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In Germany, the relationship between employers and employees is extensively regulated by statutory law at the federal level. Employees enjoy a comparatively high level of protection. Generally, statutory rules are binding. Contractual modifications to the employee's disadvantage are usually not permitted if made by way of agreement with an individual employee. European law also plays an increasingly important role in German employment and labour law. Case law and legal precedent are also of major importance. Various aspects of employment relationships can also be regulated by collective bargaining agreements (concluded between an employers' association or a single employer and a union) and works agreements (concluded between an employer and a works council). Finally, individual employment contracts can contain provisions that override statutory labour law, collective bargaining agreements or works agreements if they are more favourable to employees.
Labour and employment law-related disputes are subject to the jurisdiction of the labour courts.
A number of government agencies are competent for or connected with the enforcement of employment law, for example, authorities monitoring compliance with statutory law in the field of occupational health and safety (e.g., workplace safety, working time).
i EU General Data Protection Regulation
As of 25 May 2018, the EU General Data Protection Regulation (GDPR) and the new German Privacy Act apply. The GDPR replaces the EU Data Protection Directive, which had been in place since 1995 and harmonised data protection law across Europe. The GDPR stipulates, inter alia, that Member States may provide for more specific rules to ensure the protection of employees' personal data, in particular with regard to recruitment, the performance of the employment contract, management, planning and organisation of work, equality and diversity, health and safety, protection of employer's or customer's property, rights and benefits on an individual or collective basis, and the termination of the employment contract. The Privacy Act complements and modifies the GDPR; it provides, inter alia, for data processing in the context of employment and the designation of a data protection officer.
ii New Maternity Protection Law
On 1 January 2018, a new Maternity Protection Act came into force with various amendments and consolidations of related laws. For example, if an employee gives birth to a disabled child, the period of protection for all rights (i.e., to maternity leave as well as pay and protection against dismissal) is now 12 weeks, instead of eight. In all other cases, the periods of protection will remain the same (i.e., mothers are not obliged to work six weeks before and eight weeks after giving birth). Further, if a woman suffers a miscarriage from the 12th week of pregnancy, she is entitled to a four-month term of protection of all her rights. Following the reform, prohibitions on working will no longer be enforced against a mother's wishes. Employers will be primarily obliged to make arrangements in order to avoid any risks for the mother and child. Working time restrictions for expectant mothers will also be relaxed, subject to their consent. Further, the scope of applicability of the Maternity Protection Act has been extended by interns, self-employed women, students and schoolchildren.
iii Amendment to the law on part-time employees
A draft bill was published on 19 July 2018 (Drucksache 19/3452) and adopted by the German federal parliament on 18 October 2018. It suggests the introduction of a general right to demand a temporary reduction in working hours, namely part-time employment in gaps between periods of full-time employment (bridge part-time work). As of 1 January 2019, every employee shall be able to work part-time for a predetermined period of between one and five years, before the initial contractually agreed working time is subsequently applied again. The conditions for this are that the employee has already been under contract with his or her employer for at least six months and that the employer generally employs more than 45 people. The employer may object to the part-time request if there are contrary operational reasons or contradicting working time requests from other employees. For companies in the range of 46 to 200 employees, the employer may only refuse the employee's request if, at the time the desired reduction begins, a specific number of employees have already reduced their working time. For employees, this new entitlement is not linked to the existence of specific reasons, such as bringing up children or caring for relatives.
Iii SIGNIFICANT CASES
i Statutory minimum wage
The Federal Labour Court clarified that a limitation clause is invalid if it does not explicitly exclude the minimum wage from forfeiture (decision of 18 September 2018, Case No. 9 AZR 162/18). In this case, the employment contract of 1 September 2015 agreed between the parties stipulated that all mutual claims arising from the employment relationship would lapse if they were not asserted in writing to the other party within three months of the due date. The clause did not explicitly exclude minimum wage claims. The employee asserted a holiday compensation claim more than three months after the end of the employment relationship. The court ruled that the clause was not clear and comprehensible because it did not exclude the minimum wage.
In another case, the Federal Labour Court ruled that contractual Sunday and holiday bonuses are deductible from the minimum wage and do not have to be paid in addition to the statutory minimum wage (decision of 17 January 2018, Case No. 5 AZR 69/17). In contrast to working hours during the night, the Working Hours Act does not establish any special payment obligations on the part of the employer for work on Sundays and public holidays. In addition to a minimum number of non-working Sundays, Section 11(3) of the Working Hours Act only provides for alternative rest days as compensation for work on Sundays and public holidays.
ii Data protection – video surveillance of workers
On 23 August 2018, in Case No. 2 AZR 133/18, the Federal Labour Court decided that the storage of image sequences from permissible open video surveillance is not rendered invalid by the passage of time, as long as prosecution by the employer is possible under substantive law. In this case, the employer dismissed an employee for stealing its property after reviewing CCTV footage that was over six months old. The Court ruled that an immediate analysis of video material is not required, and that, as long as the employer has a legitimate reason to do so, footage can be retained and reviewed at a later date.
iii Post-contractual non-compete covenant
In a decision of 31 January 2018 in Case No. 10 AZR 392/17, the Federal Labour Court confirmed its previous case law, according to which the post-contractual non-competition clause is a mutual contract. If the employer fails to pay the compensation even after setting a deadline, the employee can withdraw from the post-contractual non-competition clause. The motivation for making this declaration (alleged reaction of defiance) is not important, at least if the declaration was serious from the employer's point of view. However, since the non-competition clause constitutes a continuing obligation, rescission is only effective for the future.
Iv BASICS OF ENTERING AN EMPLOYMENT RELATIONSHIP
i Employment relationship
There is no legal obligation to conclude an employment contract in writing. However, according to the Act on the Recording of Essential Employment Terms, the employer must lay down the essential agreed employment terms in writing, sign it and provide the employee with this record one month after commencement of the employment at the latest.
In any case, it is recommended to conclude a written employment contract to avoid disputes about the applicable terms of employment. Employers do not weaken their position by concluding a written employment contract because employees enjoy the same protection if there is only an oral agreement.
If the employer and employee conclude a fixed-term employment contract, the agreement on the fixed term needs to be in writing (i.e., a written agreement executed by both parties on the same copy of the contract) and must be concluded prior to the commencement of the work. Fixed-term employment contracts are permissible if the strict requirements stipulated in the Act on Part-Time and Fixed-Term Work are met. Without any specific reason being required, a fixed-term employment contract can be concluded for a maximum term of two years provided that the employee had not been employed by the same employer in the past three years. In addition, it is permissible to conclude fixed-term employment contracts where the fixed term is justified by objective reasons (e.g., the employee is engaged as a temporary substitute for an employee on parental leave).
Substantial changes to the employment contract or the terms of employment requires either the employee to give consent or the employer to issue a notice of termination with the option of altered conditions of employment. The employer and employee can mutually agree on an amendment or change of the employment contract or terms of employment at any time.
ii Probationary periods
The parties to an employment contract can agree on a maximum probationary period of six months. The statutory notice period during any agreed probationary period is two weeks. The employer and employee can contractually agree on a longer notice period.
iii Establishing a presence
A foreign company does not need to establish a subsidiary to hire employees, but can hire employees by itself. However, such a presence can qualify as a branch and would have to be entered in the commercial register. Also, the competent authority (usually the trade office or similar authority) needs to be informed of the intended start of a business. There are certain types of businesses that require a permit from the competent authority (e.g., credit institutions, insurance companies, insurance brokers and financial investment brokers).
The foreign company or branch has to apply for a company number with the employment agency. This number is necessary with regard to forwarding social security contributions to the competent authorities.
Employees employed in Germany are generally subject to compulsory statutory social security schemes. These are health insurance, long-term care insurance, pension insurance and unemployment insurance. Generally, the contributions to the statutory social security schemes are evenly split between employer and employee and amount to approximately 40 per cent of the gross monthly salary of the employee up to the social security contribution ceiling. The employer is liable for calculating the social security contributions, deducting the employee's portion thereof from his or her salary and forwarding it to the competent authority. Further, the employer has to calculate, withhold and pay wage tax for the account of the employee.
Foreign companies can engage independent contractors in Germany.
During the ongoing employment relationship, employees are bound by a statutory contractual non-compete obligation.
The employer and employee can agree on a post-contractual non-compete covenant with a maximum term of two years following termination of the employment relationship, if justified by the legitimate interests of the employer. The employee must be granted compensation amounting to at least half of the remuneration package last received by the employee for each year of the non-compete obligation.
Vi WAGES
i General principles
Wages and salaries are usually stipulated in the employment contract and collective bargaining agreement.
As of 1 January 2019, the statutory minimum wage is €9.19 gross per hour and from 1 January 2020, it will increase to €9.35 gross per hour.2 The increase is based on a decision of the Minimum Wage Commission, which proposed an adjustment every two years. According to the case law of the Federal Labour Court, the remuneration of an employee must generally not be lower than two-thirds of the remuneration under collective bargaining agreements commonly applied in the respective industry and region, and in no case less than 50 per cent of the value of the work performed by the employee. Thus, it might be necessary to actually pay a higher wage than €9.19 gross per hour. In addition, minimum wages apply to certain industries (e.g., cleaning services, security service, construction businesses).
ii Working time
Statutory limits regarding maximum working hours are stipulated in the Working Time Act. Generally, the maximum weekly working time is 48 hours on average over a period of six months. The maximum daily working time is 10 hours. The same principles basically apply to night work. Employees need to have an uninterrupted rest of at least 11 hours after finishing a day's work.
iii Overtime
Employees are basically allowed to work overtime up to the limits of the Working Time Act. The employment contract needs to provide for such obligation. There is no statutory provision requiring overtime to be compensated in the form of higher wages or salary. In many companies, overtime is compensated by time off. Many collective bargaining agreements provide for overtime premiums. Usually, these range from 25 per cent on regular working days to 100 per cent for work on Sundays or public holidays. It is also generally permissible to compensate a certain amount of overtime with the regular salary if the employment contract provides for this. It is uncommon for managerial employees to receive compensation for overtime.
Vii FOREIGN WORKERS
Citizens of all EU Member States, EEA Member States (i.e., Liechtenstein, Iceland and Norway) and Switzerland are free to take up employment in Germany.
Citizens of third countries need a residence and work permit to be allowed to work in Germany. Persons willing to take up work in Germany are generally required to apply for a residence and work permit before coming to Germany. Citizens of certain countries (e.g., Australia, Canada, New Zealand and the United States) are allowed to apply for a residence and work permit after their entry into Germany.
Whether a foreign worker is subject to German tax depends on whether he or she is a tax resident in Germany (i.e., if he or she has a residence or habitual abode located in Germany). An applicable double taxation treaty concluded between Germany and the country of residence of the foreign worker might restrict the right of Germany to tax remuneration.
Generally, all employees working in Germany, regardless of their nationality, are subject to the German social security system. Exceptions may apply if a foreign worker is only temporarily seconded to Germany or performs work in different states.
With regard to secondments within the EU, the EEA and Switzerland, the provisions of Regulation (EC) No. 883/2004 of 29 April 2004 on the coordination of social security systems apply. According to this, employees can remain subject to the social security system of their home state if they are seconded to another Member State. An agreement on the applicable social security system may be agreed with the authorities.
Germany concluded bilateral social security treaties with certain states (e.g., with Australia, Canada, Turkey and the United States), which also relate to employee secondments. These social security treaties do not necessarily cover all components of the statutory social security system.
As a general rule (which applies if an employee is seconded from a state with which Germany did not conclude a social security treaty or if any such treaty does not cover a specific component of the German social security system), an employee who is temporarily seconded to Germany under his or her employment contract with a foreign company is not subject to the German social security system ('inward radiation').
Whether a foreign worker is protected by German labour and employment law generally depends on the law applicable to the employment relationship. This law needs to be determined on the basis of conflict of laws rules (in Germany, Regulation (EC) No. 593/2008 on the law applicable to contractual obligations (Rome I)). Under that Regulation, the parties to an employment contract can generally freely choose the law that shall govern the contract (subject to mandatory statutory provisions under the law that, in the absence of choice, would have been applicable). The Regulation also includes provisions determining by which law the employment contract is governed in the absence of a choice of law.
Viii GLOBAL POLICIES
German law does not require companies to set up any work rules. Often, internationally active groups (in particular, those whose parent company is subject to the Sarbanes-Oxley Act) wish to implement global policies applying to all companies of the group (e.g., global code of business conduct).
