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Mayfair Dual Bravo/Dual Ram Full Hydraulic Steering Kit
(Ram Mounting Location is 9" from the side of the Gimbal Housing)
Mayfair's "NEW" Modular Wing Plate Full Hydraulic Steering Systems
Mayfair by Hardin Marines Innovation has once again brought to the performance powerboat and recreational sport boat industry a steering revelation with its all new modular wing plate steering systems. By using 21st century manufacturing techniques Mayfair by Hardin Marine has developed a superior 316L Stainless modular wing plate steering mount. This wing plate steering mount design incorporates dual side links and a single rear load cap that bolt together forming a strong bridge like cradle that provides the ability to mount the wing plate to the boats key attachment points. The rear load cap captures the outdrives rear end cap while the side links attach to the outdrives four mounting points at the Gimbal housing. This arrangement gives additional support for even tighter, firmer steering control. Best of all there is no dis-assembly of your outdrives rear end cap (Voids Factory Warranties) and these new systems fit all generations of Bravo outdrives including the new "Slope Back" style. Generally speaking, it is recommended to use external power steering on boats which run in excess of 70 MPH, however there are some boats that run 60 MPH that would benefit from the use of external power steering.
The Mayfair Full Hydraulic Steering System includes:
As you will see in the following pages there has never been more option, more choices, and more ways to save than ever before on the purchase of a new hydraulic steering system. We are constantly asked which system is "best" and"why"? Well, all of the systems listed here are of the very best in quality. What separates them in many cases is very minor features such as fitment options or how complete the kit is. Some manufactures provide the bare minimum and save through the use of possibly rubber lines, aluminum components instead of stainless steel, etc. At the end of the day what makes a great steering system is "Value" all of these systems will meet your needs some will just leave a big chunk of your money ($$$$) still in your wallet. Compare and save "NO ONE" can save you more money on your new steering system than we can,try us the answers are crystal clear.


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How does a TomKat celebrate a birthday? With a surprise party at a members-only hotel in Miami, of course.
Katie Holmes feted her Scientologist sweetie's 49th birthday Saturday night with a 40-person Italian dinner at the Soho Beach House in Miami, where Cruise is shooting the glam metal musical "Rock of Ages," the New York Post reported Sunday.
Katie wore a polka dot sundress and large diamond ring, Tom went for a white shirt and fedora, and their 5-year-old fashionista Suri sported a gray striped dress and gold sandals with thick heels, according to the Daily Mail.
Cruise's children with Nicole Kidman, Isabella and Connor, were in attendance, the Post reported. But sources said Jennifer Lopez and Marc Anthony and "Rock of Ages" director Adam Shankman weren't able to make it.
Before hosting the party, Holmes, 32, graced the red carpet of the Los Angeles Film Festival for the world premiere of her new horror movie "Don't Be Afraid of the Dark," according to PopEater. The Guillermo del Toro film hits theaters Aug. 26, IMDb says.
Selected Reading: New York Post, Daily Mail, PopEater
Tom Cruise Celebrates His 49th Birthday
How does a TomKat celebrate a birthday? With a surprise party at a members-only hotel in Miami, of course.

subset: commoncrawl


text:
Dear All,
Dates for 2017 just published on the Eaton Estate website.
http://www.eatonestate.co.uk/our-giving ... -days.aspx
Sunday 16 April (Easter w/e)
Sunday 28 May (Bank Holiday w/e)
Sunday 30 July
Sunday 27 August (Bank Holiday w/e)
Nothing specific about the railway on that page as yet, but assuming similar arrangements as previously it might be reasonable to expect two batches of timed tickets for train rides to be released, the first upon opening at 1030 for morning trains and then the second around lunchtime for afternoon trains.
Well worth a visit if you haven't been, or to go again if you have!


