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Been a while since I've posted (I have a natural tendency to lurk), so I thought I'd post an update.
I have several characters on Landroval:
Valanduil, 50 Hunter (main)
Valamir, 50 Captain (primary alt)
Valadan, 40 Champion (may get re-rolled when Moria hits)
and then there's wee little Rumblebelly - level 34 Hobbit Minstrel.
I've been a member of the Shadow Company kinship for some time now, but I'll always be a stalwart ally of the Servants of the Secret Fire here on TORC. Feel free to add me to your friends list and call on me if you ever need a hand!

subset: commoncrawl


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Joel McHale may have gone pants-less for the Community finale, but he's ready to step it up a notch for next season.
"Who needs underwear now?" McHale told TVGuide.com on the red carpet of the NBC Upfront earlier this week. "Look, we need to take some risks!"
See all the latest NBC upfronts news
Just last week, the NBC comedy, which was on the bubble, was renewed for a fifth season. The news came just a day after the series finale, one of McHale's favorites of the season, scored 3.1 million viewers.
Watch below for more from McHale, including why he compares Community fans to The X Men.


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The highly traditional "Munich Christmas Market" invites you to the Marienplatz with its historic town hall. It's just a few steps to Germany's biggest "Kripperlmarkt", where you can find everything that belongs at a Christmas crip. When the live music rings out daily from the town hall's balcony you find yourself completely immersed in Advent. In the Himmelswerkstadt children don shimmering robes and golden wings to become little angels who bake, draw and make models. You might bump into Bishop Nicholas with his companion "Krampus" in the Budengassen, giving life to a five hundred year old Alpine tradition.
Just a couple of quick Christmas messages sent with the "Santa Claus stamp" from the "Santa Claus post office" and on to the quaintly romantic Sternenplatzl at Rindermarkt, with its shining lights on the trees and lots of Christmas music. Make another diversion to the glittering Pink Christmas on Stephansplatz, where gay and lesbian curiosities are on offer. You can also visit the Christmas market held by artists and artisans in Schwabing, Munich's bohemian district that goes back over 1,200 years. If you'd fancy a bit of greenery, enjoy the Christmas market in the English garden at the Chinese tower. At the medieval Christmas market on Wittelbacherplatz times past can be relived. Finish off with a round of skating at Eiszauber am Stachus. If you love contrast, you will certainly get your fill in Munich.
Christmas market - opening times:
27 Nov - 24 Dec 2019
Dve uporabni bližnjici za povečavo v brskalniku:
Povečava: +
Pomanjšava: +
Dodatna pomoč vam je na voljo pri ponudniku brskalnika. Do nje dostopate s klikom na ikono:


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One Up is the perfect venue
for any occasion whether it's lunch, cocktails, clubbing or private parties.
Proud Gold Winners in The Best Bar None Awards.
Our award winning late night bar turns into a fantastic club on Fridays and Saturdays with our resident DJ's playing until 3am.
Drinks Deals
Let Us Plan Your Event
Our visually stunning venue has 3 areas that can be hired for 15 to 110 guests.
If you are interested in holding an event, or for more information - please contact us at email@example.com
or call 0141 225 5612
Watch "The One Up - Barstyle in the City!" on YouTube


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Lilo, Ungaro, Paris, and London
Lindsay Lohan turned up in Paris but headed out of Paris with a sh-tload of luggage en route, supposedly, to London to catch up with Samantha Ronson who played a gig last night at Mahiki.
Lilo has been ordered to keep a lower profile after landing a job, finally, on a film set which is why the paps haven't been shooting her every day but now that she's messing around overseas, perhaps a date with Lily Allen too, we'll see her cracked out dirty face again at 5am soon enough.
So what the f-ck Ungaro? What are you thinking?
Apparently the clueless owner of the fashion house (he probably wears Ed Hardy) wants to bring her on as some kind of style consultant (???) much to the dismay of creative director Esteban Cortazar who, quite rightly, doesn't want anything to do with her orange ass. Lilo may be a clothes horse, but that doesn't make her an original. Am including photos from mid May of Lindsay on her way out of a business meeting wearing an outfit I'm sure you'll love discussing.
Also attached – Lily shooting her video in London (warning - mild nudity).
Photos from Flynetonline.com and KCSPresse/BB/Splashewsonline.com and BIG PICTURES/Bauergriffinonline.com


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Three are dead and dozens of train cars lie smoldering in a tangled mess in a rural area of the Oklahoma panhandle after two freight trains collided Sunday morning. The trains crashed head-on at about 10 a.m. local time, two miles east of Goodwell, Okla. A 108-car train heading east barreled into an 80-car westbound train carrying vehicles. The force of the crash sparked a diesel fuel blaze and sent plumes of smoke into the air visible for miles.
The two trains were both owned by Union Pacific, each carrying one conductor and one engineer. In the aftermath of the crash, only the conductor of the westbound train was found, unscathed but "very shaken up" after apparently having jumped out of the train before the crash. The other three crew members died in the crash, the Oklahoma Highway Patrol told NewsFeed Monday afternoon. The United Transportation Union confirmed the deaths in a news release.
(MORE: Deadly High-Speed Train Crash in China)
The Guymon Police Department posted on their Facebook page that the train accident "has potential for explosion, is not stable," and cautioned rubberneckers against flocking to the crash site. Only one car on the eastbound train was carrying a potentially hazardous material, resin, but that car didn't catch fire.