If there is a works council, the implementation of a company policy in Germany may trigger co-determination rights of the works council. The co-determination right does not necessarily have to relate to the whole policy but may – from a legal perspective – be restricted to certain provisions contained therein. If such a co-determination right exists, implementation of the respective provisions of the company policy requires the works council's consent.
If there is no works council, the company may implement the policy under the employer's right to instruct its employees if the policy specifies or pertains to obligations that are already (an implied) part of the employment relationship. An employer's instruction does not require a specific form. An email, note or letter would be sufficient. However, additional obligations or prohibitions going beyond implied obligations under the employment relationship would require employees' consent.
If a company implements a company policy by means of an employer's instruction, it is recommended – but not mandatory – to have the employees confirm receipt and acknowledge the company policy.
Alternatively, a company policy may be implemented based on employees' consent, namely, by agreement with the employee.
There is no legal obligation to have a company policy translated into German. However, breaches of a company policy can only be disciplined if the company can prove that the respective employee has sufficient command of the language in which the company policy is written. It is advisable to prepare a translation if not all employees have sufficient command of that language.
Ix TRANSLATION
There is no legal obligation under German law to translate employment documents into German or the employee's native language. However, a German translation should be prepared at the very least if not all employees have sufficient command of the language in which the employment contract or company policy is written.
i Works councils
Works councils can be elected in operations with at least five employees. There is no legal obligation to establish a works council. An employer cannot prevent employees from electing a works council.
The number of works council members depends on the number of employees employed in the operation.
In operations with more than 200 employees, a certain number of works council members (depending on the number of employees employed in the operation on a regular basis) are released from their normal work duties to perform work for the council only.
Works council elections take place every four years in the period between 1 March and 31 May. The regular works council election took place in 2018; the next election will take place in 2022. The works council members are generally elected for a term of four years.
If a company has more than one operation, a joint works council must be established at the company level. The works councils send delegates to the joint works council. The joint works council is competent for matters relating to the company. Also, the local works councils can delegate matters to the joint works council.
A group works council can be established at the level of the parent company of a group in Germany. It is competent for matters pertaining to the whole group.
An economic committee is to be established in companies employing more than 100 employees on a regular basis. The economic committee is responsible for discussing economic matters with the management of the company and informing the works council.
Managerial employees can elect their own representative body where there are at least 10 managerial employees in an operation.
The rights and powers of the works council are stipulated in the Works Council Constitution Act. They are far-reaching and can extend from information rights, consultation rights and negotiation rights to what are known as co-determination rights. Participation rights of the works council are of particular importance in the event of an operational change (e.g., downsizings).
Works council members, former works council members (whose term of office ended less than one year ago) and certain employees who participated in the election of the works council enjoy special protection against termination.
Works council members are entitled to their regular salary when performing work for the council. In addition, they are allowed to participate in any necessary (external) training. The employer has to bear the costs in this regard. In addition, it has to bear the costs resulting from the work of the works council (e.g., the costs for hiring a certain specialist as an adviser of the works council) and provide the works council with all necessary equipment to perform its work (e.g., an office, computer, telephone).
ii Employee representatives on supervisory boards
If, in particular, a German limited liability company or stock corporation employs between 501 and 2,000 employees in Germany on a regular basis, it is subject to the provisions of the One-Third Participation Act. As a result, one-third of the seats of the respective supervisory board have to be filled by employee representatives.
Under the Co-Determination Act, a co-determined supervisory board must be established, in particular, in all German limited liability companies and stock corporations with more than 2,000 employees on a regular basis. As a result, 50 per cent of the seats of the supervisory board have to be filled by employee representatives. The Co-Determination Act provides for mandatory rights of the supervisory board (e.g., appointing and removing the members of the management board).
Certain companies that are listed or subject to co-determination (generally those employing more than 500 employees on a regular basis) must establish targets for the female quota on certain management levels. Listed companies that are subject to co-determination must also implement a quota of at least 30 per cent men and 30 per cent women on their supervisory boards.
iii Unions
Employees can also get involved with unions. Employers are usually not entitled to ask employees whether they are union members. In addition, the employer must not discriminate against employees on account of their union membership.
Xi DATA PROTECTION
i Requirements for registration
Under the Federal Data Protection Act, the employer is permitted to collect and process an employee's personal data if he or she has given consent, or if a statutory provision or other legal provision (in particular, a works agreement) allows for such data processing. It is generally permissible to process data to the extent that it is necessary for the purposes of the employment relationship. Beyond that, data processing is only permissible to a very limited extent, accompanied by a careful weighing of the legitimate interests of the employer and the employee.
ii Cross-border data transfers
Transfers of personal data to countries inside the EU and EEA are allowed under the same conditions as data transfers within Germany. They are not subject to the approval of the supervisory authorities.
Data transfers to countries outside the EU and EEA (third countries) are permitted only if the recipient of the data can ensure an adequate level of protection of the data.
The European Commission has determined with regard to a number of countries that they have an adequate level of protection. In other countries, an adequate level of protection can be ensured by individual agreements with the data recipient or permits issued by supervisory authorities. Data transfers to the United States have been particularly problematic. After the Court of Justice of the European Union declared the Safe Harbour Decision of the European Commission invalid on 6 October 2015 (Case No. C-362/14, Schrems), data transfers to the United States were only permissible on the basis of standard contractual clauses or individual permits. On 12 July 2016, the European Commission adopted the EU–US Privacy Shield, which now governs data transfers to the United States.
iii Sensitive data
Information on a person's racial or ethnic origin, political opinions, religious or philosophical convictions, union membership, health or sex life is considered to be sensitive data. Sensitive data may only be processed by the employer in rare cases where this is explicitly permitted or required by statutory provisions (e.g., notification duties toward the statutory healthcare fund, accident insurance and pension insurance).
iv Background checks
Background checks by the employer are allowed but must be limited to issues that are significant for the specific position. With regard to checks of criminal records, only prior convictions may be requested that relate to the work of the employee or applicant. When performing background checks, the employer may not access information from social networks such as Facebook. On the other hand, it may evaluate information on the employee or applicant from professional networks such as Xing or LinkedIn.
Xii DISCONTINUING EMPLOYMENT
i Termination
The possibilities for dismissing an employee are limited by the Dismissal Protection Act. This Act applies to employees who have completed at least six months' service with the employer and are employed in an operation with more than 10 employees.
Under the Dismissal Protection Act, the termination of an employment relationship needs to be justified on objective grounds, these being the following:
- operational reasons (i.e., redundancy);
- conduct-related reasons (i.e., misconduct); or
- reasons related to the person of the employee (e.g., inability to perform the work owing to long-term illness).
In particular, with regard to terminations for operational reasons, there must not be any vacancies within the company on the same or lower hierarchy levels that could be filled by the affected employee.
A termination for good cause with immediate effect is possible under circumstances that make it unacceptable for the employer to employ the employee until the expiration of the notice period (e.g., fraud against the employer).
Any works council must be heard prior to the issuance of each notice of termination. The works council cannot veto the termination.
The applicable notice period must be observed. It can be stipulated in the individual employment contract, collective bargaining agreement or statutory law. Statutory law provides for notice periods depending on the employee's years of service (ranging from four weeks during the first two years of service, to up to seven months after 20 years of service).
Employees continue to be employed by the company during the notice period, which means a unilateral payment in lieu of notice is not permissible. Employees may generally be released from the duty to work (i.e., gardening leave).
Any notice of termination must be in writing and it must be signed by a person authorised to legally represent the company.
Employees can challenge the validity of the termination by filing a termination protection suit with the competent labour court. There is no discovery or jury trial under German law.
If the labour court finds a termination to be unlawful, it can, from a legal perspective, only award reinstatement; in other words, generally, it cannot grant a severance payment. In addition, the employee would be entitled to back pay.
Although the legal consequence of an invalid termination is reinstatement, approximately 90 per cent of the termination protection suits are settled in court. The employer pays a severance and the employee accepts the termination. The severance is usually paid in addition to the notice period.
The employer can always offer the employee the chance to conclude a mutual termination agreement. This type of agreement usually provides for the termination of the employment and the payment of severance.
There is no statutory formula for calculating severance payments. The following formula is often applied: severance payment = factor × gross monthly salary × years of service.
The factor usually ranges between 0.5 and 1.5.
ii Redundancies
The termination of employee contracts for operational reasons (i.e., redundancy) is generally permissible if a position (job) is eliminated. A redundancy does not automatically result in termination of the contract of the individual whose job ceases to exist. Instead, a social selection procedure is used to determine which employees must be dismissed. This means that from a group of comparable employees, the individual with the least need for social protection in terms of age, years of service, maintenance obligations and disability will be dismissed.
The works council has many more rights in the case of an operational change (e.g., mass redundancy). If a planned restructuring constitutes an operational change, the employer must negotiate a reconciliation of interests regarding the scope of the restructuring and its implementation (in particular, steps and timing), and a social plan with the works council (usually providing for severance payments). Again, there is no statutory formula for calculating the severance payments. In practice, formulas similar to the one described in subsection i, above, are commonly used in social plans.
The conclusion of the proceedings on a reconciliation of interests and a social plan does not implement the redundancies. The employer still has to implement the redundancies concerning the individual employees by issuing notices of termination or concluding mutual termination agreements.
If a substantial reduction in personnel constitutes a mass redundancy under German law, the employer has to notify the employment agency of the mass redundancy. A mass redundancy occurs if the employer dismisses a certain number or portion of its employees employed in an operation within 30 calendar days. The employment agency does not review whether the mass redundancy is justified. The procedure is more of a formal requirement, which is, however, a precondition for validity of the termination.
Xiii TRANSFER OF BUSINESS
The Acquired Rights Directive (Directive 2001/23/EC) has the primary intention of protecting the rights of workers on account of a transfer of business. In Germany, the Acquired Rights Directive has been implemented in Section 613a of the Civil Code.
A transfer of business occurs if an economic entity is transferred by way of legal transaction to a third party (transferee) that continues to operate the economic entity. As a consequence, all employment relationships that are allocated to the economic entity transfer with all rights and obligations to the transferee by operation of law.
To determine whether an economic entity has been transferred in the specific case, the following seven criteria need to be considered:
- type of business involved;
- transfer of tangible assets;
- transfer of intangible assets;
- assumption of personnel or part of the personnel by the transferee;
- transfer of customers;
- similarity between activities before and after the transfer; and
- duration of any suspension of activities.
It should be established whether an entity is an asset-intensive business (e.g., a production plant) or a labour-intensive business (e.g., a consulting firm). In the case of an asset-intensive business, a transfer of business can occur simply by taking over the relevant assets and continuing the business. With regard to labour-intensive businesses, a transfer of business occurs if the transferee assumes an essential part of the workforce in terms of numbers and knowledge or skills.
If a transfer of business occurs, all rights and obligations under the employment relationship transfer to the new employer by operation of law. Only the employment relationships of active employees transfer. The employment conditions remain unchanged.
The transferor and the transferee are obliged to notify the employees who are subject to a transfer of their employment relationship. The Federal Labour Court has interpreted this obligation very broadly.
Under German law, an employee affected by a transfer of business may generally object to the transfer of his or her employment relationship within a period of one month after receiving a proper notification letter. If the employee has not been properly informed (i.e., if the notification letter does not meet the standards set by statutory law and case law), there is no statutory period during which the employee must declare his or her objection – essentially, he or she can object to the transfer without a time limitation. If the employee objects to the transfer, he or she remains an employee of the transferor (i.e., he or she does not automatically have to resign).
Termination of the employment relationship of an employee because of the transfer of business is ineffective. Termination for other reasons is permissible, subject to the general rules.
Xiv OUTLOOK
As a result of the decision of the Federal Constitutional Court of 10 October 2017 (Case No. 1 BvR 2019/16), as of 1 January 2019, people who identify as intersex (those who cannot be permanently assigned to either the male or female gender) can be listed as 'inter' or 'divers' in the register of civil status to protect them from discrimination. The general right of personality ((Article 2(1) in conjunction with Article 1(1) of the Basic Law) and the general equality right (Article 3(3), first sentence of the Basic Law) protect gender identity. This may require adjustments in the field of employment regarding dress code, minority quotas and wording in job advertisements.