text:
The Key Bridge Wideband Spectrum Monitoring System is a powerful and
cost-effective turn-key solution for spectrum situational awareness.
Contact Us
to discuss your particular configuration.
The Key Bridge Wideband Spectrum Monitoring System is an integrated spectrum capture,
monitoring and data management solution that transforms off-air data into meaningful,
actionable information in near real-time.
System Overview.
Spectrum Monitoring supports a variable sized constellation of intelligent spectrum
sensors for data collection that may be permanently or intermittently con-
nected to the Network. Sensors may be remotely deployed and connected over any standard
TCP/IP network including cable, fiber, remote dial up and 3G cellular, to provide
high performance remote signal monitoring and near real-time carrier detection
– within a building, city-wide, or across an entire theater of operation.
The Key Bridge Wideband Spectrum Monitoring system is built around a custom
developed, network-aware, digital RF sensing system with frequency coverage of 5 MHz to 2,500
MHz, enabling for rapid identification of fixed and transient signals in most all commercially
and tactically relevant parts of the spectrum. The system seamlessly merges the capabilities of
high-performance spectrum analysis with a geographically distributed intelligent sensor net-
End-to-end systems are typically required when the information must remain
private or secure. If your information security profile permits cloud-based
operations and shared infrastructure then a managed, leased system may
offer a compelling alternative.
Popular with commercial and enterprise users, a Key Bridge managed, leased spectrum
monitoring system can help companies reduce start-up and ongoing expenses and
allow rapid access to critical spectrum data that they need without the operational
overhead of running a dedicated sensor network.
The end-to-end spectrum monitoring system supporting variable sized
constellations of sensors that are intelligent, network aware digital
receivers with 5 MHz to 2,500 MHz frequency response.
Key Bridge custom developed spectrum sensors are low-cost intelligent network appliances
with local spectrum processing and analysis capability. Our radio frequency monitoring and
carrier detection system emphasizes low-cost, high performance general processing power and
places resources close the data acquisition source. Internal storage allows rapid deployment or
expansion into new geographic areas of interest, whereby sensing system may be deployed
immediately and then synchronized days, weeks or months later with no loss of data while
the network infrastructure catches up.
Centralized analysis and control.
Modern wireless transmitters may operate with lower power, higher frequencies and wider sig-
nal bandwidths than before. New cognitive and software defined radios can be frequency agile,
finding and transmitting in channels across a wide spectrum, while RF propagation
characteristics may create hidden nodes that are not be detectable at a receiver's location.
These trends require a new approach to spectrum monitoring, carrier detection and transmitter
identification where receivers must be both located closer to the transmitter and distributed
across geographic areas of interest. The Key Bridge Wideband Spectrum Monitoring
System provides an affordable turn-key solution for these unique challenges.
This end-to-end spectrum monitoring solution supports variable sized
constellations of low-cost sensors that are intelligent, network aware
digital receivers with frequency response from 5 MHz to 2,500 MHz.
The Wideband Spectrum Monitoring System leverages Key Bridge Spectrum Mapping
technologies for quick and detailed visual inspection of your spectrum environment.
The System leverages patent pending methods to combine predicted coverage
models with empirical measurement and presents a highly accurate digital
representation of your real-world spectrum environment.
Mapping of predicted and empirical data. Map data © Google
Key Bridge Wideband Spectrum Monitoring System enables you to make informed
choices and better plan your own deployments.
Captured spectrum data is automatically geo-tagged whenever the optional GPS receiver is
attached to the RF sensor. Combined with the device's internal storage and persistent
configuration, the system supports mobile sensing and on-the-move survey applications out-of-the-box
and with no additional configuration required.
If desired, a local computer can directly interface with the device to view spectrum survey data
and receive alerts in near real-time. Data is recorded and automatically synchronized with the
System Manager when network connectivity is reestablished.
Fixed & mobile sensor grids
Automated carrier detection and continuous, long-term monitoring capabilities
provide new insight and clarity for spectrum occupancy, transmitter
characterization and environmental measurements.
Automated carrier detection
Continuous and transient candidate signals are automatically identified and marked for
inspection in near real-time. When connected to a network, the SM 3500 system attempts
to match detected signals with ITU allocation type and known entities in the licensed
or unlicensed transmitter database.
For operation outside the United States, spectrum plan information may be configured several
ways: automatically via external data services; bulk data import into the system's database;
semi automatically via user acknowledgement of detected signals; or via user data entry.
Occasional use transmissions
Accurate spectrum monitoring requires continuous data acquisition over extended periods.
Whether ensuring the presence of known carriers, assuring the absence of unwelcome
or unauthorized transmitters or monitoring transient or unlicensed activities,
only continuous, long-term monitoring can provide meaningful context and perspective.
The obvious benefits of sustained monitoring are often not realized as spectrum analyzers are
prohibitively expensive, not network aware, and cannot be easily installed or controlled
remotely. Key Bridge solves this problem with a custom-developed, low-cost, network-enabled
intelligent receiver that leverages local processing and storage with central management,
analysis and control.
A desktop application and rich Internet portal enable seamless local
and remote access to your entire sensor grid.
Desktop user interface
The spectrum sensor is designed to simplify a technician's task load while ensuring reliable,
high-performance data acquisition at minimal cost. It has no front panel controls and is fully
capable of independent, un-tethered operation.
Key Bridge provides a fully-functional desktop application for individual
sensor control and out-of-box configurations. Once deployed in the field a sensor
is capable of autonomous, independent operation and can be securely managed
and controlled remotely.
The system's modular design creates an affordable entry point that easily
scales to support high-availability, load balancing and fail-over redundancy.
The spectrum sensor is designed to simplify a technician's task load
while ensuring reliable, high-performance data acquisition at minimal cost.
It has no front panel controls and is fully capable of independent,
un-tethered operation out of the box.
Indoor 1U Half-depth Chassis
The indoor configuration is a 1-rack unit, 1/2 depth rack mountable standard
computer chassis similar to the configuration shown with a factory-installed
and integrated sensor subsystem (not shown).
Indoor configurations are delivered with a BNC antenna connector.
Outdoot Pole-mount Chassis
The outdoor configuration has the sensor installed in a painted die cast
aluminum outdoor enclosure configured with a 20mm hole for a CAT5 or
other cable feed through and a cutout for mounting an N type bulkhead
connector for attaching an external antenna.
The enclosure is gasket sealed for protection from the elements and
meets a NEMA 4X / IP65 rating for weatherproofing and comes with a
u-bolt bracket kit for mounting to a wall or to a pole with diameter
up to 1.7".
Mobile installations are custom engineered according to the vehicle and
ruggedness requirements.
Contact Us
to discuss your particular configuration.
Corporate Headquarters
Key Bridge LLC
1600 Tysons Blvd., Suite 1100
McLean, VA 22102
United States
Contact Us
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Page One
Bill McKibben Brings Climate Math to Berkeley
Author and climate activist Bill McKibben is hitting the road on a 21-city cross-country bus tour in a last-ditch attempt to change "the terrifying math of the climate crisis." On Friday, November 9, McKibben brought his "Do the Math" crusade to Berkeley's Martin Luther King, Jr. High. McKibben's warning is stark: global coal, gas and oil corporations are on track to destroy the planet and we may have less than 15 years to stop them. The coal, gas and oil that is still buried beneath out feet must remain buried—or it will be our funeral.
Sierra Club Executive Director Michael Brune got the evening going on a positive note—with a celebration of November's election victories. Then he turned serious. "I grew up in the Jersey Shore community of Chadwick Beach, in a home my father built," Brune recalled. "That house is now underwater and martial law has been declared in the town where I grew up! As time goes on," Brune reflected, "I think many of us with be touched by climate change."
Turning to the Big Picture, Brune called attention to "two tipping points." The first is the obvious chaos of extreme weather, unprecedented storms and drought that have now become the "new normal." The second "tipping point," Brune argued, was the growing grassroots response to the threat of fossil-fueled climate collapse.
Brune noted that grassroots action successfully blocked the George W. Bush/Dick Cheney plan to build more than 200 new coal-fired power plants across the country. Beginning with one successful protest against a single plant (organized by a solitary Sierra Club staffer), the Coal Rebellion quickly spread to communities across the nation. To date, 170 of the 200 plants approved for construction have been blocked. The message from the grassroots to the government and industry was clear: "The coal rush is over!"
Of course, that still leaves 1,274 coal boilers operating across the country, but Brune happily reported that 124 soon will be retired—to be replaced by wind turbines. Wind already is replacing coal in Texas, Washington State and the South Side of Chicago Brune noted, while Iowa and South Dakota are drawing up to 25% of their electricity from wind power and solar panels and wind turbines are producing 30% of Idaho's power.
"And here's another good statistic," Brune added: "In September, what do you think the figures were for the introduction of new power? Coal? Zero! Gas? Zero! Solar and wind? 100 percent!"
A Biodeisel Bus to the Rescue
McKibben, whose biodiesel-powered bus had just traveled down the West Coast from a Road Show event in Seattle (the first leg of a 21-city cross-country tour running from November 7 to December 2), ambled onstage to wild applause and immediately expressed his delight at returning to Berkeley, which he hailed as the home of environmental legend David Brower.
"It's been 25 years since I wrote The End of Nature," McKibben reflected. At the time, "I assumed people would read my book and things would change." But that didn't happen—at least not to the degree that McKibben had hoped.
He came to realize the importance of the lesson Berkeley's Free Speech Movement communicated to the nation in the 1960s: Before there can be real change, there must be action, and that involves risk.
McKibben rose to the challenge, stepping away from his laptop long enough to organize 350.org—an unprecedented global campaign that called on world leaders to reduce the excess carbon dioxide in the atmosphere to a "survivable" 350 parts-per-million. McKibben's 350.org campaign went viral and triggered thousands of pro-Earth demonstrations in 191 countries around the planet—on a single day.
Tackling the Tar Sands Pipeline
Faced with the prospect of a government-ordained pipeline that would transport dirty Canadian tar-sand oil across the American Midwest to Texas refineries (which would sell the fuel overseas for private profit), McKibben led a Washington, DC protest that concluded with the largest number of nonviolent arrests the Capitol had seen in 30 years. As Van Jones (who was a member of the Obama's energy team at the time) recalled in a videoclip shown on the auditorium screen: "The Keystone XL Pipeline was considered a 'done deal' by the pols in DC." But that changed when 1,253 Americans showed they were willing to do jail time to stop it.
Recalling his time in a DC jail cell, McKibben assured the crowd: "Being in jail isn't the end of the world. The End of the World is the end of the world!"
(The battle over the XL pipeline is not over. McKibben has announced a new demonstration against the Keystone project, set for November 18 in Washington, DC.)
A New Battle and Some Terrifying Math
But now there is a new battle—one that pits the short-term profits of the Carbon Cartel against the long-term survival of the planet. This is the battle that has driven McKibben onto the road at the helm of a biodiesel bus tricked out with solar-panels and onboard wi-fi. "But you can forget the rock-star fantasies about road shows and buses," McKibben joked. "This is not how I would prefer to be spending my time. But I'm not getting tired," he insisted (while raking his hands back over his head like someone trying to shake off the tug of exhaustion). "The truth is, it's the planet that is getting tired."
"It's simple math," McKibben explained as a Powerpoint presentation loomed overhead on the stage behind him. "Climate scientists have determined that we can burn 565 more gigatons of carbon dioxide and stay below 2°C (3.6°F) of warming—anything more than that risks catastrophe for life on Earth.
"The only problem? Fossil fuel corporations now have 2,795 gigatons in their reserves—five times the safe amount—and they're planning to burn it all. Unless we rise up to stop them!"
The planet has already seen much of the Arctic's ancient ice vanish with just a 1°C rise in summertime temperatures. This raises the ominous question: "What would a 2°C rise do?"
The world's carbon energy companies are currently producing 30 GT of CO2 per year and that is increasing at the rate of 3% a year. At this rate, the planet is on track to pass the apocalyptic 2°C increase within 15 years. (Computer models warn that, even if we were to stop producing excess CO2 today, global temperatures will continue to rise another .8 degrees Celsius, putting us harrowingly close to the apocalyptic point-of-no-return.)
Just one week into McKibben's tour, the International Energy Agency's (IEA) annual World Energy Outlook confirmed 350.org's dire math and issued a recommendation that, in order to prevent a planetary catastrophe, 75-80 percent of Earth's fossil fuel reserves must be left in the ground.
"This is the basic, horrifying math of the planet we live on," 350.org declared. "Business as usual will bust us." Unless, that is, we get to work "blocking the Keystone EX tar sands pipeline, stopping coal ports on the Pacific Coast, ending mountaintop removal, and cracking down on rampant fracking. Easy, long-term gestures aren't enough any more."
Unfortunately, the energy conglomerates have no incentive to stop. In 2011, the top five oil companies reported $137 billion in profits (which works out to $375 million per day). Coal, oil and gas interests expect to make $25 trillion by continuing to drill, dig and pump until every last scrap of buried fossil fuel has been plundered and burned.
Naomi Klein, Cellphone Activism and a Family Photo
Next up was Naomi Klein, who made an appearance courtesy of a videoclip. The author of Disaster Capitalism had a stark message: "The oil companies' business plan is to wreck the planet." The Big Dirty Energy Lobby is "a weapon against your future." We need to undertake "the hard work of Carbon Detox."
"Remember this moment," Klein concluded. "This is when we got serious!
Returning to the podium, McKibben noted that the Global Carbon Cartel is "the only industry that is allowed to toss its waste into the atmosphere—for free. The mark of civilization is that we clean up after ourselves," he snapped. "Unless you're the fossil fuel industry."
It was time for a halftime break. A Road Show staffer invited everyone at the sold-out event to stand, pull out their silenced cell phones, and forward their email addresses to McKibben's 50555 account. "By the time you get back home, there will a message with information on what you can do to take this to the next level!"
With the crowd still on its feet, McKibben called for a "family moment." Bringing a tour photographer to the stage, McKibben faced the photographer with his back to the crowd and invited everyone to pose for a "group photo"—while punching their fists in the air. "Remember," he intoned. "There is no 'backyard' anymore."
How to Halt the Carbon Cartel's War on the Planet
McKibbon quickly got back to the business. The final half of the "Do the Math" Tour was devoted to strategies. What can people do in the face of powerful industries and entrenched political policies that seem determined, as McKibben put it, "to run Genesis in reverse"?
McKibben's proposed solution is Divestment.
"We're going after the Fossil Fuel industry!" he declared, to a thunderclap of applause. "We're going to take away their money! If it's wrong to wreck the planet, then it's wrong to profit from it!"
Divestment can be a powerful tool. In the 1960s, student activism—in the US and 21 other countries—helped end Apartheid in South Africa. McKibbon reminded the throng that, during his historic visit to the US, President Nelson Mandela made a point of stopping in Berkeley to salute the student activism that lead to the downfall of Apartheid and the dawn of democracy.
The 350.org divestment campaign is already making changes. At the tour's first stop in Seattle, Washington, Mike McGinn became the first Big City mayor to take the municipal divestment pledge. "And just yesterday," McKibbon announced, Unity College in Maryland became the first US college to divest itself from all fossil fuel entanglements.
350.org's goal is straightforward: "We want college and university presidents and boards (as well as religious and pension funds) to immediately freeze any new investment in fossil fuel companies, and divest from direct ownership and any commingled funds that include fossil fuel public equities and corporate bonds within five years."
350.org has identified 200 publicly traded companies that control most of the world's coal, oil and gas reserves. They include Anglo American, BHP Billiton, BP, Chevron, ExxonMobil, Gazprom, Lukoil Holdings, Shanxi Coking, Shell and Peabody Coal. The top college and university endowments account for close to $400 billion in dirty energy investments.
"Together we'll mount an unprecedented campaign to cut off the industry's financial and political support by divesting our schools, churches and government from fossil fuels. This won't be easy," McKibben admitted. "We're up against the most profitable, powerful, and dangerous industry in history. But we have our own currency: creativity, courage and, if needed, our bodies."
McKibben characterized the fossil fuel fellowship as "a rogue industry. Outlaws. Not against the laws of the state (because they basically get to write the laws of the state) but an outlaw against the laws of physics and chemistry."
In this case, McKibben argued, it is environmentalists who are the "deep conservatives—trying to preserve a planet something like the one we were born on. Radicals work on oil companies. If you're willing to make your fortune by altering the chemical composition of the atmosphere, then you're engaged in an act more radical than any human act I can think of."
Challenging the Carbon Cartel
If oil is an addiction, then the companies that profit from it are the pushers. The Carbon Cartel shares the same business ethic as the drug cartel—profits first; growth at all costs. But while a drug cartel has the means to terrorize cities and villages, ExxonMobil, Shell, and BP have the power to devastate entire countries and critical ecosystems that support the Earth itself.
The Dirty Fuel Barons have raised the tactic of the home-invasion robbery to a planetary scale. Under the false flag of being a "good neighbor," the Carbon Cartel has invaded our lives, co-opted our economy, infiltrated our schools, occupied our media, and maneuvered to seize control of government at all levels.
In this light, the Carbon Cartel must be seen for what it is: a criminal enterprise whose ultimate end game—through the unregulated pursuit of profit-at-all-cost—risks the collapse of human society, the deaths of millions and the onset of a new Dark Ages. The last 40 years has made it absolutely clear that the highly paid CEOs of the world's oil, coal, gas (and nuclear) enterprises are nothing less than environmental criminals.
Whether opposition comes in the form of mass protests, divestment campaigns, or the application of criminal sanctions (Eco-RICO laws), these petrochemical plutocrats and their deadly, polluting activities must be stopped.
If the planet is to survive, the Carbon Cartel must be reined in. The world's as-yet-untapped oil, coal and natural gas must remain in the ground. Digging up and incinerating the final dregs of Earth's fossil fuels will, without question, lead to climate collapse and mass-extinctions.
Do the math. McKibben has, and it adds up to disaster.
Read Bill McKibben's Rolling Stone essay, "Global Warming's Terrifying New Math," at http://act.350.org/signup/reckoning/
For more information, go to www.GoFossilFree.org
To start a divestment campaign, email email@example.com
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She's Alive... Beautiful... Finite... Hurting... Worth Dying for!
Vivek Chauhan / Sanctuary Asia
World leaders, irresponsible corporatism and mindless 'consumers' are combining to destroy life on earth. This short video is dedicated to all who died fighting for the planet and those whose lives are on the line today. The principal source for the footage was Yann Arthus-Bertrand's incredible film "Home" with additional footage from Greenpeace and Timescapes. The music is by Armand Amar.


