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London Flats Insurance specialise in insurance for blocks of flats and apartments within London
Our team at London Flats Insurance have the experience and expertise to provide you with the best and most suitable insurance policy for your specific block of flats or apartments.
We only provide insurance products for flats and apartments, it's all we do, so you are assured of our full attention and best possible service.
London Flats Insurance has been providing insurance for blocks of flats and apartments for over 20 years. Our experience in the marketplace means that we are accomplished in providing cover for all types of flats and apartments including mansion blocks to new build apartments, converted houses to listed buildings.
We work with a range of clients who include Residents' Management Companies, Property Managers, Developers and Freeholders.
Being responsible for locating, reviewing and deciding on the correct level of insurance cover can sometimes be a daunting process. We aim to assist you by using our knowledge and experience to simplify this process for you whilst ensuring that you are provided with the most comprehensive products available…at the right price!


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ROSSMOOR (CBSLA) — Orange County Sheriff's Deputies are urging people in the Rossmoor area to be on the lookout for three suspects wanted in a string of residential burglaries in the neighborhood.
Sheriff's deputies believe the three male suspects targeted at least five homes in Rossmoor within the past few weeks.
Security footage captured the burglary crew approaching one residence.
However, seconds after the suspects realized their faces were on camera, they tried to disable it.
Neighbors and residents in Rossmoor, an area known for safety, expressed that the brazen nature of the burglaries is unsettling.
"It's a little scary to think they're coming in the middle of the day," said one Rossmoor resident.
"We moved here because we want the security," said another. "We pay that price to live here."
In the past two weeks, the burglars have stolen cash, jewelry and electronics from at least five homes, but they've tried to break into many more, often by trying the front door to see if it's locked.
Rossmoor residents claim the city has been put on the back burner because it is typically a relatively quiet neighborhood.
Frustrated neighbors say one sheriff's deputy on patrol in the city is no longer sufficient.

subset: commoncrawl


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Maitland-Hudson v Solicitors Regulation Authority
Solicitor – Disciplinary proceedings. There was no blanket rule that a court or tribunal had to ignore what it saw and heard in court. It was quite legitimate for a court to take account of its own assessment of a litigant's capacity to participate effectively in its overall assessment of the evidence before it, including the expert medical evidence, if it considered it appropriate to do so. Accordingly, the Divisional Court dismissed the appellant's appeal against the decision of the Solicitors Disciplinary Tribunal's findings of misconduct and dishonesty, pursuant to which he was struck off the roll of solicitors.


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We're open. Paintball is the opposite of a contact sport and an outdoors activity that you can do safely.
All our equipment is washed and disinfected after every use. We've always been doing that, but even more so now.
We're introducing two temporary packages for school classes
Ballpoint Paintball is paintball in Linköping. We're commited to paintball on all levels. We offer:
Our facilities are located centrally in Linköping. 1km from the bus stop Djurgården or Djurgården Centrum, 2.5km from the university.
Google Maps: https://goo.gl/maps/GatNe


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Junior Major League / Daniel S. Wasson Fall Baseball sign-ups open
The Milford Junior Major League / Daniel S. Wasson Baseball will be offering its 2018 fall youth baseball program for all children ages 4-15 and is the largest youth baseball program in the City of Milford. Registrations from all school districts are accepted.
The 2018 offering includes 7 divisions consisting of T-Ball ages 4-5 ($60), Rookie ages 6-7 ($70), Minor ages 8-9 ($125), Major ages 10-11 ($125), Babe Ruth age 12 ($195), Babe Ruth age 13 ($195), and Babe Ruth ages 14-15 ($195). Pricing is good through 7/31. Games will start after Labor Day and continue through October.
A special Promotion for the T-Ball and Rookie Divisions is being offered with half price Fall Registration when signing up for a Spring of 2019 Registration at the same time.
All programs are affiliated with Cal Ripken / Babe Ruth Baseball.
Parent support for managers, coaches, and other assistance is also needed. On-line registration can be found at http://www.jml.org
For additional information contact John Wezenski (887-9474) or Bob Wheway (877-3076).


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An overview of the state of the debate regarding Universal Basic Income in politics and among the general public.
Public debates about Universal Basic Income (UBI) around the world have entered a new phase in recent years, becoming much more sophisticated and rich in content. With the publication of data from numerous studies, the argument that most people would no longer engage in work in a basic-income society has become untenable. On the one hand, the classic conception of work as the pursuit of wage labour is increasingly coming under criticism. On the other hand, more emphasis is being placed on the value of other forms of activity such as care work, unpaid family labour, volunteering and informal jobs. The debate regarding UBI, moreover, has begun to focus on the feasibility and possibility of implementing various concrete models.
Employer-based approaches to financing a UBI, which focus on a significant increase in the Value Added Tax (for example, the model proposed by the German entrepreneur Götz Werner), have lost their appeal because they appear to be politically unrealistic. But political parties are now developing more complex models based on public savings in administrative costs, combined with a recalibration of income, property and inheritance taxes as well as the occasional addition of new revenue instruments such as a financial transaction tax.
The discussion around UBI is turning to the question of how such an approach could help to sustainably organise a welfare state as processes of automatisation and digitalisation lead to a dwindling number of wage-labour positions. Plans which usually focus on a low-sum UBI that would vastly simplify and degrade the social welfare system are thus being promoted by conservative and neoliberal forces. An experiment currently being carried out in Finland, for example, follows this model. Socialist, social-democratic and green-oriented parties as well as numerous social movements have criticised this approach as form of social clearcutting or (in the example of Finland) as a "loser's allowance" and a way of subsidising the low-wage sector.
Across Europe, it is clear that the established social-democratic parties find it difficult to grapple with concrete political conceptions of a Universal Basic Income. Among the most common fears are that the welfare state will be weakened, unions will lose influence and that there will be an attack on hard-won workers' rights. This is partially a reaction to the employer-dominated debates regarding UBI in recent years, and has led to a situation in which, for example, the presidential candidate for the Socialist party in France, Benoît Hamon, was knocked out of the elections early on and was unable to muster a majority within his own party for his plan for a Universal Basic Income.
It is no coincidence that the large social-democratic parties in Europe – for example, the Parti Socialiste in France, the Sozialdemokratische Partei in Germany and the Partij van de Arbeid in the Netherlands – have lost more credibility than any other family of parties in recent years, and currently have less voters than at any other time in their histories. Many workers do not trust that the national social and labour market programmes promoted by these parties will protect them from the structural upheavals that may affect the global labour market, resulting in mass unemployment and allowing an ever increasing number of workers to slide into the precariat.
In many areas of wage labour – the banking sector, manufacturing, the automobile industry and the nursing sector – processes of automatisation and digitalisation have long been underway. Financial pressures are growing in large swaths of the educational sector as well, in social work, care work and in the media industry. Meanwhile, there is an urgent need for financial relief and investment in these fields. With all of this going on, a social-democratic push for a UBI could help to capture a large portion of the lower and middle classes, instead of losing them to conservative or right-wing-populist movements.
A social policy that included a Universal Basic Income could help many workers to overcome their fears regarding unemployment and becoming part of the precariat. The labour market would relax, and workers from the sectors that are currently under so much pressure would find some relief. At the same time, people who have long had to rely on unemployment benefits would be emancipated, enjoying more autonomy when deciding how to orient themselves in occupational terms. In this sense, stronger unions and wage agreements as well as a reasonable system of social services such as health and nursing insurance should be understood as complementary to a UBI, not portrayed (as is still often the case in current debates) as a choice between one or the other.
In order to develop a sustainable social policy that includes UBI, it may be necessary to institute ambitious changes in the gathering of revenues. A financial transaction tax (which has already long been discussed), would be one possibility for funding this new form of social welfare. As is the case with a UBI itself, the established parties continue to exhibit cowardice when it comes to promoting this new approach. Nevertheless, in order to maintain social harmony over the long term, new redistribution mechanisms like Universal Basic Income and a financial transaction tax must be extensively and comprehensively discussed, and then implemented.
A more courageous approach to redistribution is currently on display in Canada. As part of a socio-political experiment, around 4,000 citizens in the province of Ontario will receive a UBI as well as child benefits and health insurance for three years. In addition to a reduction in poverty and putting a hard floor under the precarious conditions of wage labour, the government hopes to simplify the bloated bureaucratic apparatus. Based on previous research, academics also predict improvements in health, education and living conditions. What the head of the Ontario government, Kathleen Wynne, described as an "answer to a new world with new challenges" will thus soon become a fundamental part of a few people's everyday lives. Many hope that the programme will trigger further initiatives internationally, ones that place UBI at the core of a new approach to social policy.
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Opinions: Time for 1000 CP Oneshot.
For the first time we actually got a assassin type assassin worthy of the title hero besides taka
I need a new update. Tired of these heroes.
Dude its Gusion from ML literally, the blink and the 5-dagger-throw look 100% similar
Is that what Sonata meant by new hero? who can teleport…
Looks like Lyra has a new challenger
my first reaction:
That Blink is SO FAR… like literally the same distance as Lyra's portal.
did anyone notice how he/she even gave Lyra a sporting chance by running backwards a little, then blink for the kill?
new OP hero incoming.
i hate this new hero, its just like VG right now lack "unique" heroes, its literally copying a hero from a game published by "copyright breaker" company :)) damn…
we need new abilities This text will be blurred
This hero is pretty much Minato from naruto series?
My new main… Looks insane.
lol. That's quite a comparison. You do know how OP Minato is right? Minato's blink has infinite range. lol.
the sound effect for her multi dagger throw is trigger worthy, that shit sounds like a arrow being shot like wtf
yea but for that he need his dagger to be at a certain area so that would work if he had kunai placed in a specific position beforehand
Is it just me or is the quality of this vid really bad?
Looks like Idris on steroids…
Come on SEMC another broken hero on launch who'll be permbanned for the next month till they're patched! What's the point of even wasting ice getting them when everyone will ban them if they're broken.
quality is fine for me, idk why but sometimes twitter automatically lowers vid quality
Looks more like Kensei with Range… but yeah that's what it'll be. Another OP hero to moneygrab off noobs before it gets nerfed next patch.
dont buy the new heroes with ice. you wont be able to play them in ranked unless they are bad or mediocre on release. also keep in mind that those vids are always made to get the new hero look good. this might not be an actual demonstration of her in real gameplay.
Personally I think OP new heroes are better then bad ones. That way the meta changes and people actually play that hero. Otherwise you end up with heroes like Ozo, Baron, Alpha. Even if they're good no one would play them much because of bad release. They need to be really OP for people to play them. Alpha is kind of an exception in low and mid tiers as she's kinda noob-killer but still unless she's really broken she's mostly ignored in high tiers. And if a new hero is OP they'll be changed soon enough. At least it's a change.