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text: Villa Maria's golf team had a successful week, with 2 wins over Nazareth. League championships begin next week. Coach Matt Poole reports that the team has seen steady improvement, with multiple players lowering their scoring average. Senior captains are Anna Bozzi and Marisa Ceritano, and scoring leaders are Emily Deacon, Elizabeth O'Connell, Abby Gauntner, and Caroline Hernandez.


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Treat yourself to a fantastic experience at Villa Copenhagen! This unique hotel will open in spring 2020 in the stately building that was once the headquarters of the Danish post office. Perfect location next to Copenhagen Central Station. Come on in!
Welcome to the hotel's Brasserie restaurant and enjoy delicious dishes inspired by Southern Europe and North Africa.
The wine bar is a relaxed and cosy hideaway during the day, but which in the evening turns into a bustling wine and cocktail bar.
Welcome to Villa Copenhagen's lovely courtyard, a place to mingle, work and spend time with family and friends. This is a popular hangout among both hotel guests and Copenhagen locals!
The hotel's stunning roof terrace features a well-kept garden that feels like an oasis of calm. We even grow herbs and other produce up here that is used in the hotel's restaurant!
Enjoy a dip in the heated 25-metre pool, a good workout in the 24-hour gym or just sit back and relax in the sauna. The choice is yours!
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My Fashion Faux Pas
Lets face it.. all of us have lived through the awkward stage of our lives where we seem to be 'incapable' of dressing ourselves decently. Whether it was in primary school, year 8 or even a recent fashion no-no, sometimes we wish we could be told what to avoid instead of being bombarded with information on what we 'should' wear.
I must say, in my 17 years, I have made one too many fashion mistakes and I hate to say that some are rather too recent for my liking. But hey ho, thats life and we all move on from it.. don't we..
I thought in this post I would share some of my most tragic fashion mistakes to provide you with some (hopefully) useful tips, tricks and probably a few giggles, too.
My Biggest Mistakes:
To start this all off, I thought I must include this one. I don't know what it was, but once I hit year 8 I whipped out the ever so tragic 'peace' sign and the pout to match. This is a regular occurrence so I must apologise. This was taken on a holiday to Turkey with my best friend and her family. I don't know why I decided to pair these two together, however, the (much too small) floral dress just does not go with the grey and salmon knitted cardigan. It isn't flattering silhouette-wise and the colours are just horrific together. Not a great moment, Chlo.
There are multiple things wrong with this photo on the whole. I, for some unknown reason, thought I would buy the famous 'Geek' sweatshirt from Topshop. It was an awful, embarrassing trend and I wish I never made that purchase. There's £25 I'll never see again. Secondly, I am blissfully unaware as to why I am gripping the ends of my hair like that. Am I trying to hide the split ends or what?
I must admit, when I was wearing this outfit, I remembered quite liking it. Oh dear. If you took the pieces and examined them separately, they aren't too bad, but I just think they look very, inexplicably bad when styled together. The garish green vest top underneath the tucked-in floral 'thing' just adds far too much colour and the jeans are already horrendously blue that it really doesn't need it. I threw the floral number away.
The visible socks, the leggings and denim shorts combo and the lumpy cable knit jumper are just pretty horrifying to look at. I can tell that I tried really hard with this outfit and even colour matched my jumper to the pinkness on my feet but oh dear lord that just doesn't go down well does it? Oh, and don't get me started on the denim on denim.
Do not wear two pairs of sunglasses, kids.
When wearing a body con midi skirt, one must NOT spread their legs. I think this should be made official common protocol and I think you can see why.
This one was taken 2 years ago when I was on a school trip to Antibes, France. I love this photo because it brings back hilarious memories and I do look like I am having the time of my life on that aubergine. But what is going on with my clothes? Again, the items separately are fine, but together....? For starters the trousers are actually pyjama bottoms and have no green in them whatsoever so the sweatshirt doesn't match at all. Also, I will never know what possessed me to wear long(ish) grey socks with Vans? Where were ankle socks when I needed them?
Stuffing netballs up your school jumper is NOT as good an idea as you think.
The main problem with this photo was the state of my hair. Having long hair can be problematic because it gets knotty and straggly during the day, however, I wish I brushed through my hair (at least with my fingers) to remove the horrible messy lump at the side. The shape of my hair is also rather questionable. The 'flicked over to one side' look can work really well and add volume and shape your face, however, in this instance it just created a horrible, unhealthy looking straggle of hair to the right hand side of my head.
This was taken 'fairly' recently when I was at the end of year 10. What befuddles me about this outfit is the belt and the shoes. They both match each other well but they do not actually match the dress which creates a nasty clash. There's already too much colour in the outfit already and I really shouldn't have added anymore. The earrings are also a step too far. It's just an overly colourful and garish look and I have never worn the dress since. Think twice before you buy.


