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Located at Franklinford in Victoria's Central Highlands, the four-bedroom modular home is shared between two families, providing a gathering place for the extended family and a place to relax and relish the joys of rural life.
Taking its cues from agricultural buildings in the surrounding farmland, this sustainable house is predominantly clad in Colorbond with accents of Vitrabond. Yet upon approach it's the radially sawn timber board & batten clad form that commands attention. This beautifully textured façade conceals the calm rural retreat, with the long form providing a sense of enclosure and privacy.
Internally, a light material palette makes for a crisp and spacious prefabricated home. Rooms are washed in white, a marble-effect Caesarstone benchtop is selected, and white laminate joinery is used throughout. These elements create a beautiful contrast against the dark oak timber floors.
The large living wing, separated from the private bedroom wing, is the focal point of the house. Living and entertaining spills outdoors thanks to expansive floor-to-ceiling glazing opening up to a north-facing, sun-drenched deck. Views of the surrounding paddocks and creek are captured the moment you walk in the front door. The window itself becomes an ideal space to put your feet up and relax. Being a rural property, a mudroom laundry with external access was a must –a seat was even included in the joinery brief so that you can take off your dirty boots before heading indoors.


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Later this month, the Bureau of Ocean Energy Management (BOEM) will make its recommendations on seismic airgun testing in the Mid and South Atlantic.
Seismic airgun testing is a method of searching for offshore oil and gas that comes with potentially deadly consequences for marine life. Seismic blasts can kill fish eggs and larvae and scare fish away from important habitats. The blasts can also cause temporary and permanent hearing loss in marine mammals which can result in strandings or even death.
BOEM is preparing an environmental impact statement (EIS) on seismic blasting and Oceana, an ocean conservation group that has been fighting to stop testing before it begins, believes "BOEM needs to consider the latest and best science on seismic, which exposes its many risks."
MST recently spoke with Oceana marine scientist Matt Huelsenbeck to learn more about the pending EIS and the latest science that should (but might not) be included.
There are two important pieces of information that BOEM needs to take into account, Huelsenbeck explains. The first is NOAA's Guidance for Assessing the Effects of Anthropogenic Sound on Marine Mammals, published in December 2013. The document provides guidance for assessing a marine mammal's response to sound exposure and identifies thresholds above which individual animals will experience temporary or permanent changes in hearing. This information is crucial for determining where and if or when the government will allow seismic airgun testing. NOAA is accepting public comment on the draft Guidance through March 13, so now is the time to speak up for the oceans.
The second critical piece of information comes from Cornell University's Bioacoustics Research Program, which revealed that critically endangered North Atlantic right whales are found much further off the coast then previously known. Part of the plan to limit the impact of seismic blasts on right whales includes a seasonal closure up to 20 nautical miles off Virginia's coast. The data from Cornell's Right Whale Listening Network reveals, however, that the whales can be found as far as 65 nautical miles from the shore.
This information is also crucial to the EIS because it reveals that current mitigation measures are not going to be effective since the majority of the whales were found beyond the closure, and these animals won't stay behind an invisible fence, Huelsenbeck mentions.
Oceana believes BOEM needs to take its time and incorporate the latest and best science available before making recommendations — especially because there's no rush since offshore drilling won't be allowed until at least 2017.
Take a look at Oceana's latest video, The Real Story on Seismic Blasting in Our Oceans, to learn more:
The good news is that there are things you can do to help. First, make your voice heard. The government needs to know that people oppose seismic airgun testing and that decisions should be based on the best science, not the demands of big oil and gas companies.
Second, fight for renewable energy options. Huelsenbeck singles out wind power as a great alternative because a) there won't ever be an oil spill at a wind farm and b) wind power is much further along than offshore oil and gas here on the East Coast – BOEM has already leased nearly 112,800 acres off the coast of Virginia for offshore wind development!
For more information, check out some of these links:
- Oceana Holds Forum on Risks of Seismic Airgun Activity
- Seismic Airgun Use: A Threat to More Than Just Marine Life
- Seismic study sparks fear for sea life
- Debate Begins Over Seismic Airguns
- Bad news for whales and dolphins: Navy to expand sonar testing
Copyright © 2014 by Marine Science Today, a publication of Marine Science Today LLC.

subset: commoncrawl


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NUHM, Bilaspur govt jobs in Chhattisgarh Bilaspur 2020:- MO, Staff Nurse, Data Handler latest recruitment notification 2020-2020, NUHM, Bilaspur vacancies 2020 / 2020, National Urban Health Mission announced recruitment notification for the MO, Staff Nurse, Data Handler vacancies. Eligible candidates can fill there application as per the guidelines of National Urban Health Mission . Dear Job Seeker Remember the last date to fill the application form is 09/09/2020 .
Other Details like Age, Education Qualification , Application Fees, Salary / Pay Scale, Important Dates, Selection Process, etc are given below in this notification.
National Urban Health Mission Job Notification Details:-
Total Number Of Posts : 5 Post Vacancies
Jobs Details – Eligibility :
|Name of Posts
|Age Limit
|18 to 64 years
|10/12th Class, GNM, B.Sc (Nursing), MBBS
|Staff Nurse
|18 to 64 years
|10/12th Class, GNM, B.Sc (Nursing), MBBS
|Data Handler
|18 to 64 years
|10/12th Class, GNM, B.Sc (Nursing), MBBS
Application Fees:-Candidates who expect < 25000/- or Equal have to pay Rs.400/- (Rs.200/- for PH/ SC/ ST/ Women), Candidates who expect > 25000/- have to pay Rs.650/- (Rs.350/- for PH/ SC/ ST/ Women) through Demand Draft in any Nationalized Bank in favour of NUHM District Hospital, Bilaspur.
Salary ( Pay Scale):-Rs. 9300-34800 with Grade Pay of Rs. 4800/-
Selection Process :-Selection will be based on Skill test & Interview
How To Apply:-Eligible candidates can attend the interview with application in the prescribed format along with Originals & copies of 10th class, educational, experience, caste, residence, PH & registration certificates (Self attested) on 09-09-2020 at 03:00 PM.
Important Dates to follow :
Starting date of application form : 31/8/2020
Last date of application form : 09/09/2020
Important links to follow:
|Download Notification Details
|Apply Online


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Students and faculty at the University of Texas are still stewing over last week's comments by U.S. Supreme Court Justice Antonin Scalia during the oral arguments for Fisher v. the University of Texas.
University of Texas Vice President for Diversity and Community Engagement Gregory J. Vincent posted a rebuttal Thursday on Facebook, which includes a dismantling of the so-called "mismatch theory" that mirrors Scalia's remark that "there are those that contend that it does not benefit African-Americans to get them into the University of Texas where they do not do well, as opposed to having them go to a less-advanced school, a slower-track school where they do well."
Vincent is also a professor at the university's School of Law. Here is his response:
Last week I traveled to Washington, D.C., with UT President Gregory L. Fenves, student leaders, and other supporters to hear oral arguments at the Supreme Court in the case of Fisher v. The University of Texas. It was a momentous day as we defended the educational benefits of diversity and our holistic admissions policy at our nation's highest court.
Unfortunately, much of the great discourse was overshadowed by a set of remarks made by Justice Antonin Scalia. "There are those that contend that it does not benefit African-Americans to get them into the University of Texas where they do not do well, as opposed to having them go to a less-advanced school, a slower-track school where they do well." Continuing, he would later assert that based upon a brief filed in the case, black scientists in this country don't come from schools like the University of Texas and that they come from lesser schools where they aren't in classes that are "too fast for them."
As you can imagine, and have likely read, his comments have drawn national attention. Although he makes no direct mention to it, his queries appear to allude to a concept known as the mismatch theory. The mismatch theory argues that non-academic preferences, such as extracurricular activity, socio-economic status, and race, harms the beneficiaries, as they would be better served to attend a less selective college on par with their academic performance.
Although this theory on its face seems plausible, the research used to make the assertion has been invalidated by dozens of social scientists. And not only that, research has proven that in reality, the exact opposite is true – that minority students who attend more selective universities earn higher grades and leave school at lower rates than others.
On the UT campus, our Gateway Scholars Program is a perfect example of this achievement. The program, which is made up of approximately 600 students mostly from low-income and first generation college backgrounds, have an average first-year GPA of 3.24 with a first-year retention rate of 96.4%, higher than the university overall.
Furthermore our Intellectual Entrepreneurship pre-graduate internship program, which pairs undergraduates with a graduate student and faculty mentor, illustrates that succeeding at research and gaining admittance to highly selective graduate schools is also attainable for students from all backgrounds. In recent years, more than 75 African-American IE program alumni have enrolled and graduated from the likes of Harvard, Columbia, Yale, and Stanford, schools no one would deem "less advanced."
The brief Justice Scalia cites also makes mention that historically black colleges and universities (HBCUs) produce a high percentage of African-Americans graduating with natural science and engineering degrees, theorizing the reason being that students are not grouped at the bottom of their classes, as they would be at more selective universities. This ignores the history of HBCUs, which have been graduating Black scientists and engineers since the late 1880s. Many students that are accepted into our nation's most selective universities choose to attend Howard, Spelman, Prairie View A&M and others because they understand they're entering into a legacy that no other research institute in the nation could match.
It also ignores the fact that the nation's top 50 universities producing African-American science and engineering doctorates is comprised of either top research institutes or HBCUs – there is no "lesser school" in the list. And if you dig deeper, when examined proportionately, some of our nation's top research institutes including Princeton, Johns Hopkins, Harvard, as well as UT Austin – which falls in the top 50 and has its own proud legacy of producing some of the nation's prominent African-American scientists including Neil deGrasse Tyson and Stephanie Wilson, the second African-American woman to go into space – lead the nation in producing African-American scientists, further debunking Justice Scalia's statement.
Earlier in the hearing, Chief Justice John Roberts questioned the benefit of having a minority perspective in a physics class. Like the remarks made by Justice Scalia, not only are they incorrect, but I believe they can be chilling. If we begin asking our students to justify their presence, be they admitted due to academic performance, athletic or musical talent, or even superior civic leadership, we are failing them. As educators we cannot adhere to theories that conclude that our students would rather drop out or prefer less-advanced schools, rather than persevere, just as we cannot favor one student over another due to institutional bias. No matter how slow we roll forward, we must never roll back.


