text: It was the best of times; it was the worst of times. The contrast is severe. Our annual trip to the beach is often the most fun week of the year but this year is different because Susan and Jacob cannot be with us and the timing of the trip corresponds precisely with the nadir of Jacob's transplant. It is difficult to enjoy the beach vacation knowing the suffering he and Susan share hundreds of miles away. We had BBQ chicken; he had TPN through his IV. We went to the pool; he stayed in bed. We went to the beach; he still stayed in bed. His hair fell out, but at least he doesn't have a bed full of sand.

subset: commoncrawl


text:
Zack Gill
Director, SOAP Retrofit
Founder of SOAP Retrofit in late-2018, Zack has spent his career dedicated to understanding and communicating the occupied performance of buildings, particularly domestic, and is enthusiastic and personally committed to the retrofit mission. His current work draws on his previous experience in design management of large scale retrofit schemes with Willmott Dixon and engineering design and research with Buro Happold and The University of Bristol (under a sponsored PhD, EngD). He is a firm believer of two principles: "You can't manage what you don't measure" and "In theory, theory and practice are the same...in practice they aren't" (thanks Bill!). He established SOAP Retrofit to tangibly reduce the impact of our existing buildings on the environment via real-world measurement and science-based retrofit approaches and is currently developing smarter methods to rapidly, repeatedly and cost-effectively measure the performance of the UK housing stock to advise retrofit strategies and policy


text:
Year C, Epiphany
Scott Anderson
Isaiah 60:1-6 • Psalm 72:1-7, 10-14 • Ephesians 3:1-12 • Matthew 2:1-12
I'm currently reading two books side-by-side. I don't say that to impress you. In fact, I wouldn't say that I planned it. Mostly, I fell into it. If I were more honest, I'd tell you that I can't bear to read the one alone, so it is, as much as anything, a matter of survival.
The one—the hard one, the devastating one—is a book by Chris Hedges called America: The Farewell Tour. Hedges is a Pulitzer Prize winning reporter, formerly a foreign correspondent for the New York Times. I've talked about him before and about at least two of his numerous previous books. One is called War is a Force that Gives Us Meaning. The self-evident title reflected on the wars in Iraq and Afghanistan. Another, Losing Moses on the Freeway, was an examination of the ten commandments as they relate to American culture. I recommend them both.
In addition to his years in the Balkans, the Americas and the Middle East, Hedges' writing is informed by his religious education as a seminarian at Harvard Divinity School—thus the reflection he did on the commandments.
Hedges is a devastating writer. He writes in excruciating detail about the state of things, creating a provocative and difficult-to-deny indictment on where we are currently—the decay of American democracy, and perhaps even civilization itself as the common good has been sacrificed at the altar of greed. "We cannot battle racism, bigotry, and hate crimes, often stoked by the ruling elites," he contends, "without first battling for economic justice."[I]
Christmas Eve, Year C
Scott Anderson
Isaiah 9:2-6 † Hebrews 1:1-3a, 5-12 † Luke 2:1-20
It is not a secret, this story. It's no mystery either under these stars, in this realm, in this moment. The simple truth of this night is that steadfast love is what holds us. Steadfast love is what promises a future in even the most uncertain times. Steadfast love is what turns any crisis, any unstable and dangerous instant into possibility and promise and salvation.
This is not to say that suffering and death suddenly cease. It is not to say that tyrants have not and do not control more than they should. If anything, it anticipates that instability, suffering, and danger ramp up. This too, is surely obvious to any who care to pay attention to what happens to those who receive the shorthand designation "the least of these" in any given time.
St. Andrew Sermons


text:
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THYLACINE is the project of French producer William Rezé. He recorded his second album Roads Vol.1 in Argentina. His previous record was recorded aboard the train that links Moscow to Vladivostok, a concept album inspired by travel, composed entirely over the course of the trip, alone in the cramped, confinements of his cabin.
The new full-length is out in February. As the press release reports he bought an iconic all-aluminum Airstreams 1972 trailer and after painstakingly transforming it into a recording studio, he put it on a freighter across the Atlantic before picking it up in Buenos Aires. He was drawn to South America by the pull of the unknown, the absolute absence of reference. He wanted to immerse himself in desert and lunar landscapes, explore multicolored canyons, sand dunes, giant cacti forests, snow-capped peaks… and write, alone, in the intimacy of his nomadic studio.
After making multiple stops in the wilderness, he returned with ten tracks that effortlessly combine Moderat's aerial melodies, the solar touch of Nicola Cruz, and the techno power of Paul Kalkbrenner. His electronica is often laden with saxophone—his instrument of choice, which he started playing at the age of 6 and features vocals from Julia Minkin (of Kid Francescoli), Clara Trucco (a member of the trio Femina), and Juana Molina, "considered the Argentinian Björk." "I wanted to go back to a music with a more acoustic sound," he says.
Watch the official video for "Purmamarca".


text:
Monday, January 17, 2011
Swedish Pancakes
Swedish pancakes were the special breakfast food we always had when Grandma came to visit--for years I thought she was the only one who could possibly know how to make them. A Google search as an adult made me realize that, of course, that's not true, and after much research, I was finally able to share the joy of these crepe-like pancakes with my family and friends.
This recipe makes a lot of pancakes. I usually half everything, and it makes more than enough for our small family. They reheat fairly well the next day, too, if you've got any leftovers.
Sprinkle in a bit of sugar and some salt. Whisk everything together.
For best results, whisk as your pour everything in, or use electric beaters to blend everything. Lumps are life's little annoyances.
Was that the easiest batter or what?
I use a stick of cold (or frozen) butter that's partially unwrapped. Heat your pan over medium heat. When you're ready to pour your first pancake, swirl your stick around the pan a few times.
It may take a little practice to get the flipping down. Other times, your pancake might not flip all the way or get folded in funny places. Don't beat yourself up about it. They'll still taste delicious in the end.
Since it's such a slow process, I also like to turn the oven on, around 250F. I put all my finished panckes on a plate and keep them in the oven to ensure they stay warm.
I like my pancakes simple, with some syrup over the top. But I know other people who like to slather their pancakes with butter or spread them with jam. There's really no way to go wrong with these pancakes!
Recipe: Swedish Pancakes
2 2/3 c. flour
1/4 c. sugar
1 tsp. salt
1 stick butter, melted
4 c. milk
4 eggs, lightly beaten
1 stick butter, very cold, partially unwrapped
In a large bowl, whisk flour, sugar, and salt together.
Whisk in melted butter, milk, and eggs.
Heat a nonstick pan over medium heat. When pan is hot, swirl the end of the butter stick around the bottom.
Use a measuring cup to pour the batter into the pan. Swirl to evenly distribute the batter.
When the pancake loses its wet look and is set, gently flip the pancake over.
When pancake is golden brown, fold into quarters and move to a warm plate in the oven. Continue until all batter is used up.
Posted by KimChee at 12:27 PM
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text: They were chatting elatedly. She loved it, particularly in public like this. Francine sounded incredibly posh. Her own r's rolled nicely as well, but Francine really brought it home. After spending time in the company of Francine she always felt she had risen in ranks herself. Francine was about ten years younger and a grade higher on the social ladder. At the moment she was telling a story, throwing in French words and phrases right and left. She was talking about the wife of the gardener of her son's second house in Bretagne, with a nonchalance clearly showing her lack of perspective. "Simply marvellous", Francine concluded. During their monthly lunch meetings she would dream away on the sound of Francine's voice, much the same as she used to so when she read books about ladies of nobility. Francine's tone was the physical representation of the life she could have had, with the immediate realisation of how happy she was with horizons a bit broader than Francine's.


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Nice family Rick, keep it up for my return
Ex-President-North American Discus Association-NADA
Very nice Rick. Can you save me some snow leopard?
««««««««««« please excuse smart phone poster error »»»»»»»»»»
My Fish Space
300gallon Bare Bottom Tank [COMPLETED]
"seek peace and pursue it"
Your heckle cross leopard is so nice! I have a question, might sound dumb but the snow leopard is pb derived?
thanks Paul, now if I could just explain why I am getting light and dark colored fry (two phenotypes)........Liking these Rick
Ex-President-North American Discus Association-NADA
Have anything for sale I can pick up .
Excellent! Your grow outs are beautiful! And those watsnabes...nice! Love them!
Do you have anything ship to 92704 ?


