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Social Media and Employment Law
I am not that old.
I remember leaving high school and heading off to University: barley turned 18 years old armed only with my 450 speed processor of a laptop, a lump in my throat and more importantly – my Nokia 3330.
The Nokia 3330 was a robust piece of equipment. It could sent three text messages in one, had interchangeable covers and again, more importantly – Snake 2.
The year was 2003. In October of that very year, a few thousand miles away in Harvard University – a student began a revolution and almost single-handedly changed the way the world communicates. That student was Mark Zuckerberg, a self-made billionaire all stemming from his invention of a rather simple computer networking site within Harvard University called Facesmash. Of course this would later become Facebook, a programme familiar around the world with almost a billion users to date.
I used the word revolution, and aptly. A revolution in the traditional sense springs memories and images of Che Guevara type figures leading a charge against oppression and corruption. As we have witnessed only too recently in the Middle East and North Africa a revolution these days tends to be leaderless. Social media: Twitter, Facebook and the rest have made such possible.
Back in 2003 if we wanted to know the football results we either listened to the classifieds on the radio or we tuned into 'teletext' or 'ceefax'. Such an idea seems rather pathetic now with the invention of far superior mobile phoned, the 'app' and social media where information on virtually ANYTHING is available at the touch of a finger.
No one can deny the massive changes in technology in recent years and the way in which society is now closer than ever. Secrets are almost impossible to keep and rumour can spread quicker than ever. Indeed it is no secret that I often post about rangers and their current tax implications. My guess is that without social networking sites such as Facebook and Twitter the information available on the internet would not have found such mainstream success.
However, like any advancement in technology it is a double-edged sword and one that we must be careful of.
Facebook, Twitter and the like leave behind a virtual paper trail of everything that we do or say.
In 2003 I am sure many people jumped on the train or the bus after a busy day at work, pulled out their Nokia 3330 and bitched about their boss/their employer/colleagues/customers/clients etc to their friends either over text messages or over the phone.
It is not a new phenomena to bitch about work. Far from, indeed some may argue that the pub trade was built upon such as an escape for those under the pressures of work.
Nowadays, since the invention of wi-fi, apps and 3G it is easier than ever to get that work related rant off of your chest. A few misguided words typed into a status update and before you know it your employer is hauling you over the coals with disciplinary hearings and often, dismissal.
For me, employment law is a personal bugbear of mine. Not the law in itself but the rather brash way in which every single employer up and down the land feel that they have the ability to flaunt such laws.
We have all worked for an employer that is late with wage slips, paying for less hours that they should, expecting you to work without safety shoes blah blah etc. Most of us in the U.K. just get on with it. In France, I assume they would start a fire on the main street and probably get their own way. In the U.K. however, and Scotland in particular we accept things far to easily.
Anyone that has recently signed a new employers contract will have been faced with a new clause that is probably unfamiliar to them. The 'Facebook' clause as I call it. A declaration that you will accept any punishment from your employer for anything you say on Facebook etc that, to be quite frank, they don't like.
At this stage and with no further comment I will leave you with Article 10 of the Human Rights Act. A wooly piece of legislation and one that appears to allow such :
(1) Everyone has the right of freedom of expression. This right shall include freedom to hold opinions and to receive and impart information and ideas without inference by public authority and regardless of frontiers. This Article shall not prevent States from requiring the licensing of broadcasting, television or cinema enterprises.
(2) The exercise of these freedoms, since it carries with it duties and responsibilities, may be subject to such formalities, conditions, restrictions or penalties as are prescribed by law and are necessary in a democratic society, in the interests of national security, territorial integrity or public safety, for the prevention of disorder or crime, for the protection of health or morals, for the protection of the reputation or rights of others, for preventing the disclosure of information received in confidence, or for maintaining the authority and impartiality of the judiciary.
The highlighted parts seem reasonable enough, and self-explanatory but are employers now trying to take this idea too far. Do we need new specific legislation signaling out the do's and don't's of social media??
In recent months we have seen social media being used to prosecute those for racial abuse and sectarian abuse to Stan Collymore and Neil Lennon respectively. Whilst I have absolutely no argument that someone should be taken to task for such actions I would like to know where the line is drawn.
Of course to call someone 'a black bastard' over the internet is no different to calling them it in the street. Crimes like this are long covered by law and rightfully so.
But what about a Facebook status saying: "Had a bad day, my boss is a wanker"
Or " Stupid bitch from (insert company name here). Worst client ever"
You could argue that common sense would prevail should you just so happen to have your boss on your 'friends' list but on a private status? Is this any different to having a glass of wine in the pub with your friend and making the same statement? Apparently not, it's just – you have been caught.
The only way that I could explain a way of gauging what is okay to write is through the 'invisible boss rule'. Basically, if you were having said conversation with your friend and your boss was sitting there: Would you call them a wanker? Probably not, unless you had perhaps had a few too many. The general rule is, if you wouldn't say it to their face or more to the point, wouldn't expect to get away with calling it to their faces Then don't say it on the internet.
In these days of e-commerce, e-mail and instant messaging, there can hardly be a business or employer that does not have some connection to the internet. While many such employers—and it is hoped all—have policies regulating the use of e-mail and the internet for their employees, the growth of usage of social media has seemingly slipped under many such employers' radar.
The rapid and continued expansion of social media is well-known and the rate of this expansion is startling. It is no surprise therefore that the law, practice and guidance applicable is lagging somewhat behind this phenomenon. However, the situation may be changing.
ACAS, the advisory and conciliation service, have published reports and research papers, one of which reports that the use of social networking sites costs the British economy "billions of pounds every year", and can result in time theft, defamation, cyber-bullying and the invasion of privacy (Social media and its impact on employers and trade unions, September 2011). The potential for litigation and exposure to civil suit is accordingly clear, in particular in relation to employment law.
It was about time we heard something from ACAS on the matter and indeed we did. "Workplaces and social networking: The implications for employment relations" was released.
There are two particularly significant points that come out of the report.
Firstly, a policy on social media usage has to be considered in the context of the business's wider policies. For instance, cyber-bullying is still bullying. Discrimination online is still the same as discrimination offline. Employers need to have policies to deal with these issues whether they happen in the staff canteen, the car park, or on Facebook. The issue with cyber-bullying is that it can take place over a wider area and time frame, i.e. outside the workplace. Why should that concern an employer though? If bullying is occurring via Facebook or other platforms and the common link between the perpetrator and victim is that they both work for the same employer, the poor old employer might be vicariously liable if it took no steps to address it once it became aware of the problem.
The report suggest employers could offer a 24/7 helpline or "help point" to guide cyber-bullied employees. Larger employers may have this facility anyway and it is a "facility" that helps make the employer look soft and cuddly, but it won't be an option for smaller employers who can't afford to set one up or buy access to the helplines that exist on the market. Neither will it enable an employer to escape liability if a claim does arise. The only way of mitigating (not removing) that risk is for;
"Employers … to consider extending their workplace bullying policy to explicitly cover cyber-bullying both within and outside working time." (p.29)
None of the three case studies the report looked at (HMRC, ACAS or BT) had specific, stand-alone cyber-bullying policies, instead they relied on their existing anti-bullying policies. What this demonstrates is that employers need to have a joined-up approach to the issue.
The second stand-out issue was to do with whether employers should adopt a blanket ban on social media at work and it was timely because, according to another survey, this time carried out by Clearswift, a software security firm,the number of employers now preventing staff accessing social media in the workplace has more than doubled over the last year, mainly because of security fears. Managers are said to be concerned about "high-profile data leaks", although my guess is that that is a smokescreen for concerns about workers' productivity being compromised.
The conclusions to the ACAS report suggest that a blanket ban is pointless;
"in some of the high-profile cases of unfair dismissals for what employers believe is inappropriate use of social networking sites, the location of the employee when posting comments is immaterial. This potentially means that any employers who believe they have protected themselves through a blanket ban on use of social media through company IT systems may be misguided. This also means that employers who do not provide IT access to some staff or do not have IT in their workplaces cannot afford to ignore the issue."(p.30)
This is probably the greatest challenge to employers – how do you deal with bad behaviour outside the office that impacts upon the business?
The report though is that it is not all negative. Indeed it recognises that there are positives to be drawn from social networking;
"it should also be considered that social networking can have specific benefits in the employment relations context. For example, blogging can be a positive action, allowing employees to present the human face of a company, if an employer is relaxed about allowing employees to blog. More widely, one of the main benefits of social networking, according to the organisations contacted for this research, is the potential business benefits of this medium, which are not yet fully understood. Allowing employees the freedom to use social networking sites can therefore be a positive step, help to develop the workforce's knowledge of social media, and be part of a wider strategy of digital engagement with customers" (p.31)
The comments on blogging are particularly welcome! Employers that ban employees from blogging on work topics are losing out on a free source of publicity. To say that employees might say the wrong thing misses the point – educate them on what shouldn't be said and let them get on with it! Businesses need to come to terms with social networking for a variety of reasons, not the least of which is that it might actually bring some benefit.
The report finishes with nine recommendations, which include the need for policies to be simple, to set out what is acceptable behaviour online, and it to be drafted in consultation with the workforce/trade union to gain legitimacy, amongst others.
Reports are great things, but what do they really mean? In truth, little.
So far, all that I can gather is scaremongering among the employees of a company that they can and indeed will be prosecuted for their actions online. It is a convenient possibility for employers to muse over such possibilities as a fear factor. In truth though, employers and all the reports under the sun do not set down the laws of the land.
In the United Kingdom we have the employment tribunal system. Most major cities hold host to a tribunal centre and resolve disputed between employer and employees every day. It is through such tribunals that we can see exactly where the land seems to lay on the issues of social networking. I will summarise the main employment cases regarding social networking so far:
J Lerwill v Aston Villa Football Club Limited
Lerwill, Aston Villa FC's historian, came across an article about the club that was incorrectly attributed to him. The article was being criticised on an unofficial forum. Lerwill was concerned about the effect on his reputation so he posted comments in the forum (some of which were inappropriate) denying his authorship. Aston Villa FC dismissed him. In defending its actions, the employer referred to a clause in his job description requiring him to "establish and maintain favourable contacts with the general public". The tribunal found that the dismissal was unfair, taking into account that there was no policy and that Lerwill had no forewarning of the serious consequences of his actions.
Decision: Unfair dismissal
Whitham v Club 24 Limited t/a Ventura,
Mrs Whitham claimed she had been unfairly dismissed for posting comments on facebook.
Mrs Whitham was employed by Ventura as a "team leader" for Skoda, an important client. Employees of the client worked alongside Mrs Whitham.