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Ok, y'all. It's only several months behind, but I have released Billix 0.24 – the "Pull My Finger" edition! (a tribute to Jerry Jalava and his amazing USB finger). Here's some of the changes I made to it..
Billix 0.24 - "Pull my finger!" (Tribute to Jerry Jalava and his USB finger) Removed Ubuntu Gutsy (7.10) Added Ubuntu Intrepid (8.10) Updated CentOS 5 to Centos 5.2 Updated CentOS 4 to Centos 4.7 Updated Fedora to Fedora 10 Removed Debian Sarge Added Debian Lenny (5.0)
Y'all can get it from Sourceforge. Have a good one!


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BiblioTHerapy Series: Dirty God
This page contains affiliated links.
I will make this a regular part of my Bibliotherapy series because I think that it is pertinent information. Hoopla is a free app that you can download on a mobile device and perhaps on some computers, depending of what version you have of Window or Mac. I am familiar with using it on my phone because I always have it with me and can read or listen to books if I am on the go or waiting at one of the various appointments we have in our family. Hoopla connects to your local library and you can check books, movies as well as television series and other goodies for free. You have a set amount of time that you can read, listen or watch the items on your mobile device until they are returned. I think it is such a great option to not only utilize one's local library, but to take advantage of what our mobile devices can do for us in a positive manner.
My first review is of Dirty God, a book that has the main purpose of driving home the whole idea of Grace. Mr. Moore seeks to explain grace, God's grace, how to receive grace and how to extend grace. He does this in an easy flow format that can be followed buy traditional reading as well as via audio format. The reason why I chose to look into this book came about from a referral from a friend whose daughter read the book for her college class. I had been working with the addiction and homeless population for a little over half a year, and I had begun to learn the real meaning of grace. I was intrigued in the book for this very reason. I am a HUGE proponent of the idea of extending grace and learning to do this unconsciously. What do I mean by unconsciously? It means that you give kindness because it feels good and natural. You don't judge people because of their once drug use or their homelessness, their unplanned teen pregnancy or incarceration. You look at people and see a human being without having to try.
So, why Dirty God for therapy? I would likely use this in an overt Christian counseling session, for someone who is struggling with giving or receiving grace. I think it is vital to educate individuals about grace from the ground up, an elementary education so to speak. If you get a chance to read the POV article from Pastor Steve VanderWest and myself, you'll hear from a pastor's mouth, how vital the truth of Grace should be to share. Depending on the individual, I would either suggest the whole book or a particular chapter (s). Grace is often an elusive entity for those who come into the counseling office because the fear of not having love or giving enough love. A fear of rejection often plagues individuals because of their mental health struggles and the knowledge as well as understanding of grace is a useful tool to healing.
If you like this post, please check out the link below.
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The Voice in Speech and Song
Narrated by Timothy Turner
Chapter 00 Introduction
Chapter 01 A Heavenly Talent
Chapter 02 Design for Communication
Chapter 03 A Tool for Evangelism
Chapter 04 Importance of Speech Education
Chapter 05 The Role of Parents
Chapter 06 The Role of Teachers
Chapter 07 Students and Speech
Chapter 08 The Influence of Words
Chapter 09 Persuasion Through Speech
Chapter 10 Misuse of the Gift
Chapter 11 Nature of His Voice
Chapter 12 Effectiveness of Presentation
Chapter 13 Love, Sympathy and Kindness
Chapter 14 Patient Calmness
Chapter 15 Simplicity
Chapter 16 Power, Authority, and Earnestness
Chapter 17 Words of Truth
Chapter 18 No Complicated Reasoning nor Argument
Chapter 19 Christ's Study of Countenances
Chapter 20 Adaptation to His Listeners
Chapter 21 Illustrations, Symbols, and Figures of Speech
Chapter 22 The Worker's Model
Chapter 23 Revelation of Christ
Chapter 24 Modesty, Truthfulness, and Discretion
Chapter 25 Kinds of Negative Speaking
Chapter 26 Love and Kindness
Chapter 27 Effect of Words on Oneself
Chapter 28 Discernment in Reproof
Chapter 29 Praise and Thanksgiving
Chapter 30 Care in Speaking of Others
Chapter 31 Hope and Encouragement
Chapter 32 Faith a Topic of Conversation
Chapter 33 Simplicity in Our Speech
Chapter 34 Importance of the Subject
Chapter 35 Charity and Purity of Utterance
Chapter 36 Importance of General Health
Chapter 37 Proper Use of the Voice
Chapter 38 Love and Kindness
Chapter 39 Simplicity and Clarity
Chapter 40 Pure Language
Chapter 41 Earnestness and Assurance
Chapter 42 Conversational Manner
Chapter 43 No Harsh Words nor Debating Spirit
Chapter 44 Brevity
Chapter 45 Speed and Tone
Chapter 46 Anecdotes and Humor
Chapter 47 Illustrations and Visual Aids
Chapter 48 Oratorical and Theatrical Display
Chapter 49 Danger of Excessive Emotion
Chapter 50 Being Heard, but not by Shouting
Chapter 51 Refinement and Solemnity of Manner
Chapter 52 Every Person an Original
Chapter 53 The Real Proof of Preaching
Chapter 54 Christ, the Sum and Substance
Chapter 55 Promise of the Holy Spirit
Chapter 56 Eternal Truth
Chapter 57 Testing Truths
Chapter 58 Soon Coming of Christ
Chapter 59 The Way of Salvation
Chapter 60 Practical Godliness
Chapter 61 Men and Women of the Bible
Chapter 62 Medieval Reformers
Chapter 63 Adventist Pioneers
Chapter 64 The Power of Song
Chapter 65 Christ's Singing
Chapter 66 Voice Culture and Song
Chapter 67 Wrong Use of the Voice in Music
Chapter 68 Singing That is to God's Glory
Chapter 69 Song a Part of Worship
Chapter 70 Singing a Means of Witness
Chapter 71 Singing in Israel's Experience
Chapter 72 Song at Christ's Resurrection and Ascension
Chapter 73 Song in the Last Great Crisis
Chapter 74 Songs of the Redeemed
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NOTE: Program Subject to Change
Project stakeholders go through painstaking exercise to identify required and to expedite them for timely delivery to the site in avoiding project delays creating complicated warehousing and logistics challenges of having the right material at the right time and location.
This paper presents an analytical model to manage the mega project warehousing issues. Drones equipped with streaming video capability can help survey the site, identify optimal location for warehouses, and monitor the job site for suspicious activity allowing the project team to easily monitor locations and quantities of assets and materials at a glance, to ensure it will be there when you need it. When the request for a particular material arrives, an optimal path is digitally mapped for the drone to travel based on mapping done previously.
The paper will discuss an optimization model for warehouse management through the use of drones and artificial intelligence (AI). An analytical model of warehousing management with huge potential cost and schedule savings will be presented.
The construction supply chain is complex, contentious and characterized by a large number of stakeholders with varying degrees of leverage over one another with regards to the transfer of funds. Parties furthest down the supply chain are at the greatest financial risk because there are more entities through whom funds must flow and therefore more potential causes of payment delay. Late payments impose financing costs on those further down the construction pyramid while at the same time providing an unwarranted financing gain to those higher up. Construction costs are therefore higher, even on projects that maintain a prompt payment cycle, because contractors must factor into their bids the financing costs and the risk costs associated with late payments. Furthermore, these delays increase tensions between the general contractor and his subcontractors which often negatively impacts work progress, results in schedule delays and increases the risks of claims.
This paper proposes a solution to the problem of late payments in construction through the implementation of blockchain technology and smart contracts. The integration of technology is harmonized with conventional construction processes to minimize operational disruption. The implementation of this innovative solution would reduce project costs, minimize the risk of late payments and reduce the potential for claims.


