text: The importance of establishing a chain of command Published January 26, 2016 | By Achim Neumann, President When a startup experiences growth, employees are hired and placed into roles in various departments. Soon, the task of coordinating them requires the recruitment of managers, which act as the go-between executive staff and employees. As complexity increases, communication between the various players in a company needs coordination to avoid miscommunication and other mistakes. Establishing a chain of command avoids these problems. Here a few reasons why establishing a hierarchy should be a vital part of any businesses' strategic planning. 1)Employees will know who answers to who In big and small organizations, confusion is created when employees are unaware to whom they are accountable. When these relationships are put in writing, along with expectations between employees, management, and executives, clarity is created, resulting in communication that is more effective and efficient. When bringing new talent into the business, make certain that a detailed copy of the chain of command is provided to them, along with the responsibilities they are expected to fulfill, and to whom they are expected to report to on a regular basis. 2) A chain of command simplifies communication A properly designed chain of command ensures that relevant and important information gets to the correct people as efficiently as possible. When there is a lack of understanding of who answers to who among staff, mistakes are made as a result of miscommunication that occurs in a poor command structure. Make sure that all employees know who to talk to regarding urgent matters, ensuring serious issues arising from the chain of command will be rare occurrences. 3) A chain of command keeps information in the hands of those that need to know In the course of operating a business, sensitive information will need to be communicated between certain key employees, managers, and executives on occasion. If a set chain of command is not followed, the chances of revealing data ending up in the hands of unauthorized individuals within the company increases significantly. By detailing which positions are allowed to handle specific types of information, and to whom they are allowed to disclose it, the odds of a serious breach can be greatly reduced. 4) A chain of command establishes strong leadership from the top down Without a strong system of communication in an organization, those that work within it are left without a clear idea of what they are working for. By establishing a well-designed chain of command, all managers and employees will know what they need to accomplish, and why it is vital that they do so. By streamlining the process by which talent talks to each other, feedback from departments will also reach executives where it wasn't before, improving the long term success of the organization.


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LESS THAN 3 MILES TO BETHANY BEACH BOARDWALK. LOCATION HAS EASY ACCESS TO ALL THAT BETHANY BEACH HAS TO OFFER. Opportunity to create your private setting with this wooded lot.
Based on information from Sussex County Association of REALTORS®, Inc which neither guarantees nor is in any way responsible for it's accuracy. All data is provided "AS IS" and with all it's faults. Data maintained by Sussex County Association of REALTORS®, Inc. may not reflect all real estate activity in the market Long & Foster Real Estate, Inc. is a Real Estate licensee in the State of Delaware. SCAOR DE License Number: SCAOR 12351.
Copyright 2020 Sussex County Association of REALTORS®, Inc.

subset: commoncrawl


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Ozark Gateway Tourist Council
What to know
A region defined by its natural beauty, enriched by the creactivity and generosity of its residents, and enjoyed by thousands of visitors each year. Our region covers eight unique counties, each with its own history, heritage, events, and attractions.
453 Batesville Blvd
Batesville, AR 72503


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Simple spacial arrangement tips make all the difference in the world. The size of a room can be changed visually by the arrangement of the furnishings. A small room appears much larger than it really is and a very large space is able to appear warm cozy and inviting. Like wise, with out this room knowledge, a small room can easily appear over crowded and cramped and a large space cold and cavernous. Where you place the large and small pieces, as well as the shapes of the furniture makes or breaks the of the design of the room.
For example, the largest piece on the smallest wall always makes the room appear larger. Placing a bed in the corner of the room and or horizontal to the wall creates an open space in the middle. Window walls can be bothersome, depending on how many windows as well as how low they are on the wall. room Strategically placing furniture appropriately on window walls allows for the maximum use of space. Here are more spacial arrangement tips. Placement of rugs can create a defined space in any room. The shape of the rug creates enhancements to the furniture being placed on it. Circular pieces in square spaces is aesthetically pleasing.
Properly dressing the room with decor adds the finishing touches to the appropriately placed furniture. Short decor on tall pieces and tall decor on shorter pieces. With all of the open concept homes these days, knowing how to divide a large space into multiple seating areas is important. In these large spaces, use furniture groupings and rugs to define multiple areas within a space. These are a few of the spacial arrangement tips that can give you a livable, yet beautiful living space and or office space. Call to schedule an appointment with Susan Fay Newton for interior design and experience how spatial arrangement tips transform your home.
Susan Fay Newton


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As mentioned before there are some features that have to be updated in order for them to work correctly under this new system:
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POC Willows Springs 2-3-2019 Video!
https://www.youtube.com/watch?v=D-2SWb3FA5o&feature=youtu.be POC First Cup Event of 2019
POC 2019 Track Event Schedule
POC has posted their 2019 Time Trials & DE schedule. Next event will be at Willow Springs Int RacewayFeb 2nd/3rd and registration can be found on Motorsportreg.com. Direct Link to Event: https://www.motorsportreg.com/events/poc-willow-springs-february-2-3-2019-intl-raceway-porsche-owners-club-237453 Here is a link to the full POC 2019 schedule: https://www.pcasdr.org/events/category/zone-8/ We hope to see you out at the track!
PCA SDR 2019 Track Event Schedule
PCA San Diego Region has posted their 2019 Time Trials & DE schedule. First event will be at Chuckwalla Jan 26/27th and registration opens on Dec 15th 2018 on Motorsportreg.com. Here is a link to the full 2019 schedule: https://www.pcasdr.org/events/category/zone-8/ We hope to see you out at the track!
POC @ Willow Springs December 1-2, 2018
The Annual Track Record Weekend Event Is Upon Us…. Willow Springs International Raceway; Last Event Of The Year….February 10-11, 2018 Cup Races, Time Trial, & Performance Driving Series (PDS) Hosting Our Annual Town Hall Meeting Saturday Afternoon @ 4:45 PM Dec WSIR Preliminary Schedule.xlsx Come join us for the first racing event of 2018 at the exciting Willow Springs […]
PCA TT Buttonwillow Nov 10-11
Join us as we wrap up the exciting 2018 season at, what is for many, Southern California's favorite track: Buttonwillow Raceway Park, Saturday & Sunday, November 10 & 11.
POC Chuckwalla Nov 3-4
Save the date and come join the POC on November 3rd and 4th, 2018 for an exciting weekend at Chuckwalla Valley Raceway. We're hosting our Red and Orange Cup Racing groups, Time Trial, and our instructional Performance Driving Series (PDS) at this super fun 2.68 mile road course.


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10 ways to get your science on in Northern Nevada
Lessons and classrooms may spring to mind when science is mentioned to children, but there are many area organizations that focus on making the many different physical-world studies a fun and interactive experience for all ages.
Here are 10 places to take the kids for some edifying scientific entertainment.
Nevada Bugs and Butterflies
Wings and native Nevadan crawling things aplenty can be experienced in this butterfly house and science center located in Lemmon Valley. Now through September 9, get up close and personal with insects, caterpillars, butterflies and plant life, or take part in science activities led by biologists and site tours. The center is open from 10 a.m.-3 p.m. Thursday-Saturday.
Sierra Nevada Journeys ScienceFest
Two hours of hands-on science exploration will be had on Sept. 23 at Bartley Ranch Regional Park during Sierra Nevada Journeys ScienceFest, presented by Western Environmental Testing Laboratory. Science, technology, engineering and math stations to explore with the kids will feature at the park, along with food trucks, face painting and a photo booth hosting a "Dress as your Favorite Scientist" contest. The event is free to the public, with online preregistration required here.
National Automobile Museum
Recently, an interactive exhibit for the aeronautically inclined became a regular feature at the National Automobile Museum. Verified by the National Aeronautics and Space Administration (NASA), "Be the Astronaut" uses state-of-the-art technology including flight simulators, touch screens, large-scale monitors and real NASA data to take visitors of all ages on an authentic feeling space mission. Children and adults aged eight years and older can also take part in space-themed Science Saturdays on the second Saturday of each month at the museum from 9:30 a.m.-1 p.m.
Children's Museum of Northern Nevada
Below the activity- and exhibit-rich main floor of the Carson City museum that encourages playful education is a basement wonderland of STEM learning. Build bridges, learn to grow vegetables, identify clouds and much more in the STEM Room. Adults and children can also sign up for science workshops on many different topics like anatomy or mining.
Fleischmann Planetarium
Since 1963, the planetarium on the University of Nevada, Reno (UNR) grounds has used its 10-meter dome to take visitors on projected virtual tours of meteorological and universal phenomena. Recently updated with an ultra-high-tech, 3-D projector, educational and entertaining shows running daily look the best they ever have. Make sure to head to the immersive exhibit hall while you're there to get the full planetarium experience.
Terry Lee Wells Nevada Discovery Museum
A 42-foot-long T. Rex named Sue makes an exhilarating welcoming committee at the Discovery Museum through January 2018. Paleontology can be explored through the life-sized skeleton cast along with several neighboring hands-on exhibits. Other scientific topics can be delved into at Science Distilled, a periodic social lecture series put on in partnership with the Desert Research Institute, with the next one coming up on Aug. 16.
W.M. Keck Earth Science and Mineral Engineering Museum
Rockhounds can get some in-depth education at Nevada's oldest geology museum, located at UNR's MacKay School of Mines. From fossils to photos, the museum exhibits will escort visitors on a tour of Nevada's rich mining history, with actual samples from the Comstock Lode and other notable state mineral discoveries on display.
Sensory Garden
Keep Truckee Meadows Beautiful and the city of Reno partnered to create an interactive garden in Idlewild Park, with five individual beds that appeal to each respective human sense. The free Sensory Garden near the Idlewild Train teaches about sight, smell, sound, taste and touch through nature, and how things grow and affect each other in a living landscape.
Animal Ark
Observing wild animals offers a firsthand biology lesson for any age group. Set on 38 acres north of Reno, Animal Ark is home to wildlife that can't be released back into their homeland, usually due to injury or abandonment. Enclosures are built to emulate the animals' native habitat, and activities that simulate their natural behavior in the wild and help them avoid boredom also provide authentic, educational entertainment for the public. Ecology education is provided to thousands of people each year through special programming and tours.
Wilbur D. May Museum
At the current exhibition running through Oct. 29, Sherlock Holmes and the Clocktower Mystery, investigate the science of deduction. Take an old-time twist on crime scene investigation, where all ages can hone their sleuthing skills in staged rooms filled with authentic period pieces, sounds and smells. Victorian London comes to life while visitors look for clues, watch out for red herrings and try to solve the mystery. Afterwards, peruse man-of-the-world Wilbur D. May's collection — which ranges from shrunken heads to Egyptian scarabs — from his global travels.