Mrs Whitham has a facebook account, on which she has around 50 friends. Any posts she makes on the site are private, i.e. can be seen only by her friends. In September last year, Mrs Whitham had clearly had a difficult day at work and posted a comment reflecting her irritation:
"I think I work in a nursery and I do not mean working with plants".
Following some relatively mild online conversation, someone else referred to her colleagues as "a lot of planks". Mrs Whitham responded "2 true".
The difficulty Mrs Whitham faced was that a number of her friends were also colleagues, including employees of Skoda. Two of her colleagues reported the comments and Mrs Whitham was ultimately dismissed. The employer felt that the comments could have a detrimental effect on its relationship with the client.
The Employment Tribunal took the view that Mrs Whitham had been unfairly dismissed, although her award was reduced by 20% in the circumstances. The employer's decision to dismiss was not a reasonable response. The Tribunal pointed out that Mrs Whitham had an exemplary record and a good working relationship with her clients. Further, the language used on facebook did not specifically refer to any person, nor was there any evidence that the client (or indeed the employer) suffered any sort of loss or embarrassment. Finally, Mrs Whitham was suffering personal problems at the time.
This is an interesting decision and it shows that employers should not immediately rush to dismiss an employee, simply on the basis that a derogatory comment has been posted. You should consider all of the circumstances. In this particular case a warning or even a final written warning would have been appropriate rather than dismissal.
Decision: Unfair Dismissal
The next claim is from 2008. This case is slightly different as it does not involve social media per say but it does give a further idea of where the line in the sand lays and in what context:
Pay v Lancashire Probation Service
. In that case Mr. Pay was employed as a probation officer by Lancashire Probation Service and was responsible for dealing with offenders and their victims. Mr. Pay ran a website selling a variety of things including bondage and sado-masochism merchandise. The website included a picture of Mr. Pay and 2 semi-naked women. He was dismissed and, following appeals to the European Court of Human Rights, it was eventually held that the dismissal was fair on the basis that these activities were inconsistent with his duties as a probation officer and would bring the probation service into disrepute. Various arguments were made, unsuccessfully, that Mr. Pay's right to a private life and freedom of expression had been breached.
Possibly the most definitive case that I can come up with addressing all issues is this case involving Apple computers:
Crisp v Apple Retail (UK) Ltd ET/1500258/11
In this case, one of the world's most prominent consumer technology companies, Apple, used its policies and procedures to dismiss fairly an employee who had made several Facebook posts that it considered could damage its reputation.
In September 2009, Mr Crisp started employment with Apple Retail (UK) Ltd as a specialist at one of its London stores. His training covered:
- how to present himself "in public, in online social networks and on blogs";
- the fact that any employee's activities outside work that might affect Apple's business interests are covered by the company's policies and guidelines, whether or not the employee identifies him- or herself as an Apple employee;
- the potential disciplinary consequences that might result from what an employee posts or publishes online; and
- Apple's policies, which state that employees should not display commentary about the company's products, services or initiatives on personal websites, violation of which may result in disciplinary action.
Mr Crisp did not, the tribunal later found, undertake an online business conduct course that specifically dealt with the use of blogs to comment on Apple's business or products.
Between August and September 2010, Mr Crisp had discussions with Apple about a possible transfer to the US. He was unable to transfer, because he did not have permission to work in the US and Apple would not sponsor him for a visa. The tribunal found that Mr Crisp was upset about the situation, and that it affected his relationship with Apple and work motivation.
On 27 November 2010, an employee at the store drew the attention of the store leader, Mr Cruickshank, to a number of Facebook posts made by Mr Crisp. One post stated: "Once again fuck you very much work". A second post referred to his "jesusPhone" and complained about problems locating the Royal Courts of Justice and of having no signal. The third post stated "MobileMe [an Apple application] fucked up my time zone for the third [time] in a week and woke me up at 3am? JOY!!".
The fourth post stated: "Tomorrow's just another day that hopefully I will forget". This was posted the day before Apple used the tagline "Tomorrow is another day. That you'll never forget", which is from a Beatles song, on its iTunes page in advance of Beatles music becoming available on the site.
Mr Cruickshank suspended Mr Crisp, who (the tribunal later found) removed the offending posts as soon as he was alerted to the issue. He attended an investigation meeting on 1 December 2010. He had not been able to access Apple's disciplinary procedure during his suspension, and was given an hour to check through it before the meeting. He also asked for a copy to be provided during the meeting. In the meeting, Mr Crisp did not provide much information regarding his posts. He claimed that the "fuck you very much work" comment related to his Territorial Army work, and stated that his Facebook page was private. He admitted that he had made reference to Apple products.
Mr Crisp was invited to a disciplinary hearing to address the charges of bringing Apple's name into disrepute, specifically by making comments on Facebook about Apple products and his personal feelings about work. The invitation did not include a copy of the disciplinary procedure.
The disciplinary hearing took place on 10 December 2010, and was conducted by a manager, Mr Vermeulen, who was less senior than Mr Cruickshank, the investigation officer. Mr Crisp was allowed to review the disciplinary procedure before the hearing. During the hearing, he answered the majority of the questions with "no" or "no comment". His prepared statement alleged that three other employees had made similar Facebook posts to his, explicitly stating that they were employed by Apple. The three posts referred to:
- performing in a burlesque show;
- an Apple product not working properly; and
- "jailbreaking" an Apple phone (allowing it to run third-party software).
Mr Vermeulen decided to dismiss Mr Crisp for bringing the company into disrepute, which was an example of gross misconduct in Apple's disciplinary procedure. At the tribunal hearing, Mr Vermeulen said that he considered that Mr Crisp's posts could potentially get a wider audience than just his Facebook "friends": this could happen by news feeds on the page, comments posted by others and the fact that the posts could easily be passed on to others.
Although Mr Crisp had not explicitly stated in his post that he was employed by Apple, Mr Vermeulen thought that his friends would have been aware of this anyway. He considered that the posts attacked Apple's core value of protecting its image, and that there "was a high risk that this conduct could bring the company into disrepute". With regard to Mr Crisp's allegations about the other employees' behaviour, Mr Vermeulen passed the information on to other managers to deal with, but did not think that this affected his decision regarding Mr Crisp.
Mr Crisp appealed, and was finally provided with the disciplinary procedure. His appeal was conducted as a full rehearing. The appeal officer upheld the original decision to dismiss, but for a breach of Apple's business conduct policy, which is not listed as an example of gross misconduct in the disciplinary procedure.
Mr Crisp claimed unfair dismissal and argued, among other things, that his human rights had been infringed, specifically his right to respect for private and family life and his right to freedom of expression.
The tribunal heard evidence about how other employees had been treated in similar circumstances. Another employee at the store had been dismissed for comments made on Facebook about one of Apple's "apps". Of the three employees whom Mr Crisp alleged had made similar posts on Facebook, two were given final written warnings. The tribunal heard that both of these employees cooperated with the disciplinary investigations and were "very apologetic" about their conduct.
The tribunal found that Apple had reasonable grounds for its belief in Mr Crisp's misconduct, and had conducted a reasonable investigation. It had "clear and uncontradicted evidence" regarding Mr Crisp's posts and, although it attempted to obtain more information from him, he was not prepared to provide this. The tribunal also considered that, although Apple had not provided Mr Crisp with its disciplinary procedure prior to the appeal stage, this failure was not significant enough to render the disciplinary process unfair.
The tribunal was satisfied that Mr Crisp either was or should have been aware that his actions in posting the type of comments that he did about Apple products could amount to misconduct. He had had training on these issues and, although he might have seen the issue of Facebook posts as a "grey area", the core training specified "if in doubt, ask". He should have been aware that these types of comment could damage Apple's reputation and bring the company into disrepute.
The tribunal accepted that the matter was a very serious issue for Apple, "in light of the great importance of image to the company", and that it was entitled to treat this as a gross misconduct issue. The Facebook posts could have been forwarded on very easily, and were "not truly private". The tribunal found that Apple had not acted inconsistently with regard to the other three employees alleged to have posted adverse comments on Facebook: the company was not aware of these posts until Mr Crisp brought them to its attention, and the two employees who were given only final written warnings were treated differently because they had owned up to the misconduct and apologised.
The tribunal concluded that Apple's decision to dismiss Mr Crisp in these circumstances "may seem harsh" but, bearing in mind the importance of image to Apple's business, which was made clear in its policies and training, did not fall outside the range of reasonable responses.
The tribunal found that, although the appeal outcome letter was "badly expressed", the appeal clearly upheld the original decision to dismiss, for bringing Apple into disrepute. As the tribunal was satisfied that the original decision was within the range of reasonable responses, it did not find that "any lack of clarity in the appeal decision" affected the fairness of the dismissal.
The tribunal considered whether or not Mr Crisp's human rights had been infringed. His first argument concerned art.8 of the European Convention on Human Rights, which provides the right to respect for private and family life, home and correspondence. The tribunal did not accept Apple's argument that Mr Crisp was "simply posting in the public domain for all purposes". However, although Mr Crisp's Facebook page was private in that access to posts was limited to his Facebook "friends", the "nature of Facebook (and the internet generally) is that comments by one person can very easily be forwarded on to others".
The tribunal found that, as an Apple employee working with technology, Mr Crisp should have been aware of these issues. This was not a case where the employer had hacked into an employee's Facebook account, where the employee would reasonably have expected the employer not to infringe privacy in this way. Rather, the information was passed to Apple by one of Mr Crisp's colleagues. In these circumstances, the tribunal held, Mr Crisp did not have a reasonable expectation of privacy over the information in question: he did not have a reasonable expectation that it would not be passed on by others who had access to it, so art.8 was not engaged. The tribunal held that, even if art.8 had been engaged, it would have found that Apple's use of the information was justified and proportionate in the circumstances to protect its own rights, specifically its reputation.
The tribunal found that art.10 of the European Convention on Human Rights, the right to freedom of expression, was engaged: Mr Crisp exercised this right when posting his comments on the internet. However, the tribunal held that Apple's conduct in limiting this right was to protect its reputation, which is one of the justifications allowed by art.10, and this was proportionate in the circumstances: "The comments made by [Mr Crisp] were not the type of comment that are particularly important to free expression (such as, for example, political opinions), and they were clearly potentially damaging to [Apple's] reputation."
The tribunal dismissed Mr Crisp's claim.
From the cases above there does not seem to be a definitive line drawn on what is and what is not acceptable practice online. It would appear that context will play a large part in the matter. Personally, I object to such power being granted to a tribunal and would much rather some clear and concise legislation on the matter to protect employers and employees alike. However, in the current climate when we still refer to the marine insurance act from 1906 to cover a complex matter sch as insurance: I will not hold my breath.
This entry was posted on March 29, 2012 at 11:29 and is filed under Current Issues, Politics. You can subscribe via RSS 2.0 feed to this post's comments.
Tags: Employment, Facebook, Harvard University, Mark Zuckerberg, Neil Lennon, Social media, Stan Collymore, TwitterYou can comment below, or link to this permanent URL from your own site.
One Comment on "Social Media and Employment Law"
November 16, 2012 at 19:36
[…] I have written extensively in the past regarding the law of social media and employment matters that you can have a read at here. […]