By Monday morning, more than 24 hours after the collision, the flames were still not under control. "Once the fire is out then we will have to wait until the wreckage cools — it's all metal — before emergency personnel can get in there," Randolph told the Associated Press. A trailer park three miles from the crash site has been evacuated, and U.S. Highway 54 remained closed much of Sunday. The National Transportation Safety Board brought in a 14-member team to the remote location Sunday night to investigate.
MORE: Deadly Crash Adds to Worries About China's High-Speed Trains


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There is a free program that you can download that will automatically alter your computer monitor's settings to a light that is less likely to mess with your internal, hormonal time-clock: reducing the bright blue tint that mimics daylight, without really impacting your ability to use the computer (as long as you aren't doing really color-sensitive work, like photoshop, but even then, you can tell it to turn itself off for an hour to let you work).
(color change simulated)
I was interested enough that I went and downloaded the software myself and tried it out over the weekend, which included a raid. (F.lux website here)
Based on the research linked on the site, there are several interesting impacts of warmer light:
- Conflict Resolution:
My take on this: does this mean that a raider is less likely to contribute to strat ideas or confront problems in ICC (a very blue instance) than in Sartharian or Molten Core (firey red/orange hues), before they reach a snapping point?
- Volunteerism:
My take on this: does this mean raiders have more patience wiping in instances like Sartharian (firey red/orange hues) than in Icecrown (blue)? More patience dealing with people who stand in fire than dieing to Sindragosa's LoS iceblasts, perhaps?
- Alertness:
My take on this: this is probably the key to the insomnia, where the daylight of a late-night computer screen will increase your alertness and make it harder for you to fall asleep afterwards. There is a flip side to this, however: are we more likely to be drowsy while raiding in those red-hued instances and firey boss fights than we are when facing down the blue-hued Frozen Throne?
- Sleep Quality:
My take on this: so computer screens themselves (including iPads and TVs) are disrupting our sleep from pre-bedtime light levels, even if we get a "decent" number of hours of sleep. Depending on the type of light bulbs in your home (I'm thinking particularly of the violently bright "daylight" CFLs I have in my garage, for example), these may be exacerbating the problem as well.
My experience:
I've only been trying it for a few days, but so far, I haven't found the program to be disruptive of my late-night websurfing or raiding. I like the program for its ability to cut the sharpness of the screen colors, making it easier for me to get "night vision" and not need so many lights on, or have a computer screen in the early morning hours of dimness hurt my eyes.
Now, since I know it will impact "alertness," that is something I'll need to be mindful of during progression raids. I may need to hit the "off for an hour" if I find myself getting drowsy early.
I suggest giving it a try, and reading deeper into the research linked on the F.lux website if you're interested :)


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Statement of NU President James B. Milliken on the state budget package
University of Nebraska President James B. Milliken today issued the following statement on the Legislature's passage of the state budget package
"I am very pleased that the state budget package approved by the Legislature today includes an important investment in Building a Healthier Nebraska. The Legislature has approved a compelling set of projects that meets critical workforce needs, creates thousands of well-paying jobs, improves health care and expands educational opportunities for young people in our state. Clearly this is a strategy that has resonated with the Legislature – as it has with the numerous individuals and groups across the state who have endorsed the initiative.
"I want to thank the members of the Legislature for their far-sighted investment, which will be leveraged with hundreds of millions of dollars in private support to create an exciting public-private partnership that serves Nebraskans. State senators have worked diligently to craft a budget that addresses Nebraska's priorities and they deserve our gratitude. I want to especially recognize the hard work of Chairman Heidemann and the members of the Appropriations Committee and the key sponsors and supporters of the university capital projects. I know that Governor Heineman recognizes the tremendous value of this initiative and I am confident that his support will give us positive momentum as we raise private dollars to advance the projects."
Melissa Lee
Director of Communications,
University of Nebraska


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"Unlucky" being one of the more generous adjectives to describe Real Betis's repeated failure to find twine late in the first half of their La Liga match against Mallorca yesterday. Don't blame Rubén Castro, who got things rolling with a shot off the far post; blame Jorge Molina, whose successive header and volley from laughably close range found only the crossbar each time.
Castro would later find redemption, scoring the game's only goal. There can be no redemption for Molina.
Betis hit post three times in a row from increasingly short distance [Dirty Tackle]


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Letter Hh: Lift-the-Flap Alphabet
Letter Hh: Lift-the-Flap Alphabet
An easy-to-assemble manipulative–with interactive activities–to introduce and reinforce the letter Hh, and words that start with the letter Hh. Children will love to make and use this engaging tool.
Printable Details
- Grade: Pre-K - K
- Subject: Reading Intervention, Alphabet Recognition, Phonemic Awareness, Initial Consonants, Early Writing
- Theme: Chickens and Roosters
- Number of Pages: 2
- Type: Research and Study Tools
- Common Core: L.K.2.C, RF.K.1.D, RF.K.2.D, RF.K.3.A


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Homicide & Murder Cleaning Pierre, South Dakota
If someone close to you has recently been a victim of a homicide in Pierre, 11th Hour is here to help. Our homicide cleaning crews are dedicated to assisting family and friends during these stressful and troubling times. the burden of cleaning up after an incident should never be left to anyone not formally trained or prepared to handle these situations. There is added trauma associated with the act of cleaning up what remains of a loved one, friend, or coworker, as it identifies their specific struggle and events leading to their death. 11th Hour's experienced cleaning services combine respect, understanding and technology together for a compassionate crew that is certified to successfully clean up any scene. Our multiple step, proprietary bio-clean procedure will disinfect and restore the property back to a safe and healthy condition utilizing the highest industry standards.