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Why Do Magic Mushrooms Cause Nausea?
The evidence points to several possibilities. It could be psilocybin or a combination of factors.
The evidence points to several possibilities. It could be psilocybin or a combination of factors.
The serotonin 5-HT2C receptor may play a key role.
There's nausea, paralysis, and fatigue to name a few.
The similarities between aeruginascin and other serotonin analogs may connect the dots between aeruginascin and Wood Lover Paralysis
Despite many anecdotal reports of wood lover paralysis, no controlled scientific studies have been conducted. One hypothesis for this mysterious symptom is the presence of "black rot".
The term "wood lover paralysis" refers to a temporary state of muscle weakness and/or paralysis that begins several hours after consuming certain types of "magic" mushrooms.
On June 4, 2018, The Atlantic published Michael Pollan's account of studying "magic" mushrooms alongside world-famous mycologist Paul Stamets. According to the story, Stamets took Pollan hunting for the Psilocybe...
Psychedelic Science Review is working to bring cutting-edge science in the field of psychedelics to the public in the most accessible, thorough and accurate way possible. Join our communities on Facebook, Twitter, LinkedIn and Instagram and share our content with your network to help us bring scientifically-backed information about psychedelics to the world.


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The Courage to Wear a Bow Tie
And by wear, I mean, how does a man walk into his office on a Monday morning wearing this non-traditional piece of neckwear and not feel self-conscious or even a tad bit silly? How does he get the fashion courage?
Realize that it doesn't take courage. It's 2015 and anything like standards have been shattered. President's wear short pants while golfing, CEOs give press conferences with open collars, polo shirts are acceptable office attire on 'Casual Fridays'. And where the dark suit and dark long tie still persists, it does so not as a standard but a mere habit of the fashionably uncreative.
Here's my three tips for putting a bit of starch in your spine:
Keep it mellow. I'm not sure what statement you are trying to put forth in wearing a bow tie but it's a bold statement. (N.B. Your statement in wearing a bow tie should never be "LOOK AT ME! I'M WEARING A BOW TIE!") Since your statement will be bold, there's no need to make the tie's pattern or color bold. The bow tie isn't a gimmick. Don't think of it as one. Leave the neon colors or the epilepsy-inducing patterns on the store's rack. If you wouldn't wear the pattern or color in a long tie, don't have them in a bow tie.
Wear the same quality bow tie as your shirt and suit. I'm not a clothes horse. I buy off the rack. Off-the-rack suits and shirts. If I wear a $200 custom tailored bow tie, it just isn't going to 'look' right on my $30 shirt. In fact, it will look strange. If you love your bespoke shirts and tailored suits, wearing a $20 bow tie is going to look…well, cheap. And like you're not committed to the bow tie look. It will look like you're hedging. No one likes a cheap looking hedger.
Finally, wear the bow tie with confidence. Own it. It's hard to wear a bow tie with confidence on your first day. It feels different than your usual tie, you'll find yourself fiddling with it, it rubs against your neck and chin in an unaccustomed way. The solution is simple: wear it around the house. Break it in. Live with it a while so that when you walk into the office your self-awareness of the new neckwear is more second nature to you.
A bow tie doesn't take courage. Just a need to be a bit different and the boldness to commit to wearing it.
Howard has many interests. To learn more visit his blog and check out his books on Amazon.


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"Bell was the name given to Edison (UK)'s first disc records in 1908." Additional credits: Martin Astell, Mike Atkin, Robin Bratchley, Norman Burgess, Greg Butler, Paul Cleary, Graham Farnell, Norman Field, David Fisher, Robert Girling, Robert Godridge, Mike Jones, Jonathan Krull, Mike Langridge, Justin Macauley, Phil Mackie, Richard Prout, Adrian Smith, Jamie Weston, Wes Williams. Page belongs to Michael Thomas.
Return to the International Bibliography of Discographies


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What is networking and how can you use it?
Network Marketing
Networking can prove a very fruitful and effective method of making new business contacts. By attending seminars, forums and other events you can represent your company or business in a professional manner and meet other business or individuals. These contacts can be useful as either a new source of product or service for your company or as new customers so that you have an outlet for your own produce. Don't expect to win contracts or business there and then, although this can and does happen, but you will be able to hand out your business cards to the appropriate people. It is important that you use effective networking as another form of marketing for your business and conducting yourself appropriately is of paramount importance.
Where to network.
Networking will become a part of you daily life, or at least it should if you want to become successful. Salesmen and executive have been using networking to great effect for many years but the advent of the Internet has seen an entirely new method of networking that is easier and in a lot of cases more effective than the offline version. Combining the two types of networking will see your business open up to new avenues of customers and suppliers. Without these new directions your business will become stale and tired.
Offline Networking.
Offline networking is a popular method that has been utilized for many years. Salesmen and marketing executives regularly visit road shows, seminars and lectures in order to promote the services of the company they represent. You should try to do the same. Look through your business paper or any business publication that is relevant to your line of work and try to attend as many as possible. Take a stack of business cards and promotional material and hand them out indiscriminately. Always give at least two copies of everything to people you meet and if you are offered similar material in return, take it. This isn't just good business etiquette but it will give you contact details for the people you hand out business cards to. Even when you go for a round of golf or partake in any leisure activity try to have some business cards with you, because you never know who you are going to meet.
Online networking.
Use forums on a regular basis, even if you don't need any information yourself. This is quite common practice so answer posts as quickly as possible. People visit forums to ask questions when they are in need of help, so this presents you with potential customers who you know are in need of your services. Many forums will not allow you to post your company or website details but you can ask people to post a private message with their email address. Answer any general enquiry they may have before you start trying to push your services. This is a very good method of making contacts that will win you business.
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Welcome to the Homeopathy Centre of
Raisa Weisspapir, Registered Homeopath
The issue of puberty is often discussed more frequently and out loud when it concerns girls. Maybe because the actual onset is more visible and abrupt than in boys with the onset of menstrual cycle.
When it comes to the male gender, it is difficult to know exactly when puberty comes. There are changes that occur, but they occur gradually over a period of time rather than as a single event.
Puberty is an event in a person's life when his/her body changes from child to adult under the hormonal influence. This includes both physical and emotional growth. On average, puberty begins in boys between the ages of 9 and 14. With the onset of puberty, the secondary sexual characteristics begin to develop, such as breasts in girls, and a deepening of the voice in boys. During this period of time boys become susceptible to certain diseases, environmental factors and metabolic disturbances.
When a boy hits puberty, he gets a strong influence of testosterone the main male hormone. He might feel moody or more aggressive, sleeping more and day dreaming at school. I had many cases in my practice when at this specific period of time boys were misdiagnosed with Attention Deficit Disorder. When physical changes start to appear, boys might feel very uncomfortable talking about them. It is so important to have a warm, trustworthy and supportive family relationship in order to talk about intimate issues that might be scary for teenagers such as wet dreams.
Boys with precocious puberty presumably are stressed because of physical changes they are too young to understand. They may be teased by their peers or be vulnerable to inappropriate sexual interest because of the physical signs of early maturation. Boys may have an increased libido leading to masturbation at a young age.
Most children with an earlier onset of puberty will grow fast at first, but their growth will come to a halt sooner, resulting in a shorter period of growth and a shorter stature. Left untreated, most youngsters will not grow taller than 5 feet 2 inches.
Puberty and acne can be managed if you know what to do. When youngsters start showing signs of acne; greasy foods or foods that contain chocolate should be avoided. Sometimes puberty and stress can combine to make acne even worse. Find the causes of stress and work on reducing or eliminating them. The acne itself can lead to stress and that can result in a vicious cycle. Teenagers during puberty does not need the added stress of acne.
Fifty years ago, type 1 diabetes (insulin-dependent) was the only type of diabetes considered prevalent among children. Today, endocrinologists have seen a dramatic increase in type 2 diabetes among children and adolescents.
In addition to having diabetes, these children also present with thyroid and adrenal imbalances.
One of the reasons for type 2 diabetes is linked to the large increase in overweight or obese children. The goal of treatment is to get proper weight control with type 2 patients through a combination of balanced diet and exercise.
Numerous studies show a relationship between many different vaccines and the development of insulin diabetes, including the pertussis, mumps, rubella, hepatitis B, hemophilus influenza and others. The data indicated that people with vaccine induced diabetes may not develop the disease until 4 or more years after receiving a vaccine.
In children with type 2 diabetes, special cells called - beta cells appear to work harder and harder until they finally "wear out." In contrast, in healthy teens, beta cells might relax somewhat during adolescence so that when insulin sensitivity returns to normal at the end of puberty, the beta cells are vital and can keep working throughout adulthood. Teenagers who do not recover their insulin sensitivity by adulthood, though, may end up with type 2 diabetes.
Normally, after a meal, the body breaks down carbohydrates into glucose in the blood. That signals the pancreas to secrete insulin; which helps the body's cells pick up glucose and convert it to energy. However, when cells become resistant or less sensitive to insulin, (as they do in type 2 diabetes) they cannot absorb glucose efficiently leading to high levels of blood sugar.
In healthy teens, insulin resistance disappears with the end of puberty. Among people with type 2 diabetes, though, cells can ignore insulin more and more until they stop responding to insulin altogether.
The 'junk' diets which are high on processed carbohydrates and sweeteners results in the 'Humpty-Dumpy' Syndrome: fat, out-of-shape and inactive children. This is fertile ground for the rapid and increasing growth of our population of 'Adult Onset' diabetic teenagers and adults.
Unless we make a significant alteration in teenagers lifestyles, they will likely progress to a deteriorating course of insulin resistance, pre-diabetes and diabetes.
Diabetes opposes testosterone and testosterone opposes diabetes. The excess insulin smashes testosterone.
Testosterone has a profound effect on stabilizing a boy's teenager diabetic blood sugar. On Numerous studies show that it's possible to take boys off diabetic medications and some even off regular insulin. Most find that their blood sugar lowers and the amount of medication is reduced by 25% to 50%. So, testosterone may be the best treatment for diabetes while assisting in stabilizing the fluctuations of insulin requiring male diabetics!!
Barbie dolls manufactured in the 1950 and 60's are made of PVC containing a stabilizer that degrades to a sticky, estrogen- mimicking residue and accumulates on the dolls bodies. Young children who play with older Barbie and Ken dolls expose themselves to this estrogenic chemical.
The unborn baby is particularly vulnerable during certain critical periods of intrauterine development, especially at about 20 days and again at about seven weeks after conception. This can occur before most women know for certain they are pregnant. Researches believe the male urinary and genital systems are particularly vulnerable to damage in womb before and after birth. Brief exposure to feminizing chemical hormones during these small windows of time can cause some most surprising and dramatic lifetime changes .Prenatal exposure to pesticides are associated with more feminine activity in males and more masculine activity in females. The fluid in which the unborn baby floats, can contain one to several pesticides; DDT for example, which can interfere with the reproductive system's biochemical pathways.
Puberty and adolescence is a complex time. As your son goes through the physical changes of puberty he starts to experience a wide range of feelings. He is trying to figure out his place in the world. He becomes more independent and starts doing things without us, parents.


