text:
AB Marine believe that by promoting nearby tourism products we will contribute to making the local tourism industry stronger. Port Elizabeth in Nelson Mandela Bay has incredible experiences and the friendliest people who welcome our local, national and international tourists to our incredible city.
Today we feature: Algoa Guesthouse
Algoa Guesthouse is an owner managed 3 star bed and breakfast in Summerstrand Port Elizabeth. If you are here to enjoy all the attractions of our Friendly City or are about to embark on a journey along the beautiful Garden Route, holiday makers and business travellers alike will enjoy a comfortable stay at this guest house in Port Elizabeth.
Roger and Lisa Lucas have owned the Algoa Guesthouse since 2007.
Both had for many years worked in Johannesburg in the corporate world – Roger as the financial director of a subsidiary of a JSE listed company and Lisa as the PA to the CEO of another listed company. At that stage they also had a three year old daughter, Emma.
They deliberated long and hard on how and where to invest their savings and, as Roger was involved in the hospitality industry their first thoughts were to buy into a franchise. After a few enquiries they decided against that, as they felt that would not really be a way of life with such a young daughter. A close friend who owned two guest houses in Port Elizabeth, suggested that they might want to consider buying a bed and breakfast or guest house, as he knew of a few on the market in Port Elizabeth.
After a few visits to the Eastern Cape, no guest house had really attracted them. Some weeks later they were advised of another guest house in Summerstrand that had been put on the market. The owners were emigrating to Australia and wished to sell their property urgently. Once again Roger and Lisa went on another trip to Port Elizabeth, this time they were lucky and loved the Summerstrand Guest House, did the deal and bought the property which was an ideal size with a comfortable private house and 8 self-contained en-suite guest rooms.
Suddenly they had to sell their house in Johannesburg and move quickly to Port Elizabeth with Granny and toddler.
On 1 September 2007 they were thrown in the deep end to become owners of the Algoa Guest House in Summerstrand with absolutely no experience, other than knowing figures and how to deal with people. For the next five years Roger continued commuting to Johannesburg on Mondays and returning on Fridays, whilst Lisa somehow managed to run what has become a very successful business, as well as looking after Granny and daughter.
Roger retired in 2012 and he and Lisa work tirelessly together to ensure that guest's have a really special experience at the Algoa Guest House and within the wider Nelson Mandela Bay area. Many happy guests have returned again and again with some of those clocking over 60 return visits to the Algoa Guest House. Glowing reviews from overseas guests have described their experience as exceptional
Algoa Guest House has become a well-known establishment on Brighton Drive, Summerstrand and is in close proximity to the Nelson Mandela University, beaches and restaurants. Roger and Lisa cite having met some of the most interesting people touring and visiting Port Elizabeth as the highlight of their last ten years, and look forward to the next ten.
They have not looked back, love Port Elizabeth and its friendly people, and believe it to be the most wonderful place in which to bring up young children.
Contact Algoa Guesthouse:
Web Site: http://www.algoaguesthouse.co.za/
Address: 87 Brighton Drive, Summerstrand, Port Elizabeth, South Africa, 6011
Phone Number: +27 (0)41 583 3511
Email: firstname.lastname@example.com
Algoa Guesthouse promotes AB Marine with promotion and brochures for their guests – for this partnership we are grateful and have no hesitation in recommending their services.


text:
About Citrus Memorial Hospital
Citrus Memorial Hospital was founded in the 1960s for the purpose of providing convenient, quality, and cost-effective healthcare to the Citrus County community in Inverness, FL. Since then, it has continued to grow and improve upon its mission to be a place of healing and compassion. Citrus Memorial has become the second largest employer in Citrus County and owns two walk-in clinics as well as multiple primary care offices throughout the county. The hospital now houses a 204-bed acute care space, Heart and Vascular Center, Orthopedic & Spine Center of Excellence, 24-hour Emergency Room Care, Women & Baby Center, Primary Stroke Center, and much more. Dr. Kaushal is honored to be able to practice medicine and perform surgeries in the state-of-the-art Citrus Memorial Hospital facility.

subset: commoncrawl


text:
"Hello, this is the IRS, we're calling about the account of Your Name and the taxes you owe. Please remit payment or there will be legal consequences." – This is not the IRS, this is a scam.
A scary scam that dupes hundreds of Americans each year. If you get a call like this, hang up and do not give out any information.
Then, do your duty to your neighbors and fellow countrymen and start reporting scams to IRS. Want some more information about when and how to report scams?
Read Below.
Know the Common Scams
First of all – the IRS isn't an evil organization. They state, in plain language, on their website that they will never conduct "angry shake-down calls." So if you get a call demanding money "or else" you can pretty much assume it's a scam.
But that's not the only kind of scam people carry out. Here are some common scam types that catch people off guard.
The "Immediate Payment" Call
Like we said above, the IRS isn't going to call you demanding money. And if they do choose to call you, they'll give you as much information as you need to understand the charges.
If you get a call from someone demanding immediate payment, ask yourself if you've received an official IRS bill. If you haven't, then the IRS has no reason to call you.
The IRS's first line of communication is official mail, so make sure your address is up to date with your local post office. An out-of-date address is one sure way to be late on paying your taxes.
They Answer No Questions
Let's say you do owe some taxes or back taxes and you get a call. The person on the other end of the phone is trying to convince you that you need to pay now (again, a sign this call is fake).
If you didn't know it was fake when they asked you for money over the phone, ask them to explain why you owe these taxes. The real IRS has years of data and can pull up your account.
A scammer has nothing but their wit – and they can be cunning. But they can't produce true records of things only the IRS can know.
Rest assured that the IRS will always let you know why you owe something and be able to pull records that show it. Demand proof and if they can't come up with it – hang up.
Then follow the reporting process detailed at the end of this article.
The "Amazing Refund" Scam
This is a scam that hits consumers both ways. You'll either get a call or an email promising that this "tax professional" can get you a huge refund.
They say they can do this in a multitude of ways. Maybe they claim that you're not claiming all your allowances. Maybe they say that they know legal loopholes that can get you more money.
This is obviously a scam call. No tax professional worth their certification would call clients and blindly offer services, let alone mass promise results.
The IRS is not a careless organization. If there are loopholes, they know about them and they'll get closed ASAP.
What's the harm in giving these people your business, you ask? They're just looking to get your sensitive information. They may tell you they've filed your taxes and just take your identity – without filing anything.
Then you'd really be in trouble – late on your taxes and having your identity stolen.
Don't fall for it. The only person who should see your taxes and the sensitive information on them is a true professional. One that has reviews and a recommendation in your town.
Do not give these criminals any information and hang up the phone. Note the phone number and follow the reporting instructions below.
They Ask for Payment Over the Phone
The IRS will never, we repeat, never ask for you to remit payment over the phone. It's not a secure way to make payments and the IRS doesn't want to process insecure payments.
If you get a phone call demanding you give a card number over the phone, hang up. That's a scammer and not the IRS.
They Threaten Further Action
Finally, the IRS is not going to send a police officer to your work or home to collect funds. That's not how they do things. The police have enough on their plate, even if you do truly owe taxes or back taxes.
If you get a call that claims they'll take legal action if you don't pay right now – that's a scam. The fact that they want to take your payment over the phone is the first sign.
How to Report Tax Scams
Now that you know a few things to look out for – here's what to do if you get one of these scam calls.
Step 1: Give Out No Information
Do not give these scammers anything they're looking for. You may hang up right away and ignore further calls. It takes you a minute to figure out this is a scam – note what you've already told them.
Step 2: Gather What You Know
Write down the phone number, a brief description of the scam, and when it happened.
Then take yourself to the secure site (you'll see it says https://) FTC Complaint Assistant. There you'll find a menu that gives you the choice to report "scams and rip-offs."
Give them all the information you know and file the complaint.
Step 3: Get Help
Did you get swindled by the fake IRS and now are in trouble with the real one? You need a lawyer to help you out of this bind.
You didn't mean to do anything wrong – in fact, you thought you were doing everything right.
There are people here for you, that can help get your life back to normal.
Reporting Scams to IRS: Your Civic Duty
Whether it's over the phone or over email, you have a duty to report scams to the government. Doing so could save not-so-savvy American money and stress in the future.
Not worried about reporting scams to IRS but more worried about paying your own taxes? Get a free case evaluation here.


text: Neuropsychiatric disturbances – that is, functionally limiting impairments of cognition, emotional regulation, and behavior – are among the most challenging and costly consequences of traumatic brain injury (TBI). Although systematic reviews, meta-analyses, and evidence-based guidelines for the non-pharmacologic and pharmacologic management of the cognitive, emotional, and behavioral sequelae of TBI have been developed and promulgated in peer-reviewed journals and conferences over the last decade, these guidelines are not well known to many physicians and other brain injury specialists and, as a result, are underused in everyday practice. Given the substantial effects of neuropsychiatric disturbances on everyday function and quality of life for persons with TBI and their families, and given the well-demonstrated excess costs attendant to such disturbances, there is a pressing need to provide physicians and other brain injury specialists with state-of-the-art information and evidence-based recommendations on the treatment of neuropsychiatric disturbances after TBI. The program seeks to meet this need through the provision of four lectures on the pharmacotherapy of neuropsychiatric disturbances among persons with TBI.


text:
What the heck is it?
Is that what you're asking?
A 404 page, according to Wikipedia is described as
The 404 or Not Found error message is a HTTP standard response code indicating that the client was able to communicate with the server, but the server could not find what was requested.
Alrighty then. Now in layman's terms (aka how Janice describes it).
Have you ever got back a piece of mail from the post office with "Address Unknown: Return to Sender"?
Well, essentially this is the same thing on your site.
It happens when someone follows a link that has since been removed from your site, or if they attempted to type it in from memory and perhaps had a typo.
A 404 page is often one that is left un-branded by the web owner. This is your opportunity to have some fun with it. To help guide them back. That you've taken the time to be aware that bad links happen.
Here's what mine looks like:
And here's what one of my client's looks like:
You can see that there is the opportunity to use your own voice. There are also a lot of other creative ones out there.
A way that you can test to see if you have one on your site is to type in your URL into your web browser followed by a forward slash " / " and then a random bunch of characters that you know is not a real page.
It could look something like:
If you don't have one, speak to your web developer about getting one.