Professional Homicide Cleanup Services
11th Hour has worked with multiple home owners, business owners, property managers, landlords, hotel companies and others that have needed cleanup services after a murder. Our past experience has led us to apartment buildings, farm houses, single family homes, duplexes, business locations and outdoor environments. We have a process that guarantees nothing is left behind, both visible to the naked eye and microscopic.
And rest assured, all of our services are discreet and confidential. We never divulge information to neighbors or media, as your privacy is our primary concern. Our vehicles are unmarked and we make every attempt possible to conceal work being performed.
Call the Pierre Homicide and Murder Cleaning Experts
11th Hour was built upon and thrives on passion. We will take the time to make sure our clients are free from financial burdens and will work directly with your insurance company. Most services are covered by insurance policies and if not, we offer affordable payment plans and you may be eligible for state Crime Victim Reparations. Do not hesitate to call 11th Hour today.
We offer competitive pricing and serve all of South Dakota. Call us at 605-301-4809. Or if you have questions regarding our services, send us an email: email@example.com.


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Cori, Jonathan Page's wife wrote on www.thejonathanpage.com that JP had the surgery today.
Excerpt: "It was stressful trying to explain that we just wanted to make sure someone that could speak English would be there to greet him and that I would be notified when he was out of surgery. They took Jonathan. I was very scared. Jonathan was very scared too."
Hopefully, JP gets back to 100% and as soon as superhumanly possible as well. He was just starting to make waves in the Euro-peloton of CX racing and we all hope he can make it back to that state. Heck, maybe he'll have a Lance moment and win the World Champs in a few years because of this experience? I hope so.


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protecting people
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Phebe Ann Beals (1831- ) was the daughter of Daniel and Catherine (Jackson) Beals. Her marriage on August 14, 1852 in Randolph County, Indiana to Jesse F. Baldwin was found in the database. Prior to this find, I didn't have the exact location of their marriage.
|"Indiana, Marriages, 1811-1959," index and images, FamilySearch (https://familysearch.org/pal:/MM9.1.1/V5P3-BLY : accessed 15 Oct 2013), Jesse F Baldwin and Phebe Ann Beals, 1852.


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Frazee-Vergas School District Superintendent Chuck Cheney (standing in center) received a round of applause at his retirement celebration party Friday, June 14. Photo by Barbie Porter
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In 2007, EEOC issued guidance explaining the circumstances under which discrimination against workers with caregiving responsibilities might constitute discrimination based on sex, disability or other characteristics protected by federal employment discrimination laws.[1]
This document supplements the 2007 guidance by providing suggestions for best practices that employers may adopt to reduce the chance of EEO violations against caregivers, and to remove barriers to equal employment opportunity.[2] Best practices are proactive measures that go beyond federal non-discrimination requirements.
Currently, many workers juggle both work and caregiving responsibilities. Those responsibilities extend not only to spouses and children, but also to parents and other older family members, or relatives with disabilities.[3] While women, particularly women of color, remain disproportionately likely to exercise primary caregiving responsibilities, men have increasingly assumed caretaking duties for children, parents and relatives with disabilities.[4]
Employers adopting flexible workplace policies that help employees achieve a satisfactory work-life balance may not only experience decreased complaints of unlawful discrimination, but may also benefit their workers, their customer base, and their bottom line.[5] Numerous studies have found that flexible workplace policies enhance employee productivity, reduce absenteeism, reduce costs,[6] and appear to positively affect profits.[7] They also aid recruitment and retention efforts, allowing employers to retain a talented, knowledgeable workforce and save the money and time that would otherwise have been spent recruiting, interviewing, selecting and training new employees.[8] The benefits of these programs remain constant regardless of the economic climate, and some employers have implemented workplace flexibility programs as an alternative to workforce reductions.[9] Such programs not only enable employers to "go lean without being mean," but they also can position organizations to rebound quickly as soon as business improves.[10]
The following are examples of best practices for employers that go beyond federal nondiscrimination requirements and that are designed to remove barriers to equal employment opportunity.
Studies have demonstrated that flexible work policies have a positive impact on employee engagement and organizational productivity and profitability.[45] The practices outlined above have the potential to benefit all workers, regardless of caregiver-status. Furthermore, these practices have the potential to benefit employers, enabling them to recruit and retain talented, productive, committed employees. Finally, these practices will help ensure that all workers enjoy equal opportunity to compete, advance, and succeed in the workplace.
[1] EEOC, Enforcement Guidance: Unlawful Disparate Treatment of Workers with Caregiving Responsibilities (2007), available at https://www.eeoc.gov/policy/docs/caregiving.html [hereinafter Caregiver Guidance]. Title VII of the Civil Rights Act of 1964 prohibits, inter alia, discrimination based on sex. 42 U.S.C. § 2000e-2 (2009). The Americans with Disabilities Act of 1990 prohibits discrimination based on a worker's association with an individual with a disability. 42 U.S.C. § 12112(b)(4) (2009). Section 501 of the Rehabilitation Act provides the same protection to federal workers. 29 U.S.C. § 791(g) (2009) (incorporating ADA standards). Neither the 2007 Guidance nor this document create a new prohibited basis for discrimination. Rather, these documents illustrate circumstances in which stereotyping or other forms of discrimination may violate Title VII or the Americans with Disabilities Act.
[2] Additional resources on best practices include: EEOC, "Best" Equal Employment Opportunity Policies, Programs, and Practices in the Private Sector (2d ed. 1998), available at https://www.eeoc.gov/eeoc/task_reports/best_practices.cfm; Univ. of California, Hastings Coll. of Law, Center for Work-Life Law, http://www.worklifelaw.org/;Families & Work Inst., Nat'l Study ofEmployers2008, available at http://familiesandwork.org/site/research/reports/main.html;
WorkingMother,"100BestCompaniesof2008,"http://www.workingmother.com/?service=vpage/109. See also infra notes 5 - 9.
