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Human Rights Assessment
6. Workers' Rights at the Mary River Mine – Full Finding
Key message
Workers' rights are one of the areas that the Baffinland company has the greatest amount of control over its impacts. It is also an area where the Inuit have expressed hope and expectations for positive benefits in terms of job opportunities—which can be understood in terms of the right to work and other labour rights. One of the biggest challenges for Baffinland will be non-discrimination in the workplace, especially in terms of hiring, promoting and retaining Inuit and female employees at the Mary River mine.
International Standards related to Workers' Rights
Labour rights are a central issue in all human rights impact assessments. This is because labour rights are protected by international law (the International Covenant on Economic, Social and Cultural Rights, the ILO Declaration on Fundamental Principles and Rights at Work, as well as by the UN Declaration on Indigenous Peoples Rights), and because companies have control over how their workers are treated. Companies should also make sure that their suppliers and contractors respect their workers.
Overview of workers' rights
Equality and non-discrimination (articles 2 and 3 of the ICCPR and ICESCR)
Non-discrimination is a fundamental and overarching principle of international human rights. Everyone is entitled to enjoy human rights irrespective of his or her colour, gender, religion, ethnic, social or national origin, political or other opinion, property, birth, or other status. The Human Rights Committee, which monitors and interprets the ICCPR, has further interpreted the principle of non-discrimination to include other grounds of discrimination such as age, nationality, disability and sexual orientation. Article 2(1) obliges States to prohibit any distinctions, exclusions, restrictions and limitations by both public authorities and private bodies on those grounds in the enjoyment of the rights set out in the ICCPR. This means that States have a responsibility to ensure that businesses carry out their activities and provide services in a non-discriminatory way. Reasonable and objective distinctions are permitted.
States must ensure that all rights are enjoyed equally by men and women. States are allowed to adopt positive action to eliminate conditions that contribute to gender discrimination. Similarly, companies can have affirmative action policies for women and other vulnerable groups.
Within indigenous communities, women, the elderly, youth and children and persons with disabilities may be particularly vulnerable, and accordingly Article 22 requires that, in implementing the UNDRIP, these groups are afforded special consideration. States have a duty to protect these groups from harm, violence, discrimination and any other activities or lack of actions that could compromise their well-being. Article 44 states that all rights and freedoms recognized in the UNDRIP are equally guaranteed to male and female individuals.
In designing and implementing activities and engaging in business relationships with others that may impact indigenous peoples, and in engaging with indigenous peoples about such activities or business relationships, businesses must ensure that any particular vulnerabilities of these groups are identified and addressed within the due diligence process. This may require separate consultation with such groups.
Social security (article 9 of the ICESCR)
The right to social security encompasses the right to access and maintain benefits without discrimination. Governments are obliged to make available a system of social security. Such systems may involve contributory or insurance-based schemes, which normally entail compulsory contributions from the beneficiary and the beneficiary's employer (and sometimes the State), as well as universal or targeted schemes funded out of the public purpose. Social security benefits should be available to cover the following areas: health care and sickness, old age, unemployment, employment injury, family and child support, maternity, disability, and survivors and orphans. Social security systems should be affordable and sustainable, so as to provide for present and future generations, and should also provide for adequate benefits. The right is essential in combating poverty, given its redistributive character; its realisation can, for example, have a significant impact on the enjoyment of other related rights, such as the right to an adequate standard of living and the right to health.
The role of companies in relation to the right to social security will vary depending on the national context. Generally, companies have a basic duty to ensure that legally mandated contributions to the system, in ad- dition to those deducted from employee salaries and wages, are paid promptly to ensure that the govern- ment's ability to deliver social security payments or ser- vices is not undermined. Increasingly, employment laws also create obligations on companies to provide income and benefits on maternity, injury and the like. If compa- nies operate private social security schemes, they have the responsibility to do so in a non-discriminatory man- ner and they should not impose unreasonable eligibility conditions. Finally, if a company denied its workers their contractually agreed employment injury benefits, its actions would impact negatively on the workers' rights under Article 9.
Right to work (article 6 of the ICESCR)
The right to work recognises the right of everyone to the opportunity to make their living by work which they freely choose or accept. This implies that one should not be forced to engage in employment and that States develop a system designed to guarantee all workers access to employment. Workers should not be unfairly deprived of employment. Work as specified in Article 6 must be 'decent work', that is work that respects a per- son's human rights including workers' rights regarding conditions of remuneration and work safety. The right to work includes the prohibition of arbitrary dismissal.
A company that has significant activities as one of the 'main players' regarding the provision of employment, in areas where a government lacks the capacity or willingness to fulfil its commitments, may be expected by stakeholders to play a part in helping to secure fulfilment of the right to work. Companies of all sizes and in all locations may impact on their workers' right to work if they arbitrarily or unfairly dismiss workers. Even where such practice may be legally permissible under local law, many stakeholders now expect companies to exhibit a higher standard of behaviour in line with international standards and good practice.
The right to work is closely linked to rights in Article 7 to just and favourable working conditions and trade union rights in Article 8. These rights are components of the overall right to work.
Right to just and favourable working conditions (article 7 of the ICESCR)
The right to enjoy just and favourable working conditions has various components, which are all highly relevant to the actions of companies as they concern the treatment of employees. This Article recognises that States must protect the right to remuneration that provides workers with fair wages and equal remuneration for work of equal value, and that women must be guaranteed conditions of work not inferior to those enjoyed by men. Remuneration must also be enough to provide workers with a decent living for themselves and their families. Article 7 furthermore comprises a right to healthy and safe conditions of work, a right to equality of opportunity for promotion, and a right to rest, leisure and holidays as part of conditions at work.
The interpretation of Article 7 is influenced by the corresponding International Labour Organization (ILO) Conventions, which elaborate in greater detail the labour standards set out in the Covenant:
• ILO standards generally prescribe that employees should not be required to work more than 48 hours per week, or ten hours a day, though these rules are subject to some exceptions.
• ILO conventions relating to the issue of rest and leisure are also relevant to the issue of working hours. For example, it is specified that there should be at least one day off in every seven, and that a minimum of three weeks' paid holiday (not including public holidays) be available for every year of full-time service.
• A minimum wage should be 'fair' and enable families to enjoy the right to a standard of living that includes adequate food, clothing and housing (Article 11 of the Covenant). This is reinforced by the corresponding ILO convention, which dictates that the setting of minimum wages should, for example, take into account issues such as the cost of living and the needs of workers and their families. Companies should at least comply with minimum wages mandated by government minimum wage legislation. Wages should be paid regularly and in full, without unauthorised deductions or restrictions.
With regard to all working conditions, States should require employers to co-operate with independent inspection services to ensure compliance with legal requirements.
Companies can have a significant impact on the enjoyment of the various rights in Article 7 in their capacity as employers.
Right to collective bargaining (a component of trade union rights in article 9 of the ICESCR)
This Article concerns the right of everyone to form trade unions and to join the trade union of his or her choice, subject to the union's own membership rules. This right may only be restricted by States in circumstances that are set down in law and are necessary to protect national security, public order, or the rights and freedoms of others. Trade unions themselves have rights to establish national federations or confederations, and for the latter to form or join international trade union groupings. Trade unions are permitted to function freely, subject only to limitations that are lawful and necessary to protect national security, public order or the rights of others. Finally, the Article recognises a right to strike, which must be exercised in conformity with the reason- able requirements of a particular country's laws.
The core ILO Conventions governing freedom of association, the right to organise and collective bargaining complement the interpretation of this right. (See: ILO Convention 87 on Freedom of Association and Protection of Right to Organise (1948) and ILO Convention 98 on the Right to Organise and Collective Bargaining (1949)).
These Conventions dictate that workers should not be dis- criminated against because of trade union membership. Governments should implement measures and develop appropriate mechanisms to promote voluntary good faith negotiations between employers and employees' organisations, with a view to enabling them to work out collective agreements regarding the regulation of employment.
Company actions may impact on these rights if they prevent union membership and activity amongst employees or are in any way complicit in actions that restrict employees' rights to participate in union activity.
Related rights: freedom of association, right to work and the right to just and favourable conditions of work.
Freedom from Child labour (related to child protection in article 24 of the ICCPR)
Children may not be engaged to do work that is hazardous, arduous, and for which they are underpaid, or to work for the same number of hours as adults. Child labourers are frequently denied the opportunity to undertake education as a result of going to work, and their mental and physical health can suffer due to poor working conditions, long hours of work, and ill-treatment by employers.
The term "child labour" should not be confused with "youth employment" or " student work." Child labour is a form of exploitation that is a violation of a human right, and it is recognized and defined by international instruments. It is the declared policy of the international community and of almost all governments to abolish child labour.
While the term "child" covers all girls and boys under 18 years of age, not all under-18's must be removed from work: the basic rules under international standards distinguish what constitutes acceptable or unacceptable work for children at different ages and stages of their development. ILO conventions (Minimum Age Convention No. 138 and the Worst Forms of Child Labour Convention No. 182) provide the framework for national law to prescribe a minimum age for admission to employment or work that must not be less than the age for completing compulsory schooling, and in any case not less than 15 years. Lower ages are permitted for transitional periods – in countries where economic and educational facilities are less well-developed the minimum age for regular work generally is 14 years, and 12 years for "light work". The minimum age for hazardous work is higher, at 18 years for all countries.
If an occurrence of child labour is identified, the children need to be removed from the workplace and provided with viable alternatives. These measures often include enrolling the children in schools and offering income-generating alternatives for the parents or above-working age members of the family. Companies need to be aware that, without support, children may be forced into worse circumstances such as prostitution, and that, in some instances where children are the sole providers of income, their immediate removal from work may exacerbate rather than relieve the hardship.
Safe and healthy working conditions (related to the right to work and the right to just and favourable working conditions in Articles 6 and 7 of the ICESCR)
ILO standards require governments to adopt, in consultation with appropriate employer and employee organisations, a national occupational health and safety (OHS) policy aimed at reducing accidents and injuries to health arising in the course of employment, and to minimise the causes of inherent workplace hazards. That policy should address, for example, the provision of adequate OHS training regarding the use and maintenance of the 'material elements of work', including workplace environment, tools, machinery and equipment. Workers must be able to remove themselves from work situations where imminent and serious health dangers are reasonably perceived, without undue consequences.
With regard to all working conditions, States should require employers to co-operate with independent inspection services to ensure compliance with legal requirements.
See ILO Convention 155 Concerning Occupational Health and Safety and the Working Environment (1981), Articles 4, 5 and 13. See also ILO Convention 161 on Occupational Health Services (1985).
Right to education (articles 13 and 14 of the ICESCR)
The aim of the right to education is "the full development of the human personality and sense of dignity". Articles 13 and 14 guarantee all children the right to free and compulsory primary education. The right also requires progressive steps from governments aimed at the provision of secondary and higher education, including the provision of 'fundamental' education for those who could not complete primary education. The right to education also includes the right of equal access to education and equal enjoyment of education facilities, the freedom of parents and children to choose the type of education the children receive, and the freedom to establish educational institutions (subject to minimum educational standards). Educational facilities should be available, accessible, culturally and ethically acceptable, and flexible so as to be able to adapt to society's changing needs.
Companies have a vested interest in promoting the right to education for the development of skilled workforces. Companies may impact on the right to education where child labourers are directly employed or operate in their supply chains in a way that prevents those children from attending school. This right is also relevant in the context of any commitments made by a company to provide education to the children of workers or others in the local community. Companies that organise or provide such education should respect equality of access to education. Companies may also impact on the enjoyment of the right if, for example, their involvement with heavy construction or infrastructure projects limits access to nearby schools or results in damage to, or the destruction of, educational facilities.
