text:
Summary Report for:
27-2022.00 - Coaches and Scouts
Instruct or coach groups or individuals in the fundamentals of sports. Demonstrate techniques and methods of participation. May evaluate athletes' strengths and weaknesses as possible recruits or to improve the athletes' technique to prepare them for competition. Those required to hold teaching degrees should be reported in the appropriate teaching category.
Sample of reported job titles: Assistant Basketball Coach, Assistant Coach, Assistant Football Coach, Baseball Coach, Basketball Coach, Coach, Cross Country/Track and Field Coach, Director of Athletics, Football Coach, Volleyball Coach
Tasks | Technology Skills | Tools Used | Knowledge | Skills | Abilities | Work Activities | Detailed Work Activities | Work Context | Job Zone | Education | Credentials | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment | Job Openings | Additional Information
- Provide training direction, encouragement, motivation, and nutritional advice to prepare athletes for games, competitive events, or tours.
- Plan, organize, and conduct practice sessions.
- Explain and enforce safety rules and regulations.
- Plan and direct physical conditioning programs that will enable athletes to achieve maximum performance.
- Instruct individuals or groups in sports rules, game strategies, and performance principles, such as specific ways of moving the body, hands, or feet, to achieve desired results.
- Teach instructional courses and advise students.
- Evaluate athletes' skills and review performance records to determine their fitness and potential in a particular area of athletics.
- Monitor athletes' use of equipment to ensure safe and proper use.
- Adjust coaching techniques, based on the strengths and weaknesses of athletes.
- Keep abreast of changing rules, techniques, technologies, and philosophies relevant to their sport.
- Develop and arrange competition schedules and programs.
- Analyze the strengths and weaknesses of opposing teams to develop game strategies.
- Contact the parents of players to provide information and answer questions.
- Coordinate travel arrangements and travel with team to away contests.
- Explain and demonstrate the use of sports and training equipment, such as trampolines or weights.
- Arrange and conduct sports-related activities, such as training camps, skill-improvement courses, clinics, and pre-season try-outs.
- Hire, supervise, and work with extended coaching staff.
- Keep and review paper, computerized, and video records of athlete, team, and opposing team performance.
- Counsel student athletes on academic, athletic, and personal issues.
- Select, acquire, store, and issue equipment and other materials as necessary.
- Perform activities that support a team or a specific sport, such as participating in community outreach activities, meeting with media representatives, and appearing at fundraising events.
- Monitor the academic eligibility of student athletes.
- Identify and recruit potential athletes by sending recruitment letters, meeting with recruits, and arranging and offering incentives, such as athletic scholarships.
- File scouting reports that detail player assessments, provide recommendations on athlete recruitment, and identify locations and individuals to be targeted for future recruitment efforts.
- Plan strategies and choose team members for individual games or sports seasons.
- Oversee the development and management of the sports program budget and fundraising activities.
- Serve as organizer, leader, instructor, or referee for outdoor and indoor games, such as volleyball, football, and soccer.
Technology Skills
- Analytical or scientific software — Motion analysis software; Statistical software; Video analysis software
- Calendar and scheduling software — Scheduling software
- Data base user interface and query software — Online registration software; Performance database software
- Data conversion software — Video file conversion software
- Desktop publishing software — Microsoft Publisher
- Electronic mail software — Microsoft Outlook
- Graphics or photo imaging software — Graphics creation software
- Instant messaging software — Twitter
- Internet browser software — Web browser software
- Object or component oriented development software — C++
- Office suite software — Google Drive ; Microsoft Office
- Presentation software — Microsoft PowerPoint
- Spreadsheet software — Microsoft Excel
- Video creation and editing software — Video editing software; YouTube
- Web page creation and editing software — Facebook ; Website creation software
- Word processing software — Google Docs ; Microsoft Word
Hot Technology — a technology requirement frequently included in employer job postings.
Tools Used
- Baseball gloves — Baseball catching gloves
- Basketballs — Regulation basketballs
- Digital camcorders or video cameras — Digital video cameras
- Digital video disk players or recorders — Digital video disk DVD players
- Environmental test chamber — Cyclical variations in adaptive conditioning CVAC pods
- Field hockey sticks
- Football blocking sleds — Football training sleds
- Football tackling dummies — Football training dummies
- Footballs — Regulation footballs
- Hockey sticks — Ice hockey sticks
- Hurdles — Track and field hurdles
- Ice skates — Figure skates; Ice hockey skates; Speed skates
- Notebook computers — Laptop computers
- Personal computers
- Phone headsets — Communications headsets
- Physiological recorders — Motion analysis equipment
- Portable data input terminals — Weighlifting analysis equipment
- Radar speed gun — Speed measuring radar guns
- Soccer balls — Regulation soccer balls
- Stop watch — Digital stopwatches
- Tablet computers
- Touch screen monitors — Interactive whiteboards
- Vaulting poles
- Volleyballs — Regulation volleyballs
- Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
- Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
- English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
- Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
- Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- Sales and Marketing — Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems.
- Clerical — Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
- Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- Instructing — Teaching others how to do something.
- Speaking — Talking to others to convey information effectively.
- Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.
- Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
- Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
- Learning Strategies — Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
- Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
- Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Coordination — Adjusting actions in relation to others' actions.
- Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
- Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
- Time Management — Managing one's own time and the time of others.
- Persuasion — Persuading others to change their minds or behavior.
- Systems Evaluation — Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
- Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.
- Negotiation — Bringing others together and trying to reconcile differences.
- Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
- Service Orientation — Actively looking for ways to help people.
- Systems Analysis — Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
- Writing — Communicating effectively in writing as appropriate for the needs of the audience.
- Oral Expression — The ability to communicate information and ideas in speaking so others will understand.
- Speech Clarity — The ability to speak clearly so others can understand you.
- Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
- Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences.
- Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
- Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
- Speech Recognition — The ability to identify and understand the speech of another person.
- Information Ordering — The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
- Originality — The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
- Written Expression — The ability to communicate information and ideas in writing so others will understand.
- Fluency of Ideas — The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
- Near Vision — The ability to see details at close range (within a few feet of the observer).
- Written Comprehension — The ability to read and understand information and ideas presented in writing.
- Category Flexibility — The ability to generate or use different sets of rules for combining or grouping things in different ways.
- Visualization — The ability to imagine how something will look after it is moved around or when its parts are moved or rearranged.
- Far Vision — The ability to see details at a distance.
Work Activities
- Performing General Physical Activities — Performing physical activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking, stooping, and handling of materials.
- Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
- Training and Teaching Others — Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
- Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
- Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
- Thinking Creatively — Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
- Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
- Performing for or Working Directly with the Public — Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.
- Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks.
- Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
- Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others.
- Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
- Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.
- Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.
- Provide Consultation and Advice to Others — Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
- Handling and Moving Objects — Using hands and arms in handling, installing, positioning, and moving materials, and manipulating things.
- Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
- Selling or Influencing Others — Convincing others to buy merchandise/goods or to otherwise change their minds or actions.
- Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
- Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
- Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
- Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them.
- Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
- Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.
- Guiding, Directing, and Motivating Subordinates — Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
Detailed Work Activities
- Coordinate athletic or sporting events or activities.
- Train others on performance techniques.
- Coach others.
- Evaluate skills of athletes or performers.
- Maintain knowledge of laws or regulations.
- Select staff, team members, or performers.
- Coordinate logistics for productions or events.
- Provide educational information to the public.
- Manage operations of artistic or entertainment departments or organizations.
- Maintain records, documents, or other files.
- Maintain inventories of materials, equipment, or products.
- Select materials or props.
- Promote products, activities, or organizations.
- Negotiate for services.
Find occupations related to multiple detailed work activities
Work Context
- Contact With Others — 93% responded "Constant contact with others."
- Telephone — 73% responded "Every day."
- Work With Work Group or Team — 74% responded "Extremely important."
- Face-to-Face Discussions — 77% responded "Every day."
- Level of Competition — 67% responded "Extremely competitive."
- Structured versus Unstructured Work — 61% responded "A lot of freedom."
- Freedom to Make Decisions
- Electronic Mail
- Frequency of Conflict Situations — 22% responded "Once a week or more but not every day."
- Coordinate or Lead Others — 52% responded "Extremely important."
- Deal With External Customers — 45% responded "Extremely important."
- Frequency of Decision Making — 37% responded "Every day."
- Impact of Decisions on Co-workers or Company Results — 49% responded "Important results."
- Physical Proximity — 42% responded "Moderately close (at arm's length)."
- Responsible for Others' Health and Safety — 46% responded "Very high responsibility."
- Public Speaking — 45% responded "Every day."
- Importance of Being Exact or Accurate — 38% responded "Very important."
- Letters and Memos — 40% responded "Once a week or more but not every day."
- Deal With Unpleasant or Angry People — 57% responded "Once a month or more but not every week."
- Outdoors, Exposed to Weather — 19% responded "Never."
- Spend Time Standing — 25% responded "About half the time."
- Time Pressure — 46% responded "Once a week or more but not every day."
- Indoors, Environmentally Controlled — 41% responded "Every day."
- Duration of Typical Work Week — 36% responded "Less than 40 hours."
- Sounds, Noise Levels Are Distracting or Uncomfortable — 30% responded "Once a week or more but not every day."
- Very Hot or Cold Temperatures — 29% responded "Once a month or more but not every week."
- Indoors, Not Environmentally Controlled — 39% responded "Never."
- Responsibility for Outcomes and Results — 39% responded "Limited responsibility."
Job Zone
|Job Zone Four: Considerable Preparation Needed
|Most of these occupations require a four-year bachelor's degree, but some do not.
|Related Experience
|A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
|Job Training
|Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
|Job Zone Examples
|Many of these occupations involve coordinating, supervising, managing, or training others. Examples include accountants, sales managers, database administrators, graphic designers, chemists, art directors, and cost estimators.
|SVP Range
|(7.0 to < 8.0)
Percentage of Respondents
|Education Level Required
|Bachelor's degree
|Associate's degree
|Master's degree
Interest code: SRE Want to discover your interests? Take the O*NET Interest Profiler at My Next Move.
- Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
- Realistic — Realistic occupations frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others.
- Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
Work Styles
- Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.
- Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.
- Integrity — Job requires being honest and ethical.
- Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
- Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.
- Initiative — Job requires a willingness to take on responsibilities and challenges.
- Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
- Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.
- Persistence — Job requires persistence in the face of obstacles.
- Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations.
- Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
- Social Orientation — Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
- Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
- Analytical Thinking — Job requires analyzing information and using logic to address work-related issues and problems.
- Innovation — Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
- Independence — Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
Work Values
- Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
- Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
- Independence — Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.
Related Occupations
Wages & Employment Trends
|Median wages (2018)
|$33,780 annual
|State wages
|Employment (2016)
|276,000 employees
|Projected growth (2016-2026)
|Faster than average (10% to 14%)
|Projected job openings (2016-2026)
|State trends
|Top industries (2016)
Source: Bureau of Labor Statistics 2018 wage data and 2016-2026 employment projections . "Projected growth" represents the estimated change in total employment over the projections period (2016-2026). "Projected job openings" represent openings due to growth and replacement.
Job Openings on the Web
Sources of Additional Information
Disclaimer: Sources are listed to provide additional information on related jobs, specialties, and/or industries. Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.
- American Baseball Coaches Association
- American Football Coaches Association
- American Volleyball Coaches Association
- College Swimming Coaches Association of America
- Golf Coaches Association of America
- National Association of Basketball Coaches
- National Association of Intercollegiate Athletics
- National Education Association
- National Fastpitch Coaches Association
- National Field Hockey Coaches Association
- National Soccer Coaches Association of America
- Occupational Outlook Handbook: Coaches and scouts
- Society of Health and Physical Educators
- U. S. Soccer
- U.S. Track and Field and Cross Country Coaches Association
- Women's Basketball Coaches Association