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Breast Cancer
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AGA Guidelines: A helpful tool for your GI doctor
According to the American Gastroenterological Association (AGA), all colorectal cancer patients should undergo tumor testing to see if they carry Lynch syndrome, the most common inherited cause of colorectal cancer, according to a new AGA guideline. They have provided an excellent resource for GI doctors on how to go about testing individuals with colorectal cancer for Lynch syndrome, as well as how to manage their screening if they do have Lynch syndrome. If you have recently been diagnosed with colon cancer or have a diagnosis of Lynch syndrome please print this PDF and take it to your GI doctor or GI Oncologist to be sure you are getting the right testing and management for colon cancer associated with Lynch syndrome.
AGA Guideline on the Diagnosis and Managment of Lynch Syndrome

subset: commoncrawl


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1121 N. Euclid Avenue
Upland, CA 91786
Dr. Steven Fraker, practicing in the Upland, CA area, can provide you with the highest quality dental crowns available, and restore your smile. Using state-of-the-art materials and cutting-edge techniques, Dr. Fraker can make your smile look healthy and natural again.
Second opinions are readily given by Steven Fraker, D.D.S., at his practice in the Upland, CA area. Dr. Fraker wants you to be able to make an informed decision about your oral health needs. Dr. Fraker believes that if a treatment plan is sound, particularly one that is major and/or expensive, it should hold up to scrutiny by other dental professionals.
Would you like a whiter smile right now? In the Upland, CA area, Steven D. Fraker, D.D.S offers in-office tooth whitening for quick results. Dr. Steven Fraker applies a bleaching solution to your teeth which is then accelerated by a high-intensity light. Teeth can often be whitening in one or two one-hour sessions - perfect if you're looking for a quick and easy way to brighten up your smile.
If you are quite anxious about visiting the dentist, Steven D. Fraker, D.D.S offers pre-medication sedation to help you relax before you arrive for your appointment. Once you've arrived at our Upland area office, the full sedation medication will be administered, and you will wake up to the results you desired - relaxed and with little or no memory of the dental treatment itself.
The friendly, caring staff of Steven D. Fraker, D.D.S in the Upland, California area strive to make you feel comfortable and well-cared for at your dentist appointment. Steven Fraker, D.D.S. is committed to serving you and your family's dental needs, year after year. Come and see what we have to offer in a professional setting where top-notch customer service still matters.
2625 W. Alameda Avenue, Suite 420
Burbank, CA 91505
Burbank area dentist, Dr. Alexandre Tavitian has extensive experience providing dental phobia treatments that help patients ease their dental anxiety. If fear of the dentist is keeping you from getting the quality dental care you need, we can help. You're not alone. Our trained team works with all kinds of anxiety and stress. We'll help you get the dental treatment you need in a way that makes you feel comfortable.
If you are missing one or more teeth, you'll want to talk with Burbank area dental implant dentist Dr. Alexandre Tavitian about replacements that look and feel as natural as your own teeth. If dentures are causing you problems, you may consider dental implants. Unlike dentures, which can be removed, Dr. Tavitian offers dental implants that are permanently anchored into the jaw itself.
Alexandre Tavitian, D.D.S. is proud to be a trusted Burbank area Zoom!® teeth whitening dentist. Our patients love the short amount of time the tooth whitening treatment takes as much as they love the results.
You'll be able to relax in our comfortable surroundings. In just about an hour, you'll have a sparkling white smile!
Secure, removable overdentures in the Burbank area are available from Dr. Tavitian. The extra stability that comes from using implants means that your new dentures won't slip around.
You'll feel more comfortable compared to regular dentures. You'll feel more confident when talking, eating and smiling.
25251 Paseo de Alicia, Suite 202
Laguna Hills, CA 92653
For your comfort and convenience, Robert Kluss, D.D.S., may suggest you relax with nitrous oxide (laughing gas) during certain treatments. Offering wisdom teeth at his practice in the Laguna Hills, CA area, Dr. Kluss offers a range of options to help you feel comfortable at the dentist.
Here at Alicia Dental, your comfort is our number one priority. We will do our utmost to put you at ease and keep you feeling relaxed and secure. Under the experienced leadership of Dr. Robert Kluss, our dedicated team of professionals is at your service to explain your treatment thoroughly and answer any questions you may have.
Laguna Hills area cosmetic dentist Robert Kluss, D.D.S. has extensive experience creating beautiful smiles. They're one of the first things people notice about you.
Our professional team will be happy to discuss your aesthetic dentistry options. The attractive results you'll get from Alicia Dental can change your life!
If you're looking for a more pleasing, silver-free smile, you'll want Laguna Hills area dentist Dr. Robert Kluss to replace your amalgam fillings with natural-looking composite fillings. Tooth-colored fillings are thought to be safer and more attractive than older silver amalgam fillings. Dr. Kluss will precisely match your new tooth-colored composite fillings with the natural color of your teeth, providing you with virtually invisible fillings.
At Alicia Dental, we accept several types of dental insurance. With the proper information, Dr. Kluss and his staff will be happy to file your insurance claim for you. We strive to make the insurance paperwork process as simple and streamlined as possible. You are only personally responsible for the co-pay or deductible amount.
Excel Dental
1602 N Lemon St
Anaheim, CA, 92801-1205
Soleimani, F Farrah D.D.S.
1801 W Romneya Dr # 307
Anaheim, CA, 92801-1826
Awesome Kids Dental
2207 S Harbor Blvd
Anaheim, CA, 92802-3598
Anaheim Dental Care
3050 W Lincoln Ave Ste A
Anaheim, CA, 92801
(714) 821-7645
If you're having problems with TMJ (temporomandibular joint dysfunction), your diagnosis doesn't have to be guesswork. Your dentist or oral surgeon can see joint structures clearly and start your treatment with confidence.
You or someone you know may have had arthroscopic surgery to fix a knee, shoulder or hip injury, especially if the injury was sports related. But more and more dentists and are using this amazing tool for jaw disorders.
The arthroscope is a small microscope that is inserted into the jaw joint to monitor the surgery. We can watch closely as intrusive tissues -- that limit jaw mobility and impinge on nerves -- are cleared away.
Since the arthroscope is less than 2 millimeters, there's no need for sutures and you won't experience any scarring.
This procedure is done under general anesthesia and requires a short hospital stay. You may also need therapy to limber jaw movement. The good news is that patients who have arthroscopic jaw surgery experience almost immediate relief from their TMJ symptoms and a rapid recovery.
Any tooth has the potential to become impacted - that is, emerge in some oddball direction that crowds other teeth. But the most famous culprits are third molars, the last-to-emerge wisdom teeth.
Not many mouths can accommodate an impacted wisdom tooth, let alone, teeth. They often wind up pressing against their neighbors, ultimately pressuring the rest of the teeth to disrupt their alignment.
That's not a wise thing to let happen.
Wisdom teeth get your attention when they cause pain and swelling. Routine X-rays, beginning around age 12, alert your dentist to potential problems before a wisdom tooth starts getting disruptive. X-rays can let you know whether those mighty molars must go with oral surgery.