Freedom of association (article 22 of the ICCPR)
Article 22 protects the right to form or join all types of association such as political parties, religious societies, sporting and other recreational clubs, non-governmental organisations and trade unions. This right shall not be restricted, except by lawful regulation necessary to protect the interests of national security, public safety, public order, public health or morals, or the protection of the rights and freedoms of others.
Companies' activities are most likely to impact on the right insofar as it relates to trade unions and other employee representative bodies. Article 8 of the International Covenant on Economic, Social and Cultural Rights (ICESCR) focuses on trade unions alone. Companies respect the right when they respect the right of workers to form trade unions or, when operating in countries where trade union activity is unlawful, they recognise legitimate employee associations with whom the company can enter into dialogue about workplace issues. Companies should also ensure that their activities do not undermine other legitimate organisations, such as political parties. Companies may also promote enjoyment of the right by speaking out in appropriate circumstances, publicly or privately, about laws that curtail the right.
Right to health (article 12 of the ICESCR)
This Article recognises the right to the highest attainable standard of physical and mental health. States must take measures to prevent, treat and control diseases, reduce infant mortality and provide for the healthy development of children, improve all aspects of industrial and environmental hygiene, and to create conditions that will ensure universal access to appropriate medical services and medical attention in the event of sickness. The right includes the right to control over one's health and body, including reproductive and sexual rights, and freedom from interference, such as freedom from non-consensual medical treatment and experimentation. People must have access to the underlying building blocks of good health, such as adequate nutrition, housing, safe and potable water, adequate sanitation, medical supplies, healthy working conditions and a healthy environment.
Company activities and products can impact on the right to health of employees, and are expected to ensure that their operations and products do not impact on the right to health of people, such as workers, consumers and local communities. Special consideration should be made in relation to vulnerable sectors of society, such as children and adolescents, women, disabled people and indigenous communities. Companies are expected to ensure compliance with national legislation (including occupational health and safety regulations, and consumer and environmental legislation) and international standards where domestic laws are weak or poorly enforced. Even though informal workers are often not covered by domestic legislation, companies should take steps to ensure that any persons within their supply chains are not exposed to occupational health and safety dangers.
UNDRIP, article 24: Indigenous peoples have the right to maintain, control, protect and develop their traditional medicines and health practices, while retaining access to all health services, so that they may enjoy the highest attainable standard of physical and mental health. This right allows indigenous peoples to conserve and protect their medicinal plants, animals and minerals (and their knowledge in relation to these; see also Article 31 in relation to traditional knowledge), but also provides that they shall not be barred access to other social and health services.
The health of indigenous peoples is often significantly lower than that of the overall population. Factors such as proximity to health services, affordability and language proficiency are just a few reasons that contribute to this problem. In some instances, indigenous people may suffer from health risk factors such as poor nutrition, excessive alcohol consumption, smoking and the abuse of other drugs and substances. For this reason, protecting indigenous peoples' right to all social and health services is crucial to the survival of their communities and cultures, and their development opportunities.
Businesses should ensure that they do not access indigenous medicinal resources without consent, and do not adversely impact indigenous peoples' intellectual property rights through, for example, patenting their knowledge of traditional medicines without consent. Where companies are accessing indigenous medicinal resources, they must ensure that their activities do not damage stocks (of relevance to those conducting activities on lands occupied or used by indigenous peoples). Businesses should consider ways in which access to health services and products by indigenous peoples could be enhanced where it is insufficient (of relevance to companies in the health industry, and also those with appropriate distribution channels which could be used to assist in this respect). It is also important for companies to respect the health of indigenous employees, and provide them with the same health benefits (e.g., health insurance and workplace health programs) as all other employees.
There are several ways businesses can respect and support the health of indigenous peoples. Businesses that manufacture pharmaceuticals have the unique ability to provide indigenous peoples with access to medicines they produce. Businesses that work in areas with indigenous communities can assist in the creation and maintenance of health service facilities. Businesses that work in the areas with indigenous communities can also engage with them to assist in the preservation of their medicinal plants, animals and minerals.
Laws and institutions that protect workers' rights in Nunavut
• Canadian Charter of Rights and Freedoms, section 15. (1) Every individual is equal before and under the law and has the right to the equal protection and equal benefit of the law without discrimination and, in particular, without discrimination based on race, national or ethnic origin, colour, religion, sex, age or mental or physical disability. (2) Subsection (1) does not preclude any law, program or activity that has as its object the amelioration of conditions of disadvantaged individuals or groups including those that are disadvantaged because of race, national or ethnic origin, colour, religion, sex, age or mental or physical disability.
• Canadian Charter of Rights & Freedoms, section 2. Everyone has the following fundamental freedoms: (d) freedom of association.
• Canada Labour Code, Part One (Industrial Relations): The Canada Industrial Relations Board has jurisdiction in regard to some 800,000 employees engaged in federal jurisdiction industries, which include interprovincial transportation (air, land and water), broadcasting, banking, longshoring and grain handling, and to private sector employees in Nunavut, the Yukon, and the Northwest Territories.
• Nunavut Human Rights Act (2003), section 9: Employment: Prohibited grounds of discrimination and harassment
• Nunavut Labour Standards Act provides regulations for basic wage, overtime, holidays, maternity leave, etc.
• Workers' Safety and Compensation Board of NWT and Nunavut
• Mine Health and Safety Act (Nunavut), S.N.W.T. 1994, c. 25, in force December 15, 1995, as amended.
o S. 2: Duties of owner to protect the health and safety of employees at the mine, etc.
o S. 11: Occupational health and safety committee
o S. 15: Duties of contractors
o S. 17: Workers to comply with Act
o S. 18: Right to refuse work
o S. 19: Non-discrimination for refusal to work
o S. 21 ss.: Investigation and inspection
o S. 45: regulations
• Mine Health and Safety Regulations, R-125-95, as amended
• Explosives Use Act
Company Policies relevant to Workers' Rights
ArcelorMittal Human Rights Policy
Eliminating Forced or Compulsory Labour: ArcelorMittal opposes the use of forced or compulsory labour. We will also work with our subcontractors and suppliers to avoid indirectly benefiting from or promoting such illegal practices.
Abolishing Child Labour: ArcelorMittal opposes the use of child labour. We will work in collaboration with subcontractors and suppliers to prevent and remove any instances of child labour in a manner that is consistent with the best interests of the child.
Eliminating Unlawful Discrimination in the Workplace: ArcelorMittal is committed to ensure that each employee and potential employee is treated with fairness and dignity. Accordingly, any unlawful discriminatory practice based on race, colour, gender, sexual orientation, age, religion, ethnicity, national or social origin, property, political or other opinion, disability, birth or any other basis will not be tolerated. The Company seeks to provide each employee with equal opportunity for advancement without discrimination.
Eliminating Harassment and Violence: ArcelorMittal is committed to promote a work environment free of any form of harassment, exploitation, abuse or violence as defined by the laws of each country in which we operate.
Providing Competitive Compensation and Remuneration: ArcelorMittal aims to pay competitive wages based on local market assessments and at a minimum seeks to provide a commensurate compensation for each employee.
Upholding Conditions of Employment: ArcelorMittal complies with all laws regarding conditions of employment including basic and over-time working hours, and will abide by agreements negotiated with our employee representatives.
Promoting Freedom of Association: ArcelorMittal upholds freedom of association and the effective recognition of the right to collective bargaining. We also work with our subcontractors and suppliers to promote the achievement of this principle.
ArcelorMittal Health and Safety Policy
• All injuries and work related illnesses can and must be prevented.
• Management is accountable for the Health & Safety performance.
• Communication, involvement and training of all employees are essential in Health & Safety excellence.
• Everyone has a role to play in preventing injuries and illnesses.
• Excellence in Health & Safety supports excellent business results.
• Health & Safety must be integrated into all business management processes.
• Product Stewardship aiming at eliminating Health & Environmental impact for customers.
To achieve this we will:
• Identify, evaluate and eliminate Health & Safety risks to ensure that hazards are managed.
• Establish an effective process for preventing all injuries and work related illnesses.
• Build a supportive culture that requires visible Leadership with clear accountability.
• Provide everyone with effective training so that we are all able to work safely.
• Investigate all incidents in order to prevent a recurrence.
• Establish a culture where work will be stopped if it is unsafe.
• Establish measurable objectives to monitor progress through regular audits and reporting.
• Comply fully with all legal requirements and meet or exceed these expectations wherever we operate in the world.
• Update and test emergency procedures.
Source: http://www.arcelormittal.com/corp/~/media/Files/A/ArcelorMittal/corporate-responsibility/HealthAndSafetyPolicy.pdf
ArcelorMittal Employee Relations Policy
1. To regard our employees as an important and highly valued resource to be cared for, empowered and rewarded.
2. To view trade unions as constructive role players in the organisation and to subscribe to the principle of freedom of association.
3. To establish structures through the organisation to proactively engage trade unions and employees with a view to create and strengthen constructive relationships. The competitive advantage of ArcelorMittal's' business is dependant on our ability to harness and optimise the human capital within the organisation.
4. To implement and maintain non-discriminatory employee practices and internationally recognised employment standards.
5. To encourage the implementation of formal communication to all employees through the implementation of communication channels and systems in all of our operations. Regular interaction and consultations will take place with employee representatives.
6. To operate within and adhere to the legislative and collective bargaining framework of the countries in which it operates. Group operations will enter into Collective Agreements with any representative trade union. Nothing contained herein will prevent any of the Group operations to have dealings with other unions and non-union members.
7. To introduce procedures and structures at operations level to give expression to the need to institutionalise employee relations in a mutually beneficial way, with the aim to build productive relationships and to achieve business goals. The accountability for managing employee relations rests with the management teams of the each of the Group's operations. The Corporate Employee Relations has a specific role to establish policies and procedures, support operations by providing guidance on employee relations processes and procedures, facilitate relationship building, employee relations strategy development and build employee relations capacity.
8. To recognise the right of employees to lawfully withhold labour. This policy statement must be read within the context of the provisions of local legislation and the provisions of applicable Collective Labor Agreements that are in force.
9. Notwithstanding the above, to promote agreements on continuity of sensitive units like blast furnaces or coke ovens that by design should not stop under any circumstances.
10. To continuously develop the capacity of the various role players to effectively manage Employee relations, to provide applicable training programmes on an ongoing basis. These programmes will include training in the application of processes, policies and procedures.
11. Corporate Employee Relations will regularly monitor and assess the application of the Group's Employee relations policy.
Source: http://www.arcelormittal.com/corp/~/media/Files/A/ArcelorMittal/corporate-responsibility/Employee-Relations-Policy.pdf
Baffinland's Sustainability Policy
We strive to achieve the safest workplace for our employees and contractors; free from occupational injury and illness from the very earliest of planning stages. Why? Because our people are our greatest asset. Nothing is as important as their health and safety. We report, manage and learn from injuries, illnesses and high potential incidents to foster a workplace culture focused on safety and the prevention of incidents.
We foster and maintain a positive culture of shared responsibility based on participation, behaviour and awareness. We allow our workers and contractors the right to stop any work if and when they see something that is not safe.
Baffinland's Human Resource Management Plan
• Section 2.0 – Human resources management principles
Baffinland's human resource policies and procedures are based on the following principles (P 4): promoting a safe, healthy and productive workplace; promoting a work environment of continuous improvement; supporting employees' efforts and aspirations to contribute at their full potential by promoting and rewarding workers based on merit and performance mutual trust, and providing transparent HR processes good corporate citizenship and responsibility
• Section 3.0 - Workplace preparedness
3.1 cross-cultural recognition
3.2.Inuit preparedness for the workplace
3.3. Inuktitut in the workplace
3.4. affirmative steps for attracting female employees
3.5. employee and family assistance program
3.6. availability of country food
3.7. traditional activities
• Section 6.0 - Recruitment Program
6.1. Project Human Resources Strategy
6.5. Inuit Human Resources Strategy
6.5.1. Inuit Recruitment and Selection Program
6.5.2 Retention, advancement and career development
6.5.4 Inuit Women's Access to Employment
• Section 7.0 - Occupational Heath and Safety
• Section 7.2. Medical program
• Section 8.0 - Education and Training
• List of training programs see Table 5.1. p 22).
• Section 9.0 – Employee Relations
• Section 9.3 – Employee benefits
• Section 10.0 - Contracting and Subcontracting