text:
Your browser does not support iframes.
Jerry Bruckheimer
book signing
Film director/producer Jerry Bruckheimer will be signing copies of Michael Singer's book "Jerry Bruckheimer: When Lightning Strikes – Four Decades of Filmmaking" at Nettie Jarvis Antiques/The Old Sugar Valley Country Store, 111-113 Taylorsville Road, in Bloomfield. The event will be from 1 p.m. to 5 p.m. on July 5, and refreshments will be served.
13 museums offer free admission to
active military personnel and families
Thirteen Kentucky museums are offering free admission to active military members and their families this summer as part of the Blue Star Museums initiative. The window for free admission runs through Labor Day, Sept. 1.
Arts council offering grants to
help add arts in curriculum
The Kentucky Arts Council is accepting applications through June 15 from schools and school districts interested in having a consultant assist in developing plans and assessment tools for integrating the arts across the curriculum.
Young-Brown to sign copies of
Kentucky-based cookbook
Fiona Young-Brown, of Lexington, will sign copies of her cookbook, "A Culinary History of Kentucky: Burgoo, Beer Cheese & Goetta," from 11 a.m. to 2 p.m. at the Kentucky Artisan Center at Berea.
Quilt show during Bagdad Day
A quilt show will be held in conjunction with Bagdad Day from 11 a.m. to 4 p.m. in the sanctuary of Bagdad Baptist Church. The show will include demonstrations throughout the day and an opportunity to quilt on a frame. To register a quilt, bring it to the church on Thursday or Friday between 6 p.m. and 8 p.m. For more information, contact Phyllis Bailey at 502-640-6062.
Garden sculpture show at Yew Dell
Collins presents
'All Shook Up'
Artisan's center calls for
fall exhibit 'Put a Lid on It'
The Kentucky Artisan Center at Berea invites Kentucky artisans to submit works for the exhibit "Put a Lid on It: Containers by Kentucky Artisans" to be held Sept. 13, 2014 through Feb. 28, 2015.
One book – one community
A community-wide read of Ahab's Wife, written by Sena Jeter Naslund, will be from 6 to 7 p.m. April 17 at the Shelby County Public Library, 309 8th St. A kickoff for the book give-a-way will be Monday. One book per person, no reserves. Registration is requested for seating purposes and notification of any program changes. For more information, contact 633-3803, ext. 11 or firstname.lastname@example.com.
Theatre announces schedule for The Foreigner
The Shelby County Community Theatre will perform Larry Shue's The Foreigner April 17-19 and 25-26 at 7:30 p.m. and April 27 at 2:30 p.m. The Foreigner is directed by Dr. Jack Wann, and sponsored by Martinrea Heavy Stampings, Inc. and Village Plaza Shopping Center. Tickets are $15 adults, $12 seniors, and $10 students. For reservations, call 502-633-0242 after April 3. The theatre is located at 801 Main Street in Shelbyville.
Copyright © 2019
The Sentinel-News is your source for local news, sports, events and information in Shelby County and Shelbyville, KY, and the surrounding area.

subset: commoncrawl


text:
Noise-cancelling headphones are suddenly all the rage. It certainly seems as if every big player in the audio game has at least one model that features active noise-canceling, usually accompanied by other luxury features — and with a corresponding luxury pricetag. Even manufacturers who've only recently begun making cans, like Logitech UE and Klipsch, prominently feature active noise-canceling in their model lineups.
It may even seem as if the technology has been added to some models simply because it's become the feature du jour — an impression strengthened by the fact that not all noise canceling is the same. Not even remotely.
None of the headphones in our showdown — the Klipsch Mode M40 ($350), the Logitech UE 6000 ($200) or the Monster Inspiration ANC ($300), the noise-canceling version of the regular, passive Inspiration model we reviewed last year — exhibits the powerful noise-canceling ability that can almost completely drown out noise, like that of the Bose QuietComfort 15. Nor do they sit on the next level down, with NC performance similar to, say, Audio Technica's ATH-ANC7b (although one here comes close).


text:
In the art room we explore artists, art history, cultures, drawing, painting, fiber art, mixed media, printmaking, and ceramic methods and processes. Students use a printing press for printing techniques and utilize a kiln and a variety of clay tools and techniques with our ceramics curriculum. The kiln and printing press were purchased with funds from our annual Square 1 Art fundraiser. Engineering, science, math and literacy are infused into the curriculum. An active student art gallery is continuously displayed in our halls and in the library throughout the year. Please check out my art website for more information about art, monthly newsletters, and Classy Club.
Welcome to music at Sequoyah! At Sequoyah, students will receive a strong foundation in the elements of music and will grow as creative and confident individuals. In music class, students sing, dance, play instruments, and gain a deeper appreciation for music and the world around them. We have many performing opportunities that are available to our Sequoyah students. When students are in second and fourth-grades, they participate in a children's musical. Third and fourth-grade students audition for our school wide talent show, "Sequoyah's Got Talent." There are many other performing opportunities available to our students through school-wide assemblies and other grade-level performances. Through studying music, students are able to discover an outlet of how to express themselves creatively no matter what career path they choose to follow. I look forward to seeing my students experience the joy that music can bring. Check out my music website for more information.
In P.E., we work on developing coordination and a variety of skills while encouraging sportsmanship, which will carry on throughout other activities in the students' day. My goal is to help students learn that exercise is fun so that it becomes a life-long endeavor. Students engage in a wide range of activities including bowling, basketball, soccer, gymnastics, archery, and golf. I hope each year to interest the students in fun activities that can be carried on throughout their lives. We also try to move, move, move! All students participate in Jump Rope for Heart. Second, third, and fourth-graders participate in a half marathon running their final mile together as their kindergarten and first-grade classmates cheer them on. This annual Recess Rockers event is a Sequoyah favorite!
The science lab is committed to increasing student interest and participation in science, technology, engineering, and mathematics. It provides students the opportunity to apply STEAM concepts in a meaningful way. The science lab is designed to:
One of the most significant changes that happen to children in the first-grade is learning to read and write. For some children, this task is very difficult even when they have the best teachers and curriculum. RSD is fortunate to have the reading recovery program available to meet the needs of first-grade students in their time of learning.
Reading recovery has one clear goal; to significantly reduce the number of children having difficulty learning to read and write. During first-grade, reading recovery students meet one-on-one with a specially trained teacher for 30 minutes a day for a period of 12-20 weeks. During this time, children make faster than average progress so they can catch up with their peers and continue to work on their own.