text:
Workforce Recruitment Program
Students With Disabilities Employment Program
Internships And Full-time Positions
The Workforce Recruitment Program for College Students with Disabilities (WRP) is a resource to connect public and private sector employers nationwide with highly motivated postsecondary students and recent graduates with disabilities who are eager to prove their abilities in the workforce.
This program is sponsored through the US Department of Labor, Office of Disability Employment Policy. Employers seek to fill both temporary and permanent positions in a variety of departments.
Myths, stereotypes, and misconceptions about people with disabilities often stand in the way when people with disabilities look for jobs, resulting in a high rate of unemployment.
Statistics show that people with disabilities from minority backgrounds encounter even greater difficulty in obtaining work. The WRP aims to eliminate this workplace discrimination one student, one employer, and one job at a time. Annually, trained recruiters from federal agencies conduct telephone interviews with interested students. From these interviews, a database is compiled containing information on college students and recent graduates seeking temporary or permanent jobs.
Interested employers will make direct contact with students about temporary and permanent job offers. Jobs include local and out-of area opportunities. For more information about the program or the registration process, view the brochure or please call the Career Center to schedule an appointment with the Career Counselor connecting students with this program.
The Workforce Recruitment Program website.
Internships & Mentoring Programs
Disability Mentoring Day
DO-IT AccessSTEM
Entry Point!/ACCESS
The Washington Center for Internships and Academic Seminars, Scholarship Program for College Students With Disabilities
Job Websites
Bender Consulting Services
Career Gateway through COSD (Career Opportunities for Students with Disabilities)
Disability Mentoring Day
Emerging Leaders


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Marilyn Singer will be one of the panelists tomorrow at a program at the New York Public Library called "A Passel of Poets: Children's Poetry in the Modern Age." One of the questions librarian Betsy Bird asks is "Does poetry for kids ever truly get its due?' I actually think it does; if not publicly, then in the hearts and minds of the readers. Certainly that was true for this reader of poetry.
Shelley called poets the unacknowledged legislators of mankind. Here's an acknowledgment of poetry for a Friday night by way of Kurt Anderson and his radio program Studio 360. Anderson interviewed Palestinian poet Tamim Al-Bargouthi on NPR earlier this week. Al-Bargouthi, previously unknown to this blogger, is a poet who came to the world's attention with his poem "In Jerusalem." His father is Palestinian; his mother Egyptian.
Al-Bargouthi is not in Cairo right now, though from Kurt Anderson's interview it sounds as if he longs to be there. But his contribution has been felt. He wrote a poem about the revolution in Egypt, and faxed it to his newspaper in Cairo. According to Studio 360, when the paper published it, the text was photocopied and distributed among the people risking their lives in Tahrir Square. Al-Bargouthi's image was somehow broadcast "every ten minutes" on sheets pinned up by the people calling for Mubarak's ouster in Cairo. In a revolution, poetry is worth dying for.
This is a transcription of Al-Bargouthi's very rough and off-the-cuff translation on Anderson's radio show. I don't have any Arabic, so I can neither read nor transcribe his words. I wish I could. But even in this unpoetic translation, the poetry speaks for itself.
O Egypt, It's Close
We're close, it's going to be a good day,
Nothing remains of power but a few batons,
If you don't believe it, just come to the Square and see.
The tyrant only exists in the imagination of his subjects,
Even those who stays at home after this will be free.


text:
NOAA Climate Change Web Portal
How climate changes in response to increases in man-made greenhouse gases is one of the foremost questions for the scientific community, policy makers and the general public.
A key approach for examining climate, especially how it will change in the future, uses complex computer models of the climate system that include atmosphere, ocean, sea ice and land components. Some models also include additional aspects of the earth system, including chemistry and biology.
The Climate Change Portal is a web interface developed by the NOAA Physical Sciences Laboratory to access and display the immense volumes of climate and earth system model output that informed the Intergovernmental Panel on Climate Change (IPCC) Fifth Assessment Report (AR5). Users can access two components of the portal that focus on:Land and Rivers Oceans and Marine Ecosystems NW Atlantic Dynamical Downscaling
The portal was designed with the idea that more variables, experiments, statistics, and features can be added in the future.


text:
Images Powered by Ice Portal
Summers can be hot and humid, but the average temperature is 76 F/24 C. The July temperatures generally vacillate between 69 F/21 C and 88 F/31 C, but it's not unusual for the temperature to rise past 90 F/32 C.
Fall is a popular time for leaf-peeper visits to the North Carolina mountains, less than three hours to the west.
Winter is generally mild: Temperatures range between 50 F/10 C during the day and 31 F/-1 C in the evenings. A few snowfalls will punctuate the winter months, but snow usually doesn't stick around for long. Nonetheless, a slight but wet snowfall can bring Charlotte to a standstill since many drivers are not accustomed to driving in snow.
Spring is temperate and provides the legions of avid gardeners in the city the chance to show off at flower shows. Fall and spring are the best times to visit.
Ad unit code goes here
Here is an example