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This part number can be purchased as a single license or as multiple licenses with a single activation key. Please see the Modular Smart Array sa QuickSpecs for additional options and configuration information at: Series Sign in to comment Be respectful, keep it civil and stay on topic. The highly manageable 1 processor, 1U server is ideal for single-application IT infrastructure, web and edge-of-network applications. HP Factory Express offers configuration, customization, integration and deployment services for HP servers and storage products.
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Home Entertainment by Geoffrey Morrison 1 day ago.
HP ProLiant DL G5p – Xeon E 3 GHz – 1 GB – 0 GB Overview – CNET
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HP Insight Dynamics – VSE suite for ProLiant servers, a product option, is an integrated command center that enables you to continuously analyze and optimize your adaptive infrastructure. Check whether your photos were exposed in latest Facebook bug The social network announced that some users' unpublished photos were potentially exposed. For best performance, HP recommends dual-bank interleaved mode configurations.
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Customer will receive a printed license entitlement sl320 via physical shipment.


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Search for positions by entering key words in search box below. Use left side navigation to filter by Region, Job Category, Job Type or Salary.
CLOSE DATE: Friday, October 16th, 2020
$2,728.00-$3,316.00 Bi-weekly
(New employees should anticipate being hired at the beginning of the salary range.)
A complete application packet must be received in the Glenn County Personnel Department by 5:00 P.M., Friday, October 16th, 2020
Public Information Representative I-II (Web & Social Media Coordinator), Planning, Building & Code Enforcement- 2000853 (20043631)
Please note that applications are currently not accepted through CalOpps or any other third-party job board application system. To apply, applicants must complete an application via the City of San Jose's website at www.sanjoseca.gov/citycareers.
Administration & Accounting Supervisor (20042266)
The County of Yuba is currently recruiting for an Administration & Accounting Supervisor in the Community Development Services Agency (CDSA). This position will supervise front counter staff and interact with clients. Under general direction the incumbent will plan, organize, coordinate, supervise and review technical and specialized accounting, financial, budgetary, statistical, and office support activities; perform a variety of technical tasks relative to assigned area of responsibility; perform difficult, complex and specialized accounting and administrative activities and perform
The County Manager's Office (CMO) is seeking qualified applicants for the position of Principal Management Analyst. This is an excellent opportunity to join a committed team of hard-working, intelligent, and innovative professionals.
Accounting Technician I (Utilities) (20038941)
Employment Opportunity
City of St. Helena, California
Accounting Technician I
(Utility Billing)*
Salary Range: $54,713—$64,453 annually*
The City of St. Helena has an exciting opportunity to fill a position in the Finance Department. This is a great opportunity to become part of a Customer Service focused team of dedicated individuals that take pride in serving the local community.
The Position
The City of Union City is seeking a highly experienced financial leader to help guide the City during a unique time of challenges and opportunities. Union City, like all communities throughout the country, is facing a substantial impact from the Coronavirus and the new Assistant City Manager/Chief Financial Officer (ACM/CFO) will be expected to provide strategic leadership guidance, organizational expertise and a high level of financial acumen to help the organization successfully meet those challenges.
"This is a continuous recruitment which can be closed at any time without notice."
The City of Chowchilla is seeking a Transit Driver I / Dispatcher,
Candidate must have basic arithmetic skills, speak both English and basic Spanish and have general office procedures knowledge .