[3] See Bureau of Labor Statistics, Dep't of Labor, Employment Characteristics of Families, Table 4 (2008), available at http://www.bls.gov/news.release/famee.t04.htm (reporting that 90.7 % of families with children under age 18 had at least one employed parent and 62.2 % of married couple families with children had two employed parents).
Jodie Levin-Epstein, Ctr. for Law & Soc. Policy, Getting Punched: The Job and Family Clock 7 (2006), available at http://www.clasp.org/publications/getting _punched_fullnotes.pdf (acknowledging that approximately one in four workers cares for an elderly relative, and almost one in ten workers cares for both children and elderly relatives).
Dep't of Health & Human Servs., Informal Caregiving: Compassion in Action 11 (1998), available at http://aspe.hhs.gov/daltcp/reports/carebro2.pdf (stating that 88 % of individuals with caregiving responsibilities for ill or disabled relatives or friends worked at least 35 hours per week); U.S. Census Bureau, Disability and American Families: 2000 3, 16 (2005),available at http://www.census.gov/prod/2005pubs/censr-23.pdf (finding that approximately two in seven families have at least one family member with a disability, and approximately one in ten families with children under 18 years of age includes a child with a disability).
[4] See, e.g., Laura T. Kessler, The Attachment Gap: Employment Discrimination Law, Women's Cultural Caregiving, and the Limits of Economic and Liberal Legal Theory, 34 U. MICH. J.L. REFORM 371, 378-80 (2001) (noting that women continue to serve as the primary caregivers for children and sick or disabled relatives); Caregiver Guidance, supra note 1, at nn.15-20 (describing the disproportionate caretaking duties exercised by employed women of color); Nat'l Alliance for Caregiving and AARP, Caregiving in the U.S. vi (2004), available at http://www.caregiving.org/pubs/data.htm (reporting that 39 % of caregivers are men).
[5] See, e.g., Boston Coll. Ctr. for Work & Family, Overcoming the Implementation Gap: How 20 Leading Companies are Making Flexibility Work, Exec. Summary 8-13 (2008) (listing the benefits of workplace flexibility programs, including employee commitment; talent recruitment and retention; enhanced customer service; increased productivity; reduced absenteeism; and coverage across multiple time zones); Inst. for a Competitive Workforce, Workplace Flexibility: Employers Respond to the Changing Workforce 2 (2008) [hereinafter Workplace Flexibility: Employers Respond] (describing workplace flexibility practices that reinforce the economic competitiveness of particular geographic regions); Ellen T. Galinsky, James T. Bond and E. Jeffrey Hill, When Work Works: A Status Report on Workplace Flexibility 22-24 (2004), available at http://familiesandwork.org/3w/research/downloads/status.pdf (reporting the correlation between access to flexible work arrangements and enhanced employee engagement, loyalty, job satisfaction and mental health).
[6] See generally Corporate Voices for Working Families, Business Impacts of Flexibility: An Imperative for Expansion 4(2005), available at http://www.cvworkingfamilies.org/publications/2/9 [hereinafter Business Impacts] (reviewing the positive impacts of workplace flexibility policies on talent management; employee satisfaction, commitment and engagement; customer retention; and financial performance and productivity); Families & Work Inst., When Work Works: 2008 Guide to Bold New Ideas for Making Work Work 83-84, available at http://familiesandwork.org/site/research/reports/main.html [hereinafter Bold New Ideas] (outlining the business results of flexibility, including increased employee engagement and retention, decreased turnover, decreased absenteeism and sick days, increased customer satisfaction, reduced business costs, increased productivity and profitability, improved staffing coverage, and enhanced innovation and creativity).
[7] See, e.g., Workplace Flexibility: Employers Respond, supra note 5, at 9 (quoting Kaye/Bassman CEO Jeff Kaye, who permits employees to shift from part-time to full-time and back and offers reduced hours and job-sharing: "Flexibility makes us money"); Business Impacts, supra note 6, at 20 (describing First Tennessee Bank's implementation of work-life balance policies which resulted in $106 million in profits based on a 50 % increase in employee retention and satisfaction and a 7 % increase in customer retention). "[F]lexibility is a driver of financial performance and productivity and is correlated to increased revenue generation." Id. at 4.See also Bold New Ideas, supra note6, at 16 (noting the rapid expansion of retail contact lens business 1-800-CONTACTS from $3 million to $250 million in sales in 11 years, an achievement due in large part, according to the company, to its flexible workplace policies).
[8] See, e.g., Business Impacts, supra note 6, at 4 ("flexibility has saved individual companies millions of dollars in prevented turnover"). For example, Deloitte & Touche saved $41.5 million in turnover-related costs in 2003. Id. at 10. See generally Bold New Ideas, supra note 6 (summarizing successful work-balance policies that strengthened retention rates and decreased turnover rates to well below industry averages for a wide range of organizations).