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On Monday, lawmakers from California joined their New York counterparts in supporting legislation that would legally require presidential candidates to release their tax returns to qualify for Electoral College votes in their states. The TRUMP (Tax Returns Uniformly Made Public) Act has a strong chance of passing in California and could be implemented before the next presidential election.
Trump has ignored repeated calls to release his tax returns, stoking concerns about conflicts of interest in his foreign policy and nepotism in his administration. He is the only president in recent history never to release his tax returns to the public.
Trump's supporters may rejoice at watching the president-elect shirk long-established norms surrounding his office. But Trump's actions go beyond shaking up politics as usual. Such conventions are not useless elements of bureaucracy, but cornerstones of a stable democracy. They have not been protected by law in the past because there has been no need to carve them in stone as hard-stop obligations. But if Trump can't be coaxed into abiding by them, it's time that legislators took a strong-handed approach. If red or purple states follow, then he might begin to feel the pinch.


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- You are in:
- Homepage >
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King of the jungle!
Although Stacey Solomon was crowned Queen of the Jungle the real winner of this year's edition of I'm A Celeb... was without a shadow of a doubt, Shaun Ryder. Not only did the infamous drug guzzler overcome his battle with socialising (his words, not ours) he won an army of new fans in the process.
To capitalise on his jungle success the former Happy Mondays and Black Grape lyrical genius has announced two UK gigs for February 2011. Ryder will play the O2 Shepherd's Bush Empire in London on Feb 25th and Manchester's Academy 2 on Feb 26th. Tickets are on sale now from 0871 230 1094.
And to prove there are no cobwebs on the Shaun Ryder PR machine, he has a 'best of' album coming out just in time for Christmas. We've all heard the Mondays and Black Grape standards, but lets not forget this underplayed opera classic with Russell Watson feat. SR...


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Swing Leg Retraction, Foot Plant From Above and Negative Y.
In high school, I was very good at math and scored well enough on my SAT and in college placement tests to exempt freshman mathematics classes at my first school, Erskine College. At the time the enrollment at this South Carolina liberal arts school was around 500 students. It was located in a tiny "town" called Due West. I don't know if any of this is true, but legend has it that is was called "Due West" because it was "due west of another town called Ninety-Six which was ninety-six miles from the state capital, Columbia.
During my first semester as a member of "The Flying Fleet" (that was really our nickname), instead of the usual freshman Math 101, I enrolled in Calculus (8:00 am every Monday, Wednesday, and Friday). By Christmas break, we were cyphering derivatives and integrals and by the second semester, we started differential equations. I hated every minute of it but I got by. In retrospect, I wish I had paid more attention.
In the late 1500's Galileo Galilei declared:
"Mathematics is the language in which God has written the universe."
The more I study and learn, the more I realize this truth. It's why we hired a full-time mathematician/data analyst last year.
Here at The Florida Baseball Ranch, our approach to skill acquisition is based on a mathematical model known as the dynamical systems theory (DST). DST is grounded in differential calculus and has emerged from the science of behavioral psychology as a useful tool in predicting the behavior of complex systems like ecological environments, economies, and political systems. DST has also been used to describe and anticipate the behavior of complex biological systems, for example, a training athlete's body.
In a complex biological system, small changes in conditions can result in widely disparate outcomes. This fact has spawned the popular "Butterfly Effect" also known as The Law of Sensitive Dependence on Initial Conditions which states that in a complex system, every component's (i.e., every cell in your body) state and behavior at any given time is dependent on the state and behavior of every cell around it. And, the state and behavior of those surrounding cells are dependent on the state and behavior of the cells around it, and so-on. In common lore, "The Butterfly Effect" suggests that something as simple and seemingly innocuous as a bird flapping its wings off the coast of Japan could cause a cascade of events that would lead to a hurricane of the coast of San Fransisco.
What this means to baseball training is that there are no insignificant variables. There is no scientific "noise." EVERYTHING matters. All variables are important and any component of your movement or your training can contribute to or deter from optimal performance.
For this reason, we go to great lengths to identify and collect information on every possible contributor across the span of 6 types of contributors to sub-par performance or pain, first described by Coach Ron Wolforth in 2010.
Every athlete that enters our doors for training must undergo a comprehensive evaluation to identify all known possible contributors. No one trains without an assessment. Our entry-level physical assessment, The New 3D-BRAT, examines 20 different test movements, each of which can identify the magnitude and quality of movement in up to 66 joints. Our new Attractor-Based Biomechanical assessment involves 33 data points that can be graded on a scale of Green (acceptable), Yellow (caution), and Red (significant opportunity for improvement). Our SAVAGE Strength training assessment investigates 25 additional variables. We insist on this thorough initial assessment for 3 reasons: 1) It allows us to screen for significant injury risk factors. 2) More importantly, the results of the assessment serve as the template for individualization of training — one of the hallmarks of our process. 3) It allows us to establish the stability (or lack thereof) of the attractors of the system?
What do we mean by attractors?
Glad you asked. Bear with me while I pull out my old Calc 2 book.
If you assign each data point a number, (Green = 3, yellow = 2, red = 1) and throw them into a differential equation, you have a collection of numbers that will begin to self-organize into a waveform. Some points in the wave, the numbers cluster together. These points are known as attractors. The attractors serve to establish the boundaries of the wave but they also stabilize the system, making it more efficient. When the system's attractors are stable, it becomes more "robust" (resistant to perturbations) and more "resilient" (resistant to state change/tissue failure).
The variable parts of the system are known as fluctuations. As the attractors become more stable, the system starts to eliminate fluctuations. Fluctuations provide adjustability but if too abundant, they can destabilize the system. The key to throwing efficiency to make your attractors stable (but not too stable) and to have some fluctuations available for adjustability, but not too many.
At the Florida Baseball Ranch, we have identified seven attractors in the throwing motion. We use leading-edge skill acquisition and motor learning strategies to train and stabilize the attractors. Then we add variability to develop just enough fluctuation options to achieve adjustability and maximal performance.
One of those attractors involves the lead leg, while it's in flight and when it reaches weight-bearing foot plant.
If we put a force plate under your front foot as you land the force can be distributed in 3 directions. Side-to-side force is known as "x force." Force straight down into the ground is called "Z force," and if the force goes forward or backward it is "Y force."
Y force is positive if it goes forward and negative if it goes backward.
Elite throwers typically generate a significant negative Y force. This movement forces co-contraction of the lead leg and creates somewhat of a "clawing" action that propels the athlete forward. The video below shows it pretty well.
Full disclosure: the biomechanical picture on the left and the pitcher on the right are not the same guy. The biomechanical video on the left is from a study conducted by our Savage Coordinator Garrison Roy last year. The pitcher is Matt Moclair, University of Tampa, a mid-to-upper 90s righty who was drafted in the 12th round last week. It only took me about six hours to time them up in Final Cut Pro so I could demonstrate this point. 🙂
I've seen many instructors online and in social media describing this as lead leg blocking. Videos show guys performing exercises that intentionally and independently drive the front knee backward, locking it into extension. In my opinion, this approach is incorrect and corruptive. It's not lead leg blocking and it doesn't happen intentionally with the lead leg. Swing leg retraction, foot plant from above, and negative Y force occur as the result of efficient co-contraction and timely rotation of the back hip. As the back hip moves toward internal rotation, the swing leg retracts slightly, just prior to lead foot landing. This places the foot in a position to land from above and produces a negative Y force. As the back hip continues to rotate to a position parallel or ahead of the lead hip, the front knee moves into extension. The athlete's hamstring length is adequate, the front knee locks into full extension.
Again, the front leg is not the driver of this action. It happens as a result of efficient back hip rotation.
So how do you achieve this important attractor?
Get on your iron pyramid to gather and store energy by forcing symmetrical co-contraction on the back leg. Ride your pyramid down the mound for as long as you can. Keep your butt behind your heel so you can use your glutes and your hip adductors to internally rotate your hip. When you reach the end of the ride and you begin to rotate, your swing leg will retract, setting the stage for foot plant from above and the negative Y.
Creating drills that allow the athlete to feel efficient glute load, pelvic ride, and back hip rotation can be vital to achieving stability in the lead leg attractor.
To learn more about our Attractor-Based approach to evaluating and training pitching biomechanics check out this new video we produced called Attractor-Based Pitching Biomechanics.
Then get here an let us evaluate your mechanics and help you gain the velo, command, and secondary stuff you need to ascend to levels you never imagined could be possible.
It's what we do.
We do it every day.
Get here. Get SAVAGE.
Randy Sullivan, MPT, CSCS
CEO, The Florida Baseball Ranch