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Albemarle Eurofund
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Students reflected on their experiences of living in different countries and shared how their views were broadened and they learned to adjust to them. World traveler Cannon Curtis shared his passion for discovering new things and advised students to make international friends at BYU–Hawaii.
A self-proclaimed "island boy," Maheono Ly shared how his island mentality changed when he visited big cities. Mongolian student Onon Dalaikhuu shared how shocked she was by natural, legal and cultural differences in various countries.
Discovering through traveling
Curtis, a junior from Arizona majoring in history education, said he has been to 14 countries, including Japan, Thailand, Cambodia, Vietnam, New Zealand, Mexico, Dominican Republic, Costa Rica, France, England, Portugal and Spain.
Curtis said traveling is his hobby, and he saves up to travel. He shared he usually does budget-friendly traveling by backpacking and staying in youth hostels. His father loves traveling and usually travels with him. Curtis said he usually stays 5-21 days in each country. He is learning Mongolian and Spanish.
Curtis shared he goes through culture shock while traveling. "Visiting in foreign lands and hearing languages I don't know are sometimes intimidating. However, it is exciting to learn about new cultures, try new foods and discover new places." Curtis highlighted how traveling helped him to be open-minded and to not judge others by stereotypes.
He travels to different countries each summer, and his plan was to travel to Mongolia or Africa this summer. However, he said he may not travel there due to the global pandemic COVID-19.
Curtis said one of the biggest reasons why he chose BYUH was the diversity. He has made friends from different countries and wants to visit their countries after his graduation.
He advised students to reach out to students who are from outside of their culture and make as many friends as possible. He said studying at BYUH is a great opportunity to discover other cultures and people.
Island lifestyle vs. city lifestyle
Maheono Ly, a senior from Tahiti majoring in finance, has been to France, Mexico, New Zealand, Fiji, England, Switzerland, Italy, Hawaii, Las Vegas and New York.
Ly grew up on a small island, Nuku-Hiva, with 3,000 people. Ly shared his parents worked for the French government, and every two years the French government would give them free tickets to travel to France.
"I have been in France nine times. Visiting France was a very new experience for me. French cities and the amount of people in the street were so different."
He also visited his in-laws in New York. "Walking on a sidewalk in New York was just crazy. So many people are everywhere, and they don't care about you and push you sometimes. I never felt social anxiety until I visited New York."
New York is a good place to visit, but not to live, he said. He was impressed with the variety of the foods and things to see. "The lifestyle is too fast. I may die of anxiety and depression if I live there," he said with a laugh.
Ly said he served his mission in Las Vegas, and it too was an eye-opening experience for him. "While I was serving in the mission, I found out Americans do not have much understanding about the world. People used to ask weird questions like, 'Do you have a toilet in your home country? Do you have electricity?' and so on."
While he was serving his mission, Ly helped a homeless man and learned not to trust strangers. "A homeless man told me that he was a war veteran, and he needed money to get his license to get his pension. I trusted him and gave $200 and my bike. He promised to give it back, but he never did."
Ly shared ever since he was young, he was taught by his mother if he had something he should share it because what is his is actually the Lord's. "I always believed in the good in others. Then I realized that I was not exposed to evil that much and had a childish mind set." He said the experience helped him to be more careful interacting with others.
"I am still friendly with everyone, but not naive anymore. On islands everyone knows each other and treats each other nicely. However, in the bigger cities, people don't trust each other and are not nice all the time." He said he loves living in Laie because it is a perfect mix of island and city life styles.
Ly said he noticed people who live in bigger cities, whether it is in the United States, France or Mexico, focus on their own lives, and do not know much about outside of their bubble.
Shocking differences
Onon Dalaikhuu, a sophomore from Mongolia majoring in human resources, said she has been to the Philippines, Hong Kong, India and the United States.
Dalaikhuu said the countries she visited had different weather, and it was difficult for her to adjust in the beginning. "Mongolia is a cold and very dry country while all the other countries I visited were hot and humid and never experienced winter and snow."
She also shared in countries she has visited, fear and the threat of natural disasters were much higher than in her home country. "Mongolia is a landlocked country, and we do not experience natural disasters that much. But living on an island and facing my first hurricane season was scary. I never felt that a natural disaster was a real threat to my life," she said.
Dalaikhuu said while she visiting other countries, she compared and analyzed what her country needs to develop. The first thing she noticed was medical and living expenses, she said. "I was pregnant when I traveled to India and wanted to know the gender of my baby. I paid $500 for the ultrasound check, but the doctor didn't tell me the gender because the law forbids it."
She said she found out that India banned prenatal sex determination in 1994 to prevent sex-selective abortion. "I begged the doctor to tell me because I am Mongolian, but the doctor said I was in India and had to follow the law." From this experience she learned to respect and follow the laws and customs of the country wherever she goes, she said.
Dalaikhuu shared Laie is the most peaceful place she has ever lived, and the weather is nice. "In Laie, I never feel like I am living in a foreign land. I just feels like I am at home."
She also said, "Americans are very polite, always treat each other nicely and work hard. I thought maybe it is one of the reasons why their country is well developed."
Dalaikhuu said she also traveled around Mongolia and wants to travel to more countries. One of her dream destinations is seeing the seven wonders of the world. "I already saw the Taj Mahal and am saving up to see the other six."
Since the global pandemic COVID-19 started, she now feels the whole world is just one family, Dalaikhuu said. "Life is so short, and we have so many things to do. No matter where we live, if we love and serve each other as the Lord commanded, we can be happy and live in peace."
Dalaikhuu said studying at BYUH and living abroad helped her to see opportunities and business ideas she can do when she goes back to Mongolia. "I realized that the Mongolian market has so many spaces for new businesses. I want to build a human resource consulting company when I go back."
Adobe Spark version of the article: https://spark.adobe.com/page/Se6HBlT1QomtY/


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Action and spectacle: two of the biggest attractors for movie watchers in the modern era. When done right, a blockbuster can be just as effective as any other piece of cinema. The beauty of motion pictures is that many genres and styles are able to co-exist, including those with a much slower pace. Written and directed by Joanna Hogg, The Souvenir is a new release that deliberately takes its time to unfold a beautiful coming of age drama.
The narrative follows Julie, a young film student, struggling to maintain a troubled relationship as she attempts to find her way through life. Honor Swinton Byrne plays the previously mentioned lead with Tom Burke as her partner Anthony and Tilda Swinton as her devoted mother.
This is not a film for everyone. It has an incredibly slow pace that some will lose interest in quite quickly. The story on display is one that depicts the lives of truly real individuals. While not based on actual events, these people do exist somewhere. Although this may not be attractive to viewers looking for a fantastical escape, there is a deeply affecting emotional journey for those accepting of a measured experience.
Faithfully genuine, this is a character study that takes us through a chapter of a young woman's life. Led by fantastic performances that are able to demonstrate thoughts and feelings through simple scenes of conventional interaction, we are given a window into the world of characters that many of us will relate to (for better or worse). Knowing exactly what it is and using its confidence to deliver an unhurried approach, each soft beat of the tale is systematically laid out before our eyes.
There is no grand pay off to be found here, nor is there huge reveals to end each act. Indeed a section of the audience may consider this a negative, thinking that the runtime is not worth the end result. However, paying simple attention will reveal the layered allure of a film that may seem simple on the surface.
Well made in every regard, director Joanna Hogg has put together a fine example of filmmaking proficiency. Excellently structured with arthouse DNA flowing throughout, the technical aspects thrive on top of the well-written script. A special commendation must be made to cinematographer David Raedeker as this is one of the best shot movies in recent memory. Able to frame a normal room with the beauty of a renaissance painting, the photography throughout is absolutely gorgeous.
The Souvenir is a film that rewards those committed to the purposeful human experience offered. A beautifully honest piece of cinema following normal people in a normal world, this is a movie that many will adore. Made without flash or spectacle, what we have been given here is something unquestionably special.


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Background: British Association of Thyroid and Endocrine Surgeons defines post-operative hypocalcaemia as adjusted calcium of < 2.0 mmol/l; late hypocalcaemia as the ongoing requirement for calcium/Vitamin D supplements at 6 months; permanent post-surgical hypoparathyroidism (PSHP) at 12 months. The incidence rates of late hypocalcaemia are 6.512.1% and PSHP is 0.9%4.5%.
Objective: To evaluate PSHP incidence rate in total thyroidectomy patients beyond 12 months post-operative period.
Methods: A list of consecutive total thyroidectomy cases was obtained from Histopathology department from 2010 to 2017 and retrospective evaluation of electronic records was undertaken. Adjusted calcium recorded at least 12-months post-operative period was considered.
Results: Over 8-year period, Out of 507, n=201 patients had total thyroidectomy; rest excluded due to lack of data or erroneous coding. n=58 post-operative hypocalcaemia (incidence 28.9%); n= 21 (19F:2M)(incidence 10.4%) developed PSHP; mean follow-up 6.02 years. At diagnosis: Mean age 48-years; mean BMI 27.7 wt/ht2; mean adjusted calcium 1.84 mmol/l (2.102.60); mean Parathormone 1.23 pmol/l (47); mean Vitamin-D 42 pmol/l (>50 is normal). 94%(19/21) treated with Vitamin D analogues (86% alfacalcidiol, 8% calcitriol) with or without calcium salts.
Discussion: Our retrospective analysis identified higher incidence rate of permanent PSHP (10.4%) similar to 2012 BAETS national audit (12.1%). Temporary hypocalcaemia incidence (28.9%) was similar to majority of studies (2346%). Female sex, extended neck dissection, post-operative iodine ablation in thyroid cancer was identified as risk factors for PSHP. >60% had not had calcium level checked after 12 months and therefore unable to ascertain current calcium status.
Learning point: We feel that the incidence rates of permanent PSHP is higher than quoted in literature. Missed diagnosis can result in considerable morbidity and is potentially fatal. Close monitoring of calcium is recommended for a minimum period of 12 months to optimise detection and for timely management.
11 - 13 Nov 2019
Society for Endocrinology
British Endocrine Societies


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My Photo Journal
Camping - California Dreamin
Luna always trying to wiggle her way into the driver's seat to be with Evan.
Mountains and turbines along the I-10 near Palm Springs, California.
Luna attempts to swim in Lake Elsinore, CA.
She does know how but prefers not to swim.
Camping & cooking at Lake Elsinore Marina & RV Resort.
Tent pitched right along the beach and had a fantastic meal of salmon, potatoes, and asparagus.
Luna sleeping at her first race at Lake Elsinore Motorsports Park.
Exploring the tidepools at Cabrillo National Monument. Luna was very confused and did NOT like the waves splashing on us.
Afternoon lunch in San Diego at Shades Oceanfront Bistro.
I had a delicious salmon burger. Luna even ate with us and had a ham popsicle! :D
Beautiful sunset & lots of new friends for Luna to meet along Dog Beach in San Diego.
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Camping trip entry #1 - Prescott Wilderness
- No Comments


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First Martians Pre-Order NOW!
Posted by Portal Games on 2017-01-16 - 37 views
The wait is OVER! We've opened pre-orders for First Martians and we couldn't be more excited! To say there has been a lot of buzz over this title would be a massive understatement. When we announced it in 2015, you immediately started asking for more details.