text:
The Basket Shelf can make handling small or loose items much easier in Pick & Packadmin
The Basket Shelf is just one of our many shelving options when purchasing Roll Cages.
They are recommended for those who own or operate retail locations, warehouses and laundry facilities however they can be used in many other commercial settings.
Working with our customers, we developed the basket shelf as an option for a variety of applications, e.g pick & pack companies find them especially useful for a variety of product lines – including health care, food, general merchandise and small or loose items.
You can easily mix & match your shelving combinations by placing several shelves in a standard Retailquip Roll Cage. The see-through mesh-style design of our heavy duty wire baskets allows you to view the contents in order to save time and simplify storage.
These high quality basket shelves aren't only used as ready display shelving, they also make it incredibly easy to transport products directly from the delivery truck to your storage area or the display room floor.
When not in use, you can easily stack the Basket Shelves together by nesting the units together (placing them on top of one another) for storage, taking up less space on your show room or warehouse floor.
For more information – visit our website https://www.retailquip.com/products-services/roll-cage-trolleys/basket-shelf-accessory/ or download a brochure athttps://www.retailquip.com/brochures/Basket_Shelf.pdf


text:
Kildare County Council HQ turning green for month of May
Green Ribbon Mental Health campaign
Chief Executive of Kildare Co. Council Peter Carey (standing centre), Mayor Ivan Keatley, and local Kildare County Councillors pictured at the Oak Tree at Áras Chill Dara.
For the month of May, the Oak Tree outside Kildare County Council headquarters in Naas is turning green, as part of 'See Changes' 5th annual Green Ribbon campaign.
Chief Executive of Kildare County Council Peter Carey and Mayor Ivan Keatley, along with local Kildare County Councillors were in attendance of the launch outside Áras Cill Dara this afternoon.
The Green Ribbon campaign aims to change minds about mental health by prompting hundreds of events and thousands of conversations all over Ireland during the month of May each year.
Between now and the end of May, 500,000 ribbons will be distributed to homes, workplaces, schools, colleges and communities all over Ireland to encourage people to talk about mental health.
The Green Ribbon will be available for free at the following locations in Kildare:
Boots, Units 1 & 2, Dublin Road, Naas
Boots, Unit 1, Monread Road Shopping Centre, Naas
Boots, Units 14-15 Whitewater Shopping Centre, Cutlery Road, Newbridge
Riverbank Arts Centre, Main Street, Newbridge
Libraries throughout Kildare.


text:
Coffee Bean
The Coffee Bean is both a crop and a seed. It can be planted in the Spring and Summer to grow more Coffee Beans, which will take 10 days, or less with Speed-Gro (see growth chart below). Once fully grown, the plant will produce more coffee beans every 2 days.
Coffee Beans have a 25% chance to be available for purchase from the Traveling Cart for 2,500g and a rare chance to be available for 100g-1,000g.
The sell price depends on the quality of the item. Refer to the table below.
Growth Chart
|Stage 1
|Stage 2
|Stage 3
|Stage 4
|Stage 5
|1 Day
|2 Days
|2 Days
|3 Days
|2 Days
|Total: 10 Days
Speed-Gro will increase growth speed by 10%, or 20% with the Agriculturist Profession.
Deluxe Speed-Gro will increase growth speed by 25%, or 35% with the Agriculturist Profession.
Coffee Beans can be used to make Coffee by placing 5 beans of the same quality into a Keg. This process will take 2 hours.


text:
New Table Tennis Table
Table tennis is a growing interest among Christ Church parishoners and their friends with regular Saturday evening gatherings in the church hall, as well as various card games and, just recently, ball room dancing lessons.
A recent excitement was the 'official opening' for a brand new $500 table tennis table donated by long time parishioner and sometime chorister, Wendy Monger, who must have been pleased by the delight expressed by those who will use it.
Table tennis coaching is provided by Fr. Neil and the ballroom dancing tutors are Caleb and Rachael Pullman.


text:
Revista Matemática Iberoamericana
Full-Text PDF (329 KB) | Metadata | Table of Contents | RMI summary
Volume 31, Issue 3, 2015, pp. 841–864
Published online: 2015-10-29
Thin sequences and their role in $H^p$ theory, model spaces, and uniform algebrasPamela Gorkin[1], Sandra Pott[2] and Brett D. Wick[3] (1) Bucknell University, Lewisburg, USA
(2) Lund University, Sweden
(3) Georgia Institute of Technology, Atlanta, USA
In this paper we revisit some facts about thin interpolating sequences in the unit disc from three perspectives: uniform algebras, model spaces, and $H^p$ spaces. We extend the notion of asymptotic interpolation to $H^p$ spaces, for $1 ≤ p ≤ \infty$, providing several new ways to think about these sequences.
Keywords: Hardy space, thin sequences, interpolation, asymptotic orthonormal sequence
Gorkin Pamela, Pott Sandra, Wick Brett: Thin sequences and their role in $H^p$ theory, model spaces, and uniform algebras. Rev. Mat. Iberoam. 31 (2015), 841-864. doi: 10.4171/RMI/856


text:
Just before midnight on February 29, 1960, an earthquake hit the Moroccan city of Agadir, killing between 12,000 and 15,000 people—roughly a third of the city's population. As many were injured; at least 35,000 were left homeless. Yto Barrada's "Agadir," in The Curve gallery at London's Barbican Centre, invokes the disaster in oblique and poetic ways across drawings, audio recordings, collage, and film. Despite the breadth of media employed, this is a show that lacks the depth of historical context one might expect from such a weighty subject, compelling viewers to keep reading, watching, and learning after they've left the exhibition, in order to fill in the gaps.
Entering the dim gallery was exciting. Its dark lighting and dramatic colors—the long curving wall painted black, the carpet beneath it blood red—recalled the set of a camp Italian horror film. (The cinematic influence is in keeping with the artist's broader practice: in 2006, Barrada founded the Cinémathèque de Tanger, an independent project that, operating from Tangier's Cinema Rif, is dedicated to the local and international promotion of independent Moroccan film.) On the Barbican's curving wall are sixteen large drawings, "Untitled (Agadir)" (2018), executed by scratching broad white lines from the black paint. Referencing modernist buildings, they resemble architectural sketches crossed with children's chalk scrawls. Nearby are pieces of rattan furniture, collectively titled "Conversation Chairs" (2018). Speakers attached to the chairs play extracts of Moroccan author Mohammed Khaïr-Eddine's 1967 novel Agadir, concerning the earthquake and its aftermath.
Although Pierre Joris's English translation of the French is explosive and macabre, viewers would need superhuman ears to hear it. Unable to catch the muted narratives, I jammed my phone into the speaker and pressed record. Khaïr-Eddine offers aching accounts of the earthquake. One survivor finds "one of his wife's finger joints" and saves it. Others plead for aid in "this rift where Spain [France's partner in colonizing Morocco] has left its horseshoe rusted." Yet such phrases disappear into sonic faintness, echoing the visual confusion created by a large mobile of rattan sculptures (Danse macabre (My-City-Knife-of-the-Sun), 2018), which dilutes Barrada's subject into a vague, decorative interest.
A nearby illustration (Child Drawing, undated) is credited to Barrada and her brother. Depicting a hillside town, with flat buildings, palm trees, and cars, the scratchy white illustration operates like a microcosm of the larger drawings and is indicative of the artist's aim to string viewers through her work using clues and citations. I was left to wonder how this drawing relates to Agadir and the catastrophe that befell it. Barrada brings the catastrophe into discomfiting contact with whimsical childhood imagination. But the effect is more mischievous than moving.
If Agadir today seems a wonder of brutalist architecture (not unlike the Barbican Centre), its construction was facilitated by this disaster. This conflicted history may explain the ambiguous approach of Barrada—who was born in France, grew up in Tangier, and later returned to Paris to pursue her studies—to her subject. Anagramme Agadir (Agadir Anagram) (2018), a documentary about the earthquake stitched together with black-and-white newsreel footage, offers the clearest window onto the event. Projected near the exit, however, it comes as a late attempt to infuse this playful show with gravitas.
Indirect refractions of catastrophe are often more suited to their subject than sensationalized depictions. While the former put stress on thought and imagination, the latter satisfy—if only fleetingly—the desire for catharsis. W. G. Sebald (1944–2001) exemplified the former. His novels resound with fugitive echoes of European trauma, as characters encounter old friends and auratic architectures. Barrada also uses architecture as a conduit of memory, while her playfully dramatic approach—the mood lighting, the red carpet—avoids indulgent ruin-pondering. Yet her use of so many mediums leaves viewers perplexed, shuttling between ersatz lenses of memory.
Artists have long been acknowledging viewers as active participants in the construction of meaning, yet "Agadir" suffers from an excessive reliance on this approach. Surely a topic so grave merits further historical elucidation and a more vivid, impactful affect? It may be that the fortnightly performances—during which actors from London's Guildhall School of Music and Drama read sections from Khaïr-Eddine's novel while interacting with the rattan sculptures—weave the show into a more cohesive experience, or lend it the corporeal weight it otherwise lacks. But most viewers, inevitably, will not encounter them.
A suite of collages ("Untitled (collages)," 2018) suffer especially: peripheral material in an over-stretched conglomeration of artistic methods. Comprised of decorative patterns and photos paired with typewritten texts detailing the earthquake's effects, these touching works resemble scrapbook entries. But that's just it—they're movingly humble pages. They drift confusedly in this show: a place that became no place for trying to be everywhere at once.
Mitch Speed is an artist and writer based in Berlin. He contributes to several publications, and is currently working on a book about Mark Leckey's 1999 work Fiorucci Made Me Hardcore, for Afterall Books' "One Work" series.


text:
Call : +919810505538
Stringently following the industry set standards, this Lightning Event Counter we offer are easy to install and smooth in finish. This offered device is widely used for testing the lightning event in a certain area. Manufactured using finest grade material by our team of well accomplished professionals, this event counter is available in standard specifications. Checked on various stern parameters, Lightning Event Counter is adequately packed to deliver safely at the clients' end.
GMAX ELECTRIC INDIA All Rights Reserved.(Terms of Use)
Developed and Managed by Infocom Network Ltd.