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Counting and Number Recognition
Let's Count, sort and match numbers with this fun hands-on activity that promotes learning to count and number recognition.
Children will have fun playing with numbers written on different objects and sorting them in a puzzle-like matching game. The different objects such as the leaves and pebbles generate interest and motivate children to play and learn with numbers.
This activity is very similar to our Number Line Counting Activity using magnetic numbers and a number line to match each number. Take a look <HERE>
What you will need?
For this activity you can use a number of tools for counting and sequencing numbers. We have used pebbles, leaves and bottle tops. We used white out (liquid paper) to create the base for writing the numbers on the pebbles and directly wrote the numbers onto the leaves and bottle tops using a permanent marker.
You will also need to download and print the numbers. We printed our numbers onto cute scrapbooking paper, cut them out and laminated them for durability.
You can download and print the numbers here: Printable Numbers
Let's Play
To begin this activity, we laid out all the printable numbers and counted them out loud. As we were counting aloud, we placed each number in sequence into a line.
Some Ideas:
- Run your finger over the number shape as if you are drawing it with your finger.
- Sort each number along the number line matching 1-10. Point at each number and count them out loud.
- Talk about each number and the different characteristics of the shape of the number. For example I would say the number 8 looks like 2 circles pushed together a bit like 2 donuts.
- Talk about small and large numbers, such as the higher you count the bigger the number becomes.
- Sing songs and nursery rhymes about numbers and point to the numbers as you say them in the song.
Let's Learn
Learning Opportunities
- Fine Motor Development
- Hand-Eye Coordination and Control
- Concentration
- Language development – counting out loud.
- Mathematics – number recognition and number sequence.
- Problem solving and over coming challenges.
Find more NUMBER activities & play ideas <CLICK HERE>
Find more PRINTABLE activities & play ideas <CLICK HERE>
5 Responses to "Counting and Number Recognition"
You knew I'd adore that you added stones and stick to this. he he he
So cute to see those children play and learn at the same time
keep going
all the best
[…] Counting and number recognition from Learning 4 Kids. Kids can sort numbered objects such as plastic drink lids, leaves and pebbles. […]
[…] Counting and Number Recognition from Learning 4 Kids […]


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Sunshine Disposal & Recycling is seeking a Heavy Equipment Mechanic for a full-time day shift job opening in our Airway Heights, WA location.
The successful applicant must be qualified for maintenance/service work on trucks as well as off road and stationary equipment; including brake inspection and repairs. One to two years of work in a diesel or heavy equipment shop is required. Class A or B CDL is preferred.
Sunshine Disposal & Recycling offers competitive wages, paid holidays, paid PTO and full benefits: medical/dental/ vision insurance(company paid for employee), disability insurance and 401(K). Sunshine Disposal & Recycling is an Equal Employment Opportunity Employer.
To apply: e-mail to firstname.lastname@example.com


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First Notes Registration
First Notes music classes are taught by talented, enthusiastic musicians who play guitar and lead children and parents with singing, dancing, and fun activities, giving children important foundations of music, rhythm, vocalizing, and physical activity at a young age.
Classes are available for newborns through age 4. Siblings up to age 5 may enroll along with younger siblings. Some classes may have specific age ranges.
Read more about First Notes classes and listen to our awesome music here! Our classes include lots of fun music along with solfege (do, re, mi…), and rhythm symbols (Ta, Ti-Ti, and Rests) which are the basis and universal language of music.
We also offer birthday parties!
Seasons Currently Enrolling
Winter 2020 (Jan. 4 – Mar. 13)
Spring 2020 (Begins Mar. 14)
Select a Location for Schedules, Tuition, and Registration
Ardmore, PA
Conshohocken, PA
Jacksonville, FL
Marlton, NJ
Montgomeryville, PA
Feel free to call us with any questions


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Andrew is singing Famous Montessori Continent Song!
Cypresswood Montessori School
Fall 2019 – Summer 2020
Cypresswood is conveniently open Monday – Friday, from 6:30 A.M. – 6:30 P.M.
School Closures
- Monday, September 2nd Labor Day
- Thursday, November 28th Thanksgiving Day
- Friday, November 29th Day After Thanksgiving
- Tuesday, December 24th Christmas Eve
- Wednesday, December 25th Christmas Day
- Wednesday, January 1st New Year's Day
- Monday, January 20th Martin Luther King Day – Staff in Service
- Friday, April 10th Good Friday (Easter)
- Monday, May 25th Memorial Day
- Friday, July 3rd Independence Day
Klein ISD School Closures
- Thanksgiving holidays: Nov. 25th – 29th
- Christmas holidays: Dec. 23rd – Jan. 3rd
- Spring Break: March 9th – 13th
- When inclement weather, we follow KISD closures
Birthday Celebration Guidelines
If you plan to do a celebration for your child at school, please take note of the following:
- No cakes, please. Only muffins – blueberry or apple. No Chocolate Chips.
- Apple Juice – small cartons.
- No party bags or balloons.
- To encourage a "giving" nature, we recommend that your child donates a book to the classroom. This will be recognized in the classroom and a label of "Donated by…" will be placed in the book.


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Imagene Labs enables global beauty and wellness brands to offer personalized solutions to consumers. Led by medical doctors and genetic scientists, we offer the widest range of DNA Tests and personalized diet, beauty and health solutions, and develop customized skincare and nutrition formulations to help people live, look and feel their best.
We aspire to simplify life with the science of genetics.
Positioned to be the most trusted personal genomics service globally, we seek to empower individuals by unlocking their genetic code and optimizing their lives with customized wellness and lifestyle solutions tailored to their unique genetic traits.
People First
We place your wellness, privacy, and satisfaction at the center of all we do.
Do Only Good
We are committed to the highest standards of conduct and safety in product creation.
Credibility and Integrity
We hold ourselves accountable to the concrete facts of science, not trends, gimmicks, pseudoscience.
Quality and Consistency
We are dedicated to creating thoughtful products that work well with every use.
We strive to make the science of genetics simple and accessible for all.