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Tony Denniston Joins Ion Financial, MHC
Tony Denniston has joined Ion Financial, MHC as Executive Vice President, Chief Human Resources Officer. In this role, Mr. Denniston will be responsible for overseeing human resources, training and building the talent pipeline for the Ion Financial, MHC companies – Ion Bank, Ion Investments and Ion Insurance and serve on the Bank's Executive Management Committee.
"Tony's vast knowledge and experience with human resources will enable him to help our organization grow and excel by providing training and development programs for our employees in a positive, secure working environment," said David Rotatori, President of Ion Bank. "We believe the only way to provide our customers with exceptional service is to have exceptional employees on our team."
Tony has 18 years of human resources experience with a concentration in employee relations and talent acquisition. Prior to joining Ion Financial, MHC, he was SVP of Employee Relations, Talent Acquisition and Talent Programs at Webster Bank in Waterbury and Director of Employee Relations and Training at Mohegan Sun in Uncasville.
Mr. Denniston received a Bachelor of Science Degree in Business Administration/Management Information Systems from the University of New Haven and a Master of Business Administration Degree from Albertus Magnus College.
Currently, he is a Senior Certified Professional for the Society of Human Resources. He was previously a Campaign Chair for the United Way of Southeastern CT and a volunteer for the Children's Community School and Community Health Charities. Tony resides in Waterford with his wife Rose Marie and son Vincenzo.
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text:
This tasty goats' curd and butternut squash recipe is a great one to try if you've got a vegetarian coming for dinner, or just want to cut back on meat yourself.
- 650g squash, peeled, deseeded and cut into small chunks
- 2tbsp olive oil
- 2-3 sprigs lemon thyme
- 75g sultanas
- 375g goats' curd
- 50g pine nuts, toasted
- 400g all-butter puff pastry
- 2tbsp polenta or semolina
- 1 egg, beaten, to glaze
Heat the oven to 180C, gas 4. Put the squash into a roasting tin and toss in the olive oil with a little seasoning and a sprig of thyme. Roast for 30 minutes or until tender. Meanwhile, soak the sultanas in enough boiling water to just cover for 15 minutes, then drain. In a large bowl, mix together the squash, goats' curd, sultanas and pine nuts. Add the remaining thyme leaves and season well.
Roll out the pastry to a rectangle, sprinkle over the polenta then put the filling down the middle in a log shape. Cut off the corners as triangles. You now want to encase the filling with the pastry, but trim off any excess so you don't have any thick wedges of pastry. Keep the trimmings for decoration. Use the egg glaze to stick the edges together then turn it over so the join is on the bottom. Glaze the pastry then cut out shapes – we made snowflakes – and glaze them. Put in the fridge to chill for 1 hour.
Bake at 220C, gas 7, for 35 minutes, or until browned and piping hot. Leave to rest for 15 minutes before slicing. Serve with cranberry sauce or onion jam and all the trimmings.


text:
Sanctuary Tours
Experience the majesty of an old-growth forest only minutes from downtown Portland! Explore our incredible 172-acre sanctuary as you hike along with an experienced Portland Audubon Naturalist. Discover the many animals living in and around the protected Balch Creek watershed and our sanctuary's pond, then walk into a stand of old-growth forest.
Students' senses will be filled with the smell of the forest, the sounds of birds calling and mammals scurrying about the forest floor and trees.
Sanctuary Tours (Option 1) run from 10 am to 12 pm during the school year. Sanctuary Tours with an Educational Program (Option 2 and 3) run from 10 am to 1:30 pm. Programs in our Sanctuary are available Tuesday through Friday for ages K-12.
During the tour, participants will also visit the outside space of our Wildlife Care Center (our hospital for injured wildlife), handle bird nests and animal skins, and see forest birds up close at our window feeders. To register or for more information, please email Tara Lemezis: firstname.lastname@example.com.
Sliding scale discounts are available for all Title 1 schools. Please contact us for more info.
|Tour type
|Group size
|Program length
|Sanctuary tour only
|Up to 40 students
|2 hours
|$8 per student
|Sanctuary tour with one traveling program*
|Up to 40 students
|2-hour tour and 1-hour program. 30 minute lunch break in between
|$8 per student for the tour + $75 for the program
|Sanctuary tour with two traveling programs*
|Up to 60 students
|1.5-hour tour and 1.5-hour program for each class. 30 minute lunch
break in between
|$8 per student for the tour + $150 for the 2 programs