text:
Leadership, fun and friends
Mattéo OUENNICHE is a high school student from Annecy, France, who took part in the Youth Leadership Initiative last year. He's a driven, enthusiastic and ambitious young man who is bound make an impact in the business world. In this blog post, he shares his motivation for taking part in the Youth Leadership Initiative as well as what he has gained from the experience.
"Last summer, I spent a week discovering one of the most prestigious business schools in the world: HEC Paris. I was selected to be part of the Youth Leadership Initiative, a program exclusively open to high school students who are eager to develop their leadership skills.
After coming across this program on the HEC Paris website, I decided to apply for it. I had to write three short essays in order to demonstrate my English language abilities. A few days before the results were published, I had a brief phone interview with the Youth Leadership Initiative admissions team. One week later, the results came in: I had won a place!
On 22 July 2018, it was time for me to pack my bags before heading to campus. When I arrived, the teaching staff gave the 40 participants a warm welcome.
The program was built around different workshops, spread across the week during which talented speakers introduced us to different aspects of leadership, teamwork, public speaking and networking. I have never had the opportunity to attend such workshops before and it was a real pleasure to discover a different learning approach. I would like to thank the teaching staff as well as the other Youth Leadership Initiative participants.
One of my favorite aspects of this program was getting to meet talented high-school students from all around the world, some of whom have become close friends. The sense of cohesion between students coming from 19 different countries was truly astonishing. I believe the main strength of the program was the fact that it offered so many opportunities for fruitful and enriching exchanges between students, in the classroom as well as over the lunch table. Constructive criticism, stimulating debates and cross-cultural collaboration were the order of the day.
My friends' initial reaction to my interest in the Youth Leadership Initiative program was: "Do you really want to spend a week in class during summer?" Except it wasn't just "a week in class"; rather, it was a rewarding learning experience and a journey in self-discovery. The knowledge gained during my week at HEC allowed me to consider ideas and viewpoints which I had previously ignored. "The more you know, the more you dare": the HEC motto encapsulates the spirit of the Youth Leadership Initiative and encourages us to go forth in the world and drive change. "
At the end of the week, Mattéo was asked to deliver the program's closing address:
" Some of you are here to improve your leadership potential. Some of you are here to have fun. But I think we all came here, on the HEC Paris campus, to try something new. Having fun and working hard were just part of a wider experience in which we learnt how to become leaders in our society. I think everybody in this room became a leader at some point this week, through teamwork, collaboration, cultural exchange and boundary pushing.
I hope we will continue to collaborate by thinking together, working together, and sharing values and experiences. I would like to thank all of you for making this week so wonderful: you are such positive, forward-thinking, kind and talented people. I would also like to thank you for helping me improve my English – one of the main reasons why I applied to this program in the first place.
A massive thank you to Ms Michaels-Berger and Ms Honan for their generosity and for creating such an enjoyable learning environment for us. Last but not least, I would like to thank all the leader guides for showing us around campus and escorting us to the right rooms whenever we'd get lost.
To wrap up, I would like to reiterate the value of taking the plunge. Throughout the week, I've learnt that no matter how much knowledge or experience you may have, the most important thing is to put yourself out there. Go forth and become the leaders of tomorrow. Thank you for listening. "


text: Fisher-Price® Newbury Toddler Bed in snow white. The timeless elegance of bead board is used in a modern way on this beautiful Newbury toddler bed, perfect for any little girl's or little boy's room. The simple molding frames the bead board which allows the focus to be on the stacked boards. Mattress included


text:
30 Sep 2017 23:17
Besides the chance at irreparably damaging your partner and your chances at a second date, adventure trips can backfire in another way. The way to impress a girl is not by showing off on a Schwinn Road Bikes Walmart and crashing into a tree that just "appeared out of nowhere".Let's appear at the razor bikes. The line of razor bikes consists of electric bikes that assure a lot of enjoyable for ages twelve and up. The 'Pocket Rocket Mini Electrical Motorbike' is a sell-out and 'MX350 Grime Rocket Electric Dirt Bicycle' for ages twelve+ also guarantees to deliver fun for all. Appreciate the hills with out the heat and noise from a gas engine. electric bikes are simple to cost and simple to trip. With the proper safety gear in location, and a rider below the 170 lb. restrict, using with friends on your electrical grime bicycle will make your working day."Transportation has usually been an important part of human lifestyle. Everybody ought to travel to different places for different purposes. In the Stone Age, people used to travel on foot. Later, he started the journey on the back again of a camel, horses, donkeys, elephants, etc. As people have some understanding by making use of his brain, it attaches to the cart to be pulled by tamed animals and used to travel with their whole family.Duh. Allow me see.we have international warming, ice caps are melting, and there were a record number of hurricanes last yr. Seems to me like we can all make an effort in the direction of a cleaner environment. Leaving the car at home seems like a great first step to creating the air a small much more cleaner.The alternative: If you are looking Schwinn Road Bikes Walmart some thing various to do to impress a woman, why not try a cruise? It can almost be assured that this is some thing she hasn't done which means you score ingenuity factors and there are lots of fun activities on board that all arrive with lifeboat and trained staff security.Owners have to know how to use their Schwinn Road Bikes Walmart's 1 of kind identity to guard towards stealing. Remain open up to view and noticeable. Even a demo operate will stand out on an Electra Townie. It is easy to discover during late Summer and early Fall.Cannondale SuperSix Carbon 5 Road Bikes can include floor and make it worth the cost as lengthy as the rider utilizes a good average pace on the streets and follows the visitors signals. The sluggish movement that can get fixed by the small adjustments the shop guarantees for a lifetime can make riding satisfaction flip poor, but it is the total reduction of the one of kind factor that really disappoints a San Diegan.There is an additional scooter we simply cannot go and not mention. It's developed for these preparing on taking it touring. It is totally enclosed with lights as nicely as windshield wipers. It has a door on both sides and has a excess weight restrict of 350 lbs. If you see one on the street you are sure to remember it.Possibly style of electric bikes in the appear and style you like, if you want it to be like the scooter, which then think in purchase for a type scooter should meet the details to be a scooter, if 1 assumes that it is an electric bicycle, then it should satisfy the specification of electric bicycles. Has enabled the 15MPH max speed of an electric bicycle. This is the only measure of pace of a motor can operate for you. If the bicycle is above or about the pace limit then clearly it's not an electric bike.Buying a Schwinn Road Bikes Walmart isn't all that simple even for those who are much more skilled. One of the reasons for this is the wide selection of bikes that are available. Inquiring other people for guidance can certainly be useful, but might only trigger much more confusion. If you requested ten people what mountain bike you should purchase, you may get at minimum three-four various answers. The important is to know what you're looking for.There are a number of reasons to trade in your old bicycle for a sparkly new one. It might be that 1's old bike is merely worn out and in require of substitute. Alternatively, it could be that a new bicycle has a much better design and attributes. Finally, it could be that a new bicycle is much more suited for particular functions, like mountain bikes for off-road trail riding.If you're in the marketplace for a bicycle, this just might be your day. There are a few hrs still left of REI's used bicycle sale. Seattle's flagship shop located at 222 Yale Ave N is the site of the sale. At the time of this creating, there are nonetheless bicycles accessible. The sale continues till 4:00 pm.If you're planning to purchase an electrical bicycle to use in the United States, you need to be aware of your personal state's regulations. Most states maintain up the national coverage that electric bikes should function below twenty mph and have a restrict of 750 watts. However, the companies who produce these bicycles are not controlled. This indicates they could create a bicycle or motor kit that could be unlawful. Also, most states don't require you to get special insurance coverage for your electric bicycle. But you'll want to verify the Web for any changes in policy that may happen. Since electrical bicycles are fairly new, the regulations and regulations around them could alter extremely quickly.


text:
10% Unemployment Considered a Crisis…But for Black Workers, It's Normal
Thursday, March 15, 2012
Job-seekers in Detroit (AP Photo: Paul Sancya)
Supporters of President Barack Obama have hailed the news of new job opportunities and the decline of the unemployment rate. When the national unemployment rate reached 10% for one month—in October 2009—it caused widespread despair and worry. The rate had not hit double digits since 1983.
But for one of Obama's most important group of voters, African-Americans, 10% or higher joblessness has become the norm. For example, the black unemployment rate exceeded 10% for each year between 1974 and 1997, as it has for each of the last four years. As of February of this year, black unemployment was 14.1%. For whites the rate was 7.3%.
The situation may not get better anytime soon for blacks, according to Algernon Austin of the Economic Policy Institute. He projects the African-American unemployment rate to continue to exceed 10% for at least another three years. Travis Waldron of ThinkProgress points out that one of the problems is that black workers are more likely to find jobs in the public sector than whites are, and that since the 2008 recession, 600,000 government jobs have been lost.
-David Wallechinsky, Noel Brinkerhoff
To Learn More:
For African-Americans, 50 Years of High Unemployment ... and Counting (by Algernon Austin, BET.com)
Black Unemployment Has Topped 10 Percent For Most Of The Last 50 Years (by Travis Waldron, ThinkProgress)
While White Unemployment Rate Dips, Black Unemployment Hits 27-Year High (by Noel Brinkerhoff, AllGov)
- Top Stories
- Unusual News
- Where is the Money Going?
- Controversies
- U.S. and the World
- Appointments and Resignations
- Latest News
- Ken Starr and Alan Dershowitz Battle Donald Trump for Silliest Republican of the Week
- Trump Announces Creation of New Religion: Trumpianity
- 5 Politicians Who Continued Working Successfully after Heart Attacks
- Trump Wills White House and Presidency to Daughter Ivanka
- Trump Claims God Told Him to Deport his Wife, Melania


text:
Obama has a lot in common with (R) Ron Paul. Ron Paul is an Israel-hater & puts the non-country "Palestine" first, before America. His followers are severe Jew-haters & cater to radical Islam. Many of Ron Paul followers believe there is nothing wrong with Shari'a financing. The only reason Ron Paul supports this mosque is: #1. He believes that the U.S. government perpetrated 9/11/01, (and "Israel" was also possibly involved). #2. He is an Israel-hater. #3. Ron Paul cares more for Muslims in A-rab lands and Muslims in America over NYC residents that suffered directly from death by Jihad from the terrorist acts on 9/11/01, committed by 19 hijackers, all Muslims.
The fish rots from the head down. Ben Stein called Paul exactly what he is; An anti-semite. The only reason Ron Pauls followers hate Israel is because of Ron Pauls stance, which is anti-American, (pro-Islam, political movement) and anti-Israel.
Israel has supplied intelligence in every single war we have engaged in, in the Muslim countries. Israel warned America that Iraq is/was not the problem, Iran is the problem.
Craig Winn (Prophet of Doom) a former, close, personal friend of Pres. Bush, wrote a Letter to George W. Bush regarding the Iraq war. Pres. Bush rejected this letter of warning, and sent more of our U.S. troops into Afghanistan & Iraq to be killed by Muslims, who do not follow the Rules of Engagement.
Jews Against Obama, & JTF.ORG at one time supported Ron Paul for President. Since we have found that he blames America for 9/11, supports radical Islam, hates Israel, couldn't care less about the feelings of NYers, we will not ever give him an inch of support.
Jews Against Obama/JTF.ORG warned America in 1993 about Islam. Islam is not a 'religion', it is a political movement, that demands all non-Muslims to submit, or die if they don't convert to the political movement, Islam.
Loony Ron Paul Blames "Neocons" For Ground Zero – gatewaypundit …


text:
Email Cassandra Human MBACP Senior Accred
Fully accredited, I offer long and short-term counselling to adults and adolescents in a warm, supportive and confidential environment. I am experienced in working with a wide range of issues both privately and for the NHS.
Please either enable it in your browser and try again, or return to the profile page for Cassandra Human and select a different method of contact.