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News For This Month: Companies
The Local Pest Control Companies and the Many Advantages You can Get from Them The
The Local Pest Control Companies and the Many Advantages You can Get from Them The professional pest control companies work in a step-by-step process and they are dedicated in their jobs to be sure that your home becomes free from pests. If you are able to contact a reliable pest control service in your place, then you will surely have a peaceful mind which you wish to experience. This is due to the reason that the problem will be take care of efficiently. However, you must be sure that you call the right company to get competent services. There are factors which can help you know the level of competence of such pest control company. You need to check their experience first. It is really imperative that the company which you hire should have enough experience in the field of pest control. Through the experience comes the knowledge as well as expertise to deal with such problem better and to make sure that there is a flawless accomplishment on such job. The pest control company that you go for should have a trained staff and this is what you must make sure. Make sure that the staff that would work in your home must make sure that the place is back to its hygienic and clean state. The staff has to be trained in the right manner and they must also be experienced and certified to ensure that they are going to do the job meticulously for such pest control project. It is quite important that you would choose a company that not only uses the best equipment but should have a great experience in the industry.
Smart Ideas: Professionals Revisited
Make sure that they are also providing modern services too. The pest extermination process has really made great advancements after a number of years. The old traditional methods have been replaced by the new as well as advanced techniques. It is really important that the company that you hire should keep themselves updated on the current pest control methods to ensure a proper and effective extermination.
What I Can Teach You About Services
You must also check the reputation of the pest control company. You have to know that reputation is an essential factor that must be checked and verified prior to hiring the services of the pest control company. You need to make sure that you investigate the market about the kind of reputation that they have and get such detailed information that you must know. If you decide on the pest control service, it is quite important that you know what you can expect from them. Setting proper expectations would help you prepare yourself for the type of services that you are supposed to look for in a pest control company that you hire. With this, you can avoid the unnecessary disappointments which you don't want to experience.


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Designers work with other technical specialists to develop and design individual parts and assemblies for devices, machinery or assemblies, as well as tools and devices for production. They process orders, specifications and subsections of projects. They generate production, assembly and testing documentation and record the necessary production data. The also create instruction manuals and documentation for the operation and maintenance of the products.
Designers enjoy performing calculations, especially algebra and geometry, as well as technical drawings and physics. They are interested in technological relationships and are happy to work on computers. Designers are by nature thorough, meticulous and accurate. They are reliable and assume responsible for their projects. They have a good feel for spatial relations and analytics. This profession requires a dedication to continuing education. This demanding course of training generally requires the highest upper-level qualifications. Knowledge of English is an advantage.
Duration of training: 4 years


text:
Vem Voando - Caro Pierotto0:00
Caro Pierotto
Born in the south of Brazil, Caro's striking charming and charismatic presence is felt from the moment she walks onto the stage. Singer and songwriter Caro Pierotto studied Music at Santa Monica College and has been an active musician in the Los Angeles music scene since 2008.
Caro's connection with choirs back home lead her all the way to Los Angeles, where she has been sharing the beauty of her rich, soulful voice. Six years later, Caro has been recording and performing with the best Latin artists L.A. has to offer, including Latin Grammy winner producer/percussionist Alberto Lopez, Adonis Puentes, Carla Hassett and Quetzal Guerrero, among others.
Related Playlists:


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It was a record-breaking year in 2017 for Newton-Conover City Schools.
While it's the smallest school district in Catawba County, six schools with 2,976 students, the system has seen some big moments in academics, extra-curricular awards and graduation rates.
"Beyond some of the traditional measurables, I'm very proud of our district's focus on the whole child and lifelong success," Newton-Conover City Schools (NCCS) Superintendent David Stegall said via email. "We aren't focused on passing a class or grade, or even just graduating. Those are expectations. Our job is to provide support so that every student makes the connection to accomplish those standards."


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King of Tokyo: Halloween, includes two new monsters for use with the King of Tokyo base game: Pumpkin Jack and Boogey Woogey. What's more, each monster comes with its own set of eight Evolution cards – first introduced in King of Tokyo: Power Up! – so that each monster can mutate into an even more nightmarish version of itself!
15,95 € tax incl.
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|Family Games
|Sub Category
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|30 min.
|Richard Garfield
King of Tokyo: Halloween also includes six orange-and-black engraved dice (to fit the Halloween theme, of course) and twelve new Power cards to be shuffled into the deck. These cards are all Costumes, a new type of card that provides a powerful effect, but which can be stolen by any monster that rolls three claws and rips the costume off of you.


text:
Members on mobile now have TV Channel on the go!
Members can select from a variety of features from Celebrity, Food to Trending and more!
The total amount pending for credits earned in a day is shown as Pending/Tracked Earnings for Scratch Off Card amount issued.
Members earn progress on the Progress Bar towards Scratch Off Cards.
Violation of the TV Channel intended use due to VPN, Proxy, Ad Blockers and other settings that block or edit the TV Channel feature will result in the account having the TV Channel removed from account access.
To view your credits pending go to your Earnings Page.
Please note that PENDING credits earned from the Scratch off card are issued once per day and usually between 12am CT - 2am CT NEXT day.


text: So any time we go to Menard's, it turns into more of a play date, rather than a shopping trip. Usually someone watches the kids play while the other one shops. This time the girls loved the little play house there and I got this cute video of them playing peek a boo in the windows.


text:
by Rachel
Song of Solomon says, "You are altogether beautiful, my darling. There is no flaw in you." Song of Solomon 4:7.
If only more girls knew this verse! I have been told by my friend's brother on a few occasions that I was "Fat" and "Ugly." My friend's brother says things like that to everyone, and doesn't really mean them. Of course that's not kind or right of him, but I shouldn't have taken him seriously. My friend is a fairly quiet guy, and he would never say anything like that to anyone. He is one of those people who never talks about other people. At. All. His brother just is a totally different person that he is.
Now, I am not either fat or ugly (that is not meant to sound vain) but when my friends brother said that, I felt like I was both...
My cousin (who was only 5) said the same kind of thing to me once. He was told to apologize, and when he did, he didn't even apologize to me...he apologized to my brother! He didn't even know who he had said it to! ...but it still hurt...
When people said those things to me, it hurt me terrible. All I wanted to do was crawl in a deep, dark hole and cry. I wanted to look perfect...
...but there was no flaw in me to start with! I was altogether beautiful.
You, my friend, are too, altogether beautiful! You are gorgeous! You look great just the way you are. There's no flaw at all. Not even one.
See, I know how it feels to be told those things. They hurt. Really. Bad.
Friend, if anyone ever tells you that you are anything other that what God made you to be, please remember this verse! "Song Of Solomon 4:7- You are altogether beautiful, my darling. There is no flaw in you."
You are lovely, my friend. Just how God made you! I have hurt myself emotionally and mentally trying to look "great." I implanted a thought that if I went out of the house, I had better have on face powder and mascara, at the least.
I worried so much about my look. One day, I felt so upset, that I just begged God to take away all these thoughts and feelings. And guess what? He did! Gradually, but He did!
If you ever have the slightest thought of being ugly, please remember this verse!
Rachel <3
Comments for If anyone is gorgeous...it is you.
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Roland Sabin
- Veterinary Surgeon
- email@example.com
Roland qualified from the Royal Veterinary College, London in 1998 with distinction in the Small Animal Internal Medicine elective.
He has worked continuously in small animal practice ever since. After eleven years in West London, he first arrived at Canonbury Veterinary Practice in 2009. Following four years working in Hong Kong, he came back to join Canonbury full time in 2013.
Roland enjoys the daily variety provided by new puppies and kittens as well as tending to more complex considerations – most frequently faced in advanced years. Diagnostic imaging is his area of particular interest – he is often found in a darkened room with the ultrasound machine.
He has a very cuddly rescue cat who likes to catch frogs and break into the fridge for bacon.