text:
The Constitution of the People's Republic of China stresses that all citizens are equal and that ethnic minorities, people with religious beliefs, and women are not to be discriminated against in any aspect of civil life, including employment. China has, in addition, numerous laws and government policies designed to promote employment equality. Yet, employment discrimination is pervasive and still widely tolerated, practiced by both private employers and government institutions. Laws and regulations aimed at eliminating employment discrimination are hampered by technical shortcomings, ineffective enforcement and conflicting legislation and government policies that appear to promote, rather than discourage, the continuation of discriminatory practices.
This introduction will provide an overview of the main forms of employment discrimination in China (those based on gender, age, household registration, health status and disability, ethnicity, sexuality and family planning regulations), an analysis of the current legal protections available to workers and an assessment of the legal and policy reforms that are still needed to adequately protect workers from employment discrimination.
Forms of employment discrimination in China
Household registration
Family planning
Laws and regulations related to employment discrimination
Deficiencies of the current laws
Conclusion and recommendations
Forms of employment discrimination in China
A recruitment notice at the Shenzhen Human Resources Centre for Yintong Auto Repairs posted on 11 September 2015 stated that the company required:
- Repairmen: Men; three to five years' experience with the ability to maintain vehicles and diagnose faults.
- Labourers: Men; hard workers with more than two years' hands-on mechanical experience.
- Apprentices: Men; hard working and responsible.
- Receptionist: Female; 18-25-years-old, congenial, with a good sense of service.
The notice was just one of hundreds of similar job advertisements posted that day that clearly specified the gender and associated personality traits required for each position. In the majority of cases, women were excluded from the higher paying jobs and relegated to lower paid service positions.
Discrimination against women is commonplace in China and, as the Shenzhen recruitment centre demonstrated, quite overt. A survey by Human Rights Watch (HRW) of more than 36,000 job advertisements posted on Chinese recruitment and company websites and on social media platforms between 2013 and 2018 confirmed the prevalence of "men only" ads in both the public and private sector. In 2018, for example, 19 percent of all the vacancies posted on the Chinese national civil service job list specified "men only," "men preferred," or "suitable for men." In contrast, only one ad specified a preference for women.
Discrimination in fact often starts before women even enter the workforce. The practice of gender-based quotas and enrolment policies in higher education is widespread, often resulting in women having to score much higher than men in entrance examinations for certain majors, especially at institutions concerned with the military or police training. While China's Education Ministry defends the practice on the basis of "national interests," the practice often extends to majors with little relation to gender, such as languages and sciences. Explanations given by university administrators often amount to nothing more than paternalistic judgments about the roles women are best suited to.
After graduation, women usually have a more difficult time than men in finding jobs, especially in fields related to science and technology. In general, men are preferred for white-collar managerial jobs while women are preferred in sales and clerical positions. Moreover, positions that require interaction with the public, such as hostesses, usually have maximum age, minimum height and other physical appearance requirements. Even without advertised appearance requirements, the common practice of requiring photographs in job applications allows employers to easily discriminate against individuals based on appearance. Moreover, the HRW report reveals that some major companies like Alibaba actually ran recruitment ads boasting of "beautiful girls" or "goddesses" working for the company as a means of attracting male applicants, just as Hainan Airlines in 2014 promised "beautiful flight attendants next door" for people who bought apartments at one of its Haikou property developments. (See below). Alibaba later promised to address discrimination in its job ads but less high-profile companies may be slower to change their ways.
Certain Chinese laws and regulations, designed to "protect" women workers can actually have the effect of institutionalizing gender discrimination. The Labour Law and the Regulations on the Scope of Prohibited Labour for Female Workers both explicitly bar women from many physically demanding jobs, such as logging, underground mining, setting up power lines or scaffolding. The Regulations establish further prohibitions for jobs that may not be done by menstruating, pregnant or lactating women. Rather than imposing physical ability tests, such blanket prohibitions simply enforce beliefs that women are weak and unsuitable for certain jobs.
However, many women are now fighting back and suing employers for discrimination. In 2013, a new graduated Cao Ju filed what is believed to be China's first gender discrimination lawsuit. Cao took the Juren Academy in Beijing to court after it refused to consider her for a position as an administrative assistant. The post had been advertised as for men-only. Cao accepted 30,000 yuan and a formal apology from the Academy after a year-long legal struggle. This high-profile case, dubbed one of the ten most important public interest cases of 2013, encouraged more women to protest discriminatory recruitment practices. The following year, a Hangzhou court ruled that a well-known educational institute in the city had violated a job applicant's right to equal employment and had committed employment discrimination by restricting job applications to men only. The West Lake District Court further ruled that the respondent, the New Oriental Cooking School should pay the plaintiff 2,000 yuan in damages for mental distress. In November 2015, a Beijing court ruled that the city's postal service had discriminated against a job applicant simply because she was a woman. The plaintiff, 25-year-old Ma Hu, had sought 57,570 yuan in compensation and a formal apology from the Beijing Postal Service. However the court rejected her demand for an apology and only awarded her 2,000 yuan, the same amount as in the Hangzhou case.
A university student dresses up as Mulan in a job fair in Zhengzhou to campaign against discriminatory job advertisements
The recent positive court judgements, while encouraging, are unlikely to prove a major deterrent to employers given the token yuan fines imposed, and even without overtly discriminatory provisions in their recruitment advertisements, employers can still seek to impose discriminatory conditions on female employees. Employers often ask prospective female workers about their family plans, out of concern that female workers will leave their jobs after marriage, for maternity leave, or to raise their families. Employers often require women to undergo pregnancy tests or adhere to stringent conditions regarding plans for marriage and pregnancy. Many employers find ways to coerce pregnant workers into resigning in order to save on temporary replacements or benefits costs. In many such cases, pregnant workers were asked to work unreasonable hours or given intense workloads, and their applications for maternity leave were often turned down.
Some women have successfully sued for illegal dismissal. For example, a Beijing shopping mall counter manager, Yin Jing, was awarded 62,237 yuan in compensation by a Beijing appeals court on 5 November 2015 after she had been illegally fired while pregnant. However, for most women, especially low-paid factory workers, going to court or even labour arbitration is simply not an option because they cannot afford the time and money to do so.
Sexual harassment is a serious and widespread problem in the workplace. A 2013 survey, for example, revealed that up to 70 percent of women factory workers in Guangzhou have been victims of sexual harassment. However, formal complaints and lawsuits are still a rarity. About 43 percent of the respondents in the survey said they suffered in silence, while 47 percent said they actively resisted the harassment. However, nearly all respondents agreed that their employer, the trade union and the women's federation, and even the police would be of little help in addressing the problem. The first successful sexual harassment lawsuit in Guangzhou was in 2009 when a 28-year-old office worker, Ms. A, was fired after complaining about blatant sexual harassment by her Japanese boss, which was even caught on camera during an office party. The court ordered the defendant to make a formal apology and pay Ms. A 3,000 yuan in compensation for the mental anguish caused by the incident.
Age discrimination often goes hand in hand with gender discrimination, with age limits on female applicants being particularly commonplace. However, while gender discrimination is still a major issue, age discrimination has become slightly less problematic over the last decade due to China's rapidly aging workforce.
During the boom decades of the 1990s and 2000s, factory owners and other employers could rely on an ample supply of young workers from the countryside to fill their job vacancies. Employers would often restrict applicants to those under 30 or even 25-years-old in the belief that younger employees would be cheaper, more productive and more compliant than middle-aged workers. However, as the economy grew and fewer new workers entered the workforce, employers were forced to cast a wider net and recruit older workers. The world's largest electronics manufacturer Foxconn, for example, now only specifies that job-seekers at its Shenzhen plant have to be of "working age - as stipulated by national laws and regulations."
Age discrimination is still an issue however in the service industry and particularly in sought-after professional positions. In September 2015, the online shopping platform Oupinwu.com (欧品屋) was offering a monthly salary of between 8,000 yuan and 15,000 yuan per month with full benefits for new managerial staff but restricted the available positions to applicants aged between 23 and 30-years-old who are both "optimistic and articulate." (See photo left).
While there are more job opportunities for older workers in China compared with a decade ago, many of the jobs on offer are still poorly-paid, insecure and occasionally hazardous. One growth area for older workers is the construction industry, where the average age of workers is probably more than 40-years-old. This sector is however notorious for its lack of formal employment contracts, systematic wage arrears and dangerous working conditions. About 35 percent of all the incidents recorded on CLB's Work Accident Map in 2015 were in the construction sector, usually related to structural collapse, mechanical failure or falling from a height.
Discrimination based on the household registration system
China's household registration (Hukou 户口) system was formally introduced by the Communist government in 1958 and was designed to facilitate three main programs: government welfare and resource distribution, internal migration control, and criminal surveillance. Each town and city issued its own domestic passport or hukou, which gave residents access to social welfare services in that jurisdiction but not others. Individuals were broadly categorised as a "rural" or "urban" based on their place of residence. Moreover, the hukou was hereditary so children whose parents held a rural hukou would also have a rural hukou no matter where they are actually born.
The hukou system was supposed to ensure that China's rural population stayed in the countryside and provide the food and other resources that urban residents needed. However, as the economic reforms of the 1980s gained pace hundreds of millions of young men and women from the countryside poured into the factories and construction sites of China's coastal boom towns. The migrant worker population has grown steadily since then, reaching 274 million in 2015.
Although restrictions on migrant worker access to social services have been relaxed in many cities, there are still substantial barriers to housing, healthcare and education for their children, particularly in major cities such as Beijing and Shanghai. These restrictions give migrant workers, who generally have a much lower income than urban workers, an additional financial burden in terms of healthcare and school fees that they very often cannot afford.
Migrant workers in Chengdu, provincial capital of Sichuan
Hukou discrimination also affects urban professionals from other cities. A survey of employers of college graduates in 2010, for example, found that nearly 60 percent of them set specific hukou requirements for prospective employees. Some job seekers have challenged these restrictions in the courts but apart from one notable case in 2013 in which a graduate from Anhui sued the Nanjing Municipal Bureau of Human Resources and Social Security for discrimination, the courts have been reluctant to take on such cases because they are seen as threatening the interests of the municipal authorities. Court officials, including judges, are paid by the local government and will inevitably seek to avoid any cases that might create a conflict of interest.
Despite numerous pledges and proposals by central government officials to reform the hukou system and make life easier for migrant workers, it is individual cities that will determine the pace of hukou reform, based on their own needs and their ability to accommodate new arrivals.
The exploitation of and discrimination against workers with physical and mental disabilities
Workers with physical disabilities, such as those with limited sight, hearing and mobility face routine and widespread discrimination in China. As Wang Zhijiang of the China Disabled Persons' Federation explained "in reality, there are no disabled people who cannot work, just a lack of jobs that are suitable for disabled people." The refusal or reluctance of employers to create an accessible and open work environment means that for people with disabilities finding any form of employment can be extremely challenging.
The issue was highlighted in April 2019 when a visually impaired man was refused a teaching post at the Nanjing School for the Blind allegedly because his eyesight was not good enough. Zheng Rongquan, a graduate of Wenzhou University, got top marks in the application test but was never offered a job, prompting vigorous discussion online. Zheng himself noted in a WeChat post that he had sufficient vision to see people walk in and out of a classroom. He added that his experience at both blind and regular schools proved he was capable of teaching at a school for the blind. "Since I entered regular college, I've been trying to use my actions to help able-bodied people understand the visually impaired," he wrote. "If I can't become a teacher and am forced back to do massages … then I won't have opportunities to show to the world how we really live and what kind of abilities we have," he added.
A 2010 report found that only 34 percent of urban and 49 percent of rural disabled individuals with the ability to self-care were actually employed. Moreover, those disabled persons that do manage to find employment are often marginalized in low-paying positions that able-bodied employees are reluctant to take on, such as blind persons working as masseurs. Long-term unemployment for people with disabilities is serious problem in China, with millions of unemployed disabled persons living in poverty.
Pang Jinpeng (above) has not been able to work since 1977 when, aged just 19, he was hit by a tanker at the state-owned coal mine he was employed at. He was paralyzed from the neck down and has spent most of his adult life confined to his home.
In an attempt to improve employment opportunities for disabled workers, the State Council introduced the Regulations on the Employment of People with Disabilities in 2007, which mandated that all enterprises reserve at least 1.5 percent of their workforce positions for disabled workers, or otherwise pay into an employment guarantee fund for the disabled. However, it seems this regulation is widely ignored, even by local government departments. A survey of government departments in 30 Chinese cities by the anti-discrimination pressure group Yirenping found that the highest percentage of disabled employees in any government department was just 0.39 percent, with some departments having as low a percentage as 0.02 percent. Nor is it certain that money going into employment guarantee funds is being used for the primary purpose of providing employment services to the unemployed and disabled. Reports indicate that corruption and misuse of funds are rampant. An audit of the funds used in Zhejiang found that only 13.7 percent of the funds were actually used for professional training and employment services for the disabled; in one Hubei county 80 percent of funds were used to pay staff benefits and administrative expenditures.
Some small improvements have been made in disabled access to employment recently but only because disabled activists have challenged the system in the courts. The Anhui provincial government, for example, provided electronic versions of the civil service examination paper and relevant accessible software at the request of visually-impaired candidates, after disability rights activist Xuan Hai filed a lawsuit against the local government in 2012.
For workers with mental disabilities and those suffering from mental illness, finding and keeping a job can be highly problematic. White collar professionals with mental illnesses, for example, are often dismissed for failing to meet work targets etc. In June 2008, an engineer at IBM in Shanghai was awarded more than 57,000 yuan in compensation by a labour dispute arbitration committee after he was dismissed for "misconduct" after being diagnosed as bi-polar and attempting suicide. However, it is rare for employees to successfully sue their employer for mental illness discrimination and in most cases employees have little recourse and limited sympathy or understanding from other employees and members of the public.
People with severe learning disabilities are extremely vulnerable and at risk of exploitation by unscrupulous business owners. Probably the most notorious example of this kind of exploitation was the "black kilns" scandal of 2007 in which hundreds of children and many adults with mental disabilities were forced to work in brick kilns in the central provinces of Shanxi and Henan. But similar cases have been reported in Chinese media on a regular basis since. Indeed many such cases only come to light when they were exposed by investigative journalists. In one case in 2010, a reporter revealed that around a dozen workers have been held in a state of indentured servitude in a building materials factory in Xinjiang for around three years, working long hours in appalling conditions for no pay. They were beaten if they tried to escape and given the same food as the bosses' dogs. The workers, eight of whom reportedly had mental disabilities, had been sold to the factory by an organization called the "Beggars Adoption Agency" of Qu county in Sichuan. The agreement specified that the factory should pay the agency a one-off fee of 9,000 yuan, plus 300 yuan per month per worker and compensate the agency 1,000 yuan for each worker "lost." The workers themselves did not receive any money.