Baffinland Health and Safety Management Plan (FEIS - Appendix 10E)
Baffinland is committed to leadership and continuous improvement in environmental, health, and safety practices for the benefit of employees, contractors, and communities.
This will be accomplished by:
• Providing a safe and healthy workplace;
• Integrating environmentally sound practices in all processes;
• Complying with applicable laws, regulations, policies, and standards;
• Conserving natural resources and energy;
• Providing necessary resources to support environment, health, and safety goals and objectives; and
• Integrating environmental, health, and safety goals and objectives with overall business strategy.
Baffinland Environmental Health and Safety Committee Charter (appendix 10A-1)
To meet applicable legal requirements and operate at a best practices level, the EHS Committee is committed to undertake the following responsibilities with respect to the environment and health and safety of its employees:
Communicate to the company the importance of developing: (i) a culture of environmental responsibility and (ii) an awareness of the importance of health and safety.
Ensure adequate resources are available and systems in place for company management to implement appropriate environmental, and health and safety programs and request and obtain from the Chief Operating Officer periodic reports on such programs.
Establish policies, and provide oversight on development and implementation of management systems relating to environmental and health and safety matters.
Ensure management has implemented an Environmental, Health, and Safety Policy and Framework that includes defined standards and objectives, monitors effectiveness and, from time to time, reports to management any necessary improvements to such policy and its framework of implementation.
Ensure management has implemented an environmental, health, and safety performance measurement system that can be used to provide a continuous measure of environmental and health and safety performance and continuous improvement of the company.
Use the environmental, health, and safety performance measurement system to monitor compliance with legal requirements and internal targets, as well as communicate a demonstrated commitment to the environment and employee health and safety to shareholders and stakeholders, including all members of the company.
Ensure that management has implemented an environmental and health and safety compliance audit program, request from the Chief Operating Officer periodic status reports on such program, and provide feedback on necessary improvement to the program.
Receive an annual report from management that includes any environmental, health, and safety issues of a material nature.
Report on its activities to the shareholders annually in the company's annual report or management information circular for the annual shareholders' meeting or other disclosure documents or on the company's website.
NIRB Terms and Conditions related to Workers' Rights
Term and Condition no. 135 - Education and Training / Work and Study
Objective: Recognizing the 12-hour work days inherent with work at the Project site, it is not clear how employees would successfully engage in a work/study program offered by the Proponent.
Term and Condition: The Proponent is encouraged to consider offering additional options for work/study programs available to Project employees (in addition to study programs at project sites that would be offered to employees when off shift).
Term and condition 136 - Education and training / transferable skills
Objective: Offering training which results in certifications that are valid for employment at more than one site or in different fields provides an investment in the long-term employability of Nunavummiut.
Terms or conditions: The Proponent is encouraged to work with training organizations and/or government departments offering mine-related or other training in order to provide additional opportunities for employees to gain meaningful and transferable skills, credentials and certifications especially where such training of employees offered by the Proponent remains valid only at the Mary River Project sites.
Term and Condition no 137 -Education and training/ transferable skills
Objective: Offering training which results in certifications that are valid for employment at more than one site or in different fields provides an investment in the long-term employability of Nunavummiut.
Term or condition: Prior to construction, the Proponent shall develop an easily referenced listing of formal certificates and licences that may be acquired via on-site training or training during employment at Mary River, such listing to indicate which of these certifications and licenses would be transferable to a similar job site within Nunavut. This listing should be updated on an annual basis, and is to be provided to the NIRB upon completion and whenever it is revised.
Term and condition no 138 - Education and training - Inuit employee training
Objective: Working together with the Qikiqtani Inuit Association to prepare effective training programs developed specifically for Inuit will assist in employee preparedness and may improve employee retention.
Term and condition: The Proponent is encouraged to work with the Qikiqtani Inuit Association to ensure the timely development of effective Inuit training and work-ready
Term and condition no 140 - Education and Training - Survey of Nunavummiut employees
Objective: Monitoring the number of employees who leave previous employment in their home communities or who leave some type of formal education in pursuit of employment with the Project is important to evaluate predictions made and the potential impacts to North Baffin communities and education rates.
Term or condition: The Proponent is encouraged to survey Nunavummiut employees as they are hired and specifically note the level of education obtained and whether the incoming employee resigned from a previous job placement or educational institution in order to take up employment with the Project.
Term and condition no 141 - Education and training - Training of Inuit
Objective: To ensure that effective training is available in a timely manner.
Term or condition: The Proponent is encouraged to work with the Qikiqtani Inuit Association prior to construction in order to prioritize the provision of training of Inuit to serve as employees in monitoring or other such capacities.
Term and condition no 142 - Livelihood and Employment - Employee cohesion
Objective: To promote cohesion between employees on site, and between employees and their families.
Term or condition: The Proponent is encouraged to address the potential direct and indirect effects that may result from Project employees' on-site use of various Inuktitut dialects as well as other spoken languages, specifically paying attention to the potential alienation of some employees that may occur as a result of language or other cultural barriers.
Term and condition no 143 - Livelihood and Employment - Employee family contact
Objective: To enable and foster connection and contact between employees and family members.
Term or condition: The Proponent is encouraged to consider the use of both existing and innovative technologies (e.g. community radio station call-in shows, cell phones, video-conferencing, Skype, etc.) as a way to ensure Project employees are able to keep in contact with family and friends and to ward off the potential for feelings of homesickness and distance to impact on employee retention and family stability.
Term and condition no 144 - Livelihood and Employment - Requirement for employment
Objective: To ensure that the prerequisites and requirements for employment are clear and well known in work readiness program.
Term and condition: The Proponent is encouraged to make requirements for employment clear in its work-readiness and other public information programs and documentation, including but not limited to: education levels, criminal records checks, policies relating to drug and alcohol use and testing, language abilities.
Term and condition No 145 - Livelihood and Employment - Barriers to employment of women
Objective: To monitor and understand the existence of barriers to employment for women specifically relating to childcare availability and costs
Term or condition: The Proponent is encouraged to work with the Government of Nunavut and the Qikiqtaaluk Socio-Economic Monitoring Committee to monitor the barriers to employment for women, specifically with respect to childcare availability and costs.
Term and condition no 146 - livelihood and employment - Availability of childcare for project employees
Objective: To lessen the barriers to employment as relating to the availability of childcare.
Term or condition: The Government of Nunavut and the Qikiqtani Inuit Association are strongly encouraged to investigate the possibility for Project revenue streams to support initaitves or programs which offset or subsidize childcare for Project employees.
Term and condition no 147 - livelihood and employment - Affordability of housing
Objective: To lessen the barriers to maintaining employment as relating to the availability and costs of housing.
Term or condition: The Proponent is encouraged to work with the Government of Nunavut and the Nunavut Housing Corporation to investigate options and incentives which might enable and provide incentive for employees living in social housing to maintain employment as well as to negotiate for and obtain manageable rental rates.
Term and condition no 149 - Economic Development and Self-Reliance, and Contracting and Business Opportunities - Impacts of temporary closure
Objective: To further the understanding of how a temporary closure may impact on the well-being of the residents and businesses of the North Baffin region.
Term or condition: Prior to the commencement of operations, the Proponent is required to undertake an analysis of the risk of temporary mine closure, giving consideration to how communities in the North Baffin region may be affected by temporary and permanent closure of the mine, including economic, social and cultural effects.
Term and condition no 151 - Economic Development and Self-Reliance, and Contracting and Business Opportunities -Access to Housing
Objective: To investigate ways that economic development and self-reliance my improve access to housing by employees
Term or condition: The Proponent is encouraged to investigate measures and programs designed to assist Project employees with homeownership or access to affordable housing options.
Term and condition no 152 - Economic Development and Self-Reliance, and Contracting and Business Opportunities - IIBA contract requirements
Objective: To improve ability of small businesses to access Project contract and sub-contract opportunities.
Term or condition: The Qikiqtani Inuit Association is encouraged to provide the Board and the Qikiqtaaluk Socio-Economic Monitoring Committee with information regarding the effectiveness of any provisions within the Inuit Impact and Benefit Agreement which may require that larger contracts be broken down into smaller size in order that they are reasonably managed by smaller businesses in the North Baffin region, while respecting any confidential or privileged information
Term and condition no 153 - Human Health and Well-Being - Employee and family health and well-being
Objective: To provide adequate medical services on site, including those that contribute to the mental health and well-being of all employees.
Term or condition: The Proponent is encouraged to employ a mental health professional to provide counselling to Inuit and non-Inuit employees in order to positively contribute toward employee health and well-being.
Term and condition no 154 - Human Health and Well-being - Indirect impacts to health and well-being
Objective: To understand the indirect impacts of the Project upon health and well-being.
Term or condition: The Proponent shall work with the Government of Nunavut and the Qikiqtaaluk Socio-Economic Monitoring Committee to monitor potential indirect effects of the Project, including indicators such as the prevalence of substance abuse, gambling issues, family violence, marital problems, rates of sexually transmitted infections and other communicable diseases, rates of teenage pregnancy, high school completion rates, and others as deemed appropriate.
Term and condition no 155 - Human Health and Well-being - Employee cohesion
Objective: To encourage the on-site cohesion of employees through cultural-awareness and social programs.
Term or condition: The Proponent is strongly encouraged to provide the NIRB with an updated report on its development of mitigation measures and plans to deal with potential cultural conflicts which may occur at site as these may become needed.
Term and condition no. 156 - Human health and well-being - support initiatives
Objective: To assist with fostering well-being within point-of-hire communities.
Term and condition: The Proponent is encouraged to assist with the provision and/or support of recreation programs and opportunities within the potentially affected communities in order to mitigate potential impacts of employees' absences from home and community life.
Term and condition no 157. - Human health and well-being - Counselling and treatment programs
Objective: To male available, necessary treatment and counselling services for employee and family well-being.
Term and condition: The Proponent should consider providing counselling and access to treatment programs for substance and gambling addictions as well as which address domestic, parenting, and marital issues that affect employees and/or their families.
Concluding observations: key issues to be monitored at the Mary River Mine
The key issues that need to be monitored from a human rights perspective include:
• Non-discrimination in employment. This means that Inuit workers and female workers should have equal chances to get hired and promoted at the mine. They should also be protected against harassment at work. This has sometimes been a challenge at other mines in Canada. Baffinland's training activities such as the Work Ready Program are positive steps to give Inuit opportunities for jobs. Training and apprenticeships for Inuit promote the right to work and the right to education. The government and the DIOs should collaborate to provide strong training programmes to allow Inuit to take advantage of the opportunities at the Mary River mine and for future mining projects in Nunavut.
• Safe and healthy working conditions. Modern mines in Canada have good safety records and Baffinland says that safety is its number one priority. However, there are many health and safety risks related to the different aspects of the Mary River mine, so on-going training, monitoring and inspection will be very important. Particular care and counseling should be provided to support mental health at the mine in relation to potential issues related to the fly-in/fly-out working arrangements and potential substance abuse problems.
• Just and favourable working conditions. Modern mines in Canada provide excellent wages and benefits and Baffinland is expected to be an employer of choice in Nunavut. By providing just and favourable working conditions for its employees, Baffinland also provides opportunities for families and communities to enhance other human rights such as food, health and education. As many Inuit are not accustomed to working in the formal economy, they may need support to ensure that generous wages and benefits turn into positive human rights outcomes. Government, DIOs and local communities all have a role to play.
• Freedom of association and collective bargaining. It is important that workers can discuss workplace issues and concerns with management. Some mines in Canada have unions and others do not. What is important is that Baffinland allows workers to meet together and to raise individual and collective issues such as health, safety, wages and benefits.
• Preventing forced labour and child labour. It is extremely unlikely that there will be forced labour or child labour issues at the Mary River mine. However, given the school drop-out rates in some Inuit communities, attention should be paid to child labour issues for local businesses that provide services to the mine.