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Club name: Cobras Tae Kwon-Do
MAR member since 30/06/2009.
Cobras Tae Kwon-Do specialises in the following arts and styles:
Tae Kwon-do
Self Defence
Web address: www.cobrastkd.com
Club contact details:
17 Primrose Way
Contact name: Leo Withers
Contact telephone: 07508726975
Contact email: firstname.lastname@example.com
Sundays - Elgar Technology College - Bilford Road, Worcester, WORCS, WR3 8HN
6-7pm - Any Grade / Any Age ~ 7-8pm - Blue-Tag & Above / Any Age
Tuesdays - Pershore Leisure Centre - King George's Way, Pershore, WORCS, WR10 1QU
6-7pm - Any Grade / 5-11yrs ~ 8-9pm - Any Grade / 12+yrs
Wednesdays - Elgar Technology College - Bilford Road, Worcester, WORCS, WR3 8HN
6.30-7.30pm - Any Grade / 5-11yrs ~ 7.30-8.30pm - Any Grade / 12+yrs
Thursdays - Crowle Village Hall - Church Road, Crowle, WORCS
6.30-7.30pm - Any Grade / 5-9yrs ~ 7.30-8.30pm - Any Grade / 10-14yrs ~ 8.30-9.30pm - Any Grade / 15+yrs
The martial art of Tae Kwon-Do is an ancient form of unarmed combat practised in the orient for many centuries; it originates from Korea and literally means 'hand and foot, way or art'.
Tae Kwon-Do combines styles and techniques from many other martial art systems to give a broad and varied programme of training. It includes the traditional elements of Karate such as patterns and freestyle techniques including semi-contact sparring, self-defence and ground fighting.
Tae Kwon-Do can offer something for everyone – fitness, flexibility, social elements and so on. It is equally as suitable for males as it is females, both young and old.
As an affiliate to the Independent Tae Kwon-Do Schools (ITS), our classes do teach self-defence, high kicking and punching, but more importantly they teach life skills including courtesy, integrity, perseverance, self-control and indomitable spirit, which make up the 5 tenets of Tae Kwon-Do.
Even if Tae Kwon-Do is practised for exercise alone, the enjoyment derived from it will by far justify the time invested!


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Located 16 minutes south Ubud, these special bamboo homes are part of a unique compound of luxury villas built from fully sustainable materials. The home showcased here has multiple levels and interesting design features. On the first floor is the main living area and open-air kitchen. One half level down is wonderful bedroom with ensuite bathroom facing the valley view. On the second level up there are 2 more bedrooms, each with their own bathroom as well. The top level has an open-air circular office as well as an enclosed office/media room. Whether you are interested in a place to work, or relax, or just to live, this special property is tropical living in its most natural setting. The almost 5 hectare compound currently has several ready made bamboo home like this one available and for sale, but for those that prefer to collaborate to build a bamboo house to their own custom specification, there are several plots of land still available for custom builds. These hand-made dwellings are gaining worldwide attention and have attracted a diverse group of international clientele.
This exceptionally well positioned home is located in Pengoseken, Ubud and is walking distance to all of the best stores and restaurants, and yet, still tucked away with privacy and quiet.
The property features full car access and full car parking, a spacious lawn, a high quality pool and 3 separate structures. The 2 story main house has a large living room and a full and complete western standard kitchen as well as a large guest bedroom with ensuite bathroom on the 1st level. Upstairs hosts the master bedroom with 2 more bedrooms which share 1 large bathroom. The main house is particularly well configured for a family with younger children who want to be close to the parents, but not in the same room. All bedrooms are air conditioned.
There is a separate, 2 story antique joglo next to the main house with an open air kitchenette, dining area, additional bathroom and sofa are on the lower level and on the upper level there is a lounge area with a mosquito netted bed.
Finally, there is a freestanding kids mini lumbung which is perfect for a kids playhouse in addition to the built in trampaline and tree swing also amongst the lawn area.
This property is available for rent for 1 year at $4,250 per month or as a long term lease over contract buyout for $450,000 USD with 16 years left on the lease and an option to top up another 5-10 years now if desired.
Please contact us to ask any questions you may have or set up an inspection to view the property in person.
Ubud Homes,home and villa rentals in Ubud
Ubud Homes, home and villa rentals in Ubud
Ubud Homes, House for rent in Ubud, Bali


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Aid delay for victims of Japanese earthquake and tsunami
Victims of Japan's earthquake and tsunami have received only a fraction of the £2 billion donated to them by wellwishers across the world.
Less than 15 per cent of the 251.3 billion yen (£1.9 billion) collected by Japan's biggest aid groups has found its way to victims, more than 90,000 of whom are still homeless, with many more struggling to pay for housing, fuel and food.
Aid organisations and local governments blame the delay on a lack of administrative staff and difficulties in certifying genuine victims in towns where documentation has been destroyed in the tsunami.
But they are being bitterly criticised by the Japanese media.
"The distribution of the donations should be done fairly, of course, but it is meaningless if not delivered to


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This content is PDF only. Please click on the PDF icon to access.
To the Editor: I am writing in the context of the editorial note on smallpox that appeared in the June 1967 issue of the ANNALS.
During the past 5 years a number of health officers of air- and seaports of Europe, Asia, and Australia were trained in the detection of smallpox cases at the Infectious Diseases Hospital, Madras City, which was chosen for the training because it led the country in the prevalence of smallpox, with an annual average of 4,000 cases in an epidemic year and 1,000 cases in a nonepidemic year. In 1967 the first batch of Australian
RAGHAVACHARI TNS. SMALLPOX STUDIES IN MADRAS CITY, INDIA. Ann Intern Med. 1968;68:710. doi: https://doi.org/10.7326/0003-4819-68-3-710_1
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Published: Ann Intern Med. 1968;68(3):710.
Copyright © 2020 American College of Physicians. All Rights Reserved.
Print ISSN: 0003-4819 | Online ISSN: 1539-3704
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If a tax dispute with the IRS reaches the point that you or the agency must file suit to resolve it, the litigation could end up in one of several different courts. In fact, there are four different federal courts that potentially could have jurisdiction over your tax case.
Though the balance of power between you and the IRS may seem tipped in the agency's favor, an individual or business involved in federal income tax litigation has some ability to choose which type of court hears the case. Depending on your situation, one court could be a better venue than the others.
1. U.S. Tax Court. This court hears the majority of federal tax controversies. This court does not require the taxpayer to pay off the taxes allegedly owed before litigating.
2. U.S. District Court. To get into standard federal court, the taxpayer must first have tried all administrative remedies and pay the disputed tax bill. The taxpayer then may sue to get the money back. This court allows for a jury trial, which could favor the taxpayer in some cases.
3. U.S. Bankruptcy Court. As readers may have guessed, Bankruptcy Court comes into play if the taxpayer has filed for Chapter 7, 11 or 13 bankruptcy. The court can decide whether tax assessments and liens imposed by the IRS are valid, and whether to discharge tax liabilities.
4. U.S. Court of Federal Claims. This Washington, D.C.-based court is another possible venue. As with U.S. District Court, the taxpayer must pay the disputed bill before entering into litigation.
Whether litigation is the best option, and which court to conduct that litigation in, is an important decision that a taxpayer and his or her tax attorney must make.