text:
How To Switch Between Git Branches From The Linux CLI
If you are using Git for version control then it is likely at some point you will have a project with multiple branches of code. The benefit of this is allowing various developers to work on different projects while providing an easier way to merge the code when the developers tasks are completed. One developer may be working strictly on big fixes that could need to be checked in daily while another developer may be working on a project that may take months to complete and git provides a system to merge these code branches together. Below is a quick reference for switching between Git code branches.


text:
Lynda.com is an online skills development resource for a wide variety of computer software products, program techniques, and even programming languages.
Your Lynda.com Online Training Library provides easy to follow video lessons from experts in each subject area. As a Marshall University student, faculty or staff member, you have access to the full Lynda.com library using your MUNET username and password as your login credentials.
Get started now, by clicking here to login to the Lynda.com service, and begin exploring the lessons offered.
Tip: Clicking on the login link will transfer you to the MU Central Authentication Server, where you will enter your Marshall University MUNET account name and password. Once you are successfully authenticated, you'll be automatically transferred to Lynda.com.
Need more help?
How to login using the mobile app for Lynda:
Copyright © 2018 Marshall University, Marshall University is not affiliated with or endorsed by lynda.com, Inc.


text:
God's Legal Declaration
How do you hope to stand before the judgment seat of God? Are you counting on your own goodness? Or, do you understand that the depth of your sin makes it impossible that your good works could ever make you ...Read More
Living Faith
A dead faith is really no faith at all because a dead faith can in no way lay hold of the perfect righteousness of Christ. We must have a living faith evidenced by works of love and mercy toward other ...Read More
Completed Faith
When we first believe our faith is "incomplete" in the sense that it is small and relatively undeveloped. But even though a small faith is enough to do great things (Matt. 17:20), God does not want our faith to remain ...Read More
Faith and Works
John Calvin notes that while true faith always produces good works, good works are not always the result of true faith. Indeed "the unbelieving sometimes excel in specious virtues … hence works apparently excellent may exist apart from faith." We ...Read More
Saving Faith
The works that James discusses in 2:14–26 are the works done in obedience to God. While such works can take a variety of forms depending on the circumstances in which we find ourselves, today's passage focuses on the need to ...Read More
Trusting God's Wisdom
The book of Job is a powerful reminder that God is in absolute control of all things. This fact can be a great comfort to us and yet also be disconcerting when we suffer things we think we do not ...Read More
Do you truly realize the importance of prayer, or do you think that you can be wise without a deep and consistent prayer life? Take some time to consider the importance of prayer and how you can make it a ...Read More
In the book of Proverbs, we find many themes addressed including the importance of the fear of God, the respectability of work, the need to be industrious in our labors, the folly of sexual immorality, and the raising of a ...Read More
If we are to be passionate in our pursuit of wisdom, then we must understand the forms that wisdom literature may take. The study of things like parallelisms will greatly benefit us when we sit down and read the poetry ...Read More
Wisdom Literature
To what end do you pursue knowledge? Is your desire just knowledge for the sake of knowledge, or do you seek wisdom in order to live a life coram Deo, before the face of God, pleasing to Him? Consider the ...Read More


text:
Actress Alicia Silverstone has launched a breast milk-sharing service for mothers who struggle to nurse their newborns.
The star, who has a 2-year-old son with husband Christopher Jarecki, has founded Kind Mama Milk Share, which connects moms unable to produce enough milk for their babies with healthy donors.
In a post on her official website, The Kind Life, she writes, "A couple weeks ago, another mama I know gave birth to a son. She e-mailed to let me know how things were going, and she was beside herself. She'd tried to do everything so that this baby would have the healthiest, happiest start in life – she nourished herself during pregnancy with clean, kind foods; had a beautiful home birth; and planned to breastfeed from now until her son could say, 'No thanks.' But because of a breast reduction surgery, she found she wouldn't be able to make enough milk for him, no matter how much precious boobie time they spent together. She tried reaching out in her community for donor milk, but it was almost impossible to figure out what kind of lifestyle choices the donors had made…
"A lot of women unfortunately have a similar struggle… And because we are a community of beautiful souls who recognize the importance of food as health, I say we help support those mamas and babies who need a hand during one of the most important times in their lives… If you have milk to share – post it! If you are in need of milk – post it! Think of all the babies we can help raise together!"


text:
Magnetic Transducers – This standard style is used with ferrous materials, and consists of a rare earth magnet surrounding the piezo electric transducer. The diameter refers to the nominal diameter of the piezo electric crystal. The annular magnet increases the overall diameter to that shown as 'Diameter A'. High temperature versions are available on request.
Please select further products to compare.
Technical Specification
Norbar has devised easy-to-use online calculators that support the correct application of torque in three key areas:
Norbar Torque Tools Inc. 36400 Biltmore Place, Willoughby, Ohio 44094, USA


text:
LETTER- Could Morgan have walked away?
What will it take for you to realize the Morgan Harrington story [October 29 cover: "'Off the face of the earth': the hunt for Morgan Harrington"] is not a kidnapping? There is a long list of missing students. Most are athletic males. The answer lies in those who have disappeared and returned or been found in altered mental states.
A high school student, Kacie Peterson, disappeared from Washington state on Oct 2nd and was found in Times Square New York on Oct 9 with amnesia. Is Morgan a Dissociative Fugue victim?
L.K. Tucker
Montgomery, Alabama


text:
about us
privacy policy
send email
site map
view cart
Largest Distributor For Todays Interiors "Lowest Prices On All Products"
All Categories
Outdoor Solid Waterproof Fabric
> CF/714 Sage Outdoor Fabric
Interior Linens - Largest Manufacturer For Todays Interiors
CF/714 Sage Outdoor Fabric
CF/714 Sage Outdoor Fabric
Regular price: $19.99
Sale price:
Product Description
60" Outdoor Solid WATERPROOF FABRIC - PU Backing. All fabrics sold by the yard. Please call 916-928-4292 for more information.
For custom labor or more information visit www.cut-yardage.com
Indoor and Outdoor Fabric - Solution Dyed Acrylic
Introducing SunCrown®, a new range of waterproof and sunproof fabrics specially developed for indoor and outdoor use. Our mission is to produce high quality fabrics at competitive cost.
SunCrown® is available in an array of colors which makes it easy to find the perfect color to match your taste. SunCrown's ®specialized dye and fabric construction are developed for quality and resilience and are resistant to fading and outdoor elements.
Our outdoor fabrics are made from solution-dyed acrylic. Each fabric is transformed from a combination of precisely determined dye color and a liquid acrylic solution, which is made into a fiber. These fibers are then spun into a yarn, and eventually woven into a fabric which offers beauty and durability. SunCrown® is inspired to give your outdoor fabrics the feel of indoor comfort, by being strong enough to withstand harsh outdoor weather.
*FREE shipping on Selected Items & orders over $49.99 - UPS Ground, To The Lower 48 States.
Contact Us For Wholesale Pricing On All Items. Email us at firstname.lastname@example.com
Located At: 815 Professor Ln. Sacramento, CA 95834 916-928-4292
Pillow Inserts - 10/90 Goose Down
Pillow Inserts - 10/90 Duck Down
Pillow Inserts - 25/75 Goose Down
Pillow Inserts - 25/75 Duck Down
Pillow Inserts - 50/50 Goose Down
Pillow Inserts - 50/50 Duck Down
Pillow Inserts - Down Alternative
Pillow Inserts - Custom Sized
Down Comforters - Custom Made
Comforters - White Goose Feather Down
Bed Pillows - White Goose Feather Down
Bed Pillows - Deluxe Plus Down Alternative, Firm Filled
Designer Fabrics 54" - Multi Purpose
Outdoor Solid Waterproof Fabric
Drapery Lining 100% Cotton
Drapery Lining 50/50 Blended
Drapery Lining 65/35 & 70/30 Blended
Drapery Lining Muslin
Old Hickory Fabrics Grade 10
Old Hickory Fabrics Grade 20
Old Hickory Fabrics Grade 30
Old Hickory Fabrics Grade 40
Old Hickory Fabrics Grade 50
Old Hickory Fabrics Grade 60
about us
privacy policy
send email
site map
view cart
Copyright © 2017 Interior Linens All Rights Reserved.