text:
Lists over 1600 restaurants in Japan. (The app will continually be updated to include other countries.)
-Teriyaki is a curation app that carefully selects the best restaurants in Japan.
-23 TERIYAKIST curators will suggest the best restaurants which enables you to choose the right location for your occasion. For example Casual...


text:
Beginning over the summer of 2019, I will be available once again to train teachers your school or district if you would like to hire a qualified and dynamic trainer. You can find general information about my workshops here.
If you would like to check my availability for a specific date or dates for the 2019-20 school year, please contact me at this e-mail address. My calendar is already fillling up with workshop engagements.
Because writing--when taught well--can be the most enjoyable part of your teaching day, we created this website to provide fun, adaptable ideas for teachers.
Here's one of my original writer's notebook lessons. To assist our students as they pre-write in their Writer's Notebooks for ideas that will become Writing Workshop topics, my wonderful wife (Dena Harrison), a fabulous fellow NNWP Consultant (Jenny Hoy), and I conceived and created eight Choice Menus for Notebooks/Workshop during a recertification class we took during Spring Break of 2012. In August of 2012, we will make available for the first time the entire set of nine menus which we will begin using this September. Each culturally-themed menu (the Italian menu is freely posted below) comes with five sections, each with three choices: appetizers, soup, salad, entrees, and desserts. Students can earn a special notebook sticker by making a complete "meal" using the different sections of the menu.
On this page, you will find the "Extra Credit Salad Section" lesson that comes with our Greek-themed Notebook/Workshop Menu. You can preview our Italian Menu by clicking here.
Our Greek restaurant menu this month should inspire us to think about Greek roots we have learned. Let's apply our knowledge of Greek roots to what will probably be new word for you: pangram.
See also panorama, panoply, pandemonium, or Pangaea.
Are there other words with pan-?
See also: telegram, milligram, grammar, program, or gramophone.
Are there other words with -gram you can think of?
Definition: pangram (noun): a single sentence that contains all letters of the alphabet, each being used at least one time.
Visiting Teachers: I have a two-page hand-out that I use as a "riddle" on the Smartboard on pangrams when I introduce them to the whole class. You can access it by clicking here. I show the top half of the first page and allow students to discuss it before I show them the bottom-half of the first page.
The most famous English is pangram is the following sentence, which only contains 33 letters:
The quick brown fox jumps over a lazy dog. (33)
The "quick fox" sentence is a great test for typists. If you can type the sentence without once looking at your hands, then you clearly know where every key is on a standard QWERTY keyboard. Once you can type it without looking at your hands, the question becomes how fast can you type it. It's no wonder the pangram above has been used as a typing test for decades.
I recently re-read a really interesting picture book by Australian author Margaret Wild. Fox tells the story of three animals: a fox, a dog, and a magpie. It's a well-written tale with some excellent use of fire as a metaphor, and I love the way the sentences wrap around the pages. I believe the author must have intended the story to be an allegory about something specific or a parable about how people treat other people. Even though the story is sad and the fox is pretty creepy, it ends with a positive gesture. I love the last sentence of this story. I hope you do too.
I was thinking how you could almost summarize this picture book with the famous pangram above...almost. The dog in the book isn't lazy, so you would need to think up another z-word to use to describe him, and the fox never literally jumps over the dog, so that verb would have to change. And so, the first half of this notebook challenge is this:
The second half of this notebook challenge is this:
Need a visual example? Here's the page I created for my writer's notebook. What do you think? Let me know by telling me in class or--if you're not one of my own students--by e-mailing me at: firstname.lastname@example.com. Can you create a writer's notebook page that's more original than mine? I'll bet you can...
Click image above to be able to zoom in on details.
Return to the Top of the Page
Always Write Homepage | The WritingFix Website | Pinterest | Facebook | Twitter | YouTube | Linked In
Sacred Writing Time | Writer's Notebooks | Reading Workshop | Vocabulary Workshop| "Mr. Stick" | Mentor Text Ideas | Free Writing Lessons
If sharing our resources with adults, with colleagues, or outside your classroom in any way, please request permission to share by clicking here. Thank you!