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Nyack, NY - The Nyack College baseball team collected its first two conference wins of the 2017 season. The Warriors swept the University of the Sciences Devils on Saturday afternoon. Nyack took the games with scores of 3-0 and 3-2. The sweep imrpoves the Warriors' record to 9-8 overall and 2-2 in CACC play.
Game One
Game one did not see any scored runs until the bottom of the eighth inning. Nyack's Jesse Barton would score the first Warrior run of the day, after Hayden Allen flied out to center field. Yoni Rodriguez and Gabriel Vasquez would also reach home base after a Luke Kelly double to center field.
Jack Kelley was leading the Warriors from the mount, pitching eight of the nine innings, while striking out five of the 28 batters he faced. Omar Celaya closed out the win in the final ninth inning.
Game Two
The Warriors started the second game hot, scoring three runs in the bottom of the first inning. Ryan Kahl and Carlos Pino scored after a Jesse Barton triple to right field, before Barton reached home base himself after a Anthony Torreullas single up the middle. The Devils tried to come back and scored twice in the top of the sixth to cut the Nyack lead down to one. But Omar Celaya came in hot once again, closing out the game with a quick three and out, including two strikeouts.
Jose Corrales pitched five of the seven innings, striking out five and giving up four hits.
Up next: Nyack will be back in action tomorrow when they travel to Concordia College for a CACC doubleheader at 1:30 pm and 4:30 pm.


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DENVER (CBS4)– A computer glitch at the U.S. State Department is causing a backlog for people trying to get passports and visas.
It's also creating a huge nightmare for some Colorado families in China trying to get their newly adopted children back home.
It took more than a year for Amy and Danny Vogt, a Highlands Ranch couple, to be approved to adopt a boy from China. Now they don't know how long it will take to get him back to Colorado.
"He fits in perfectly with our family," said Danny.
Jeremiah, 19-months old, is just the child his adoptive parents dreamed of.
"On July 9 we left our three kids in Colorado and flew to China to pick up our son. He officially became ours on July 15," said Amy.
They fell in love with him. All seemed well until a problem with the passport visa system.
"We got notice 24 hours later that the systems in the United States that actually issued visas are down," said Amy.
Now their plans are on hold because they can't get their son's visa to bring him home. They've cancelled their return flight, unsure of what will happen next.
"The consulate closed here at about 4:30 today so that was kind of the door being shut on our weekend. We don't anticipate hearing anything now until Monday," said Amy.
They said there are dozens of other families in the same situation in China, including a family from La Salle, Colorado.
"Just about once a day we get an official email from the consulate and each time it has said, 'We don't have an update for you, we don't have a timeline for you,'" said Amy.
They aren't about to leave their son behind.
"He's a gift and we're so blessed to have him," said
But they worry about how long they must live in limbo.
The State Department told CBS4 that the computer glitch happened in the aftermath of routine maintenance. They do not believe the system was hacked. They hope to have more information by Monday.


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Bleu IT Consultants Limited is a boutique Information Technology consultancy company, specialising in the support of individuals, and small businesses (typically up to 50 users).
Bleu IT was initially created to service the IT needs of three small fiduciary businesses in Guernsey using the combined resources of their internal IT department.
We now provide services and support to around 180 clients in Guernsey and other jurisdictions, as well as across many sectors outside of finance.
We pride ourselves on a personal service for all our clients, with an intimate knowledge of the client's Information Technology infrastructure as well as a general understanding of their business. Knowing what our clients do is essential in helping us to provide their current services and to assist them with the deployment of new services and systems that can expand or improve their business.


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Case Study: Digbeth.org
Nicky Getgood of Digbeth.org used DRA's Secretary Pam as a case study for a recent article on the Talk About Local website.
Thanks for the mention and publicity Nicky! 🙂
On a similar note, Digbeth Residents Association is keen to support local businesses as well as residents. If you have any news of interest, be sure to email us at email@example.com, on Facebook or Tweet @mydigbeth! Remember you can always sign up to email updates from MyDigbeth from our homepage.


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Saturdays - members' tennis from 1.00pm to 6.00pm
Tuesdays - members' tennis from 1.00pm to 4.30pm
Members' tennis commences at 1.00pm however, people wander in and come and go throughout the afternoon depending on what arrangements and commitments they have.
On both of these afternoons, 8 games are played swapping ends after 4 games. These can be mens, ladies or mixed sets depending on who is available to play.
There are various standards of tennis and we swap around trying to give everyone a game with people their standard and higher and lower than their standard. Most people who spend the afternoon at the Club can play about 5 sets depending on the amount of time they need off the court.
On Saturdays we have 6 courts and a duty officer who will put sets on and provide afternoon tea. This member also plays tennis during the afternoon so will delegate to another member to continue organising sets.
On Tuesdays we have 3 courts to play on and the people attending sort themselves to play sets together guided by John Miller.
If you are a member and you would like to bring a guest along to play tennis during either of these times, the fee is $10 per visitor. Family and friends are always welcome on and off the court.
Email email@example.com for more info.


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A number of things come in accessories, whether; it is related to fashion or anything else. When we talk about fashion, then the people like to adopt or copy, such a style that was being worn by a famous and their favorite celebrity. People like the accessories of the celebrities because of their artistic work, charm, beauty and durability. Today, you can find a number of stores that provide celebrity accessories and other items, which they wear. Various celebrity accessories are sold by the stores and malls among which, the sunglasses, jewelry, clothes and bags are quite common. The celebrity accessories are designed by the famous designers, working in the fashion industry. The accessories that are designed by the designers are not just popular, among the celebs; they are also, popular among, the common people. If you want to buy such accessories, then all you have to do is to surf the internet and find the place, where these accessories are being sold.
People love such accessories because they are worn by their favorite celeb. Kim Kardashian is a fashion lover. People in many magazines have voted her, as the most stylish celebrity. Among many of the Kim Kardashian accessories, the best one known are the sunglasses. Wherever, she goes there she is found, with the amazing sunglasses. She says, that she is addictive to sunglasses and she never leaves the house, without them. The glasses, she wears are obviously branded. Kim Kardashian accessories include round sunglass and square sunglass. Kim Kardashian accessories do not remain the same, all the times. She also, changes her accessories with fashion. She carries different styles. Kim Kardashianjewellery is also, worth noticing. When you will look for, the Kim Kardashian jewellery styles on the internet, then you will happen to find a number of styles and designs in jewelry, there. If you want to buy Kim Kardashian jewellery, then you can visit any designer jewelry outlet and get the best designs for you. Nicole Richie is also, known for her statement of style. She launched House of Harlow 1960, in collaboration, with Pascal Mouawad. The jewelry that is being launched by them, in Nicole Richie jewellery house is popular, not only among the celebrities but it is also, liked by the common people. Nicole Richie accessories include various designs, in the Nicole Richie jewellery. Nicole is a socialite, artist and a famous designer. Both, Nicole Richie jewellery and Nicole Richie accessories are available, in latest designs and styles. She is not just fond of jewelry but she also, likes wearing sunglasses, head bands and scarfs. The most famous Nicole Richie accessories are gold and black chain bracelets and bangles of different colors and sizes. Her apple shaped pendant and pearl necklace are also, liked by a number of young girls. When it comes to clothes, her long flowing dresses with broad bangles are liked by everyone. Many of the young girls have copied this style of hers, for their prom night dresses.