text:
Making eco-friendly IT a reality at agencies requires changing behavior as well as policy.
Making eco-friendly IT a reality at agencies requires changing behavior as well as policy.
"Powering down all desktop computers, locally connected printers and other non- networked peripherals at the end of the day will reduce energy consumption."
This suggestion from Aaron Helton, an Office of Personnel Management staffer, was one of more than 5,300 submissions for the Obama administration's recent Green Gov Challenge. Helton's idea seems elementary, but the need to remind employees to put their PCs in sleep mode at night is a sign that agencies have a ways to go in implementing President Obama's October 2009 executive order on federal sustainability.
Resistance among some feds to embracing green IT stems from a combination of causes: psychological inertia, pesky regulations, lack of information about eco-friendly alternatives and a bargain-shopping procurement culture. The challenge of caring for federal IT is massive-the U.S. government is the world's largest purchaser of electronics, shelling out nearly $75 billion for products and services in 2009 alone, according to the Government Accountability Office.
Today's concept of green IT has two tracks- eco-efficiency and eco-innovation, according to Richard Hodges, founder and chief executive officer of GreenIT, a Sonoma, Calif., consulting firm. "Eco-efficiency begins with using minimal-impact materials to design and build electronic products and goes all the way to end-of-life disposal, or recycling," he says. It's something agencies can do right now.
Eco-innovation is more ambitious. Here IT is used to enable green approaches in other endeavors, such as transportation, water supply, buildings and telecommuting. While there are some successes, much still has to be worked out. "We have to change the way people think and manage the systems we use," Hodges says.
In 2006, the Environmental Protection Agency updated the IT guidelines in the EnergyStar consumer education program to reflect built-in energy-saving computer options, such as sleep mode and monitor cooling controls, which extend product life.
Green IT strategies are gaining traction among agencies with the help of two vital resources. EPEAT, or electronic product environmental assessment tool managed by the private nonprofit Green Electronics Council, helps procurement officials compare and select computers that curb energy use. And the Federal Electronics Challenge-a joint program of EPA, the White House Office of the Federal Environmental Executive and the Federal Electronics Stewardship Working Group-advises agencies on extending the life span of products and recycling obsolete equipment.
But progress in spreading green practices across government has been hard-fought. A recent survey on federal purchasing conducted by the Government Business Council, the research division of Government Executive, found that the chief obstacle to buying green is a concern that such products are more expensive. But there is debate on whether costs are actually higher when long-term saving savings are factored in. Online responses from 161 federal executives showed that 60 percent said cost is their top priority in purchasing versus a mere 18 percent that ranked sustainability No. 1. Other obstacles were cited as well. A startling 86 percent said they found it easier to switch to sustainable products in their personal lives than in federal management.
Noteworthy for the Office of the Federal Environmental Executive, which is charged with implementing the executive order, is that a majority of respondents said they felt uninformed about which green products and services are available. Four in 10 weren't even familiar with Obama's sustainability order.
A key reason for the unspectacular progress, according to an October 2009 GAO report, is an absence of consequences for agencies that do not meet sustainability goals. Many fail to fully exploit green opportunities and simply issue vague goals for improvement, GAO said. Auditors calculated that if agencies replaced 500,000 desktop and laptop computers and monitors with EPEAT-registered products and operated and disposed of them in accordance with Federal Electronics Challenge guidelines, then energy reductions and cost savings could lead to environmental benefits five to 10 times greater than what exists today.
EPA officials say the chief obstacles are difficulties with installing power management devices on multiple computers simultaneously and ensuring that sleep settings do not interfere with administrative software updates.
But one impediment to greening government desktops runs deeper than environmental awareness, equipment or even costs-it's rooted in office culture. "The big obstacle is behavioral, because you're taking away people's stuff that's not in use," Hodges says. "Sharing printers, for example, saves money but it changes layout and configuration. Agencies must decide whether a printer should be shared by eight people, 16, or 20. One way to save as much as 40 percent on printing costs is to print on two sides of the paper, Hodges adds. The problem? "People don't like it," he says.


text:
*CC: Al Gore
Not quite yet.
CC was used at the base and closing of a letter or memo to show the other party/parties were to receive the knowledge. In the context of correspondence, blind carbon copy (abbreviated Bcc:) refers to the practice of sending a message to multiple recipients in a way that conceals the fact that there may be additional receivers from the complete list of recipients.
This concept originally applied to paper correspondence and now also applies to email In some circumstances, the typist creating a paper correspondence might ensure that multiple recipients of such a document did not see the names of other recipients. To achieve this the typist added the names in a second step to each copy, without carbon paper; Set the ribbon not to strike the paper, which leaves names off the top copy (but may leave letter impressions on the paper).
With email, recipients of a message are specified using addresses in any of these three fields: To: Primary recipients Cc: Carbon copy to secondary recipients—other interested parties Bcc: Blind carbon copy to tertiary recipients who receive the message. The primary and secondary recipients cannot see the tertiary recipients. Depending on email software, the tertiary recipients may only see their own email address in Bcc, or they may see the email addresses of all recipients. Talk about wasting work moments.
Think of sitting at your work desk, machines loudly clacking while the room is full of blue smoke from your co-workers. If there is a computer, it takes up an entire wall. If there is a photocopy machine it is locked and only used for special purposes and usually sits on a large platform like an industrial god. And there you are, with your boxes of colored carbon paper in pastels like pink, green, blue and yellow. At some point, you or your company have decided who gets what color.
Inky fingers from un-jamming a typewriter ribbon. Inky fingers from pulling those carbon copies apart. Inky fingers from ball point pens. Inky fingers from rubber stamp pads, from when you reloaded the toner into the copying machine. You had to think long and hard about wearing white on this hot, summer day.
...and now we have the carbon footprint. By the way, the street surface has to be between 144-158 degrees F to cook that egg. We aren't there...yet.
Labels: bcc, business correspondence, carbon paper, cc, computer, dc blogs, DCist, eggs, heat, history of the office, huffington post, photocopy machine, smoking, Summer, typewriter, work


text:
The collection is Nicolas Ghesquière's tribute to Louis Vuitton's rich history of luggage and handbagdesign. In this collection you'll find adorable mini monograms, stark red leather and pale pink leather too.
Prices will range from around $810 for the Speedy and Noe, $1,060 for the Turenne to $1,110 for the Pallas and Epi Alma. Slated to launch in July, the collection will surely be a hit with collectors and we're sure that it will sell out before you know it so be prepared!


text:
A beautifully decorated yard says a lot about the beauty of a home. Decorating the boundary of the home is not just sufficient, but there are a lot more things that should be considered. Fencing also plays a vital role in maintaining the entire decor of the yard. Now, you must be wondering that a traditional fencing can downgrade the alluring architecture of your home. Considering this concern, the professionals have introduced modern fence designs.
Here are a few tips to add modernity to your boring fence:
To maintain the visual interest and to vary the designs, try using planks with varied width. For screening areas like custom-built spas and hot tubs; closely spaced planks will make a great option.
While choosing the wooden fences, mind the color of the yard and the home. However, if your home or yard is having the similar color; using grey-stained planks will be a good idea. [Read more…]


text: Three months after tropical storms hit the Philippines, the devastation is still apparent. More than half a million people were affected by the storms, which washed thousands of houses away. Families like Josephine's have built improvised huts and they are gradually getting back on their feet, with the help of WFP's Food for Assets and School Meals programmes.


text:
New reports on arsenic in apple juice may leave parents confused about what they should be pouring into their children's glasses.
Although the Food and Drug Administration continues to say it is "confident in the overall safety of apple juice consumed in this country," the agency also recently acknowledged it is considering new policies on arsenic in juice.
In the meantime, some consumer groups are advising parents to dilute their juice, vary the brands they serve and limit children's juice consumption.
Other children's health experts say parents should worry more about juice's impact on childhood obesity than about its arsenic content. Already, the American Academy of Pediatrics recommends no juice for children younger than 6 months, no more than 4 to 6 ounces a day for kids under 6 and no more than 8 to 12 ounces for older children.
The recent concerns about arsenic arose after consumer groups reported that their testing found levels in apple juice that exceed the FDA standard of 10 parts per billion for bottled water. The agency has no standard for arsenic in apple juice, something the groups would like to change.
The reports have been controversial, in part because arsenic comes in two forms. The inorganic type is harmful, while organic forms are considered relatively harmless.
Pesticides are a source of inorganic arsenic, as is soil and groundwater pollution. But because some arsenic occurs naturally in the environment, it would be nearly impossible to eliminate it from foods completely.
In the case of apple juice, the FDA considers 23 parts per billion of inorganic arsenic to be a "level of concern" that could trigger regulatory action. Samples of apple juice that test above 23 ppb for total arsenic are sent back for retesting to check levels of inorganic arsenic.
Data provided by the FDA show that 6 percent of the 160 samples of apple juice tested from 2005 to 2011 were above 23 ppb for total arsenic. A spokeswoman said results of retesting for inorganic arsenic were "not readily available."
Consumer Reports, the group that reported its testing results this week, said it tested 79 samples of apple juice and nine of grape. No sample exceeded 23 ppb for total arsenic, but nine exceeded 10 ppb for total arsenic, the national standard for bottled water.
The organization's advocacy arm, Consumers Union, and other groups argue that the FDA's level of concern is too lax and that it should set stringent standards for juice based on total arsenic levels.
Consumers Union urged the government to set a level of concern of 3 ppb for total arsenic, a level met by 41 percent of its juice samples.
That standard, the group said, would "better assure that a child … would not exceed his or her daily exposure limit for arsenic based on lung and bladder cancer risks."
The FDA says its level of concern is based on the effects of short-term exposure, not on cancer risk. Its new apple juice assessment "will take cancer outcomes into account," the agency said.
A flurry of interest in the issue was set off this fall when celebrity physician Dr. Mehmet Oz announced on his television show that testing had found high levels of arsenic in samples of apple juice.
The FDA countered at the time that "it would be irresponsible and misleading for 'The Dr. Oz Show' to suggest that the apple juice contains unsafe amounts of arsenic based solely on tests for total arsenic."
But last week, in a letter sent to the show and consumer groups, the FDA acknowledged that a University of Arizona study and its own research has turned up at least nine samples of apple juice in which the predominant arsenic was the inorganic type. Consumer Reports also said "most" of the arsenic found in its study was inorganic.
The FDA is now "seriously considering setting guidance or other level for inorganic arsenic in apple juice," the letter stated.
It also said that at least two types of organic arsenic found in apple juice are considered harmful and that it will count those types along with inorganic arsenic in its continuing evaluations.
This was welcome news to Urvashi Rangan, director of safety and sustainability at Consumer Reports.
"They have certainly done a lot of thinking at the agency since they came out with their statement in September," Rangan said. "We are encouraged by this. And I think they are coming around to acknowledging the fact that this is an issue they need to look at more closely."
The Empire State Consumer Project and Food and Water Watch are joining Consumers Union in the call for stricter standards.
Although recent testing has focused on apple juice, the FDA says it will soon expand its testing to other juices as well. The latest Consumer Reports study found that grape juice actually contained higher levels of arsenic than apple juice.
Pediatricians who specialize in environmental health expressed some concern Thursday over arsenic levels found in juice and sympathized with concerned parents.
"In general we want to reduce kids exposures to anything toxic," said pediatrician Dr. Harvey Karp, who wrote "The Happiest Baby on the Block" and serves on the board of the Environmental Working Group.
But Karp and other child health advocates say juice's sugar content is more alarming.
"Children do not need any juice whatsoever," said Jerome Paulson, who chairs the American Academy of Pediatrics' council on environmental health. "If you look at the nutrition levels on juice and soda, with the exception of some vitamins they are identical. Most parents would not countenance giving their kids soda every day, but they do give them juice every day. Kids need fruits and vegetable, not juice. Don't drink an apple. Eat an apple."
Juice is seen as more risky than raw apples because arsenic can be concentrated in juice.
Another reason for concern about apple juice is the high percentage of imported juice coming into the U.S. food supply. Food and Water Watch estimates that 70 percent of American apple juice came from China by 2009.
The FDA said that in July it "issued an Import Bulletin to significantly increase the number of juice products sampled and analyzed for arsenic under the Toxic Elements program."
Twitter: @monicaeng
New reports on arsenic in apple juice may leave parents confused about what they should be pouring into their children's glasses.