Discrimination against workers with HBV and HIV
There are an estimated 120 million people in China living with HBV, the virus that causes Hepatitis B; nearly ten percent of the country's entire population. Like HIV (the virus that causes AIDS), HBV can only be spread through the direct exchange of bodily fluids, daily contact poses no risk to others. However, it is widely believed in China that Hepatitis B is a contagious disease that can be spread through casual contact at school or in the workplace.
People with HBV were systematically excluded from public and private sector employment until the mid-2000s when anti-discrimination activists started filing lawsuits against employers, including local governments. The anti-discrimination group Yirenping was particularly successful in not only winning lawsuits but in publicising the cases and putting pressure on the government to change the law. Restrictions have now been lifted and fines introduced for employers who illegally test prospective employees for HBV. Despite these improvements, in 2011 Yirenping found in a survey of 180 state-owned enterprises, that 61 percent still conducted screening for HBV and 35 percent stated that they would reject job candidates with HBV. In fact, employment discrimination against people with HBV is still so common that many candidates have resorted to cheating their way through medical exams. There is a thriving black market for cheating services or so-called "gunslingers" (体检枪手) who can charge substantial sums for taking pre-employment medical tests for candidates with HBV. See Yirenping's in-depth research report on HBV discrimination, published in 2010, for more details.
People with HIV face similar if not worse discrimination, again stemming from fear and a lack of basic medical knowledge. A Peking University professor argued in 2010, for example, that HIV positive individuals should not be teachers because "the immunity of students under 18 may not be strong enough to resist the virus." And a 2007 study showed that 48.8 percent of the Chinese population and 65 percent of employers surveyed believed that people with HIV did not deserve equal employment rights. Many provincial governments still ban people with HIV from working as teachers. However, in a landmark case in 2013 that is believed to be China's first successful HIV discrimination lawsuit, a teacher sued the Jiangxi Education Bureau when it refused him a job because he tested HIV-positive in his pre-placement medical. The plaintiff eventually agreed to withdraw the lawsuit in return for a 45,000 yuan settlement.
Ethnic and religious discrimination
Ethnic tensions have persisted since the founding of the Peoples Republic (PRC) in 1949 and have been exacerbated in the last three decades by the steady migration of ethnic Han Chinese into Uighur and Tibetan regions of China in particular. In an attempt to ease ethnic tensions, the Chinese government has introduced a range of "positive discrimination" measures for ethnic minorities including the allocation of development funds to minority areas, the relaxation of family planning rules and easier university entrance exams for minorities. These measures have however led to resentment among the Han majority and have done little to ease employment discrimination against minorities. In a 2011 study of 10,796 advertised job positions, researchers found significant discrimination against job applicants with ethnically distinct names. Only about half of the companies contacted had treated applicants equally regardless of ethnicity. Even in government departments, discrimination continues to be tolerated. Local governments sometimes specify ethnic requirements for departmental positions. There are also restrictions on religious practices amongst civil servants and government employees, one of the more egregious being forbidding civil servants, teachers etc. in Xinjiang from fasting during Ramadan.
Ethnic and religious minorities routinely face discrimination in the service sector, especially in low-level retail and restaurant positions where employers prefer to hire staff who appear more "familiar" and less "threatening" to Han customers. Very often minorities are effectively restricted to working within their own communities or in ethnically-themed restaurants.
In manufacturing, factories sometimes hire groups of ethnic minority workers en masse in order to make up for labour shortages in their local area. However, ethnic tensions between these workers and local Hans, who often believe the minority workers are getting a better deal, can lead to violent outbursts. Perhaps the best known example of such violence occurred in June 2009 in a toy factory in Shaoguan, northern Guangdong. After rumours started to circulate that a Uyghur worker had raped a Han woman, a mass brawl erupted among thousands of workers, leaving two dead. In response, the employer removed all Uyghur workers to another factory in a small industrial park, 15 kilometres outside the city.
After the riot, a banner outside the Xuri electronics plant in Shaoguan proclaims "hand in hand bring about peace together, hearts beating as one realize harmony."
Lesbian, gay, bi-sexual and transgender discrimination
Homosexuality was officially still a crime up to 1997 and was only removed from China's official list of mental disorders in 2001. Although there is still a stigma and considerable misunderstanding associated with homosexuality in China, most employers operate what could best be described as a "don't ask don't tell" policy. If their sexuality is made public however, homosexual employees can face reprisals. One survey found that about a quarter of the respondents whose sexuality had been revealed at their workplace had been fired or forced to resign as a result.
It is important to note that there are no specific laws or regulations that protect workers against discrimination on the basis of their sexuality, and so far there have only been a few isolated cases where employees have taken legal action over their dismissal.
In what is believed to be China's first ever sexual-orientation discrimination lawsuit, a former employee, Mr He, sued a Shenzhen interior design company after he was allegedly sacked for being gay. The Nanshan District Court heard the case on 24 December 2014 but eventually ruled against the plaintiff. Mr He appealed to the Shenzhen Intermediate Court which upheld the original ruling.
Mr He had joined the company as a design assistant on 28 August 2014 and was soon promoted to head of sales. In early November however Mr He was outed after a video of him in an argument with another man on the streets of Shenzhen was posted online. The video came to the attention of his employer who allegedly told Mr He that because the company did not employ homosexuals his employment would be terminated. The boss allegedly cited the psychological impact on customers as his justification.
In March 2016, a transgender man Mr C, filed a complaint at his local labour dispute arbitration committee after he was fired from his job at the Ciming Health Checkup Centre in Guiyang for wearing men's clothing in the office. "They say I'm a lesbian, and that I damage the company's image," he told The Paper. It was further alleged that management told Chen that as health check-up firm it could not employ an unhealthy person like him.
Mr C (photo above) told the New York Times that he went to the manager to explain that he was transgender, not homosexual, and that he was in no way unhealthy, but to no avail. "I was infuriated and surprised," he said. "I don't want to be called gay because in that way I'm admitting that I'm a woman. And even if I am gay, how can she say I'm unhealthy? How can a health check-up firm not know that homosexuality is no longer considered a disease?"
The arbitration committee heard the case on 11 April 2016 but rejected Mr C's complaint in a May ruling, saying the company had not broken the law. He was awarded one's wages in token compensation. After the ruling Mr C. told the Associated Press:
"I am not satisfied with just the wages. What I want is respect, and respect from the whole of society for minorities like us. I am very disappointed about the result. This (arbitration) process has made me realize that discrimination against sexual orientation is far worse than I had expected, and I will continue to appeal to defend my rights."
Family planning discrimination
China officially ended its three-decade long one-child policy in October 2015. All couples are now allowed to have two children in a long-overdue reform designed to rebalance the country's rapidly aging population. However, the family planning bureaucracy is still in place and those who exceed the two child limit risk substantial fines and in some cases losing their jobs. Moreover, there are many cases of women who were fired for having a second child while the one-child policy was still in force that remain unresolved.
In July 2014, a primary school teacher in Xian took her employer to court after she was suspended without pay for allegedly breaching family planning rules. Wang Min (pseudonym) argued that the actions of her school and the local education authority violated her right to employment. Wang, who had been employed as a fifth grade teacher at the Baihua village primary school in Xian's Weiyang district since 2006, gave birth to her second child in June 2013. Two months later on 29 August she was informed that because of "family planning problems" she had been suspended without pay. When her attempts to resolve the matter with the school failed, Wang took the school and the district education bureau to court, demanding reinstatement, payment of wages and economic compensation. The case was eventually dismissed on appeal by the Xian Intermediate Court.
Laws and regulations related to employment discrimination
Prior to 2008, China's legal protection against workplace discrimination could best be described as aspirational and inadequate. The Chinese Constitution and several statutes stressed equality of employment but provided little of use in substantively combating discrimination. The 1990 Law to Protect Disabled Persons extended employment discrimination protection to the disabled, and the 1992 Law on the Protection of Rights and Interests of Women provided further details on the rights women were entitled to in the workplace. But the landmark 1994 Labour Law essentially reiterated constitutional articles that employment discrimination based on race, ethnicity, gender, or religious belief is not allowed.
The vagueness of the laws and a lack of implementing regulations meant that many courts and arbitration committees refused to hear employment discrimination cases, especially if the discrimination occurred prior to the establishment of a labour relationship between the plaintiff and the employer.
Growing public concern and citizen activism over employment discrimination in the mid-2000s however led to the adoption of a number of regulations and policies designed to address particular issues of concern:
- A 2005 amendment to the Law on the Protection of Rights and Interests of Women added a prohibition of sexual harassment.
- 2005 regulations by the Ministry of Personnel established that people with HBV should not be prohibited from civil service positions if tests can show they are not contagious.
- The 2006 ratification of the International Labour Organization's Convention on Discrimination in Employment and Occupation committed the government to adopt broad policies against employment discrimination.
- The 2007 Regulation of Employment for People with Disabilities required all enterprises to set aside at least 1.5 percent of their workforce for disabled workers.
- In addition to multiple measures to relax hukou restrictions, the State Council issued directives in 2003 and 2006 urging local governments to eliminate discriminatory restrictions on migrant workers.
- A 2007 Opinion by the Ministry of Labour and Social Security declared that it was illegal to discriminate against people with HBV in employment, except for jobs where laws specifically excluded them.
In 2008, the government implemented the Employment Promotion Law, which was both an attempt to solve some of the deficiencies in existing anti-discrimination legislation and establish a broad statement of principle on employment equality. The key advantage of the new law, however, was that it provided victims of discrimination with the means to seek legal redress. The law clearly states that employment discrimination is within the purview of courts, and that workers are entitled to initiate civil lawsuits when faced with discrimination. The law adopts a general anti-discrimination policy, calling on all levels of government to work to eliminate discriminatory employment practices. It expands coverage of the groups specifically mentioned as protected from employment discrimination to include those with infectious disease and migrant workers.
At the same time, the Ministry of Labour and Social Security issued implementing regulations which largely complemented the new law. The regulations prohibited employers from using marriage and maternity conditions in employment contracts, using HBV status as a condition for employment, and discriminating against migrant workers in employment. Unlike previous laws and regulations, which declared prohibitions without penalty for violations, the new regulations established that a 1,000 yuan fine may be imposed on employers for violations of the regulations.
The establishment of a mechanism for legal redress has been a boon for people with HBV. Studies found that, after the law went into effect, more than 70 percent of HBV discrimination cases were accepted in the courts, with more than 200 cases heard by 2011. Prior to the law's implementation, the anti-discrimination group Yirenping brought less than 20 cases per year; that number immediately rose to 70-80 cases per year after implementation. In addition to bringing more cases before the courts, the stronger laws and greater willingness of courts to accept these cases has also given workers greater leverage and bargaining power in out-of-court settlements.
As noted above, anti-discrimination activists have had some success in bringing lawsuits on the grounds of gender, hukou and HIV discrimination but many courts are still wary of accepting cases that push the boundaries of judicial practice. Moreover, many anti-discrimination activists, particularly those associated with Yirenping, have been subjected to a concerted government crackdown that has made it much harder to operate and provide advice and services for those discriminated against at work.
Deficiencies of the current laws
The Employment Promotion Law clearly remains deficient in several areas of administration, effectiveness, and coverage.
- The law relies on under-staffed and over-worked local labour bureaus to oversee and implement anti-discriminatory policies and regulations.
- Since prospective employees are not actually employees under the law, cases of employment discrimination in hiring are not subject to the labour dispute arbitration system and victims must use the formal court process, which can cost a lot more and can take much longer to complete proceedings.
- Fines for violations of the Employment Promotion Law are hopelessly inadequate. A 1,000 yuan fine for conducting HBV screening does not deter employers from conducting such tests. Moreover, employers can simply require individuals to sign documents indicating that they took the test "voluntarily."
- The law states that those who have been discriminated against are entitled to initiate legal proceedings, but it offers no explanation to the courts on what standards are to be followed, what types of compensation should be paid to victims and what punishments should be meted out to violators. Chinese courts are known to be unwilling to hear cases without regulations or laws that adequately explain how cases should be tried.
- The law remains limited to protecting against five types employment discrimination: gender, ethnicity, disability, individuals with infectious diseases, and rural migrants. The lack of coverage for other types of discrimination, such as age, religion, height and sexuality, all of which remain commonplace in China, also limits the law's effectiveness.
Conclusion and recommendations
The Employment Promotion Law was heralded as a significant development in the fight against employment discrimination in China, but its effects on the ground have been relatively muted. Employment discrimination is still widespread and the enforcement of anti-discrimination policies remains wanting, despite some progress.
China's civil society organizations have been instrumental in pushing for greater tolerance and equality in the workplace, particularly in their use of lawsuits and social media to name and shame discriminating employers. The higher exposure of employers to lawsuits and the negative publicity generated by them has led many to adopt less discriminatory practices and has encouraged local governments to take discrimination more seriously. However the Chinese government's well-documented crackdown on civil society organizations that began in 2014 has stalled much of the progress made in recent years and may have been turned the clock back.
Newly arrived job seekers in Shenzhen examine their options
It is vital that the Chinese government not only allows civil society to play a role in tackling discrimination but takes additional measures itself to bring the fight against discrimination to the next level. With this in mind, China Labour Bulletin recommends the following:
- Expand the coverage of anti-discrimination legislation to include widespread forms of employment discrimination such as those based on age, height and physical appearance, personal beliefs and sexuality.
- Authorize labour dispute arbitration committees to take on and adjudicate in employment discrimination cases, thereby reducing the time and costs currently borne by litigants in the civil courts.
- Increase the fines levied on employers from the current level of 1,000 yuan per instance to at least 50,000 yuan per instance.
- Clarify the court procedures to be followed in anti-discrimination cases and specify the forms of compensation available to victims and the punishments required for violators.
- Establish a comprehensive government body tasked specifically with tackling employment discrimination, similar to the Equal Employment Opportunity Commission in the United States. Such a bureau would be charged with implementing anti-discrimination laws, and have a formal system to investigate and mediate complaints of employment discrimination, and offer to sue employers on behalf of victims.
The implementation of the above measures would demonstrate to employers and civil society that the Chinese government is serious about equality in the workplace and is willing to provide the necessary resources to local government departments, the courts and labour arbitration committees to combat employment discrimination.
This article was first published in November 2012. It was last updated in April 2019.


