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Edriss S. Titi,
Texas A&M University ALSO
The Weizmann Institute of Science
On Recent Advances of the 3D Euler Equations by Means of Examples
In this talk we will use a basic example of shear flow to demonstrate some of the recent advances in the three-dimensional Euler equations. Specifically, this example was introduced by DiPerna and Majda to show that weak limit of classical solutions of Euler equations may, in some cases, fail to be a weak solution of Euler equations. We use this shear flow example to provide non-generic, yet nontrivial, examples concerning the immediate loss of smoothness and ill-posedness of solutions of the three-dimensional Euler equations, for initial data that do not belong to C1,α . Moreover, we show by means of this shear flow example the existence of weak solutions for the three-dimensional Euler equations with vorticity that is having a nontrivial density concentrated on non-smooth surface (vortex sheet). This is very different from what has been proven for the two-dimensional Kelvin-Helmholtz (Birkhoff-Rott) problem where a minimal regularity implies the real analyticity of the interface. Furthermore, we use this shear flow to provide explicit examples of non-regular solutions of the three-dimensional Euler equations that conserve the energy, an issue which is related to the Onsager conjecture. Eventually, we will discuss the recent remarkable work of De Lellis and Székelyhidi concerning the wild weak solutions of Euler equations and their non-uniqueness. In particular, we propose the following ruling out criterion for non-physical weak solutions of Euler equations: "Any weak solution which is not a vanishing viscosity limit of weak solutions of the Navier-Stokes equations should be ruled out". We will use this shear flow, and other solutions of Euler equations with certain spatial symmetry, to provide nontrivial examples for the use of this ruling out criterion.
This is a joint work with Claude Bardos.


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Sound Cards
Commodore: C2-ML (PAL Jnr)
|Connection: Zorro II
Front of C2-ML
Back of C2-ML
Hi Res Version of Front - 350K
Hi Res Version, Front of C2-ML - 601K
Hi Res Version of Back - 421K
Hi Res Version, Back of C2-ML - 540K
The C2-ML is quite a strange card. Although it seems to be a Zorro II card, it was primarily designed for use with the PAL JR and was often supplied with it. It appears to be electrically compatible with Zorro II but the card is a totally different dimension to conventional Zorro II cards and therefore is unlikely to fit in most other Zorro II systems. It's a hard drive controller based on the very old standard of ST506/MFM and was supplied with a 20MB seagate hard drive. A SCSI version of this unit with a more normal Zorro II form factor was also produced, see here for details.
Contributions to this page by:
Mark Ziegler
Letzte Änderung des Artikels: 2009-01-29 10:17
Revision: 1.0
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Reba McEntire Shares Revealing Footage from 'Pray for Peace' Recording Session
Reba McEntire released "Pray for Peace" on Facebook long before any hint of her new album Love Somebody. The inspirational song dropped last July, but until now fans weren't able to see all that went into the recording.
The singer previously said the song came to her in late 2013. In this video exclusive to Taste of Country she expands, sharing much of the meat of the song came during a trip to Cancun in 2014.
"I just had this idea about pray for peace," McEntire says, "and I'd wake up in the middle of the night singing, 'Pray for Peace.' I just felt it was a message saying this needs to be out there."
The country legend gives her backing vocalists clear instructions during the recording of this song, even offering a pitch to match during one portion. Producer Doug Sisemore helped her shape the final production, as did Ronnie Dunn. McEntire and Dunn — who'll start a Las Vegas residency along with Kix Brooks this spring — had dinner one night and the "Going Out Like That" singer told him about the idea.
"The next day he said, 'I can't get this out of my head,'" she dishes. Dunn also makes an appearance in this video, joking about how he worked his way into a session.
Watch as the gospel singers add their tones and McEntire riffs between cries of "Pray for peace." The song is the final song on Love Somebody, the singer's 27th studio album, in stores now.
Reba McEntire Plays 'Wikipedia: Fact or Fiction?'


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Here's a look at national employment change in the United States over the past 10 years. Nonfarm employment peaked in the US in December of 2007 at 138.1 million jobs. After a record loss of 598,000 jobs in the last month, we're now at 134.5 million. Thats a loss of more than 3.5 million jobs over the past year. Conveniently, 3.5 million jobs is exactly what Obama administration economists plan to create or save with the stimulus package. read more »
Deconstructing the Meltdown, National Job Losses by Sector
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Holy Week in Spain I (Málaga)
Hi again, dear bloggers and readers! Almost 20 days have passed by since I last wrote something up here, way too much! I've had my reasons though, since I've been busy with my studies again and I went to Málaga (Southern Spain) for a week. This is what I wanted to talk you about today … Continue reading
Visiting the North of my country…
Hi there, people! How have you all been doing? Hope well! As you may have noticed, I've been really busy since the New Year 2012 began. I just had time to make a single and short post to wish you a happy new year and had to leave from WordPress a few days. But now, … Continue reading
Finally, as I couldn't find the pictures that I told you about Zaragoza (unlucky 😦 ), I decided to go there by myself! Of course, it wasn't just for the blog, but I profited the trip that me and some friends we made these last 3 days to Zaragoza, Pamplona and San Sebastián ( … Continue reading
A feast for the eye…
Not long ago, I went to Zaragoza (Spain), a beautiful city with a population of over 700.000 , which is crossed by the river Ebro, one of the longest rivers in Spain. I was trying to recover my pictures about the city, when I found the one that I'm sharing with you today. In the … Continue reading
South Korea ( Seoul)
Hi again dear friends! Not long ago, a friend of mine (M.) went to Seoul (South Korea's Capital) for themes of work. When she came back, I asked her whether she could send me some of the pictures she had taken in her travel. After seeing the photographs, I decided to share some of them … Continue reading
With this I end my "Poland posts list". All that I can say, is that even if Krakow is more touristic than Warsaw, and more beautiful, Warsaw still having something that makes of this city a "must-visit" place. As I've said many times, it may have its beauty hidden… Krakow was a really nice place … Continue reading
Warsaw II
Hello again ! As I promised, here you are the second post about my trip to Warsaw. It's been a while since my last post ( a month :O), but you know, summer it's full of trips, extra-work, lot of "family meetings" and so on…. Before the beginning, I'd like to mention about Norway (Oslo) … Continue reading
Warsaw I ( Appearances can be misleading ) :D
I'm finally back! 😀 I really loved my trip to Poland, dear bloggers! I highly recommend you to go there. Especially to Warsaw and Krakow, do not miss these two cities! ( even if there are other cities that are really attractive to visit). I have to mention the unusual weather we had. Never witnessed … Continue reading
(Draft) Varsaw I
Greetings from Warsaw (Poland)! We are having a great weather, not much (or many?) rainy days, so what more could we ask for! 🙂 By now we are meeting very interesting places over the Capital, sighsteeing, and a lot of monuments related with the 2nd World War. I'm having some problems with the language, cause … Continue reading
Eternal City I
Hi again, dear friends! I've been kind of busy these days, so I couldn't make any post about my trip to Rome. I'm sorry for the delay 😦 So now, I will share with you some of the pictures I took in Rome. As I took more than 300 photographs, I have selected around 40 … Continue reading


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Right or wrong, upgrades have a reputation of being scary. However, they provide a wide range of benefits including new features, performance enhancements and security improvements. At Solve, our goal is to make it easier for our clients. We review and test each release on Solve servers before we recommend upgrading.
Below we look at the most recent Qlik product releases to provide the answers you need in determining if now is the right time for an upgrade to your environment.
As always, before performing any upgrades, make sure you have a good backup of your environment before attempting the upgrade. In addition, with Qlik Sense, we recommend performing a repository clean-up before upgrading.
Beginning with the April 2019 release, Qlik has introduced integration of QlikView apps within Qlik Sense Enterprise. To utilize this functionality, both QlikView and Qlik Sense environments must be upgraded to the April 2019 version.
If you have questions, or would like Solve to assist with an upgrade, contact email@example.com.
With releases five times a year, it might not be the right answer to upgrade to every Qlik Sense release unless there is a key feature or key bug resolution that you need. We recommend at least two upgrades annually with regular patches.
What's new in Qlik Sense November 2019
What's new in Qlik Sense September 2019
All about Qlik Sense June 2019
Introducing Qlik Sense April 2019
Introducing Qlik Sense February 2019
New QlikView versions are released annually, so keeping your QlikView environment up-to-date is key to keeping your analytics running smoothly.
Your NPrinting solution keeps everyone up-to-date on the latest data. Be sure your users stay in the know by keeping your NPrinting installation in sync with your Qlik application.
Qlik NPrinting November 2019 Release Notes
Qlik NPrinting September 2019 Release Notes
Qlik NPrinting June 2019 Release Notes


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Every year around this time Mt. Baker and other ski areas put on Easter egg hunts.
It's a little different at Mt. Baker. Over 4000 neon colored plastic eggs are hidden from one end of the ski area to the other with over $15,000 in prizes. The grand prize is a ski pass for the 2010-2011 season hidden inside the fabled and notoriously hard to find "golden egg". For children the ski area puts up designated safety zones surround by orange ski fence so they can hunt around in relative safety.
Ususally it's a lot of fun for everyone, and I'm sure for most yesterday was no exception, except…
The Perfect Storm
Didn't they make a movie by the same name? We had by far the best powder day of all season yesterday. 20″, super cold, the snow was perfect, and all the powder hounds knew it and were out in force.
What do you get when you mix weekend wobbly warriors who have hit the mountain twice this year, egg hunters swarming the mountain like rabid ants, and scores of Mt. Baker hard core who feel like they own the every snow flake that falls?
Chaos, decapitations, snarling words, day turning to night, robins singing bagpipe music, I saw at least one mother eating her own child, and then the truly unnatural wrong acts against nature that I dare not discuss here.
Apparently no one died, at least for very long…
"He's dead, take him away!"
"No I'm not, I'm feeling better!"
As I searched for fresh tracks I noticed the ski patrol on several occassions bringing baskets down the mountain with the injured wrapped up so tight they looked like mummies ready for internment, and twice I was run into by kids searching for plastic eggs instead of keeping track of where they were going. No harm done, kids bounce, and I've been skiing all season.
I don't know who found the golden egg and won a season's pass for next year because I left early. I couldn't handle the steaming throng of humanity that filled the lodge from end to end. Maybe no one won? The snow fell hard and fast yesterday and within an hour of lifts opening, the eggs that weren't collected disappeared under fresh snow and tracks.
Days like yesterday when the mountain buzzes like a hornet nest make me appreciate the fact that Mt. Baker is usually empty enough to ski up to a lift and hop on a chair without waiting. There aren't many ski areas in the Northwest where it's like that anymore, especially areas with as much to offer as Baker.
This week ought to be pretty good. The base at the lodge is more than 200 inches, it's snowing heavily, it's going to keep on snowing, it's cold, they aren't starting the Thurs-Sun schedule until next week due to the epic conditions, and the mountain will once again be virtually empty.
It's the last gasp of winter, and winter isn't going down without a fight. The calendar might say Spring on it, but I say put away the swim suits and vacation plans and hit the mountain for one more week of what winter is all about.