text:
This website will change as a result of the dissolution of Indigenous and Northern Affairs Canada. Consult the new Crown-Indigenous Relations and Northern Affairs Canada home page or the new Indigenous Services Canada home page.
This website will change as a result of the dissolution of Indigenous and Northern Affairs Canada. Consult the new Crown-Indigenous Relations and Northern Affairs Canada home page or the new Indigenous Services Canada home page.
All public servants are required to adhere to the Value and Ethics Code for the Public Sector (VECPS) and the Policy on Conflict of Interest and Post-Employment, which came into effect on April 2, 2012. In addition to these policies, each department is required to make additions that address the specific needs and risks affecting the department.
Indigenous and Northen Affairs Canada (INAC), has created a single document, in two chapters, that incorporates all of the above requirements. The INAC Values and Ethics Code (INAC Code) provides guidance to all INAC employees about their responsibilities and expected behaviours with regard to values and ethics in the workplace. Adherence to this Code is a condition of employment.
In the creation of the INAC Code, the VECPS and the Conflict of Interest and Post-Employment Policy have been used as the foundation. Specific INAC adaptations and additions have been made. These INAC-specific modifications are summarized below.
Text is adapted to INAC
|Family of values
|Bullets added
|Respect for Democracy
|1.4 and 1.5
|Respect for People
|2.5 to 2.9
|3.5 to 3.7
|4.4 to 4.6
|5.4 to 5.7
Added guidance, INAC contacts, resources and process information.
As public servants, we all have an obligation to serve the public interest and ensure the public trust. To do that, we must not only meet our job goals and produce the best possible results for Canadians; we must also consider how we achieve those goals. Acting with honour, integrity and respect toward our clients, partners and each other is as important as the results we get.
As members of the Indigenous and Northen Affairs Canada (INAC) team, we value the cultures, traditions and beliefs of those with whom we interact. Through honesty, transparency and commitment we build an environment of trust, where common goals can be realized. Working collaboratively, we strive to ensure that the people we serve – First Nations, Inuit, Métis and Northern Communities – are healthy, safe, self-sufficient and prosperous.
The INAC Code articulates the attitudes and behaviours we expect from each other and offers guidance on how we can – collectively and individually – incorporate these values into our day–to–day lives. It is only by living and integrating these shared values that we can ensure success.
Colleen Swords
Deputy Minister
Indigenous and Northen Affairs Canada (INAC) supports Aboriginal peoples (First Nations, Inuit and Métis) and Northerners in their efforts to:
Federal public servants have a fundamental role to play in serving Canadians, their communities and the public interest under the direction of the elected government and in accordance with the law. As professionals whose work is essential to Canada's well-being and the enduring strength of the Canadian democracy, public servants uphold the public trust.
The Constitution of Canada and the principles of responsible government provide the foundation for the role, responsibilities and values of the federal public sectorFootnote 1. Constitutional conventions of ministerial responsibility prescribe the appropriate relationships among ministers, parliamentarians, public servantsFootnote 2 and the public. A professional and non-partisan federal public sector is integral to our democracy.
Ministers are also responsible for preserving public trust and confidence in the integrity of public sector organizations and for upholding the tradition and practice of a professional non-partisan federal public sector. Furthermore, ministers play a critical role in supporting public servants' responsibility to provide professional and frank advice.Footnote 3
The Values and Ethics Code for the Public Service (VECPS) was revisited and renewed as a result of the passing of the Resources on the Public Servants Disclosure Protection Act (PSDPA). In response to this review two separate documents were created: the VECPS and the Policy on Conflict of Interest and Post-Employment. In addition, departments and agencies were required to develop their own organizational codes of conduct to reflect their specific interests.
Even before these changes, Departmental employees, in 1990, developed a set of core values and expected behaviours to guide members of the INAC team in their day-to-day activities. During the consultation phase of the INAC Code, these core values were recognized by all (employees, partners and stakeholders) as still being important and as such requiring a place in the organizational code.
As established by the Treasury Board, this Code fulfils the requirement of section 5 of the Public Servants Disclosure Protection Act (PSDPA). In keeping with the legislated requirement, a single document - the INAC Values and Ethics Code (INAC Code) - has been developed incorporating the VECPS, the Conflict of Interest and Post-Employment Policy, and adding some Department specific language. The INAC Code reflects the culture, traditions and goals of both the public sector and the Department and provides guidance on the expected behaviours and actions of its employees. By committing to these values and adhering to the expected behaviours, public servants strengthen the ethical culture of the public sector and contribute to the public confidence in the integrity of all public institutions.
The Core values are listed below, while in brackets, is the information on where the value has been incorporated into the Code:
The values expressed in this document are a compass to guide INAC employees in everything they do and should not be considered in isolation from each other. Every INAC employee, regardless of rank or position, is responsible for promoting and integrating these values in their day-to-day activities. Organizations are expected to take steps to integrate these values into their decisions, actions, policies, processes and systems. Similarly, public servants can expect to be treated in accordance with these values by their organization.
Adherence to this Code is a condition of employment and contravention is subject to disciplinary action up to and including termination of employment.
All INAC employees whether indeterminate, term, part-time, casual, volunteer, or on assignment are expected to comply with and respect this Code.
All employees are expected to review this Code annually.
Federal public servants are expected to conduct themselves in accordance with the values of the public sector, which are:
The system of Canadian parliamentary democracy and its institutions are fundamental to serving the public interest. Public servants recognize that elected officials are accountable to Parliament, and ultimately to the Canadian people and, that a non-partisan public sector is essential to our democratic system.
Public servants uphold the Canadian Parliamentary democracy and its institutions by:
Treating all people with respect, dignity and fairness is fundamental to our relationship with the Canadian public and contributes to a safe and healthy work environment that promotes engagement, openness and transparency. The diversity of people and the ideas they generate are the wellspring of our spirit of innovation.
Public servants respect human dignity and the value of every person by:
Integrity is the cornerstone of good governance and democracy. By upholding the highest ethical standards, public servants conserve and enhance public confidence in the honesty, fairness and impartiality of the federal public sector.
Public servants serve the public interest by:
Federal public servants are entrusted to use and care for public resources responsibly, for both the short and long-term.
Public servants responsibly use resources by:
Excellence in the design and delivery of public sector policy, programs and services is beneficial to every aspect of Canadian public life. Engagement, collaboration, effective teamwork and professional development are all essential to a high-performing organization.
Public servants demonstrate professional excellence by:
Acceptance of these values and adherence to the expected behaviours is a condition of employment for every public servant in the federal public sector, regardless of their level or position. A breach of these values or behaviours may result in disciplinary measures being taken, up to and including termination of employment.
The PSDPA defines the "public sector" as: (a) the departments named in Schedule I to the Financial Administration Act and the other portions of the federal public administration named in Schedules I.1 to V to that Act; and (b) the Crown corporations and other public bodies set out in Schedule I of the PSDPA. However, "the public sector" does not include the Canadian Forces, the Canadian Security Intelligence Service or the Communications Security Establishment, which are subject to separate requirements under the Act.
The Indigenous and Northen Affairs Canada Values and Ethics Code - Our Values in Action (INAC Code) came into force on April 2, 2012.
The expected behaviours are not intended to respond to every possible ethical issue that might arise in the course of a public servant's daily work. When ethical issues arise, public servants are encouraged to discuss and resolve these matters with their immediate supervisor. They may also seek insight and support from respected sources including, but not limited to, their bargaining agent, labour relations, Elders, Employee Assistance Program (EAP), colleagues, as appropriate. Confidentiality and discretion are expected in all such consultations.
At INAC, advice and support regarding values and ethics is provided by the Senior Advisor for Values and Ethics at the Centre for Integrity Values and Conflict Resolution.
As well, to ensure their actions conform to the behavioural expectations outlined in this Code, they are expected to consult with the Centre for Integrity, Values and Conflict Resolution (the Centre) before acting.
Public servants at all levels are expected to resolve issues in a fair and respectful manner and consider informal processes such as dialogue or mediation.
At INAC, a number of informal conflict resolution services (e.g. coaching, mediation, facilitated discussion and ombudsman services) are available to employees to assist them in addressing issues as quickly as possible and at the lowest level in the organization. The use of these services is strictly voluntary and confidential, and does not in any way preclude access to rights-based processes (e.g. grievances, harassment complaints or investigations). Individuals may initiate a formal process and place it in abeyance while pursuing an informal resolution process, and may switch should the need arise. More information on these services is available at the Centre's website.
Individuals who become aware of a serious wrongdoing are encouraged to make a protected disclosure under the provisions of the Public Servants Disclosure Protection Act (PSDPA. If they are uncertain about the appropriateness of such a disclosure, they may seek advice from respected sources, such as: Centre for Integrity, Values and Conflict Resolution, their bargaining agent, labour relations, Elders, colleagues, etc. However, as provided by Sections 12 and 13 of the PSDPA, if a public servant determines that a disclosure is appropriate, they can bring the matter, in confidence and without fear of reprisal, to the attention of their immediate supervisor, the INAC Senior Officer for Disclosure or the Office of the Public Sector Integrity Commissioner of Canada. Making a disclosure to anyone other than the three aforementioned individuals may jeopardize their protections as described in the Act.
At INAC, the role of Senior Officer for Disclosure is held by the Director of the Centre for Integrity, Values and Conflict Resolution who can provide advice in these areas. Additional guidance can be obtained by contacting the Centre for Integrity Values and Conflict Resolution.
Senior Officers for Disclosure are responsible for supporting the Deputy Minister, also called the Chief Executive in meeting the requirements of the PSDPA. They help promote a positive environment for disclosing wrongdoings, and deal with disclosures of wrongdoing made by employees of the organization.
Further information on duties and obligations related to the disclosure of wrongdoing can be found in Annex 1 - Duties and Obligations.
Members of the public who have a concern that a public servant has not acted in accordance with this Code can bring the matter to INAC's Senior Officer for Disclosure, or to the Office of the Public Sector Integrity Commissioner of Canada.
The values identified in Chapter I speak to our goals, aspirations and obligations with regard to the ethical standards of the public sector. Public servants conserve and enhance public confidence in the honesty, fairness and integrity of the public service by taking special care when dealing with activities that may compromise or appear to compromise the integrity of the public service.
Chapter II identifies some areas of common concern and provides guidance on the required measures to be taken when presented with an ethical dilemma. Adherence to these requirements is a condition of employment. These measures also fulfill Canada's commitments as a signatory to international agreements on values and ethics.
A conflict of interest is a situation in which the public servant has private interests that could improperly influence the performance of his or her official duties and responsibilities or in which the public servant uses his or her office for personal gain. Conflicts of interest do not relate exclusively to financial transactions and the transfer of economic benefit. While financial activity is important, conflicts of interest in any area of activity can have a negative impact on the perceived objectivity of the public service. With the permanent and pervasive nature of information technology, public servants should be particularly sensitive to real, apparent or potential conflicts of interest that may arise from messages and information transmitted via the Internet and other media.
While it is impossible to foresee every situation that could give rise to a real, apparent or potential conflict of interest, preventing, managing or resolving such conflicts is one of the principal means of maintaining public trust and confidence in the impartiality and integrity of the public service.
INAC employees may sometimes find themselves torn between their roles within the workplace, their communities or affiliate / professional organizations. In all instances, the conflict should be resolved in favour of the public interest.
When in doubt, public servants should be guided by the requirements articulated in this Code. They may also seek insight and support from respected sources including, but not limited to, their bargaining agent, labour relations, Elders, colleagues, etc., as appropriate. However, to ensure their actions conform to the behavioural expectations outlined in this Code, they are expected to consult with the Centre for Integrity, Values and Conflict Resolution (the Centre) before acting.
Conflicts of interest, whether real, apparent or potential, must be avoided. Where a possible conflict is identified, employees are required to submit a Confidential Report to their Director or INAC's Senior Officer for Integrity. In some instances, an approved mitigation strategy, developed in consultation with the Centre, may be required.
Public servants are also required to observe any specific conduct requirements contained in the statutes governing the Department and their profession, where applicable.
When INAC employees are involved in outside activities or have assets and interests that might give rise to a real, apparent or potential conflict of interest in relation to their official duties, they are required to submit a Confidential Report to their Director. The Report is to be made within 60 days of their initial appointment or any subsequent appointment, transfer or deployment.
On an annual basis, and / or every time a major change occurs in their personal affairs or official duties, every public servant is required to review his or her obligations under the INAC Code. If a real, apparent or potential conflict of interest exists, he or she is to file a Confidential Report, in a timely manner.
When negotiating financial arrangements with outside parties, public servants are to comply with the requirements listed in this Code as well as other related legislation, regulations, directives or policies issued by the Treasury Board.
Even when dealing with outside entities, employees are required to adhere to the requirements of the Code. This would include avoiding business dealings with former employees who are subject to the post-employment measures. (For more information, see section 3.0)
When in doubt, public servants are to immediately report the situation to their managers to seek advice or direction on how to proceed.
Public servants are required to evaluate their assets, taking into consideration the nature of their official duties and the characteristics of their assets. If there is any real, apparent or potential conflict of interest between the carrying out of their official duties and their assets, they are to report this matter (in a Confidential Report to the Senior Integrity Officer in a timely manner.
Where the Senior Integrity Officer determines that any of these assets constitutes a real, apparent or potential conflict of interest in relation to their duties and responsibilities, public servants may be required to divest those assets, or take other measures as determined by the Department to resolve the conflict. Public servants may not sell or transfer assets to family members or anyone else for the purpose of circumventing the compliance requirements.
The types of assets that should be reported are listed in Annex 2 - Examples of Reportable and Exempt Assets and Liabilities. The procedures for reporting and managing such assets are set out in the Directive on Reporting and Managing Financial Conflicts of Interest.
Public servants may engage in employment outside the public service and take part in outside activities unless the employment or activities are likely to give rise to a real, apparent or potential conflict of interest or would undermine the impartiality of the public service or the objectivity of the public servant.