[9] See Sue Shellenbarger, Perking Up: Some Companies Offer Surprising New Benefits, Wall St. J., March 18, 2009, at D1 (describing a variety of programs employers have adopted to enhance employee morale and retention, including child-care centers, backup child care, academic scholarships, concierge services, adoption benefits and expanded health care); Dep't of Labor, Women's Bureau, Flex Options Teleconference: Using Workplace Flexibility as Part of a Downsizing Strategy 5-7, 10-11 (Feb. 12, 2009), available at http://we-inc.org/20090212transcript.pdf [hereinafter Flex Options Teleconference] (reviewing workplace flexibility programs such as contract work, reduced hours and unpaid vacations with full benefits, which enable businesses to cut costs, retain employees, and increase productivity);Matt Richtel, More Companies Are Cutting Labor Costs Without Layoffs, N.Y. Times, Dec. 22, 2008, available at http://www.nytimes.com/2008/12/22/business/22layoffs.html (reporting an increasing trend of employers imposing four-day workweeks, unpaid vacations and flexible schedules in an effort to prevent layoffs). But see Annys Shin, As Cuts Loom, Will Working From Home Lead to a Layoff?, Wash. Post, March 23, 2009, at A1 (referring to companies that use flexible work arrangements to cut costs as "the exception" and noting the reluctance of middle management to embrace such policies).
[10] See Flex Options Teleconference, supra note 9, at 20 (recalling the speaker's recommendation in 1990 that law firms use flexible work arrangements rather than layoffs "as a way of going lean without being mean."). Flexible work arrangements are "a broad cost cutting and business growth strategy not only to retain valued employees in a difficult economy but also to meet customer demands, improve productivity, manage workloads—both up and down cycles—and work smarter." Id. at 10.
[11] State and local laws also may prohibit discrimination based on parental status or caregiving responsibilities. See generally Ctr. for WorkLife Law, Preventing Discrimination Against Employees with Family Responsibilities: A Model Policy for Employers 7-8, available at http://www.worklifelaw.org/EmployerModelPolicy.html.
[12] 42 U.S.C. § 12101 et seq. (2009).
[13] 29 U.S.C. § 206(d) (2009).
[14] 42 U.S.C. § 2000e(k) (2009).
[15] 42 U.S.C. § 2000e et seq. (2009).
[16] 29 U.S.C. § 2601 et seq. (2009). The FMLA is enforced by the U.S. Department of Labor.
[17] 29 U.S.C. § 1001 et seq (2009). ERISA is enforced by the U.S. Department of Labor.
[18] See, e.g., Back v. Hastings on Hudson Union Free Sch. Dist., 365 F.3d 107 (2d Cir. 2004) (gender stereotyping claims based on an employee's status as a working mother are legitimate claims under section 1983).
[19] 65 Fed. Reg. 26,115 (May 2, 2000) (prohibiting discrimination based on parental status in federal employment practices).
[20] The EEOC has ruled that discrimination on the basis of sexual orientation or gender identity is actionable as sex discrimination under Title VII. See Baldwin v. Dep't of Transportation, EEOC Appeal No. 0120133080 (July 15, 2015); Macy v. Department of Justice, EEOC Appeal No. 0120120821 (April 20, 2012). In addition to the federal statutes and regulations that may impact workers with caregiving responsibilities, several states and localities have enacted legislation that prohibits employment discrimination based on parental status or caregiving responsibilities. See, e.g., Alaska Stat. § 18.80.220 (West 2008) (prohibiting discrimination based on "parenthood"); D.C. Code Ann. § 2-1402.11 (2009) (prohibiting discrimination based on "family responsibilities"); Atlanta, Ga., Ordinances ch. 94, art. V, § 112 (2009) (prohibiting discrimination based on "parental status" and "familial status"); Milwaukee, Wis., Ordinances ch. 109, subch. 3, § 45 (2008) (prohibiting discrimination based on "familial status"); Tampa, Fla. Ordinances ch. 12, art. II, § 26 (2009) (prohibiting discrimination based on "familial status"); Cook County, Ill., Ordinances ch. 42, art. II, § 35 (prohibiting discrimination based on "parental status"); Howard County, Md., Ordinances tit. 12, subtit. 2, § 208 (2008) (prohibiting discrimination based on "familial status"). See also Stephanie Bornstein and Julie Weber, Policy Brief: Addressing Family Responsibilities Discrimination (Sloan Work and Family Research Network, Boston College and Center for WorkLife Law, UC Hastings College of Law), Dec. 2008, at 3(asserting that more than 55 localities prohibit employment discrimination based on "familial status," "family responsibilities," "parenthood" or "parental status").
[21] See., e.g., Caregiver Guidance, supra note 1, at I.A., available at https://www.eeoc.gov/policy/docs/caregiving.html#caregive (describing the range of caregiving responsibilities performed by workers, including child care, elder care and care for immediate family members with disabilities).
[22] See, e.g., Achieving Work/Family Balance: Employer Best Practices for Workers with Caregiving Responsibilities: Equal Employment Opportunity Commission Meeting on the Commission's Enforcement Guidance on Unlawful Disparate Treatment of Workers with Caregiving Responsibilities (May 23, 2007) [hereinafter Work/Family Balance Meeting] (statement ofHoracio D. Rozanski, Vice President and Chief Personnel Officer of Booz Allen Hamilton; Member of the Hidden Brain Drain Taskforce), available at https://www.eeoc.gov/eeoc/meetings/archive/5-23-07/rozanski.html [hereinafter Rozanski statement] (noting that many women have "work-life challenges that go beyond biological children and the nuclear family," such as elder-care and extended-family responsibilities); Work/Family Balance Meeting (statement of Dr. Anika K. Warren, Research Director, Catalyst, Inc.), available at https://www.eeoc.gov/eeoc/meetings/archive/5-23-07/warren.html [hereinafter Warren statement] (observing that the definition of "family" may vary based on cultural norms and traditions, and may include individuals who are not biologically related to each other).