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CBS filed a temporary restraining order Thursday against ABC in an effort to prevent the network from airing the new reality show The Glass House, which CBS believes is a direct rip-off of its long-running hit Big Brother, Entertainment Weekly reports.
The Glass House, which is set to premiere on Monday, June 18, follows 14 contestants as they live together and compete for $250,000. Similar to Big Brother, contestants will go head-to-head in competitions and will be eliminated weekly. Unlike Big Brother, America will have the chance to vote, manipulating different outcomes within the house.
CBS to ABC: Don't even try to rip off Big Brother
According to a letter CBS lawyers sent to ABC last month, the new reality series is executive-produced by former Big Brother producer Kenny Rosen. At the time, Rosen was thought to be one of at least 15 other former Big Brother staff and crew working on Glass House, but now, that number is looking more like 27 or 28.
Reality TV's copycat fight: Can CBS stop ABC's Glass House?Additionally, EW reports that Rosen "gained access to a BB bible, or manual, that he used to prepare for production of Glass House."In a statement, ABC said: "This is a naked attempt by CBS to stifle competition and creativity by claiming that reality techniques that have been developed over many years, on many shows by countless producers, are somehow exclusive to CBS."Production on The Glass House is still underway in preparation for the show's premiere. In fact, starting June 9, fans will be able to tour the house and begin voting on aspects of the competition at ABC.com.If The Glass House premieres on June 18, will you tune in?


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An everyday account to make the most out of your school's finances.
The Everyday School Account is an efficient account for your school's day-to-day banking. Easily access and manage your funds and benefit from a competitive interest rate and flexible terms. Enjoy added security with only signatories and authorised staff able to access account information.
Our dedicated Relationship Officers regularly visit Victorian schools and can help you set up your School Account and manage your school's finances. Get in touch today.
The details:
Access your school's finances anytime with this convenient Everyday School Account.
No transaction fees, so more of your money can be invested into your school and your students' education.1
Take the hassle out of paying bills by using BPAY.
No minimum balance necessary - but get rewarded with a higher interest rate when your school maintains a balance of $5,000 and over.
Access your account with Cheque Book, Internet and Phone Banking, to suit your school's needs.
Easily transfer funds to other accounts and institutions.
Interest calculated daily and applied quarterly.
Rates & Fees
Everyday School Account (S55) Interest Rates Interest Rates $0 - $4,999 0.05% p.a. $5,000 and over 0.50% p.a.
For more details on transaction fees and tips on how to transact fee-free visit our Transaction Fees page or refer to Terms and Conditions Part B - Fees and Charges.
We're here to help
Applying for a School Account is a journey you shouldn't go through alone. Our Relationship Officers are here to talk with you about your school's unique circumstances and recommend what's best for your needs.
Need Help?Speak with your local Relationship Officer
Call us1300 654 822
More questions? Let's chat.
Our consultants are available to answer any questions you have about the right account for you.
Terms and Conditions
Part A - Product Information
Part B - Fees and Charges
Part C - Interest Rates
1. Other fees and charges may apply.


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Canon ImagePROGRAF iPF850 Driver Download, Review and User Manual Setup for Windows, Mac OS, and Linux - The Canon ImagePROGRAF iPF850 color inkjet printer comes on a stand with wheels. It has a small control panel with screen and also feature buttons. For connectivity USB and Ethernet ports are available. This design makes use of GARO printer language as well as runs on a 320GB disk drive to enable high-volume printing. A 44-inch large powerhouse printing system developed to improve performance for the tool to large workgroups, with double media rolls, high-capacity stacker as well as high-speed throughput, the imagePROGRAF iPF850 printer signs up with the award-winning production printing line. With questionable line accuracy, outstanding media handling, and support for HP-GL/2 and also HP RTL data, the iPF850 printer is a simple high manufacturing printing remedy for any professional with a need for generating intricately in-depth full-color renderings, technological drawings, GIS maps as well as another large-format result.
The Canon iPF850 large-format printer is made for the requiring manufacturing CAD environment. It includes a high capacity stacker to sustain continuous printing. The superb software is readily available for Canon ImagePROGRAF iPF850 printer users who want to manage costs and even track ROI as well as the direct print as well as share with the cloud. Wi-Fi isn't offered on the ImagePROGRAF 850 colossal layout color printer. The built-in 320GB hard drive makes taking care of multiple facility tasks simple, especially in shared printer environments. Alleviate workload from your computer, store and recover print jobs with the touch of a button, and make use of a Remote User Interface and password-protected mailboxes to keep your workgroup productive. The iPF850 printers Economic situation Print Mode helps reduced cost-per-print while the sub-ink container system enables hot-swap ink substitute for continuous printing.
Continuous printing is pure as the Canon ImagePROGRAF iPF850 plotter not only has a hard disk drive yet it likewise has hot-swapped ink storage tanks. Users could merely change ink even in the middle of printing. Utilizing a 5-colour LUCIA ink system, as well as brand-new green ink, more excellent color reproduction can be accomplished. On economic climate setting, the Canon ImagePROGRAF iPF850 44" inkjet printer could supply A0 rolls in 45 minutes. Premium quality prints are provided as resolution could go as high as 2400 x 1200dpi. Outstanding image top quality is accompanied by impressive productivity, with draft A0 prints in 42 seconds as well as A1 in merely 22 secs. High ability 330ml and also 700ml "hot swap" ink storage tanks are used, which can be replaced throughout manufacturing for continuous efficiency. Plus the double roll allows you to print for longer on various kinds and sizes of media. Count on blistering efficiency with the iPF850. Made for CAD applications in both print for pay and also large corporate settings, this 44" printer supplies excellent line reproduction, vibrant colors and even high image consistency.
The ImagePROGRAF iPF850 integrates a high capacity stacker for approximately 100 sheets, which handles various size illustrations almost A0 dimension at the same time. It additionally allows stacked prints to be eliminated from the front of the device for more straightforward paper handling. A built-in accounting function permits accurate monitoring of the expense per footprint and the overall cost of your printer and enables you to see the data through the printer driver or export it to a CSV declare usage in your very own documents or systems. To keep prices reduced, an Economic situation setting can be selected that utilizes much less ink, perfect when printing draft papers. More individuals would indeed have the ability to share the Canon iPF850 CAD printer if it had Wi-Fi connection as opposed to just Ethernet. This model is quite big and also can use up a lot of areas.
Canon ImagePROGRAF iPF850 Specifications:
- Printer Type: 5-Color 44-inch Printer.
- Number of Nozzles: Total: 15,360, MBK: 5,120 nozzles, C, M, Y, BK: 2,560 nozzles each.
- Nozzle Pitch: 1,200 dpi Non-firing nozzle detection and compensation.
- OS Compatibility: Windows® (XP 32bit/Vista/7/8/8.1), Macintosh® (OSX 10.6.8 - 10.10).
- Standard Interfaces: USB 2.0 High-Speed, 10/100/1000 Base-T/TX.
- Ink Droplet Size: 4 picoliters.
- Ink Capacity: 330ml, 700ml per color.
- Ink Droplet Size: Dye/Pigment Reactive Ink, Color Set, Dye: Cyan, Magenta, Yellow, Black, Pigment. Matte Black.
- Hard Drive: 320 GB.
- Media Width: Cut Sheet - 8- 44, Roll Feed -10-44.
- Media Thickness: 0.07-0.8mm.
- Maximum Roll Print Length: Roll Feed - 59'3, Cut Sheet -63.
- Maximum Media Roll Diameter: 5.9 or less.
- Borderless Printing Width: 10,14, 17, 24, 36, 42 (N/A when stacker is in use).
- Paper Feed Method: Roll Feed: Dual Roll, Front loading, Front output, Cut Sheet: One sheet, Front loading, Front output.
- Languages: Language: GARO (Canon Proprietary) HP-GL/2, HP-RTL.
- Noise Level Approx: Operation: 60 dB (A) or less, Standby: 35 dB (A) or less, Acoustic Power: Approx. 7.5 Bels or less.
- Physical Dimensions: 75(W)x 52(D)x 45(H).
- Weight: Approximately 470 lbs.
- Power Source: AC-100-240V (50-60Hz).
- Power Consumption: Maximum: 200W or less Standby 5W or less Power Off .5W or less (Compliant with Executive Order).
- Operating Environment: 5.9 or less Temperature: 59°-86° F (15°-30° C), Relative Humidity: 10-80% (No Condensation), Direct Print Built-In Card Reader Functions.
- Software: Canon Printer Driver, Printer Driver Extra Kit (Free Layout, Color imageRUNNER Enlargement Copy, Advanced Preview), Direct Print & Share, imagePROGRAF Print Utility, PosterArtist Lite (PC Only), Print Plug-in for Microsoft Word/Excel/PowerPoint (PC only), Status Monitor, Media Configuration Tool, Optimized Module for AutoCAD.
- Print Resolution: 2,400 x 1,200 dpi (Max).
Canon ImagePROGRAF iPF850 Operating System Compatibility:
- Windows 10
- Windows 8
- Windows RT
- Windows 7, Windows 7 SP1
- Windows Vista SP1, Vista SP2
- Windows XP SP3 32-bit
- Mac OS X v10.3.9 to 10.5, Mac OS 10.7(Sierra) or later
- Linux
Instructions to Setup or Install Canon ImagePROGRAF iPF850 Driver:
- When the download has completed, open the file where the file was downloaded. Then click on file.
- You can accept the default area for storing data. Click Next, and then wait while the installer pulls out the data to get ready for installment on your computer.
- When the installation process is complete, the computer restarts your computer system.
- Then test for examinations as well as print check review.
Instructions to Uninstall Canon ImagePROGRAF iPF850 Driver:
- In the Start Menu on your computer opens control panel.
- In Control Panel menu chooses to Uninstall a Program.
- When Uninstall a Program has opened, you can select the driver that you want to uninstall.
- After an uninstalling process is complete, restart your computer to make computer working normally again.
Canon ImagePROGRAF iPF850 Driver and User Manual Download
Above the owner Canon Driver Download has listed any drivers, if you found a broken link our site, you can contact us on the contact form that we provide.
Operating System
|imagePROGRAF Printer Driver Ver.4.86 (Mac)
|imagePROGRAF Print Plug-In for Office Ver.1.60 (Windows)
|Printer Driver Optimization Module for AutoCAD Version 1.16 for Windows x64
|Printer Driver Optimization Module for AutoCAD Version 1.16 for Windows
|iPF850 Series imagePROGRAF Printer Driver for Windows (64bit)
|imagePROGRAF Printer Driver for Mac (Mac OSX 10.6-10.9)
|Cprint Printer Driver (tar.gz Format)
|Cprint Printer Driver (rpm Format)
|Cprint Printer Driver (deb Format)
|Printer Driver Optimization Module for AutoCAD
|Guide for Print Plug-In for Office (Windows)
|Guide for Direct Print & Share (Windows)
|User Guide for Windows Media Configuration Tool (pdf)
|Media Configuration Tool Guide for Windows (64-bit)
|User Guide for Windows Update Tool (pdf)