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California Governor Helps Employers By Vetoing Several Pending Bills
California Governor Arnold Schwarzenegger had until midnight, October 14, 2007 to act upon all of the legislation that had been pending on his desk. That deadline has now passed, and Governor Schwarzenegger used this time, at least in part, to convey his support for employers within California.
While noting that "California has the strongest employment leave and workplace protection laws in the country," Governor Schwarzenegger returned without signature three bills aimed at expanding employees' rights to take time off. Assembly Bill 537 would have expanded the circumstances under which an employee is entitled to take leave under California's Family and Medical Leave act to include: (1) time off to care for an ill child, regardless of the child's age or dependency status; (2) an expanded definition of the term "parent" to include the employee's parent-in-law; and (3) time off to care for an employee's ill grandparent, sibling, grandchild or domestic partner. Similarly, Senate Bill 727 would have expanded the definitions of individuals who are eligible for temporary disability insurance benefits. Senate Bill 549, if passed, would have required all employers to provide eligible employees with up to four days bereavement leave.
Other laws that Governor Schwarzenegger vetoed include:
Senate Bill 836, which would have expanded workplace protections to include "familial status" as a basis upon which employers could not discriminate or retaliate against employees.
Assembly Bill 1707, which would have provided for a $750 penalty against all employers who do not meet certain delineated requirements regarding providing current and former employees the opportunity to inspect and make copies of their personnel files.
Senate Bill 622, which in Governor Schwarzenegger's words would have created "new and redundant exposure to litigation [and] may cause businesses to avoid use of the independent contractor model even where it may be appropriately utilized."
Assembly Bill 435, which would have allowed employees to recover liquidated damages in minimum wage complaints brought before the Labor Commissioner.
Assembly Bill 504, which would have required employers to pay restitution to striking employees under certain, newly-delineated circumstances.
Assembly Bill 8, which would have, among other things, imposed a tax on small employers who could not afford to provide health insurance coverage to employees in order to fund health care coverage for those who do not currently provide insurance benefits.
These are just a few of the 214 bills that Governor Schwarzenegger vetoed during 2007. During 2007, he also signed 750 bills into law. These are just some of the laws impacting employers that were acted upon.
California Adopts Military Spouse Leave Law
Effective immediately, California employers must, under certain circumstances, provide up to ten days of unpaid leave to employees who have spouses in the military.
On October 9, 2007, Governor Schwarzenegger signed into law Assembly Bill 392. AB 392 adds a section to the California Military and Veteran's Code to permit the spouse of an individual in the military to take time off from work while the military spouse is on leave from deployment.
Who is affected?
The new law applies to all employers with 25 or more employees. To be eligible for the leave, the employee must work at least an average of 20 hours per week and have a spouse who is on active duty for any of the United States Armed Forces, National Guard or Army Reserves, in an area of military conflict.
What must an employee seeking this time off do?
To be entitled to the unpaid ten days off from work, the employee must provide notice to the employer, no later than two business days after receiving an "official notice" that the spouse will be on leave from deployment, that the employee intends to take time off from work during the leave from deployment. Further, the employee must provide "written documentation, certifying" that the spouse will be on leave from deployment.
While the statute presumes that the employee will "request" the time off, there are no circumstances specified under which the employer may deny the leave, or request that the leave be taken at some other time during the spouse's period of deployment.
Employers' Bottom Line:
There are uncertainties about this law. For example, as noted above, the law does not address whether an employer has flexibility to ask that the ten-day leave be scheduled in accordance with business operational needs. As a result, it is recommended that employers provide as much flexibility as possible when faced with requests for leave under this new law. The new law prohibits retaliation against an employee for asserting rights under this section.
California employers must provide a number of different types of leave to employees. Employers must not only provide leave for obvious reasons (such as due to disabilities, family leave, pregnancy leave, occupational leave), but also for less obvious reasons (such as substance abuse rehabilitation, attending school conferences, attending school activities, and attending adult literacy education). Failure to provide all of the necessary and legally permissible leaves can be quite costly for employers.
If you have any questions about this new law, any leaves of absence required under California law, or any other aspect of employment law, please contact the Ford & Harrison attorney with whom you usually work or the author of this article, Helene Wasserman, at firstname.lastname@example.com or 213-237-2403.
California Supreme Court Classifies Pay for Missed Meal/Rest Breaks as Wages
In the most eagerly anticipated California employment law ruling in years, the California Supreme Court has held that the "one hour of pay at the employee's regular rate of compensation," which employers must provide employees for each day they miss the statutorily mandated meal break is to be considered wages. As such, claims for failure to provide meal periods are subject to the three-year statute of limitations applicable to violations of California's wage laws.
In Murphy v. Kenneth Cole, the California Supreme Court addressed the issue that has fast become one of the "hottest topics" in the area of California wage and hour law. Under California law, all employees must be afforded the opportunity to take a ten-minute paid rest break for every four hours the employee works. Additionally, all employees must take a thirty-minute, uninterrupted, unpaid meal break for every five hours of work. There are two exceptions to this requirement: one for employees who work fewer than six hours who voluntarily waive their meal period, and one for employees who work in positions where they cannot be relieved of all duty and who voluntarily execute written meal period waivers. If employees are not afforded the opportunity to take their rest breaks, and if they do not take their mandatory meal breaks, they are entitled to receive one hour of pay, at their regular rate of compensation, for every day on which they miss their rest and meal breaks.
At issue in Murphy was the characterization of that "one hour of pay" the employee is provided. While recognizing that a tangential effect of the requirement to provide the sum to the employee is to modify employer behavior, the Court held that the primary reason for the requirement is to compensate the employee for the fact that he or she was not provided the unpaid, uninterrupted thirty-minute meal break.
This case establishes, yet again, the importance of making certain that employers comply with all wage and hour requirements. The financial ramifications for non-compliance can be astronomical. California wage and hour law is very different from the federal FLSA, so simply complying with the FLSA is not enough to protect employers from significant exposure in California. If in doubt, please have your wage and hour practices reviewed by experienced California employment counsel.
If you have any questions regarding this decision or California labor or employment-related issues, feel free to contact any attorney in Ford & Harrison's Los Angeles office or the author of this article, Helene Wasserman, firstname.lastname@example.com, 213-237-2403.
Court Permits Employers to Satisfy Statutory Reimbursement Obligation By Paying Employees Enhanced Compensation
The California Supreme Court recently held that an employer can meet its obligations to indemnify its employees for expenses by paying employees an enhanced compensation that takes the expenses into account. See Gattuso v. Harte-Hanks Shoppers, Inc. (11/5/07).
In this case, the plaintiff, Gattuso, worked as an outside sales representative for Harte-Hanks and sued his employer on behalf of himself and others similarly situated, seeking indemnification under California Labor Code Section 2802 for expenses incurred in using his own automobile to perform employment duties. Under Section 2802, employers are required to indemnify employees for expenses necessarily incurred in the discharge of employment duties. Harte-Hanks argued that it satisfied its obligations under Section 2802 by paying the outside sales representatives higher base salaries and higher commissions than it pays to inside sales representatives. The higher salaries and commissions are intended to compensate for the automobile expenses.
The Court noted that there are three different ways in which employers can reimburse employees for automobile expenses: 1) the "actual expense method," under which the employee submits detailed and accurate records regarding the various expenses that are to be reimbursed, including maintenance, repairs, insurance, fuel, and the like; 2) the "mileage reimbursement method," under which the employee keeps track of all miles driven to perform job duties, and the employer and the employee determine the appropriate mileage reimbursement to encompass all of the automobile expenses; and 3) the "lump sum payment method," which was the one at issue in this case.
Under the lump sum payment method, the employer pays a fixed amount for automobile expenses. It can be determined "per diem," or it can be considered a car allowance or gas stipend. The amount is based upon a thorough understanding of what the employee does, where the employee drives, etc. The Court held that Labor Code Section 2802 permits an employer to use the lump sum method to reimburse employees for automobile expenses, provided the amount paid is sufficient to provide full reimbursement for actual expenses necessarily incurred. Additionally, the employee must be permitted to challenge the amount of the lump sum payment as being insufficient.
Further, the Court held that an employer using the lump sum method and increasing the employee's base or commission compensation to account for reimbursement of automobile expenses must provide some method or formula to identify the amount of the combined employee compensation payment that is intended to provide expense reimbursement.
This case provides yet another look at California wage and hour law. Whether it is reimbursing employees for automobile related expenses, or other regularly recurring expenses, employers must be aware of their legal obligations. If employers are not aware of what is required of them, the results can be disastrous.
Should you have any questions about this or any other issue related to employment law, please contact the author of this article, Helene Wasserman at email@example.com or 213-237-2403 or the Ford & Harrison attorney with whom you usually work.
California Court of Appeal Provides Some Hope to Employers Battling Meal and Rest Break Claims
In a well-drafted, yet currently unpublished decision, the California Court of Appeal for the Fourth Appellate District (San Diego County) issued an order that, if published or followed in published decisions, will ease the tremendous burden currently placed on California employers related to meal and rest break claims. In Brinker Restaurant Corporation v. Superior Court of San Diego County (October 12, 2007), the appellate court reversed the trial court's order certifying a class action, based on the trial court's erroneous interpretation of the law.
Brinker operates 137 restaurants within California. The purported class was made up of current and former hourly employees of Brinker's restaurants. These employees asserted several claims, including claims for violation of California's rest and meal break laws, as well as other wage and hour violations. Specifically, the employees claimed that Brinker violated California law by not specifically scheduling rest breaks in the middle of each work period. Further, the employees asserted that Brinker violated California's meal period law by allowing "early lunches" and by not "ensuring" that employees take their meal break. Further, the employees claimed that they were forced to "work off the clock" and that Brinker engaged in a practice of "shaving time" from the payroll records to reflect less than a five-hour shift. The trial court ordered the classes certified.
Concluding that the trial court's order was based upon erroneous assumptions, the Court of Appeal vacated the order certifying the class. The Court of Appeal held that without the trial court's erroneous assumptions, many of the claims were not susceptible to class treatment because they were based on an individualized assessment of the facts.
In analyzing the rest period claim, the Court relied upon the language of the IWC Wage Order 5-2001 to conclude that "(1) employees need be afforded only one 10-minute rest break every four hours 'or major fraction thereof' . . .(2) rest breaks need be afforded in the middle of that four-hour period only when 'practicable,' and (3) employers are not required to ensure that employees take the rest breaks properly provided to them . . . ." The Court further explained that, had the trial court reached those conclusions, there would be a determination that only individualized claims exist and, thus, class certification would be improper.
In analyzing the meal period claim, the Court addressed two separate issues. One argument presented by the employees related to Brinker's "early lunching" policy, under which Brinker allegedly required its hourly employees to take their meal periods within the first hour of their shift, and then the employees would be required to work in excess of five hours, potentially up to ten hours, without an additional meal period. The employees argued that this violated the labor code, which the employees interpreted as requiring an employer to provide a meal break for every five hours of work. Applying what it called "common sense," the Court reasoned that an employer must provide a 30-minute meal break to employees who are permitted to work more than five hours per day, but need not provide a meal break for every five hours of work.
The second issue relating to meal periods addressed whether an employer is required to ensure that employees take their meal periods. The Court did not rule on this issue because the trial court had failed to decide it. However, the Court identified the issue and noted that under the language of Labor Code Section 512, the question is whether employers are required to ensure that employees take meal breaks, or, rather, whether employers must simply make the meal break available. In instructing the trial court regarding how it believed the trial court should address the issue on remand, the Court cited to the dictionary definition of the term "provide," meaning, "to make available."
Further, the Court cited to the recent federal court decision in White v. Starbucks, 497 F.Supp.2d 1080 (N.D. Cal. July 2, 2007), in which the court concluded that "the California Supreme Court . . .would require only that an employer offer meal breaks, without forcing employers actively to ensure that workers are taking these breaks," and it stated that "the employee must show that he was forced to forego his meal breaks as opposed to merely showing that he did not take them regardless of the reason."
With regard to the "off the clock" and "time shaving" issue, the Court simply noted that the trial court needed to conduct a more detailed inquiry as to whether the elements of those claims were met before determining that they were appropriate for class certification.
Employers should remain cautious, but optimistic, in light of this ruling. It is not a published decision, so other courts are not required to rely upon it, nor can it even be cited to courts rendering decisions on these issues. However, efforts are being made to request publication of the decision. In any event, this decision is good news in that it may reflect how other courts, when faced with similar issues, would rule.
California wage and hour law is constantly changing and being reinterpreted. That is why it is vital that all employers with operations in California have their wage and hour policies and practices audited by California counsel experienced in the area of wage and hour law. Should you have any questions about this article or any other area of California employment law, please contact the author of this article, Helene Wasserman, at email@example.com or (213) 237-2403.
California Department of Fair Employment and Housing Approves Sexual Harassment Training Regulations
It took more than a year, but regulations have finally been approved to give employers guidance regarding their obligations to provide sexual harassment training pursuant to California Government Code Section 12950.1 ("AB 1825").
As we previously reported in our November 2004 California Management Law Update, as of January 1, 2006, all employers with 50 or more employees are required to conduct mandatory sexual harassment training of all supervisors. The training must be at least two hours in length and must cover certain specific topics. Each supervisor must be trained at least every two years, and a newly hired or newly promoted supervisor must be trained within six months of assuming supervisory roles.
While the statute provided some information, there were substantial gaps in the legislation, which required significant interpretation and "tea leaf" reading until the regulations were finalized. Many of those questions have now been answered.
Who is a Covered Employer?
The regulations define covered employer as one having 50 or more employees. To determine whether an employer has 50 or more employees, you need to count all full-time and part-time employees, as well as contractors. Additionally, if an employer has had 50 or more employees in 20 or more consecutive weeks in the current or prior year, that employer is required to provide the training. Significantly, not all of the employees must be located in California. So, if an employer has 10 employees in California and 40 employees in other states, that employer must comply with the requirements of the statute and regulations.
Who is a Supervisor?
Another term that has now been defined is the term "supervisor." A supervisor, for purposes of this statute, is anyone who has the ability to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward or discipline other employees, or direct them, or adjust grievances or effectively recommend that action. A "supervisor" is one who utilizes independent judgment. Significantly, employers are only required to train supervisors located in California. Although language was proposed that would have required training anyone who supervised employees in California, even if the supervisor was not located in California, that language was ultimately rejected.
What Types of Training are Permitted?
Much was discussed about what form the training must take and who is qualified to conduct the training. The regulations approve live training, e-training, and webinars/webcasts, but dictate certain requirements for each. All of the forms of training must include questions that assess learning, skill-building activities assessing understanding, and numerous hypothetical scenarios with questions.
Live Training: Of course live training, by a trainer as defined below, is always permitted, provided it meets the other requirements set forth.
E-Learning: The regulations expressly permit "e-learning." If an employer elects to use an "e-learning" program, the program must be developed and approved by trainers and instructional designers. Additionally, there must be an opportunity for the supervisor to seek guidance and ask questions of a trainer, and employers must ensure that the trainer responds to the questions no more than two business days after the question is asked.
Webinars/Webcasts: Another approved method of training consists of webinars or webcasts. If an employer elects to use this type of training, it must ensure that the supervisor takes the entire program, and there must be documentation of active participation during the program, such as interactive content, questions, hypothetical scenarios, etc.
Other Programs: The regulations also provide for other "effective interactive training" programs.
Who May Conduct the Training?
To be qualified as a "trainer," the individual must be either: (a) an attorney admitted to practice in any state for more than two years and whose practice includes employment law; or (b) a "human resources professional" or "harassment prevention consultant" with a minimum of two or more years of practical experience in areas related to sexual harassment, including training, responding to complaints, conducting investigations into sexual harassment complaints and/or advising employers or employees regarding discrimination/retaliation/harassment prevention; or (c) a professor or instructor in law school, college or university, who has a post-graduate degree or California teaching credentials and either twenty instruction hours or two or more years of experience teaching employment law. Individuals who do not meet these qualifications because of they lack the requisite years of experience may team teach with a trainer, provided the trainer supervises the individual and is available throughout the training to answer questions.
What Subjects Must the Training Cover?
The regulations specify certain subjects that must be covered in the training. Mandatory training subjects include: (a) the legal definition of sexual harassment; (b) statutory provisions; (c) types of conduct constituting harassment; (d) remedies available to harassment victims; (e) strategies to prevent harassment; (f) practical examples; (g) limited confidentiality of the complaint process; (h) resources available to victims of harassment; (i) employer's obligation to conduct an effective investigation; (j) what to do if the supervisor is personally accused; (k) antiharassment policy elements; (l) how harassment complaints are filed; and (m) how to prevent harassment, discrimination, and retaliation. If an employer so chooses, it may address other forms of harassment as part of the training program.
What is Training Year Tracking?
Because all supervisors must be trained every two years, and within six months of being hired or promoted into a supervisory role, the regulations provide guidelines for how to track the training conducted. The regulations discuss "Training Year Tracking" or TYT. Using the TYT method of tracking, the training employer may designate the "training year" and retrain by the end of the next training year, two years later. Newly hired or promoted supervisors trained within six months of assuming supervisory duties may be included in next group training year, even if that is sooner than two years. Employers can shorten but not lengthen the training year.
It is the employer's burden to establish and verify that all supervisors are appropriately trained in a timely manner. To verify the training, records must be maintained reflecting the name of supervisor being trained, the date on which the training occurred, the type of training, and the name of the trainer. Training records must be maintained for a minimum of two years.
Employers' Bottom Line:
Sexual harassment training for supervisors is now the "law of the land" in California. If you have any questions regarding the new regulations or the law mandating sexual harassment training, please contact the Ford & Harrison attorney with whom you usually work or the author of this article, Helene Wasserman, email@example.com or 213-237-2403.
Construction Workers' WARN Act Claims Denied: Site of Employment Was Actual Construction Site, not Corporate Headquarters
The Ninth Circuit recently affirmed the decision of a federal trial court denying former construction workers' claims that their termination violated the Worker Adjustment and Retraining Notification (WARN) Act. The Court held that the workers were not covered by WARN because they did not demonstrate that 50 or more laid-off employees worked at a single site of employment. See Bader et al v. Northern Line Layers, Inc. (September 10, 2007).
Plaintiffs in this case were former employees of Northern Line Layers, Inc., (NLL) and worked at various construction sites across several states. While all administrative functions took place at NLL's facility in Billings, Montana, the plaintiffs did not work in administrative roles. Instead, they were construction workers, assigned to construction sites at which NLL placed employees.
As part of a merger, more than 50 NLL employees were laid off. NLL did not provide formal WARN notice to either the affected NLL employees or to the Montana State Dislocated Worker Unit. Several employees brought suit, claiming that NLL's conduct violated WARN. The trial court ruled in favor of NLL, finding that NLL's Billings office was not a "single site of employment" for 50 or more laid-off employees, as required to trigger WARN.
The Ninth Circuit affirmed. In so holding, the Court evaluated the regulations promulgated by the Department of Labor for interpretation of WARN, and specifically the regulations related to the definition of "single site of employment." In particular, given the significant number of affected employees who were construction workers working at sites remote from the Billings headquarters office, the Court evaluated the provision of the regulations related to employees who are "outstationed" or whose primary duties involve work outside of the employer's regular employment sites.
The Ninth Circuit rejected the plaintiffs' argument that all NLL employees who work outside of Billings are "outstationed," that Billings is their "home base," and that the Billings headquarters therefore is a "single site of employment for all NLL employees." The Court explained that the term "outstationed" refers to a situation where employees live for a short period of time at a certain site, departing for home when the work is done. In this case, the remote construction workers were not residents of Montana and did not, therefore, consider Billings to be their home.
The DOL comments regarding the regulations note that this provision is intended to apply to "mobile workers" who do not report to a specific office. Here, the construction workers were stationed at specific construction sites. Billings was not the "home base" of NLL's construction-site employees. The Court also determined that Billings was not the site from which these employees' work was assigned. The work was assigned and overseen by on-site project managers.
Accordingly, the former employees failed to raise a genuine issue of material fact regarding whether 50 or more people were laid off at a "single site of employment" under the WARN Act and summary judgment in favor of the employer was appropriate.
In addition to federal WARN requirements, as discussed in this case, many states, including California, have their own WARN requirements. It is essential that every employer who is contemplating a layoff or downsizing be aware of the state and federal notification requirements associated with downsizing. If you have any questions about the practical or legal implications of downsizing, or any employment law issue, please contact the author of this Alert, Helene Wasserman, at (213) 237-2403 or email@example.com.
Release Contained in Severance Agreement did not Bar USERRA Claims
The California Court of Appeal recently held that a release of rights in a severance agreement does not bar claims arising from the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). See Perez v. Uline, Inc. (12/6/07).
In this case, the plaintiff, Perez, was a Captain in the United States Marine Corps Reserves and was discharged the same day he returned to work from duty with the Reserves. The employer offered him a severance agreement, requesting that Perez execute a release in exchange for receipt of certain severance benefits. The release was sufficiently broad to encompass all potential claims brought by Perez. Perez contemplated seeking legal advice regarding the agreement, but ultimately executed the release without the benefit of legal counsel.
Subsequently, Perez sued Uline and three of its employees, asserting various claims, including claims for defamation, failure to pay overtime, wrongful termination and breach of contract. Perez' wrongful termination and breach of contract claims were based on the theory that he was removed from his position solely because "he was apt to be called to active duty and was, in fact, absent for one week due to a military obligation."
The trial held that the severance agreement validly released all of Perez' claims. Perez appealed and the Court of Appeal affirmed the trial court with regard to Perez' claims for defamation and labor code violations. However, the Court of Appeal reversed as to Perez' USERRA claims.
Reading the language of USERRA literally, the court noted that "a contract may not limit the protections of USERRA, which prohibits termination of employment based on membership in the military or performance of military service." Thus, the court concluded that the severance agreement was not a valid waiver of Perez' rights under USERRA.
Just as the California legislature recently enacted legislation protecting the spouses of members of the military who request time off when their spouses are home from deployment, this decision illustrates the extent of protection provided to members of the military under USERRA. It is important for employers to recognize that a separation agreement waiving claims relating to an individual's employment or termination may not bar claims brought under USERRA.
If you have any questions regarding USERRA, separation and release agreements in general, or any other topic related to employment law, please contact the author of this article, Helene Wasserman, at firstname.lastname@example.com or 213-237-2403, or the Ford & Harrison attorney with whom you usually work.
Helene Wasserman, a partner in our Los Angeles office, authored of all of the articles in the December California Management Update and is also one of the editors of this newsletter. She frequently writes and lectures on a variety of employment related issues and often is quoted in publications discussing employment related topics. More information regarding Helene's background and experience is available on our web site at http://www.fordharrison.com.
Helene is also the host of the Employer Helpcast, which is a "one stop website" for both "nuts and bolts" employment law advice and insight into new legal developments affecting employers.