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Donald Trump is not the devil. Or the "most despicable person in America" as I heard him referenced by a public figure. While I am not a fan or supporter, he says and does things that are not in line with my values, I also want to be honest about what I see happening here. I really want to believe he is an anomaly, an aberration we can disavow. I looked it up. Even with somewhat conservative numbers, 45% of the participating voters, or roughly 60 million people, feel enough in line with his overall political message to support his campaign.
60 million people in our country feel like Trump is their best representation. 60 million likely voters. And not everyone chooses to vote. Which means these are people who are interested enough in the world around them to take the time to get involved at some level.
It is much easier to dismiss Trump as a demon than face the very unpleasant reality that his approach to politics is reaching people. Trump is a symptom, not the cause, of a very real issue we continue to face in our culture.
While I see Trump as unqualified, as Barbara Res, one of his former executives, commented:
"First of all, everyone knows he has no experience. I mean, the idea that he would be president is just ridiculous. I have other developers I worked for who were just smarter than he is -- and I wouldn't vote for them for president either. And I mean, you need to have some experience and some knowledge of government,"
What seems to fire people up about Trump as a candidate is his bad behavior. His disrespect for women, people of color, Muslims, immigrants, Mexicans, workers ... the list is pretty long. Michelle Obama gave a fantastic speech and outlined the character issues we face with Trump. The example we don't want being set for our children or for ourselves.
I've read two different articles that talk about Trump's appeal, what draws his supporters to him. One slightly heavy academic approach from a Cognitive Science Professor and one using pop culture from a cracked.com blogger. They both, in different ways. remind the reader that Trump's followers are committed to him because they see him as someone who understands their situation and can make a difference they believe in.
In other words, they see him in the same way Clinton's followers see her.
There is a difference between standing up for what you believe; standing against things you see as wrong or dangerous; and dismissing the intelligence and humanity of the people who disagree with you.
When a self-avowed progressive states that Trump is less than human it is not different than Trump saying he wants to close the border to an entire religion. They are both examples of dismissing the humanity of the people involved in the situation.
The Arizona Republic, who endorsed a Democratic candidate for the first time in their existence, shows us a better way to respond to the hatred and vitriol that has become common course in our country.
I am committed to defeating Trump in the election. I believe that how we defeat Trump is also important. I believe that we need to find ways to disagree with one another respectfully. To call out behaviors as wrong, not people as less human. To remember that through our passionate disagreement we can arrive at something better for all of us. To remember that after the election, we are all on the same side, in the same country.