text:
Employers must exercise caution before imposing drug and alcohol testing in the workplace. Although drug and alcohol impairment raises legitimate work safety concerns, drug and alcohol testing policies run the risk of contravening rights protected under the Newfoundland and Labrador Human Rights Act. Employers should prepare and implement drug and alcohol testing policies carefully to ensure compliance with the Human Rights Act. Where employers acknowledge the role of human rights legislation they can prevent conflict and retain valuable employees. This guideline provides a basic outline of the human rights concerns that arise from drug and alcohol testing in the workplace.
It should be noted at the outset that it may not be the drug and alcohol testing policies in and of themselves that trigger the Human Rights Act. It can also be the way that these policies are administered and how employees are treated under them. In many instances drug and alcohol testing are implemented for legitimate workplace objectives, and employers certainly have a right to demand quality and safe work performance. It should be noted however, that "intent" to discriminate is not necessary to trigger human rights protections. An employer could violate the Human Rights Act without actually intending to do so.
Generally speaking, drug and alcohol testing should only be used when connected to the fulfillment of essential job duties.1 When a testing policy is in place employers must be willing and able to accommodate individual circumstances where appropriate. This guideline explains what kinds of policies are generally appropriate and provides examples of possible accommodation.
What is the connection between drug and alcohol testing and human rights?
Drug and alcohol testing will not contravene the Human Rights Act unless it results in discrimination, as described in the next paragraph. The Human Rights Act does not protect any general right to privacy. Employers have the right to implement and enforce reasonable workplace policies.3 In certain circumstances this could include drug or alcohol testing. If you have privacy concerns that are unrelated to human rights, you can contact the Newfoundland and Labrador Office of the Information and Privacy Commissioner3 or consult with a lawyer.
The Human Rights Act protects individuals from being discriminated against on the basis of what are called "prohibited grounds." Discrimination occurs when an employer makes a distinction or imposes differential treatment on the basis of one of the prohibited grounds.4 For example refusing to hire a person because she is pregnant would be discrimination.5
One of the prohibited grounds under the Act is disability.6 Drug and alcohol policies create a risk of discriminating against individuals with a disability. This is because a person with substance abuse problem that reaches the stage of dependency is considered "disabled", and is therefore protected under human rights legislation.7
Protection exists for persons with an actual dependency and for persons with a past or perceived dependency. Discrimination on the grounds of "perceived dependency/disability" is more difficult to prove and is arguably an unsettled area of law.
A drug or alcohol testing policy should not have overly harsh penalties, as this may adversely affect a person with a substance dependency. For example: an employer might require all employees to take a drug test to ensure safety on an oil rig. An employee who has a marijuana dependency tests positive. If the employer terminates the person immediately, this could constitute discrimination. After an employee tests positive, it is the employer's duty to discuss the results with the individual and seek further medical and legal assessment to determine if the individual has a disability as a result of a drug or alcohol dependence. If disability is a factor, the employer must then investigate their ability to accommodate the individual to the point of undue hardship.8
Past Disability: Requiring Disclosure
Drug and alcohol policies need not involve actual testing to be discriminatory. Automatically requiring disclosure of addictions could also violate the Human Rights Act. This is because the Act protects against discrimination on the basis of both past and present disabilities.9 This means that an employer has to be cautious when requesting voluntary disclosure from employees/potential employees.
For example, an employer may decide to require new employees to disclose all previous drug addictions. But an employee's past may not be relevant to his or her ability to perform their job in the present. For example, it is likely irrelevant to a sales clerk position that a potential employee had a cocaine addiction twenty years ago.
So what is reasonable information for an employer to seek? It depends on the circumstances. The general rule is that where a past addict is at a no higher risk of relapse than the general public, the employer need not know about this past addiction.10
This means an employer should be careful not to inquire too many years into the past.
Employers concerned about past dependencies should seek legal advice to determine what questions are appropriate.
Perceived Disability
If an employer treats an employee differently because the employer "perceives" the employee to have a substance abuse problem, this could also be discriminatory. It does not matter if the person does not actually have a problem. For example an employer may believe a potential employee is a drug addict because he lives in a certain area of the city or because of a known past dependency. If an employer treats an employee differently because of this belief, the employer has discriminated.
This particular form of discrimination is somewhat controversial as it is difficult to prove. How would an employee know that an employer is assuming he/she has a drug dependency? Courts across the country have taken different approaches as to how much evidence is required. The Newfoundland and Labrador approach is still in development.
In Ontario, the case law suggests that the mere existence of a zero tolerance drug or alcohol testing policy is sufficient to establish that an employer perceives all employees who test positive to have a disability.11 This means that if a recreational drug user tests positive and is terminated under the policy, the court could find prima facie discrimination, even though this person does not actually have a disability.12 The employee will need not lead any more evidence as to whether the employer perceived substance abuse. Where prima facie discrimination is found, the employer will still have the opportunity to justify the policy as a good faith requirement, but it is more difficult.13
The Alberta Court of Appeal required more evidence to show prima facie discrimination than the mere existence of a zero tolerance policy.14 The court stated that where a testing policy allows for wider medical assessment of individuals who test positive, it would be incorrect to assume that a policy that leads to termination is discriminatory. Recreational drug users are not protected under the Alberta Human Rights Act and can justifiably be terminated. Accordingly, under current Alberta case law, so long as a drug testing policy assesses individuals to ensure that persons who require accommodation can receive it, a zero tolerance policy is not discriminatory.
A recent decision of a Newfoundland and Labrador Board of Inquiry considered the issue of drug testing.15 This case involved employment on an offshore oil rig. An employee tested positive for marijuana use. He was tested a second time and tested negative. He was then assessed by medical professionals who determined he did not have a marijuana dependency, and he was terminated in accordance with the policy. He lodged a human rights complaint, and argued that the policy "perceived" him to have a drug dependency, in line with the Ontario approach. The Newfoundland and Labrador Board of Inquiry found there was no discrimination, because an individual assessment was made and because the company had previously accommodated other individuals who were found to have an actual dependency. The Board of Inquiry also found the policy was not discriminatory and that it did not assume the individual was a drug addict, but rather assumed he might use drugs in the future which could create safety issues in the safety-sensitive workplace.16
This decision was appealed to the Newfoundland and Labrador Supreme Court where the Board's decision was upheld.17 The Court stated that in light of the Board's finding that the complainant did not prove he was perceived by the employer to have a disability, and that accordingly there was no prohibited ground of discrimination, the Board of Inquiry had no obligation to conduct further analysis. The Court further stated that in evaluating whether or not there was a perceived disability, the Board was correct in considering evidence presented by both parties about the policy.
When is a drug/alcohol testing policy that discriminates reasonable? Bona Fide Occupational Requirement
Drug and alcohol policies that are discriminatory on their face (i.e. "prima facie") may still be justifiable under human rights law. If an employee claims that a policy is prima facie discriminatory they will have to prove that, and then an employer will have the opportunity to establish that strict adherence to its drug/alcohol policy is a good faith occupational qualification (in other jurisdictions this is known as a bona fide occupational requirement or "BFOR"). This essentially means that the standard imposed is necessary to the employer's operations. If an employer can establish the standard is necessary, the employer will not be found in violation of the Human Rights Act.
This means that in order to justify any form of testing policy, drug/alcohol impairment must be related to the essential duties of job performance. What is justifiable will depend on the context of employment and the particular form of substance testing.
Drug/alcohol testing has been held to be unjustifiable where it is not related to the safety of workers or the public.18 The form of testing is also relevant. Post incident testing is more likely to be justifiable than random or pre-employment testing. These distinctions will be discussed in more detail below.
According to the Supreme Court of Canada, to be a BFOR (or good faith occupational qualification in NL) a standard must meet three criteria.19 It must:
- Achieve a purpose that is rationally connected to the work;
- Worksite safety
- Be imposed in good faith. The employer must honestly believe the standard is necessary to achieve this purpose;
- To show good faith an employer should consider conducting research and consulting with experts and employees before imposing a standard.
- Be reasonably necessary to achieve this purpose.
- To meet this requirement an employer must go beyond showing the standard is reasonably necessary for most employees.
- Employer must additionally show that they cannot accommodate a particular individual with drug/alcohol dependency without suffering undue hardship20
- This requirement is the most difficult to establish as the duty to accommodate is onerous.21
"Reasonably necessary" means that the standard cannot be:
- Arbitrary: in that it is not linked or does not further the employer's purpose; Example: A testing policy that only applies to new employees and not existing employees may be arbitrary.22
- Too broad or stricter than necessary to achieve the purpose;
Example: A testing policy imposed to ensure safety should only apply to those employees where impairment presents a safety risk. Ex. Administrative staff on a construction site likely would not need to be tested as they do not operate construction equipment.23
- Unnecessary: where other less intrusive means might achieve the same objective.
Example: Employers should always consider other options such as enhanced workplace supervision and/or functional job performance testing.
Example: If testing is necessary, post-incident testing is less intrusive than random testing.
- So rigid or inflexible so as not to accommodate individual circumstances.24
- Example: Even if the standard is necessary from all other standpoints, persons with disabilities must be individually accommodated.
Wider Medical Assessment
A testing/disclosure policy that is part of an overall program which includes medical assessment, monitoring and support for substance abuse is more likely to be acceptable from a human rights perspective than one that is imposed only as a means of determining whether an employee is impaired or likely to be impaired.
Alcohol vs. Drug Testing
It is important to recognize that this particular issue is an unsettled area of law. It appears that alcohol testing may be easier to justify in the human rights context than drug testing. Some boards/tribunals have noted the less invasive nature of a breathalyzer for alcohol testing versus a urine/blood test for drugs.
Another issue that board/tribunals have discussed is that breathalyzers measure present impairment, whereas urine samples measure past use of drugs, and past drug use does not necessarily mean present impairment at work.25 The exceptions to this of course are the aforementioned Alberta and Newfoundland and Labrador cases. In the Alberta case, a drug test was legitimately linked to workplace performance. This was because the Court found "residual effects of past marijuana use" could affect workplace
performance and safety.26 In the Newfoundland and Labrador case (upheld by the Supreme Court), the Board of Inquiry held that where an employee is aware of the policy, past drug use as measured in a drug test may justify a conclusion that an employee might use drugs in the future and therefore have drugs in their system while at work.27
Consider all options
As working conditions and safety issues vary dramatically depending on work site and industry, what is justifiable very much depends on the circumstances. Employers should consider what options are available and what would be reasonable in their particular work environment.
Duty to Accommodate: One rule does not fit all.
Where drug/alcohol testing is deemed necessary in the workplace, the employer is still obligated to accommodate individuals who have disabilities. When the general rule affects a person with a substance dependency that rises to the level of disability, an employer must be flexible.28This does not mean the employer must tolerate repeated incidents of unacceptable behaviour, but it does mean that the employer must be understanding and take steps to help the individual before imposing disciplinary measures.
When does it arise?
The employer's duty to accommodate will also arise when a person with a substance dependency; discloses his or her dependency, fails a test, or refuses to take a test. An employer must take steps to find out if this person has a disability.29If the answer is yes, the employer must then explore and assess all options available to see if there is a way he can accommodate this individual without suffering undue hardship
What is Accommodation?
Accommodation means making changes to meet the employee's disability-related needs in the workplace. It may mean temporarily assigning the employee to a position where he or she does not present a safety risk until a wider medical assessment can be completed. It could also mean providing a leave of absence without penalty for the employee to seek medical assessment and rehabilitation. If feasible, it is advisable to have an Employment Assistance Program ("EAP") in place before an incident arises. EAPs offer access to resources such as counseling and therapy. At minimum, an employer has a duty to investigate the employee's situation and explore available options that may allow the person to continue employment.
Employees also have responsibilities. Where an employer presents an option for accommodation, an employee does not have a right to refuse it when it reasonably meets his or her needs. The accommodation need not be the employee's first choice of available options in order to be considered "reasonable" under human rights legislation. Accommodation is required to be reasonable, not perfect.
Accommodation is best served where parties communicate their needs effectively and cooperatively. Compromise is necessary on both sides so that both parties can achieve their objectives. Employees can aid the accommodation process by disclosing their work-related needs to the appropriate person in the workplace.30 An employee might also be required to provide medical information as evidence of a dependency, and should also follow the recommendations of health professionals and comply with medical follow up upon return to work.