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Hi, howdy, hola and a BIG welcome to you!
I love to create and am always trying new techniques, along my path I've enjoyed painting with acrylics and watercolour, mixed media collage, graphic design, papier mache, doll making, sewing, decorating, baking, jewellery making, wet and dry needle felting and so much more. I love experimenting and tend to just go with the flow of whatever is calling me at the time.
I also love to sit and watch the joy that shines from people when they are living their life full of love and happiness, I love the crazy fun times I share with my family and friends. I love sitting with our dog asleep on my feet knowing that her world is fulfilled in that precious moment in time. I love love and I love kindness.
Photography by Leonie Dawson


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|Photo from:
As the Canadian federal election date draws closer, I can't get my mind off the niqab debate. I can't stop thinking about the fact that this one issue demonstrates how voices like mine - from within the Muslim community are routinely ignored, cast aside, betrayed by the illiberal 'liberal' West ...simply for the crime of not fitting the simplistic tribalist narratives.
Zunera Ishaq - a Pakistani immigrant to Canada just like myself ....took on the government regarding the issue of niqabs during the citizenship oath and won the right to wear a mask in court when no one else is allowed to. She won the privilege to flaunt her alliance with an inflexible, misogynistic, hardline, right-wing, extremist interpretation of Islam in the face of already marginalized, threatened, liberal minorities from within the Muslim community.
Widespread liberal support for her is as distasteful as support for 'White nationalism' or 'Straight Pride'. Except not many liberals can see past the 'minority' aspect. Well, the KKK would be a minority in Pakistan, but it wouldn't mean that we start treating them as liberal heroes if they challenged 'the majority'.
This issue showcases how utterly alone people in my position are. We don't align with the position of the western 'right' on so many things, we are orphaned liberals - abandoned by the left which usually champions 'equality' and free speech, stands against the religious right....unless....'Islam', we are thus pushed into a corner where the only people willing to listen to us are associated with the right...which is not necessarily a compromise everyone is willing to make. But if they do, you can't fully blame them for wanting to be heard.
After centuries of burning witches, imprisoning freethinkers, certain parts of the world have finally reached a place where science and rationality prevail - where in the interest of protecting equality, the religious aren't favoured over the questioning or the godless. For once. But again, regarding Islam even in the 'human-rights championing West', our voices are silenced, left out of the conversation, misrepresented. We continue to be marginalized, targeted with unbelievable bigotry from the left and the right. If we speak out against our own oppression, we are labelled 'native informant' or 'house arab' by the illiberal liberals.
We are seen as being from the same stock of foreign 'savages' by the far-right, and the conversation is hijacked by these two extremes; the xenophobes who wish to cast suspicion and doubt on all Muslims, or the 'liberals' who ally with our bigoted Muslim far-right, our oppressors.
I am left with an ache in my gut, and a sinking feeling when I see the hypocritical left, fight against victim blaming, slut-shaming but celebrate it in the form of niqab simply because it is not 'their culture', it is not their fight. Their fight is with fox news, Stephen Harper, and that's it. Their fight for equality ends there. Misogyny is acceptable if packaged as part of a foreign culture.
With their caricature representations of orthodox Muslims as 'authentic', they create a wider gap, they fuel the Us. Vs Them, they fuel anti-Muslim bigotry. It is not just the Conservatives (who perhaps oppose niqab for their own opportunistic purposes) that feed this fire, it is these hypocritical illiberal liberals too.
Crushed... are the voices who want progress within our Muslim communities.
|How 'Regressive Progressives' and 'Illiberal liberals' promote intolerance towards Muslims
(click to enlarge)
|(click to enlarge)
This debate in Canada has been going on for a while, and sure some cautious articles have spoken mildly about what the niqab may symbolize, and what a person who *chooses* to fight for it may be like, they have failed to include the voices of the oppressed in this dialogue. Mostly religious supremacists, who already buy into the misogyny are interviewed, or people from outside the culture making false equivalences to nuns, lip gloss and high heels are given platforms to speak.
On the other side angry anti-immigrant conspiracy theorists, or anti-muslim bigots are heard shrieking about how niqabs should be done away with. People from within the community who've personally been affected by forced modesty concepts in the religion are disturbingly excluded from this debate. Everyone talks over those who have suffered through this. And even women like myself who grew up in Saudi Arabia, who have seen morality police caning women's ankles for their hair showing - we are labelled 'bigots' for opposing our own oppression. It's sickeningly twisted.
I hear people on the radio say, "Prime Minister Stephen Harper must *STOP THIS NOW*, this is not our Canada, this is divisive", I hear people implying that he's responsible for the bigoted attacks on Muslim women. Its so intellectually dishonest to hold him responsible for the attacks (and no, I'm not a fan of his), because all he did was state fact, that this is a misogynistic practice. And it is - he did not condone violence or aggression or hate towards Muslim women. In fact, not addressing the obvious elephant in the room, that this regressive practice is harmful and disrespectful towards women, and the fact that it gives extremists anonymity privileges in situations no one else gets them, is what fuels bigotry. The longer these blatant issues go unaddressed the more the frustration grows.
No one is helped through denial and accommodating religious supremacy.
The idea that all opposition to the niqab is 'misguided' because people assume women are always coerced doesn't address those grievances that acknowledge some women choose this. It doesn't address the question, "what *kind* of person fights to perpetuate this?"
In this way, political extremist Islam, non-violent as it may be in this case, is given a pass...its given a foothold to establish itself, to grow and flourish. This is not just about the niqab, this is about the disturbing brand of Islam that is rapidly expanding across Muslim communities.
Naively I think, that perhaps these liberal (Canadian) media outlets are just not aware that a perspective like mine exists. So I reach out, time and time again, I am ignored. At times, others reach out on my behalf, with an interest in hearing the other side. Sometimes media outlets have contacted me for my views on the niqab, but as soon as they hear what I have to say the interview gets called off or 'bumped' or 'restructured' for some mysterious reason.
Ex-Muslims, we are treated like untouchables. Especially when its Hardline Muslims vs Liberal Muslims, the hardliners always, always get platforms, support....we do not fit the box of what the media wants to show as 'Muslim'.
|After multiple requests from tweeters - the media sometimes approaches me
with an inquiry about my views. (Btw the story being referenced is one where they spoke to niqabis and a hijabi about their thoughts on niqab.....surprise, surprise....they were *all* very supportive)
|Sometimes the inquiries are even ALL CAPS URGENT. And then we get a chance to speak to each other...
|Once we communicate, and its clarified that I am indeed
not easily portrayed as ignorant, or aiding bigotry, my shock value role isn't
useful any more.
|This is the narrative Al Jazeera prefers. Poor minority Muslim woman,
opposed by 'the other', 'the westerner'. Without this Us v. Them distraction,
people may actually be forced to think about the issue of
treatment of women re:niqab
The situation in the UK is worse than North America, perhaps as a reaction to their far-right extremist nationalist groups...publications like the Guardian often misrepresent, censor or just exclude *true* liberal or ex-Muslim voices like those of Maryam Namazie and Maajid Nawaz. Ex-Muslims like Maryam Namazie are banned (then re-invited after public pressure) from speaking at Universities, when Islamists are welcomed without a thought. This is the attitude the niqab debate in Canada is representative of, not just 'a piece of cloth'.
Maryam puts it well in her piece recently
|considering how many little girls are forced into hijabs without their consent...
this one is particularly upsetting.
|click to enlarge
|So great, isn't it?
|Really no big deal at all, just that most women wearing them are
threatened or beaten for not doing so! YAY.
So please, continue dear illiberals, continue supporting our right-wing hardline bigots. We'll be over here waiting...for you to come around to your senses. Perhaps some day the progress and freedom of our communities will matter more to you than your political narcissism, where you simply must oppose 'the conservative', no matter what.
Please support the blog here , you can help my perspective be heard. You can also support the blog by sharing this piece.
Thank you to all my wonderful Patrons, you keep this blog going.