subset: commoncrawl


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Fear the Walking Dead Season 3 Blu-ray Review
Fear the Walking Dead: Season 3 Blu-ray Review, a AMC TV series starring Dayton Callie, Daniel Sharman, Sam Underwood, Kim Dickens, Cliff Curtis, Alycia Debnam-Carey, Frank Dillane, Danay Garcia, Mercedes Mason, Colman Domingo, and Daniel Sharman.
Street Date: March 13, 2018
As "Fear the Walking Dead" returns for season three, our families will be brought together in the vibrant and violent region formerly known as the U.S.-Mexico border. International lines done away with following the world's end, our characters must attempt to rebuild not only society, but family as well. Madison has reconnected with Travis, her apocalyptic partner, but Alicia has been fractured by her murder of Andres. Madison's son is only a few miles from his mother, but Nick's first action as a leader saw him and Luciana ambushed by an American militia group – the couple escaped death, Luciana was shot, and Nick no longer feels immortal. Recovering both emotionally and physically, Strand has his sights set on harnessing the new world's currency, and Ofelia's captivity will test her ability to survive and see if she can muster the savagery of her father.
Disc Specifications
Run Time: 711 min
Format: Blu-ray and Digital HD with Ultraviolet
Region: A/1
Resolution: 1080p 23.98 High Definition
Aspect Ratio: 1.78:1 Presentation / 16×9 Widescreen
Language: English (Dolby Digital Audio 5.1), French (Dolby Surround 2.0)
Rating: TV-MA
The video for Fear the Walking Dead: Season 3 was filmed in HD. Viewers of the series, when it aired on TV, watching the season on AMC HD, got to experience the season in high-definition video. I doubt those viewers were able to see the series like this. There is no flickering of detail in the images presented in this Blu-ray set. Low-light scenes are clear with seamless transitions to higher-lit scenes.
One of the first things the listener will notice when they put in one of the discs is the haunting music that plays in a loop over the animated menu. It completely sets the right tone and I don't remember hearing it in the season itself (a shame). I actually had to turn the volume down on the menu and during the episode. The sound level, obviously, is much better on the disc than the one present through its television broadcast.
Blu-ray Bonus Content
* Deleted and Extended Scenes – Most if not all of these were rightly deleted or trimmed. They don't do anything for the episodes they were expunged from. Two of the scenes show how crazy Troy Otto (Daniel Sharman) is. Since Troy's insanity is clearly established during the season, these deleted scenes were not necessary.
* Commentary Tracks – There are no commentary tracks included in this disc set, even-though they are clearly advertised on the packaging. I searched all four discs and could not find them. They are not present. The Deleted and Extended Scenes are on Disc 3. I expected more extra content to be on Disc 4 but there wasn't. Just more episodes.
TV Show Review
Eye of the Beholder & The New Frontier
Fear the Walking Dead, season 3, episodes 1 & 2, 'Eye of the Beholder' & 'The New Frontier,' was a great way to end season 2. Whether the block was a great start to season 3: I may be leaning towards no – despite the twin episodes not really leaving me much to lean on, just yet.
Read the full review here.
Fear the Walking Dead, season 3, episodes 3, 'Teotwawki' is a titular reference to a sudden apocalypse. It was a big part to the how & why of Jeremiah Otto (Dayton Callie); so, therefore, it was a required understanding for Madison (Kim Dickens), if she, Alicia (Alycia Debnam-Carey), and Nick (Frank Dillane) were to assimilate to Jeremiah's commune. Any such an assimilation was intended to lead to some kind of usurping; but first had to survive the ever impulsive Nick (of course), who, in turn, had to survive the continued attention of the Otto family's own Nick: Troy (Daniel Sharman).
Read the full review here and here.
Fear the Walking Dead, season 3, episodes 4, '100' was a bottle episode. I wouldn't kick that bottle, however – what's inside may have been the best delivery of the season, so far. Granted, it's early; but that doesn't change what I just said.
Read the full review here.
Burning in Water, Drowning in Flame
Fear the Walking Dead, season 3, episodes 5, 'Burning in Water, Drowning in Flame' took a subtly sweet moment, and used it to give the Commune newbies something to be, and to do, and to do to each other. It also gave viewers a real reason to care about what's happening outside the Commune, as well. I liked the latter bit better.
Read the full review here.
Red Dirt
Fear the Walking Dead, season 3, episode 6, 'Red Dirt' might have been one of the better examples of how an in-between episode of this series could be useful, in a run-up to open conflict.
Read the full review here.
The Unveiling and Children of Wrath
Fear the Walking Dead, season 3, episodes 7 & 8, 'The Unveiling' & 'Children of Wrath,' the two-part mid-season finale to season 3, added some last minute garnish, before multi-course servings of commune-on-commune violence got to the meat. Jeremiah (Dayton Callie) & Walker (Michael Greyeyes) finally came to the head of their respective tables, even as last minute acts of impulse grabbed some of the attention back.
Read the full review here.
Minotaur, The Diviner, and La Serpiente
Fear the Walking Dead, season 3, episodes 9, 10, & 11, 'Minotaur,' 'The Diviner,' & 'La Serpiente,' delivered on what some of season 3.1 had promised, and showed more promise, in the effort. Over the course of 3.2's first three episodes, the series not only managed to expand its setting, significantly, but draw them all together – suggesting a sense of momentum. This, while also spreading the weight of its principal cast in fairly even fashion.
Read the full review here.
Brother's Keeper
Fear the Walking Dead, season 3, episode 12, 'Brother's Keeper,' was the meanwhile-back-at-the-ranch, to other threads having been making nice. With Maddy Max still in transit, it was back to Adventures in Babysitting, with the Clark Kids. As the grown-up of the two, Alicia (Alycia Debnam-Carey) had to contend with both romantic & family drama.
Read the full review here.
This Land Is Your Land
Fear the Walking Dead, season 3, episode 13, 'This Land is Your Land,' was either a low-point end, to an otherwise series best run, or a declaration that something better needed the space. It was definitely a highlight episode for Alicia (Alycia Debnam-Carey); but it also seemed to prime Nick (Frank Dillane), Troy (Daniel Sharman), and Ofelia (Mercedes Mason) for what comes next.
Read the full review here.
Things Bad Begun and Sleigh Ride
Fear the Walking Dead, season 3, episodes 15 & 16, 'Things Bad Begun' & 'Sleigh Ride,' shook off the vestiges of the season's principal arc, and ended with the start of a whole new conflict, that, in turn, might've marked the end for any number of principal characters.
Read the full review here.
Disc Acquisition
Purchase Fear the Walking Dead: Season 3 here:
Rating: 6/10
Leave your thoughts on Fear the Walking Dead: Season 3, the Blu-ray disc set, and this review below in the comments section. For more Fear the Walking Dead news, visit our Fear the Walking Dead Page, our Fear the Walking Dead Facebook, our Fear the Walking Dead iTunes Page, and our Fear the Walking Dead Google+ Page. Want up-to-the-minute notifications? FilmBook staff members publish articles by Email, Twitter, Tumblr, Google+, and Facebook.