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The Secretary General of the Muslim Council of Britain today expressed his horror over the ongoing violence and loss of life in Gaza. Dr. Shuja Shafi stated "Whilst we may hold strong views about the causes of the conflict and what needs to be done to bring the violence to an end, we are nevertheless resolved to ensure that the Israel-Palestine conflict does not affect the excellent relations held between Muslims and Jews in the United Kingdom. We urge all our communities to remember the importance of civility and courtesy between each other. We may hold different views on the conflict, and we may lobby and protest in accordance with our principled positions, but we are committed to ensure that this is not done at the expense of one another."
There is a dire need to come together in humanity to stop innocent people being killed. People who feel strongly about the conflict are advised to express legitimate protest against Israeli action and pray for peace. We must not let conflicts abroad cause relations to break here in the UK. Jewish and Muslim communities have enjoyed good relations in the UK, and it is vital that is maintained, or better still, if ties are made stronger than ever before.


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This stock screen was originally published in the January 22, 2018 edition of the BetterInvesting Weekly newsletter and is based on results from a Value Line screen that met the following criteria as of January 23:
Financial Strength rating ≥ B++.
Projected high total return for the next 3-5 years ≥ 10%.
Projected 3-5-year annual earnings, sales growth ≥ 5%.
Earnings Predictability, Price Growth Persistence, Price Stability ratings ≥ 80.
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The Suburban name is Chevy's longest serving, having originally been appended to a commercial vehicle in the 1930s. Today's Nice Price or Crack Pipe '72 goes by the commercial name Clyde's Meats, but does it also have a price that can't be beat?
Think of all the great wagons you've known over the years - your little red wagon when you were a kid, the Chuck Wagon kibbles your dog likes to nosh - all the way back to the noble Conestoga wagon your family crossed the Great Plains in before Aunt Tilly died of dysentery sort of spoiling the trip for everyone else. Bitch.
Well, you can add yesterday's Imola-rolla 2004 Audi S4 Avant to that list of wonderful wagons, and for 60% of you, its price was equally as nice. So much happy-happy, joy, joy was proffered over that Teutonic longroof that we're going to roll the same today. Same price that is, waaaay different wagon.
The Chevy Suburban has been around so long that it has become an iconic staple of the American landscape, like Mount Rushmore, or the morbidly obese. Speaking of fat, the Suburban is also about the biggest damn wagon you can pack a tiny suburban soccer mom behind the wheel of, and that's typically who pilots these Nimitz-class vehicles.
But not this one. No, today's 1972 Suburban Three-door was used by a guy named Clyde, and Clyde was very proud of his meat. So proud was Clyde of his meat that the boast is made on the side of this two-tone truck that Nobody Beats Clyde's Meat.
You remember Nobody, right?
As you might recall, Nobody puts baby in a corner. Plus Nobody is who you tell your parents you were hanging out with until three AM. That's right, Nobody is your best bud, because Nobody knows the trouble you've seen. And now, nobody beats Clyde's meat. I'm telling you, that nobody is one busy mo-fo.
Today however, we're more interested in Clyde and his meat wagon. The '72 Suburban was originally made available with a number of different V8 options, but Clyde's plays it safe with an SBC that's said to have been rebuilt. When and where that took place goes unanswered, as does the overall mileage. You do get to know that it has a THM400 playing backup to the 350, and that the truck runs and drive's great, because Clyde says so.
Seventy two was the last year of coils at the back of the two-wheel drive Subs, and this one seems dropped on its big-ass alloys. The ad says it comes with grey Ridler wheels but then says that the pics don't show them. It's a little hard to tell what he's talking about because it appears Clyde is adverse to proper punctuation and sentence structure.
Hey, but who am I to throw stones?
On the outside, this trucks proclaims that Clyde's Meat can't be beat, but it's on the inside where you're actually likely to get wood. That's because someone has dropped a plywood console in between the four modern captain's chairs. The one off-side and in the rear may be a little hard to get to owing to the box and the fact that, as noted earlier, this Suburban has but three doors down.
Okay, so same price as yesterday's Audi, but boy is this a different way to spend that much. Of course you need to determine if that price for this Sub gets you excited, or if it's a total boner-killer.
You decide!
Lexington KY Craigslist, or go here if the ad disappears.
H/T to Peter Hess for the hookup.
Help me out with NPOCP. Click here to send a me a fixed-price tip, and remember to include your commenter handle.