Public servants are required to provide a Confidential Report to their Director when outside employment or activities might subject them to demands incompatible with their official duties, or cast doubt on their ability to perform their duties in a completely objective manner. INAC's Senior Integrity Officer may require that the outside activities be modified or terminated if it is determined that a real, apparent or potential conflict of interest exists.
Public servants who receive a benefit or income either directly or indirectly from a contract with the Government of Canada are required to report to their Deputy Minister on such contractual or other arrangements. The Deputy Minister will determine whether the arrangement presents a real, apparent or potential conflict of interest, and may require that the contract be modified or terminated.
Special attention is required when the activity or outside employment:
Any INAC employee who currently sits on or intends to join a Board of Directors of an organization, corporation or association outside of the government of Canada, must complete a Confidential Report. They must also refrain from:
Social behaviours and actions of employees outside of the workplace are, of course, a matter of personal choice. That said, as public servants, with a responsibility to maintain the public trust, we are expected to be discreet and appropriate with respect to our workplace activities. As such, privileged information, opinions, discussions and concerns must not be expressed in public settings. This may include conversations at social gatherings or on a bus or postings on a social network. As a general rule, employees need to avoid topics that may harm the reputation of their employer or that put into question the neutrality of the public service.
Given the popularity and easy accessibility of on-line social networks, it is important to consider how we use these networks and what we post on them. The Guideline on Acceptable Network and Device Use can provide guidance on appropriate use.
Any public servant considering involvement in political activities should seek the advice of their manager, a human resources advisor, the INAC Designated Political Advisor, or the Public Service Commission (PSC) before acting.
Public servants are required to obtain permission from the PSC to seek nomination for or be a candidate in a federal, provincial, territorial or municipal election, in accordance with Part 7 of the Public Service Employment Act (PSEA).
"Political activities" are defined in Part 7 of the PSEA as "any activity in support of, within or in opposition to a political party; carrying on any activity in support of or in opposition to a candidate before or during an election period; or, seeking nomination as or being a candidate in an election before or during the election period."
Any public servant who wishes to engage in a political activity not covered by Part 7 of the PSEA that could constitute a conflict of interest is required to report the proposed activity, in a Confidential Report, to their Director. This includes involvement in Band Councils or other Aboriginal governance activities.
Similarly, any public servant who is subject to this Policy but who is not subject to Part 7 of the PSEA, who wishes to engage in any political activity that could constitute a conflict of interest, is to report the proposed activity, in a Confidential Report, to their Director. This includes students appointed within Student Employment Programs, seasonal, casual and part-time workers.
Public servants are expected to use their best judgment to avoid situations of real, apparent or potential conflict of interest by considering the following criteria on gifts, hospitality and other benefits while keeping in mind the full context of this Code.
Public servants are not to accept any gifts, hospitality or other benefits that may have a real, apparent or potential influence on their objectivity in carrying out their official duties or that may place them under obligation to the donor. This includes activities such as free or discounted admission to sporting and cultural events, travel or conferences. For additional information see the Criminal Code.
The acceptance of gifts, hospitality and other benefits is permissible if they are infrequent and of minimal value, within the normal standards of courtesy or protocol, arise out of activities or events related to the official duties of the public servant concerned, and do not compromise or appear to compromise the integrity of the public servant concerned or of his or her organization.
At INAC, we are mindful of the traditions and culture of many of our clients with regards to the giving and acceptance of gifts. While we respect and acknowledge this tradition, we must also consider the public service requirement to avoid this practice.
Public servants are to seek written direction, through the use of a Confidential Report, from the Department's Senior Integrity Officer, where it is impossible to decline gifts, hospitality or other benefits that do not meet the principles set out above, or where it is believed that there is sufficient benefit to the organization to warrant acceptance of certain types of hospitality. When INAC employees feel that it would be inappropriate to decline the gifts, benefit or hospitality, it is permissible to accept, noting that they are accepting on behalf of the Department. The employee is expected to submit a Confidential Report, after the fact, addressed to the Department's Senior Officer for Integrity and seeking direction for mitigating any conflict of interest, be it real, apparent or potential.
The federal government - including INAC - supports fundraising for three charitable organizations:
With the exception of fundraising for these charitable organizations, public servants may not solicit gifts, hospitality, other benefits or transfers of economic value from a person, group or organization in the private sector who has dealings with the government. When fundraising for charitable organizations, public servants should ensure that they have prior written authorization from the Deputy Minister to solicit donations, prizes or contributions-in-kind from external organizations or individuals.
Similarly, if an outside individual or entity, with whom the organization has past, present or potential official dealings, offers a benefit to the organization, such as funding for an event or a donation of equipment, public servants are to consider whether any real, apparent or potential conflict of interest exists and obtain the consent in writing of the Deputy Minister prior to accepting any such benefit.
For a comprehensive summary of what is or is not allowed in relation to the GCWCC Campaign see the Campaign Management and Operations Manual.
The Deputy Minister may require that the activities be modified or terminated where it is determined that there is a real, potential or apparent conflict of interest or an obligation to the donor. These provisions are designed to ensure that this policy is consistent with paragraph 121(1) (c) of the Criminal Code.
While employees are free to get involved in fundraising outside of the workplace, they must consider the following rules of common sense:
Public servants are responsible for demonstrating objectivity and impartiality in the exercise of their duties and in their decision-making, whether related to staffing, financial awards or penalties to internal or external parties, transfer payments, program operations or any other exercise of responsibility.
This means that they are prohibited from granting preferential treatment or advantages to colleagues, family, friends or any other person or entity. They are not to offer extraordinary assistance to any entity or persons already dealing with the government without the knowledge and support of their supervisor. They also are not to disadvantage any entity or persons dealing with the government because of personal antagonism or bias.
Providing information that is publicly accessible is not considered preferential treatment.
INAC programs and services are often delivered in small isolated communities and this can sometimes create difficult situations where people who are related or have close personal relationships (herein referred to as associates) have to work together. While such situations are not expressly prohibited, we must recognize that they can lead to conflicts of interest both real and apparent. Therefore, special care must be taken in such circumstances. For example, staffing processes must be conducted in strict accordance with appropriate directives and INAC's Guidelines - Employment of Relatives and Associates.
Members of a hiring board must declare any familial or associate relationships with prospective candidates and should recuse themselves from any decision-making responsibilities related to that competition.
Managers must ensure that they are not involved in:
Measures which can be taken to avoid these situations include, but are not limited to:
In all instances, individuals must ensure that decisions are transparent, clear and defensible.
All situations should be dealt with on a case by case basis; parties should consult with their managers or the Centre for advice.
In managing INAC financial, human and program resources, managers and employees exercise their duties fairly, diligently and efficiently. In doing so, they are expected to evaluate cost, value and operational requirements and ensure responsible and appropriate application of resources. As well, workload, leave, overtime, training opportunities and the reasonable application of flexible work arrangements ought to be distributed equitably.
Employees are expected to respect the appropriate chain-of-command and to provide expert and honest advice - without fear of reprisal - even when that advice may be unwelcome. Employees acknowledge and accept that resulting decisions, even when not in keeping with the advice given, are the purview of the delegated authority, who is ultimately accountable for those decisions.
Where a dispute or conflict arises, managers and employees are encouraged to deal with these issues informally and in good faith - at the lowest possible level and in a timely manner. Parties may discreetly seek insight and support from respected sources including, but not limited to, their bargaining agent, labour relations, Elders, EAP, or colleagues. Support and services related to informal conflict resolution are available from the Centre for Integrity, Values and Conflict Resolution.
If an informal resolution cannot be found, employees have the right to responsibly avail themselves of all approved processes and tools at their disposal (e.g. grievance, harassment complaint, etc). Reprisals against those who choose to exercise those rights cannot and will not be tolerated.
Decision-makers are expected to consider the facts and risks of any situation in a fair and open manner. Those with the appropriate delegated authority are responsible for making informed and timely decisions that will lead to the best possible results - even when those decisions may be unpopular. Decisions must be timely, appropriate, transparent and defensible.
All public servants have a responsibility to minimize the possibility of real, apparent or potential conflict of interest between their most recent responsibilities within the federal public service and their subsequent employment outside the public service.
Before leaving their employment with the public service, all public servants are to disclose, in a Confidential Report, their intentions regarding any future outside employment or activities that may pose a risk of real, apparent or potential conflict of interest with their current responsibilities and discuss potential conflicts with their Director or INAC's Senior Integrity Officer.
The Deputy Minister is responsible for designating positions of risk for post-employment conflict of interest situations as per sections 6.1.2.f) i. of the Conflict of Interest and Post-Employment Policy. At INAC, the designated positions are:
Public servants in these designated positions are subject to a one-year limitation period after leaving office. Before leaving office and during this one-year limitation period, these public servants are to report to their Director, through the use of a Confidential Report, all firm offers of employment or proposed activity outside the public service that could place them in a real, apparent or potential conflict of interest with their public service employment.
As well, they are to disclose immediately, in a Confidential Report, the acceptance of any such offer. In addition, these public servants may not do the following during the one-year period, without the Deputy Minister's authorization:
Post-Employment measures apply specifically to employment with external entities. Individuals who have left the public sector, may be re-engaged within the public sector (contracts, casual, etc.), so long as the rules governing such employment are met. For additional information contact HR & Contracting.
A public servant or former public servant may apply to the Deputy Minister for a written waiver or reduction of the limitation period. The public servant is to provide sufficient information, in writing, to assist the Deputy Minister in making a determination as to whether to grant the waiver, taking into consideration the following criteria:
As well, individuals who are in breach of the post-employment measures will be restricted in their access to departmental resources for the duration of the limitation period. INAC employees, to avoid conflict of interest, are required to avoid business dealings with any individuals who are subject to post-employment measures.
With respect to the arrangements necessary to prevent real, apparent or potential conflict of interest, or to comply with the requirements set out above, it is expected that situations will be resolved through discussion and agreement between the public servant and the Deputy Minister or delegate. When a public servant and the Deputy Minister or his/her delegate disagree on the appropriate arrangements to resolve a real, apparent or potential conflict of interest, the disagreement will be resolved through established resolution procedures.
A public servant who does not comply with the requirements set out in this Code may be subject to disciplinary measures, up to and including termination of employment.
Every INAC employee is a valued contributor to the attainment of our common goals. And each of us has a responsibility to lead by example. This means "walking the talk", and taking actions in a way that upholds the values we embrace.
To do this, we must constantly and consistently act with integrity, respect and commitment toward our clients and colleagues.
Adhering to and demonstrating these principles is critical to ensuring a values-based environment where individuals work collaboratively to achieve our mandate. Managers and employees are expected to demonstrate these behaviours in all their day-to-day activities.
Public servants are expected to abide by this Code and demonstrate the values of the public sector in their actions and behaviour. Furthermore, public servants must also adhere to the behavioural expectations set out in their respective organizational codes of conduct. If a public servant does not abide by these values and expectations, he or she may be subject to administrative or disciplinary measures up to and including termination of employment.
Public servants who are also managers are in a position of influence and authority that gives them a particular responsibility to exemplify the values of the public sector.
As provided by Sections 12 and 13 of the Public Servants Disclosure Protection Act (PSDPA), if a public servant has information that could indicate a serious breach of this Code they can bring this matter, in confidence and without fear of reprisal, to the attention of their immediate supervisor, their senior officer for disclosure or the Public Sector Integrity Commissioner.
Chief executivesFootnote 5 of public sector organizations have specific responsibilities under the PSDPA, including establishing a code of conduct for their organization, and an overall responsibility for fostering a positive culture of values and ethics in their organization. They ensure that employees are aware of their obligations under this Code and their specific organizational code of conduct. They also ensure that employees can obtain appropriate advice within their organization on ethical issues, including possible conflicts of interest.
Chief executives ensure that the VECPS, their organizational code of conduct and their internal disclosure procedures are implemented effectively in their organization, and are regularly monitored and evaluated. Chief executives of Crown corporations may rely on their boards of directors for support in this duty.
Chief executives are responsible for ensuring the non-partisan provision of programs and services by their organizations.
Chief executives are subject to this Code and to the Conflict of Interest Act.
The senior officer for disclosure helps promote a positive environment for disclosing wrongdoing, and deals with disclosures of wrongdoing made by public servants of their organization. Senior officers are responsible for supporting the chief executive in meeting the requirements of the PSDPA.
The senior officer's duties and powers within his or her organization also include the following, in accordance with the internal disclosure procedures established under the PSDPA:
In support of the Treasury Board President's responsibilities under section 4 of the PSDPA, the Office of the Chief Human Resources Officer (OCHRO) is responsible for promoting ethical practices in the public sectorFootnote 6. The OCHRO will work with all relevant partner organizations to implement and promote this Code, and will provide advice to chief executives and designated departmental officials with respect to its interpretation.
The Chief Human Resources Officer may issue directives, standards and guidelines related to this Code.
OCHRO will monitor the implementation of the Values and Ethics Code for the Public Sector with a view to assessing whether the stated objectives have been achieved.
The Public Service Commission is responsible for conducting staffing investigations and audits to safeguard the integrity of the public staffing system and administering certain provisions related to political activities to maintain the non-partisanship of the public service in accordance with the Public Service Employment Act.
The assets for the private use of public servants and of their family members, as well as assets that are not of a commercial character, are exempt assets that are not required to be disclosed in a report. For example, such assets would include the following:


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text: "Improve Your Dog's Dental Health – the Way They Like Best" What's the biggest disease culprit I see in most dogs, regardless of age, breed, sex and immune status? Dental disease. It may sound surprising, but more than 3 out of 4 dogs over the age of 3 have oral disease. If not addressed immediately and thoroughly, dental disease can strip your pets of not only their teeth, but their overall health. Poor dental care – the main culprit – can weaken the surface of your pet's gums. This breakdown of gum tissue allows mouth bacteria to enter your pet's bloodstream and travel throughout his body. Unfortunately, this oral bacteria is potent and is usually hardy enough to resist attacks by your pet's immune system. Unchecked, the oral bacteria can ultimately affect multiple organ systems, including your pet's heart. Proper oral care, including regular brushing and professional dental checkups, is obviously the first and most important step you must take to help protect your pet. There's something else you can do to help keep your dog's teeth clean, in addition to regular brushing. But unlike brushing, this is something he enjoys, and will likely even look forward to... So How Can You Tell if Your Dog's Dental Care Needs More Attention? According to the American Veterinary Dental Society (AVDS), 80 percent of dogs show oral distress by age 3. It's one of the most common health issues treated in animal health clinics today, and certainly in mine. While small dogs are especially prone to dental issues as they often have smaller mouths and crowded teeth, all dogs need good, regular oral care. Small dogs, like this Shih Tzu, often have small mouths and crowded teeth, so they need extra attention to their dental health One of the most common signs of serious oral and dental issues is bad breath – or what's called halitosis. I don't consider so-called 'doggy breath' to be normal. If your dog has bad breath, I recommend a trip to your veterinarian (preferably one who practices integrative veterinary medicine) for a thorough oral exam. And please, don't put it off. Bad breath can be a sign of serious tooth and gum issues. Your pet may already be suffering without you knowing it. Here's the other question you need to ask yourself... How diligent are you with brushing your dog's teeth? Your dog depends on you to do that for them. Brush your dog's teeth every day. Just like you wouldn't neglect your own teeth as part of your overall good health – you must be proactive with your dog's teeth. She needs your attention to this important aspect of her health now more than ever. Your pet's teeth are just as prone to plaque and tarter build-up as are yours. And she needs regular care, exams and cleanings just like you... Follow My 4-Point Checklist Today to Give Your Dog's Teeth the Care They Deserve Your dog depends on you to clean his teeth When food remains on your dog's teeth, plaque forms. If not removed, plaque continues to build on your pet's teeth and eventually hardens. This can result in serious tooth and gum issues for your dog. That's why I recommend brushing your dog's teeth daily – just like you would your own teeth. It's the best way to ensure strong, healthy teeth. If you have a puppy, incorporate good oral hygiene from day one. Incorporating gentle dental care (consider using a soft piece of gauze with a small dot of dog toothpaste) consistently when your dog is young conditions your dog to this routine. Here's a quick checklist to help you start taking better care of your dog's teeth: Have your dog's teeth checked and professionally cleaned when needed– follow your vet's advice for regular cleanings Instead of a human toothbrush, use a soft-bristle brush like my Eco-Friendly Pet Toothbrush and a gentle pet toothpaste (my Dental Gel, especially when used with a brush, is ideal for daily use to help clean teeth and gums, and freshen breath) Brush your dog's teeth on a daily basis, and use Dental Gel for those times when you can't brush In between brushing, provide your dog with a tasty dental chew bone Now, I know how stubborn some dogs can be about having their teeth brushed. That's one reason why I created my Dental Gel. Your veterinarian is your best guide to determining what your dog needs, and that may include regular cleanings. So, what else can you do to help keep your pet's teeth clean and mouth fresh-smelling? Edible dental chews. The right ones can provide good mechanical abrasion as your dog grinds and chews them. However, just like dry crackers won't clean your teeth, hard, dry dog bones won't get the debris and buildup off your dog's teeth either – even if certain manufacturers advertise they will. They must be just the right consistency... And the ingredients they contain matter too. The last thing you want to do is offer your pet something that could work against all your good efforts to keep him heathy. Beware: Many Common Dental Chew Bones May Be Hazardous for Your 'Best Friend' Most pet parents have no idea what's in the bones – or dental chew bones – they buy for their dogs. The next time you're at the pet store, pick up a package of one of those popular 'green' dental chew bones for dogs and read the ingredients. You'll be amazed... Here are some of the not-so-natural "feed grade" ingredients you'll see listed: Gelatin: A potentially toxic animal by-product, created by boiling down various unused parts of animals such as skin, tendon, bone, cartilage and connective tissue. Hydrogenated Starch Hydrolysate (HSH): Low-carbohydrate artificial sweetener. Soy Protein Isolate: Known allergen, with reduced vitamin, mineral, and protein quality – and increased levels of potential carcinogens. What's in the dog chews you're buying now? And that's just a tiny portion of a very long list of ingredients I believe don't belong in any kind of food or treat for your pup. Additionally, because these trendy dental chews are so tough and difficult to break down in your dog's mouth, your pet can swallow them almost whole – leading to a mass of undigested gunk potentially blocking her intestinal tract. The chews simply can't be digested, and they could end up lodging in your dog's esophagus or intestines – remaining hard and solid for days. The outcome? If you make it to a veterinarian in time, immediate surgery might save your dog's life. But there are many documented reports of dogs not making it through bowel obstruction surgery – tragic, but true. And that's why I decided to find an alternative to those trendy yet potentially risky dental chews. Before I tell you about our Dental Chew Bones, let's talk for a moment about the special needs of puppies, senior dogs and dogs that have lost teeth. The Unquenchable Need of Puppies to Chew One way a puppy learns about his world is with his mouth. If you've ever raised a puppy, then you know what I'm about to tell you. They like to chew – anything and everything! And those new, razor-sharp teeth can shred toys, shoes, clothing, furniture, pillows and blankets almost faster than you or I can blink an eye. Puppies chew for many different reasons, including… To play To ease teething discomfort To relieve stress, boredom, and loneliness To explore and interact with their "new" world Teething, especially, is a time when your puppy has an intense need to chew. Just as a baby's gums become sore as teeth erupt, so do your puppy's during their first six months of life. Chewing on something soft, but firm, helps relieve pain and provides comfort. But that's not all… Now Is the Time to Teach Positive Chewing Behaviors Chewing is simply a normal part of normal puppy growth and development. It's up to you to shape your puppy's behavior by teaching them what's appropriate to chew – and what's not. And when you start your puppy off right – that is, by providing an acceptable and enjoyable item to chew when they need and want it most – you help establish positive chewing behaviors for years to come. What's the best chew that you can choose for your puppy? Obviously, you can't watch over your puppy every minute of the day and night. So, you want to select a dental chew that is… Softer than a regular chew bone, specially made for tender gums Gentle enough to protect baby teeth Tasty to keep them interested Unbreakable or can't splinter and cause your puppy to choke Free from toxic and potentially unhealthy ingredients Everything considered, you want a healthy dental chew that you know is safe. Introducing My Human-Grade Dental Chew Bones for Dogs of All Ages – They're Better Than Ever! We just made what I consider a quantum leap in healthy alternatives to the potentially toxic and non-digestible dental chew bones currently on the market... Being selective about the quality of ingredients in dental chews is important for a dog of any age, but especially with puppies and older dogs. Some chews contain dangerous non-digestible ingredients. My better-than-ever human-grade Dental Chew Bones and Gentle Dental Bones are as phenomenal for what they don't contain, as they are for what they do. Here's what makes them so remarkable. My personally developed advanced recipe is unique in the market because they contains NO: Carrageenan Wheat, gluten, soy, or corn Animal proteins (perfect for food allergies or sensitivities) Genetically engineered ingredients Animal by-products like gelatin or animal glycerin Saturated fat or trans-fat Added sugar or salt Chemical preservatives, artificial colors or flavors Best of all, my human grade Dental Chew Bones and Gentle Dental Chew Bones are completely digestible and provide your pet with enjoyable chewing and: Abrasives for cleaner teeth 100 percent wholesome nutrition – the first ingredient is organic brown rice Supplemental calcium and zinc Irresistible, chicken flavor Fresher breath When Your Dog Begins to Lose Teeth or Has Restorative Dental Work As your dog ages and begins to lose teeth, what do you do? Your pet still has a need and desire to chew for many of the same reasons as do puppies. Stress… Boredom… Loneliness… And healthy chewing to keep your pet's remaining teeth clean and gums stimulated is as crucial as ever. Obviously, you want to select a dental chew that is gentle on sensitive gums and delicate teeth. In many ways, an older dog's chewing needs aren't that different from a puppy's. And, just like with a puppy, you want to provide a dental chew that you know is safe. For an older dog, sometimes certain ingredients, such as gluten, are not as well tolerated, so check labels carefully before buying any product. And dogs of all ages may also have restorative dental work done. Dogs with crowns or other restorative dental work need safe, gentle, abrasive chewing opportunities, too. My Gentle Dental Chew Bones are the ideal alternative to harder dental bones for puppies who may be experiencing painful teething, dogs with restorative dental work and older dogs with sensitive mouths or fragile teeth. My human-grade Gentle Dental Chew Bones provide your pet with: Natural cleaning abrasives A chew that is completely digestible An irresistible flavor treat Ingredients for fresher breath 100 percent U.S.A. ingredients for your peace of mind My Top Reasons Why You'll Approve of Them, Too You'll love keeping my Dental Chew Bones and Gentle Dental Chew Bones on hand for your 'best friend' because: These crumble-free chew bones last longer and dissolve quickly in your pet's stomach, unlike some other chews They undergo a full range of testing for bacterial contamination for your assurance of safety Each bone provides healthy nutrition, including fiber and supplemental calcium and zinc You won't have to worry about feeding your dog or puppy potentially toxic or unhealthy ingredients that could compromise her well-being You'll feel peace-of-mind knowing you're doing all you can to help keep your dog's teeth and gums clean and healthy With either my Dental Chew Bones or Gentle Dental Chew Bones, your dog can sink his teeth into the tough, yet pliable bone material. This chewing action naturally scrapes his teeth and helps to remove grime and built up wastes. Here's something else I like about these chew bones... We have extensive details on the product's nutritional profile, even though there's no official requirement to do this with dog bones. It shows me (and I'm sure you, too) that our partner who make these for us has nothing to hide when it comes to the healthy ingredients found in these exceptional bones. I can tell you from my experience this is not the case with many of the dog chews and bones available today! Your Canine Buddy Will Love Sinking His Teeth Into These Chew Bones – Guaranteed or Your Money Back (see details below)! My Dental Chew Bones and Gentle Dental Chew Bones come in two sizes – large and small. So there's a size that's perfect for your pet! To make it more economical and convenient for you, we're packaging your dental bones in a handy 12-bone pack – all individually wrapped to retain freshness. Your dog's dental health is too precious to ignore – or put off until another day. Why not take action today and order your pup the Dental Chew Bones that are right for her? I promise you he or she will love them. If not, simply return them for a refund (please see complete details below). Plus, I'm certain you will love them because you'll know you're helping to keep your pet's mouth fresh and clean with only wholesome ingredients. And you won't be putting your pet's well-being at risk with chews or bones that can crumble or break off into unsafe chunks. Make your dog's day. Order my Dental Chew Bones and Gentle Dental Chew Bones in the right size for your pet today! View Complete Content Best Selling! Limited Time Offer! Last Day! Hide Offer LAST DAY Up to % Off on Create Your Own Dental Chew Bones 3-Pack Offer Ends 8/18/20. While Supplies Last. Shop & save - View Ingredients Dental Chew Bones Small Gentle Dental Chew Bones Small Dental Chew Bones Small 36 Bones | 12 Bones Per Box (3 Boxes) Your Price: $39.97 Bundle Savings: $16.28 (28%) Choose Options: 1. Dental Chew Bones Small Gentle Dental Chew Bones Small 2. Dental Chew Bones Small Gentle Dental Chew Bones Small 3. Dental Chew Bones Small Gentle Dental Chew Bones Small - View Ingredients Dental Chew Bones Large Gentle Dental Chew Bones Large Dental Chew Bones Large 36 Bones | 12 Bones Per Box (3 Boxes) Your Price: $69.97 Bundle Savings: $23.78 (25%) Choose Options: 1. Dental Chew Bones Large Gentle Dental Chew Bones Large 2. Dental Chew Bones Large Gentle Dental Chew Bones Large 3. Dental Chew Bones Large Gentle Dental Chew Bones Large View Product Label Dental Chew Bones Small 12 Bones Per Box View Product Label Dental Chew Bones Large 12 Bones Per Box Choose the Size: Small Bones Large Bones Your Price: $14.97 Savings: $3.78 (20%) Your Price: $24.97 Savings: $6.28 (20%) View Product Label Gentle Dental Chew Bones Small 12 Bones Per Box View Product Label Gentle Dental Chew Bones Large 12 Bones Per Box Choose the Size: Small Bones Large Bones Your Price: $14.97 Savings: $3.78 (20%) Your Price: $24.97 Savings: $6.28 (20%) I am so confident that you will be more than satisfied with your purchase of this product, I am providing you with a Money Back Guarantee on returned items. Click here for full return policy details PHONE ORDERS Toll Free: 877-985-2695 | Int'l Customers : 239-599-9500 MON - FRI (8am - 9pm EST) | SAT - SUN (9am - 6pm EST)