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First a quick reference guide
Dog diseases :
- Parvovirus
- Distemper
- Hepatitis
- Kennel Cough
- Leptospirosis
Dogs and puppies are at risk of infection from a number of potential fatal viruses and, once contracted, they can be very difficult to treat. A simple vaccination program can protect them from most of these diseases and it is the more cost-effective way of protecting your pet.
Puppies are temporarily protected against many diseases by antibodies received from the mother through the milk. These maternal antibodies decline over the first couple of months of their lives, but until they drop sufficiently they can neutralise the effect of vaccines.
Vaccination Chart
A series of vaccinations is necessary for puppies. These vaccines need to be given at specific ages.
Initial vaccination programs should begin when the puppy is six to eight weeks old. They will require a booster four to six weeks later (10-12 weeks old) and then again four weeks later (14-16 weeks old). It won't be until two weeks after the third lot of injections will they have maximum protection, so until then they should be quarantined (no walks in the park or swims at the beach). That is why a series of vaccinations is necessary for puppies and the vaccines need to be given at a certain age.
If adult dogs haven't had a vaccination for at least two years then they should have two lots of vaccination injections four weeks apart to build up to maximum protection again.
Occasionally after the vaccination is given, pets may be off-colour for a day or two, or have some slight swelling or tenderness at the injection site. Access to food and water and a comfortable place to rest is all they need for a quick recovery. However, if you have any concerns, please contact us.
Immunity from vaccinations reduces over time and your pet can again become more susceptible to disease. Regular health checks and booster vaccinations will provide the best protection for the life of your pet.
We vaccinate your dog against the following diseases
Canine Parvovirus
A disease that affects dogs of all ages but which is most serious in puppies and older, unvaccinated dogs. The virus attacks the intestines causing blood stained diarrhoea, vomiting and severe abdominal pain. Dogs often die from severe dehydration despite intensive veterinary care.
It is not necessary to have direct contact with other dogs for the disease to spread. The virus is very persistent in the environment, which needs to be cleaned with potent disinfectant to prevent spread to other dogs. Outbreaks occur regularly, especially in the wet season.
Canine Distemper
A highly contagious viral disease affecting dogs of all ages with young puppies being at higher risk. Symptoms vary but can include fever, coughing, sneezing, nasal discharge, vomiting, diarrhoea, loss of appetite and depression. Muscle tremors, fits and paralysis usually occur later in the disease.
Treatment is often ineffective and the recovery rate is very low. Dogs that do recover may have permanent brain damage.
Canine Hepatitis
A viral highly contagious disease, which is often fatal. Dogs of any age can become infected. However severe cases are rare in dogs over two years of age.
Symptoms include high fever, depression, loss of appetite, vomiting, diarrhoea and acute abdominal pain. In severe cases death can occur within 24 to 36 hours. Dogs that recover may develop long term liver and kidney problems and can act as carriers spreading the disease to other dogs for many months.
Kennel Cough
The result of several highly infectious diseases, which can be easily spread wherever dogs congregate. Among the infectious agents associated with kennel cough is the bacterium known as bordetalla bronchiseptica and the canine viruses parainfluenza, adenovirus type 2 and distemper.
Affected dogs have a dry hacking cough, which can persist for several weeks. Pneumonia is another consequence and dogs will sometimes bring up white phlegm. Vaccinated dogs may still contract and pass on the infection, but vaccination significantly reduces the severity of the disease and recovery is quicker. Dogs usually recover after treatment.
Canine Leptospirosis
A serious disease risk in some areas and can cause high death rates. In Darwin we recommend vaccination against the strain Leptospira australis. It is spread by the urine of rats, mice and native animals, which can live in our gardens. It is usually transmitted to dogs by contact with urine-contaminated food or water.
There is an increased risk where high rat populations exist such as rubbish tips and low-lying water. Incidents can also increase after long periods of wet weather. Symptoms include vomiting, bloody diarrhoea due to internal bleeding, jaundice (yellow gums and eyes) from liver damage, red urine due to kidney failure. Death is the common outcome.