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Up NextThe Voice of the Martyrs
What's God like? How do you get to know Him? Can you know him? Can I be forgiven for what I've done? And what does it really mean to be a Christian? Ray Pritchard, president of Keep Believing Ministries, answers the basic, bedrock questions that show you have help for today and hope for tomorrow. You can have an anchor for your soul. Don't miss Chris Fabry Live.
Dr. Ray Pritchard serves as president of Keep Believing Ministries. He has ministered extensively overseas in China, Bolivia, Columbia, Paraguay, Belize, Haiti, Nigeria, Switzerland, Russia, India and Nepal. He is a frequent conference speaker and guest on Christian radio and television talk shows. For 26 years he pastored churches in Los Angeles, Dallas, and Chicago. Most recently he pastored Calvary Memorial Church in Oak Park, Ill., for 16 years. He is a graduate of Tennessee Temple University (B.A.), Dallas Theological Seminary (Th.M.) and Talbot School of Theology (D.Min.).
Chris Fabry is the host of Chris Fabry Live, one hour of spiritual encouragement from his backyard radio fence. The program challenges listeners to think biblically about their spiritual journeys. Chris is also the author of the Christy Award-winning novel Dogwood, June Bug, ECPA Christian Book Award-winner (Fiction) Almost Heaven, Not in the Heart and Borders of the Heart. He and his family live near Tucson, Ariz.
Chris Fabry Live is designed to build up the spiritual immune system of the Christian men and woman. As you walk through the journey of faith called the Christian life, you meet new people, learn new things, laugh, cry and, most importantly, grow in your understanding of God.