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We are Renew Solutions
Renew Solutions provides independent comprehensive, high quality and value for money services with a focus on designing, fabricating, installing and managing stormwater & environmental assets.
Full turn-key services that can assist in the design or redesign of existing or intended stormwater assets, the supply and installation of new or improved assets, and the location, identification, monitoring, cleaning and maintenance of existing assets.
Work with Renew
Satisfied Clients
The team at Renew Solutions are among the best we have worked with. Reliable, professional and quality results each and every time.Aaron Marmara
Cleanaway Industrial Solutions
About Us
We Keep Things Simple.
Our team have provided continued success through the result of building long term client relationships and supplier partnerships since 2010.
The difference is in our focus on understanding the specific needs of our clients and working closely with them to look beyond their expectations. To find those tailored solutions which will achieve the best, most cost effective & environmentally sustainable outcome possible. We keep things simple.
Proud Members of Stormwater Queensland
Both Charles and James are proud active members and committee members of Stormwater Queensland
Renew Solutions has adopted an internal operating system to meet the Australian Standards for Quality ISO 9001:2008, Occupational Health and Safety AS/NZS 4801;2001 and Environmental ISO 14001:2004 requirements. Renew Solutions is fully insured for all Professional Indemnity and Public and Product Liability. Further confirmation of other associated insurances can be provided upon request.


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Many companies are enthusiastic about creating opportunities for younger people to gain business experience and skills in shorter placements, often labeling these as work experience or internships.
While larger businesses frequently put internship schemes in place, many smaller businesses can be put off offering these opportunities because they view them as an extra administrative burden.
Many small business owners hold the misconception that they would take up large amounts of time, money and effort but this is not always the case. In fact, providing such opportunities can bring tangible benefits for smaller employers.
Here's what every small business owner needs to know about offering work experience and internships;
An important first step for employers is to know that different rights will be awarded depending on what scheme is offered by the business.
Work Experience
The position of 'work experience' usually relates to a period of time that a person will spend with the business, during which they learn about the role, the environment and the working life.
Work experiences can differ in what they offer and, depending on whether the person actually carries out work or simply observes, this will impact on determining whether the individual is classed as a worker and entitled to National Minimum Wage (NMW) or National Living Wage (NLW).
Internships differ from work experiences in that they are usually for higher positions which require a professional qualification to undertake and are for the purpose of gaining experience to progress in to a professional career.
Interns may work under a contract of employment. Even where internships are offered "on expenses only" or as "unpaid", the intern may still qualify as a worker for minimum wage laws and being paid only expenses will break the law.
Minimum wage laws
Individuals on work experience or internships will qualify for the NMW or NLW if they are deemed to be a worker or employee under wage laws. This will usually depend on whether the individual is carrying out actual work for the employer, rather than just watching others, and if they are promised future work.
Even if there is a written agreement in place which says that the opportunity is not eligible for minimum wage, this will not be enforceable and a failure to pay minimum rates to those who are entitled to them will break the law.
There are exceptions to this rule and employers will not have to pay minimum wage where the intern or work experience individual is:
- Only shadowing an employee and not carrying out any work, they are simply observing.
- Truly a volunteer worker who is only entitled to specific expenses and benefits and not a wage.
- On a work placement as required by a further or higher education course that does not exceed one year.
- Undertaking work experience but are below compulsory school age or are undertaking a work placement as a required part of their studies.
- Participating in a government scheme which provides training, work experience or temporary work.
The difference between being a worker or not can be hard to define and tribunals, if they have to determine the issue, will often look at the reality of the situation rather than what has been explicitly agreed.
Many employers will, therefore, deem it safer to pay minimum rates but this is not a requirement where the exclusions truly apply.
How to put in place a work experience or internship opportunity
Though these opportunities are commonly thought of as applying to the younger jobs market, older people who wish to retrain or enter a new professional career can also see these as invaluable opportunities.
Therefore, care should be taken to ensure that advertisements for the role are not discriminatory, for example, using words like youthful can be age discriminatory and the role should be advertised in all appropriate forums not just those accessible to a particular age group.
It's always a good idea to put in place a written agreement. Where the individual is to be treated as an employee then it is obvious they need a contract of employment.
However, setting in place a written agreement containing information, such as learning objectives and whether or not expenses will be paid, will not place the individual in the position of being a worker but clarifies the objectives and matters agreed between the parties.
For many work experience positions or internships, the individual undertaking them will often be at the beginning of a career or inexperienced in the office or work environment. This may mean that they need extra time, supervision or training at the start of their experience than most employees would, even if they are just observing.
Additionally, the concepts of health and safety will often be new so time should be spent with the person doing the experience to ensure they comply with health and safety legislation.
Advantages that work experience & internships bring to the business
These learning opportunities are beneficial for the individual carrying them out because they provide an invaluable access to carry out work and training in the sectors they wish to develop a career in. However, they are also advantageous to business.
For small businesses, these schemes provide the opportunity to have a new member of the team to bring fresh ideas in, often at a lower pay level than a full time employee.
By combining a work experience scheme and reverse mentoring you can even use those gaining work experience to train your existing employees. This can be a great way to bring new skills and knowledge to your business and train staff on a budget.
These individuals are often enthusiastic to learn and providing a positive experience during the learning periods could lead to the individual wishing to undertake a long term position with the business.
This has advantages over recruiting anew because the individual would have been trained and developed by the company so will continue to work as you wish, rather than having to take additional time to adapt a new employee to your business and practice.
About the author
This guide has been written exclusively for ByteStart by Peter Done, Managing Director of Peninsula Business Services – the UK's leading specialist Employment Law, HR and Health & Safety service. Other employment guides Peter has written for ByteStart include;
- 7 Common HR Mistakes small businesses need to avoid making
- Becoming an employer – Your responsibilities when you hire staff
- A small business guide to annual leave entitlement for employees
- A Guide to calculating holiday pay
- A practical guide to flexible working rights for small businesses
- Making staff redundant – how to do it and stay on the right side of the law
- How to handle disciplinary issues in the workplace
- A guide to dealing with workplace bullying
- What is workplace diversity, why is it important, and what are the benefits to businesses?
More help from ByteStart
ByteStart is packed with help on all aspects of starting and running your own successful business, just some of our other guides include;
Employing staff
- What is employers liability insurance, and is my business legally required to have cover?
- A Guide to the National Living Wage for small business owners
- How to prepare for and handle an employee grievance
- How should you handle social media as a small business employer?
- The 'Fit for Work' scheme – what it means for employers
Motivating your team
- How to design an effective incentive scheme for your small business
- Using staff benefits to motivate and retain employees
- 5 ways to motivate your staff without spending a fortune
- How setting up a salary sacrifice scheme can reward staff and mean lower tax bills for employers and employees
- 5 tips to help you create a great team at your start-up
Leading a business
- How to be a leader rather than a manager
- Developing your startup's greatest asset – YOU
- The Founder's dilemma – Managing the transformation from start-up to growth business
- Building your resilience to help you cope with the ups and downs of starting and running your own business
- How to create your own support team and increase your startup's chance of success
Going for growth
- 5 steps to kick-starting growth in your business
- How finding a great mentor could help you to grow, and your business to flourish
- Barriers to growth – how to identify them and how to overcome them
- How to avoid self-destruction and achieve your business goals
- The 4 Rs of getting more business from your existing customer base
Funding your business
- How to maximise your chances of securing a small business loan
- A Guide to 'Alternative Finance' – the new funding options for startups and small businesses
- Finding finance for your new business – funding advice for start-ups
- How peer-to-peer lending offers businesses a new funding option
- What to do when the bank says "NO"!


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The Indian Red Cross Society (National Headquarters) has organised the 2nd national level training of Trainers (ToT) of the First Medical Responders (FMR) at the Disaster Management Centre (DMC). The training is being conducted from 2nd – 8th July 2014. The first such training was organised in 2013. It is being attended by master trainers from 17 states who will be trained by an expert joint faculty from International Federation of the Red Cross Societies (IFRC), International Committee of the Red Cross, India Delegation (ICRC) and IRCS.
This ToT takes special significance, keeping in view the oncoming monsoon which often results in heavy flooding in many states, leading to loss of lives and property. The Master trainers will supplement those already in existence in these states and will be able to train, guide and support the work of FMRs. The function was inaugurated by Dr S P Agarwal, Secretary General, Indian Red Cross Society and was also attended by Mr. Benjamin Wahren, Deputy Head of ICRC,, Ms. Olivera Burgess, Acting Head of South Asia Regional Delegation, (IFRC) and their teams as well as the officers of IRCS and participants of the training programme.
During the function, Dr S P Agarwal sensitized the participants about to the new "FMR database" microsite which will soon be linked to the main IRCS website. This microsite will have the complete information of the IRCS FMRs so that they can be easily contacted and mobilized during any disaster. This microsite has been indigenously developed by volunteers from BITS Pilani, Rajasthan.
Dr S P Agarwal, Secretary General, IRCS addressing master trainers at the inaugural session
Describing the site as a completely new dimension in terms of disaster preparedness, Dr Agarwal said that it had huge potential in bringing together communities and preparing them for disaster risk reduction, relief and rehabilitation. He added that the site will motivate the state and district branches to add to the volunteer and FMR force of IRCS and be better prepared to face natural calamities and other eventualities like road accidents etc. where communities can play a major role in providing relief and first aid.


