable grounds that made the Respondent's belief reasonable. Several requests have been made to Judge Horne for him to disclose those grounds, but each request has been ignored. Judge Horne's continued refusal to disclose those grounds can only infer that the Respondent had no reasonable grounds for such a 'belief'.
By changing the goalposts and accepting the Respondent's 'belief' on the KEY issue as reasonable, despite there being no reasonable grounds for such a 'belief', Judge Horne aided the Respondent's case because he removed an obstacle which made the dismissal unfair.
In relation to the Appeal Officer stating under oath that the Claimant had not done enhanced fire safety training, Judge Horne further stated the Appeal Officer 'did not say that he believed the claimant to be untrained in organising fire evacuations and it would have been surprising if he had. The claimant himself never suggested that he did not know how to organise a fire evacuation'.
An Employment Tribunal is supposed to make its decision on the evidence put before it. Judge Horne, by his own admission, is now taking into account his own speculation based on what the Respondent or Claimant didn't state or put to him!
That further statement from Judge Horne was in direct conflict with the view held by the Respondent throughout the tribunal, which was - if an employee had not done enhanced fire safety training, they would not know how to 'organise a fire evacuation'. That was the Respondent's argument as to why the three staff left on site by the Claimant were 'insufficient'; they had not done the enhanced fire safety training.
The Appeal Officer had never been asked if he believed the Claimant to be untrained in organising fire evacuations. Judge Horne therefore implies that the absence of a statement stating the Claimant was untrained in organising fire evacuations means the Appeal Officer believed that the Claimant was trained. That is an unreasonable and ignorant view to take.
The Appeal Officer stated the Claimant had not done enhanced fire safety training which, by definition, means the Claimant was untrained in all parts of the enhanced fire safety training. How to 'organise a fire evacuation' was allegedly part of the enhanced fire safety training, therefore the Appeal Officer did not need to specify the Claimant was untrained in that particular part because he had already stated the Claimant had not done the training. That was enough to indicate the Appeal Officer believed the Claimant was untrained to organise a fire evacuation because the Respondent's view throughout the tribunal was - if an employee had not done enhanced fire safety training, they would not know how to 'organise a fire evacuation'.
The Claimant was never asked if he knew how to organise a fire evacuation but, yet again, Judge Horne implied that the lack of the Claimant suggesting he did not know how to organise a fire evacuation means that he did know.
The Claimant maintained he had not done the enhanced fire safety training which, by definition of not doing the training, meant he was untrained in all parts. The mere fact the Claimant maintained he had not done the enhanced training would suggest he didn't know how to organise a fire evacuation because, the Respondent's view throughout the tribunal was - if an employee had not done enhanced fire safety training, they would not know how to 'organise a fire evacuation'.
By making this further statement, Judge Horne has substituted his own view in place of the Respondent's view - something he was not allowed to do.
And why would it have been surprising to Judge Horne if the Appeal Officer had said he believed the claimant to be untrained in organising fire evacuations?
Did Judge Horne know the Appeal Officer well enough to come to such a conclusion? It couldn't have been that because, if Judge Horne knew this person so well, he would have to recuse himself from hearing the tribunal as the Appeal Officer was also joint owner of the company being accused of unfair dismissal.
Could it have been because no Appeal Officer would say that statement as it would damage their case? This is more likely and if this is the reason, then the absence of any such statement does not signify the opposite, as Judge Horne would have us believe.
Also in relation to the Appeal Officer stating under oath that the Claimant had not done enhanced fire safety training; Judge Horne twisted the meaning of that statement to favour the Respondent by saying the Appeal Officer meant the Claimant had done some enhanced training, just not the enhanced training done by the other night staff.
That is not what the Appeal Officer said! Had the Appeal Officer said the Claimant had not finished the enhanced training, or had only done some of the enhanced training, then Judge Horne could be forgiven for his statement. But the Appeal Officer stated as fact that the the other Night staff were better trained than the Claimant because the Claimant had not done the enhanced training.