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At NRMA car servicing, we're committed to good, honest car servicing and repairs at competitive prices.
- You approve any work before we start, and it's all guaranteed for 12 months or 20,000kms
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- There's no surprise costs when you pick up your car, and NRMA Members save 10% off the total of your invoice
We have car service centres with qualified mechanics in Sydney and NSW, there is sure to be a location that suits you. Sydney, Wollongong, Central Coast, Lake Macquarie, Southern Highlands and Newcastle residents have the convenience of our mobile mechanics at their service.


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Gather up your bingo paraphernalia, the kids and grandkids. The Taneytown Chamber of Commerce is hosting Family Fun Bingo Aug. 15 at Pleasant Valley Fire Hall, with doors opening at 5:30 p.m. and games beginning at 7 p.m.
"I think this is the 10th one," said Wilma Brown, secretary of the chamber's board of directors and event organizer. "Our bingo frequenters come every year. They love the prizes and the fun."
Tickets are $12 in advance or $15 at the door and include 20 regular games. There will also be four raffles, with raffle tickets $1 each or six for $5, and tip jars, 50-50s, two special games, and two kids' games for $2 a game.
Prizes for the regular games include 10 cash prizes; two prizes are wearable art from Westminster artists Inna Coleman and Charlotte Laslo, and other prizes are from Longaberger, Tastefully Simple and Mary Kay, to name a few.
The raffle prizes are as follows:
Raffle 1 — Longaberger Cornucopia Basket, donated by Brown and filled by The Flower Shop in Taneytown, valued at $100.
Raffle 2 — A 1.5-hour massage donated by Dave Hanyok, owner of Physical Balance, a $95 value.
Raffle 3 — A 1984 Longaberger Large Family Picnic Basket, donated by Brown, valued at more than $150.
Raffle 4 — One photography sitting and an 11-by-14 portrait, donated by Christina Martin Photographers, valued at $275.
Food prepared by the Pleasant Valley Ladies Auxiliary will be for sale, said Brown.
The money raised helps support a number of the Chamber's initiatives as well as events sponsored by the City of Taneytown and the 1st Thursday and 3rd Saturday events hosted by downtown shop owners, said Brown.
This year, the chamber gave FSK Entrepreneur of the Year Dustin Bowers a $500 scholarship and a free, one-year membership to the Chamber in support of his year-old landscaping business.
"He was so touched when he got that," said Brown. "He was so shocked. He's a nice young man."
Bingo tickets are available at New Windsor State Bank, 222 E. Baltimore St., and PNC Bank, 459 E. Baltimore St., both in Taneytown, or can be obtained by calling Laura Howard at 410-756-4234 from noon to 4 p.m. Tuesday through Saturday or Brown at 410-596-1917.
Each ticket holder is asked to bring at least one nonperishable food item — in a can or box — for the Caring & Sharing Ministries Food Pantry in Taneytown, Brown said, as many in Carroll County are without.
Brown said the Chamber is also looking for new, committed members who can take on leadership positions.
"We are a fun group, and we're in it to give back to the community in various ways," she said.
The fire hall is at 2030 S. Pleasant Valley Road, Pleasant Valley.
Looking ahead, tickets are also now on sale for the Chamber's Barnyard Bingo, which will be held Oct. 18 at Taneytown Memorial Park. Tickets are $5 each, with prizes of $800, $100 and $50, as determined by the cow. All tickets must be purchased by Oct. 13 so customers' numbers can be entered into the database. They can be obtained from Chamber members, by calling Brown, or at PNC Bank and the Chamber office, 16 E. Baltimore St., Taneytown, Tuesdays through Saturdays between noon and 4 p.m.
For more information about the Chamber or either bingo, call Brown at 410-596-1917.
Floral, teen programs
Interested in a lesson in flower arranging? Then you won't want to miss the program "Learn How to Arrange Summer Flowers" being held at the Taneytown branch of Carroll County Public Library at 7 p.m. Aug. 14.
Silver Fancy Garden Club members will demonstrate how to create summer flower arrangements, and all participants will get to take home a small arrangement.
This event is free, open to adults only, and all supplies are provided. Registration for this event is required and opened July 31.
Twenty-five participants — and possibly more — are welcome.
Teens in need of service-learning hours or those who have some ideas for improving the library experience for teens are welcome to the Teen Advisory Board meeting being held at the library at 6 p.m. Monday, Aug. 4.
Those ages 12 to 17 are encouraged to stop in and share their opinions and ideas with library staff about what books, music, movies and programs they would like to see at the Taneytown library.
This program is free and registration is not required. Refreshments will be served.
The library is at 10 Grand Drive, Taneytown.
For more information about these or other programs or to register for the flower arranging program, visit http://www.library.carroll.org or call 410-386-4510.
Latest Carroll County News
Kim Stenley covers Detour, Frizzelburg, Harney, Keymar, Keysville, Mayberry, Middleburg, Taneytown and Tyrone. She can be contacted at 410-756-6402 or firstname.lastname@example.com.


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A long time friend wrote recently to say I've become a photographer. I've always been fascinated by the work of "shooters" especially some very talented colleagues. I have been blown away by their skill and paid attention to how they did their work. A source of personal pride was being second or third camera on some documentary shoots.
Out here though, as I told my friend, it really is a matter of just pointing and shooting. Late January brings stunning color to the Central Coast. Enjoy.
This form of ice plant will continue to "explode" as the season continues.
We call this the "Ruth Rose" as we got a cutting from her. Ruth modestly refers to it as the Cambria Rose.


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This is a tricky subject.
I've been thinking about my relationships recently and how they affect me or how I affect them. From friends, to family, to your partner, people can really improve your daily situations or really bring you down, even if not on purpose.
The thing is, we should be spending more time with the people we love and really try to be present when we are with them – meaning, let go of your phone! Really listen to what they have to say and take the opportunity to get to know them better.
At least that's what I keep reading. And reading it really did spur me into action and I made plans with friends and made the effort to focus on them.
It didn't quite go as planned.
I'm an introvert.
When I teach, it's like I'm playing a role, so I'm not shy or quiet. I'm loud and move around a lot and laugh. If I told my students that I was shy, they would probably laugh it off as a joke.
My closest friends know I can be awkward around people I'm not comfortable with, but even they probably wouldn't say that I'm an introvert. With them, I'm comfortable being as loud as I want. As weird as I want.
There are others that I can be comfortable with on certain occasions. And unfortunately it wasn't on one of those occasions that I ended up in when I was so convinced that I needed to be a more present friend.
It was an awkward afternoon. I didn't say much, which was bad because we were only three people. When I got home I was very let down and blaming myself for the whole thing.
How do you get over your shyness?
How do you make a connection?
I've got friends I don't have anything to talk with. Is that weird?
I'm trying to improve, but it's very tempting to just look at my phone during an awkward silence. It's just so easy.
I guess we need to power through these little awkward moments in order to grow.
I'll keep on pushing myself.
Here's a sketch of my parents' dog.
The Sardine