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DLD Does Idols
Idols South Africa Season 8 has arrived and for the eighth time Don't Look Down will handle the massive digital and social output of this hugely popular M-Net and Mzansi Magic reality show.
DLD was instrumental in the launch of the first digital presence for the South African version of the Idols format more than a decade ago, and has since handled online content for every season. Over the years DLD has expanded the digital possibilities of the show by extending both content creation and audience interaction to the growing platforms of Twitter and Facebook.
DLD's current Idols project kicked off with the publication of audition dates (in four key locations: Sandton, Durban, Cape Town and Soweto) on the already-existing Idols 'site and by drumming up buzz on the official Idols South Africa Facebook page (a community that DLD grew to over 25 000 during 2011) and Twitter feed (which is also followed by around 22 000 people).
This helped result in one of the biggest turnouts in Idols history in Johannesburg on Saturday 4 February and in Durban on Saturday 11 February. On these vibrant and vocal audition days, a Don't Look Down team trawled the long queues to shoot interviews (about what people had chosen to wear and why), promotion for the upcoming auditions and a quirky challenge to sing both Michael Jackson's "Billie Jean" and Alicia Keys' "Empire State of Mind", which resulted in hilarious clips in which people hummed (or just guessed at!) the song's tricky lyrics.
These clips were edited at DLD and uploaded to the Idols site along with wraps of the day's events. The company also updated both Facebook and Twitter live on audition days, posting pictures and generally enhancing excitement levels. It is a formula which has delivered results and is to be repeated during the remaining legs of the tour.
In the run-up to the transmission of the eighth season, DLD will, on behalf of its client DSTV Online, liaise with M-Net, Mzansi Magic, and production company [*sic] Entertainment to implement a comprehensive online offering that will feature a few twists to the traditional format.
Stay tuned!


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The big rock candy mountain comes to life in these images by photographers Barbara Ciurej and Lindsay Lochman, who've captured fantastic landscapes made from processed foods in a series called Processed Views.
Processed Views interprets the frontier of industrial food production: the seductive and alarming intersection of nature and technology. As we move further away from the natural sources of our food, we head into uncharted territory replete with unintended consequences for the environment and for our health.
Using the works of 19th century photographer Carleton Watkins as a point of departure, Ciurej and Lochman aim to investigate concepts such as consumption, progress, and changing landscapes in these works.
[via Junk Culture]


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i love the different designs and colors! mom and i really love this since it is stylish and comfortable. i love havaianas. <3
I wear flip flops most of the times because it's comfortable and light. I don't really look at the labels, it depends on how it fits me. I can wear it with jeans, shorts or even skirts. My mum bought this for me when we were at MOA.


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This Grizzly Bear Growl classic hooded sweatshirt from The Mountain features dramatic bear graphics! This grizzly bear hoodie is made of heavyweight cotton and features an over-sized relaxed fit with a jersey lined hood, and also has strong, re-inforced double-stitching on all of the seams. These hoodies from The Mountain are a great way for any animal lover to display their love of wildlife and the great outdoors.
- Features a ferocious growling grizzly bear.
- Heavyweight cotton
- *Over-sized relaxed fit*
- Makes a great gift for the majestic wildlife lovers in your life!
Sweatshirt - Grizzly Growl


text: Soap Opera Star Charles Keating Dies at 72 7:49 PM PDT 8/9/2014 by Aaron Couch FACEBOOK TWITTER EMAIL ME AP He won a Daytime Emmy for 'Another World' in 1996 Charles Keating, who won a Daytime Emmy for the NBC soap opera Another World, has died. He was 72. His former Another World co-star Alicia Coppola shared the news on Twitter, writing, "Charles Keating has passed. I am so very sad." She also called him her "very first acting teacher" and wrote she was "so honored to have learned from the best." Keating was born in England and got his start on the stage before breaking into television. He went on to play the villainous Carl Hutchins on Another World, which earned him the outstanding lead actor in a drama series Daytime Emmy in 1996. In 1986, he was nominated for a Tony for his work in the revival of Loot. His other credits include stints on All My Children and As the World Turns. On the big screen he appeared in 1992's The Bodyguard and 1990's Awakenings. Fellow Another World alum Mark Pinter remembered Keating on Facebook with a quote from Hamlet: "He was a man, take him for all in all, I shall not look upon his like again." FACEBOOK TWITTER EMAIL ME Aaron Couch firstname.lastname@example.com AaronCouch


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A Siberian court has thrown out a petition that sought to ban a translation of the Bhagavad Gita as "extremist" literature.
Judge Galina Butenko of the Leninsky District Court in Tomsk ruled on Wednesday that there were no grounds for recognising Bhagavad Gita As It Is as extremist because the book was "one of the interpretations of the sacred Hindu scripture, the Bhagavad Gita."
The defence side said it was fully satisfied with the court verdict.
"This court decision shows that Russia is indeed becoming a democratic society," said lawyer Alexander Shakhov, who represented at the trial the local branch of the International Society for Krishna Consciousness (ISKCON).
India's Ambassador to Russia Ajai Malhotra, who had fiercely opposed the trial, welcomed the court ruling.
"The verdict of the Honourable Judge in Tomsk in dismissing the case pertaining to the Bhagavad Gita deserves to be applauded," said the envoy. "It is very nice to see that this issue has been conclusively resolved and is now behind us."
State prosecutors had filed the petition against Bhagavad Gita As It Is, claiming it sowed "social hatred" and called for "violence against non-believers." The case was built on expert testimony from local professors of philosophy and philology, who said the book expresses religious hatred and discriminates on the basis of gender, race, nationality and language. Prosecutors offered no comment as they left the court after the verdict.
"We are happy that the court showed reason and competence in passing the correct verdict," said Sergei Zuyev, vice-president of ISKCON in Russia. "It is not right for secular courts to try religions." On the eve of Wednesday's hearing, External Affairs Minister S.M. Krishna had summoned the Russian Ambassador in New Delhi, Alexander Kadakin, asking the Russian government to provide all possible help to resolve the issue.
Russia's Human Rights Ombudsman Vladimir Lukin welcomed the court decision. "I think the Russian government must draw the right conclusions from this incident. It should fight terrorism by exposing terrorist plots and outfits, not by passing judgment on ancient sacred scriptures," he said.
The case against the book had been filed on the basis of the 2002 Russian anti-extremism law, criticised in Russia for its very loose definition of extremist activity. Human rights activists said the law had been used to suppress legitimate criticism of authorities. The Russian Christian Orthodox Church has also been accused of using the law as a tool to fight "non-traditional religions", such as Scientology, Jehovah's Witnesses and the Hare Krishna movement in Russia.
In a particularly bizarre case, a court in Rostov Region two years ago accused Leo Tolstoy of extremism for his denunciation of the Russian Orthodox Church teaching as "a crafty and evil lie" and "a concoction of gross superstition and witchcraft." Tolstoy was expelled from the Church nine years before his death for his repudiation of Jesus Christ and the Russian Church.
'India happy'
New Delhi Special Correspondent writes:
"We are happy to learn that the case has been dismissed by the Hon'ble Court in Tomsk in the Russian Federation. We appreciate this sensible resolution of a sensitive issue and are glad to put this episode behind us. We also appreciate the efforts of all friends in Russia who made this outcome possible," said the official spokesperson of the Ministry of External Affairs.