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After the town�s first Health Fair drew about 300 people last year, organizers could have set down the path toward a repeat performance. But that�s not what happened. Instead, this year�s fair is set to be bigger, and expected to be better, according to Nancy Lucier, administrative assistant to the Board of Selectmen.
�I think we are going to have a little bit of everything (health and wellness related),� Lucier said.
This year�s fair is Saturday, March 31, from 11 a.m. to 2 p.m. in the middle/high school, 125 Crescent St.
After last year�s fair, Lucier said she attended a health fair in Worcester for some ideas. She did come away with ideas, and also more vendors to add to the list of West Boylston businesses that have signed on for the event.
This year, in addition to blood pressure screening, an introduction to grief counseling program with Rick Mansfield, yoga instructions and health snacks, visitors can try acupuncture, tai chi and have their gait and sneakers analyzed by Greendale Physical Therapy. There will also be sign ups for Senior Center programs, cholesterol screening by Harvard Pilgrim Healthcare and Asian longhorned beetle information, including a human-sized (costumed) beetle for the children.
Walgreens returns as the event�s major sponsor, having donated several exercise-related items for raffles and other items for giveaways.
This year Lucier will introduce a scavenger hunt of sorts. Participants will receive a paper with the event�s vendors. Everyone who gets a stamp from each vendor will be put in a raffle to win Walgreens gift cards, she said.
With so much to do this year, there had to be some reshuffling of the layout. This year, greeters will meet people at the door, where the first 150 attendees will receive a West Boylston water bottle.
Once inside, participants can head toward the main hallway of the school, where there will be ongoing demonstrations of tai chi, chair yoga and exercise with Marty, a Senior Center program sponsored weekly by Oriol Health care.
�She teaches for free, so if anybody really likes it, they can come to the Senior Center on Wednesday nights and take a class,� Lucier said.
Attendees can head toward the gymnasium for Parks and Recreation-sponsored sample programs, like tennis and field hockey. Or, while waiting for a turn with a racket or a stick, participants can make a balloon sculpture or a health-related bookmark at the Beaman Memorial Library table.
The cafeteria has been reserved for more �hands-on� tables, like diabetes screening, blood pressure testing, massages and learning about cancer care, the benefits of foam rollers, warm-up exercises before running and how to avoid tennis injuries.
Other exhibitors include St. Vincent Hospital Cancer Care Service Line and Musculoskeletal Service Line, the Visiting Nurses Association, offering bone density testing, the Visiting Nurses Association of Hubbardston and the police and fire departments.
Several West Boylston businesses are among this year�s participating vendors, Lucier said. They include Central Mass. Yoga, Nutrition Source, Abundant Health and Annie Murphy and Beaupr� Massage.
That local participation, Lucier noted, speaks to a benefit in addition to a person�s physical and mental health; the town�s economic health.
�We have a lot of West Boylston people this year, which is good,� she said. �I think it is great for economic outreach. It is a great opportunity to be able to highlight a lot of West Boylston businesses that provide health and wellness services.�
With so many activities for all age groups, Lucier said the Health and Wellness Fair can be a good way for a family to spend time together, especially since, this year, it immediately follows the Parks and recreation Easter egg hunt at Goodale Park.
�We have a lot of stuff for families to do together, we�d love it if everybody came and spent a little part of their day with us,� Lucier said. �And, if they are already at (Goodale Park), they can go from the Easter egg hunt to our event and have a nice full day with their family.�


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Food delivery company DoorDash said late today that it raised $400 million in Series F financing from a group co-led by investors Temasek and Dragoneer Investment Group. Existing investors Softbank Vision Fund, DST Global, Coatue Management, GIC, Sequoia Capital, and Y Combinator also participated, the San Francisco-based company said.
The company, founded in 2013 by four students at Stanford University, started out providing on-demand deliveries from restaurants to customers. It has since expanded into grocery deliveries, and through its DoorDash Drive platform, has made its last-mile delivery services to all customers. Its last funding round was in October 2018.
The company now operates in 3,300 cities, and it touts itself as the first on-demand platform to operate in all 50 states. DoorDash more than quintupled its geographic coverage during 2018 from its 2017 size, it said. It was reported in December 2018 that DoorDash overtook Uber Eats to hold the second position in total U.S. food delivery sales, behind only GrubHub.
In April 2017, DoorDash agreed to pay $3.5 million to settle a class-action lawsuit alleging that it misclassified its drivers as independent contractors. The company agreed to pay an additional $1.5 million if certain conditions were met. Under terms of the settlement, the status of contractors would not be changed to that of company employees, according to published reports. However, DoorDash said it would change some policies to improve clarity and ensure more rights for the workers, according to the reports.


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Flash Quotes: Women's 1m Springboard
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Surprisingly, there was no Chinese medallist in the top three of Women's 1m Springboard final. Maddison Keeney (AUS) claimed the gold medal ahead of Nadezhda Bazhina (RUS) and Elena Bertocchi (ITA).
Maddison Keeney (AUS): "First of all, I want to thank my coach for enabling me to dive on this level, and to execute such difficult dives. I am so happy I could make it. I worked very hard and now it paid off. In 2015 I failed to perform my last dive. I simply jumped into the water. I needed to get over that negative experience and pull myself together. There was no need to blame myself and think about the past beacuse I have trained hard all my life and I always knew it would eventually pay off. Before the press conference I had a word with my parents because I wanted them to know the result first. They supported me all throughout my career, they did their best to support me so I wanted to thank them."
Nadezhda Bazhina (RUS): "From the beginning to the end I was fully focused and I concentrated on my dives. I am satisfied with the result and I believe my former experiences helped a lot. Actually I could ignore the outside world so much that I have just noticed the Chinese girl did not win a medal in this final."
Elena Bertocchi (ITA): "I'm very happy about this bronze medal, I didn't expect to get on the podium. Last year at the European Championships I was second behind my compatriot, Tania Cagnotto. She is my idol, it makes me particularly proud that I can follow in her steps, although it is already an honour to hear our names mentioned together. In fact I'm a 3m diver, and in the future I would like to achieve the same level in 3m as I am capable of currently in 1m."