text:
Neglected Tropical Diseases in the Heart of Darkness
Thursday, July 25, 2013
Scientists emphasize urgent need for improved disease surveillance and control in the Democratic Republic of Congo
WASHINGTON, D.C. – July 25, 2013 – Following the most deadly conflict since World War II, and nearly two decades of population displacement, the Democratic Republic of Congo (DR Congo) now may represent one of the world's highest burdens of neglected tropical diseases (NTDs). A lack of surveillance activities and epidemiologic data is a key factor in delaying progress in disease control and elimination programs, scientists reported in an editorial published today in PLoS Neglected Tropical Diseases.
Based on the limited information available, the researchers found that DR Congo may have some of the highest levels of intestinal helminth infections, lymphatic filariasis and schistosomiasis on the African continent. DR Congo also bears the greatest number of cases of leprosy in Africa and human African trypanosomiasis (HAT) globally. A number of important human viral infections including HIV/AIDS, Chikungunya, Ebola and monkeypox may have also first emerged from DR Congo.
Despite the likelihood of widespread NTDs, there are only minimal reported surveillance activities in DR Congo, a nation that is nearly the size of Western Europe. To strengthen DR Congo's health infrastructure and ultimately its economic output, the authors propose a comprehensive NTD mapping, control and research program.
"Identifying the reach and severity of NTDs is an essential first step to providing targeted treatments to millions of people in DR Congo," said co-author Dr. Anne Rimoin, associate professor in the Department of Epidemiology at the UCLA School of Public Health. "Increasing surveillance activity of NTDs and studying the emergence of key viral infections should be one of the top health priorities for the country."
As the authors recognize, the Ministry of Public Health of DR Congo has demonstrated willingness to expand NTD disease surveillance and control activities in the years ahead. With the support of the United States Agency for International Development (USAID), DR Congo is planning an ambitious program of NTD mapping and integrated diseases control focused on mass drug administration, while the World Health Organization, its Regional Office for Africa (AFRO) and the Belgium Development Agency have offered additional support.
"We have a responsibility to better understand the true burden of NTDs in DR Congo," said Dr. Peter Hotez, founding dean of the National School of Tropical Medicine at Baylor College of Medicine and President of the Sabin Vaccine Institute. "Future findings from enhanced disease surveillance and research will help shape and achieve important global development milestones in a country that has missed out on much of the economic and social progress spreading throughout many other parts of Africa."
To read the full paper, please visit PLOSntds.org.
About NTDs
NTDs are a group of 17 parasitic and bacterial infections that are the most common afflictions of the world's poorest people. They blind, disable and disfigure their victims, trapping them in a cycle of poverty and disease. Research shows that treating NTDs lifts millions out of poverty by ensuring that children stay in school to learn and prosper; by strengthening worker productivity; and by improving maternal and child health.
About Sabin Vaccine Institute
Sabin Vaccine Institute is a non-profit, 501(c)(3) organization of scientists, researchers, and advocates dedicated to reducing needless human suffering caused by vaccine preventable and neglected tropical diseases. Sabin works with governments, leading public and private organizations, and academic institutions to provide solutions for some of the world's most pervasive health challenges. Since its founding in 1993 in honor of the oral polio vaccine developer, Dr. Albert B. Sabin, the Institute has been at the forefront of efforts to control, treat and eliminate these diseases by developing new vaccines, advocating use of existing vaccines and promoting increased access to affordable medical treatments. For more information please visit www.sabin.org.
About the National School of Tropical Medicine at Baylor College of Medicine
The National School of Tropical Medicine (NSTM) at Baylor College of Medicine is committed to addressing the world's most pressing tropical disease issues. The school applies strong traditions in basic, translational and applied biotechnology research brought by the BCM faculty and staff with the newly affiliated Sabin Vaccine Institute Product Development Partnership (Sabin-PDP). The NSTM works in partnership with Texas Children's Hospital, home of the Sabin Vaccine Institute & Texas Children's Hospital Center for Vaccine Development. For more information please visit http://www.bcm.edu/tropicalmedicine/.
About UCLA Fielding School of Public Health
The UCLA Fielding School of Public Health is dedicated to enhancing the public's health by conducting innovative research; training future leaders and health professionals; translating research into policy and practice; and serving local, national and international communities. For more information please visit ph.ucla.edu.
About PLoS Neglected Tropical Diseases
PLoS Neglected Tropical Diseases (http://www.plosntds.org/) is a peer-reviewed, open-access journal devoted to the pathology, epidemiology, prevention, treatment, and control of the neglected tropical diseases, as well as public policy relevant to this group of diseases. All works published in PLoS Neglected Tropical Diseases are open access, which means that everything is immediately and freely available subject only to the condition that the original authorship and source are properly attributed. The Public Library of Science uses the Creative Commons Attribution License, and copyright is retained by the authors.