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Tuesday, March 22, 2011
Health Insurance for Pre-existing Conditions
[Updated Feb. 19, 2013]
If you're healthy, health insurance is an expensive annoyance. You know you should have it, but it seems like a waste of money. And millions of Americans go without health insurance, because they don't want to be expensively annoyed. But if they get sick or are injured while uninsured, they learn the hard way that, even more than a loan, health insurance is hard to get when you really need it. That's why you should always have health insurance, especially if you're in good health (when it's much easier to get).
Once you become sick or are injured, you have a pre-existing condition. From the perspective of a health insurer, that very possibly makes you a losing proposition. No one likes losing propositions, and certainly not insurance companies, whose business is, in essence, to bet on the health of their customers. Very few people today contract leprosy, but a lot of people who have a pre-existing condition and are uninsured learn what it feels like to be a leper.
So how can you protect yourself?
Get health insurance while you're healthy. The best way to cover pre-existing conditions is to be insured at the time they first occur. It's now illegal for insurance companies to drop coverage for customers who get sick or are injured. Axing customers who might actually make claims is prohibited by the federal health insurance reform enacted last year (derisively called Obamacare, but it really does help those who are sick or injured).
Keep your current health insurance. If you are covered by health insurance, keep it. That would mean exercising your COBRA rights if your employment is terminated. As your COBRA coverage expires (usually after 18 months), buy an individual policy to continue coverage. Avoid time gaps in coverage--continuous coverage one way or another makes it essentially impossible for insurers to stiff you on pre-existing conditions.
Be young. Last year's health insurance reform law now makes it illegal for insurers to decline coverage for children under the age of 19 due to pre-existing conditions. In addition, young adults up to age 26 may be covered under their parents' health insurance (if their parents have family coverage).
Be old. If you're 65 or older, make sure you're enrolled in Medicare (at least Parts A and B, and also Part D if you don't otherwise have prescription medication insurance). Pre-existing conditions are covered by Medicare.
State pools. Many states have insurance pools that offer coverage for their residents with pre-existing conditions. These pools can be expensive. But being uninsured with a pre-existing condition can be more expensive.
Federal High Risk Pool. A federal program created by last year's health insurance reform provides coverage to those who are uninsured with pre-existing conditions. This program isn't cheap, but is less expensive than many state pools. (A problem for those in state pools who want to switch to the lower cost federal program is that you have to be uninsured for something like six months before you can get into the federal program; that's because the federal program is meant to help the uninsured, not the expensively insured.) The federal high risk pool expires in 2014, when a permanent program for comprehensive nationwide health insurance coverage is supposed to begin. The website for the federal high risk program is at www.pcip.gov. Feb. 19, 2013 update: the federal high risk pool is closing on Feb. 22, 2013 because of funding problems. If you want to participate, get your application in by Feb. 22, 2013. If you miss this deadline, look for any available state insurance pool, find out if you're eligible for Medicaid (see below), try a community health center, and wait until 2014, when comprehensive insurance coverage under the Affordable Care Act will become available.
2014. If you live until 2014, a comprehensive nationwide program for health insurance coverage will begin, which will prohibit health insurers from excluding pre-existing conditions. Insurance for those who otherwise aren't covered can be purchased through so-called health insurance exchanges. Your home state may offer an exchange (possibly in conjunction with other states), and a federal exchange will be available if your state does not offer one.
And if you're broke? If your financial condition is sufficient modest, you may qualify for Medicaid (it's primarily for people with dependent children or a disability). You might also be able to get care at a community health center (which generally serve the low income). And there's always the hospital emergency room, which provides care to the indigent (although it may not be as comprehensive as the care provided to the insured).
For more information, see http://blogger.uncleleosden.com/2010/04/benefits-of-federal-health-insurance.html, and http://blogger.uncleleosden.com/2007/06/how-to-find-health-insurance.html. The U.S. Department of Health & Human Services provides a website where you can research health insurance options: http://www.healthcare.gov/.
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Farnham Fusion suites are the next generation of our very popular Farnham reclining models.
Farnham Fusion offers the same level of comfort and durability as the original Farnham collection, but has added luxury by fusing leather air and fabric material to create a suite that offers the highest levels of comfort and relaxation.
A full reclining suite with a high rise back to support the head and neck . All models are available as three seaters, two seaters and armchairs. Farnham Fusion suites are available in three colours, grey/grey, mink/tan and taupe/tan. A perfect combination of style and durability that will stand the test of time.