Although disclosure by the employee is certainly helpful, lack of disclosure does not entirely relieve the employer of the duty to accommodate. Employers should keep in mind that one of the symptoms of substance abuse is denial. Employers cannot rely solely on disclosure from the employee.31 For example, an employer should not generally terminate an employee on the first instance he or she exhibits signs of impairment at work. Discussion is necessary and only after attempts to address the issue where the employee still denies a substance problem, might disciplinary measures be appropriate. Medical assessment, counseling, and testing are all part of an effective policy.32 Accommodation should not be solely dependent upon an employee's disclosure of a problem.33
Undue Hardship:
What is the Extent of the Employer's Duty to Accommodate?
Employers are obligated to accommodate persons with disabilities up to the point of undue hardship. Undue hardship is a legal term, the threshold of which will vary depending on the facts of the particular situation. Accommodation to the point of undue hardship means that the employer will be expected to absorb some hardship. An employer will generally not be able to justify refusal to accommodate a person simply because there will be some cost associated with doing so. Undue hardship arises at the point where the extra cost or safety risk is so high that the business cannot reasonably bear it.
What constitutes undue hardship is different in every situation. A court or board of inquiry will usually look at a number of factors, including the size of the enterprise, whether restructuring is viable, whether other positions are available, and how accommodation will affect other employees and/or the collective agreement.
The key is individual assessment and creativity. If, after a fair assessment of available options, an employee can still not perform the essential duties of her position and there are no other viable positions available, it may be appropriate to terminate.
Employers need not accommodate relapses forever. If an employee continually relapses after rehabilitation, at a certain point accommodation amounts to undue hardship and the employer may be able to legitimately terminate the employee. Courts have held, however, that it may be unreasonable for an employer to terminate a person with a dependency after only one relapse.34 Some employers choose to institute "Last Chance Agreements" with employees with a long history of drug/alcohol issues. Such agreements usually stipulate specific terms to which the employee must adhere or face termination. These maybe an option in some circumstances, particularly where the issue is longstanding and has created significant interference in the employment relationship, but in many instances may be inappropriate if the terms are inflexible or overly harsh. Imposing a term of mandatory drug/alcohol testing after an employee returns to work post-rehabilitation may be justifiable in some circumstances, for example where requirements of the job include driving a car.35
Types of Testing
Pre-employment testing
Drug/alcohol testing as a mandatory requirement of employment is the most difficult type of testing to justify. It is considered a medical examination and therefore should be limited to assess the ability to perform the essential duties of the job.36 A mandatory testing policy should be a part of a wider medical assessment. Applicants should be informed of when and where testing will occur, and testing should only occur after a conditional offer of employment is made. Appropriate steps should be taken to accommodate individuals with disabilities.37
The Alberta Court of Appeal has held that pre-employment drug testing (for a Syncrude plant inspector in Fort McMurray) was reasonable. In that case, the policy was aimed at the actual effects of drug use onsite, which the company was able to prove presented a safety risk.39
The Canadian Human Rights Tribunal has held that mandatory drug and alcohol testing was reasonable for truck drivers who frequently crossed the border into the United States. It held that "performance limitations due to substance abuse could result in significant incident or accident causing fatalities." It was also relevant to this decision that U.S. counterparts had a zero tolerance drug policy.39
Random Testing
As with pre-employment drug testing, random drug/alcohol testing should be limited to where it is integral to safety and related to essential job duties. Tests that measure present impairment (i.e. breathalyzer for alcohol levels) are usually more justifiable than tests which measures historical use (i.e. blood/urine testing for drug use).
The Ontario Court of Appeal has held that random breathalyzer testing is justifiable in safety sensitive positions where there is limited supervision. This same judgment noted, however, that random drug testing would not be justifiable because it does not measure impairment, only past use. 40
A recent decision of the Supreme Court of Canada considering only the issue of random testing for alcohol (not drugs), found that an employer cannot unilaterally subject employees to a policy of random alcohol testing, even in dangerous workplaces, unless there is evidence of a general problem with alcohol abuse in the workplace. However, the Court did note that in other cases, random testing in a dangerous workplace "may well" be justified if it is proportionate in light of both legitimate safety concerns and privacy interests. 41
Newfoundland and Labrador courts do not yet have a set stance on this particular issue.
For "Cause" and Post Incident Testing
This refers to drug/alcohol testing that occurs following accidents or reports of dangerous workplace behaviour. These types of testing should also be part of a wider medical assessment. In order to justify its position on this type of testing, the employer should have a policy with precise procedures in place to follow when a worksite accident occurs. The decision to test should be made with regard to the circumstances of the accident/inappropriate behaviour, the worksite, and the employee in question.
Employers should also consider whether there is an objective basis for testing. Peer and supervisory reviews are useful tools to determine whether a particular individual's behaviour may be related to drug or alcohol dependency. Where post incident testing is not related to a particular individual's behaviour, an employer should carefully consider whether the safety risk of impairment is objectively high enough to justify blanket testing.42
Disclosure of past dependencies
An employer should be cautious when requiring employees to disclose past dependencies. While disclosure may assist an employer in accommodating present disabilities, past dependency is often irrelevant to present employment.
In safety sensitive positions past dependency may be relevant. In this case an employer might consider requiring disclosure of past dependency up to a certain point in time.
This point is generally exceeded when the risk of relapse is no greater than the risk that a member of the general population would suffer from a substance abuse problem.
In the Entrop case the cutoff point was five to six years of successful remission for an alcohol abuse problem and six years of successful remission for a drug abuse problem.43It is important not to assign an arbitrary time frame without careful
consideration however, as every situation is unique and will depend on the history of the individual, their disability and the workplace.
An employer should always consider accommodation where there is disclosure, and should seek legal advice before imposing negative consequences on an employee who discloses a past or present dependency.
Pre-employment disclosure
An employer should not ask in an employment interview whether a potential employee uses drugs or alcohol, or has ever received psychiatric care. Prior to making an offer of employment it is also inappropriate to ask whether or not the potential employee will need to be accommodated.
After a conditional offer of employment is made, and depending on the type of employment, only then may it be appropriate to require disclosure of a drug or alcohol dependency. If the employee discloses a dependency, the employer must then explore accommodation options.
If an employee engages in some form of misconduct, the employer may have grounds to dismiss on the basis of the behaviour (i.e. dismissal "for cause"). The employer should investigate whether the employee is culpable for the behaviour, or if the
behaviour was involuntary because of its relationship to a substance abuse problem. An example might be where an employee is impaired during work hours. In this case an employer must take steps to learn whether there is a substance abuse issue (and therefore a disability), and if so, explore accommodation options. If the employer learns through medical assessment that the behaviour was voluntary and not connected to dependency, the employer need not accommodate this behaviour. Sometimes there are both culpable and non-culpable elements to an individual's inappropriate behaviour. An example might be where an employee steals from the employer to support a substance habit. In such cases the employer should seek immediate legal advice before taking disciplinary action.44
What makes for a successful policy? Communication and Flexibility
It is important to be flexible and maintain open lines of communication with employees. Employees should be aware of expectations and employers should be prepared to adapt policies to individual circumstances. Employers should safeguard against automatic termination on a violation of the policy. Individualized assessment is the key.45
If employees and employers are both aware of their responsibilities, a drug/alcohol testing policy is more likely to be effective. Where possible, a policy should define the difference between recreational drug/alcohol use and a dependency. Employee complaints about a testing policy should be considered by the department of the organization that is trained in the area of accommodation of disabilities and/or the employer's legal counsel.46
Consider Alternatives
Drug/alcohol testing may appear to be the only way to combat on the job impairment, but there may be other equally effective ways of doing so. Employers should consider on the job performance tests, supervisory reviews along with encouragement of disclosure (without penalty) and offers of support for persons with dependencies (such as counseling).
Handle Testing Professionally
Where it has been determined that testing is necessary in a particular workplace, employers should have policies and procedures in place which address how testing will be handled. This should include notifying employees of where, when and why testing is occurring. Testing should be handled by qualified professionals who can safeguard confidentiality and ensure accuracy. Results should be reviewed with the employee, and results should be kept separately from the employee's human resources/personnel file.47
Relevant Provisions, Newfoundland and Labrador Human Rights Act
s. 2
(c) "disability" means one or more of the following conditions:
- a degree of physical disability
- a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or language, and
- a mental disorder;
Prohibited grounds
s.9 (1) For the purpose of this Act, the prohibited grounds of discrimination are race, colour, nationality, ethnic origin, social origin, religious creed, age, disability,
disfigurement, sex, sexual orientation, marital status, family status, source of income
and political opinion.
(3) Where this Act protects an individual from discrimination on the basis of disability, the protection includes the protection of an individual from discrimination on the basis
that he or she
- has a disability;
- is believed to have or have had a disability; or
- has or is believed to have a predisposition to developing a disability.
Discrimination in employment
s.14 (1) An employer, or a person acting on behalf of an employer, shall not refuse to employ or to continue to employ or otherwise discriminate against a person in regard to employment or a term or condition of employment on the basis of a prohibited ground of discrimination…
s.14 (2) Subsection (1) does not apply to the expression of a limitation, specification or preference based on a good faith occupational qualification.48…
1 For example, where there are real safety risks when a person is impaired at work.
2 For more on employer policies see: Snudmiller v. Dome Petroleum Ltd. (1986), 43 Alta. L.R. (2d) 392, 66 A.R. 390 (C.A.); Byrne v. Newfoundland Transport Ltd. (1984), 48 Nfld. & P.E.I.R. 147 (S.C).
4 Prohibited grounds include: race, colour, nationality, ethnic origin, social origin, religious creed, religion, age, disability, disfigurement, sex, sexual orientation, marital status, source of income and political opinion. See: Human Rights Act, S.N.L 2010, c. H-13, s.9(1).
5 This is discrimination on the basis of gender. See: Human Rights Act, S.N.L 2010, c. H-13, s.9 (2).
6 Human Rights Act, S.N.L 2010, c. H-13, s.9 (1).
7 Entrop and Imperial Oil Ltd. (Re), (1996), 27. C.H.R.R. D/210, 24 C.C.E.L. (2d) 122 (Ont. Bd. Inq.), aff'd 98 C.L.L.C. 230-012 (Div. Ct.), aff'd 189 D.L.R. (4th) 14, 37 C.H.R.R. D/481 (Ont. C.A.) at para 89.
8 For more on the employer's duty to accommodate, see the section "Duty to Accommodate".
9 Newfoundland (Human Rights Comm.) v. Health Care Corp. of St. John's (2003), 46 C.H.R.R. D/63, 2003 NLCA 13.
10 As drug dependencies and relapse rates are specific to the substance and the individual, consultation with experts is advisable.
11 See note 7.
12 Prima facie means roughly "on its face". An employee must provide enough evidence to establish prima facie discrimination. Once a court finds there is enough evidence to show prima facie discrimination, it is then up to the employer to justify the policy.
13 How an employer can justify a policy is discussed below under "Bona Fide Occupational Requirement".
14 Alberta (Human Rights and Citizenship Commission) v. Kellog Brown & Root (Canada) Co. (2007), 60 C.H.R.R. D/307, 2007 ABCA 426.
15 Leonard v. Noble Drilling (Canada) Ltd. (2010), CHRR Doc. 10-0275 (N.L. Bd. Inq.).
16 Ibid at para 201.
17 Leonard v. Human Rights Commission, 2011 NLTD(G) 48 (NLSCTD).
18 See note 7.
19 British Columbia (Public Service Employee Relations Commission) v. BCGSEU, [1999] 2 S.C.R. 3.
20 See note 7 at para 93-96.
21 See the next section: "duty to accommodate".
22 Canadian Civil Liberties Association v. Toronto Dominion Bank (1994), 22 C.H.R.R. D/301, 6 C.C.E.L. (2d) 196 (Can. Trib), quashed 112 F.T.R. 127. 25 C.H.R.R. D/373, affd 163 D.L.R. (4th) 193, [1998] 4 F.C. 205 (C.A.).
23 See note 7.
24 See note 7 at para 97. For more on accommodation, see the section below "duty to accommodate"
25 5 See note 7 at para 97.
26 See note 14.
27 Ibid at para 201
28 Recall that this can include a present, past, or perceived dependency.
29 See note 15.
30 Company policy should specify to whom to it would be appropriate to disclose this information.
31 Kemess Mines Ltd. v. International union of Operating Engineers (2006), 264 D.L.R. (4th) 495, 2006 BCCA
32 Ibid.
33 Halter v. Ceda-Reactor Ltd. (No. 1) (2005), CHHR Doc. 05-314 (Alta. H.R.P.).
34 Scheuneman v. Canada (Attorney General) (2000), 266 N.R. 154 (F.C.A.), leave to appeal refused [2001] C.C.C.A. No. 9 (S.C.C.).
35 Jacknife v. Elizabeth Metis Settlement (2002), 45 C.H.R.R. D/241 (Alta. H.R. Comm.).
36 Dawe v. Newfoundland Liquour Corporation (1998). 31 C.H.R.R. D/259, 98 C.L.L.C. 230-009 (Nfld. Bd. Of Inq.).
37 Ontario Human Rights Commission Policy on Drug and Alcohol Testing at http://www.ohrc.on.ca/en/resources/Policies/PolicyDrugAlch/pdf.
38 See note 14.
39 Milazzo v. Auto Car Connoisseur Inc. (2005), 52 C.H.R.R. D/15 (C.H.R.T.). 40 See note 7.
40 See note 7.
41 Communications, Energy and Paperworkers Union of Canada, Local 30 v. Irving Pulp and Paper, Limited, 2013 SCC 34.
42 See note 37.
43 See note 7 at para 121.
44 Kootenay Boundary Regional Hospital v. BCNU (Bergen), (2006) 264 D.L.R. (4th) 478, 2006 BCCA 57; British Columbia v. BCGEU (2008), 298 D.L.R. (4th) 624, 2008 BCCA 357, leave to appeal refused 2009
CarswellBC 221, 395 N.R. 389 (note) (S.C.C.).
45 Alberta Human Rights Commission Drug and alcohol dependencies in Alberta workplaces at http://www.albertahumanrights.ab.ca/DrugAlcoholDependencies_PW.pdf(updated link requried).
46 See note 37.
47 See note 37.
48 Human Rights Act, S.N.L 2010.