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Crab Powder (15-17.5% SALT)
Comexa Foods
- Data Sheet (英语)
Comexa Foods目前只在以下作出标识的区域展示其产品资料:
Crab Powder (15-17.5% SALT) is a product from Comexa Foods™ and is produced from Blue Crabs (Callinectes species), cleaned, steamed, dehydrated and micro pulverized. It is light yellow in color and has an aspect of fine powder with an odor and taste of concentrated seafood, and it is added to dishes as a seasoning.
Comexa produces a large range of peppers which they have been industrially cultivating and processing large quantities for the international markets. They also offer industrial dried product products including peppers, herbs and dried shrimp and fish. Comexa produces dried fruit and avocados and vegetables.
产品类型 Categories
- Proteins ~ Fish and Fish Products (Including Seafood) ~ Seafood Products ~ Seafood Powders ~ Crab Powder
应用领域 Categories
Comexa Foods
希望在赛百库经销商/贸易商板块进行展示推广?请立即联络我们 !


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Woman's T-shirt Dark Grey
This Dark Grey soft cotton women's t-shirt is made with premium quality knit cotton jersey. Her go-to tee fits like a well-loved favorite, featuring a slim feminine fit, crew neck, short sleeves and superior combed and ring-spun cotton that has an unexpected level of superior comfort and makes this cute fashion tee one to wear again and again. With An updated silhouette makes this style the fashionable choice for any occasion!


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How to Get Fluffy, Wavy, Perfect Curls
I often wear my hair in a sort of wavy/curly style, and I get asked about it all the time. It's actually fairly easy to do, once you know how to do it.
What you will need for this is a 1 inch curling iron and some styling product. If you have fairly long hair, you can use a little bit bigger iron if you want, and if you have shorter hair, you might want to go to a 3/4 inch barrel. Experiment and see what works best, but I find that I use the 1 inch size the most often when I am working on clients. I also use a huge (2-3 inch) round brush and a hair dryer for my bangs, but you can always just curl them along with the rest of your hair if you don't want to mess with blow drying.
As for styling product, it's best to style hair, in general, when it's dirty. "Dirty hair" is not filthy hair, but rather, hair that hasn't been washed in a day or two, or already has a bit of product in it. Depending on your hair type, you will want something that will give it some hold, so if there is gel, mousse, or pomade left over from yesterday in it, that's perfect. You may also want hairspray for finishing afterward, if you have hair that likes to go limp quickly. Coarse, ethnic, and damaged hair actually tends to hold style okay without a ton of stuff in it, so keep that in mind if those descriptions fit you.
So the first thing you need to do is section your hair horizontally, starting at the very bottom. If you have very thick or long hair, use smaller sections. (Keep in mind that my hair is naturally curly, so the curl that I already seem to have in these first few pictures is actually just my hair's normal texture.)
To make things easier on myself, I part my hair down the middle and start from the inside and work towards the outside.
Pull the hair out horizontally, as shown in the above pic, and grab your curling iron. I use a Marcel iron, which is different from the standard spring clamp curling iron you find in the store, so it will look a little odd if you are not familiar with them. Ignore that.
You will want to sort of stretch the hair out along the barrel, as illustrated below, and keep the barrel vertical.
Hold for a few seconds, and then slide the iron out downward, keeping it vertical. While the hair is still warm, run your fingers through it to relax it a little.
Continue doing this on each section, as you work towards your ears on each side. Once you are done with the bottom section, make another horizontal parting above it and work in the same manner as above.
Now, if your hair gets kind of flat on the top, there's a little trick I use to fix that. You can use the barrel of the iron to create a little "bump" near your scalp on some of the curls to give a little volume, and to keep your waves consistent all over your head.
Here is what your hair should be looking like once you're most of the way through.
Continue till you get to the top, but leave your bangs out, because you are going to use your blow dryer for them. My bangs are fairly long and angled, and those are the kind of bangs this works best for. If you have shorter or blunter bangs, you might play around with what looks best.
I brush all my bangs up into the brush, going backwards and straight up. Do this before you grab your blow dryer, because it can require two hands to get them up there.
Holding your bangs just so, put your blow dryer at their base and blow dry upwards. Turn the brush a little while you heat the hair. This can take a little practice to do on yourself, but it gets easier. Pull the dryer away, but continue to turn the brush for several seconds to let the hair cool off. This helps set the style and keep it from going completely flat after just a few minutes. Once you pull your hair out of the brush, you will likely have a giant flippy bang thing going on, like this:
It will not stay this way. Your hair is going to relax as it cools, and you want it a bit exaggerated at first so it doesn't completely lose its shape. After a few minutes, you should have a reasonably cohesive look.
You will have to experiment a little to really find a look that works for you. There are several factors that affect the success level of this look, such as your hair type, the aforementioned barrel size, product, weather, etc.
Another aspect to play around with is curl direction, that is, the direction you curl the hair around the barrel. My general rule is that I curl away from the face, which means I turn the barrel to the left on the left side of my head, and to the right on the right side of my head. However, some hair growth patterns look better when all hair is curled in the same direction, and some hair looks better curled all left or all right. Everyone is a little different, so don't worry if this doesn't look great the first time or two. It can take a few tries to get it exactly how you want it, but keep practicing and you will eventually have awesome, beachy, wavy curls.


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"Rethinking School Lunch builds on the premise that hands-on experience growing and preparing food is a powerful way for children to discover that healthy food tastes good, and to learn about the cycles, seasons, other processes of nature, and the relationship between the health of natural and social systems."
The Edible Schoolyard, in collaboration with Martin Luther King Junior Middle School, provides urban public school students with a one-acre organic garden and a kitchen classroom.
"Farm to School programs are popping up all over the U.S. These programs connect schools with local farms with the objectives of serving healthy meals in school cafeterias, improving student nutrition, providing health and nutrition education opportunities that will last a lifetime, and supporting local small farmers."
Funded by the US General Services Administration, this site offers free publications on everything from "How to Maintain Your Tires" to "Caring for a Loved One.". A huge, comprehensive resource for free publications. Try searching for "school," "math," "homework," "pediatrician" or any other applicable topic.
Statistics regarding the increasingly competitive global economy, where the US fits in, and information about the Commission on the Future of Higher Education and its designated tasks.
Sponsored by the US Dept. of Education. Huge resource for programs and publications, annual reports, various data tools, and a useful "Fast Facts" feature.
"More and Better Mathematics for All Students." The site offers curriculum focus points, resources and tips for parents to help their children with math, answers to questions, advocacy resources and more.
Members and educators page with activities, booklists, and professional development resources; a parents' page with information on parental involvement, parent-teacher conference pointers, and homework help. Also discusses issues in education and has multiple other resources.
"Improves learning by building capacity in schools, families, and communities through applied research and development. The Northwest Regional Educational Laboratory (NWREL) provides research and development assistance to education, government, community agencies, business, and labor." With publications and resources for educators, parents, policy makers, and the public.
"A place for parents, educators and leaders to research information about public schools."
After more than two years of research and input from Oregonians, Chalkboard identified priority areas for our Legislative session that will help make our schools among the nation's best. With Priority Package, Take Action, Parent's Center, and Employer's Center sections, a site for Spanish speakers, news, and quizzes.
Weekly newsletters, discussion groups, a math library, and useful links to other math resources on the web.
ERIC provides free access to more than 1.2 million bibliographic records of journal articles and other education-related materials and, if available, includes links to full text.
Links to Supplemental Education resources from the US Department of Education. Includes programs and frequently asked questions.
"Future Educators Association (FEA), is a professional organization that suports more than 20,000 students who are interested in education-related careers. Through FEA, these students get a realistic vision of what it means to be a teacher. The FEA program provides members with:
College Summit is a national nonprofit organization that partners with schools and districts to strengthen college-going culture and increase college enrollment rates, so that all students graduate career and college-ready.
UNCF plays a critical role in enabling more than 60,000 students each year to attend college and get the education they want and deserve. To close the educational attainment gap between African Americans and the majority population, UNCF helps promising students attend college.
The Hispanic Scholarship Fund (HSF) is the nation's leading Hispanic scholarship organization, providing the Hispanic community more college scholarships and educational outreach support than any other organization in the country. In its 34 year history, the Hispanic Scholarship Fund has awarded close to $280M in scholarships to more than 90,000 students in need. Two-thirds of these students were the first in their families to go to college.
The Appalachian Leadership and Education Foundation (ALEF), a non-profit organization funded by foundations and companies, supports and enables young men and women from Appalachia to pursue higher education though scholarship and leadership curriculum. The program includes an emphasis toward the preparation required to be the leaders of the next decade. The concept of operations for ALEF is to partner with established academic institutions across Appalachia to provide the technical skills necessary as the basis for credible leadership.
The American Indian College Fund provides scholarships and other support for the American Indian students. The Fund disburses approximately 6,000 scholarships annually for American Indian students seeking to better their lives through higher education. The Fund also provides support for tribal college needs ranging from capital support to cultural preservation activities.
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Gmail Seamlessly Integrated
We give you 2 ways to integrate Pipeliner CRM and Gmail
Today, many salespeople work strictly from within their email. It's how they send and receive most communication, and it makes the most sense. One of the most popular email platforms is, of course Google Gmail.
Pipeliner always aims to make the life of the salesperson or sales manager easier and simpler, so we offer you 2 different ways you can integrate Pipeliner CRM with your Gmail platform.
Pipeliner-Gmail Inbox Add-In
With the Pipeliner-Gmail Inbox Add-In, you can go right on working inside Gmail with the knowledge that your email messages will be automatically attached to your Pipeliner CRM contacts.
Pipeliner CRM connects to Gmail in so that emails are mapped to contacts, and a valuable history of business communication is reliably provided to Pipeliner CRM users.
- Total 2-way synchronization. Gmail is now an integrated part of your workflow in Pipeliner. Emails being organized and available means more efficient management of customer relationships. Collaboration, training and coaching can also be done through Gmail, right in Pipeliner.
- For any Pipeliner contact, all incoming and outgoing emails are now part of your workflow. You can readily know your next steps, and take immediate action, without switching back and forth between CRM and email.
Once you've set up the integration between Pipeliner and Gmail, all your interactions will be available in your Pipeliner records.
Google Chrome Extension: Gmail Inbox App
Pipeliner CRM Gmail Inbox App is part of the Pipeliner CRM Google Chrome Extension, and allows full and powerful integration between Pipeliner CRM and Gmail. If you work within Gmail, we don't want you to have to switch back and forth to utilize Pipeliner's instant intelligence, visualized. It's all right there, accessable from Gmail.