According to the Respondent, enhanced training was required in order for staff to be left on their own. Even if we take Judge Horne's view that the Claimant had done some of the enhanced training, that alone means the Claimant had not completed the enhanced training because he had not done the required parts which the other Night staff had done. This means the Claimant himself was still not sufficiently trained to be left on his own.
Judge Horne conveniently twisted this issue to favour the Respondent.
By twisting the meaning of the Appeal Officer's statement, Judge Horne deliberately aided the Respondent.


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by Steve
(Lancaster, South Carolina)
Willing to travel 200 miles for an event. KMS Promotions. We know car shows, show organization, show promotion, show coverage, show judging, trophies, charity shows, and turn key shows. Contact information: Koss MotorSports, www.kossmotorsports.com, 803-320-3193.
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From the NY Times today - Doc Gooden to be named senior vice president for the Neward Bears. Gooden "would be an ambassador and assist in youth camps and with Little League development in Newark" and "will work with Manager Tim Raines ... instructing the players". Gooden and Raines were teammates with Yankees.
It's just good to see Doc back in the area and doing something positive. It was so great seeing Doc return to the Mets last September and a bit during the season.
The current Bears roster features ex-Major Leaguers such as INF D'Angelo Jimenez, INF Rob Mackowiak, ex-Met OF Carl Everett, OF Charlton Jimerson, ex-Yankee RP Ramiro Mendoza, and P Scott Williamson. ex-Major Leaguer Tim Raines is the Manager along with ex-Major Leaguers (Pitching coach) Mike Torrez and (hitting coach) Ron Karkovice.
Leave a comment or drop me a line at DyHrdMET [at] gmail [dot] com.
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Now, most of us probably have a mismatched set of cutlery at home that doesn't help much in providing a style statement, for example, something like sterling silver cutlery can make your dining table look elegant and stylish. While some of it may be artfully mismatched, usually we inherit the hand-med-downs or get our cutlery from various places so a lot of it looks different. However, did you know that you can really elevate the stylishness of your home decor by having a gorgeous set of cutlery? Get inspired with these awesome ideas.
1. White and Gold Cutlery Set
Nothing portrays elegance and classiness quite like this lovely white and gold set that is bound to charm any guests you have. Make every meal you have totally insta-worthy with this delicate cutlery set.
2. Black and White Cutlery Set
This modern and sleek set of cutlery is the perfect addition to any home and will look great with almost any type of decor thanks to its neutral colours. Now you can enjoy eating your meals with style.
3. Intricate Black Cutlery
The colour black is always a good choice when it doubt because it just goes so well with anything. This set of elaborately carved cutlery adds some drama and sophistication to your kitchen which just looks really good when you're eating.
4. Unicorn Cutlery Set
If unicorns needed to use cutlery, this is probably what they would use and although we may not be unicorns, we can pretend to be one by using this gorgeous set. Looking like all the colours of the rainbow swirled together in a shimmery background, it will truly mesmerised anyone who uses these cutlery.
5. Pretty Floral Cutlery Set
While the cutlery doesn't boast the gorgeous floral patterns on it, this luxurious set is bound to make you feel like royalty with the gilded silverware. The stunning floral designs on the plates complete the look and almost seems like it's too beautiful to be used for something as mundane as eating.
6. Nature-inspired Cutlery Set
At first glance you may be fooled into thinking that this set of cutlery is made out of ordinary twigs but they are actually fashioned out of beautiful brass. Bring a little nature indoors with this sleek set that looks spectacular on any table.
7. Mint and Gold Cutlery Set
Pastel mint colours are a really awesome way to dress up your dining table and one of the most stylish ways to do is by incorporating it into your utensils. The mint and gold-edged plates are once again matched with equally charming gold silverware to create the perfect place setting.
8. Blue Cutlery Set
Make your dining table a feast for the eyes with this striking and handsome golden blue cutlery set that will please any one who uses it. Your table will look like a work of art and make any meal look like a five-star event.