text:
NLRB v. TEXTILE WORKERS(1972)
Where neither the Union-employer contract nor the Union's constitution or bylaws defined or limited the circumstances under which a member could resign from the Union, it was an unfair labor practice for the Union to fine employees who had been Union members in good standing but who had resigned during a lawful strike authorized by the members and thereafter returned to work during that strike. Pp. 215-218.
446 F.2d 369, reversed.
DOUGLAS, J., delivered the opinion of the Court, in which BURGER, C. J., and BRENNAN, STEWART, WHITE, MARSHALL, POWELL, and REHNQUIST, JJ., joined. BURGER, C. J., filed a concurring opinion, post, p. 218. BLACKMUN, J., filed a dissenting opinion, post, p. 218.
Norton J. Come argued the cause for petitioner. With him on the brief were Solicitor General Griswold, Allan A. Tuttle, and Peter G. Nash.
Harold B. Roitman argued the cause and filed a brief for respondent.
Milton Smith, Jerry Kronenberg, and Gerard C. Smetana filed a brief for the Chamber of Commerce of the United States as amicus curiae urging reversal.
Plato E. Papps, Louis Poulton, and Bernard Dunau filed a brief for the International Association of Machinists and Aerospace Workers, AFL-CIO, as amicus curiae, urging affirmance. [409 U.S. 213, 214]
MR. JUSTICE DOUGLAS delivered the opinion of the Court.
Respondent is a union that had a collective-bargaining agreement with an employer which contained a maintenance-of-membership clause providing that members were, as a condition of employment, to remain in good standing "as to payment of dues" for the duration of the contract. Neither the contract nor the Union's constitution or bylaws contained any provision defining or limiting the circumstances under which a member could resign. A few days before the collective agreement expired, the Union membership voted to strike if no agreement was reached by a given date. No agreement was reached in the specified period, so the strike and attendant picketing commenced. Shortly thereafter, the Union held a meeting at which the membership resolved that any member aiding or abetting the employer during the strike would be subject to a $2,000 fine.
About six weeks later, two members sent the Union their letters of resignation. Six months or more later, 29 other members resigned. These 31 employees returned to work.
The Union gave them notice that charges had been made against them and that on given dates the Union would hold trials. None of the 31 employees appeared on the dates prescribed; but the trials nonetheless took place even in the absence of the employees and fines were imposed on all. 1 Suits were filed by the Union to collect the fines. But the outcome was not determined because the employees filed unfair labor practice charges with the National Labor Relations Board against the Union. [409 U.S. 213, 215]
The unfair labor practice charged was that the Union restrained or coerced the employees "in the exercise of the rights guaranteed in section 7." 2 See 8 (b) (1) of the Act. 3 The Board ruled that the Union had violated 8 (b) (1). 187 N. L. R. B. 636. The Court of Appeals denied enforcement of the Board's order. 446 F.2d 369. The case is here on certiorari, 405 U.S. 987 .
We held in NLRB v. Allis-Chalmers Mfg. Co., 388 U.S. 175 , that a union did not violate 8 (b) (1) by fining members who went to work during a lawful strike authorized by the membership and by suing to collect the fines. The Court reviewed at length in that opinion the legislative history of 7 and 8 (b) (1), and concluded by a close majority vote that the disciplinary measures taken by the union against its members on those facts were within the ambit of the union's control over its internal affairs. But the sanctions allowed were against those who "enjoyed full union membership." Id., at 196.
Yet when a member lawfully resigns from the union, its power over him ends. We noted in Scofield v. NLRB, [409 U.S. 213, 216] 394 U.S. 423, 429 , that if a union rule "invades or frustrates an overriding policy of the labor laws the rule may not be enforced, even by fine or expulsion, without violating 8 (b) (1)." On the facts, we held that Scofield, where fines were imposed on members by the union, fell within the ambit of Allis-Chalmers. But we drew the line between permissible and impermissible union action against members as follows:
The Scofield case indicates that the power of the union over the member is certainly no greater than the union-member contract. Where a member lawfully resigns from a union and thereafter engages in conduct which the union rule proscribes, the union commits an unfair labor practice when it seeks enforcement of fines for that conduct. That is to say, when there is a lawful dissolution of a union-member relation, the union has no more control over the former member than it has over the man in the street.
The Court of Appeals gave weight to the fact that the resigning employees had participated in the vote to strike. We give that factor little weight. The first two members resigned from the Union from one to two months after the strike had begun. The others did so from seven to 12 months after its commencement. And the strike was still in progress 18 months after its inception. Events occurring after the calling of a strike may have unsettling effects, leading a member who voted to strike to change his mind. The likely duration of the strike may increase the specter of hardship to his family; the ease with which the employer replaces the strikers may make the strike seem less provident. We do not now decide to what extent the contractual relationship between union and member may curtail the freedom to resign. But where, as here, there are no restraints on the resignation of members, 5 we conclude that the vitality of 7 requires that the member be free to refrain in November from the [409 U.S. 213, 218] actions he endorsed in May and that his 7 rights are not lost by a union's plea for solidarity or by its pressures for conformity and submission to its regime.
I join the Court's opinion because for me the institutional needs of the Union, important though they are, do not outweigh the rights and needs of the individual. The balance is close and difficult; unions have need for solidarity and at no time is that need more pressing than under the stress of economic conflict. Yet we have given special protection to the associational rights of individuals in a variety of contexts; through 7 of the Labor Act, Congress has manifested its concern with those rights in the specific context of our national scheme of collective bargaining. Where the individual employee has freely chosen to exercise his legal right to abandon the privileges of union membership, it is not for us to impose the obligations of continued membership.
[ Footnote 2 ] Section 7 provides in relevant part:
[ Footnote 3 ] Section 8 (b). "It shall be an unfair labor practice for a labor organization or its agents -
[ Footnote 4 ] Union-security arrangements requiring employees to pay dues, though not requiring membership, have been held not to be an unfair labor practice and therefore not an excuse for the employer to refuse to bargain collectively for such an agreement, at least where state law allows employees that option. NLRB v. General Motors Corp., 373 U.S. 734 .
[ Footnote 5 ] The Union argues that its practice was to accept resignations of members only during an annual ten-day "escape period," during which time the employees were allowed to revoke their "dues check-off" authorizations. The Court of Appeals rejected that argument, saying there was no evidence that the employees knew of this practice or that they had consented to its limitation on their right to resign. 446 F.2d 369, 372.
MR. JUSTICE BLACKMUN, dissenting.
On September 14, 1968, just six days prior to the expiration of the collective-bargaining agreement then in force, the Union membership voted to strike. The strike began September 20. On September 21 the membership unanimously 1 adopted a resolution that anyone aiding or abetting the company during the strike would be subject to a fine not exceeding $2,000. Each of the employees involved here voted for both of these resolutions [409 U.S. 213, 219] and participated in the strike. 2 Each was a member of the Union during the period in which the votes were taken and the strike began. Membership was voluntary, and persons who became members were free to resign at any time. 3
In NLRB v. Allis-Chalmers Mfg. Co., 388 U.S. 175 (1967), this Court held that a union could enforce in a state court a fine levied against a strikebreaking member. The Court noted that, at the time 8 (b) (1) (A) was enacted, "provisions defining punishable conduct and the procedures for trial and appeal constituted part of the contract between member and union and that `[t]he courts' role is but to enforce the contract.'" Id., at 182. The scope of 8 (b) (1) (A) was confined to restraint or coercion visited upon union members in the course of organizational campaigns, id., at 186-188, or by arbitrary and undemocratic union leadership, id., at 188-189, or by coercion that prevented employees not in the bargaining [409 U.S. 213, 220] unit from going to work, id., at 189 and n. 25. That section was not viewed as prohibiting "the imposition of fines on members who decline to honor an authorized strike and attempts to collect such fines." Id., at 195. Finding, as a consequence, no restraint or coercion by the union on the employees' 7 rights, the Court sustained the union's power to enforce the strikebreaking fines in state court.
Today the Court reaches an opposite result on the basis of two facts: "Neither the contract nor the Union's constitution or bylaws contained any provision defining or limiting the circumstances under which a member could resign"; and the strikebreaking employees resigned before returning to work, thus effecting "a lawful dissolution of [the] union-member relation." As to the first fact, I am not convinced that the presence of a provision in the union constitution, for example, should always make a difference with respect to the existence of an enforceable, voluntary obligation on the part of an employee to refrain from strikebreaking activity. In fact, it seems likely that the three factors of a member's strike vote, his ratification of strikebreaking penalties, and his actual participation in the strike, would be far more reliable indicia of his obligation to the union and its members than the presence of boilerplate provisions in a union's constitution. As to the second fact, while membership in the union may well have implications with respect to the union's power over the resigned member, I am hard put to understand why this fact, alone, results in restraint or coercion under 8 (b) (1) (A), when the imposition of fines for similar conduct by members, and their enforcement in state courts, does not fall within that section's prohibition. NLRB v. Allis-Chalmers Mfg. Co., supra. Are an employee's 7 rights any more at stake here than they are where, as in Allis-Chalmers, the [409 U.S. 213, 221] employee engages in the same activity but stops short of resigning from the union?
I cannot join the Court's opinion, which seems to me to exalt the formality of resignation over the substance of the various interests and national labor policies that are at stake here. Union activity, by its very nature, is group activity, and is grounded on the notion that strength can be garnered from unity, solidarity, and mutual commitment. This concept is of particular force during a strike, where the individual members of the union draw strength from the commitments of fellow members, and where the activities carried on by the union rest fundamentally on the mutual reliance that inheres in the "pact." Similar mutual commitments arising from perhaps less compelling circumstances have been held to be legally enforceable. See 1A A. Corbin, Contracts 198, pp. 210-212 (1963).
A union's power to enforce these mutual commitments on behalf of its members is of particular importance during the course of a strike. "The economic strike against the employer is the ultimate weapon in labor's arsenal for achieving agreement upon its terms, and `[t]he power to fine or expel strikebreakers is essential if the union is to be an effective bargaining agent . . . .'" 388 U.S., at 181 . The 31 employees involved in this case, joined with their then-fellow members, voted to strike as well as to impose sanctions on those who broke ranks, 4 and participated in the strike. Their votes were voluntary and uncoerced. They had notice of the fines, and raised no objections, perhaps feeling that the hardships that would befall them during the strike would be compensated by ultimate victory at the bargaining table. They [409 U.S. 213, 222] did not attempt to bring the matter to the vote of the membership, a majority of which could have, and later did, 5 terminate the strike.
I am not convinced that in the strike context, where paramount union and employee interests are at stake, union enforcement of this mutual obligation by reasonable fines "invades or frustrates an overriding policy of the labor laws." Scofield v. NLRB, 394 U.S. 423, 429 (1969). 6 The Court of Appeals concluded that 7 of the Act, granting employees the right "to refrain from any or all" collective activities, including membership and participation in strikes, was not involved in this case. Emphasizing the meaning of the word "refrain," the court concluded that "although 7 gives an employee the right to refuse to undertake and involve himself in union activities, it does not necessarily give him the right to abandon these activities in midcourse once he has undertaken them voluntarily." 446 F.2d 369, 373. See H. R. Conf. Rep. No. 510, 80th Cong., 1st Sess., 39-40 (1947). I believe this notion expressed by the Court of Appeals is applicable in the limited context of the economic strike. In my view, the policy of 7 would not be frustrated by a holding that an employee could, in the circumstances of this case, knowingly waive his 7 right to resign from the union and to return to work [409 U.S. 213, 223] without sanction. 7 The mutual reliance of his fellow members who abide by the strike for which they have all voted outweighs, in the circumstances here presented, the admitted interests of the individual who resigns to return to work. He may still resign, and he may also return to work, but not without the prospect of having to pay a reasonable union fine for which he voted.
The employees who resigned have not asserted any changed circumstances or undue hardships that would justify their resignations and return to work. Nor do they claim that the fines imposed on them were unreasonable. 8 Perhaps these matters could be asserted before the Board or in defense in the state court proceedings under prevailing state law. As these issues have not been argued in this case, they need not be resolved at this time.
I would affirm the decision below.
[ Footnote 1 ] There is a mild discrepancy in the record as to whether the vote on the strikebreaking resolution was unanimous. In his first opinion, the trial examiner indicated that the vote was unanimous. (Pet. for Cert. 23a.) In a second opinion, the examiner indicated that there was one dissenting vote.
[ Footnote 2 ] The parties stipulated before the trial examiner that all 31 employees participated in the strike vote, and voted in favor of the strike. App. 45. It is less clear whether each of the employees voted in favor of the fine. These are matters that would be resolved in the state court proceedings.
[ Footnote 3 ] The Union and the company had no union shop clause in the 1965 collective-bargaining agreement. The Union constitution and bylaws contained no express provision limiting members' rights to resign. In the absence of such a provision, the members could submit voluntary resignations at any time. NLRB v. Mechanical & Allied Production Workers, Local 444, 427 F.2d 883 (CA1 1970); Communications Workers v. NLRB, 215 F.2d 835, 838-839 (CA2 1954). And, as the collective-bargaining agreement was no longer in force at the time of the resignations, the retention-of-membership provision was no longer in effect. Finally, the trial examiner found no evidence that the members knew of the Union's "established practice" of accepting resignations only during the annual 10-day escape period, and in the absence of such knowledge that practice cannot be enforced.
[ Footnote 4 ] The reasonableness of the fines imposed by the Union is not in issue here.
[ Footnote 5 ] Counsel for respondent stated in oral argument that the Union membership ultimately voted to terminate the strike and accept the company's offer. Tr. of Oral Arg. 29.
[ Footnote 6 ] The decision in Scofield v. NLRB, 394 U.S. 423, 430 (1969), indicated, in dictum, that an employee could avoid a union productivity rule by resigning from membership. That statement should not be construed to mean that employees can never bind themselves to fulfill union obligations where, as here, the enforcement of that obligation is essential to maintain union discipline during a strike. See Recent Cases, 85 Harv. L. Rev. 1669, 1674-1675, n. 23 (1972); Recent Decisions, 40 Geo. Wash. L. Rev. 330, 338-339 (1971).
[ Footnote 7 ] In other contexts it has been held that 7 rights may be waived. E. g., NLRB v. Shop Rite Foods, Inc., 430 F.2d 786 (CA5 1970). Indeed, this Court's opinions in Allis-Chalmers and Scofield implicitly recognize that 7 rights can be waived. NLRB v. Allis-Chalmers Mfg. Co., 388 U.S. 175, 200 (1967) (Black, J., dissenting).
[ Footnote 8 ] The General Counsel argued before the trial examiner that the fines imposed were unreasonable, and that the imposition of an unreasonable fine would constitute a violation of 8 (b) (1) (A). The trial examiner did not pass on this issue, as he concluded that the imposition of any fine on employees who resigned from membership in the Union and returned to work violated 8 (b) (1) (A). Neither the Board nor the Court of Appeals passed on this issue, and it has not been argued before this Court. [409 U.S. 213, 224]