text: This system is for use by authorized users only and I represent and warrant that I am an authorized user. Any individual using this system, by such use, acknowledges and consents to the right of Warehouse Associates to monitor, access, use, and disclose any information generated. Unauthorized and/or improper use of this system, may be a violation of applicable federal or state law, is not tolerated and Warehouse Associates may take formal action against such individuals, including, but not limited to, immediately suspending your user name and password. You must protect the confidentiality of your username and password. You may not reveal, disclose, transfer or share your username and password with anyone.


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Halter Shantung Trumpet Wedding Dress
$ 368.00
Classic halter dress is fitted through the bodice and waist with empire seam. Flattering fit-and-flare trumpet skirt extends into slight train in back. Covered buttons at back neck. Center back zipper.
Featured in ice blue machine-made shantung with optional brocade obi sash (sold separately).
- covered buttons or silk charmeuse tie at back neck (add $40)
- regular back (can wear with strapless bra) or low back
Custom orders:
- This style is available in many fabric and color options. Please contact us for availability and pricing.
- Custom sizing available. Please refer to our How to Measure chart. Custom surcharge may apply.


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Introducing the BCV-910 Control Valve
San Jose, California — Meet the BCV-910, an intelligent, panel mounted, stepper motor driven, quick change, proportional, pinch valve for high-purity single-use applications. Onboard intelligence provides stand alone control for Cross Flow Filtration [CFF], Tangential Flow Filtration [TFF] modules and automated blending systems.
Targeted at the Biopharm OEM and similar markets, the BCV-910 provides automatic control of pressure or flow rates in flexible tubing systems including braided tubing applications. Internal microprocessor controls monitor external sensors and continuously adjust valve position accordingly. All exposed surfaces are electropolished 316L Stainless Steel. The device mounts in a standard ¼ DIN panel cut-out for a clean, uncluttered installation — all electrical connections are located behind the panel. Malema Sensors® BCV-910 models are available for tubing sizes from 3/8" through 1" ID and for pressures to 50 psig. The BCV-910 supports wash-down applications with an ingress protection class rating of IP65.
About Malema
Founded in 1981, Malema is a leader of measurement and control instruments for abrasive slurries, surfactants, high purity and corrosive chemicals. Leading companies across the globe have chosen Malema's components for their critical flow sensor requirements. Malema's reputation for innovative solutions guarantees a continuous supply of value-enhanced products. Malema's products are based on proven designs and are manufactured to meet the highest quality standards in the biopharma, semiconductor, water treatment, chemical, and petrochemical industries. To learn more, please visit www.malema.com or email email@example.com


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Find a home
- Homes for rent
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Homes in development
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- My Thirteen site
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Report it
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Find out
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18 Jun 2020
Many of these businesses which had to temporarily close their doors due to Covid-19 are starting to re-open to customers now and others are preparing to open in the near future.
From small businesses such as hairdressers, cafes, dog groomers and bakeries to pharmacies and newsagents. We know that every one of them works incredibly hard to run a successful business, which they're very proud of, and we can all play a part to help them maintain their success.
Each business is unique and their success is so important to us.
By supporting local businesses, you're not only helping to support local entrepreneurs, you're helping to make a valued contribution to the local economy.


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Patient Information
Ask Yorkshire Knee Clinic to diagnose and treat your knee condition and you may have a few questions. What does physiotherapy involve? How does your medical insurance operate? If we recommend an x-ray or MRI scan, what does that mean? And how much does treatment cost?
In this section we attempt to answer many common questions about the work of our knee consultants. It isn't, however, an exhaustive list. If you have a question not covered on these pages, you can contact Yorkshire Knee Clinic's orthopaedic specialists either directly via their secretaries, by email, or at the hospitals where treatment takes place. You can find all contact details here.