Marital status is not a protected characteristic under federal employment law. However, several states prohibit workplace discrimination based on marital status. See, e.g., Alaska Stat. � 18.80.220 (West 2008); Cal. Govt. Code � 12940 (West 2009); Colo. Rev. Stat. � 8-17-101 (2008) (public works); Fla. Stat. Ann. � 760.10 (West 2009); Haw. Rev. Stat. Ann. �378-2 (West 2008); 775 Ill. Comp. Stat. 5/1-102 (2009); Mich. Comp. Laws Ann. � 37.2202 (West 2008); Minn. Stat. � 363A.08 (2009); Neb. rev. Stat. � 48-1104 (2008); N.Y. Hum. Rts. Law � 296 (McKinney 2009); N.D. Cent. Code � 34-11.1-04.1 (2008) (state employment); Wash. Rev. Code Ann. � 49.60.180 (West 2009); Wis. Stat. Ann. � 111.321 (West 2007). In jurisdictions which prohibit employment discrimination based on marital status, discrimination against caregivers of unmarried partners based on their caregiving responsibilities may be held unlawful.
[23] See, e.g., Caregiver Guidance, supra note 1, at Example 2, available at https://www.eeoc.gov/policy/docs/caregiving.html#gender; Back, 365 F.3d at 115 (elementary school psychologist denied tenure after her superiors repeatedly voiced concerns about her ability to juggle her caregiving and work responsibilities, including comments that it was "not possible for [plaintiff] to be a good mother and have this job" and that her job was "not for a mother"); Santiago-Ramos v. Centennial P.R. Wireless Corp., 217 F.3d 46 (1st Cir. 2000) (telecommunications company director of finance and administration terminated after senior executives questioned how she managed to juggle her work, child care and marital responsibilities; asked how her husband was doing since she was not home to cook for him; and inquired whether plaintiff would be able to do her job after having a second child). Noting that his secretary no longer worked late after having children, one executive commented "that is what happens when we hire females in the child-bearing years." Id. at 51. See also Trezza v. Hartford, Inc., 1998 WL 912101, at *2 (S.D.N.Y. Dec. 30, 1998) (defendant commented that working mothers could not effectively juggle both work and caregiving responsibilities, remarking "I don't see how you can do either job well"); Moore v. Alabama State Univ., 980 F. Supp. 426 (M.D. Ala 1997) (university admissions assistant denied promotion based on defendant's belief that the position, which required travel, would prevent her from caring for her family).
[24] See, e.g., Caregiver Guidance, supra note 1, at Example 5, available at https://www.eeoc.gov/policy/docs/caregiving.html#assumption.
[25] See, e.g., Caregiver Guidance, supra note 1, at II.C, available at https://www.eeoc.gov/policy/docs/caregiving.html#discrmale. See also Knussman v. Maryland, 272 F.3d 625, 630 (4th Cir. 2001) (rejecting male plaintiff's request for leave to care for his wife and newborn baby, defendant declared that plaintiff would qualify as a primary care giver only if his wife were "in a coma or dead").
[26] See, e.g., Caregiver Guidance, supra note 1, at Examples 7 and 8, available at https://www.eeoc.gov/policy/docs/caregiving.html#benevolent; Sheehan v. Donlen Corp., 173 F.3d 1039, 1043 (7th Cir. 1999) (accounts manager, a mother of three, terminated and told "[h]opefully this will give you some time to spend at home with your children"); Plaetzer v. Borton Automotive, Inc., 2004 WL 2066770, at *1 (D. Minn. 2004) (sales manager told plaintiff, a mother of four, that she should "do the right thing" and stay home with her children); Trezza, 1998 WL 912101 at *1 (defendant assumed that plaintiff, a mother of two, would not be interested in a promotion to a position that required frequent travel because of her family responsibilities); Bailey v. Scott-Gallaher, Inc., 480 S.E.2d 502, 503(Va. 1997) (defendant terminated plaintiff after she gave birth, contending that "[her] place was at home with her child").
[27] See, e.g., Caregiver Guidance, supra note 1, at II.A.4, available at https://www.eeoc.gov/policy/docs/caregiving.html#effects; Santiago-Ramos, 217 F.3d at 50-51 (defendant admitted that it preferred to hire single women without children who would give 150 % to their job and expressed concern that women with multiple children would not be able to manage work and family responsibilities); Trezza, 1998 WL 912101, at *2 (defendant commented that "women are not good planners, especially women with kids" and stated that working mothers could not successfully be good mothers and good workers).
[28] See, e.g., Caregiver Guidance, supra note 1, at II.B, available at https://www.eeoc.gov/policy/docs/caregiving.html#pregnancy; Bailey, 480 S.E.2d at 503 (defendant terminated plaintiff because "she was no longer dependable since she had delivered a child . . . babies get sick sometimes and [plaintiff] would have to miss work to care for her child . . . [Defendant] needed someone more dependable").
[29] See, e.g., Caregiver Guidance, supra note 1, at II.A.3, available at https://www.eeoc.gov/policy/docs/caregiving.html#gender; Gallina v. Mintz, Levin, et. al., 2005 WL 240390 (4th Cir. 2005) (defendant expressed disapproval that plaintiff had not admitted during her interview that she had a child); Back, 365 F.3d at 115 (defendant asked plaintiff how she was "planning on spacing [her] offspring," requested that she "wait until [her son] was in kindergarten to have another child," and informed plaintiff that she was being denied tenure so defendant could have another year to "assess [her] child care situation"); Santiago-Ramos, 217 F.3d at 50 (defendant asked plaintiff several times about her ability to juggle work and family responsibilities); Barbano v. Madison County, 922 F.2d 139 (2d Cir. 1990) (female applicant was asked about her plans to start a family and was informed that the hiring official did not want to hire a woman who would get pregnant and quit).