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The Threat From Global Warming on Nature
Global warming effects are a threat to the world that we live in. The impact of climate change is already being felt and we must work to make significant changes.
Global warming has been recognized as a threat for the past several decades. The impact of climate change is already being felt around the world foreshadowing the disastrous changes to come if global warming effects are not reversed.
The rises in temperatures felt by the people of Earth today are nothing compared to what the impact of climate change will bring in the future.
Many of our day-to-day activities are changing the planet.
Global warming effects are felt not only in the large industrial areas of the planet; they can be felt is small remote villages and unpopulated areas of the Earth also.
Our activities produce carbon, methane, and other dangerous gasses that are destroying the ozone layer, the layer of the atmosphere that protects us from the sun's harmful rays.
Chlorofluorocarbons are only one of the many ways we are destroying the ozone. Global warming effects result from these gasses as they escape from our refrigerators and our air-conditioning units. While ecological experts are not asking you to do away with all of these modern conveniences, they are asking you make good and educated choices when it comes protecting our planet.
Global warming effects can be seen in many of the major patterns in the world's weather. The impact of climate change can be seen in droughts, floods, and other forms of weather.
If you grew up in an area that now experiences significantly less snow every year you are experiencing the impact of climate change. Global warming effects can be dangerous. With major changes in weather patterns come other major problems.
Global warming effects
Without cooler weather insects will not die off each year and harmful bacteria and other organisms will grow.
These growths lead to major outbreaks of disease and the deaths of many people.
Farming and agriculture are also affected as the growing and harvesting seasons are thrown off course. The life in the seas and rivers of our planet will also feel these massive changes.
If the current outlook does not change, our planet will eventually become uninhabitable due to global warming affects. What can one individual do to combat global warming effects? It may seem dire and hopeless when presented with the above facts.
In reality, it is far from hopeless. There are actions individuals can take today that will have positive effects on the future of the planet. Global warming can be slowed only if people take a personal interest in doing so.
The impact of climate change can become more positive if every home works to become green.
Composting, recycling, and other activities are simple and do not involve major life changes.
A family of four can make a huge impact on the environment by changing the way they eat and learning to shop and eat locally grown produce.
These and other green choices will positively affect global warming.