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Relfecting on the Life of Seth Wagenknecht, Manager of Sedalia's Galaxy Cinema
Each Friday when new movies come out, many Sedalians head out to see the latest movie. This weekend, going to the Galaxy Cinema will be different. The manager of Galaxy Cinema, Seth Wagenknecht, has passed away after a two year battle with cancer.


text: Dave's ESL Cafe's Student Discussion Forums :: View topic - Good way to lose weigh Dave's ESL Cafe's Student Discussion Forums"The Internet's Meeting Place for ESL/EFL Students and Teachers from Around the World!" FAQ Search Memberlist Usergroups Register Profile Log in to check your private messages Log in Good way to lose weigh Goto page 1, 2, 3 Next Dave's ESL Cafe's Student Discussion Forums Forum Index -> Health and Fitness View previous topic :: View next topic Author Message Helen LiJoined: 11 Mar 2006Posts: 20Location: Tainan Posted: Mon Apr 10, 2006 2:25 am Post subject: Good way to lose weigh I want lose weigh .So, I ask someone who knows. Which kind of exercise can help lose weigh ? _________________Helen Back to top Selina11372002Joined: 12 Mar 2006Posts: 17 Posted: Sun Apr 23, 2006 4:37 am Post subject: You can do exercise.To my healthy,we ought to exercise constantly and develop good eating habit. Back to top shelly0111Joined: 10 May 2006Posts: 3 Posted: Wed May 17, 2006 12:02 am Post subject: Re: Good way to lose weigh I had the same problem and I looked many books to find ways of losing weight. Finially I got a conclusion from these books. The best way is eat less, and healthier, exersise more. Back to top soul1stJoined: 21 May 2006Posts: 3 Posted: Tue May 23, 2006 11:25 pm Post subject: I have already losed 10 kilos. The tips for losing weight are very classic, yet it is very painful. Do some exercise everyday at least 30 minutes, and eat more fruits and vegetable. Don't eat any juck food. Back to top guojiaJoined: 10 May 2006Posts: 5 Posted: Wed May 24, 2006 12:49 am Post subject: Good way to lose weight. I think jogging is a good way to lose weight. I have tried it and have got an ideal result. But the point is you have to insist on it. If you jog for a few days, and then stop, there will be no effect. Back to top ☆mary☆Joined: 24 Apr 2006Posts: 22 Posted: Mon Jul 17, 2006 7:08 pm Post subject: HI!!! To decrease weight, I think that I am the method jogging being best . I have jogged in reality, but it is, weight decreased 2 kilogram. And I seem to feel my body tightens . Therefore, how about tring to jogging ? Back to top junko1025Joined: 25 Sep 2006Posts: 10 Posted: Mon Oct 23, 2006 11:21 pm Post subject: to lose weight I haven't done a diet in spite of my flatting. I think swimming is exercise to lose weight because swiming is exerscise of all body. Back to top JasonwjxJoined: 27 Oct 2006Posts: 2 Posted: Fri Oct 27, 2006 2:53 am Post subject: I think we should eat more fruit and vegetables and less meat. It is necessary for us to keep good eating habits. If you can keep on it,you can succeed in losing weight. Back to top samantha77Joined: 25 Sep 2006Posts: 13 Posted: Mon Nov 06, 2006 9:36 pm Post subject: Hi!! I'm a japanese girl. I heard from my friend,but,my friend succeeded in losing her weight Moreover, she lost weight 8 kg That's why she succeeded it, she take awalk for one and half an hour for three times in a week So, I desided to try to walk more!! I want to slim figure Back to top KIMYEAHYUNJoined: 08 Nov 2006Posts: 4 Posted: Sat Nov 11, 2006 7:35 am Post subject: eat less my boyfriend is super skinny, and he does not enjoy eating.. which I cannot totally understand.. cuz eathing is the joy of my life.. lol anyway, eat less, move a lot. spend at least 2hrs in gym 3 days/week Back to top crankynervesJoined: 05 Oct 2006Posts: 25 Posted: Tue Nov 14, 2006 12:59 am Post subject: i usually exercise a lot, swim regularly and i stay away from fast foods! you can view this forum, you may find many interesting ways to lose weight, depending on whats your target-http://www.imsickofbeingfat.com You must be very determined and ready to go till the end to lose weight-it doesnt happen in 1 month! Back to top minominoJoined: 25 Sep 2006Posts: 21 Posted: Tue Jan 23, 2007 12:04 am Post subject: Do you like Japanese food ???? Do you like Japanese food ???? Japanese food is famous for healthy food,suchas, "Miso soup", nattou, touhu,and so on It's low calorie and tasty. I bet you'd like it. Why don't you Japanese food?? Back to top sumomoJoined: 08 Nov 2006Posts: 15 Posted: Wed Jan 31, 2007 2:28 am Post subject: I want to be slim,too. I gained some weight after graduation High school. I'm going to start to diet. I've tried to run, go to sports jim etc... The best way to lose your weight is to find any favorite sports. I like to play tennis. I can excise during enjoy tennis. Good luck Back to top Ayita20Joined: 30 Jan 2007Posts: 60Location: Costa Rica Posted: Sat Feb 17, 2007 7:07 pm Post subject: Hello girls: I am very worried about my weight, I have been gaining some weight and now I feel a little badly, but I am so stress with my work, university and personal life so I can not stop eating. In addition, I do not like to exercise so much. Have you ever feel this way? Do you know what can I do? Can you please help me find the way lose weight? I will really appreciate it _________________XOXO, Adri Back to top YinglishJoined: 30 Jan 2007Posts: 99 Posted: Sat Feb 17, 2007 10:01 pm Post subject: soul1st wrote: I have already losed 10 kilos. The tips for losing weight are very classic, yet it is very painful. Do some exercise everyday at least 30 minutes, and eat more fruits and vegetable. Don't eat any junk food. Very good advice. Keep in mind everyone's genetic makeup is different, so there's no single plan that will work for for all people. But for a lot of people, the key is to exercise your body's biggest muscles--your thighs or upper legs. The exercises may involve running, walking, and/or cycling (stationary bike) four to five times a week for 45 minutes per session. In addition to exercising, one should avoid eating foods that contain a lot of sugar and fat (read the labels). Eat a bowl of oatmeal everyday. If you eat bread, eat wheat bread, not white bread. Drink water, not soda. Back to top Display posts from previous: All Posts1 Day7 Days2 Weeks1 Month3 Months6 Months1 Year Oldest FirstNewest First Dave's ESL Cafe's Student Discussion Forums Forum Index -> Health and Fitness All times are GMT - 8 HoursGoto page 1, 2, 3 Next Page 1 of 3 Jump to: Select a forum Student Forums----------------ComputersCurrent NewsCultureEnglish SchoolsFamilyFilm and CinemaFoodHealth and FitnessHelp CenterHobbiesHolidaysLearning EnglishLiteratureMaking FriendsMusicOpinionsPetsScienceSportsThe Strange and MysteriousTOEFL and Other English ExamsTravel You cannot post new topics in this forumYou cannot reply to topics in this forumYou cannot edit your posts in this forumYou cannot delete your posts in this forumYou cannot vote in polls in this forum Dave's ESL Cafe is maintained by the one and only Dave Sperling. 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The Tonight Show is expected to return to New York with Jimmy Fallon at the helm, The New York Times reports.
Although a deal isn't done, NBC has apparently struck a deal with Fallon to replace Jay Leno as host of the iconic late-night program, most likely taking over in the fall of 2014. Tonight hasn't taken place in the Big Apple since it debuted with Steve Allen in 1954. Host Johnny Carson eventually moved it to Burbank, Calif., in 1972.
Fall TV Scorecard: What's renewed and what's canceled?
Earlier this week, Leno made a jab toward NBC in his opening monologue.
"Well, you know, the whole legend of St. Patrick, right?" Leno said. "St. Patrick drove all the snakes out of Ireland, and then they came to the United States and became NBC executives."
On Wednesday, NBC told the Times that the tense situation between the two parties was being "smoothed over."
It won't be the first time Leno has left Tonight. In 2009, he moved to primetime with The Jay Leno Show with Conan O'Brien as has replacement. Seven months later, NBC announced Leno was returning to his old post.
Fallon, meanwhile, has been successful in his four years and NBC reportedly believes he's the best contender to compete with Jimmy Kimmel in the prized 18-to-49 demographic.