[30] See, e.g., Caregiver Guidance, supra note 1, at II.A.3-4, II.B, available at https://www.eeoc.gov/policy/docs/caregiving.html#gender; Gallina, 2005 WL 240390, at *1-2 (defendant ordered plaintiff to decide whether she wanted to be "a successful mommy or a successful lawyer" and described a "commitment differential" between male and female attorneys, noting that "women lawyers have more demands place[d] on them, and it's very hard for them to balance when they have a family"); Back, 365 F.3d at 115 (plaintiff's supervisor requested that plaintiff wait until the supervisor retired before getting pregnant, repeatedly told plaintiff that it was "not possible for [her] to be a good mother and have this job," and questioned her commitment to her job based on her family responsibilities); Plaetzer, 2004 WL 2066770, at *1 (refusing plaintiff's request for a fixed schedule during the summer to enable her to make child care arrangements, defendant stated that his wife did not have child care issues, that he did not have to be family friendly and that he did not care about plaintiff's problems). Defendant also told plaintiff that, as a woman with a family, she would always be at a disadvantage at work. Id. See also Trezza, 1998 WL 912101, at *2 (defendant asserted that "women are not good planners, especially women with kids" and commented that working mothers could not be both good mothers and good workers); Sigmon v. Parker, Chapin, Flattau & Kimpl, 901 F. Supp. 667, 672 (S.D.N.Y. 1995) (defendant commented, in the presence of two pregnant employees, "With all these pregnant women around, I guess we should stop hiring women"); Bailey,480 S.E.2d at 503 (defendant terminated plaintiff based on its belief that she was no longer reliable after having a baby, that she belonged at home with her baby, and that her baby would require her to take time off work).
[31] See, e.g., Santiago-Ramos, 217 F.3d at 51 (a senior executive admitted that he preferred to hire single women without children who would give 150 % to the job; a fellow executive said he did not like women with children working for the company); Trezza, 1998 WL 912101, at *1-2 (defendant passed over plaintiff, a mother of two, to offer promotions to female colleagues without children, despite plaintiff's qualifications and experience).
[32] See, e.g., Caregiver Guidance, supra note 1, at II.A.3-4, available at https://www.eeoc.gov/policy/docs/caregiving.html#gender. See also Lust v. Sealy, Inc., 383 F.3d 580 (7th Cir. 2004) (plaintiff's manager failed to consider her for a promotion because he assumed, despite plaintiff's express interest in receiving a promotion, that she would not want to relocate her family); Trezza, 1998 WL 912101, at *1 (defendant assumed that plaintiff, a mother of two, would not be interested in a promotion to a position that required frequent travel because of her family responsibilities).
[33] See, e.g., Caregiver Guidance, supra note 1, at II.D, available at https://www.eeoc.gov/policy/docs/caregiving.html#discrwomen. See also Work/Family Balance Meeting, Warren statement, supra note 22 (concluding that women of color confront stereotypes based on gender, race, ethnicity, and socio-economic status that are "uniquely different" than stereotypes confronted by other groups).
[34] See, e.g., Caregiver Guidance, supra note 1, at II.A.2, available at https://www.eeoc.gov/policy/docs/caregiving.html#male; Phillips v. Martin Marietta Corp., 400 U.S. 542 (1971) (concluding that Title VII prohibits the implementation of distinct hiring policies for women with young children and men with young children); Trezza, 1998 WL 912101, at *1-2 (defendant repeatedly passed over plaintiff, a mother of two, to offer promotions to male colleagues with children, despite plaintiff's superior qualifications and seniority). See also infra note 35.
[35] See, e.g., Caregiver Guidance, supra note 1, at II.C, available at https://www.eeoc.gov/policy/docs/caregiving.html#discrmale; Knussman, 272 F.3d at 630 (denying plaintiff's request for leave to care for his wife and newborn baby, defendant stated that plaintiff could qualify as a primary care giver only if his wife were "in a coma or dead"); Shafer v. Bd. of Pub. Educ., 903 F.2d 243 (3d Cir. 1990) (male teacher denied unpaid leave of absence to care for his son; school policy expressly provided such leave to female employees); Schultz v. Advocate Health & Hosp. Corp., 2002 WL 32154732 (N.D.Ill. Oct. 30, 2002) (male maintenance worker alleged defendant interfered with his FMLA rights and terminated him in retaliation for requesting unpaid leave to care for his parents).
[36] Walker v. Fred Nesbit Distrib. Co., 331 F. Supp. 2d 780 (S.D. Iowa 2004) (defendant denied female truck driver's request for reassignment to light duty work or imposition of lifting restrictions during her pregnancy but accommodated male employees with temporary disabilities due to non-work-related activities); Stansfield v. O'Reilly Auto., Inc., 2006 WL 1030010 (S.D.Tex. 2006) (defendant refused to permit plaintiff to request assistance lifting objects during her pregnancy, although female employees were routinely invited to solicit assistance from male employees when lifting heavy objects).
[37] A recent Internet search yielded the following organizations. Please note that these are a few examples of U.S. recruitment and staffing agencies that target caregivers. EEOC does not endorse these organizations or vouch for the services they provide by referencing them herein. See, e.g., Employmoms, available at http://www.employmoms.com; Ivy Exec, available at http://www.ivyexec.com; Jobs and Moms, available at http://www.jobsandmoms.com; Mom Corps, available at http://www.momcorps.com; Momentum Resources, available at http://www.mom-entum.com; On Ramps, available at http://www.on-ramps.com; Smart-Moms, available at http://www.smart-moms.net; Women for Hire, available at http://www.womenforhire.com; Work-Life Initiative, LLC, available at http://www.worklifeinitiative.com; W2W Ventures, available at http://www.w2wventures.com; 2Hats Network, LLC, available at http://www.2hatsnetwork.com.