text:
I blame the lack of posts on the fact that it is so hot. I mean HOT!! I know it normally gets really hot in Alabama in the summer but for some reason this year it seems worse (maybe it means I am just getting old). Or maybe it is because I am doing so much running around these days so it seems really hot! Anyway I don't have anything real exciting to say other than these cuties are just awesome!! We celebrated my dad getting some great news on his scans today with some Sonic. We are so thankful Grandaddy keeps doing awesome and God continues to blow us away!
3 months ago


text:
- Light and compact
- Wear and impact resistant 9" inflatable tyres
- Rear disc brake
- Retractable kick stand
- Removable seat
- 300W rare earth motor
- Quick release mechanism
- Height-adjustable seat
- High tensile steel frame and fork
- Twist throttle
- Top speed of up to 20kph dependent on load, terrain, temperature etc
- Drives up to 40 minutes without charging (load/terrain dependent)
- Charges within 3-6 hours
- CE certificated
- 9" polypropylene tyres
- Battery 24V 7Ah (2x 12V)
- Packing size: 115 x 24 x 41.5
- Maximum weight of rider 110kg
- 24V, 300W motor
- Electric scooter
- Charger
- Instruction manual in English
Some assembly is required including installation of handlebars. Prior to use the fuse must be installed, the battery charged and tyre pressures etc. checked as detailed in the manual. Please note that the stickers are not factory fitted. They are supplied as an optional addition and are packed separately to be fitted at the user's discretion. Some customers prefer to customise the scooter's appearance by fitting their own stickers. Others like the appearance of the scooter with some or all of the full set of standard stickers fitted.
This scooter is for recreational use and should not be used on public highways. Electric scooters are not legal on public roads and can only be used on private land with the permission of the land owner. This product is designed for adults. It is not a child's toy and is not intended for use by children, due to its design and speed, and not being covered by the BS EN 71 regulations. All powered vehicles are potentially dangerous and their use could involve the risk of injury or death, and they must be used in a responsible manner. All nuts and bolts, tyre pressures and steering should be checked by a competent adult before every use. Accident damage should be attended to immediately and damaged parts replaced. Helmets and suitable protective safety equipment should be used at all times. Your product will arrive in a carton that contains a leaflet setting out the above warning notices, which you are strongly advised to heed to the letter.
Running and maintaining scooters
Scooters of this type require mechanical and electrical knowledge and skill to run and maintain. Therefore, prospective buyers are advised not to purchase this type of product without a good understanding of how to operate mechanical items and access to somebody who is competent to carry out repairs.


text:
Abstract: S851
Type: Oral Presentation
Presentation during EHA24: On Saturday, June 15, 2019 from 12:30 - 12:45
Location: Hall 3B
Haemophilia A is caused by deficiency of Factor VIII (F.VIII), an essential blood-clotting cofactor. Prophylaxis or on-demand treatment with recombinant FVIII forms the current standard of care to prevent bleeding in Haemophilia A patients in the developed world. However, approximately 30% of severe haemophilia A patients develop inhibitory antibodies against F.VIII. Moreover, FVIII treatment requires venous access which is burdensome. The recent successful clinical trials and subsequent regulatory approval of a F.VIII-mimetic bispecific antibody, Hemlibra, in Haemophilia A patients with inhibitors have provided much needed hope for suffers and their family. However, whilst Hemilibra represents a major breakthrough in the field, there remain some concerns about balancing the risks of bleeding with those of thrombosis when using this agent.
To develop a new fully human FVIII mimetic bispecific antibody that can support the assembly of a functional Factor IXa (F.IXa) and Factor X (F.X) complex, thereby replacing F.VIII function in vivo.
Using Kymab's bispecific antibody platform, we developed KY1049, a fully human common light chain (CLC) bispecific antibody, to test as an effective functional mimetic of F.VIII. KY1049 bispecific heterodimer was purified using standard Protein A chromatography, followed by cation ion exchange chromatography (cIEX). The mass and heterodimer purity of the bispecific molecule was confirmed using Mass Spectrometry (MS). A combination of in vitro and ex vivo assays was used to characterize the cIEX purified bispecific antibody, including chromogenic FXase and Activated Partial Thromboplastin Time (aPTT). The affinities of the FIX arm and FX arm of KY1049 bispecific to FIX and FX, respectively, were determined using Surface Plasmon Resonance (SPR).
cIEX purified KY1049 molecule was confirmed as a single species by MS. After denaturing, the molecular weights of the two heavy chains and one light chain matches in silico predicted molecular weights. Purified KY1049 actively generated activated F.X (F.Xa) and functionally rescued the clotting defect in F.VIII-depleted plasma in the aPTT assay. Importantly, ex vivo activities of KY1049 indicates its therapeutic benefit is likely to be similar in efficacy to Hemlibra. KY1049 binds F.IX and F.X simultaneously by SPR, but the affinities are different from those reported of Hemlibra.
We have developed KY1049, a FVIII mimetic bispecific antibody, that demonstrates biological activities comparable to those reported for Hemlibra. Its therapeutic benefit is likely to be at least as effective as Hemlibra. Furthermore, initial analysis of the KY1049 molecule also showed some differences between the two molecules which could be harnessed to enhance its physical properties and activity.
Session topic: 33. Bleeding disorders (congenital and acquired)


text:
Description Edit
Contributed by Pets Holistic Med Community
Pets Holistic Med is a community based on Holistic Pet Care Issues. Membership to the site is free. Also, feel free to participate in the Pet Holistic Forums, check out our free articles, web resources and our eBook.
Dr. Mayra Alfonso has published a Holistic Pet Care Guide exclusively available on this site. This manual is a must for pet owners. Be sure you know the facts about your pets health care options before damaging your pets health and well being with dangerous and risky treatments!
- Makes 2 liters of soup
Ingredients Edit
- 2 tablespoons vegetable oil
- 1 ¼ kilo beef liver, trimmed membranes and chop finely
- 2 liters Basic Dog Broth
- salt
- ground black pepper
- 2 cups heavy cream
- 4 tablespoons all purpose flour
- 4 tablespoons Italian parsley chopped
- kibble
Directions Edit
- Heat up the oil in a saucepan over medium heat.
- Add in the liver and let it cook for about 5 minutes.
- Stir all this constantly.
- Add in the broth, salt, and pepper to taste, and let all this boil.
- Reduce the heat once it starts boiling and simmer it covered for 30 minutes.
- Stir in the heavy cream.
- This can be mixed with the flour if your dog likes heavier soups.
- Serve it over rice or kibble.
Community content is available under CC-BY-SA unless otherwise noted.


text:
Trevor William Marks is an undergraduate student at the University of North Carolina at Chapel Hill, where he currently studies journalism. He's written for The Daily Tar Heel, the school's independent student paper, as a staff writer since his freshman year (2016-present). He began writing for two FanSided-affiliated websites, Keeping It Heel and Busting Brackets, in the winter of 2018-19. He began writing as a staff writer for Argyle Report in April. He recently joined The Step Back in September. He's an aspiring writer and photographer.
Twitter: @twmarks_
Instagram: @twmarks_
LinkedIn: Trevor Marks


text:
Category: Adult Dating in MONCLEROUTLET-INC.NET DIRECTORY Service in Jaipur
Jaipur Escorts Jaipur Call Girls Escorts in Jaipur Call Girls in Jaipur
Got full information about massage service so read the whole paragraph very carefully
Hey, boys are live in Jaipur and fell very lonely in life than coming to Jaipur Escorts agency. We have many Jaipur Call girls in our agency they know many types of massage service. Our escorts are very cooperative and friendly so book our call girls for fun and unforgettable pleasure. Our Escorts really make your time more memorable.


text:
north-ayrshire.gov.uk uses cookies to make the site simpler.
Find out more about cookies.
Browser does not support script.
north-ayrshire.gov.uk uses cookies to make the site simpler I'm ok with this
Find out more about cookies
We are working alongside partners Transport Scotland, Calmac, CMAL and Peel Ports on a major project to redevelop Ardrossan Harbour.
The Ardrossan Harbour task force is working to secure a preferred design option, in order to improve facilities, operations and the resilience of the Ardrossan-Brodick ferry service.
Our vision involves creating 21st century transport hubs for Ardrossan and Brodick. Through improved services, the hubs will offer real value to:
The connectivity and quality of the local environment will support the needs of local communities by providing an:
experience for all ferry users.
We believe that the improvement works at Ardrossan Harbour will act as a catalyst for the wider regeneration of the Ardrossan area. For an up-to-date look at the proposals for Ardrossan Harbour, you can have a look at the project overview (PDF, 966kb)
To find out more about the project, why not read our Frequently Asked Questions (Word, 19kb)(last updated August 2019).
You can also view some of the key landmarks in the project as well as our future plans (Word, 51kb)(last updated August 2019).
Members of the public were shown the Initial Engagement & Communities update plan (PDF, 4.35mb) during an engagement session in October. Further consultation sessions are planned once design work commences.
To find out the outcome of that initial engagement, view our consultation document (PDF, 3.83mb).
Peel Ports, who are responsible for the overall management of the marine infrastructure and landside aspects of the project, have appointed a team of consultants to assist with the project delivery. View details of the project team and the scope of their work.
We aim to provide regular updates about the Ardrossan Harbour project on a regular basis. Feel free to share our poster (PDF, 1.25mb) to let other people know how to keep up to date.
If you have any questions about the Ardrossan Harbour project, please email email@example.com.