text:
marjhow on Family Tree Circles
view: full | list
Journals and Posts
I've done further research on the family of Neil Snodgrass,died Macleay,...
I've done further research on the family of Neil Snodgrass,died Macleay, NSW 1929, born Scotland 1851 to William James Snodgrass and Isabella Newman Bousfield, daughter of the late Henry Bousfield,Asst Surgeon Bengal & Isabella Barr Newman dau to John Newman & Dorothea, Finmere House, Bucks. William & Isabella married in Scotland in 1845 emmigrated to New Zealand c1852. Isabella Newman Snodgrass born India 1830 died in Scotland in 1891. William James Snodgrass was born in India 1826 to Major John Snodgrass and Eliza Punnette Clunes who married in Bombay in 1818. Don't have a death for him. Major John Snodgrass died in 1828 Poona, India. Eliza remarried Robert Smyth Esq of Dumerie House County of Westmeath & formerly MP. John Snodgrass's parents were Neill Snodgrass and Marjory McNeill of Cunninghamehead, Scotland. Marjory was born 5/2/1749 to James McNeill Distiller of Spirits in Edinburgh, son of Robert McNeil of Kilmory and Christian Murray, dau of James Murray, Commissary Clerk of Dunblane, and married Neill Snodgrass 31/10/1772 Dreghorn. Neill's parents were John Snodgrass, Writer (solicitor) and Ann Nisbet, dau of William Nisbet of Dirleton 6/11/1737. John Snodgrass was born 20/8/1706 Abbey, Paisley to Neil Snodgrass, wryter in Paisley and Jean Buchanan. Neil Snodgrass married Jean Buchanan dau to Robert Buchanan 21/7/1704 Abbey, Paisley. I have a birth in Glasgow for Jean Buchanan in 1682 father Robert and mother Martha Aiken but can't be certain it is the correct one other than John and Jean had a daughter, Martha and Robert Buchanan came from Glasgow. There's a birth for Neill Snodgrass Abbey Paisley in 1686 son of Neill Snodgrass, writer. This would fit with the Scottish naming pattern but no mother is shown.
I'm researching Isabella Newman Bousfield who married William James Snodgrass. Isabella's parents were Henry Bousfield an Assistant Surgeon at Calcutta born Fleet Street London in 1802, married Isabella Barr Newman in 1828. Isabella Barr Newman born 1804 and was the daughter of John Newman of Finmere House Bucks, and previously of Bedgrove near Aylesbury and Dorothea. I've had no success in finding a marriage for John Newman to Dorothea and don't know her surname. John died in 1820 Banbury and "his widow" died in 1827 Clapham Rise. Their children were born at Finmere Oxfordshire/Buckinghamshire from 1780 to c1811, they were Susannah, Sarah Maria, Catherine Emma married Christopher D'Oyly Aplin Finmere, Elizabeth, Mary and John, Ann Ellen (unsubstantiated) and substantiated, Dorset Beech John,Charlotte, Dorothea Henrietta married John Hearne Esq of Port-au-Prince, Charles Reyner married Julia Rebecca Hodges, Kent,Caroline, Emma, George, William, Isabella Barr*, John. John Newman was obviously a Gentleman, he was a JP for twenty years and a DL which I think may be "Deputy Lieutenant".
If anyone has any further information regarding this family I would very much appreciate hearing from you.
Neil Snodgrass Macleay Valley NSW Australia
CORRECTION:William James Snodgrass father Major John Snodgrass, his parents Neil Snodgrass and Janet MacNeal of Cunninghamehead.
Kenneth Snodgrass was the son of a Presbyterian Minister, John Snodgrass of Paisley, Scotland and Janet Douglas. At this stage I haven't made any connection between the two families although they both turned up in Australia
- Displaying 1-3 of 3 Journals
- 1
- of1


text:
The European Commission Communication of 5 April 2011 on an EU Framework for national Roma integration strategies up to 2020 identified four key areas where national efforts to improve the integration of Roma should be intensified: employment, education, healthcare and housing. The Communication stressed the need for robust and comparable data to assess the current situation and measure progress over time. In response, FRA in close cooperation with the European Commission, the United Nations Development Programme (UNDP) and the World Bank conducted in 2011 large scale surveys on a random sample of Roma and non Roma living near-by in 11 EU MSs. The results provide robust and comparable data on the situation of Roma in these key areas and on their enjoyment of fundamental rights for these 11 MSs. For the remaining Member States not covered by surveys FRA collected and analysed existing data and information through desk research conducted by its research network FRANET.
These studies were prepared under contract by the FRA's research network FRANET. They are made available for information purposes only and do not necessarily reflect the views or the official position of the FRA.