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The Portuguese employment law framework is generally known for its high degree of employment protection, mainly because dismissal at will is forbidden by the Portuguese Constitution and the general understanding of an employment relationship is that it is long-term. However, in practice, employees face labour market segmentation because employers, despite accepting a certain degree of risk, tend to use other forms of employment, such as fixed-term contracts, temporary agency work, independent contractors and outsourcing of services to provide for their staffing needs.
Most of the relevant regulations are consolidated in the Labour Code (LC) (Law 7/2009 of 12 February). In addition to the LC, several other laws regulate important issues, such as those related to parenthood protection (Decree-Law 91/2009 of 9 April), work-related accidents and sickness (Law 98/2009 of 4 September), and health and safety at work (Law 102/2009 of 10 September). Civil servant or public employment relationships are governed by special regulation.
Judicial litigation as well as the application of administrative fines are handled by labour courts, which, in Portugal, are part of the system of ordinary courts, as courts with a specialised competence. This specialisation also led to the creation of particular labour divisions within the higher courts: the social divisions of the appeal courts and the social division of the Supreme Court of Justice.
The main entity with responsibility for inspection and enforcement of compliance with the labour legislation is the Working Conditions Authority (ACT), which performs the duties of the Labour Inspectorate. Social security matters are handled by the Social Security Institute under the supervision of the Ministry of Employment and Social Solidarity. Another relevant public agency is the Commission for Equality in Labour and Employment (CITE), which focuses on matters related to equality and non-discrimination between women and men, and the protection of parental rights.
At the beginning of 2018, the government, backed by the left-wing majority in parliament, approved extensive amendments to the Portuguese legal framework based on the Transfer of Undertakings (Protection of Employment) Regulations, with a view to increasing employees' protection. One of the most controversial amendments introduced is the possibility for an employee to object to a transfer in limited circumstances, namely when the transfer may seriously damage his or her labour status. In this event, he or she may choose to remain in the service of the transferor.
Another amendment that provoked a lot of discussion is the obligation to share the relevant transfer contract with the transferring employees and their representatives.
With the exception of the above, 2018 was marked by a stable trend regarding labour developments. The effects of the economic downturn that had a significant impact in past years (which resulted in downsizing, closures, redundancy programmes and employee cost reductions) are now a thing of the past. As proof of this progress, the unemployment rate in the third quarter of 2018 was 6.7 per cent – the lowest for over a decade.2
Companies are increasingly investing in the Portuguese market and employers are also making an effort to retain human capital and talent (reverting to alternative ways of managing employee costs, such as flexible working arrangements), as a result of the government's measures to support employment and business. Moreover, the rate of collective dismissals has dropped, which means that employment relationships are becoming more stable.
i Regular bonuses should not be included in the annual leave allowance
In October 2018, the Oporto Court of Appeals confirmed that bonuses paid on a regular basis should not be included in the calculation of annual leave allowance.
ii Group companies may be liable before the individual
In a landmark ruling in February 2018, later confirmed by another ruling in April 2018, the Lisbon Court of Appeals confirmed that a group company may, under certain circumstances, be liable to pay the employee certain labour credits.
iii Fringe benefits do not survive lapse of the collective bargaining agreement
Also in February 2018, the Lisbon Court of Appeals confirmed that fringe benefits, such as a supplementary retirement pension, do not survive once the collective bargaining agreement (CBA) that regulates them lapses.
i Employment relationship
Permanent employment contracts follow the general rule for civil contracts: no written document is required and the employment relationship may be proven by any means. The following types of contract, however, must be in writing: fixed-term contracts; part-time contracts; home-based contracts; and certain top management contracts.3
Although not mandatory, it is increasingly common to have permanent contracts entered in writing, as this makes it easier to determine the agreed terms and conditions. Furthermore, the employer may take advantage in executing written contracts to simultaneously comply with mandatory information obligations and include clauses to facilitate the future management of the employment relationship.
Fixed-term contracts are allowed only if it is necessary to provide for temporary staffing needs or for reasons of state employment policies, such as to promote the hiring of certain categories of employees (first-time jobseekers and long-term unemployed individuals) and the start-up of new enterprises or companies. These contracts can only be renewed up to three times and their duration is limited to:
- 18 months if it concerns an individual looking for a job for the first time;
- two years for starting a new activity of uncertain duration, starting up a new company or establishment belonging to a company with fewer than 750 employees or hiring a long-term unemployed person; and
- three years in other situations.
Parties are entitled to amend or change the contract, unless it is expressly forbidden by law.4
Contracts for an unfixed term are more commonly used whenever the duration of the staffing need is uncertain (e.g., replacing a sick employee) and may not exceed six years.
ii Probationary periods
Probationary periods in employment contracts are allowed for the following durations:
- for term contracts:
- 15 days when the duration is less than six months; and
- 30 days when the duration is six months or more.
- 90 days for most employees;
- 180 days for employees performing services of a highly complex technical nature, or requiring a high level of responsibility or a high degree of trust; and
- 240 days for senior management and other senior staff; and
The duration of the probationary period set by the law cannot be increased, but it may be reduced or eliminated, either by collective or individual agreements, in writing.5
The party that unilaterally terminates the contract during the probationary period is under no obligation to justify the decision or to pay any compensation. However, if the contract has lasted more than 60 days, the employer must comply with a seven-day notice; if the contract has lasted more than 120 days, the employer must comply with a 15-day notice.
iii Establishing a presence
Any foreign company without any form of representation in Portugal or any permanent establishment (PE) within Portuguese territory aiming to enter into an employment contract to be executed in Portugal shall be registered before the social security agency. For this purpose, it is necessary to have a Portuguese VAT number, which must be requested from the National Registry of Companies by means of the submission of a signed form accompanied by a certificate of legal standing and a statement confirming the reasons for the request. It is also necessary to have a designated representative for social security purposes, which can be one of the employees hired by the company.
For specific time-limited projects, a foreign company may also hire employees through a temporary agency or another third party without having to register in the Portuguese social security system.
The lack of the incorporation of a PE prevents the foreign company from making personal income tax withholdings. Therefore, employees hired by companies without a PE are subject to social security deductions only, and not the aforementioned withholdings.
There is a general prohibition on any clauses intended to limit freedom to work, with the exception of the non-compete clause.
As a general rule, post-contractual non-compete covenants are not enforceable in Portugal. However, according to the LC, these covenants are enforceable provided all of the following requirements are met:
- the maximum time for the limitation does not exceed two years after the termination of the employment agreement or three years if the nature of the activity implies a special relationship of trust, or if the employee has access to particularly sensitive information in terms of competition;
- the covenant is executed in writing (either in the employment contract or in the termination agreement);
- the activity that is being limited may in fact cause damage to the former employer; and
- the former employee is paid compensation for agreeing to the non-compete covenant, which means that gardening leave (whereby the employee is not paid any amount) cannot be enforced throughout the non-compete period.
In terms of geography, there are no mandatory limitations, although restrictions may result either from the business requirements of the employer or from the scope of limitations agreed upon in the non-compete covenant.
There are no specific provisions to regulate the amount of compensation to be paid under non-compete covenants. In any case, the compensation must be fair and adequate in view of the restrictions to be complied with by the former employee. The compensation must be assessed case by case and may be lower than the employee's last monthly salary. Recent case law has held that non-compete covenants are enforceable provided that the compensation is agreed beforehand or, at the very least, both parties have agreed on the formula to be used to calculate the compensation.
Vi WAGES
i Working time
The legal limit is a maximum of eight working hours a day up to a maximum of 40 hours per week. A CBA may, nonetheless, establish different maximum hours of work per day as long as the legal maximum of hours worked per week is not exceeded. Special flexible working schemes may also be established in certain circumstances and may allow an extension of the normal working time up to 12 hours a day and 60 hours a week. This is the case for the adaptability regime (where the normal working period is defined on an average basis), the bank of hours regime (where the employee can 'bank' time) and the concentrated working period regime (where the working period is concentrated in three or four days per week).
In any case, the average working time cannot exceed an average of 48 hours (including overtime) per week, and a daily rest of at least 11 consecutive hours between two consecutive working days must be guaranteed. By means of an agreement, the employee may opt out of working-time limits and choose to receive an extra salary instead. If the employee is in a management role, he or she has the option of waiving the right to receive extra salary.
The working day must include a rest period of at least one hour in order to avoid employees working for more than five consecutive hours, but it cannot exceed two hours.
As a rule, employees take two days off per week although only one is mandatory according to the LC. The law also sets forth mandatory public holidays.
The LC defines night work as work performed between 10pm and 7am (although a CBA may amend this time period), for which the employee is paid his or her normal salary plus 25 per cent. There are no specific limits for the number of night work hours as the general limits apply.
ii Overtime
All work performed outside normal working hours is considered overtime and may only be performed when there are specific reasons and within a certain limit, which is principally a maximum of 150 or 175 hours per year, depending on the company's size, and two hours per working day. A CBA may extend the annual limit up to 200 hours per year.
The minimum additional salary due for overtime is, on a normal working day, 25 per cent for the first hour and 37.5 per cent for the following hours, and 50 per cent on public holidays and weekly rest days. For overtime worked on a mandatory rest day, the employee is also entitled to a full day of time off. The mandatory rest day is established by the employer, and it is usually on a Sunday.
Employees under an exemption from the working time limits are not entitled to overtime payments, except for work on weekly rest days and public holidays.
A foreign employee authorised to work in Portugal has exactly the same rights and is subject to the same obligations as any Portuguese employee.
There are neither limits regarding the number of foreign workers a company may hire nor time limits for the duration of the respective employment contracts, and the company does not have to support any additional taxes or local benefits in relation to them.
Companies are under no obligation to keep a separate register of foreign workers. Nevertheless, these workers are identified separately in the company's annual social report and companies must ensure they are duly authorised to work in Portugal. In this regard, Law 23/2007 of 4 July requires foreign workers to apply for a visa. This requirement will not be necessary if the worker is an EU national or a citizen of a country with which the European Union has signed a free movement of people agreement.
The types of visas that allow an individual to work in Portugal are the following:
- a temporary stay visa, which allows entrance for accomplishing a professional assignment either dependently or independently, and whose duration does not exceed, as a rule, one year; and
- a residence visa, which allows entry in order to apply for a residence permit. The residence visa is valid for two entries and enables its holder to remain for four months.
The hiring or termination of contract of a foreign employee must be notified to the ACT electronically.
viii GLOBAL POLICIES
Employers may implement internal regulations covering rules on organisation and discipline at work. These rules can include the conditions and terms of the fringe benefits granted to employees, as well as specific policies, for example regarding use of the company's assets, internet access, email system and mobile phones, policies regarding discrimination, sexual harassment and corruption.
Internal regulations will not enter into force unless employees are notified through postings at the employer's headquarters and work locations, and the labour authority is notified. They represent the employer's exercise of its particular powers and, while they are not incorporated into employment contracts, employees must comply with them. If the internal regulations include some of the terms and contractual conditions the employer wishes to offer the employees, it will be necessary to obtain the employee's consent to those conditions. The employee must adhere to those clauses unless he or she objects in writing within 21 days of the date the contract starts or when he or she is notified of the regulations if this occurs later.
ix TRANSLATION
Portugal does not have any legislation regulating the language that must be adopted for contracts and other related documents. The only requirement is that the language used shall be one that both parties understand. However, it is advisable for employers to make employees sign employment documents, including contracts, both in Portuguese and their native language, in order to avoid employees' claims based on a misunderstanding of such documents' contents.
Although there are no limitations in these situations, if any document not written in Portuguese has to be presented in court, a translation of its contents must be presented. In addition, all documents that have to be presented to the Portuguese authorities (and, in particular, to the ACT) must be written in Portuguese or accompanied by a Portuguese translation.