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Newspaper Article Archive of
It had been a tough season for Blake Bontrager in the win column on the mound.
Iowa Mennonite's sophomore starter had not allowed more than six hits or two earned runs in any of his five starts this season, but his record stood at 1-3 entering the district final in Keota.
Bontrager took matters into his own hands on Saturday, driving in the first two runs of the game and throwing a three-hit shutout in a 10-0 win over Sigourney.
"I was just trying to come out and dominate," Bontrager said. "I knew my fielders were going to have my back. I just threw strikes and let them hit it."
It was effective. Bontrager had just one strikeout and one walk, and needed only 64 pitches for the five-inning complete game blanking of the Savages.
"It means a lot to me," Bontrager said. "This is the farthest I've ever been, so it's really impactful."
Drake Brezina, who was hit by a pitch and scored in the first inning, drove in two runs with a second inning double and cleared all three bases with a double in the third. He finished 2-2 with five RBI.
Iowa Mennonite led 9-0 by the end of the third inning.
Cole Ours scored in each of the first three innings and invoked the 10-run mercy rule with a two-out single in the fifth.
Cole Yoder and Isaiah Swantz each had a hit and drove in a run in the third inning. While catching, Swantz recorded two outs on foul pop-ups near the backstop.
Brezina recovers to strikeout BGM
It was not the start anyone was expecting. Drake Brezina, who had not allowed an earned run in three of his last four starts, had allowed two hits, two walks and hit a batter before recording an out in the district semifinal.
Trailing 2-0 with the bases loaded and not outs, Brezina struck out the next seven in a row and would not allow another run in Iowa Mennonite's 4-3 win over BGM in Keota on Thursday.
Brezina struck out 13 batters in five innings of work. He did not walk a batter after the first inning and gave up four more hits. He credited the quick turnaround to his curveball.
"Sometimes you just can't throw a fastball or something's not working so you have to switch it up," he said.
"Blake (Bontrager) back there, I've always got to give the credit to that guy. Him and I, we just connect. We just know what we want and he knows what I'm feeling so I've got to give it to him. It's great to get in that groove."
The IMS offense responded to adversity immediately as well, loading the bases and scoring on a one-out single from Bontrager.
Two strikeouts protected the Bears' one-run lead until the second inning. That's when Reggie Borntrager cleared the bases with a two-out three-RBI double.
"I was just looking for (a pitch) right down the middle," Borntrager said.
"I decided to swing at the first one. I wasn't sure if it was foul or not at first, but when I saw it roll to the fence, I felt good about that. I guess I hit it to the right place."
To read the full story, pick up a copy of the Kalona News or subscribe.


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Clix Capital Digital Loan
Among various options for Personal Loans, Clix Capital Digital Loan is one of the worth considering loan options for the loan seekers, who are looking for the best Personal Loan to meet their needs. This Gurugram Based Non-banking Financial Company has a range of loan options to serve their customers, and the best part is all the loan options are available at a better rate of interest.
Features of Clix Capital Digital Loan
Here are the salient features of the Clix Capital Digital Loan, mentioned below:
The Loan availability begins from as low as Rs. 10k, thus offering the loan seekers with the availability of smaller amount and thus fulfilling small needs, too
Wide range of loan amount availability
Hassle free Clix Capital Digital Loan
Always open to the customers who are new in the finance market, thus offering an easy flexibility to the customers for availing Digital Loan
Loan Application evaluation is done through the innovative calculation of their own
Availability of Personal Loan calculator offers, a complete guidance on how much should you borrow and what impact you will be bearing with the change in loan tenure and loan amount on your EMIs
Easy Application Form offers the quick and hassle-free applying for the Personal Loan Needs
Easy Approval at very Low Eligibility Criteria offers a chance to all the loan seekers with the low eligibility to get the Personal Loan, when the doors of all the banks have closed
Documents Required for the Clix Capital Digital Loan
Here is the list of Documents required for the Clix Capital Digital Loan
Proof of Identity like Passport, Aadhar Card, PAN, Driving license etc
Proof of Address like Passport, Aadhar Card, Driving license etc
PAN Card
Bank Statement of last 6 months for verification of your income details
Ways to apply for the Clix Capital Digital Loan
The steps to the application for the Clix Capital Digital Loan can be taken in two ways:
Directly through the bank website
Visit Clix Capital Website
Click on the section "I would like a Loan for" and choose Personal use
Click on Apply Now Button
Fill out the short form, with the details like Name, email address and Mobile number and verify the number with the OTP
The customer care representative will contact you shortly and you will be guided with the further process
Through the unmatched services of DealsofLoan
You can also take the services of the DealofLoans for your Clix Capital Digital Loan requirements, which is an easier process to follow:
Just fill in the eligibility form for your personal loan requirements
The DealsofLoan representatives will contact you shortly once you provide us the details and will brief you with the next steps for meeting your personal Loan needs and demands
Just fulfill your needs for the Personal Loan with Clix Capital and DealsofLoan! Contact us now!


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The Onboarding Book (2012)
In brief: A robust blueprint that can be customized to complement the dossiers that board leaders provide new directors, The Onboarding Book—applicable to both public and private companies—offers sample templates for policies, practices, committee charters, board and committee evaluation tools, and more.
How boards can use this resource: This publication is an effective resource to support new director orientation. It includes samples and templates relating to the following areas:
- About Our Company
- About Our Board
- Board Responsibilities
- Board and Director Evaluation
- ABC Governance and Policy Documents
Most relevant audiences: Nominating and governance committee chairs, lead directors, board chairs, corporate secretaries, general counsel


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Clinical Awareness Safety Training for Healthcare (C.A.S.T.)
2 hours
Instructor: Lou Chatel Jr.
De-escalation training for Nurses, Licensed Nursing Assistants, Licensed Practical Nurses, and Physicians.
This program focuses on the needs of healthcare and reviews the signs of escalating behavior and the teaches de-escalation tips and techniques. It also teaches what to do OR not do when the problem has or is escalating and is becoming potentially to violent to safely intervene.
All Classes Include:
- Classroom instruction
- Hands on Self Defense Techniques
- Time for Questions & Discussion


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Jeff Nally
Jeff Nally, Client Service Manager for CoachSource, is an executive coach, speaker, and author with over 23 years of experience improving leaders, teams and organizations. His background includes working with c-suite leaders, corporate executives, and senior leaders in large manufacturing and healthcare corporations. He is the president of Nally Group, a brain-based coaching and leadership practice.
Jeff created and led the executive coaching practice for nine years at Humana Incorporated, a Fortune 70 healthcare company. Jeff was an internal executive coach at Humana where he led over 550 engagements including one-on-one and group coaching. He created and led Humana's Women in Leadership coaching experience for the top 130 women in the company. Jeff designed a 360 feedback assessment based on Humana's values and combined it with personality and critical thinking assessments to create The Humana Executive Assessment Portfolio for the company's top 150 executives.
As an executive coach, Jeff works with senior level executives, business unit vice presidents, and department leaders. His corporate leadership, executive coaching expertise, and human resources expertise required that leaders align their coaching success to measurable business impact or outcomes.
Coaching clients at Humana attributed 56% of business improvement directly to executive coaching and completed 93% of all coaching goals within a six month engagement. Coaching clients reported a higher degree of commitment to Humana, higher level of engagement, and increased job satisfaction as a result of executive coaching.


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|Re: Ombudsman on N. Korea Food story
6 Jul 2005 08:57:35 GMT
In article <email@example.com>,
<email@example.com> wrote:
> In article <firstname.lastname@example.com>, Justa Lurker
>> No one is stopping you (or anyone else) from leaving. So if you are
> I would point out that the right of dissent is at the core of our
Interesting. I just watched this week's edition of NOW (pbs.org). I
"That is, in fact, the manifestation of dissent that defines democracy."
The video of the interview with Milton Glaser isn't available yet, but
There are three things I tell my kids over and over:
John Meissen email@example.com
|Post Followup Article
|Use your browser's quoting feature to quote article into reply
|Go to Next message: Joe Morris: "Re: Supplemental Grounding Electrodes"
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Full List of Murder, She Wrote Episodes
Below is a complete Murder, She Wrote episodes list that spans the show's entire TV run. The success series starred Angela Lansbury as Jessica Fletcher, a retired schoolteacher turned mystery novelist "JB" Fletcher, who ends up solving many murders in her real life. The show ran from 1984 to 1996, with 264 episodes in all, plus a few TV movies after the show itself ended.
This Murder, She Wrote episode guide includes original air dates, as well as plot summaries. Click on the each individual episode from the entire Murder, She Wrote series for more detailed information such as the director, season number, and other info. Everything from season one's "Birds of a Feather" and "Sudden Death" to Lansbury's later appearances as busybody detective Fletcher in the TV movies A Story to Die For and The Celtic Riddle are included.
Are you remembering a funny or melodramatic scene, but can't think of the name that the Murder, She Wrote episode is from? Scroll below and you'll find what you're looking for.