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Song of the Week: Alive (Nightmare) by Kid Cudi (ft. Ratatat)
September 27, 2009
Artist: Kid Cudi (ft. Ratatat)
Album: Man on the Moon: The End of Day
Released: September 15, 2009
Label: Universal Motown Records
I have been following Ratatat for some years now and they are one of the most under appreciated entities in rock, hip hop, and electronic circles. Kid Cudi is an up and coming rapper who has a knack for melody as well as some really lyrically intriguing material. A rare combination in the rap industry. Ratatat's two mixtapes have created a lot of commotion in the online community and their production skills are unquestionable. They also produced Kid Cudi's hit "Pursuit of Happiness," which will no doubt achieve an "overplayed" status soon enough.
This track does not include MGMT, who are almost more of a distraction than they are a worthy addition to "Pursuit of Happiness." "Alive" is less catchy vocally than the aforementioned hit, but it is bass heavy, melodic though dark, and practically hypnotic. It is everything I would expect from producer/musicians like Ratatat and increases my interest in Kid Cudi. His will be an exciting career to follow. Now listen.
The Liberty of Norton Folgate Review
September 4, 2009
Artist: Madness
Album: The Liberty of Norton Folgate
Released: August 18, 2009
Label: Yep Roc
Madness was responsible for filling much of Britain's billboard charts during the early 1970s to mid 80s. In fact, they hold the record – along with UB40 – for most weeks spent by a group in the 1980s UK singles charts: 214 weeks. Arguably one of the greatest ska bands ever, this goofy ensemble was also the author of the international hit "Our House," which was so popular it inspired a musical by the same name. The group broke up while recording a new album in 1988 citing artistic differences, but continued to reunite for their Madstock festivals and several other events. In 1999 they released Johnny the Horse to moderate success. Then in 2007 Madness announced a new tour and the result of their last two years together is a masterpiece.
The Liberty of Norton Folgate is an intimidating 2-disc testament to the evolution of Madness. Although still arguably within their 2 Tone style, the album is breaks largely from their old sound and defies easy genre identification. The Liberty of Norton Folgate begins with an overture almost reminiscent of Mussorgsky, but transitions smoothly into "We Are London." That second track pulses with heavy bass and keyboards, punctuated by the horns' flashing melody. "We Are London" makes it clear that the band found a new sound, but retained their skill and arguably improved on it. "Forever young" provides a whisper of the old Madness and moves into "Dust Devil," which sounds the most like their older work. Guess what? It's their single for the album. But since being radio friendly is no crime and the group's former niche, it is carried out with a grace befitting their experience from bludgeoning the radio industry with hits during the 70s and 80s. However, "Dust Devil" still fits snugly into The Liberty of Norton Folgate along with stranger songs like the title track.
"The Liberty of Norton Folgate" finishes the first disc with an astonishing 10 plus minutes of ska. Topping the glorious vocals of "On the town" with its sweeping piano, and "Clerkenwell Polka" with it's insane beat and shouting, the title track of the album is probably the most epic piece of ska ever written. This is not a word that is generally applied to ska music either, but this track earns it. Pictures of London streets are painting in Madness' dark and haunting music. This is not the madness of youth, but the madness of a wild age and a city of split personality. Breaking into whistling and a piano having a romp through the song, Madness sings of the freeing effect of the "Technicolor world" most people live in. The track picks up momentum and carries on its opus into a confrontation of immigration in Britain and the fears of its inhabitants. Strings and a chorus back up the singer's description of the conditions immigrants fight through and their need to belong and seek freedom.
As bands grow and mature, especially the more popular ones, the pattern seems to be to write increasingly more contemporary music. Once that plateau is reached, the group continues to write skillfully, but they succumb to the influence of experience and the almost homogenous synthesis of the vast amounts of music they have come to know and play. After years of residing within nostalgia and even cover concerts under the band name The Dangermen, Madness have reinvented themselves and produced an album of true craft.


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U.S. News & World Report Names Mercy Medical Center – Des Moines a Best Regional Hospital
Washington DC – August 8, 2017 – Mercy Medical Center – Des Moines has been recognized as a Best Regional Hospital for 2017-18 by U.S. News & World Report. Mercy ranks third overall in Iowa and is recognized as "high performing" in seven areas: abdominal aortic aneurysm repair, heart bypass surgery, heart failure, colon cancer surgery, chronic obstructive pulmonary disease, hip replacement, and knee replacement.
The annual Best Hospitals rankings, now in their 28th year, are part of U.S. News' patient portal, designed to help patients make informed decisions about where to receive care for life-threatening conditions or for common elective procedures.
"We are truly honored to receive this recognition from U.S. News & World Report," said Mercy Interim President Mike Wegner. "Being designated as a 'high performing' organization in seven categories is a validation of the skill and dedication of our Mercy colleagues and physicians. This recognition acknowledges Mercy's commitment to providing excellent health care and a remarkable experience to everyone we are privileged to serve."
For the 2017-18 rankings, U.S. News evaluated more than 4,500 medical centers nationwide in 25 specialties, procedures and conditions. In the 16 specialty areas, 152 hospitals were ranked in at least one specialty. In rankings by state and metro area, U.S. News recognized hospitals as high performing across multiple areas of care.
"For nearly three decades, we've strived to make hospital quality more transparent to healthcare consumers nationwide," said Ben Harder, managing editor and chief of health analysis at U.S. News. "By providing the most comprehensive data available, we hope to give patients the information they need to find the best care across a range of specialties."
The U.S. News methodologies include risk-adjusted survival and readmission rates, volume, patient experience, patient safety, quality of nursing care and other care-related indicators.
Best Hospitals was produced by U.S. News with RTI International, a leading research organization based in Research Triangle Park, N.C.
For more information about the 2017-18 rankings, please visit our FAQ. The rankings will be published in the U.S. News "Best Hospitals 2018" guidebook (ISBN 978-1931469869), available for pre-order from the U.S. News Store for delivery in late August.
For more information, visit Best Hospitals and use #BestHospitals on Facebook and Twitter.
Mercy operates four not-for-profit, Catholic hospital campuses, with a total of 875 beds, along with more than 20 additional facilities that house more than 50 primary care, pediatric, internal medicine and specialty clinics. Founded by the Sisters of Mercy in 1893, Mercy Medical Center – Des Moines is the longest continually operating hospital in Des Moines and is also one of the largest employers in the state – with more than 7,000 employees and a medical staff of more than 1,000 physicians and allied health associates. Mercy Medical Center – Des Moines operates as a local health system within Mercy Health Network and is a part of Catholic Health Initiatives (CHI), a national nonprofit health system based in Englewood, Colo. The faith-based system operates in 18 states and includes 103 hospitals, as well as long-term care, assisted- and residential living communities; community health services organizations; home health agencies and outpatient facilities and services.
U.S. News & World Report is a digital news and information company that empowers people to make better, more informed decisions about important issues affecting their lives. Focusing on Education, Health, Personal Finance, Travel, Cars and News & Opinion, USNews.com provides consumer advice, rankings, news and analysis to serve people making complex decisions throughout all stages of life. More than 30 million people visit USNews.com each month for research and guidance. Founded in 1933, U.S. News is headquartered in Washington, D.C.
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Hello everybody.
I just wanted to introduce myself and say what a brilliant site this is. Awesome resource.
My WSM 14.5 arrived this afternoon and I'm gagging to get a cook on the go. Cost me £294 and that included a free cover.
I have an old Weber Kettle that looks like it came off the Ark, but it is still fit for purpose. i use it for grilling mainly but did smoke some ribs at the weekend. Came out OK, but I thought that if I want serious results then I need to invest in better gear.
I have a question/query about the legs, but I'll ask that in the other forum.