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At the moment, we are offering our international payments solution as a separate platform (penta.paydirect.io).
We are currently working on the integration of this solution into our online banking interface to reduce the hassle even more.
Given that both platforms currently are not connected with each other, you also have to choose a separate username/password for our Paydirect platform.


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Millionaire pass-through breaks are slammed by Senate Democrat
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A Senate hearing Tuesday indicated the politics of the tax overhaul haven't changed since it passed in December, with Republicans singing its praises as an economist booster and Democrats torching it as a broken promise that mostly benefits the wealthiest.
Senator Ron Wyden, the ranking Democrat on the Finance Committee, zeroed in on a new report by the nonpartisan Joint Committee on Taxation which found that almost half of the benefit of the 20 percent deduction for "pass-through" businesses like partnerships and LLCs would flow to those making $1 million and up.
In 2018, almost $18 billion of the $40 billion tax break would go to $1 million-or-more entities, the JCT said. By 2024, the figure for those earners rises to almost $32 billion of the $60 billion in pass-through tax breaks that year under the Republican law.
"People don't think millionaires are the regular garden-variety small businesses on Main Street," Wyden said, asking witnesses to explain that finding.
The GOP tax law created a 20 percent deduction for pass-through businesses, whose income is reported on their owners' personal tax returns. Congress tried to bar wealthy owners of service businesses from getting the break — leaving out many doctors, lawyers and hedge fund managers, but tax experts have said there are loopholes in the legislation that could allow for workarounds.
Technical Corrections
Doug Holtz-Eakin, an economist at the Republican-aligned group American Action Forum, which supports the tax law, defended the provision during the hearing as improving incentives to save invest and work. He said it would have been incomplete to stop at simply a corporate tax cut and not lower pass-through taxes as well, and added that benefits to pass-through owners will trickle down to workers.
"This is the foundation of the economics of the bill, which is improved incentives to save, invest and work," said Holtz-Eakin.
Wyden of Oregon said the law was "shaping up to be one of history's most expensive broken promises. Probably go right up there with 'we will be greeted as liberators'" — a reference to how some Iraq war proponents previewed the mission before U.S. forces invaded in 2003.
Senator Orrin Hatch of Utah, the Republican chairman of the panel, said "every member who actively participated in drafting the bill should be proud of the new tax law."
"We were proud when we passed it, and we are even prouder now as all across the nation, evidence affirms that the new law is tangibly benefiting millions of Americans," he said. "More than 500 companies have announced wage hikes, increased benefits, more jobs, and increased investment or expansion in the United States thanks to the new law."
Hatch indicated that Congress should make technical corrections to the law, calling that "par for the course for any major tax bill."
'Fiscal Irresponsibility'
Legislation to make any tax rule fixes would require Democratic support — so far, Republican leaders have signaled they won't vote on a stand-alone bill before congressional elections in November.
Numerous Democrats up for re-election in states that President Donald Trump carried — including Senator Claire McCaskill of Missouri and Senator Sherrod Brown of Ohio — also criticized the law, which Republicans are hoping will help their candidates.
McCaskill, a top GOP target who faces re-election in a state Trump won by almost 19 points, knocked the tax law as a deficit-raiser that will disproportionately benefit top earners.
"It's truly stunning, this kind of fiscal irresponsibility," she said.


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In a case where the income of minor child is clubbed with the income of the assessee u/s. 64(1A), the assessee is eligible for separate deduction u/s 54EC of the Act on investment in specified bonds on account of minor's income being long term capital gains. Prior to insertion of proviso to section 54EC, for the purpose of section 54EC, the investment is limited to Rs 50 lakh in respect of a person and not in respect of an assessee. Minor child being a separate person, investment in the name of minor child, whose income is to be clubbed in the hands of the assessee, is eligible for separate limit of investment prior to insertion of proviso to section 54EC.
Facts: During the previous year, the assessee and his two minor children sold shares which resulted in long term capital gains. The assessee invested Rs 50 lakh in bonds qualifying for deduction u/s 54EC of the Act. He also invested Rs. 49.50 lakh and Rs. 39.50 lakh in the names of two minor children. In the return of income filed, the assessee included total income of two minor children after claiming separate deduction for investment made in bonds, qualifying for deduction u/s. 54EC, in the names of the respective minor children. Thus, total deduction claimed u/s. 54EC was Rs. 139 lakh.
The Assessing Officer, relying upon Notification No. 380/2006 dated 22.12.2006, restricted the deduction u/s. 54EC to Rs 50 lakh.
Aggrieved, the assessee preferred an appeal to CIT(A) who allowed the appeal of the assessee. Aggrieved, the revenue preferred an appeal to the Tribunal.
Held: Section 54EC provides that capital gain is not to be charged to tax if net consideration is invested in certain bonds. Therefore, investments made in certain bonds shall be outside the scope of capital gain for the purpose of computation of total income itself. It is not a deduction under Chapter VI-A which comes into picture only after computing the total income and the deductions are being allowed from gross total income as per section 80A(1). There is a difference between the word `assessee' and the word `person'. The notification on which the AO relied upon has not put any embargo on investments by an assessee but the embargo is on allotment of the bonds to a `person' and such embargo is on the allotting authority. The bonds have been allotted to the three persons as per the notification itself and the assessee is entitled to the benefits as per provisions of section 54EC under which restriction has been put only for investments from 1.4.2007.
The Tribunal noted that the ratio of the decision of Mumbai Tribunal in the case of JCIT v Govind Rohira alias Srichand Rohra 95 ITD 77 (Mum) and also other decisions of the High Court is that even if the income of the minor is clubbed with the income of the other individual, all the deductions are to be allowed while computation of income of the minor /spouse and only the net taxable income is to be clubbed u/s. 64. The Tribunal allowed the claim of the assessee and directed the AO to re-compute the long term capital gains accordingly.
The appeal filed by the revenue was dismissed.