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Looking for a quick veggie and protein packed lunch? Look no further than this simple Hummus and Chicken Protein Bowl. It takes less than 1o minutes to meal prep for an entire week's worth of lunches, and its oh so tasty. Continue reading "Hummus and Chicken Protein Bowl Recipe"
Tag: wellness
3 Ways to Eat What You Want and Lose Weight
You may be saying, "No Loren, you can't eat anything and still lose weight!"
Maybe losing weight sends a picture of salads (no dressing) and raw carrot sticks.
Perhaps weight loss sends you into a nervous sweat when thinking about the gym.
Im here to change all of that! I eat pizza and drink beer every weekend.
I'm building my dream, skinny jeans-ready body too.
To truly lose weight we must adjust our lifestyle. No amount of starvation and deprivation will create lifelong change. That quick no carb, no chocolate diet will last a couple of weeks at best. It will also create a terrible relationship with food. Instead, I've learned how to eat all of the foods I want and still lose weight. Finally, no calorie counting, no elimination diets, no grumpiness.
Here's how eat what you want and still lose weight.
1. Get four servings of veggies daily
- 85% of weight loss happens with changes in nutrition.
- When I get all 4 servings of veggies in something amazing happens. I feel better. I stay full longer. It makes sure I'm getting essential nutrients.
- Even better? I have zero guilt about indulging in that pizza and beer on Friday when I know I've had an amazing and healthy day.
- How? I add spinach to my morning TrimShake. I have 2 greens at lunch. Finally, I meal prep veggies for dinner. There are endless ways to get them in daily. Message me for more ideas!
- Adding in fruits is essential also! I aim for 4 veggies and 3 fruits a day.
2. Drink water
- I divide my body weight in half and convert that number to the number of ounces I drink each day. Honestly, I go way over because of my health struggles
- I keep a giant Yeti cup with water and lemon essential oil filled at all times. It's a great flavor AND a great source of antioxidants.
- Ditching soda is the best thing I ever did. They are filled with sugar and calories. I don't want to drink my calories, I prefer to eat them 😜. Sodas are also known for toxic chemicals and questionable ingredients that hinder weight loss and muscle building. {Now, I still have my Dr. Pepper and whisky cokes every now and then. But, I'm not dependent on it. I've learned to love fruity water and sparkling water.}
- So, flush those toxins, hydrate your body, and use a little self care with water.
3. Don't starve, eat 6 times a day
- Growing up, my family used to say your body needs fuel. It's so true! People who do super low calorie and starvation diets actually hinder healthy weight loss. The body needs protein, carbs, and yes even fat. Without it, the body can't build lean muscle and burn fat properly.
- I was tired of yo-yo starvation diets that made me feel guilty. Instead, I found that eating six small meals (now, don't have McDonald's 6 times a day) gave my body constant fuel and nutrition it craved.
- It makes me drop weight like no ones business!
Here's an example of my daily meals
- Breakfast: dōTERRA Trimshake with banana, spinach (can't taste it), and almond milk
- Snack: Greek yogurt with friut
- Lunch: Veggie and Chicken Pasta Primavera
- Snack: OneBar (for protein around workout)
- Dinner: Fajita Bowl
- Snack: Chocolate peanut butter protein mug cake (recipe on my Instagram Story!) with black berries and strawberries
Find what works for you, we're all unique!
At the end of the day, once I hit my gym goals and my nutrition goals, I comfortably indulge in my favorite foods without guilt. No one should live with guilt over food. In all honesty, every food has a certain place in any diet. It's all about learning to get the right combinations and exercising along the way.
I help women with health challenges create confidence to rock those skinny jeans while eating pizza and beer by learning how to workout and eat on their own terms. If you feel stuck or are ready to get into those skinny jeans, send me a message or DM. I share tips daily on Instagram. Let's follow each other and cheer each other on!
Loren is a wellness advocate, a Special Education Teacher, a recent newlywed, and a hospice volunteer. Hiking, tea, visiting local breweries with her husband, photography, chocolate, and reading, are some of her favorites.
Be sure to follow the blog and connect with me on Instagram and Facebook for daily tips and inspo!
5 Benefits of Taking Lifelong Vitality Multivitamins
Raise your hand if you eat a perfectly balanced diet with ideal nutrients. How about the perfect amount of exercise? Anyone? No?
Me either! Thats why it is so so so important to take a multivitamin to balance things out. I've been taking dōTERRA's Lifelong Vitality Pack for 5 years. I've never looked back. In fact, I've only looked forward. I've lost weight. I've given my body the amount of energy it needs. I've increased my goals at the gym and reached them. Continue reading "5 Benefits of Taking Lifelong Vitality Multivitamins"
No Bake Power Protein Balls
It's a new year, and that means everyone is buckling down and trying to eat healthier and take better care of their bodies. My husband and I are no exception. We go to the gym regularly and love meal prep Sunday. We've been struggling to snack on healthy foods though. Then, I came across a recipe for No Bake Protein Balls and everything changed. Jordan says they're his favorite thing I cook. I don't know if thats a good or bad thing? 😉 Continue reading "No Bake Power Protein Balls"
How to Christmas Shop on a Budget
If you're like me, you have a massive list of people to shop for this Christmas. I'm just going to keep it real here. This is a Christmas of many firsts for me. My first Christmas as a homeowner. My first Christmas with a full time teaching job. Most excitingly, this is my first Christmas as a wife. My first truly adult-feeling Christmas.
Do you know what that really means? My shopping budget is T I G H T, TIGHT. Here's Continue reading "How to Christmas Shop on a Budget"
How to Use Grapefruit Essential Oil
Grapefruit Essential Oil
As the season heats up, it's time to spotlight one of my favorite dōTERRA citrus oils, Grapefruit! The summer is generally a time to get organized, in shape, and ready for vacations. I use doTERRA Grapefruit essential oil as part of a spring and summer detox routine. I also use it for everything from occasional blemishes to crushing sugar cravings and everything in between! Below are my top tips for loving summer with Grapefruit Essential Oil!
Continue reading "How to Use Grapefruit Essential Oil"
Living with Mitochondrial Disease
Living with Mitochondrial Disease
Living with Mitochondrial Disease has its challenges. I was the kid that was always sick in school. I missed countless days. In fact, one morning in elementary school the art teacher was taking attendance and called out my name. Before I could reply, a student across the room laughed and said, "Not here. She's pretending to be sick as usual." Ouch. My shy, introverted, 10 year old self somehow managed to raise Continue reading "Living with Mitochondrial Disease"
Top 5 Uses for Rosemary Essential Oil
Rosemary Essential Oil
Did you know Rosemary was considered sacred by the ancient Greek, Roman, Egyptian, and Hebrew cultures? It turns out, there is a good reason for this! Rosemary essential oil supports healthy digestion and healthy respiratory function. Rosemary also helps reduce nervous tension and fatigue. The oil has also been shown to support improved memory and cognitive function. The best part? You can even cook with it! Read on for my top 5 uses for Rosemary Essential Oil.
Everything You Need To Know about Essential Oils
What are essential oils?
Have you ever heard someone talking about stopping to smell the roses? Turns out there's a reason for that! When you smell the fragrance of a flower, you are also smelling its unique essential oil. Essential oils are naturally occurring aromatic compounds. They are found in every plant; in the seeds, bark, stems, leaves, flowers, or roots. Information about essential oils can be found all over the internet. They are at your local big box store. Everyone seems to either love or hate them. So what's the deal? Here is my ultimate guide to essential oils. I'm sharing everything you need to know about dōTERRA essential oils and how to use them. This is my ultimate guide to sharing the power of oily wellness and science with you.
Why Should I Choose dōTERRA?
dōTERRA is the largest essential oil company and distributor in the world. Continue reading "Everything You Need To Know about Essential Oils"
Healthy Roasted Butternut Squash Hash with Apples and Bacon Meal Prep Recipe
Raise your hand if you love easy, delicious meal prep ideas, that are way healthier than they taste!
Then you need this Healthy Roasted Butternut Squash Hash with Apples and Bacon Meal Prep Recipe.
Ok y'all I have a confession to make. I can't cook. I can't cook at all. I can scramble an egg and bake a pumpkin pie. That's the extent of my skills in the kitchen.
Now, I have this great fiancé who can actually cook real food! And his food tastes amazing. He's helping me up my skills in the kitchen, and I'm going to share our recipes and my kitchen mishaps with you all.
Continue reading "Healthy Roasted Butternut Squash Hash with Apples and Bacon Meal Prep Recipe"


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cloud7 films is a Berlin based film production company born in 2017, producing all forms of audio-visual content that makes sense for us and hopefully for you too. We do documentary films, feature films and music videos and if you want us to produce a commercial or image film for your company, we are happy to make you an offer!
cloud7 films
Dixie Schmiedle
Berlin . Germany


text: However, can expand the collagen and that can prompt a plumping impact. Nuage skin cream Reviews The outcome is firmer and more supple skin. Individuals with delicate skin have reported issues in the wake of utilizing since they experience the ill effects of bothering and redness. The discoveries from Consumer Reports about all these skin plumping creams was that the impacts following six weeks were extremely 'unpretentious'! That implies there was no detectable change. Visit >>>> http://www.legalhealthproducts.com/nuage-skin-cream/