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Disability Discrimination in the Workplace
Protect Your Rights with a New York Disability Discrimination Lawyer
Have you experienced disability discrimination at work? Mistreating a job applicant or employee because of their disability status violates the law.
If you experience disability discrimination in the workplace, a lawyer can help.
Contact New York discrimination lawyer Charles Joseph for a free consultation to protect your rights today. Charles Joseph has over twenty years of experience with workplace discrimination cases. His firm has recovered more than $140 million for clients.
Reach out today for a free, confidential consultation.
- Know Your Rights
- Protected Disabilities
- Examples of Disability Discrimination
- Discrimination Without a Disability
- Discriminatory Policies
- Reasonable Accommodations
- Hostile Work Environments
- What To Do About Disability Discrimination
- Retaliation
- How To File A Claim
- Remedies for Disability Discrimination
Know Your Rights: What is Disability Discrimination?
Disability discrimination means treating a job applicant or employee unfavorably because of their disability status. It also includes mistreatment because of a former disability or a perceived disability.
It is illegal for an employer to make employment decisions or treat you differently based on your disability.
Employers cannot treat you differently because of your current or past disability, perceived disability, or your association with someone with a disability.
New York offers strong disability discrimination protections.
New York offers some of the strongest protections for employment disability discrimination in the country. If you experience disability discrimination in the workplace, a New York discrimination lawyer can help. Learn about protected disabilities, reasonable accommodations, and proving workplace disability discrimination on this page, or contact us to speak directly with a disability discrimination lawyer today.
Disability discrimination laws also protect non-employees.
The law does not just protect employees. After October 11, 2019, New York State's discrimination laws expanded to cover non-employees, such as domestic workers, independent contractors, consultants, vendors, subcontractors, and persons providing services pursuant to a contract, where employer knew or should have known the discrimination was happening.
If you have been the victim of disability discrimination in the workplace, you have protections under federal, state, and New York City laws. A disability discrimination lawyer can help.
Protected Disabilities
There is no list of protected disabilities or medical conditions that qualify as disabilities. Instead, the laws provide general standards.
New York City defines "disability" broadly, as "any physical, medical, mental or psychological impairment," including a history or record of such impairment. The law also applies to individuals who are recovering or have recovered from substance abuse problems, including alcoholism and drug addiction.
New York state's definition is somewhat more generous than the ADA, but less broad than the CHRL.
The Americans With Disabilities Act
The ADA provides a general definition that tests each person on a case-by-case basis. Protected disabilities can be physical or mental, and in order to fall under the ADA, the disability must "substantially limit a major life activity."
Major life activities include: walking, seeing, hearing, speaking, breathing, learning, working, sitting, standing, lifting, thinking, concentrating, and interacting with others. It also includes major bodily functions such as digestive, bowel, bladder, respiratory, neurological, brain, circulatory, endocrine, and reproductive functions.
The following is a list of conditions that are nearly always found to be disabilities under the ADA.
- Deafness
- Blindness
- An intellectual disability
- Partially or completely missing limbs or mobility impairments requiring the use of a wheelchair
- Cancer
- Cerebral palsy
- Diabetes
- Epilepsy
- HIV or AIDs
- Multiple sclerosis
- Muscular dystrophy
- Major depressive disorder, bipolar disorder, post-traumatic stress disorder, obsessive compulsive disorder, and schizophrenia
Excluded Disabilities
While the ADA does not provide a list of protected disabilities, it does explicitly exclude certain conditions from being considered disabilities.
- Homosexuality and bisexuality
- Gender identity disorders not resulting from physical impairments
- Transvestism and transexualism
- Compulsive gambling, kleptomania, pyromania, exhibitionism, and voyeurism
- Pedophilia and other sexual behavior disorders
- Physical characteristics (eye color, hair color, left-handedness) or height, weight or muscle tone that are within a normal range
- Pregnancy (Pregnancy discrimination is specifically protected by other laws, including FMLA)
- Common personality traits, like poor judgment or a hot temper
- Psychoactive substance use disorders resulting from current illegal use of drugs
Maladies such as broken bones, sprains, concussions, appendicitis and influenza are generally not considered disabilities under the ADA, because they are temporary conditions. However, under New York City law such conditions may be considered disabilities.
Alcohol and Drug Abuse
Employers may not discriminate against you for your former alcohol or drug abuse, as long as you are in treatment or have been treated and are no longer abusing that substance.
For example, your employer should make reasonable accommodations to allow you to attend AA or NA meetings, or to not attend company events where alcohol will be served.
Employers do not have to accommodate current alcohol or drug additions. For example, they do not have to excuse tardiness because of a hangover.
You are not protected if your employer mistakenly believes you are an untreated alcoholic or drug addict.
Genetic Conditions
Genetic conditions can be considered protected disabilities even when the condition has not progressed to a disability or disease. For example, if you faced discrimination based on a family history of schizophrenia, you would qualify for legal protection even though you are not currently diagnosed with schizophrenia.
Even if you are no longer disabled, your employer may not discriminate against you based on a past disability.
Examples of Disability Discrimination in the Workplace
Disability discrimination in the workplace can take several forms. There are three specific ways your employer could violate the law:
- Employers cannot make employment decisions based on your disability or perceived disability instead of your skills and how well you do your job. This includes decisions about hiring, firing, discipline, distribution of benefits, promotion, compensation, job training, or any other condition of employment.
- It is illegal for an employer to create or allow a hostile work environment.
- Employers cannot refuse to engage with you in an interactive process regarding possible accommodation and to provide a reasonable accommodation that allows you to perform your job duties despite your disability.
It is not against the law to treat a disabled person more favorably than a non-disabled person.
Discriminatory Employment Decisions
Employers cannot make employment decisions based on your disability or perceived disability instead of your skills and how well you do your job. This includes decisions about hiring, firing, discipline, distribution of benefits, promotion, compensation, job training, or any other condition of employment.
Examples of Discriminatory Employment Decisions:
- You apply for a job for which you have experience and excellent qualifications, but you are not hired because the employer is worried your disability will increase their health insurance costs.
- When you apply for a job, the employer thinks you look very thin and assumes you have AIDS. The employer asks you to undergo a medical exam before deciding whether to offer you a position. This is discriminatory even if you do not actually have AIDS and are not HIV positive.
- Although you have had excellent performance reviews, your employer fires you because they are worried you will have to take off too much time for upcoming chemotherapy treatments for breast cancer.
Failure To Promote You Because Of A Disability
Employers cannot withhold a promotion because an employee has a protected disability.
- After working as an assistant store manager for several years, receiving exemplary reviews and an employee-of-the-year award, you apply for a promotion to store manager. Your employer refuses to promote you, saying the position requires you to have a driver's license in order to take receipts to the bank, and you have epilepsy. You suggest some reasonable accommodations, such as taking a taxi to the bank, but the employer still denies you the promotion.
Employers cannot blame discriminatory decisions on the anticipated reaction of other employees or customers.
Your employer cannot refuse to hire or promote you because it believes your disability could make co-workers or customers uncomfortable.
Discrimination Without A Disability
It is illegal for employers to discriminate against employees who they mistakenly believe have a disability.
You can be the victim of disability discrimination in the workplace even if you do not have a disability. Laws against discrimination also cover past disabilities and perceived disabilities.
Even if you no longer have a disability, your employer cannot discriminate against you based on a former disability. It is also illegal for your company to treat you differently because it mistakenly believes that you have a disability.
For example:
- Five years ago, you were diagnosed with a malignant brain tumor, but the entire tumor was surgically removed and you are now cancer-free. Your employer cannot deny you a promotion because they believe the position is unsuitable for someone with a brain tumor or they are afraid the tumor will come back.
- Based on office rumors, your supervisor believes you are HIV positive and refuses to let you work at the front desk, which would be a more lucrative position for you, because the employer is afraid it would upset clients.
Policies With Discriminatory Effects
Unintentional employment disability discrimination can also be illegal.
Job policies that appear neutral can be discriminatory if they harm workers with disabilities, as long as the policy is not job related.
For example, an apparently neutral policy that requires all employees to have a driver's license would negatively affect workers with epilepsy or a sight impairment. This requirement would be legal if the employer were hiring a bus driver, but harder to justify for a schoolteacher that has to split her time between schools.
Reasonable Accommodations
Employers must provide reasonable accommodations to employees or potential employees. Refusing to provide reasonable accommodations violates the law.
However, in order to be protected under the law, you must be able to perform all of the essential functions of the job. If your disability entirely prevents you from doing the job, the employer can refuse to hire you. For example, employers can refuse to hire a blind applicant for a job as a school bus driver.
If you require a reasonable accommodation in order to effectively do the job, your employer must provide the accommodation unless doing so would pose an undue hardship.
- You are a grocery store cashier, and your disability prevents you from standing for long periods of time. The employer could provide you with a stool or other seating.
- You are an office worker with a mental illness that makes you easily distracted by noise and movement around you. Your employer could give you an enclosed office or cubicle and a white noise machine.
Undue Hardships
Employers can claim that an accommodation would create an undue hardship. Financial difficulty may qualify as an undue hardship. In addition, employers do not have to provide an accommodation if the disability presents a direct threat to safety and no reasonable accommodation can negate the threat. For example, an airline pilot with narcolepsy would pose a threat to safety, and it would not violate the law to prohibit the pilot from flying.
Once your employer knows about your disability, they must work with you to determine whether a reasonable accommodation would allow you to perform your job.
Under federal and state law, you must prove that you are able to do the tasks necessary for your job, with or without reasonable accommodations. Under New York City law, your employer must prove your disability makes you unable to do the job.
Hostile Work Environments Violate the Law
You can be the victim of disability discrimination in the workplace even when no employment decision is involved. Harassment can create a hostile work environment, which violates the law.
Certain actions can create a hostile work environment:
- Words such as jokes, slurs, or offensive or derogatory remarks about someone's disability
- Offensive pantomimes of someone's physical disability
- The display of offensive images
Illegal Harassment Requires Being Treated "Less Well Than Other Employees" Because Of A Disability
The standards for a hostile work environment vary. New York State and New York City law defines discrimination as when someone is treated "less well than other employees" because of a disability, as long as the ill treatment was more than petty or trivial.
New York state requires that courts interpret state law extremely liberally, regardless of how similar federal laws have been construed.
However, under federal law, the standard for proving harassment is much higher. You have to prove that the harassment was "severe or pervasive." Comments or acts constitute harassment only if they occur often enough and/or are severe enough to create an intimidating, hostile, or offensive work environment.
If the offensive behavior is affecting your ability to do your job, you may have a claim.
The Offender Does Not Have To Be Your Boss
Employers have a responsibility to prevent a hostile workplace. A co-worker or even a non-employee, like a vendor, can be the harasser. Your employer is liable as long as they knew or should have known about the harassment. If the harasser was a supervisor, senior to but not in your direct line of report, the company will often be liable, especially under New York City law.
What To Do If You Are The Victim of Discrimination
Discrimination can happen in any workplace. If you think you are the victim of discrimination or a hostile work environment, there are several steps you can take right away.
- Start keeping notes of the discriminatory practices and/or harassment. Be specific in your details—write down the time and place of each incident, what was said and done, and who witnessed the actions.
- Keep doing a good job. Make copies of your job evaluations and any letters or memos that show that you are doing a good job at work.
- Seek support from friends, family, clergy, and, if helpful, a mental health professional. Harassment at work can be very stressful, and it is a difficult thing to face alone.
- Report the incident in writing to your supervisor and human resources department. Tell them about the behavior and the steps you have taken to address it.
- Check your company's employee handbook. If your employer has a harassment policy in place, follow it.
- Preserve any information such as inappropriate texts, pictures, or voicemails sent to you.
- Put all of your complaints in writing, and keep copies at home.
A New York disability discrimination lawyer can help you make the strongest possible case.
Retaliation is Illegal
If you complain about disability discrimination at work, your employer cannot take any action against you.
Employers cannot retaliate against applicants or employees who complain about discrimination on the job, file a charge with the Equal Employment Opportunity Commission (EEOC) or any state or city agency, or participate – including being a witness – in an employment discrimination proceeding, such as an investigation or lawsuit.
You Are Protected From Retaliation Even If There Was No Discrimination
As long as you had a good faith and reasonable belief that discrimination or harassment occurred, your employer cannot take any action against you for speaking out or participating in any investigation or proceeding. It does not matter if an agency or court determines that there was no discrimination.
If you speak out about discrimination and harassment in your workplace, the law protects you from retaliation.
How to File a Claim For Disability Discrimination
There are a number of options available to file a claim for disability discrimination in the workplace. You can file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC), which handles violations of federal law, the New York State Division of Human Rights, which handles NYSHRL violations, or the New York City Commission on Human Rights, which is responsible for CHRL violations.
If your claim falls under multiple laws, the three agencies that handle discrimination claims have what is called a "work-sharing agreement," which means they cooperate with each other to process your claims. There is no need to file a claim with each agency. You just need to indicate that you want your claim "cross-filed" with the other agencies.
Learn how to file a discrimination claim, how to file an EEOC complaint, or contact a New York disability discrimination lawyer for help.
Comparing Disability Discrimination Laws
|Covers United States
|Covers New York state
|Covers New York City
|Applies to private companies with more than 15 employees, including employment agencies and labor unions.
Covers all public employers regardless of size.
|Applies to companies with more than 4 employees. This includes state and local governments and domestic workers.
|Applies to companies with more than 4 employees. This includes municipal employers and unpaid interns, as well as independent contractors under certain conditions.
|ADA defines a disability as "a physical or mental impairment that substantially limits one or more major life activities."
|NYSHRL defines a disability as "a physical, mental or medical impairment resulting from anatomical, physiological, genetic or neurological conditions which prevents the exercise of a normal bodily function or is demonstrable by medically accepted clinical or laboratory diagnostic techniques."
|CHRL defines a disability as "any physical, medical, mental or psychological impairment, or a history or record of such impairment."
|Must first file a complaint with the U.S. Equal Employment Opportunity Commission within 180 days of the incident.
However, if the charge also is covered by state or city laws, the filing deadline is extended to 300 days.
You cannot file an ADA claim in federal court without first filing with the EEOC.
|Have a choice between filing your NYSHRL claim in state court or with the New York State Division of Human Rights.
If you decide to file a claim with the agency, you must do so within one year of the incident, or within 240 days, if your claim includes a ADA claim.
You have 3 years from the date of the incident to file your claim in state court.
|Have a choice between filing your CHRL claim in state court or with the New York City Commission on Human Rights.
If you decide to file a claim with the agency, you must do so within one year of the incident, or within 240 days, if your claim includes a ADA claim.
You have 3 years from the date of the incident to file your claim in state court.
|You must show that the employer's action rose to the level of an adverse employment decision (i.e. termination or a denial of a promotion or bonus).
Reprimands and negative performance evaluations only covered if accompanied by a reduction in pay or demotion.
|You must show the employer's action rose to the level of an adverse employment decision (i.e. termination or a denial of a promotion or bonus).
Reprimands and negative performance evaluations only covered if accompanied by a reduction in pay or demotion.
|You only need to show differential treatment.
Performance evaluations and discipline decisions are covered by the law, even without reduction in pay or demotion.
|Hostile work environment requires severe and pervasive harassment.
|Hostile work environment requires severe and pervasive harassment.
|The standard for harassment is lower. It is defined as more than a "petty slight" or "trivial inconvenience." You have to show that, because of your disability, you have been treated worse than other employees.
An ADA lawyer can also help file disability discrimination cases under New York law. Disability discrimination attorneys protect employees who experience disability discrimination in the workplace.
Legal Remedies for Disability Discrimination in the Workplace
Disability discrimination provide several legal remedies. A New York disability discrimination lawyer can help recover monetary damages and back pay from your employer
- Back Pay: If you lost wage, bonuses, or benefits because of disability discrimination at work, the court can award back pay. This equals what you would have earned without the disability discrimination.
- Reinstatement: Employers who fire or deny a promotion because of disability discrimination may have to give their employee a job or promotion.
- Front Pay: Front pay helps make victims of disability discrimination whole. Courts award front pay to help discrimination victims return to the level of pay they had before their employer discriminated against them.
- Compensatory Damages: Victims of disability discrimination may have out-of-pocket expenses for therapy, a job search, and lost wages. Compensatory damages also cover emotional pain and suffering.
- Punitive Damages: Employers who violate disability discrimination laws may have to pay punitive damages to their employee as a punishment. New York State and New York City law punishes negligence, recklessness, or conscious disregard of worker rights with punitive damages.
- Liquidated Damages: Under certain laws, victims of discrimination also qualify for liquidated damages equal to the amount of back pay owed. However, disability discrimination cases grant compensatory and punitive damages rather than liquidated damages.
- Attorneys' Fees and Costs: If you win, the court can order your employer to pay your disability discrimination attorney fees, including expert witness fees and court costs.
Potential Damages Under Different Disability Discrimination Laws
|Compensatory Damages
15-100 employees: up to $50,000
101-200 employees: up to $100,000
201-500 employees: up to $200,000
more than 500 employees: up to $300,000
15-100 employees: up to $50,000
101-200 employees: up to $100,000
201-500 employees: up to $200,000
more than 500 employees: up to $300,000
You cannot receive punitive damages if you are suing a government employer (federal, state or city).
|Back Pay
Determined by the court.
Determined by the jury.
Determined by the jury.
|Front Pay
Determined by the court.
Determined by the jury.
Determined by the jury.
|Attorney Fees
|Can You Bring Suit Against An Individual Supervisor
|Prejudgment Interest
Disability discrimination in the workplace violates your rights. An ADA lawyer or disability discrimination lawyer can help if you experience workplace harassment based on your disability, employment disability discrimination, or another form of disability discrimination in the workplace.
Contact Charles Joseph, a New York disability discrimination lawyer lawyer, for a free consultation.
Workplace Discrimination FAQs