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GUI with Touch — for ESP32, RPi & Co.
Many projects with a microcontroller inside have to display something. In the past, 2-line text displays were common and sufficient, but today graphic LCDs (or OLED displays) are increasingly used. There are several libraries for displaying attractive graphics as well as for touch operation. LittlevGL is a library under the liberal MIT license, which can be easily adapted to various displays and controllers. In this article, we demonstrate the whole thing using an ESP32 board and a touch LCD that displays data from a weather station.


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Owner - CDWM
Client - Greeley & Hanson
Location - Chicago, IL
The South Water Purification Plant project includes the installation of generators with paralleling switchgear in a permanent structure to provide emergency power for the plant to the Main 2300V Switchgear. This filtration plant is served by three Commonwealth Edison 12.47 kV feeders which step down to 2300 Volts to provide medium voltage service to pumping equipment and 480 Volt distribution via step down transformers throughout the remainder of the plant. The existing medium voltage switchgear in the plant is primarily vintage or original, and is being completely replaced along with several low voltage gears and various pieces of motor starting equipment. Switchgear not associated directly with the generators will be installed in existing spaces within the existing building envelope. The new 2300 Volt switchgear will utilize ATO controls to switch from the 2 utility power sources and emergency generation. The switchgear is sectionalized to isolate sections of feeders and for flexibility for feeding from various power sources. There are also lighting switchboards being replaced with new switchboards which have electronic controls to better operate the lights based on actual lighting need. The 480V switchgear, 480V MCC and transformers are being replaced as well. IDCS served as a resident for the Electrical scope of the construction which includes the observation of site activities, assisting Greeley & Hansen's Resident Project Representative.


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NICABM – Mansfield Center, CT
|NICABM is seeking a WRITING & COMMUNICATIONS INTERN to join our Mansfield Center office.
Who We Are:
NICABM (National Institute for the Clinical Application of Behavioral Medicine) connects health and mental health professionals with cutting-edge research in mind-body medicine via online programs.
With our office just ten minutes from campus in Mansfield Center, many UConn students have enjoyed a challenging internship with NICABM.
In a fast-paced and team-oriented environment, interns have the opportunity to develop valuable skills while making real contributions to the company mission.
How to Apply:
Please download and complete the application and return it along with your resume to email@example.com.
This is a part-time position ($10-18 an hour based on performance).


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McKnackus I
McKnackus I
A self portrait of McKnackus I, for the MFGG Group Project: Base-Colouring
|Former & Other Groups
|MarioMK1, Melee2000, NinGageMK1, THA_DS_FANBOY, DoubleA-MK1, Master McGhastus
|Art, comics, spriting, Christianity, science, internet.
McKnackus I (formerly known as MarioMK1) is an MFGGer who joined the Mario Fan Games Galaxy Forums on March 18th, 2006 out of boredom with the other forums he visits. Once known on the Nintendo Nsider Forums for his guest-star-overpopulated sprite comic from 2005 to 2008, he's since changed his focus from sprite works to drawn works, though he will occasionally make custom sprites and pixel art. He has also attempted comics multiple times; however, only the shorter silly ones have been finished.
On MFGG he is known for his art and strong conservative political standpoint. He generally tries not to get heated in debates and usually avoids them for that very reason. Most MFGGers consider him to be friendly and decidedly non-confrontational. He was also briefly known for spamming his watermark and putting it in everything he makes or edits. His reference character is currently undetermined, after multiple failed attempts at making good refs.
Prior to The Split, he was a Moderator of the Arts Board.
Early years online
His first delve into the Internet began at the age of 11 on the TechTV forums. This forum later became G4TechTV, and eventually became just G4 forums. Starting out with the name Melee2000, he later changed his name to NinGageMK1 (which sparked his current name motif) in honor of his 13th birthday. He later changed it to THA_DS_FANBOY. During this time he made several anti-PSP/Sony GIF animations, which acquainted him well with the medium.
Eventually he grew bored of G4 and its decline in quality posts, so he joined Nintendo's Official Nsider Forums on April 29th, 2004. He mostly hung out at the Mario board, and eventually became inspired by many Mario sprite comic authors to make his own sprite comic.
Sprite Comic
!SCREWED! Comics (Super Mario Crew: Luigi's Denial) began on May 3rd, 2005. The comic was originally created using MSPaint, but in time he got a hold of Photoshop Elements 4.0, which he used to add effects. The topic that hosted the comic was eventually deleted off the Mario board on October 1st, 2005 as a result of a new rule for the board enacted by MOD_Mario, and the topic was re-made in the Power On board. There it remained until April 21st, 2007, when the topic was inexplicably deleted again.
After a week or so of investigation, he learned that it was NOA_Matt that deleted the thread because it "generated complaints." No actual reason was given, but MarioMK1 concluded it was the name, which was meant to signify the craziness that happens in his comic, but could be mistaken for innuendo. He then went through all the comics, deleting every last remnant of the previous name, and changed it to Mushroom Kingdom 1NSANITY.
Through the life of the comic, it became known for its massive cast, sporting nearly 30 major characters and more than a hundred guest stars by comic's end. The comic was also known for having a plot twist in nearly every comic. Midpoint in the comic, he began to get lazy, and huge delays in comic updates would follow. Soon they lengthened to months without a comic. Overuse of Photoshop effects also became a staple of the series.
The comic ended on May 30th 2008, giving it a three-year run. The comic itself is riddled with plot holes, poor typos, and sub-par writing, and many of the plot holes were never filled. The comic ended with a half-text comic due to laziness on the author's end. While the comic wasn't of very high quality, it did have a fair amount of success, gathering more than a hundred fans over its three year, 45 comic run.
Art Beginnings and Nsider 2
Midway through the comic, he began thinking about his next series and what it would be. Initially it was going to be another sprite comic, but more stylized in its presentation. He even created a teaser comic for the second anniversary. Eventually he got the idea of drawing the backgrounds, but still using sprites, a method he used for some of the later comics in the series.
By the end of the comic, his next series was planned out to be fully drawn, and was to be only semi-connected to the previous series. This decision was sparked by his newly found interest in art midpoint through his comic and his improvement in the area. The comic's plot was to be based on his bandit character, MK, and be set in a city based on Nsider.
However, near the end of the comic, Nintendo shut down its Nsider forums. As expected, the thousands of members looked for new homes, and the majority of them went to Nsider 2, a fan-made forum that is obviously a continuation of Nsider. This, of course, altered all his plans for his next series, and put the plans in limbo for a long time before being scrapped.
Much later, he would scrap other comic ideas after realizing he isn't that great of a writer. The idea of him making a comic has largely been defused, though he would like to start one at some point.
He also changed his name to "McKnackus I" (pronounced "Mac-nack-uhs tha first") in all the sites he could (excluding a few places where he continues to use "MarioMK1") so he wouldn't be "just another Mario user," especially in places where videogames aren't the focus.
He frequents the General Chat and Arts Board, occasionally throwing in his own wacky hijinks for kicks, and had recently been appointed Isometric Collab Manager by Jazz, after breaking the record for the number of tiles made by one user during Isometric Collaboration #5. A month later, he was appointed Forum Moderator of the Arts Board, taking the place of Dexy, who was promoted to Administrator position.
- McKnackus's birthday is October 10th, 1990.