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Use the Lexology Navigator tool to compare the answers in this article with those from other jurisdictions.
Country snapshot
Key considerations Which issues would you most highlight to someone new to your country? Angola is one of the main oil producers in sub-Saharan Africa. When the civil war ended in 2002, the national economy grew very quickly, driven mainly by the development of the oil and gas and mining industries. However, the Angolan economy has become much more diversified, and as a result the recent decrease in the international crude oil price has not interfered with the country's economic growth.
The country's public institutions can generally deal with all issues. The labour authorities are particularly active in enforcing the complex administrative and reporting duties established by national employment laws.
What do you consider unique to those doing business in your country? Angola has numerous regulations governing all aspects of the employment relationship.
The most relevant regulation is the 'Angolanisation' principle, or the 70/30 rule. Under this principle, at least 70% of the workforce at a company that employs more than five workers must be Angolan nationals and only 30% may be foreign non-resident (ie, expatriate) individuals.
Angolan employment law sets out two categories of employee:
- national and foreign resident employees; and
- foreign non-resident or expatriate employees, who are subject to complex immigration restrictions and specific recruitment and hiring rules.
There are also regulations dealing with mandatory allowances and specific social security benefits (eg, the family allowance) which must be paid by employers in lieu of the social security system.
The new General Labour Law (7/15), which comes into force on September 15 2015, uses the concept of micro, small, medium and large companies to differentiate the legal rules applicable to various aspects of the employment relationship.
Is there any general advice you would give in the employment area? Angolan employment law offers excellent protection to employees. Termination is subject to strict rules and an employee can be dismissed based only on either serious infringement by the employee or an objective and economic reason that is not the fault of the employer and renders it impossible for the employment relationship to continue. Thus, employment litigation is common, as employees enjoy a broad set of rights.
In addition, a company's human resources department must fulfil many administrative and reporting duties; failure to do so exposes the company to fines.
Emerging issues/hot topics/proposals for reform Are there any noteworthy proposals for reform in your jurisdiction? The new General Labour Law (7/15) was recently enacted, repealing the former General Labour Law (2/00). The new law comes into force on September 15 2015 and sets out substantially different rules regarding the key aspects of the employment relationship.
What are the emerging trends in employment law in your jurisdiction? The General Labour Law uses the concept of micro, small, medium and large companies to differentiate the legal rules applicable to various aspects of the employment relationship. The law states that micro, small and medium companies are subject to more flexible work rules and more efficient and cost-effective work standards. For example, micro, small and medium companies may enter into fixed-term employment contracts with a maximum duration of 10 years, unlike large companies, which can enter into contracts of up to five years only.
The new law is also designed to reduce certain labour costs (eg, overtime premiums) and compensation in case of termination.
The employment relationship
Country specific laws What laws and regulations govern the employment relationship? At present, the General Labour Law (2/00) is the main statute that governs all aspects of the employment relationship. On September 15 2015 it will be replaced by the new General Labour Law (7/15). There is also other derivative legislation on various lateral aspects of the employment relationship.
The recruitment and hiring of foreign non-resident (expatriate) employees is subject to the following specific legislation:
- Decree 5/95;
- the Regulations on the Exercise of Professional Activities by Foreign Non-resident Employees (Decree 6/01);
- the Visa Law (2/07); and
- the Visa Law Regulations (Presidential Decree 108/11).
Collective labour law is governed by the following statutes:
- the Trade Union Law (21-C/92);
- the Law on the Right to Collective Bargaining (20-A/92); and
- the Strike Law (23/91).
Who do these cover, including categories of worker? The General Labour Law (2/00) applies to all categories of worker. Both the General Labour Law and the new General Labour Law (7/15) exclude from the scope of application the following categories of worker:
- employees hired on a permanent basis by the diplomatic or consular representatives of other countries, or at the service of international organisations, who perform their activities within the scope of the Vienna Convention;
- members of cooperatives and non-governmental organisations whose employment is regulated by the organisation's articles of association or, if there are none, by the Commercial Law;
- family employees;
- occasional workers;
- consultants and members of the administration or directorship bodies of companies or social organisations provided that they carry out only tasks that are inherent to such positions without any subordination pursuant to an employment contract; and
- public servants or employees performing their professional activity within the public, central or local administration, in a public institution or in another government agency.
Foreign non-resident (expatriate) employees are subject to specific statutes; however, the General Labour Law applies to them on a complementary basis.
Misclassification Are there specific rules regarding employee/contractor classification? Yes. Article 3.3 of the new General Labour Law (7/15) defines an 'employment contract' as "a contract whereby an employee undertakes to make available his professional activity to an employer's benefit, within its relevant organization and under its guidance and authority, in consideration for remuneration". The definition of 'employee' is set out in Article 3.27 of the same law: "Any natural person, national or foreign resident, who freely undertakes to make his professional activity available to an employer, in consideration for remuneration, within the employer's organization and under its authority and guidance."
Under Article 1154 of the Civil Code, a 'services agreement' is the "agreement whereby one of the parties undertakes to make available the result of his/her intellectual or manual work, with or without pay".
Contracts Must an employment contract be in writing? No. However, certain specific types of employment contract (eg, fixed-term employment contracts and training contracts) must be in writing.
Are any terms implied into employment contracts? Yes. For example, employment contracts for an unlimited term are always subject to an implied probation period of 60 days.
Are mandatory arbitration/dispute resolution agreements enforceable? Under the General Labour Law (2/00), all labour disputes fall under the sole jurisdiction of the provincial labour courts. Any agreements providing for alternative means of dispute resolution are invalid and unenforceable.
Once the new General Labour Law (7/15) comes into force on September 15 2015, agreements to arbitrate will be valid and enforceable. However, all arbitration proceedings will be subject to the procedural rules set out by the law. Conciliation and mediation proceedings will also be possible before the General Inspectorate of Labour Services and the Public Attorney's Office.
How can employers make changes to existing employment agreements? In general, employers may make unilateral amendments to existing employment agreements if this prerogative has not been expressly excluded by the employment contract or a legal provision. The new General Labour Law (7/15) grants employers broader prerogatives to vary certain aspects of the employment relationship unilaterally (eg, workplace and working hours).
Foreign workers Is a distinction drawn between local and foreign workers? Yes. National and foreign resident employees (ie, foreign citizens holding a residency permit) are subject to the same rules on recruitment, hiring and termination as set out by the General Labour Law (2/00). Foreign non-resident employees (ie, foreign citizens holding a work visa) may be hired only on a fixed-term basis (ranging from three to 36 months) and are subject to recruitment and hiring requirements, plus specific immigration restrictions.
Advertising What are the requirements relating to advertising positions? All jobs must be advertised under non-discriminatory terms. The advertisement should set out the basic terms and conditions for recruitment and hiring – for example, the type of employment contract, the workplace and the work schedule (ie, full time or part time). All job offers must be referred to the employment centre with jurisdiction over the employer's location.
If the job offer is included in the process of hiring a foreign non-resident, the offer must also be referred to the competent employment centre and advertised in the media. In this case, it is essential that the offer make a detailed description of the required and applicable skills, educational and professional qualifications and certifications, in order to demonstrate to the employment centre that no Angolan nationals were suitable for the job, in case the employer fails to appoint someone.
Background checks What can employers do with regard to background checks and inquiries in relation to the following:
(a) Criminal records? The employer may request the employee to present a copy of his or her up-to-date criminal record if the position requires the employee's record to be pre-screened.
(b) Medical history? Employers are required to request employees to present copies of their vaccination cards to confirm compliance with the national vaccination programme.
Further, the employer may submit employees to pre-employment medical examinations and regular medical examinations. The employer is free to define the medical and physical requirements for the performance of a job and the examinations needed to assess employees' fitness. In this context, the employer may require employees to present information on their medical history to the medical professional carrying out the examinations and testing. The employer must have access to the medical certificate confirming the employee's fitness or unfitness for work, which must be available for audit by the General Inspectorate of Labour.
In general, testing for HIV and AIDS and related medical history is not allowed. If permitted, it must be based on exceptional reasons of public safety in relation to the specific job and be authorised previously and supervised by the labour and medical authorities.
(c) Drug screening? In general, drug screening is allowed in the context of pre-employment and regular medical examinations. Invasive testing (eg, blood tests) is subject to particular requirements.
(d) Credit checks? An employer may ask employees to declare their credit status during the recruitment process and on a regular basis for positions which require a positive credit status. In general, credit checks with third-party authorities, banks and other credit institutions are not allowed, as this is considered to be privileged and confidential personal information.
(e) Immigration status? An employer is required to confirm the nationality and immigration status of all employees.
(f) Social media? An employer may look into employees' social media use if the employees agree, in line with the Angolan data protection laws and the site rules.
(g) Other? Other background checks and enquiries must be based on the need of the employer to confirm an employee's suitability for the job. The employer must adhere to non-discriminatory principles and ensure that the employee's personal information is processed under the applicable data protection laws.
Wages and working time
Pay Is there a national minimum wage and, if so, what is it? Yes. The national minimum wage is set according to industry sector. Presidential Decree 144/14 (June 9 2013) established the following values for the national minimum wage:
- commerce and mining – Kz22,504.50 (approximately $230);
- transport, services and manufacturing – Kz18,754 (approximately $190); and
- agriculture – Kz15,003 (approximately $160).
Are there restrictions on working hours? The maximum normal working hours are 44 hours a week and eight hours a day, Monday to half-day Saturday. The weekly limit may be extended to 54 hours for shift, modular or variable working hours where a recovery timetable applies, the work is intermittent or the employee's mere presence is required.
The daily work limits may also be extended:
- to nine hours a day when the work is intermittent or requires the mere presence of the employee, and the employer concentrates the working week in five consecutive days;
- to 10 hours a day when the work is intermittent or requires the mere presence of the employee and the employer adopts shift, modular or variable working hours, or where a recovery timetable applies; and
- to 12 hours a day for rotational work timetables of up to four weeks of consecutive work followed by an equal period of rest.
Working hours exceeding these limits are deemed to be overtime.
Hours and overtime What are the requirements for meal and rest breaks? Under the General Labour Law (2/00), all employees are entitled to a break of between one and two hours on each working day, so that they do not work for more than five consecutive hours. On the employer's request, the General Inspectorate of Labour may authorise the daily break to be reduced to 30 minutes for operational reasons. The daily break may also be removed in exceptional circumstances (assessed on a case-by-case basis), on prior consultation with the employees' representative body and authorisation of the General Inspectorate of Labour.
Pursuant to the new General Labour Law (7/15), as of September 15 2015 employees will be entitled to a break of between 45 and 90 minutes each working day.
How should overtime be calculated? The General Labour Law (2/00) provides that work performed outside the normal daily work period – whether before or after the working day, during rest or meal breaks or on the weekly non-working days – is deemed to be overtime. Further, the following limits apply to overtime:
- two hours for each day of work;
- 40 hours for each month of work; and
- 200 hours annually.
Overtime carried out on regular working days and Saturdays entitles employees to the following compensation:
- an additional 50% of the employee's hourly salary, up to the limit of 30 hours' overtime per month; and
- an additional 75% of the employee's hourly salary for overtime exceeding the 30-hour monthly limit.
Under the new General Labour Law (7/15), micro, small and medium-sized companies will be subject to reduced overtime premiums.
Overtime carried out on Sundays and public holidays entitles employees to the following:
- an additional 100% of the employee's hourly salary, with minimum compensation of three hours of overtime work at this rate; and
- the right to a compensatory rest period to be taken during the following week, with a duration equal to a half-day of work if the employee carries out less than four hours of overtime or a full day of work if the employee carried out four or more hours of overtime. The compensatory rest period for overtime work rendered on a public holiday should be taken in the three working days following the holiday.
Overtime premiums are set based on the employee's hourly salary and calculated as follows: (monthly base salary x 12) : (52 x weekly work schedule).
The compensation for overtime is calculated by applying the relevant percentage on top of the applicable hourly salary rate.
What exemptions are there from overtime? Under the General Labour Law (2/00), all personnel at all levels are eligible for overtime. An employee may be partially excluded from overtime only under the exemption from a fixed work schedule. The exemption from a fixed work schedule applies only to the following employees:
- Employees in managerial positions are by definition, and without requiring authorisation from the General Inspectorate of Labour, exempt from a fixed work schedule and are not subject to the maximum daily and weekly work limits. However, work rendered on Sundays, public holidays and the weekly half-day of rest (generally Saturday afternoon) qualifies as overtime and entitles employees to the related compensation. These employees are not entitled to any additional allowance in consideration for their exemption from a fixed work schedule. The new General Labour Law (7/15) widens the scope of this type of exemption to all management, leadership, advisory and supervisory positions.
- Employees who perform confidential or inspection duties for the employer, as well as employees who regularly perform work outside of a fixed work location and whose work is not subject to close supervision and control, may also be exempt from a fixed work schedule. This exemption depends on the employer requesting authorisation from the General Inspectorate of Labour. Under the new General Labour Law, such authorisation will no longer be required. Work rendered on Sundays, public holidays and the weekly half-day of rest (generally Saturday afternoon) qualifies as overtime. These employees cannot work more than 10 hours a day and are always entitled to a daily break of one hour. Under Article 110 of the General Labour Law, they are entitled to specific compensation of at least one hour of overtime work a day.
Is there a minimum paid holiday entitlement? Yes. Under the General Labour Law (2/00), employees are entitled to 22 days of paid holiday a year.
When an employee starts a new job, the holiday allowance for the first year of employment corresponds to two working days for each month of work, with a minimum of six working days, which matures on July 1 for employees hired in the first semester and on January 1 of the following year for employees hired in the second semester. Under the new General Labour Law (7/15), the right to holiday in the year of starting work matures on January 1 of the following year and holiday can be taken only once the employee has worked for six months.
What are the rules applicable to final pay and deductions from wages? The salaries paid to employees in Angola are subject to two legal deductions: income-related tax (IRT) and social security contributions.
The IRT rates are progressive depending on the salary amount, with the highest rate being 17%.
Social security contributions are shared between the employer (8%) and the employee (3%), amounting to a total contribution of 11%. Employers pay their contributions by applying the 8% rate on top of employees' base salaries and the remaining relevant allowances, and must deduct employees' 3% contribution from their monthly remuneration and remit the total contribution to the Social Security National Institute by the 10th day of the following month. Expatriate employees need not pay Angolan social security contributions if they can prove to the local social security authority that they are covered by the system of their home country.
Record keeping What payroll and payment records must be maintained? Employers must keep records of the payroll list or the relevant payslips. Tax and social security payment forms must also be kept on file.
Discrimination, harassment & family leave
What is the position in relation to: Protected categories
(a) Age? The minimum working age is 14 years. The General Labour Law (2/00) provides that an employer may enter into an employment relationship with a minor aged between 14 and 18, provided that authorisation is obtained from the parent, legal guardian, person or institution in charge of the minor or, in their absence, from the General Inspectorate of Labour or other appropriate entity.
Employees aged between 14 and 18 benefit from additional protection regarding:
- the type of work they may carry out;
- the medical examinations to which they are subject;
- their work schedule (no more than 34 hours a week);
- overtime; and
- termination (intervention by the General Inspectorate of Labour is required).
(b) Race Angolan law sets down the general principle of equality of rights between employees regardless of their race and therefore prohibits discrimination based on race.
(c) Disability? Employees who are disabled (with reduced working capacity) enjoy additional protection regarding:
- the type of work they may carry out;
- their work schedule (ideally part time);
- overtime; and
- termination.
(d) Gender? Angolan law sets down the general principle of equality of rights between employees regardless of their gender and therefore prohibits discrimination based on gender.
(e) Sexual orientation? Angolan law sets down the general principle of equality of rights between employees regardless of their sexual orientation and therefore prohibits discrimination based on sexual orientation.
(f) Religion? Angolan law sets down the general principle of equality of rights between employees regardless of their religion and therefore prohibits discrimination based on religion.
(g) Medical? Angolan law sets down the general principle of equality of rights between employees regardless of medical conditions and therefore prohibits discrimination based on medical conditions.
Disabled employees are entitled to particular protection in terms of overtime and termination.
(h) Other? In regard to employees with HIV/AIDS, the employer must implement specific regulations. It must set up education and awareness programmes on HIV/AIDS involving the families of employees and trainees. Further, employers cannot:
- conduct HIV tests at the workplace (except when requested by the employee) as a prerequisite for hiring;
- discriminate against HIV-positive employees in the workplace; or
- use HIV-positive status as a factor in dismissals or promotions.
Family and medical leave What is the position in relation to family and medical leave? Under the General Labour Law (2/00), employees are entitled to be absent from work due to illness, without limitation, provided that such absence is documented and justified by means of a medical certificate.
Provided that a medical certificate is supplied, an employee is entitled to remuneration for the period of absence, paid in the form of sick leave by the employer or the local social security authority (in the case of natural illness), or the insurer (in the case of occupational disease) under the mandatory work compensation insurance policy.
Regarding family leave, employees are entitled to three days of leave a month (up to a maximum of 12 working days a year) to provide urgent assistance to members of the employee's household, spouse, parents, grandparents, children over 10 years of age or relatives of the same lineal degree.
Valid absences from work due to illness or family assistance cannot affect the employee's position or be deducted from the employee's annual holiday allowance.
Under the new General Labour Law (7/15), in medium and large companies the base salary of employees on medical leave will be fully paid by the employer for the first two months of absence. From the third month to the 12th month of absence, the employer must pay the employee 50% of the base salary until the relevant social protection entity takes over.
An employee is entitled to paid family leave of up to eight days a year.
Harassment What is the position in relation to harassment? Neither the General Labour Law (2/00) nor the new General Labour Law (7/15) makes specific provision to prevent harassment. However, under the General Labour Law, both parties to the employment relationship (ie, the employer and the employee) have the duty to treat each other with respect and loyalty.
Whistleblowing What is the position in relation to whistleblowing? The law makes no specific provision in regard to whistleblowing.
Privacy in the workplace
Privacy and monitoring What are employees' rights with regard to privacy and monitoring? The employment law makes no specific provision in regard to privacy and monitoring. However, the Constitution provides that "private means of communications" (including emails) cannot be breached without a judicial order to that effect. Under Angolan law, although a company may own a laptop or email account, it is not the owner of private messages sent to a specific employee. Pursuant to both the General Labour Law (2/00) and the new General Labour Law (7/15), the employee has the right to be treated with consideration and respect. It is commonly accepted that this includes respect for his or her private life and personal communications (even if those communications are received through tools provided by the employer).
To what extent can employers regulate off-duty conduct? Employers may regulate off-duty conduct to the extent that it has a detrimental impact on the employment relationship.
Are there rules protecting social media passwords in the employment context and/or on employer monitoring of employee social media accounts? No rules specifically address the protection of employees' social media passwords or the monitoring of employees' social media accounts. Nevertheless, general principles such as the constitutional right to privacy, dignity and integrity do not allow the employer to intrude into employees' social media accounts without authorisation. The employee's consent may be deemed null and void in the context of an employment relationship.
Trade secrets and restrictive covenants
Intellectual Property Who owns IP rights created by employees during the course of their employment? The law provides for a coexisting set of rights over intellectual creations protected by copyright:
- moral rights (ie, the right of paternity and the right to be mentioned on the work), which according to the law belong in a permanent and inalienable way to the natural person who created the work; and
- economic rights (ie, the right to market and exploit a work and use it in any way), which may be transferred, in whole or in part, by means of an agreement between the author and any third parties.
Copyright belongs to the employer only to the extent that this does not comprise moral rights, as these remain with the author (ie, the employee).
In relation to industrial property rights (ie, patents, utility models and industrial designs), the right to apply for a patent for an invention made under a contract belongs to the employer. However:
- the application to register the patent must be filed in Angola;
- the employer must file a declaration supporting its right; and
- the inventor/employee must be identified on the patent registration form.
The right to apply for a patent for an invention created in the course of an employment contract belongs exclusively to the employee if the invention was developed with the employee's own equipment, materials or means.
If both the employer and the employee have contributed to the invention equally, unless agreed otherwise between the parties, they will both own the invention. In this case the employer has the right to use/develop the invention and the employee has the right to remuneration as agreed between the parties. However, the patent must be used by the employer within one year of registration; otherwise, the employee will be considered the sole owner of the patent.
Restrictive covenants What types of restrictive covenants are recognised and enforceable? Both the General Labour Law (2/00) and the new General Labour Law (7/15) address agreements between employers aimed at restricting the hiring of employees. The laws provide that employers shall "not enter into or adhere to agreements with other employers aiming at the limitation in the hiring of employees who have rendered services to them, and not to hire, under penalty of incurring in civil liability, employees still included in the personnel list of another employer, whenever such hiring would result in unfair competition".
Non-compete Are there any special rules on non-competes for particular classes of employee? If the employee consents, it is possible to establish a non-compete obligation for a period of up to three years following termination, provided that the following requirements are met:
- A non-compete clause is included in a written employment contract or an addendum thereto.
- The activity in question may cause real damage to the employer and is deemed unfair competition.
- The employee is paid compensation during the restricted period, and the amount of compensation is stated in the contract or an addendum thereto. The compensation may be reduced equitably if the employer incurred costs in training the employee.
At present, non-compete obligations apply only to work within 100 kilometres of the location of the previous employment. This rule will cease to exist under the new General Labour Law (7/15).
Discipline and grievance procedures
Procedures Are there specific laws on the procedures employers must follow with regard to discipline and grievance procedures? Yes. Disciplinary procedures are subject to the mandatory provisions set out in the General Labour Law (2/00) and new General Labour Law (7/15). There are no specific laws regarding grievance procedures.
Industrial relations
Unions and layoffs Is your country (or a particular area) known to be heavily unionised? Except in the oil and gas, mining and banking sectors, there is generally a low degree of employee unionisation. However, in these sectors unions are very active.
What are the rules on trade union recognition? The Trade Union Law (21-C/92) sets down no rules or procedures for union recognition by employers. As soon as a union is incorporated and registered with the Ministry of Justice and has affiliated employees, it may represent employees. The law sets out no minimum percentage of employee representation.
What are the rules on collective bargaining? All employers and unions may enter into collective bargaining agreements under the Law on the Right to Collective Bargaining (20-A/92). Where there is no union representation, the employees may set up an ad hoc commission aimed at negotiating and concluding a collective bargaining agreement with the employer, subject to complex requirements.
If more than one union represents an employer's employees, the unions must set up a joint negotiation committee composed of representatives from each union in the same proportion as the employees are represented.
The negotiation process for a collective bargaining agreement must be finalised within 90 days of the employer receiving the union/employees' initial proposal. If this process is unsuccessful, the Law on the Right to Collective Bargaining provides for alternative dispute resolution mechanisms to resolve collective labour conflicts – notably conciliation, mediation and arbitration. Unions/employees may call a strike if the negotiations are deadlocked when the deadline for reaching an agreement passes.
A collective bargaining agreement requires all the parties to maintain social peace while it is in force, rendering illegal any strike action or collective labour conflict during that period. Once the effective period has elapsed, the agreement shall continue to bind the parties until it is replaced by a new or amended collective bargaining agreement.
Notice Are employers required to give notice of termination? In general, termination by serving a notice period is not allowed. However, for fixed-term employment contracts the employer must serve the employee with prior written notice of two weeks before the contract expires.
Redundancies What are the rules that govern redundancy procedures? Under both the General Labour Law (2/00) and the new General Labour Law (7/15), redundancy occurs when the employer faces economic, technological or structural circumstances that give rise to an internal reorganisation or conversion or the reduction or closure of activities, which makes it necessary to eliminate or significantly alter jobs. The law provides for two main types of redundancy procedure: collective dismissal and individual redundancy.
Are there particular rules for collective redundancies/mass layoffs? Under the General Labour Law (2/00), if the redundancy process will affect five or more employees and the termination of the employment contracts will occur within three months, the employer may proceed with a collective dismissal. Under the new General Labour Law (7/15), a collective dismissal can take place if the redundancy procedure covers more than 20 employees. Otherwise, the more flexible individual redundancy rules shall apply.
A collective dismissal requires the employer to:
- serve an initial redundancy notice on the union committee and the Ministry of Labour;
- carry out a mandatory information and consultation process with all parties concerned; and
- serve a final collective termination notice on the employees.
The Ministry of Labour has supervisory powers over the process and the prerogative to reject the collective dismissal process.
All cases of redundancy give the employee the right to a notice period of 30 days for unskilled personnel and 60 days for skilled personnel (or payment of salary in lieu), plus compensation of one month's base salary per full year of service up to five years of seniority and 50% of the monthly base salary per each additional year. Under the new General Labour Law (7/15), micro, small and medium-sized companies may pay reduced compensation to redundant employees.
Protections What protections do employees have on dismissal? Employees may bring a case for reinstatement (which involves the payment of their salary while the legal proceedings are pending) or compensation calculated pursuant to their monthly base salary per full year of service, with a minimum of three monthly base salaries. The claim for reinstatement must be filed within 180 days of termination; compensation may be claimed within 12 months of the same date.
Jurisdiction and procedure Which tribunals or courts have jurisdiction to hear complaints? Labour complaints must be filed with the competent provincial labour court. Under the new General Labour Law (7/15), after September 15 2015 employment disputes may be resolved through:
- conciliation before the Public Attorney's Office with the competent provincial labour court;
- mediation before the General Inspectorate of Labour; or
- voluntary arbitration.
What is the procedure and typical timescale? As soon as the claim is filed with the court by an employee, the employee and the employer are given notice to attend a conciliation hearing with the purpose of reaching an agreement. If no agreement is reached, the judicial phase begins. The timescale for completion of the procedure varies on a case-by-case basis and also depends on the court´s workload. The average timescale for a first-instance proceedings is two years.
Appeals What is the route for appeals? An appeal may be filed with the Court of Appeals by either the employer or the employee in relation to an unfair dismissal claim. A further appeal to the Supreme Court is possible, but is subject to complex requirements.