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Brian McBride won't start in his final professional soccer game on Saturday. He might not even play. And that's probably fine with him.
In fact, McBride is the last guy who wants the attention on him. He even appeared a little bit uncomfortable during the salutes to him last weekend at Toyota Park and earlier this month at Soldier Field.
WATCH: McBride's home farewell
So with an epic career about to come to a close, let's do as the retiring American legend would prefer, and not focus on him. Let's focus on me.
I'm not one of those Americans who had the Beautiful Game coursing through his blood from birth. I had no connection to the sport through immigrant parents or a passionate peer group who lived and died soccer. I played AYSO, sure, but who didn't?
Still, I was always a sideline fan of the sport. During World Cups, my ears perked up. I knew my Valderramas from my Klinsmanns. I marveled at Roberto Baggio's braided mullet. For a non-indoctrinated fan, goals were the universal language that I could speak. I knew a great goal when I saw one.
And Brian McBride was great. Like a lot of American fans, I was drawn in by the way he scored—which he did plenty. But something began to happen as I kept watching America's hardest-working striker. I started to appreciate how he scored those goals.
He wasn't blazing past hapless defenders with god-given talent like Maradona. He wasn't sharpshooting them into the corners with innate accuracy like Romário. He wasn't a brutish force in front of goal like Stoichkov.
[inline_node:320454]But he was the epitome of the get-there-at-all-costs mind set, of sacrificing his own body to do whatever the team needed to get on the board. And it was plain to see.
His heroic performance at the 2002 World Cup—in and of itself, regardless of the US' quarterfinal run—may have been the thing that turned me into a soccer fanatic. This guy didn't have the skill of the superstars, but he made the most of what he did have.
He played the way the game was supposed to be played: with heart, desire and the willingness to play for the team no matter what. Countless broken noses, facial bones and bloody collisions tell you all you need to know. He made me appreciate what it took to succeed in the game, and what it looked like when hard work was rewarded.
In my years as a soccer journalist, I came to respect McBride in completely new ways. No matter where he was in his career, how many plaudits came his way from American, English or global press, McBride was the same guy: totally devoted to his family and completely down to earth.
There was the time our phone connection kept going dead just before Bruce Arena named his 2006 World Cup team. "Hey. It's Brian. Juuuuust trying to get in touch with you," he comically said on my voicemail, as if he were an old college drinking buddy.
Or the time he had to postpone an interview when I came to visit him at Fulham because he had to drive one of his daughters to ballet. Naturally, he stopped by after training, gave me his cell number and told me to call him later. I did, and got his voicemail—his daughter, of course, was the voice on the outgoing message.
There was the time I checked in on the 2008 US Olympic team at camp before they left for Beijing. McBride was napping, I was told. Which was fine, I was talking to the younger players. Fifteen minutes later, there was McBride walking into the lobby in flip-flops to find me, just to say hello.
He is perhaps the most accomplished, respected American soccer player in history. And he's about as normal a dude as you will ever find. His farewell at the Home Depot Center on Saturday will be decidedly low-key—in fact, it'll be overshadowed by the Chivas USA home crowd's farewell to Jonathan Bornstein.
And that's perfect. For a guy who wants nothing more than to pass the baton on to the younger guys, to keep it all about the greater goal—well, it's the ideal symbolism. There aren't many like you, Brian. We'll miss you.
Another goodbye—but not really
[inline_node:315225]It'll be a pretty significant weekend of farewells in MLS. Besides McBride, 96ers Jaime Moreno and Eddie Lewis are stepping away, as are longtime icons C.J. Brown, Mike Petke and Chris Klein.
Bornstein is another matter. He's not a veteran dating back to the early days of MLS, like the aforementioned sextet, but the 25-year-old has certainly earned the right to be called an icon.
He's the last link back to Chivas USA's formative years and is now the last of the homegrown US national-team trio—with Brad Guzan and Sacha Kljestan—to move on to foreign leagues. Bornstein will join up with Mexican side Tigres UANL as soon as the season wraps.
The LA-area native has been preparing for his move South of the Border by getting a crash course on life in Monterrey from Chivas teammate Paulo Nagamura, who spent five months with Tigres earlier this year.
Bornstein has also been brushing up on his español by engaging in conversation with his Spanish-speaking teammates. He's been augmenting that with Rosetta Stone courses and watching liberal doses of telenovelas.
"It's actually a really good way to learn," he told MLSsoccer.com on Wednesday. "They speak the perfect, slow Spanish. Cartoons are another good way because it's so basic for kids. That's kind of the Spanish level I'm at anyway."
Gone from Chivas USA, and bizarrely absent from the US national team's January training camp. Weird.
But we may still see Jonny B back on MLS pitches sooner rather than later. Tigres are known to make preseason trips to the US to train, and the Monterrey-based club could end up back in the States next summer for SuperLiga.
"That'd be exciting," Bornstein said. "I'm actually really hoping for that."
Jonah Freedman is the managing editor of MLSsoccer.com. "The Throw-In" appears every Thursday.


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The bad news is that corruption has not only sustained but has grown in size and stature in the country. With scams being a regular feature, seventy per cent respondents in a survey have rightfully opined that corruption has continued to increase in India. One in every two interviewed admit having paid a bribe for availing public services during last one year. Transparency International's latest survey reveals that the political parties top the chart for the most corrupt public institutions, followed by police force and legislatures. No wonder, India continues to make new records on the global corruption arena!
The shocking revelation is that the health and education sectors haven't remained untouched by this phenomenon. With 5th and 6th positions respectively for these sectors on the public perception chart on corruption, corruption has crept insidiously into these sectors of hope for the masses. With bureaucracy being fourth in the list of corrupt institutions in the country, corruption seems to have been non-formally institutionalized with little hope if public services would ever be effective in the country. With economic growth having literally institutionalized corruption, are we now expecting corrupt to be socially responsible - a different CSR.
Not giving 'aid' to India is one thing but calling it 'rich' is quite another. If one in three of the world's malnourished children live in India, what does average daily income of $3 indicate? It perhaps means that there is a relative decline in poverty - people are 'less poor' than what they used to be in the past. But having crossed the World Bank arbitrary threshold of $2 a day does not absolve the 'developed' countries of their obligation to part with 0.7 per cent of their Gross National Income in development aid. Should this three-decade old figure not be revised?
An interesting debate in UK's House of Commons delved on future of development assistance by the British Government. While prioritizing limited resources has been a concern, there has been no denying the fact that development aid must be guided towards tangible gains over a short period of time to start with. There are difficult choices for elected governments to make - should they invest in long-term primary education or in short-term university scholarships? Which of these will bring gains and trigger long-term transformation in the society. As politicians continue to be divided on the matter, poverty persists!!
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On Friday March 15th as part of our ongoing CSR initiative, the taxback.com team in Kilkenny dressed in green to raise money for Enable Ireland's O' Neill Centre.
In a tribute to the St. Patrick's Day weekend, staff members donned their finest green attire – from sporting a green wig to dressing head to toe in green – and donated €2 each towards the cause. A great day was had by all and the team successfully raised €250.
The O' Neill Centre provides therapy, day services, guidance and support to children under 18 with physical, developmental, sensory and intellectual disabilities and their parents, both in their centre and at home. Currently, 103 children attend the centre, based in Kilkenny. Their ability to provide these valuable services relies on the charitable donations they receive throughout the year.
They are part of Enable Ireland, who provides free services to children and adults with disabilities and their families. They cover all areas, from physical and social development, to independent living and supported employment. Currently they operate in 14 countries, and as demand for their services continues to grow, they need ongoing financial support through fundraising.
Despite cuts in their HSE grant, and challenges raising money in these difficult economic times, the O' Neill Centre remains positive – their total fundraising target for this year is €170,000. We at taxback.com were glad to be a part of this fundraiser and look forward to helping the O' Neill Centre reach their fundraising target for 2013.
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