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Is Pro Binary Bot a Scam?
Pro Binary Bot promises very high and quick profits to traders. But does this Forex Robot really work or is it a Scam?
>> Skip the Content & See the Conclusion <<
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ProBinaryBot Overview
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No further background information about them is listed anywhere. They state that ProBinaryBot System is 'the most advanced and adaptive' Forex robot but this can not be verified for certain. Its return on investment rate is said to be 80%.
Users contradict this, sharing their experience in testimonials and reviews. According to them, the auto-pilot software is not capable of achieving any kind of success. This is why we advise everyone to regard it as far from authentic and a likely scam.
What is Pro Binary Bot System?
This Forex investment instrument was established with the idea of ensuring a risk-free trading procedure to users from around the world. An issued statement on its website claims that ProBinaryBot Software can successfully finalize every 8 out of 10 trades.
>> Visit Tested & Approved Robot <<
Unfortunately, user reviews go on to prove the exact opposite. The automated investment solution often issues inaccurate asset price forecasts and has misled a lot of people. It does, for a fact, offer 500 signals combinations but lacks the promised high level of control over the trading process and the ability to customize features.
How Does ProBinaryBot Software Work?
This profit-amplifying solution supposedly has flexible features but the reality is that very few of them can be customized according to the user's very own preferences. When left on auto-pilot mode, Pro Binary Bot System begins to sporadically place investments which often have a negative outcome.
It is stated on the official website of the platform that its set-up does not take longer than 5 minutes but this is often not true. The Forex software is also known for having close ties to some rather devious online broker platforms and for unexpectedly going offline every now and again.
Is Pro Binary Bot System a Scam or Genuine?
It is best for investors to avoid registering with this automated trading tool. A very good reason for this is that the creators prefer to remain anonymous which is never a good indicator for a software's legitimacy status. Apart from this, it is not capable of providing positive and favorable investment results.
This is why it should be thought of as a likely scam. The customer support team of ProBinaryBot System also sometimes has an unprofessional attitude towards users and their concerns are not properly catered to.
Final Thoughts
ProBinaryBot System can not be recommended as a legit and genuine auto-pilot robot. In fact, there is a very high likelihood of it being a scam and users must to whatever it takes to avoid it. It claims to operate under the strictest SSL standards but one's personal data safety can not be assured. The profit-generating solution also has ties to some rather dubious Forex and CFD trading broker.
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We recommend you to Continue to Trusted Forex Robot and avoid scams by choosing a High-Rated and Trusted Robot on Top10BinaryRobots.com


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Synthroid Armour Thyroid, Thyroid Hormones, Severe Endometriosis, Prozac Dose, Fracture Risk
I was diagnosed with hypothyroidism when I was around 14 years old. For the next 30 years, I was treated with Armour thyroid and did quite well (weight was stable, energy level good, positive outlook on life, etc.) Then I was diagnosed with significant ... more »
I was diagnosed with hypothyroidism when I was around 14 years old. For the next 30 years, I was treated with Armour thyroid and did quite well (weight was stable, energy level good, positive outlook on life, etc.) Then I was diagnosed with significant osteoporosis in my 40's (Doctor told me my bones were equivalent to someone in their mid-80's, and my fracture risk was very high.) My gynecologist felt the cause was a combination of heredity, and low estrogen (I had an ovariohysterectomy when I was 26, due to severe endometriosis). She increased my dose of Premarin, and also recommended I see an endocrinologist. The endocrinologist blamed the osteoporosis on my thyroid meds, and immediately switched me to Synthroid, which I took for 10 years. Within just a few days of starting the Synthroid, my short-term memory (aka working memory) was severely affected, and I began to experience symptoms of depression. Within the first year of being on synthroid, I gained 30 pounds! I also developed terrible eczema on my hands and feet. I was seeing the endocrinologist regularly, and she kept telling me that my "circulating thyroid hormones were normal"; she also insisted my symptoms were NOT being caused by the switch to Synthroid. Eventually, she prescribed Prozac for the depression, and sent me to a dermatologist for the eczema. Over the years, my Prozac dose was increased to 60 mg. per day and I started seeing a therapist for the first time in my life. Much of the time, I felt I was barely functioning, my brain was in a fog, and I was exhausted all of the time, regardless of the amount of sleep I was getting. I also awoke each morning with terrible aches and pains.
My husband started talking about moving out, and I was at my wits end. I saw the Therapist for 4 years. The dermatologist prescribed various ointments for my eczema, but nothing had a lasting effect. The skin on my hands and feet were either cracked and bleeding, or dead-looking and peeling off in chunks. My allergies to everything became more severe, and I had frequent asthma attacks.
Then my endocrinologist became very annoyed when I forgot an appointment, and refused to extend one of my prescriptions (it was for Prilosec, to treat acid reflux, and soon became an OTC medication) for even a few days. It seemed to me she did not care if I was in pain, and I decided to start seeing a GP. The new Doctor kept me on Synthroid, but was concerned when my TSH was consistently abnormal (I'm sorry, but I don't remember if it was too high or too low.) She advised me to see an endocrinologist, but after 10 years on Synthroid, I decided it was time I did some research, and found a Doctor who would listen to me.
I was stunned when my internet research led to so many people who had had similar side effects from Synthroid. I searched for a Doctor who would at least consider a switch back to Armour Thyroid, and finally found one close by. A battery of tests showed that my TSH was still off, and at first the Doctor wanted to try lowering the synthroid dose, but as I explained to him, this had been tried before with no success. I literally begged him to put me back on Armour Thyroid, if only as an experiment, and he agreed. After 6 months on Armour, my TSH was normal for the first time in years! I also felt much better, with more energy and a more positive outlook on life. I honestly was not expecting any change with my eczema, but within the first year the skin on my hands and feet became normal again - the only change (medication wise) was in the thyroid meds.
I have now been on Armour thyroid for about 2 1/2 years, and my TSH has remained normal and steady. I no longer wake up feeling 20 years older than I actually am, and my allergies and asthma are now much easier to control. I feel like I have my life back, but I am kicking myself for not making the change much sooner - it's as though I wasted 10 years of my life! My osteoporosis is better as well (I am now osteopenic) and when I asked an expert on bone health about the connection between Armour thyroid and osteoporosis, she told me that ANY thyroid med, if given at too high a dose, can aggravate osteoporosis.
Anyone having similar problems while on Synthroid, I advise you to find a Doctor who will take your concerns seriously, and will prescribe Armour thyroid, at least for a trial period. Don't waste years of your life as I did.....


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Google has introduced a new addition to its popular Pixel smartphone range – Pixel 3a XL. The new handset was unveiled alongside the diminutive Pixel 3a during the opening keynote of its annual Google IO developer conference.
The new Pixel 3a series is designed to bring some of the best features of the Pixel series – unlimited full-resolution photo and video storage in Google Photos, latest Android OS features and security updates direct from Google, and the industry-leading smartphone camera – to a slightly more affordable price point.
- Google Pixel 3a review (early verdict)
- Google Pixel 3a XL review (early verdict)
- Google Pixel 3a release date, price, specs
Whereas the Pixel 3 XL starts from £869, the Pixel 3a XL starts from £469. That's a saving of £400, which more than anything we've ever seen on a Google Pixel in the Amazon Prime Day or Black Friday sales.
To achieve this price point, Google has dropped a few of the features you'll find on the pricier Pixel 3 XL. First off, there's no Gorilla Glass 5 case and wireless charging, that's been swapped for a plastic shell, although it does still carry the same dual-tone design.
There's no IP68 rating for water and dust resistance to be found either, and Google has traded the flagship Qualcomm Snapdragon 845 for a mid-range Snapdragon 670. The Pixel Visual Core chip, designed by the teams at Google specifically for the Pixel to boost photography performance, has also been dropped from the Pixel 3a, too.
But enough about what is missing from the Pixel 3a XL, what do you get in this £469 Google-branded handset? For starters you get the trademark Google Pixel camera ...well, almost. As we've already mentioned, Google isn't using the powerhouse Qualcomm Snapdragon 845 chipset combined with its Pixel Visual Core, so it's not quite a match for the Pixel 3 XL, despite boasting the same 12MP Dual Pixel camera hardware.
That said, Google says it has managed to wrestle almost the same camera performance from the Snapdragon 670 sans Pixel Visual Core using a mixture of Artificial Intelligence and software as the costlier Pixel 3 and Pixel 3 XL achieve with the flagship Qualcomm silicon.
That's a bold claim for any manufacturer debuting a new mid-range handset, but it seems especially bold here, given the photography chops of the Pixel 3 range.
Launching the camera app on the Pixel 3a XL, it's almost impossible to tell that you're holding a more affordable handset with features like Night Sight, Portrait Mode, Panoramas, Motion Shots seen on the Pixel 3 XL all present and correct. Of course, we'll have to spend some time putting the Pixel 3a XL through its paces to see whether the performance of the camera matches Google's claims. However, if the US company has managed to achieve a comparable performance from this lower-cost alternative, this is phone is a big deal.
One camera feature that definitely cannot be replicated on the Pixel 3a XL is the ultra-wide angle selfies Google introduced with the Pixel 3 and Pixel 3 XL last year. That's because Pixel 3a XL has lost the secondary, ultra-wide front-facing camera that enables the feature in an inevitable cost-cutting measure. Whether the feature, which expands the field of view enough that you won't have to worry about a selfie stick, is worth paying the £400 premium for the flagship Pixel 3 XL model will depend on just how many selfies you take / how much you loathe being seen in public with a selfie stick.
One advantage of the secondary selfie camera being ditched is that abhorrent notch design seen on the Pixel 3 XL display is gone. In its place, we have the same curved borders at the top and bottom of the screen present on the Pixel 3, and Pixel 3a.
Bezels aside, the Pixel 3a XL carries a 6-inch Full HD OLED display, which is slightly smaller than the 6.3-inch Quad HD panel you'll find on its pricier sibling. However, that should result in better battery life – as the Pixel 3a is pushing less pixels around the display at all times.
As with the other smartphones in the Pixel range, Google guarantees you at least three years of operating system and security updates – a little more of a rarity in Android handsets at this price range. You'll also enjoy much faster access to new Android OS features, since they're all rolled-out directly from Google itself.
For example, Pixel 3a XL launches with a nifty new Google Maps feature that lets you superimpose Augmented Reality (AR) directions floating in front of you to help navigate around urban areas where the standard blue dot might be a little inadequate.
Pixel 3a XL comes with the same unlimited photo and video storage in Google Photos, too. So you can happily snap away on your shiny new Pixel camera without worrying about having to cough-up for more cloud storage, or delete treasured memories.
Active Edges, which lets you squeeze the sides of the phone to quickly summon Google Assistant have made the transition from Pixel 3 XL to Pixel 3a XL, too. As does Now Paying – an always-on Shazam-like feature that displays the name and artist of any track the Pixel can detect playing on the always-on display, so you don't have to seek-out a specific app and wave your device in the air like you're struggling to find signal.
In the box, you'll find an 18-watt charger that provides 7 hours of battery life on a 15-minute charge and up to 30 hours on a full charge, Google says.
Google Pixel 3a XL price, release date
Google Pixel 3a XL is available to order online now, and will start to appear on high street shelves from tomorrow, May 8, 2019.
Pixel 3a XL starts from £469 for 64GB of storage, while a beefier 128GB configuration is available, too. Google Pixel 3a ships in three colours – Just Black, Clearly White, and Purple-ish, with the latter exclusive to the range.