x EMPLOYEE REPRESENTATION
The right to form a works council in any company, regardless of its size, is guaranteed by the Constitution. The initiative to do so lies wholly with the employees, which means that employers are under no obligation to implement this form of representation.
The role of a works council is advisory, aimed at safeguarding employees' interests. Consequently, they are entitled to be informed and consulted on several matters regarding the overall organisation, activity and company's budget, working conditions and change of the share capital, as well as to control the company's management and participate in the company's restructuring process.
The employer must allow the works council to meet on its premises, either outside or during working hours (in the latter instance for up to 15 hours annually), provided the employee representatives give 48 hours' notice.
Works councils may be appointed for a maximum of four years. The members of the works council are elected from lists presented by the employees, by secret and direct vote, according to the principle of proportional representation.
The number of members of the works council depends on the company's size:
- in a company with up to 50 employees, two may be elected;
- in a company with 51 to 200 employees, three may be elected;
- in a company with 201 to 500 employees, three to five may be elected;
- in a company with 501 to 1,000 employees, five to seven may be elected; and
- in a company with more than 1,000 employees, seven to 11 may be elected.
Employees are also entitled to be members of a union and to exercise their rights within the company. Unions have an important role, which includes the negotiation and execution of CBAs, the provision of economic and social services to their affiliates and participation in the labour legislation creation process, among other matters.
Union representatives may be elected for a maximum of four years. They have the right to hold meetings at the company, to present information directly to the employees on the company's premises and to request information regarding specific legally established situations.
All employee representatives have special protection in matters such as change of workplace, disciplinary proceedings and dismissals. Another important privilege for employee representatives is the right to time off or 'hours credit', which is the right to interrupt their work performance for periods of varying duration, notwithstanding any other right or entitlement, including the right to receive the remuneration corresponding to the time off.
xi DATA PROTECTION
i Requirements for registration
The LC has several provisions concerning processing employees' personal data, but there are no specific provisions concerning processing employees' personal data within the employment relationship other than normal data processed by the company's human resources department.
This means that all situations of data processing that fall outside this limited scope may be subject to notification to the Portuguese Data Protection Authority (CNPD) and require prior written authorisation from the employee. The notification must identify what data is being processed and for what purpose, along with the identification of any data processors to whom the information is disclosed, and measures related to security and transparency of the data processing. The consent of the employee is not necessary if the data processing is considered necessary for the performance of the contract. In any case, as it is difficult to determine exactly what data is strictly necessary, it is prudent to obtain consent from the employee to process his or her data.
The CNPD can, however, exempt certain specific data processing from notification, and it has issued general exemption decisions that cover the basic processing of employees' data that is necessary for the management of the staff and for payroll purposes.
The employer, as data controller, must ensure that the personal data of the employees is processed in secure technical conditions and that access to the information is limited to those staff members who need to access this information to perform their job functions.
ii Cross-border data transfers
Any transfer of an employee's data from the employer to another entity must be authorised by the employee.
Cross-border data transfers must be disclosed to the CNPD when registering data processing. The transfer will require the CNPD's prior approval if it is made to a country that is not an EU Member State, unless it is a country listed by the EU as guaranteeing an adequate level of protection. Additionally, onward transfers are restricted to parties that are bound by agreements setting a minimum level of protection.
iii Sensitive data
Portuguese law considers information revealing philosophical or political beliefs, political views, trade union membership, religion, privacy, racial or ethnic origin, or health or sexual life, including genetic data, as sensitive data.
Processing sensitive data is prohibited unless there is a prior approval of the data processing by the CNPD. In the employment field, there are some other kinds of data processing that are subject to prior approval, such as the use of remote surveillance mechanisms.
iv Background checks
The Constitution contains a general right to privacy regarding personal and family life, which is confirmed by the LC. The employer may not demand from an applicant or employee to provide information related to his or her private life, except when the information is strictly necessary and relevant to evaluate the person's aptitude for the performance of employment, and the respective motivation is provided in writing. However, no background checks are allowed unless the information is strictly necessary because of the nature of the job and is authorised by the candidate or the employee.
i Dismissal
Although employment relationships in Portugal are still characterised by an almost permanent bond between the employer and the employee, the employer may, under certain circumstances, terminate the contract with just cause. The concept of just cause includes not only disciplinary dismissal but also other forms of dismissal, provided that they are justified according to the law. Currently, the LC regulates the following: dismissal based on unlawful conduct of the employee, redundancies or dismissals resulting from the elimination of jobs; and dismissal for failure to adapt.
Regarding dismissal based on unlawful conduct of the employee, the concept of just cause is of particular importance as it implies the impossibility, in practice, of continuing the employment relationship owing to the seriousness of the employee's misconduct. When dismissed with disciplinary cause, the employee is not entitled to any notice or compensation, but he or she will be entitled to standard credits that are payable upon termination regardless of the reason (prorated 13th and 14th monthly payments, unused annual leave, etc.).
Any kind of dismissal requires the previous implementation of a consultation proceeding extensively regulated by law. The works council should be involved in the procedure and has the right to give a written opinion, but this will not prevent the dismissal. As a rule, any kind of dismissal does not require authorisation from government authorities. If, however, it concerns a pregnant or breastfeeding employee, or an employee on parental leave, the CITE must be consulted and has the right to provide for a binding opinion.
The employee has the right to challenge the dismissal in court within 60 days of the dismissal or six months in the case of collective dismissals. If the court rules the dismissal as unlawful, the employee is entitled to receive compensation for salary and benefits lost while the lawsuit was pending. Additionally, the employee is entitled to be reinstated with all his or her former rights and guarantees or, instead, may choose to receive compensation to be set by the court depending on the specifics of the case (between 15 and 45 days' basic pay and seniority allowances for each year of service, with a minimum limit of three months' pay). The reinstatement can be avoided if the company employs fewer than 10 individuals or if the dismissed employee is a senior manager. In this case, provided the court agrees that the return of the employee would be disruptive to the company's business, the compensation shall be set by the court, according to the specifics of the case (between 30 and 60 days of basic pay and seniority allowances for each year of service, with a minimum limit of six months' pay).
Settlement agreements for termination of the employment contract are quite common and must be executed in writing. Termination agreements where the employee's signature has not been duly notarised may be revoked by the employee by means of a written communication sent to the employer up to seven days after the execution of the agreement.
ii Redundancies
The termination of the employment contract by the employer for business reasons can be in the form of collective dismissal or individual redundancy. A dismissal will be considered collective whenever the employer terminates, either simultaneously or over three months, the employment contracts of at least two employees in companies with up to 49 employees and five employees in companies with 50 or more employees. If the number of employees to be dismissed falls below these thresholds, it will be considered an individual redundancy.
In both cases, the dismissal must be justified by business-related reasons, namely closing down one or more departments of the company or by the elimination of jobs or work positions owing to economic, market, technological or structural reasons.
Where collective dismissals are mandatory, the employer must first enter into consultations with the employees' representatives and the Ministry of Labour with a view to reaching an agreement in relation to matters such as the possibility of avoiding or reducing the number of employees to be made redundant.
Similarly, individual redundancy also requires the previous implementation of a consultation proceeding involving the employee to be dismissed and the employee's representatives (if any). The ACT will participate in the proceeding if the employee so requires.
In both cases, the dismissal shall require authorisation from the CITE if it involves a pregnant or breastfeeding employee, or an employee on parental leave.
An important factor for the evaluation of whether the dismissals are considered justified is the selection criteria used for the employees to be made redundant. Within a collective dismissal, the employer is free to set the criteria provided they are non-discriminatory and relevant to the needs of the business. Conversely, with an individual redundancy, the criteria are preset by the law whenever there are two or more employees in a comparable situation in terms of job scope within the same team or department. These criteria are as follows:
- worst performance review;
- worst academic or professional qualifications;
- higher salary;
- shorter length of service on the job; and
- shorter length of service for the company.
Again, in both cases, the employee is entitled to a notice period of between 15 and 75 days, depending on his or her seniority.
Employees dismissed within redundancy proceedings are entitled to statutory compensation. Portuguese regulations on compensation were extensively amended because of the agreements struck between the Portuguese government and the European Commission, the International Monetary Fund and the European Central Bank for its financial bailout. Under the new regulations, compensation for dismissal varies between 12 and 30 days of salary depending on the employee's start date and the length of service.
The parties also have the possibility of executing a termination agreement at any time, which eliminates the need to justify the dismissal. Only if the agreement is an alternative to redundancy is it necessary to notify the social security system of the reasons for termination for purposes of unemployment benefit. Regarding the formal requirements, the agreement must be in writing, two copies must be made and signed by both parties, and it has to include the date of its signature and also the date the agreement will go into effect. The agreement can be revoked by the same terms mentioned above.
Regarding the transfer of business, the LC transposed the EU Acquired Rights Directive (Directive 2001/23/EC of 12 March 2001).
A transfer of business is not cause for termination. A dismissal based solely on the employer's transfer of business would be deemed unlawful. The underlying principle is that the employment agreements are transferred by way of law to the transferor under the same terms and conditions. In these cases, employment contracts will be automatically transferred to the transferee in the exact terms and conditions in force at the moment the transfer occurs.
The transferor and transferee are jointly and severally liable for the payment of any credits due to the employees until the date of the transfer. The liability of the transferor is maintained for two years following the transfer. The transferee may not limit its responsibility. The transferee also assumes liability for payment of contributions and interest to the social security system at the time of completion of the transfer, and is responsible for the payment of any fines to the labour authorities for non-compliance with the labour rules. The transferee is obliged to observe the CBA that was in force for a minimum of 12 months, unless a new CBA is applicable to the transferee's employment relationships.
Prior to the transfer, the transferor and the transferee must inform the employees' representatives or, should these not exist, the employees themselves of the transfer. This information must be made by means of a written document, including the date and reasons of the transfer, its legal, economic and social consequences, and the measures regarding the employees that shall be adopted owing to the transfer.
An extensive amendment to the Portuguese transfer regulations was enacted in mid 2018. The main amendments were the following: the employee may object to the transfer whenever it may be seriously detrimental to his or her labour status; under the same circumstances, the employee may resign with cause and claim compensation from the transferor; and the relevant contract must be shared with the transferring employees and their representatives.
xiv OUTLOOK
Although the Portuguese economy is still recovering from the financial crisis, there are optimistic signs that employment relationships and unemployment rates will improve, mainly because of increased investment and the government's measures to support employment and business.
Under this framework, the government struck a deal with the unions and employers' associations to introduce further amendments to the LC. Some of these amendments will repeal the most controversial austerity measures agreed by the previous government with the EU troika, such as the bank of hours regime (see Section VI.i), term contracts, temporary contracts through employment agencies and lapsing of CBAs.
1 Tiago Piló is a managing associate at Vieira de Almeida. The author would like to thank Inês Silva Macedo, a junior associate at Vieira de Almeida, for her assistance with this chapter.
2 Information retrieved from Statistics Portugal: https://www.ine.pt.
3 Failure to comply with the obligation to enter into a written contract, whenever it is mandatory, does not render the contract as invalid but may lead to it becoming a full-time permanent contract.
4 For instance, as a rule, the employer is not allowed to unilaterally reduce the employee's salary or to demote the employee even with his or her consent.
5 Except in the case of top management contracts where the probationary period must be expressly stipulated by the parties.