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Sept. 6 - Breanna Gregory, Thurmont, Md, turned 17.
Today - Delilah Almonte, Hagerstown, turns 1; Bonnie Lou Martin, Van Lear Drive, Williamsport, turns 64; Doug Reel, Snyders Landing Road, Sharpsburg, turns 29; Travis L. Reed, Sunset Avenue, Hagerstown, turns 26; Taylor Cochran turns 16.
Sept. 7 - Lenny and Lorrie Wilt, Greenbrier Road, Boonsboro, celebrated their 18th anniversary.
· If you'd like your birthday or wedding anniversary to appear in The Herald-Mail, mail the information to The Herald-Mail, P.O. Box 439, Hagerstown, MD 21741; fax it to 301-714-0245; or e-mail firstname.lastname@example.com two weeks prior to the date.


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It's been a very long while since I bought anything from The Body Shop, since it was bought by L'oreal in 2006. Having recently met a few people who worked at The Body Shop, my interest in the brand has been refreshed, I loved the introduction of Lily Cole as spokesmodel for the brand and the new look stores (inspired by a market and looking like a slightly more sophisticated version of Lush) have made the brand more appealing. When The Body Shop launched their last special offer of spend £50 and get 50% off I had to give it a go.
I picked up a few things but some of the bathing items that I've been using everyday. I couldn't resist the combination of Raspberry Ripple and Chocomania, yummy or what?
The Raspberry Ripple Bath & Shower Gel is part of the classic collection, one of the original brands fragrances re-released. I'm sure I used this when I was a kid. It's a lovely rich, raspberry colour with a classic style label. The fragrance is very fruity, but not as strong as I would like.
I also find it a bit confusing that it's advertised as soap free, I thought this would mean SLS free, but it does not, I'm looking into it and thinking perhaps soap is meant to mean it doesn't contain glycerol which is a traditional soap ingredient. So, if you're looking for a 'natural' brand, this isn't it! One of the main ingredients is Sodium Laureth Sulfate, it makes it lather lots and that's about it. So it's nice, but at £4 I'd rather stick with cheap and lovely Original Source, which the hubby loves too.
The Chocomania Shower Cream however, is actually amazing! Again, ingredients wise it's rather basic it does use SLS too, which I know some people are very against. However, the creamy consistency and amazing fragrance make this a must try. It's not a sickly sweet chocolate fragrance, it's a cocoa butter type, bitter chocolate which I would buy again.
The Chocomania Body Scrub is also amazing, it's like washing with chocolate cake mix, which is always a winner. Once more, I don't think it's worth the £12.50, but if it was on offer I would buy it again. It's a gentle exfoliator which does the job nicely.
What do you think of The Body Shop?
Do you think it's worth the money?
Comment, share or tweet me @JayneJRead
@wearefoodscouts & @KitschInc. Digital Marketing & Creative Direction. Illustration, writing, creativity & style. Fan of films, TV, cartoons, colourful hair & clean beauty. Blogger since 2009.


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Read this tip to make your life smarter, better, faster and wiser. LifeTips is the place to go when you need to know about Winning Bingo and other Bingo topics.
Want to win at Bingo? Is there really a way to do this? After all, Bingo is supposed to have the same odds for everyone, so how can you improve your odds of winning?
One great idea to improve your odds: Play more cards than everyone else playing, or just play several cards at a time. Each Bingo card you play gives you a chance at winning the big bucks. So, why not give yourself more chances at winning? Purchase more cards! Who do you think has the better chance of winning a prize, the person who plays four cards or the person who plays 40 cards? Odds are, the person with more cards has more of a chance at winning!
|Guru Spotlight
|Patricia Walters-Fischer


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There are many ways that you can donate to charity to help put an end to cancer. Many of our supporters choose to host events, or take on challenging feats – but for others, a simple giving option works best.
See the below options to help you find the one that suits best. Thank you for considering donating to the Australian Cancer Research Foundation.
Regular giving is when you donate to charity on a monthly (or other frequent) basis. By contributing monthly gifts to cancer research, you will join a VIP group of ACRF supporters known as 'Partners in the Cure'.
Together we unite with a shared vision of a future where the next generation will no longer experience the pain and heartache of cancer.
Donating in memory of a loved one is a valuable way to celebrate their life while contributing to cancer research. We can support you to arrange charity donations at the funeral, or to make private memorial donations.
Donate to charity in celebration of a birthday, wedding or other occasion. By giving a gift to cancer research in lieu of traditional presents, you will be adding something special to an already momentous occasion.


text: These folk are fantastic - I can't recommend them enough - so glad I found them. I had two oddly-sized greenhouse panes that had broken and I needed replacing. I was greeted with a warm welcome. I took in the pieces of the broken window and they were happy to use that as a template. Before I had paid the glass was ready! They even carried it out to the car. I will definitely go back. They do a lot more too - including fitted windows (thought I can't comment on that).


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You are currently browsing the category archive for the 'knitting' category.
Knitting in the summer in a house with no air conditioning presents something of a problem. Wool and heat and humidity do not make for a pleasant knitting experience. Enter the cotton dishcloth. I love making these things. They feed my need for instant gratification, the cotton yarn is cheapy cheap and you only have to cast on and cast off 4 stitches. And look at the colors!
As much as I like making these, I really love using them. I have a stack I use in the kitchen, and another stack for in the shower. One of these cloths and a squirt of philosophy shower wash is a little daily luxury.
This weekend was the kind of weekend you hate to see end. We went to a Tribe game on Friday night. We started the evening with dinner at Local Heroes, which is across the street from Progressive Field. They serve the best fish tacos, especially good with a beer from Great Lakes Brewery. We kind of sped through dinner, because the game was starting soon. As we were paying the tab, we noticed the on the sports channel that game was under a rain delay. What? The skies were perfectly blue and gorgeous when we went into the restaurant.
So we walked to ballpark and found our seats.
And the rain decided to start
not sure if you can see in the photo, but it was belting down. Luckily our seats were under a overhang, so we stayed nice and dry.
Finally the tarps were rolled up and it was time to play ball.
Even though the Tribe lost to The Yankees, it was a fun night.
Saturday was definitely a girls' day. We started the morning at Aveda getting hair cuts and trims, and then decided to head to Brio for brunch. This is what we ordered
Sweet potato hash with grilled salmon, poached egg and bernaise sauce. Every single mouthful was scrumptious, and I would have licked the plate if I weren't out in public.
This is Becky's favorite. Grilled salmon over angel hair pasta with tomatoes and asparagus. Delicious.
After lunch we went to the bookstore and then headed over to the yarn store.
I think this is one of my favorite shops. It is so quaint and is in an area of restored historic buildings. Here is another shop that sells pretty decorative home items.
I am a total sucker for old and historic buildings, and wish that there were more places like this in my area. Most of our area is new and modern with shopping malls and freeways. I love the idea of small towns with historic buildings and town squares.
This is what I bought
The book is Weekend Knitting by Melanie Falick. It is now out in paperback and a little more budget friendly. Lots of great projects that work up quickly. After I finish the Clapotis, I will let you know what I decide to work on.
The yarn is Trekking XXL which I have seen knitted into fabulous socks on Ravelry. The colors are gorgeous, but socks might have to wait til fall.
The rest of Saturday was spent looking at my new book and knitting my Clapotis. Perfect.
This is my third attempt at making the famous "Clapotis" scarf. The yarn was purchased last weekend at the Sheep and Wool show, and I thought the Clapotis would be the perfect project for it. I pulled out my pattern (which I printed on February 6, 2006) and set to work. I love the colorway of this yarn. It reminds me of a rainbow, and I think it will look pretty with my black coat this winter. The yarn is fingering weight, and I am knitting on size 4 needles, so I may not have it done til the snow flies. The pattern is easy to remember, and is a great TV watching project.
Becky and I were up for a mini road trip and decided to go to a sheep and wool show about an hour from our house. Music in the car was provided by the new Green Day CD. It was a bit incongruous listening to punk music while riding through the country side.
We weren't sure what to expect at something called a sheep and wool show, but were delighted at what we found.
There were animals:
I tried to get photos of the sheep, but the lighting in the barn was not so good. I think that the sheep were for sale, and I didn't realize that they could get so large. Does anyone know how many skeins of yarn you get from one sheep? We also thought it was ironic that they would serve lamb at this kind of event.
And there was yarn:
hand dyed
cottons and wools
indigo dyed
boucles and all varieties of colors. There was also an abundance of wool for spinning and dyeing. It was interesting to see the wool being spun, but I think I would rather spend my crafting time actually knitting or crocheting a project. It was tough deciding what to bring home. Since I didn't have a project in mind, I bought a skein of multi-color fingering weight that could turn into socks, a shawl or a pillow.
Here's what is blooming in the pink and green garden this morning
azaleas are in bloom by the side of the house. It blooms every year, but hasn't grown much. I am thinking about relocating this little beauty in the fall.
and my peonies are just starting to bloom, right on time-they bloom every memorial day weekend. Love the colors, love the scent.
Off to a memorial day picnic/birthday party this afternoon. Looking forward to being outside, eating yummy food and visiting with family. Hope you are having a wonderful holiday weekend.
Lately I have not been feeling at all crafty. I usually have a knitting project going, and have had the same pair of socks on the needles for months. Scrapbooking isn't inspiring me at the moment and I have started a crochet pillow, but have only done a few rounds.
So, what HAVE I been doing? I have discovered the glorious world of british blogs, my favorite being www.attic24. typepad.com. Ever since the reading the book "The Shell Seekers" I have been a bit obsessed with all things British. The blogs I have discovered are full of yarn, baking, gardens, cottages and all of the cozy and domestic goodness I associate with living in England.
I can spend hours browsing these blogs, dreaming of new projects, different ways to decorate and things I would like to bake. And that's just the problem, I do spend hours in blogland instead of actually knitting or sewing or baking or taking photos. So for now, blog reading is my hobby.
My official excuse is that I am getting inspiration for future projects.
Working on another pair of socks. Love these colors, and I like the yarn. It is called soxx appeal by Knit One/Crochet Too. It has a bit of elastic in it, so hopefully the socks won't be as prone to sagging as the 100% wool.
I'm alternating working on these with the wristwarmers, even though making the jump from 7 needles to 2's is a killer on the hands.
Next pair of socks will have cables. Just have to find a good pattern.
after making these
for a friend at work, I've discovered I love knitting cables. I am now working on this pair
The pattern is Evangeline. I love the fact that this pattern is easy to modify. You can knit as many cable repeats as you would like to make any size glove. The brown pair has 2 cable repeats before the thumb opening, and two repeats after. The orange glove has 4 cable repeats before the thumb, and one after. I'm using 100% wool that I was going to use for a felt project. The girls at work are all complaining of cold hands, so I may be knitting several of these.
"Ah! There is nothing like staying at home for real comfort." Jane Austen
I love Jane Austen and I totally agree that there is nothing like being at home. I am a homebody at heart. I love puttering around the house, trying to keep things organized and all of the pursuits that can make a house a home. Spending time with family, decorating, cooking and most of all the hobbies that bring me pleasure.
In knitting news, I finished these
Look! The stripes match. Major accomplishment for me. I'm not crazy about the 2×2 rib though. Being the knitting scaredy cat that I am, I was afraid to deviate from the pattern I was following. But at least they're done, and they are kind of cute.
Now I am working on
I'm feeling a little braver and am knitting these in a 3×1 rib, which I am liking much better. This yarn also has more of a "wooly" feel and am liking the way this is knitting up.
Happy Monday!
Starting my second pair of socks. Normally I despise wearing socks, but with wind chills below zero and the cuteness of these socks, I thought it was time to get another pair going. Love how they're turning out.
Essential food for freezing cold days. Chicken Noodle Soup. Homemade by me.