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Online Degrees
Acceptance of Online Degrees by Employers
Increasing Popularity of Online Degrees
Benefits of Online Degree
Online Vs Campus Programs
Online Degrees available in USA
Online Degrees in India
Popular Accredited Universities
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Agriculture Degree
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Agriculture Degree
Online Livestock Productions Degree
Online Livestock Productions Degree
Online Livestock Productions Degree program is specially prepared for the students who want to pursue careers in production, marketing and utilization of livestock. Online courses are very popular in this field as large numbers of students are showing interest. This Online Accredited Degree will impart knowledge on the business management, marketing along with livestock genetic selection, health, feeding and reproduction of the livestock. Being an integral part of the Agriculture Degree, this program has earned huge popularity. Practical skills and animal handling is required for this stream. In the present generation, achievement of online degree on Livestock Productions has become very convenient. There are large numbers of Online Livestock Productions Degree Schools, who impart knowledge via internet.
Online Livestock Productions Degree and Duration:
The duration of this university degree online varies from one institution to others. Generally it is a 2 to 4 years course. Hourly basis calculation is done for the semesters. Online study materials are available for the convenience of the students. Audio and video CDs are also provided to the students pursuing Online Livestock Productions Degree.
Online Livestock Productions Degree Admissions:
The applicants need to fill up online form to get admitted to the Livestock Productions program. In some cases, test scores are taken in to account during the admission to this agriculture degree. Examinations for the livestock productions are taken online.
Online Livestock Productions Degree Careers:
There is a great prospect in livestock productions careers for the students. The career options include research work, livestock promotion and marketing, breed organizations, sales, livestock supplies, feeds, service organizations, management, livestock production development and others. There are various organizations who hire people after the achievement of the university degree online.
Online Livestock Productions Degree schools:
There are numerous Online Livestock Productions Degree Schools, which impart courses on this field. These universities are gaining popularity because of the great demand for this Livestock Productions Degree. The various schools include:
Kansas State University
Online College of Oklahoma
Oregon State University
University of Georgia
University of Florida
University of Northwestern Ohio
Washington State University
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text: SCIENCE CAREERS WITHOUT BOUNDARIES Apply Online Courses Guidelines Prospectus Scholarship Contact Us EXPERIENCE THE DIFFERENCE MAKER It is best when a student performs the things learned theoretically by doing it practically. At AUS we give opportunity to the student to practically perform the activities which they have learned so that they understand the real-world challenges faced while working and gain professional experience. At AUS, students are offered with latest and updated academic programmes, professional faculties, well furnished classrooms and laboratories, sport facilities. Interactive Learning with AUSStay connected with fellow University alums and maintain lifelong relationship. Wide range of features and activitiesHere campus life is a melting pot of various cultures, regions, countries, ethnicities. Prepared for Success"pursuit of excellence, education with a difference…. AUS's Events View All Events Fresher Party 2019 Agriculture National Conference -2020 Working Together Working together, a professor two students do worldclass research in the lab, in the field, and even over breakfast. View Other × Our Partners LATEST NEWS ACADEMICS Result of M.Phil. Entrance Exam-2019 Result of Ph.D. Entrance Exam-2019 Notification for Ph.D. /M.Phil. Admission 2019 Application for admission to forth convocation- 2019 Date Sheet of Ph.D. Course Work Exam-2019-20 Date Sheet of M.Phil. Course Work Exam-2019-20 ACTIVITIES Freshers Party – 2019 OTHER Green Skill Development Programme-Bamboo Crafts Training See All News AUS's PROGRAMMES Agriculture Science India, being an agrarian society, has always regarded agriculture as the back-bone of her economy. Course: Diploma B.Sc(Hons.-Agriculture) M.Sc(Agriculture-Agronomy) M.Sc(Hort-Vegetable Sc.) M.Sc(Agri-Soil Sc.) M.Sc(Agriculture-Plant Pathology) Medical Science Medical science will give you a good foundation knowledge of how today�s advancements in medicine are made. Course: (D.Pharma) (B.Pharma) (G.N.M) (Nursing Basic) Paramedical Sciences Science Science is a vast field and concerns almost everything that our eyes can see or cannot see. Everything in the universe can be studied under the field of science. Course: B.Sc. M.Sc.(Chemistry) M.Sc.(Physics) M.Sc.(Environmental Science) M.Sc.(Zoology) M.Sc.(Botany) M.Sc.(Math) Education & Special Edu. Special education provides students with identified disabilities specialized instruction designed to meet their unique learning. Course: (D.El.Ed.) (B.Ed) (B.A.-B.Ed.) (B.Sc-B.Ed.-Int.) (M.Ed.) (B.Ed.-HI) (B.Ed.-VI) (M.Phil.) (M.Ed.-HI) (M.Ed.-VI) Physical Education Legal Studies The Legal Studies faculty and students grapple with important questions of social policy within the framework of significant concerns in jurisprudence and theories of justice. Course: (LL.B) (B.A.-LL.B.) (M.Phil.) (LL.M) Previous Next AWARDS & ACHIEVEMENTS Best University in East India 2018 (CEGR) Best Knowledge Creation & Innovation 2018 (ASSOCHAM) Best Emerging University in North East -2017 (ASSOCHAM) TESTIMONIALSPallabi Saikia, M.Sc. 4th Sem.Away from home AUS, I feel is like 2nd home to me. It's been a wonderful and enriching experience for me at AUS. I did have my share of ups and downs but have been lucky to have so caring and encouraging lecturers and batchmates that the time at the campus has been amazing. My classes are great, I have gained a lot of knowledge about my subjects and feel will help me in my career. Here I got the opportunity to experience industrial tours. Chau Nihal Longkham, B.Sc. Horticulture StudentI am Chau Nihal Longkham, currently pursuing B.Sc. Horticulture degree at Arunachal University of Studies, Namsai. I would describe the Arunachal University of Studies as exciting and dynamic. The best thing about the university is that it offers many programs if various faculties. The university has frequently conducted various seminars for students & faculties, has a well-equipped library, sports facility and all the necessary amenities for overall personality development. Gautam Thappa, MBA Student"I feel really blessed that I got such priceless faculties, whose guidance has shown a path to my directionless life-Thank you AUS for giving me such faculties, exposure and a wonderful environment where I have learned and grown a lot. NEWSLETTERSubscribe