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Wednesday, 7 November 2012
USA Engineered Socialism.
6 comments:
The Republicans undermine themselves by claiming that the values of old white men are loosing ground. We have three right-wing populist Third Parties: Libertarian (a hodge podge), Constitution and Reform(they have some commies, that attracted by populist concerns). It seems that so-called white men are still being undermined. This the intent.ReplyDelete
You are correct, as ever, Mr M.ReplyDelete
- Anonymous7 November 2012 at 21:16
It's scary isn't it what's happening all over the Western world, immigration encouraged enthusiastically by right-on lefties, and especially New Labour in the UK and socialists in Europe. Will there come a time when the Western world will become third world purely by demographics and then what?ReplyDeleteReplies
Anon, yes to your final question and then Mad Max.Delete
- Viscount St Albans8 November 2012 at 09:43
I will tell you now it is extremely unlikely Barry Seotoro will last the four years of his Presidency, the Media chose Romney knowing he will lose, Paul was the only viable candidate for America, Trump knows, many know the true history of Barry Dunham and the power behind him,, his birth certificate is hidden in the National Archives at Kew..his Hawaii certificate was for Virginia Sunahara who died shortly after her birth, I fear the worst.ReplyDeleteReplies
He's not fit to work in the cane fields, VSA.Delete


text:
Intellectual Property after Brexit
The Government has confirmed that parts of the UK's Intellectual Property law will change when the UK leaves the European Union on March 29, especially in the case of a no-deal Brexit.
Businesses will be affected if they;
• currently own IP, such as copyright, patents, designs and trade marks.
• are involved in the secondary trading of IP-protected goods between the UK and EEA markets.
• operate or rely on cross-border services involving copyright-protected content in the UK and EU
In some cases, businesses may need to take immediate action in order to prepare for a no deal scenario. If you do need to take immediate action, you can find guidance here; https://www.gov.uk/government/publications/ip-and-brexit-the-facts/ip-and-brexit
In the case of a no deal Brexit, there may be restrictions on the export of goods from the UK to the EEA. Businesses undertaking such activities may need to check with right holders to see if permission is needed.
For more information click here; https://www.gov.uk/guidance/intellectual-property-after-brexit?utm_source=ac27e863-8fb8-4983-963b-0864f647aec2&utm_medium=email&utm_campaign=govuk-notifications&utm_content=weekly
Trade marks: delays to notification
The Intellectual Property Office (IPO) has issued a warning that it is currently taking longer than normal for confirmation emails to be sent out after a trade mark application is submitted.
The following forms are affected:
• Apply to register a Trade (TM3)
• Give notice of your intention to oppose a trade mark (TM7A)
• Renew your trade mark (TM11)
• Response to Right Start TM examination letter (TM3S)
• Response to TM examination letter (TM3B)
This delay does not mean that there is an issue with specific applications. The delay is only affecting how quickly you receive the initial notification email.
Thames Water fined £2m for "foreseeable and avoidable" pollution
Thames Water has been fined £2million after raw sewage polluted two Oxfordshire streams, killing almost 150 fish. The sewage also flooded a nearby garden.
Judge Peter Ross, at Oxford Crown Court on 21 December, ruled the incident in 2015 as a high-end, category three harm offence.
Numerous failures in the management of a sewage pumping station operated by the company led to sewage created by two villages emptying into two brooks leading to the River Evenlode, a tributary of the River Thames, for up to 24 hours.
Judge Ross found Thames Water were "reckless" in polluting Idbury and Littlestock brooks at Milton-under-Wychwood, near Chipping Norton, on 8 and 9 August 2015.
Self-assessment deadline: hundreds of thousands are late
More than 700,000 taxpayers missed their required deadline of January 31 to file their accounts with HMRC.
It is possible to dispute automatic penalties, with the Low Income Tax Reform Group reminding people that they can appeal if they missed the deadline date.
Those with a reasonable excuse, as judged by HMRC, may have their fine lifted.
Angela MacDonald, HMRC's director general for customer services, said: 'This year, we had a record numbers of filers completing their tax returns by the deadline. And for any customers who are yet to file their returns, please contact HMRC – we are here to help.'
HMRC is urging any taxpayer that missed the deadline to contact the tax authority.
HMRC says it will treat those with genuine excuses leniently, as it focuses penalties on those who persistently fail to complete their tax returns and deliberate tax evaders.
Property investors upbeat for 2019
Research from MT Finance found property investors are remaining resilient despite a backdrop of uncertainty and squeeze on affordability.
Of those polled, over 80 per cent said they will increase their portfolios in 2019, with 20 per cent maintain their current level. No one declared their intention to reduce their UK portfolio.
The investors indicated that the main area of focus will be outside of the London market, as they seek to broaden into the wider UK market and away from the expensive capital.
Gareth Lewis, commercial director, MT Finance, said: "The UK property market has seen a reduction in high value purchase transactions. This is reflected in the latest data from HMRC, who revealed stamp duty receipts fell by £1 billion last year.
Read more here; https://bestadvice.co.uk/uk-property-investors-stay-upbeat-despite-uncertainty/
Firm drops need for personal guarantees for finance
Scottish Pacific Business Finance says SMEs can apply for its standalone trade finance facility, 'Tradeline', without a personal guarantee.
The Australian-headquartered lender says the removal of the personal guarantee makes it easier for companies to access Scottish Pacific's facilities, which in turn will allow the lender to grow the number of businesses it supports across the UK.
The Tradeline facility ranges from £25,000 to £1m.
You can read more here: https://bestadvice.co.uk/sme-lender-removes-need-for-personal-guarantees/
MPs blast retrospective loan charge
A cross-party group of MPs have forced an amendment to the 2019 loan charge legislation, which applies retrospective fees on umbrella arrangements.
Contractors will be familiar with IR35, which was designed to tackle 'disguised employment'. Some sought safety from IR35 using arrangements that involved tax loopholes.
But the tax authority has been closing these technical loopholes since 2010 and, in 2017, the Finance Bill introduced a 2019 charge on disguised remuneration.
Sir Ed Davey MP has now tabled an amendment to the Finance Bill that has forced the Treasury into reviewing the loan charge's impact.
However, as the review will not be until the end of March, with the new law becoming effective from April 5, it is not yet clear if the retrospective charges will be applicable.
You can read more about the issue here; https://www.simplybusiness.co.uk/knowledge/articles/2019/01/retrospective-2019-loan-charge-unacceptable-say-mps/
National Federation of Self Employed & Small Businesses LimitedSir Frank Whittle Way / Blackpool / FY4 2FE. National Federation of Self Employed & Small Businesses Limited (FSB) is registered in England, number 1263540Privacy Policy / Cookie Policy / Accessibility Statement


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Well, I couldn't resist. I did another installment of the Christina Lake pot bears story for the Globe. It's an update on the bears discovered by police… Read more "Return of the Christina Lake pot bears"
Fate of Canadian democracy in the hands of Conservative backbenchers
Well, Stephen Harper finally got what he wanted: a strong Conservative majority with himself firmly entrenched at its controls. No longer will the opposition parties be able… Read more "Fate of Canadian democracy in the hands of Conservative backbenchers"
Notes from a Conservative backbencher's victory party
Ron Cannan appears to have had an historic win in the riding of Kelowna-Lake Country. At this writing, the backbencher has close to 57 per cent of… Read more "Notes from a Conservative backbencher's victory party"
Kelowna waterfront development project put on hold
How involved should a city get in the development game? I find myself asking that after writing this story: Mystery donor adds wrinkle to contentious Kelowna development… Read more "Kelowna waterfront development project put on hold"
Federal NDP no longer looks like bogeyman
My take on the NDP surge in the final days of the federal election is that voters frustration with the state of Canadian politics is overcoming their… Read more "Federal NDP no longer looks like bogeyman"
B.C.'s net-zero mandate pushes Kelowna towards transit strike
Like public transit in most B.C. communities outside the Lower Mainland, Kelowna's bus service is operated by a private company contracted by BC Transit, a provincially owned… Read more "B.C.'s net-zero mandate pushes Kelowna towards transit strike"
Prison debate divides Okanagan communities
Let's face it, jails suck. They aren't very nice places to be. They're expensive, and while they do keep people who have done bad things separated from… Read more "Prison debate divides Okanagan communities"


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2017 arrived with a major life change, best described as: "I don't have a job."
In December, I took a voluntary buyout from the Edmonton Journal. With both Dan and I working in the newsroom — and newsrooms in increasing financial stress — we felt it prudent to take steps to diversify our economic situation.
So here I am, in what I am calling my "transition" period: not retired, not employed but on my way to … somewhere. Fingers crossed, somewhere good.
The 100-day project was suggested by my daughter, who correctly guessed that I would be seeking a creative outlet and some structure to my days.
We dished around some ideas:
• 100 new songs learned on the piano (a big commitment of time);
• 100 days of soup (a big commitment to soup);
• 100 days of donuts (suggested by a colleague who is also "transitioning." Ummm, NO); and
• 100 recipes using kitchen castoffs.
The latter had some appeal — coming up with tasty, healthy ways to prepare meals using ingredients purchased with some long-forgotten recipe in mind, but were now languishing in cupboards and freezers.
Dan and I came up with a solid list of about 40 things: among them a can of chickpeas, frozen edamame beans, saffron, lentils, split peas, tahini, a litre of whipping cream bought for a Christmas dessert.
In the end, we've come up with a bit of a 100-day hybrid — 100 days of cooking new recipes, with an aim to use "kitchen castoffs" as often as possible.
As a newsroom manager, I worked long (and late) hours, meaning most dinner prep had fallen to Dan during the week. It's exciting to get back into the kitchen.
As for the kitchen castoff concept … well, using up old or forgotten items feels a lot like a road to starting fresh.
Here's to transitions.


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AJ and his team were absolutely fantastic – I can't recommend them highly enough. They were prompt, efficient, good-humored, extremely hard-working, and also very good value. We had to change the removal date several times for reasons outside of our control, and they made every effort to accommodate all the changes. I will definitely be using them again.
No Comments By AJM Removals Bristol


text:
Managing Hay After it Rains
Frank Mickan
Date of Publication:
Australian Fodder Industry Association
"Murphy's Law says that Once you've baled your hay it will rain!" says Frank Mickan, Pasture and Fodder Conservation Specialist, NRE, Ellinbank. Many farmers are starting to realise the benefits of feeding or selling higher quality hay in recent years because they have learnt that higher quality means more meat or milk production. As a result some farmers are risking making slightly earlier hay and so increasing the risk of meeting rain head on! However earlier hay making can be greatly assisted by utilising mower conditioners and tedders.
Unfortunately the higher the quality is the hay, the higher the losses when bales become wet from rain. This higher quality is due to the higher amount energy (eg. water soluble carbohydrates) and protein in the plant. When hay becomes wet plant respiration, leaching, and possibly mould, microbial and yeast growth later on, all result in dry matter and quality losses. So rain damage is to be avoided or minimised as much as possible.
Following are some considerations which may be of assistance to you.
Read the rest of the article: https://www.afia.org.au/index.php/resources/hayfactsheets/making-quality-hay/144-managing-hay-after-it-rains
Created by kristi • Last edit by kristi on May 29, 2019