text:
Add customer reviews and testimonials to showcase your store's happy customers.
[AETRENDS] Black cap 2018 summer baseball cap with mesh women men's hats basketball caps five panel snapback hip hop hat Z-6488
Item Type: Baseball Caps
Strap Type: Adjustable
Pattern Type: Letter
Brand Name: AETRENDS
Style: Casual
Material: Polyester,Cotton
Hat Size: One Size
Model Number: Z-6488
Gender: Unisex
Department Name: Adult
Color: 4 colors for choice
Packing: OPP bag with air vacuum protection
Name: Men Women Breathable Mesh Baseball Cap Snapback Outdoor Sport Hats
Size: Hat Circumference about 56~60CM (adjustable)
Season: Spring, Summer, Autumn
We have 100% free Worldwide Shipping .
All orders are processed within 2-7 business day and normally shipped within 7-14 business days. Deliveries take on average 5-10 business days and in rare cases 20+ business days..
Tracking Info:Within a week of your order being fulfilled (shipped), you will receive notification of your tracking number..
Returns Policy
You may return most new, unopened items within 30 days of delivery for a full refund. We'll also pay the return shipping costs if the return is a result of our error (you received an incorrect or defective item, etc.).
You should expect to receive your refund within four weeks of giving your package to the return shipper, however, in many cases you will receive a refund more quickly. This time period includes the transit time for us to receive your return from the shipper (5 to 10 business days), the time it takes us to process your return once we receive it (3 to 5 business days), and the time it takes your bank to process our refund request (5 to 10 business days).
If you need to return an item, simply login to your account, view the order using the 'Complete Orders' link under the My Account menu and click the Return Item(s) button. We'll notify you via e-mail of your refund once we've received and processed the returned item.


text:
Family Research Council President Tony Perkins set the record straight on "The Todd Starnes Show" after NPR reported earlier in the day that evangelical leaders were planning a meeting with President Trump to express their concerns over the allegations involving Stormy Daniels.
Perkins told Starnes that while such a meeting is in the works, but "it is not going to be a confrontational meeting, that is absolutely not true. So many evangelicals are frustrated with Congress and they are likely not to show up to vote in the fall. That's really the focus of our gathering." When Starnes asked if the leak of a meeting taking place might have come from the White House to stop it from happening, Perkins replied, "That's a possibility."
Click here to subscribe to Todd's daily podcast - one of the fastest-growing conservative podcasts in America!
Perkins also responded to Rep. Nancy Pelosi's call for embattled EPA administrator Scott Pruitt to resign after allegations that he took a $50 a day condo rental from the wife of a lobbyist by saying, "If he were in trouble, and I know the media is trying to generate a lot of controversy around him, that would have been nothing more than a big wet kiss from Nancy Pelosi because Donald Trump is not going to let Nancy Pelosi determine who his Cabinet is going to be. So if he were in trouble, he is now in good shape."
Click here for a signed copy of Todd's latest book, "The Deplorables' Guide to Making America Great Again."


text:
The GSA Soccer Sprouts (U-4) is an instructor-led, educational program geared toward teaching our youngest players the fundamentals of soccer. Players are placed in small groups to maximize the amount of individual attention from the instructor in each session. Sessions last a total of 45 minutes during which the players will participate in educational games that emphasize core technique and lots of exercise. Players are given several breaks during each session.
U-4 training sessions are run by a professionally licensed coach.
Training sessions are held at Headley Park on Saturdays starting at 9:00 AM. Depending on the number of players in the program, the participants may be placed into different time slots beginning every hour on the hour i.e. (9am, 10am, 11am, etc.).
All players are required to have a size 3 soccer ball, shin guards, socks that cover their shin guards completely, and weather appropriate clothing. Soccer cleats are recommended for all players, but they are not required at this age. Soccer Sprouts are not required to purchase a GSA uniform, however, many choose to do so.
We will not play in overly wet or cold weather. Call GSA at 614-855-0506 or check the GSA website for rain-out information. If the weather turns bad during a session, the instructor may end the session early.
Pursuant to US Soccer Federation guidelines and the Ohio South Youth Soccer Association bylaws, GSA enforces the following rules regarding heading:
P.O. Box 307121 Gahanna, Ohio 43230


text:
No doubt, having carpets in your home can be one of the best investments. Carpets bring elegance and comfort in every property, no matter whether an office or a residential premise. To make this investment worthy, you need to take the best care of it.
This would mean that every once in a while you need to look for a professional carpet cleaning service to take the best care of your carpets. Besides, you also need to vacuum at least once on a weekly basis.
Whenever you need some professional assistance with your carpet cleaning, turn to our respected cleaning company in Earl's Court and book our carpet cleaning services. To hire such service is not a luxury any more, it is a necessity.
Moreover, our pricing system is very affordable and booking our services will not cause you any financial trouble. We are everything you need, when it comes to carpet care.
|Professional Carpet Cleaning
|Landing Carpet
|Bedroom Carpet
|Livingroom Carpet
We collaborate with the most dedicated and savvy cleaners in Earl's Court, carefully selected prior to employment. We have provided them with intensive training programmes enabling them to utilise advanced cleaning machinery and products.
They use the hot water extraction method which is the worst enemy of every type of pollutants and impurities. Just after a couple of hours your carpets will be perfectly sanitised and disinfected.
When you make your appointment with our company, our cleaners will arrive to your property fully equipped with everything they need to perform at the highest standards. First they will vacuum your carpets to loosen the dirty particles, then by using the steaming machine will deep extract all of the pollutants that are hiding in the base of your carpets.
South Kensington
As true professionals, we always finish what we start. So that we will leave your carpets almost completely dried off and you will be able to use them soon after we leave your property.
If our offer sounds tempting to you, feel free to call us and book us. Or if you need some more information, do the same. Our kind call centre representative in Earl's Court would be glad to tell you everything you need to know.
"The carpet in the living room was heavily polluted and it was necessary to use the services of a professional cleaning company. The fellow that you send me was very thorough and managed to restore the brilliance of my carpet. I would definitely hire him again! – Julie"


text:
Holyoke Veterans Tax Work Off Program Now Accepting Applications Text Size
The Holyoke Veterans Tax Work off Program for 2018 is now accepting applications. This is the 6th year that the City of Holyoke has offered this program to Veterans and Widows of Veterans who own homes in the city.
If you are a Holyoke veteran, you can reduce your real estate taxes on your home. Eligible Veterans who are chosen can volunteer 90.9 hours for the city and receive an abatement of $1,000 off of their property taxes.
In the past, volunteers in the tax-break program have worked in the Mayor's Office, Parks and Recreation, Library, Conservation, Tax Collector and other departments. They answer phones, file documents, shelve books, paint and do minor repairs. At Wistariahurst they enjoy maintaining gardens.
This program is limited to 20 positions and was adopted by the state legislature and supported by the Mayor and City Council. Mayor Morse found this to be a great way to engage veterans in municipal initiatives and stipend them for their involvement.
Applications can be downloaded and are also available at the Veteran Services department located on the first floor of the War Memorial Building, 310 Appleton St. Holyoke MA. The deadline to submit applications will be April 30, 2018.
Call 322-5630 for more information.
Posted on March 2, 2018 by Mayor's Admin


text:
I'm looking for flushable diaper liners but they seem non-existent. I don't know if it's bc of Japan's sewage / toilet system or if I'm just not searching for the correct item.
Also, can Japanese top-loading basic washing machines thoroughly clean a dirty cloth diaper?
Any advice or stories of experience would be appreciated! Thanks ladies!


text: With your help we can support families across the county to face their family monsters and tackle the challenges, big and small that affect them most. We have lots planned throughout the year as part of the Family Monsters Project and loads of ways you can get involved. Take a look below at some of our upcoming family monster moments.


text:
I live in Cologne and work wherever the next job is. Contact me or write in my guestbook. I'm happy about every message, wether it's about a shoot or my last journey.
My phone number is: | international:
My email adress is:
Or just scan the QR Code to get my contact details as a vcard:
Notes on the processing of your information and rights of objection: privacy policy
Thank you for visiting my homepage! Feel free to come back and read my newest blog posts!
To the guestbook


text:
Southwest monsoon to bring more rain on Independence Day
What's the weather like in your area? Report the situation through Rappler's Agos or tweet us at @rapplerdotcom.
MANILA, Philippines – It will be a rainy Independence Day for Luzon and Western Visayas on Tuesday, June 12, as the southwest monsoon is expected to bring more rain.
In a bulletin issued 4 pm on Monday, June 11, state weather bureau PAGASA warned Metro Manila, Bataan, Zambales, Pangasinan, Benguet, Ilocos Sur, and Ilocos Norte that they will experience moderate to heavy rain on Independence Day. Residents should be on alert for floods and landslides.
The rest of Luzon as well as Western Visayas will also have light to moderate rain, which could trigger floods in low-lying areas. (READ: FAST FACTS: Tropical cyclones, rainfall advisories)
"Ang typical na characteristic ng southwest monsoon, may mga pagkakataon na nagkakaroon tayo ng break, mga one to two hours na hindi uulan, tapos uulan ulit ng malakas," said PAGASA weather specialist Obet Badrina in a Facebook Live video.
(A typical characteristic of the southwest monsoon is that there are breaks, one or two hours without rain, then it will rain hard again.)
Since Independence Day is a regular holiday, there are no classes nationwide.
Mindanao and the rest of the Visayas, which are not affected by the southwest monsoon, will only experience isolated rainshowers or thunderstorms with "no significant impact."
PAGASA said in its monthly outlook that there could be up to two tropical cyclones in June, so it is possible that the Philippines would have another one this month.
The state weather bureau declared the start of the rainy season last Friday, June 8. – Rappler.com