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When anyone makes an investment, it is almost always with the view of getting a return from that investment. There are some investments that will provide returns over a short period of time and there are those that provide returns over a longer period of time. These returns are known as long term capital gains and can include returns from investments like mutual funds, zero coupon government bonds etc.
What Qualifies as Long Term Capital Gains?
When it comes to determining what will be considered a long term capital gain the rules say that investments that provide returns in periods ranging from 1 year to 3 years can be considered long term capital gains. This means that if a person has held an investment for 3 years before transferring it, then the returns from the investment at the time of transfer it will be considered a long term capital gains. Some of the investments that can generate long term capital gains are:
- Sale of Property:
When you sell a property that has been held by you for at least 3 years, the money you get from the sale can be considered long term capital gains.
- Sale of Agricultural Land:
Similar to the sale of property, if agricultural land is sold after having been held for 1 to 3 years, the returns are considered to be long term capital gains.
- Mutual Fund Investments:
If you invest in mutual funds and hold the investments for about 1 year, the returns that you get from the investment will be classified as long term capital gains.
- Stocks:
The returns from investments in stocks and bonds also qualify as long term capital gains since these investments too may be held for extended periods of time.
How Capital Gains are Calculated?
The computation of long term capital gains is a fairly simple process. You buy an asset at today's value, that is your expense, you then sell it a few years later for a price that is higher than what you bought it for and you may assume that the entire amount that has be earned over and above what you spent is your capital gain, but it's not.
To calculate the gain you need three things, the cost of the initial investment, the price at which you sold it and the cost inflation index. The last part is an index that the government publishes to inform people about the inflation that changes the price of the asset.
The Method of Calculating the Gain is: (Calculation)
Step 1: Indexed cost of acquisition = purchase price X (CII of year of purchase/CII of year of sale)
Step 2: Actual gain = sale price – indexed cost of acquisition
To calculate the capital gains let us take an example. Raj has bought a house for which he has paid Rs. 20 lakhs. 5 years later, he wants to sell the house and manages to do so for Rs. 35 lakhs. Now, in his case let us assume that the cost inflation index (CII) at the time of buying the house was 543 and that at the time of selling the house was 667.
The indexed cost of acquisition will be: 20,00,000X (667/543) = 24,56,722
The gains will be: 35,00,000 – 24,56,722 = 10,43,278
Tax on Long Term Capital Gains:
The basic tax on long term capital gains is 20% with an addition of extra cess and surcharges like education cess whenever they are applicable. The government, in an effort to ease the burden of heavy taxes, has also provided for certain exceptions under special circumstances. When a gain is eligible for such exemptions, the tax on them may actually reduce from 20% to just 10%. The surcharges and cess applicable will remain as they are.
Assuming that the gain, in the case of Raj and the house that he sold, does not qualify for any exemptions, we can now calculated the tax payable by him. The taxable amount in his case will be Rs. 10,43,278. So the tax payable will be:
Tax = 20% of gain = 2,08,655
Tax + Cess of 3% = 2,14,914
Exemptions on Long Term Capital Gains:
Since the government recognises that in many cases, the tax payable may come up to a huge amount, it provides for a bit of relief by allowing for certain exemptions that either ease the tax payable or remove it entirely. These exemptions are:
- With regards to buying and selling of properties, if the money gained from the sale of a property is invested in another one within 1 to 2 years, the gains are exempted from tax. This exemption will also not apply if the property sold or transferred within 3 years of purchase.
- If the amount gained from a long term capital gain is invested in the Capital Gains Account Scheme then it may be exempt from tax.
- In some cases, returns mutual fund investments held for longer than 1 year will also not be taxable as per offers from the asset management company.
Frequently Asked Questions:
1) What tax is applicable if I sell a capital asset in less than 1 to 3 years?
A. If the assets are sold before they qualify for long term capital gains then they will qualify for short term capital gains. The tax also will be applicable according to the terms of short term capital gains.
2) I sold my house in India and want to invest it in a house in another country. Will I get the long term capital gains exemption?
A. The exemption from LTCG is applicable only if the new property being bought or constructed is located in India.
3) Do I have to pay tax in case of losses in long term capital gains?
A. No. In such a case the losses can be set off against the cost of investments for the financial year. But it is important to file taxes in order to draw this benefit.
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Wrapping Paper Fashions
Recently via Twitter I was introduced to Vivid Wrap Ltd., located in Bath, England. The company's decorative papers are gorgeous, and yes, printed in such bright and beautiful colors, the name is an apt description.
Created by Professor Marjorie Lee Woo
While checking out the Vivid Wrap Facebook page, I was delighted to come across photos of paper fashions created by professors and students from the LIM College of Fashion and Visual Merchandising in New York.
Created by Alexis & Lisa Michaelides
They used Vivid Wrap to create couture apparel for the first Paper Runway competition sponsored by Kate's Paperie at the National Stationery Show this past May.
Vivid's papers are handmade in India from recycled cotton that is screen printed, also by hand, with water-based inks.
Created by Edin Guiron
After many years of working for Hallmark, Steve Williams launched Vivid Wrap in 2007. Gift wrap, bags, and boxes are stocked in fine British stores and museum shops, and the company is expanding to outlets in the U.S., Europe, Australia, and Asia.
Created by Gina MercatiliIn the video [edit: no longer available] you'll see Vivid papers being created... it's a fascinating process to watch, and as an avid piano jazz fan, I have to say I sat back and enjoyed the music too. A nice little break at this busy time of year.
photo credit: Steve Williams


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Eating in New Orleans is not something you do in order to be able to pursue other activities, but the reverse. Neither religion, sex, nor even politics can compete with food as a topic of conversation. And not just before dinner as the juices flow, either. Pull back the chairs after a four-course groaner at K-Paul's or Dooky Chase's and what will the company discuss? Food.
Small wonder, then, that New Orleanians consume more bread, coffee, and alcohol per capita than residents of any other American city. To find another population so addicted to ingestion one has to turn back to Victorian times—perhaps to Dickens' Pickwick Club, which, incidentally, gave its name to one of the first men's clubs founded in New Orleans. And that was no accident.
As to the cuisine, fried seafood far outranks everything else, including fast food and Chinese delicacies. Health food is at the very bottom of the list, with a paltry four-tenths of a percent of New Orleanians' restaurant meals. No wonder the British novelist William Makepeace Thackeray called New Orleans "the city of the world where you can eat and drink the most and suffer the least." This, at least, is what seems to happen.
The only topic that can come close to rivaling food as a subject of conversation is dieting. There is no pill or powder for the reduction of blubber that has not been tested by tens of thousands of New Orleanians. But the addiction to eating is not so easily thwarted. And not just among the affluent. Eddie's, a modest-looking but distinguished black Creole restaurant in the city's Seventh Ward, serves portions that demand long periods of the strictest training to handle. And Rocky and Carlo's, a restaurant-bar across from the sprawling Kaiser Aluminum plant in Chalmette, has created a new race of working men and women who are easily recognized by their absence of necks and waistlines and by their multiple chins. More's the pity that Mario Gioe, a part owner of Rocky and Carlo's, was recently put away in an execution-style gangland slaying out on East Judge Perez Drive.
This is not the place to consider the fine points of New Orleans cuisine. The last word on that subject was said in 1903 anyway, by the Times-Picayune in its now reprinted classic cookbook. Let it be noted simply that the city has no indigenous haute cuisine. The finest Creole dishes were—and are—served up in private homes by black Creole chefs, who prepare the same fare for their own families. Grillades in the Garden District taste the same as grillades in Faubourg Marigny. And so does the diet drink the next day.
These comments serve as the introduction to a new series on dining to be featured in OffBeat in the months ahead. S. Frederick Starr is a former New Orleanian currently living in Ohio, where he is president of Oberlin College. A more complete version of his insights into this city's manners and mores appears in his New Orleans Unmasked, a collection of essays that should be required reading for anyone attempting to comprehend the Crescent City. New Orleans Unmasked is available at local bookstores. Recommended.


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Weaver Stacy Westfall Cowgirl Spirit Breast Collar
Exquisite American handcrafted leather breast collar designed by Stacy Westfall goes over and beyond rider demands. Beautifully detailed in a unique turquoise and chocolate embossed leather overlay on premium quality supple brown leather. This amazing breast collar features Stacy Westfall's signature Westfall logo on the buckles. Western tack set is ideal for any western riding from professional performance, ranch pleasure, trail to recreational riding. Ride the Brand that outperforms and exceeds riders expectations.
Product Details:
- Turquoise and chocolate embossed leather overlays
- Buttered Hermann Oak® premium russet harness leather.
- Adorned with black spots in graduated sizes for visual appeal.
- Weaver exclusive antique copper plated buckle and loop showcasing the Westfall Horsemanship logo.
- Handcrafted in the USA
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