text:
Site search:
Welcome to SEMDOC
Latest updates
Site map
The JHA agenda
Current action plans
EU JHA Council
European Commission
European Parliament (LIBE)
Decision-making process
Legislative observatory
Introduction, overview and structure
Migration, asylum, borders and visas (Title IV EC)
Schengen Convention and acquis
Civil law cooperation (Title IV EC)
Police cooperation and criminal law (pre-Lisbon; Title VI EU)
Criminal law and policing (post-Lisbon)
Other JHA measures (mainstream EC Treaty)
Maastricht archive (1993-99)
Key Texts
Treaty provisions
JHA programmes
JHA 'acquis' (all adopted measures)
JHA archive
You are here:
Legislative observatory
Migration, asylum, borders and visas (Title IV EC)
Migration, asylum, borders and visas (Title IV EC)
Adopted measures
European refugee fund
'Eurodac' fingerprints database
Temporary protection
Reception conditions for asylum-seekers - 2003
Asylum responsibility ('Dublin II')
Definition of refugee and content of status
Extension of European Refugee Fund
Asylum procedures
European refugee fund (revision)
Revision of Dublin II Regulation and civil law measures
European Asylum Support Office
Decision amending European Refugee Fund
Qualification and content of international protection
Amendment of European Refugee Fund as regards resettlement
Asylum and migration funding legislation amendment
Reception conditions for asylum-seekers - 2013
Responsibility for asylum applications
International protection procedures
Regulation on Eurodac
Establishment of Asylum and Migration Fund
General provisions for Asylum and Migration Fund
Relocation of asylum-seekers 2015/1523
Relocation of asylum-seekers 2015/1601
Visas and borders (pre-Amsterdam)
Uniform visa format
List of countries subject to visa requirement
Visas and borders (post-Amsterdam)
List of countries subject to visa requirement
Amendment of visa rules
Amendment of external border rules
Long-term visas
Visa requirement for Romanians
Visas and unrecognised entities
Visa format
Common Border Manual (visa issue)
Visa list
Kaliningrad visa
Kaliningrad visa format
Olympic visas
European Travel Information and Authorisation System (ETIAS)
Border crossing points
Visa Information System
Borders and Schengen Information System
Border agency (EU border police)
Stamping of travel documents
Biometrics in EU passports
Visa repicrocity
Short-term visas for researchers
Special rules for Turin Winter Olympics
Border crossing code
Recognition of travel documents (new Member States)
Recognition of travel documents (Switzerland and Liechtenstein)
Local border traffic after enlargement
SIS II (immigration/border control aspects)
SIS II (technical amendment)
EC visa list
European Borders Fund
Rapid Border Intervention Teams
Borders code amendment
Transit to/from Romania and Bulgaria
Amended Decision on transit adding Romania and Bulgaria
Visa Information System
Regulation 856/2008 on visa format
Migration from SIS to SIS II
Borders Code with regard to use of VIS
Biometric visas and visa application centres
Passport security measures
Visa code
Amendment to Regulation establishing EC visa list
Long-stay visas
Reg 541/2010 amending Reg 1104/2008 on migration from SIS to SIS II
Waiving of visa list visa requirement for Albania, Bosnia-Herzegovina
Regulation amending visa list
Agency to manage VIS, SIS and Eurodac
Proposal for Decision drawing up list of travel documents
Amendment to Regulation 2007/2004 establishing Frontex
Regulation amending border traffic Regulation
Regulation 154/2012 amending visa code
Migration from SIS to SIS II
Borders fund amendment
Regulation amending Borders Code regulation
Regulation on Schengen evaluation process
Regulation amending borders code
Regulation establishing Eurosur
Regulation 1289/2013 amending visa list
Regulation 259/2014 amending visa list to waive visa requirements for Moldova
Establishment of instrument for financial support for external borders and visa
Regulation amending visa list Regulation
Maritime surveillance operations
Decision on transit as regards Croatia and Cyprus
Regulation codifying Schengen Borders Code
Regulation creating new Borders and Coast Guard Agency
Visa waiver for Georgia
Visa list safeguard clause
Regulation amending Schengen Borders Code
Visa waiver for Ukraine
Visa list codification
IT agency for JHA databses
Visas and borders (implementing measures)
Decision amending confidential provisions of CCI
Amendment of visa rules (incorporation of Nordic states)
Long-term visas, Common Consular Instructions & border manual
Common Consular Instructions amendments (fees)
Border manual amendments
CCI amendments (Schengen visa application forms)
Common Consular Instructions (travel agents)
Common Consular Instructions (visa format)
Common Border Manual amendments (minor changes)
Visa fees
Common Consular Instructions (Pakistani diplomats)
Common Consular Instructions (ATVs for Eritreans)
Consular Instructions amendments (travel insurance)
Common Consular Instructions (representation by MS)
Common Consular Instructions (interviews at consulates)
Common Border Manual (treatment of minors)
Common Border Manual (standard form for refusals)
Visa fees
Irregular migration
EU-wide enforcement of expulsion decisions
"Carrier sanctions"
SIS II funding
Facilitation of illegal entry and residence
Expulsion by air
Transit for land expulsion
Immigration liaison officers network
Sirene manual
Financing expulsion
SIS II: new functions
Passenger information
Joint expulsion flights
Victim's residence permits
Returns and Schengen Information System
Network for migration management
European return fund (expulsion)
Common rules for expulsion
Sanctions for employers of irregular migrants
Amendment to Regulation on immigration liaison officers
Regulation establishing standard document for expulsion
Legal migration
Uniform residence permit
ARGO funding programme for implementing EU measures
Social security
Family reunion
Status of long-term residents
Migration of students and volunteers
ARGO decision
Migration of researchers (Directive)
Migration of researchers (Recommendation)
Asylum and immigration information exchange
European integration Fund
Residence permit format
Migration Network
Blue Card Directive
Social security for third-country nationals
Refugees and beneficiaries of subsidiary protection
Single application procedure for a single permit for third-country nationals and a common set of rights for third-country workers
Admission of seasonal workers
Admission of intra-corporate transferees
Admission of students, researchers and others
Proposed measures
Regulation creating EU Asylum Agency
Regulation amending Dublin III Regulation
Amendment of Dublin III Regulation re relocation of asylum-seekers
Common list of 'safe countries of origin'
Amendment of relocation Decision to exempt Sweden for one year
Amendment to Decision on relocation
Regulation recasting Eurodac Regulation
Regulation replacing Dublin III Regulation
Regulation on resettlement
Regulation on procedures
Regulation replacing qualification Directive
Directive recasting reception conditions Directive
Visas and border control
Entry-exit system
Regulation amending borders code
Regulation recasting visa code
Regulation establishing touring visa
Regulation amending Schengen Borders Code
Waiving visas for Georgia
Waiving visas for Ukraine
Visa list Regulation as regards safeguard clause
Waiving visas for Kosovo
Waiving visas for Turkey
Legal migration
Directive replacing Blue Card Directive
Irregular migration
Institutional matters
Decision-making rules
Court of Justice jurisdiction
Lapsed proposals
'Safe third countries'
Airport transit visas
Extension of freedom to travel (non-visa nationals)
'Internal readmission'
Illegal immigration networks
Freedom to travel
Migration for employment
Visa format, biometrics
SIS communications infrastructure
Codifying of Regulations establishing EC visa format
Schengen evaluation process
Codifying of Regulations establishing EC visa list
Registered traveller programme
International treaties
Treaties in force
Asylum treaty with Norway and Iceland
EC/Hong Kong readmission agreement
Treaty with China on 'Approved Destination Status'
EC/Macao readmission agreement
EC/Sri Lanka readmission agreement
Treaties with Denmark
EC/Albania readmission agreement
EC/Norway/Iceland protocol on asylum responsibility
UN Convention on trafficking in persons
EC/Russia readmission agreement
EC/Russia Visa facilitation treaty
EC/Ukraine readmission agreement
EC/Ukraine visa facilitation treaty
Visa facilitation and readmission agreements with Western Balkans
Visa facilitation and readmission agreements with Moldova
Schengen and asylum Treaties with Switzerland
Visa treaties with Mauritius, Antigua/Barbuda, Barbados, Seychelles, St. Kitts and Nevis and Bahamas
Treaty with Switzerland and Liechtenstein on association with Borders Agency
Readmission agreement with Pakistan
Treaties with Georgia on visa facilitation and readmission
Treaties applied provisionally
Norway/Iceland participation in EU border agencies
Concluded treaties
Treaty with Norway, Iceland, Switzerland and Liechtenstein on association with Borders Fund
Treaties with Brazil on visa waiver
Treaties with Switzerland and Denmark regarding Schengen and Dublin rules
Treaty with Norway, Iceland, Switzerland and Liechtenstein on association with Commission committees within the scope of the Schengen acquis
Signed treaties
Readmission treaty with Turkey
Visa facilitation and readmission treaties with Cape Verde
Negotiations concluded
Treaties with Armenia on visa facilitation and readmission
Revision of visa facilitation treaties with Moldova, Russia and Ukraine
Treaty with Azerbaijan on visa facilitation and readmission
Treaty with Schengen associates on relations with European asylum support office
Treaties on visa waiver with Palau, Tonga, Peru, Colombia, Kiribati
Treaties on visa waiver with Tuvalu, Marshall Islands
Treaty on visa waiver for Chinese diplomatic visa holders
Negotiations underway
Readmission treaties
Negotiations for visa and readmission treaties with Belarus
Treaty with Morocco on visa facilitation
Possible treaties
Future readmission Treaties
Related decisions
Treaty on seafarers
Commission communications
Forthcoming measures
Visas & border control
Legal migration
Irregular migration
Administrative cooperation
Case law
Substantive case law
Infringement actions
SEMDOC Legislative observatory prepared for Statewatch by Professor Steve Peers (Human Rights Centre, University of Essex). Website published and maintained by Statewatch.
Web design and development
. Statewatch is not responsible for the content of external websites and inclusion of a link does not constitute an endorsement. © Statewatch ISSN 1756-851X. Personal usage as private individuals/"fair dealing" is allowed. We also welcome links to material on our site. Usage by those working for organisations is allowed only if the organisation holds an appropriate licence from the relevant reprographic rights organisation (eg: Copyright Licensing Agency in the UK) with such usage being subject to the terms and conditions of that licence and to local copyright law.