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Bobbitt: 5'2" Giant Handling the Odds
Being the third youngest of eight children, Bobbitt accepted the heroic challenge of making a better life for herself and her family. Faced with life changing obstacles that could have broken any human being physically and emotionally, she became a successful African American female who shot up from rough surroundings in New York City. Her passion and love for the hand of basketball has helped her mature into a talented player and leader. After overcoming critics, doubters and non-supporters, Bobbitt showed that pressure continues to make diamonds and that dreams are worth chasing.
Shannon, a 5-foot-2 lady giant with a heart the size of the Grand Canyon is a two-time New York City state champion, junior college All-American, Player of Year and Hall of Famer, a two-time NCAA national Champion at University of Tennessee and was selected 15th in the 2008 WNBA draft. Her story is meant to inspire all the people in the world.


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RAFAEL BENITEZ does not believe his future will be determined by the outcome of the Champions League showdown with Real Madrid.
The Spaniard returns to the Bernabeu this evening for Liverpool's first knockout round first leg tie against the club where he spent 16 years as a player and coach.
With their Premier League challenge faltering in recent weeks, Europe has again emerged as the most likely route to silverware for the Anfield outfit.
And it means Benitez will give Steven Gerrard every chance to prove his fitness after missing the last three weeks with a hamstring tear.
The clash with Real has taken on extra significance given the current impasse over the Spaniard's contract, which has now dragged on for almost four months.
An early elimination from the Champions League would undoubtedly weaken the manager's hand
during negotiations with American owners Tom Hicks and George Gillett.
But asked if tonight's game was important to his contract, Benitez said: "I don't think so. It's an important game for the club. You know the situation and we have to wait.
"You have to judge a manager on his career, not one or two games. That's my idea. If you have to decide a manager's future on one or two games, I don't think that's the best decision."
Doubts remain over Gerrard's availability, with the player having taken part in only light training on Monday and further non-contact work in last night's session at the Bernabeu.
And Benitez has admitted no decision has yet been made over whether the skipper will be named in the starting line-up.
"We'll decide after we talk with him after training," said the Anfield manager. "It depends on the player. In the end we will talk with him and the doctor.
"Gerrard is more mature now and knows he has to give something to us. So if he is not ready, then he will say he is not ready.
"We aren't trying to hide anything. We just want to make sure the player is okay and we don't want to take any risks.
"But as always, the most important thing for us is the next game. And this is a massive game."
Benitez spent seven years at Real in the youth and reserve ranks before injury ended his playing days. He then returned to the club in 1986 to work in various coaching capacities.
But the Liverpool manager dismissed suggestions his historic Bernabeu ties have given him any extra incentive for progress.
"There are people still working here from I was last here," said Benitez, who also refused to be drawn on whether he would consider any offer to return to Real at the end of the season, when presidential elections will be held.
"I can see a lot of friends. I have people here who I have good memories with. But my motivation is just to win a Champions League game against a top side in Europe.
"I'm a professional, so I want to help my side win."


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Tara Pennington is a reformed character in Barbie in The Pink Shoes. She is voiced by Ali Liebert. Tara is a ballet dancer in a ballet school, and the troupe is practicing for a showcase for a major dance company. Tara is the troupe's perennial lead. Kristyn Farraday, another member of the troupe, admires Tara's dancing, but can never manage to dance as well as Tara can. Her father watches all of her rehearsals and performances.
At first, Tara comes out to be a bit obnoxious, always crossing her arms and watching in disgust as Kristyn would practice. But after Kristyn and Hailey return from the Ballet World, Tara gives Kristyn a pair of dancing shoes for her to use. During Kristyn's final performance, Tara cheers her on and claps her hands together in delight when she finishes. Afterwards, they hug and congratulate each other on a job well done. It is later known that she studied dance in France when she was young. In the end, Madame Natasha tells Tara that she got the role of Giselle and Dillon the role of Prince Albrecht.
Tara's known to be snobby and self-centered and wants to give her best in her performances. She accuses Dillon when the performance has flaws. In the end she is happy about Kristyn's awesome performance.She is shown to be very focused when it comes to dancing.
Physical Appearance
Tara has light skin, light brown hair and hazel eyes.
Training outfit
When she's training, she wears a black leotard, a white tutu skirt and white pointe shoes. Her hair is tied in a bun.
Perfomance outfit
In her final performance, she has the same dress as Odile. It is a black tutu with glittery golden decorative designs, white tights, black pointe shoes, and golden headbands.
Christmas Special
She wears a red tutu with white stockings and red shoes.
- "Oh! This is cutting into my rehearsal time!"
- "Of course we weren't going all out. Saving something for the show tonight. That's why those positions were so sloppy, right Dillon?"
- "Break a leg!!"
- "I'm sorry, guys, I don't want to be a downer, but I have three solos to think about, so can we some focus, PLEASE?"
- "Cause nobody will be watching...except the cow!"
- "Last rehearsal before the show, Dillon! Let's make magic!"
- "Wow! Go out there and make magic!"
- "There you are! I have been looking all over for you. Your a sive five? Well I brought you these there for last season and I wasn't about to wear them anywhere."
- "That's not the cherography. What's she doing?"
- Tara is the real world counterpart of Odile.
|Barbie in The Pink Shoes
Quote: "Listen to the beat of your heart and keep on dancing"
Media: Barbie in The Pink Shoes | Land of Sweets
Characters: Kristyn Farraday | Hailey | Tara Pennington | Odile | Hannah | Dillon Matthews | Prince Siegfried | Madame Natasha | Snow Queen | Sugar Plum Fairy | Cygnets | Rothbart | Peasants | Madame Katerina | Berthe | Queen Vera | Prince Albrecht | Hilarion | Ballet Scouts | Nutcracker | Mr. Pennington | Thorpe
Objects: Pink Shoes
Locations: Ballet World | Siegfried's Castle | Snow Queen's Palace
Songs: "Keep on Dancing" | "John Jacob Jingleheimer Schmidt"