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The Blade Itself (Mass Market Paperback)
Minotaur Books, 9780312371043, 352pp.
Publication Date: November 27, 2007
Other Editions of This Title:
Hardcover (1/9/2007)
On the South Side of Chicago, you're only as strong as your reputation. Danny Carter and his best friend Evan earned theirs knocking over pawnshops and liquor stores, living from score to score, never thinking of tomorrow…until, in the roar of a gun blast, everything changed.
Years later, Danny has built a new life: a legitimate career, a long-term girlfriend, and a clean conscience. He's just like anyone else. Normal. Successful. Happy. Until then he spots his old partner staring him down in a smoky barroom mirror...
Now, with all he loves on the line and nowhere to turn, Danny realizes his new life hinges on a terrible choice: How far will he go to protect his future from his past?
About the Author
Praise For The Blade Itself…
"The first page-turner of 2007...this is how immortality gets started."--CBS Sunday Morning
"Few of us remember the debuts of some of today's best genre writers, such as Elmore Leonard and Stephen King…with the publication of Marcus Sakey's first novel, we have the chance to." --The Washington Post
"Truly excellent--like vintage Elmore Leonard crossed with classic Dennis Lehane. Buy it today and read it tonight." --Lee Child, bestselling author of Bad Luck and Trouble
"A white-knuckle story…with a cool, commanding style." --The New York Times Book Review
"Stunning…Sakey gets everything right. The Blade Itself moves at such lightning speed that its only flaw may be leaving us wanting more." --Florida Sun-Sentinel
"Sakey's brilliant debut is a must read. From the thrilling opening to the riveting ending, the tension ratchets up to almost unbearable levels." --Publishers Weekly (starred review)
"A rocket. Taut, involving, and memorable. Marcus Sakey is an original new voice in crime fiction."--George Pelecanos, author of Drama City
"Astoundingly good...the terrifically engaging, poetically structured tale of a man both tortured and tempted by his criminal past." --San Jose Mercury News
"This amazing debut reminds me why I keep reading."--Cleveland Plain Dealer
"Does not merely hint at greatness...this top-shelf crime novel delivers it." --Bookreporter.com
"Terrifically good--streetwise, heartfelt, and exciting. I loved this book." --T. Jefferson Parker, bestselling author of The Fallen
"Marcus Sakey. You'll want to remember his name so you can say you read him before he was a big shot." --Toledo Blade
"Keenly crafted and cinematic…Sakey holds a mirror up to the city and in its reflection captures local as well as universal truths." --Chicago Sun-Times
"Terrific." --The Globe & Mail (Toronto)
"A claustrophobic experience...had me whipping through the pages. BRAVO."--Shots Magazine
"One of the most stunning and appealing works of fiction I've ever read...the crime debut of the decade." --Victor Gischler, author of Gun Monkeys


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Last updated on April 23rd, 2019 at 11:07 am
This article dates back to the year 2010, when I had a desktop with Windows XP computer. I wrote articles for my blog which has the name '
It comes from landline telephone and used to come with slow connectivity. For some time, this was the trend, and that makes the Internet slower. During that time, we were at Baripada district in the state of Odisha, India.
During that time, Balasore was the hub of the Internet connectivity hub and telecom communications. When the weather is good and beautifully the wired telephone from Balasore and Baripada stays in good and qualitative condition. The distance between these two bigger districts of norther Odisha is full of jungles in between.
The land in those areas is full of large-scale jungles and some jungles are ancient. The weather in these areas are cooler and most of the times some mild cyclones or rains comes at front. The wired landlines that comes from district of Balasore towards Baripada comes through Nilgiri hills and Kap
These places are cooler and full of the large number of trees. Weather are cooler and most of the times unpredicted cyclones comes one after another and that makes the wiring disturbances and that breaks continuous connectivity telecommunications connectivity difficult.
Besides it the sudden power failure and the number of days such as two to three days to come back to power again. Waiting for electricity and then telecommunications for three to four days besides it makes the blog work difficult. During that time, there were no more private networks that could offer decent internet connectivity. Even in such circumstances, the proper management blog and posting at regular intervals becomes difficult.
During those times one standalone computer security which used to act on the process basis provides valuable room to stop internet connecting applications from connecting internet. This is a good idea in the time of slow internet, as only the single software connects internet and this provides valuable speedup of the program and that makes running of software easier.
Host Intrusion Prevention System (HIPS) software are security software which works inside common and manual processing power and secures computer by stopping or filtering processes and that stops software apps from connecting to internet. In this way, even slow internet becomes faster,


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My introduction may be a bit late, after being on the forum for a few months already, however my introduction to TT, began about 20 years ago, when I recieved a TT Collection as a birthday present from a family friend, as for years I had been wanting another trainset (i used to have a Lima set) that I loved to play with as a youngster, however the engine blew and therefore I promptly and stupidly gave the rest of the set away. With my TT collection in mind,I attempted to build an oval layout which didn't actually end up working all that well and was abandoned several months later. Out of my Loco's only my two BR23's ran properly, if at all as the track is original and oxidised BTTB tin track. Since then all my locomotives from my BTTB collection are under full restoration, a V180 which has never been run as it's been in pieces, a v200 which has been restored with modified brass bogie parts which look like the original. a Nohab which has never run due to missing drive linkages however I hope to have running in a few months time and then my two BR23's which are recieving repairs to driving rods and possibly a new paint job - or just a polishing up. About 10 years after recieving my BTTB collection I stumbled apon a Rokal Collection which I promptly purchased, which most of the stock is being rebuilt or serviced.
I have decided to purchase new Tillig Track of which will be used to construct a modular inspired layout as I will be moving home, possibly in the new year, I work as a CAD-CAM designer for a Medical Devices Manufacturer and Railway modelling is one of my activities taken up in my sparetime.


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Are you surprised by your tax bills, or worry you are overpaying?
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Why is it important?
Tax and other compliance is becoming ever more complex, with new rules and reporting systems – such as Making Tax Digital – appearing on a regular basis. Yet businesses are still required to navigate these changes, correctly calculate their taxes and pay them on time.
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Whilst we get excited by tax, we understand it's pretty niche. That's why we don't let the 'tax tail wag the dog'. We'll ensure your business is compliant and tax efficient, but we don't get in the way.


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Street at Night
Exif: F Number: 7.1, Exposure Bias Value: 0.00, ExposureTime: 10/150 seconds, Flash: did not fire, compulsory flash mode, ISO: 1000, White balance: Manual white balance, FocalLength: 12.00 mm, Model: NIKON D7000
Uploaded on March 31, 2014
Copyright for this gallery photo belongs solely to Sirsendu Gayen. Images may not be copied, downloaded, or used in any way without the expressed, written permission of the photographer.
Log in to follow or message this photographer or report this photo.


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Item-Num.: CS0864K
Daffodil Hued Necktie for Kids
This Tie is also available as:
Product Details
Put a stylish spin on all his favorite shirts, blazers and suits with this beautifully designed, crafted and hued Daffodil Hued Necktie for Kids. This dapper accessory is perfectly designed to fit kids aged six to twelve years old and is made from a durable microfiber.
This versatile kid approved accessory can pair just as easily with an oxford button down shirt and casual chinos as it can with a suit. We love to see this necktie in all sizes so son + father can match! This tie design is also available in an assortment of cool colors.
Kids Length: 48", Width: 2.5"


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The Villarrica volcano in southern Chile erupted early in the morning March 3, spewing lava and ash into the atmosphere and causing the evacuation of thousands from their homes. The activity lasted for about 20 minutes before calming down.
The lava from the eruption is especially dangerous given that Villarrica is covered by 15 square miles of glaciers. When the lava mixes with the snow and ice, fast-moving mudflows can quickly destroy nearby towns in its path.
The 9,380-foot volcano is one of Chile's most active and is a popular spot for tourism and hiking. It sits nearby the tourist hub town of Pucón, with a population of a little more than 20,000. No injuries or deaths from the eruption have been reported.
Chile has more than 2,000 volcanos, of which 60 remain active. Villarrica's last major eruption was in 1985, along with minor eruptions since. In the past century, it is believed that more than 100 people have died as a result of the volcano's mudflows.


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I don't know what is going on with my immune system this year, but I can't seem to catch a break. I've been pushing the Vitamin C and trying to keep up on my fitness routine to build my immune system back up, but I seem to catch everything everyone has. I swear Selune (our cat) was the first to show symptoms. Now we're all sick, but I seem to have been hit the hardest. This latest bug has gone straight to my head. I feel like it weighs a thousand pounds, which does not work so well with the working out plan. Blah. I've been trying to keep up a gentle workout schedule including short times on the bike and yoga, so that I don't get back out of the habit.
I received some assorted Simply Earth essential oils to review. I'm still new to the whole essential oils thing, but this has been a good opportunity to put some to the test. I've been using the tea tree oil during the day and tea tree with lavender at night. When diffused, it's supposed to help clear the air and may relieve congestion. I have to say that I definitely notice a difference when it's running… I can almost breathe through my nose. I can actually tell when the diffuser has turned off, because my nose starts to clog up again. It would be funny if it wasn't so miserable. 😛


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Go to the PlayStation menu on the home. I'm store. There is no need of a payment account details or anything set up to this. So firstly go into your PlayStation settings and then you want to scroll all the way down to your language setting.
So, you can change this to whatever it doesn't matter which one you go for it doesn't matter what you change the language settings to then go into your PlayStation Store.
Scroll down and go to free games. Scroll through you can go to free games you can search whatever game you want So find a game and then I download that. Once that's downloading.(also check some sites that offers free psn codes no survey )
You want to exit back through the menus. So just exit, all the way out like literally just exit out of the menus. Now what you want to do is you want to search for the game you actually want.
So this can be a paid game. It can be anything you want any game you want this will work. Now add this to your cart Once it's in your cart, go back to continue shopping.
Scroll all the way back down. You want to go back to your PlayStation Home screen and you want to cancel the download that you just did.