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Files posted by soltakss
By soltakss in Alternate rulesMany years ago, fans of Glorantha had an attitude that D20 games wouldn't fit in Glorantha, as Classes and Levels don't work. Then came 13th Age Glorantha to disprove that notion. Also, many people in the D100 space looked down on D20 games as Classes and Levels don't work with D100. Then came Classic Fantasy to disprove that notion.
I once mentioned the idea of converting 13th Age Glorantha so that it would work with D100, but the idea was unpopular, as it was considered Crossing the Streams, which is, as we know, like, really bad.
As I like things that are really bad, and had horrendous Writer's Block on Merrie England: Age of Crusade, I looked at how easy it would be to convert 13th Age Glorantha. Not very easy, as it turned out.
Anyway, I have Uploaded V1.0 of the Conversion. Why Version 1.0? Well, it could well have typos and errors, it is missing Bookmarks, as I can't get them to work in Google Docs, and it may well need other material added.
Please add any comments to the sister thread that I will link to in a separate post.
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RuneQuest Bronze Age Sourcebook
By soltakss in Fantasy/HistoricA quick primer of Bronze Age cultures.
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By soltakss in GM ResourcesExtracts of prices from various RQ supplements.
Thread Discussion
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A category is a WikiName that exploits WikiWiki's reverse linking. If you click on the title of a category page, you'll get a list of pages belonging to that category. To get a list of all categories, click above on the CategoryCategory title.
Here is a list of all categories known to this wiki:
Here is a list of all pages containing the CategoryCategory wiki tag: <<FullSearchCached: execution failed [20] (see also the log)>>
To be consistent with the C2 category scheme, all categories start with the word "Category". For more information, see AboutCategoriesAndTopics.