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As you probably saw in an earlier post, I was the last few weeks in Cape Canaveral and got to witness the launch of a SpaceX Falcon 9 rocket. More about that in another post. For parts of the time, I stayed at the Four Points Cocoa Beach.
It's December and it's busy season here for the hotels. The Four Points was pretty booked for the upcoming weeks, but I was able to get a full week stay out of it. Mostly cruise passengers were booking the rooms here and also some snowbirds.
The hotel shares the building with the Cocoa Beach Surf Company. A big store with all kind of stuff you need for the beach and beyond. They also offer surf lessons and beach rentals of all kinds, including Surfboards, Body Boards, Beach chairs, Beach Umbrellas, you name it.


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Just got my copy of "The Life-Changing Magic of Tidying Up: The Japanese Art of Decluttering and Organizing" by Marie Kendo from the library. I'd been waiting a couple of months for an available copy,
And while I'm about a third through the book, I've already got the bug. Kendo's premise is you should only have things in your life that "spark joy". This means a lot of crap should exit your home. I worked on my clothes today, but modified it a bit. She says to take every article of clothing from every drawer and closet in the entire house and dump it in front of you and pick up each article and ask, "Does this spark joy?" I've addended another:"Do I wear this a lot?" The two aren't mutually exclusive. I have some dumpy sweats that I love but they don't exactly make me feel joyful, they make me feel warm and cozy. I guess that's a form of joy, isn't it? Utilitarian things can bring joy of a sort.
So I didn't do exactly what Kendo suggests, but I did go through all my drawers and closet and will probably make a pass at them again. I took her instructions and didn't listen to music or anything that could distract me. She is at once whimsical and fierce in her determination that anyone who does her system WILL NOT FAIL. There are a lot of bolded sentences in this book. But it's already a treasure. I'll finish reading it in plenty of time to reap the rewards, even if I make adjustments due to my reality. (Kendo appears young and pretty on the back of the book. Put another way, she does not appear to have kids. But I could be wrong.)
I'm hoping that this zeal will translate to big changes in our environment. Kendo promises this to be so. But I figure if I can get another few days like today where I was focused and had time to work on my own, I'll be able to get rid of some serious shit. Stuff that was weighing me down.
Because looking at all of the costumes that I wear or have worn, upon scrutiny, are helping me shape who I am now, not who I aspired to be two years ago, or five years ago. I see some of my own whimsical clothing going to the donate bag, because they're just too young for me now. I'm almost fucking fifty. I can't wear a Hello Kitty slap bracelet, even ironically.
So this is a psychological experience for me as well as a physical one. I will be interested in seeing how this develops. It signals change, and promise, and hope.
You have to start somewhere.
My New (Old) Blogging Gig
4 months ago


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Of course my wonderful mom sees me eyeing the blue shatter, and she buys it for me because she's that cool. So here are my swatches of the turquoise shatter over NYC white polish. It looks great but the mani instantly started to chip! I blame it on the bad quality white polish. So I can wear this combo more often I'm looking for a better quality white polish. Any suggestions?
|I was trying to get close enough so you could see the shimmer but no such luck, but it's soo pretty!
|I'm wearing OPI's silver shatter on the other fingers.
The reasons I like shatters so much is because it makes a chipped manicure last a few more days before I have to change the polish. I just paint on the shatter polish, and no one notices or can see that my nail polish was chipped!
My wonderful mom also bought me this wonderful winter coat from burlington coat factory. I love that store, if you look hard enough you find a lot of brand names for steals. Speaking of steals I was able to get a $350 guess coat for $100. Now that is a steal!! Here are is a photo of me modeling this lovely coat, it was just too HOT in my dorm to try and model the coat for you guys. I think I love the most about my coat is that it can be dress when I need it too. It's also very stylish! I'm so in love with my winter coat!! I can't wait to start wearing it!
What are your favorite places to buy cheap designer clothes? Any suggestions on a better quality white polish? Do you guys like the shatter craze or are you over it?


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A teenage girl accused of having sex before marriage is brutally stoned to death by barbaric Taliban fighters in sickening footage posted online.
The distressed girl, identified only as Rokhshana aged 19, screams out as she is thrown into a narrow hole so she cannot escape.
Some of the men begin to throw small stones at her as the poor youngster's cries for mercy are ignored.
The missiles get larger and heavy boulders are launched at the pit.
At least a dozen people can be seen watching the brutal murder, some even recording the horrific 'punishment' on their mobile phones.
Rokhshana was accused of having premarital sex with her 23-year-old fiancé Mohammad Gal.
He was reportedly lashed but escaped the death penalty.
Radio Free Europe Radio Liberty said local official Mohammad Zaman Azimi blamed Taliban militants for the execution.
Azimi added that the stoning took place in the village of Ghalmin on the outskirts of Firoz Koh, the provincial capital, in Afghanistan.
The couple had allegedly fled their families in a bid to find a place to get married.
But unmarried girls in Afghanistan are often restricted to their homes and banned from having contact with men outside their immediate families.
Brutal punishments often await Afghan women and girls who break the social norm.
Afghan officials often blame the Taliban for such punishments.
A United Nations report published in September stated ISIS militants are gaining ground in Afghanistan and has declared war on the Taliban.
ISIS had been trying to establish itself in the war-torn country resulting in a bitter and violent battle against the Taliban for supremecy of the Islamist insurgency.
As well as making large steps in the conflict-ridden area, ISIS are also said to have sympathisers consisting of around 10 per cent of the Taliban insurgency, according to the UN report.