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Derby County progressed to the Emirates FA Cup Fourth Round after a 1-0 victory over Premier League Crystal Palace at Selhurst Park with Chris Martin applying a fine finish for the only goal of the game.
The Rams' striker was on the end of a brilliant cross by Jayden Bogle from the right-hand side in the first half, with the pair being two of nine changes in Phillip Cocu's side from the 2-1 Sky Bet Championship victory over Barnsley on Thursday night.
Tom Huddlestone returned to action after a lengthy spell out with a hamsting injury and the midfielder was on the receiving end of a headbutt from Luka Milivojevic, who was shown a red card midway through the second half to reduce the hosts to ten men.
Despite late pressure, Derby held strong to progress to the next round with a deserved win.
Youngsters Louie Sibley and Morgan Whittaker also started for the Rams while Wayne Rooney and Curtis Davies were the only two players to be named in the starting line-up again following the Barnsley meeting.
The Premier League side were first to get a look in at the goal after just three minutes, only to be denied by a great save by Kelle Roos. Palace youngster Brandon Pierrick burst into the area before switching to his left foot to unleash a low shot, but the Rams' shot-stopper met it with his foot before safely grabbing the ball.
The Eagles failed to create many clear-cut chances from there, while the Rams built comfortably into the game and found themselves in great positions, but just not quite finding final chance. Young midfielder Sibley looked bright, curling an effort just over the crossbar after 18 minutes before making two galloping runs down the middle of the pitch, while Huddlestone and Rooney supplying some brilliant balls forwards.
The good build up accumulated in a fine finish to give the Rams the lead in the 32nd minute. Bogle received the ball down the right of the area and beat his marker, Jairo Riedewald, to send a pinpoint cross towards Martin at the back post. The striker took his chance well with the outside of his foot to nestle the effort into the far bottom corner.
The hosts piled on the pressure following the break looking for the equaliser. After five minutes, a cross was half-cleared to James McCarthy who took aim, and his deflected effort was palmed away by Roos.
After the Rams' defence rode out the early pressure for the opening ten minutes of the half, Derby went back on the attack and came close to doubling their lead with back-to-back chances. Bogle and Martin looked to combine again with the full-back pinging a long ball across to the forward infront of goal, but his header was comfortably saved.
Just moments later, it was Bogle looking to turn scorer when he was on the end of a cross by Tom Lawrence. The defender was at the back post in a perfect position, but his header hit the ground and bounced just wide of the far post.
The Eagles were reduced to ten men midway through the second half after referee Michael Oliver overturned a yellow card and produced a red card for Milivojevic after a lengthy VAR review. After Huddlestone dispossessed the captain on the halfway line, he kicked out at the Rams midfielder while he was down then headbutted Huddlestone.
The Rams were able to withstand the late pressure from the Eagles, although they did go close to a second when substitute Martyn Waghorn hit the post with a fine shot from inside the box, and moved on to the next round of the FA Cup following an impressive and controlled display.
Crystal Palace: Hennessey; Kelly, Cahill, Milivojevic (C), Riedewald (Woods, 76); Pierrick, McCarthy, Kouyate, Meyer (McArthur, 38); Ayew, Wickham
Unused Subs: Henderson, Tomkins, Kirby, McGregor, Daly
Derby County: Roos; Bogle, Davies, Forsyth, Malone; Rooney, Huddlestone Knight (Bird, 75); Whittaker (Holmes, 72), Sibley (Waghorn, 90), Lawrence; Martin
Unused Subs: Ravas, Wisdom, Jozefzoon


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The WWE Universe felt horrific after seeing the brutal beating on Dominik Mysterio by Seth Rollins and Murphy. However, CM Punk was in the mood for some banter.
On the latest edition of Monday Night RAW, Dominik and Seth Rollins signed their contract for WWE SummerSlam. After a heated war of words and signing the contract, Seth Rollins took the extreme way to deal with Dominik.
Rollins and Murphy would soon use their two on one advantage and tie Dominik to the ropes after Rollins' win over Carillo. Rollins and Murphy would have a kendo stick each and give Dominik the beating of his life.
Post that brutal beating to Dominik, his concerned father Rey Mysterio sent out a warning to Seth Rollins. CM Punk then gave a suggestion.
Everyone in the WWE Universe agreed with that tweet.
Interestingly, CM Punk and Rey Mysterio were in a heated rivalry in 2010.
The two would face each other at the WWE Over The Limit pay-per-view. The match was a straight edge society pledge vs hair match between the two future legends.
Mysterio would defeat Punk in the match. The master of the 619 would shave the head of the leader of Straight Edge Society.
Fast forward to the afternoon on 11th August and WWE on Fox sent out a tweet. The page posted about Punk's comments on Mysterio earlier in the day.
Punk would then respond to WWE on FOX Twitter, saying this.
There have been a few rumors about members of Retribution. However, none of them have been linked with CM Punk. Punk is a man known for his outspoken and honest qualities. He lives by the straight edge lifestyle.
In WWE as well, Punk was the rebellious one. Due to this nature, one of the nicknames Punk had was the voice of the voiceless. As of now, The Retribution group members look like NXT talents and no one has shown a shade of CM Punk.


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UPDATE: Scented with the decrepit, rare Corpse Lily expected to bloom Friday at CSULB
Cal State Long Beach botany technician Brian Thorson describes the smell as "worse than roadkill," but when "Phil" blooms this week on campus, it will be a sweet reward after 10 years of careful cultivation.
Thorson, the university's botanical curator, expects the rare corpse lily to bloom Thursday or Friday at the latest, permeating the immediate area with the noxious smell of decomposing animals or rotting flesh.
"The intensity is so strong it can make you feel sick," he said.
The species, Titan Arum, blooms only once every seven to 15 years and lasts for about 24 hours. It is native to the rain forests of Sumatra and is billed as the world's largest flower, but it is technically an "inflorescence," or a cluster of flowers.
It can reach more than 6 feet in height when it blooms, opening to a diameter of 3 to 4 feet. When in one of its ultra-rare blooms, it gives off the stench of rotting flesh, attracting insects that pollinate the flowers deep inside.
Thorson has been caring for this flower, which he nicknamed Phil after his late botany professor Dr. Philip Baker, since 2009. This will be Phil's first bloom.
"Laura," the campus' other corpse flower, bloomed in 2015. Baker said the flowers require careful tending, including yearly repotting.
"It's a special feeling when you've nurtured something for this long and it finally rewards you," he said.
The flower was first displayed in the United States in 1937 at the New York Botanical Garden.
Want to see the corpse lily?
Phil will be on display today through Friday from 9 a.m. to 4 p.m. in the corridor between HSCI and MLSC. Check here for updates on the bloom. Parking is free this week for commencement. Here is a campus map.
City News Service contributed to this report
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This is the example we've already used at the top of this page. Be careful not to draw "false" isomers which are just twisted versions of the original molecule. In some instances, the exact nature of the substituent is unimportant.
For example, both of the following are the same molecule. The functional group carbon chain-O-H is present in both of these compounds, but they are not the same. The green hydrogen atom in 2-methylpropane is bonded to a carbon atom bonded to three other carbon atoms.
If you think you can find any others, they are simply twisted versions of the ones below.
This is easier to see with specific examples. At the same time, you would have to move a hydrogen from the middle to the end. In one of them the bromine atom is on the end of the chain, whereas in the other it's attached in the middle.
If you can make an apparently different molecule just by rotating single bonds, it's not different - it's still the same molecule.
There is completely free rotation around all the carbon-carbon single bonds.


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Bärbel Sauer, City Councilor for the Bocholt Social List in the City Council of Bocholt
Ladies and Gentlemen,
Attached you will receive the opinion of the municipal supervision of the district of Borken and its district administrator Dr. Dr. Kai Zwicker.
Some comments on my part:
On page 3, the last paragraph shows that the mayor, Mr. Peter Nebelo, had assured the local authority that there would be a specific council decision regarding cutting and pricing (property parameters).
Again, it is noted on page 4 that the mayor intends to take this again, i.e. the missing parameters that I have criticized, into another decision.
It also states: "Against this background, there are no objections to the legality of the decision that was initially taken as a fundamental political decision at the meeting on October 09.10.2019, XNUMX."
The mayor was given the opportunity to fill the missing legal gap.
It is therefore clear that the decision would have been different if the mayor had not made this additional promise / declaration to the local authority.
The complaint, especially here, was rightly so.
I still see the other points critically.
With best regards,
Rainer Sauer
the electorate community
Social list Bocholt
in the city council Bocholt
Bürgerbüro: Dinxperloer street 63, 46399 Bocholt
Mobile 0175 2044447
Von meinem iPhone gesendet


text:
Event box
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October Early Literacy Kit: All Shapes and Sizes - Virtual Online
For ages 0-5
Explore how objects (and people!) comes in all shapes, colors, and sizes at home with your littlest learners. We will provide age-appropriate literacy activities and ideas, as well as links to customized virtual content and read alouds. Registration required starting September 28. Pick up window is October 12-16. An email will be sent to registered participants with pick up instructions.
- Dates & Times:
- All Day, Monday, October 12, 2020
All Day, Tuesday, October 13, 2020
All Day, Wednesday, October 14, 2020
All Day, Thursday, October 15, 2020
All Day, Friday, October 16, 2020
- Audience:
- Care Providers Early Lit Families
- Categories:
- Early Literacy Storytime Virtual Event
- Online:
- This is an online event. More information will be emailed to you after registering.
Upcoming Events...
Time Zone: Eastern Time - US & Canada (change)
9:30am - 9:50am, .
9:30am - 9:50am, .
12:30pm - 2:00pm, Main Library.
9:30am - 9:50am, .
9:30am - 11:30am, Main Library.