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Kate Middleton's Hair On St. Patrick's Day — Get Her Gorgeous Rope Bun
The Duchess of Cambridge is the queen of updos! Kate Middleton paid a traditional St. Patrick's Day visit to Irish guards and her intricate braided bun was stunning! What do you think of her look?
Kate Middleton, 33, may be 8 months pregnant, but she's not letting her style slip! She was beautiful, as usual, on St. Patrick's Day in Aldershot, England, and we can't get enough of her braided updo. Love her look? You're in luck! We've got expert steps on how to recreate Kate's rope chignon.
Kate Middleton's Hair On St. Patrick's Day — Get Her Braided Bun
Kate is not a stranger to rocking detailed hairstyles! Just days before March 17, the Duchess tended to her royal duties wearing a similar twisted side bun, but this style looks even more intricate!
A typical chignon is created by looping and pinning loose hair from a ponytail until a chic bun is created, but this look features braids and twists for a fun spin on the traditional look.
Kate Middleton's Rope Chignon: Get The Look
Matrix Celebrity Stylist George Papanikolas gave us some simple steps on how to recreate Kate's look:
"Start by spraying both Matrix Style Link Texture Builder and Matrix Style Link Hold Booster into dry hair to make hair workable.
Then, take a small square 3″ x 3″ square section of hair at the back of the head and create a small ponytail.
This is your anchor to start attaching the rest of the hair. Twist and knot hair piece by piece into the anchor to create the sculptural chignon. Secure with hair pins.
Spray with Matrix Biolage Freeze Fix Hairspray to set the style!"
To make this style look extremely detailed, like Kate's, overlap your braids in different directions.
What do you think of Kate's rope chignon, HollywoodLifers? Comment below and tell us if you would rock her St. Patrick's Day look.
— Kindra Bailey


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A complete video walkthrough for Killzone Mercenary.
Posted By Rashid Sayed | On 12th, Sep. 2013 Under Walkthrough | Follow This Author @GamingBoltTweet
Complete Killzone Mercenary with the help of this HD video walkthrough and game guide.
Game Overview:
Players take up the role of Arran Danner, a veteran UCA soldier. Arran is now a mercenary-for-hire, and players will take the fight back to Helghast so that they can liberate Vetka.
The game is published by Sony and developed by Guerrilla Games exclusively for the PlayStation Vita.
Check out the video walkthrough of Killzone Mercenary below and let us know if you have any questions in the comments section below.
For video game guides, tips and wikis, check out our gaming portal here.
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Quiz: How Much Do You Know About Apples?
Update: This quiz is closed as of August 26, 2013.
Who hasn't walked into the grocery store and been overwhelmed by all the apple varieties? From the familiar Gala and Golden Delicious to the more poetic names, like Spitzenberg or Belle de Boskop. Whether you prefer tart or sweet, it's time to say hello to apple season. But before you crunch into one, see how much you know about them. Take the quiz! »


text: Brooklyn OrthoSnap A new, innovative approach to wireless braces is now available for teens, adults and even seniors with the introduction of OrthoSnap's "Perfectly Clear" Wireless Braces. OrthoSnap perfectly clear braces and manufactured in the United States under extremely precise controls creating a new, more accurate systematic approach to solving a wide range of dental problems. Using a patient process, OrthoSnap gradually moves teeth over time using a series of custom-made aligner trays. OrthoSnap aligners have a more accurate fit than any other products available today. Greater accuracy means that you will see quicker, more precise results. OrthoSnap "Predictable Pricing" means no costly surprises at the end of treatment that can occur with other wireless braces systems. Superior fit, greater comfort, more rapid treatment with increased predictability, and cost protection is now achievable with OrthoSnap. OrthoSnap is the best choice for people of all ages. FOR TEENS: Perfectly clear and smooth OrthoSnap aligners can provide your child with the healthier smile while allowing them total confidence and comfort. FOR ADULTS: Avoid the embarrassment of metal wires and brackets, inability to eat normally and, finally, a real tough time brushing and flossing around all of those wires and brackets. OrthoSnap wireless braces address each of these problems with removable, perfectly clear aligners that allow for enjoyable meals, easy home care and total invisibility when worn, fitting into just about any lifestyle. SPECIAL OCCASIONS: If you're contemplating marriage, looking for a new job or just wanting a lifestyle change, then a more beautiful smile is your key asset. With shorter, more predictable treatment, OrthoSnap aligners give you a gift of a confident smile you need now and that will remain you for life. See more: A Straighter Smile Is Simple with Clear Invisible Braces


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Attendance Certificates
The Certificates of Attendance are available for download on your MyUserArea.
Please click on the link to download it: Certificates of Attendance
Download your certificate of attendance in your MyUserArea by logging in with your previously chosen username and password. If you forgot your login details, please click on the button "Obtain my login data" and enter your last and first name in order to receive your login information via e-mail. If you have any further questions, please contact us at firstname.lastname@example.com.


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During its Annual Meeting on October 2, the Academy of Medicine will once again honor its members who have achieved 50 years in the practice of medicine. This year's honorees are: Kenneth G. Amend, MD; J. Bhaskaran, MD; Barry A. Blum, MD; Gregory G. Boren, MD; William A. Bramlage, MD; John S. Cohen, MD; Harry F. Fry, MD; Jack M. Gniwesch, MD; Jerome J. Kleinman, MD; George Kranias, MD; Kun Il Lee, MD; John J. McDonough, MD; Marianne McGrath, MD; Richard D. Riedel, MD; Bhanukumar C. Shah, MD; Steven A. Spreen, MD; Eleftherios D. Traiforos, MD; Colin M. Zadikoff, MD. If you have questions or think there is a discrepancy in the list, email the Academy or call 513-421-7010, ext. 307.
2018 Fifty-Year Physician honorees
- Academy of Medicine