[38] Women re-entering the workforce after interruptions of service are often significantly disadvantaged. For example, women lose an average of 11% of their earning power when they exit the workforce for less than one year. Sylvia Ann Hewlett & Carolyn Buck Luce, Off-Ramps and On-Ramps: Keeping Talented Women on the Road to Success, Harv. Bus. Rev., Mar. 2005, at 43, 46. When women spend three years or more out of the workforce, they lose an average of 37% of their earning power. Id.
[39] For example, consulting firm Booz Allen has reported that it has used a "ramp up, ramp down" flexible work program to contract as needed with current employees and employees who recently exited the workforce. This program enables workers to remain connected to the workplace through small projects and helps them to keep their skills and competencies sharp and updated. The program also enables Booz Allen to contract out projects to trusted workers and helps the company become the "employer of choice" for many former employees, especially mothers, when they decide to re-enter the workforce. Id. at 52. Similarly, investment company Lehman Brothers developed the Encore Program to provide female bankers and traders who had been out of the workforce for several years with opportunities to update their skills and interview for jobs. Ernst & Young, Deloitte & Touche and PriceWaterhouseCoopers have developed similar recruitment programs. See Work/Family Balance Meeting, supra note 22 (testimony of Dr. Anika Warren, Research Director, Catalyst, Inc., and Horacio D. Rozanski, Vice President and Chief Personnel Officer of Booz Allen Hamilton; Member of the Hidden Brain Drain Taskforce), available at https://www.eeoc.gov/eeoc/meetings/archive/5-23-07/transcript.html.
[40] The practice of paying part-time workers at a lower hourly rate than full-time workers might violate the Equal Pay Act. See Lovell v. BBNT Solutions, LLC, 295 F. Supp. 2d 611 (E.D. Va. 2003) (part-time female worker could compare herself with full-time male worker for purposes of establishing a prima facie case under the EPA); Section 10: Compensation Discrimination, § 10-IV F.2.h, EEOC Compliance Manual, Volume II (BNA) (2000) ("employer can justify paying part-time or temporary workers disproportionately less than full-time or permanent workers only if it can show that this justification is related to a legitimate business purpose and is used reasonably in light of that purpose").
[41] 29 U.S.C. § 2601 et. seq. (2009). The FMLA covers private sector employers with at least 50 employees within a 75-mile radius. Employees must have worked for the employer for at least 12 months or 1,250 hours. Covered employers are required to provide up to 12 weeks of unpaid medical leave during a 12-month period to eligible employees for child birth and newborn care, adoption or foster care placement, care for immediate family members with a serious health condition, or to handle a serious personal health condition. The FMLA was recently updated to provide up to 26 weeks of leave to immediate family members of servicemen and women in certain circumstances. Id. § 2612 (a)(1)(E), (a)(3).See also The 15th Anniversary of the Family Medical Leave Act: Achievements and Next Steps: Hearing Before the House Subcomm. on Workforce Prot., Comm. on Educ. & Labor, 110th Cong. 5-6 (2008) (statement of Debra Ness, President, National Partnership for Women & Families) (noting that nearly 40 % of workers in the United States work for employers with less than 50 employees and that approximately 25 % of workers had worked for their current employer for 12 months or less).
[42] See, e.g., Work/Family Balance Meeting, supra note 22 (statement of Donna Klein, President and Chief Executive Officer, Corporate Voices for Working Families), available at https://www.eeoc.gov/eeoc/meetings/archive/5-23-07/klein.html [hereinafter Klein statement](describing H-E-B Grocery Company's MedBank sick leave program, which provides paid leave for eligible employees who miss work due to personal illness or injury or the illness or injury of immediate family members, including spouses, children, parents and in-laws, and siblings).
[43] For example, the federal government has a voluntary leave transfer program which enables employees to donate annual leave to other federal employees who have exhausted their available paid leave. 5 U.S.C. § 6331 – 6340 (2009). See also Montgomery County Educ. Ass'n Sick Leave Bank: Rules of Procedure 3-4, 8, available at http://mcea.nea.org/members/sick_leave_bank.php (providing up to 360 days of leave to qualifying members for extended personal illness or disability purposes).
[44] See, e.g., Work/Family Balance Meeting, Klein statement, supra note 22 (discussing the Marriot, International, Inc. Associate Resource Line, which provides employees with confidential assistance in juggling work and family responsibilities).
[45] See supra notes 5 - 8.
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AOR SDU5600 Discontinued
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It has never been so easy to locate brief elusive transmissions. Coupled to the AR5000A series receiver, the AOR SDU5600 provides a spectrum display of 10 MHz bandwidth! Menu driven operation: All facilities are within easy access through each dedicated function key and on-screen menu. Full interconnection with the AR5000A is achieved. The AR5000A can be operated from the SDU5600 enabling selection of center frequency, receive mode, etc.
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Administrative Assistant II - Executive Assistant
URL: https://www.careerbuilder.com/job/J3R32 ... ?ipath=rss
Category: Jobs
Published: Sat, 03 Aug 2019 00:00:00 +0000
Description: We know that a company's success starts with its employees. We also know that an individual's success starts with the right career opportunity. As a Best of Staffing ® Client and Talent leader, Aerotek's people-focused approach yields competitive advantage...