text:
The biggest country music act in the moment on British music charts is not from Nashville. They're not even from the US.
They're from Hurtwood. That's right, Ward Thomas, a twin sister duo that NME predicts will beat Jamie T to the No 1 album spot this week, is a professed country act. Their second album, Cartwheels, is currently ahead of Jamie T's fourth album, Trick, by 750 units.
If American readers think Ward Thomas is the name of their insurance clerk or district court judge, there's good reason. Sisters Catherine and Lizzy Ward Thomas are focusing exclusively on breakthrough success in their native country and don't yet have a profile on US shores. That is unusual for artists whose music is so obviously intended for country radio. With its chugging guitars and dramatic peaks, Carry You Home, the first song from the new album, sounds designed to please those strict radio paradigms, despite its bland, forgettable lyrics. There are elements of U2 and Avril Lavigne in the music, typical of what you'll hear on the country dial today, but both women sing lead harmony, which distinguishes them from the wider pack of Nashville newcomers.The duo started writing songs as teenagers, inspired by a love of the Dixie Chicks. They worked with UK-based songwriters Matt Greaves, a local producer, and Ann Bailey, a professional backup singer. A 2014 debut album created a buzz after it topped the UK's iTunes country chart and won album of the year at the British Country Music Awards, which focuses primarily on UK artists.
For the new album, the twins laid down some Nashville roots, albeit briefly, when they travelled there to work with both Bobby Blazier, a songwriter and producer who worked with Wynonna Judd and cowboy singer Michael Martin Murphey, and Chris Rodriguez, a session musician whose credits include Shania Twain and Lee Ann Womack.
The country music scene in the UK is a small one but has grown in recent years. Today, according to British Phonographic Industry (BPI) figures, country music represents 2.3% of the total UK album market, its highest level in nine years. Nashville stars now routinely play London's Country 2 Country festival.
Other factors that have helped drive up country music include the success of the television show Nashville, which airs on More4, and the importing of the city's biggest country stars to the UK, including an uproariously received appearance by Dolly Parton at Glastonbury two years ago.
Of course, country music originated from British folk ballads that made their way across the Atlantic. There they were passed down among generations, resulting in early string music played at home in the Appalachian mountains and other rural regions of the south and midwest before migrating to cities early last century. The British Invasion is often credited with reintroducing blues music to American audiences, but many of those bands, from the Beatles to the Rolling Stones to the Kinks, were also enamored with country stars and replicated their music through covers or their own take on the music. When punks turned their back on country, the British art-punk band the Mekons embraced it, with cofounder Jon Langford evolving into one of the strongest voices in championing Nashville forefathers like Hank Williams, as well as the darker origins of the music that contemporary Nashville has downplayed or disowned.
The British band that probably paved the smoothest path for Ward Thomas is the Shires, the first UK country band to enter the top 10 of the UK album charts, which they did last year. The duo also became the first British country band to sign to an American major label, UMG Nashville. A new album is expected in October.


text:
Série de webinaires : Preparing Your Clients to Successfully Embrace a Non-Traditional, Entrepreneurial Career Path -14 février, 21 février & 28 février 2018 avec Ron Elsdon et la National Career Development Association
Presenter: Ron Elsdon
Date and Time:
- Wednesday, February 14, 2018, 12:00 pm – 1:00 pm ET
- Wednesday, February 21, 2018, 12:00 pm – 1:00 pm ET
- Wednesday, February 28, 2018, 12:00 pm – 1:00 pm ET
- Full Series NCDA Member: $119 ($CAD)
- Full Series Non-Member: $159 ($CAD)
In addition to access to the live webinars, all registered participants will receive a password-protected video recording of each session, available for one week from its live broadcast date in case you miss one.
In today's work world and that of the future we can create meaningful and rewarding careers without depending on conventional employment where the nature of our work is defined by others. Instead we can blend together different work components, such as consulting, teaching, writing, design, craft making or contract work to match our individual needs, and so create a fulfilling and practical career path. This is supported well by today's technology and communication tools. Estimates show more than 25% of the working age population engaging through non-traditional paths, and this is growing. Taking such a non-traditional, entrepreneurial path can be prompted by changing internal perspectives at various life stages, or by disruptive external events such as job loss. In this three part webinar series, Ron Elsdon will highlight why, when and how creating an inspiring and practical non-traditional, entrepreneurial career path can be valuable to your clients and to you. Leave this series with a strong understanding of :
- Why individuals are drawn to non-traditional, entrepreneurial career paths.
- The benefits and challenges of pursuing unconventional employment for yourselves and for your clients.
- Differentiating non-traditional career components to create value for customers, personal fulfillment, and strong financial returns.
- Practical steps, skills and assessment tools that help you identify how to help your clients or yourselves push forward on a sustainable non- traditional career path.
Webinar #1: The What and Why of a Non-Traditional, Entrepreneurial Career Path
Wednesday, February 14, 2017 12:00 pm – 1:00 pm ET
Many of us feel more comfortable and safe when driving a car rather than being a passenger. Yet strangely when it comes to work we sometimes ascribe greater employment safety to being in a large organization where employment decisions are made by others, and not necessarily made in our best interests. This perspective is changing as attractive options such as non-traditional, entrepreneurial career paths emerge. A non-traditional career path offers an opportunity to integrate the emotional, intellectual, spiritual and practical parts of who we are. It can be a journey with delightful surprises, with kindred fellow travelers, that brings personal fulfillment and community benefit. It can be a journey we help our clients take, or that we take ourselves.
- Examine what a non-traditional, entrepreneurial career path means
- See an example from our field and how this unfolded over time
- Understand how changes in the world of work are making the non-traditional path more attractive and what might spark an interest in this path
- Identify benefits and challenges of taking this path and what they mean for ourselves and for our clients
- Examine how self-understanding informs choices about the direction of a non-traditional, entrepreneurial career path. Identify helpful self-assessment tools
Webinar #2: Making the Path Sustainable So It Lasts
Wednesday, February 21, 2018 12:00 pm – 1:00 pm ET
A key issue is making the path sustainable so it lasts. This means adopting practices so the path meets both intrinsic and practical needs – providing fulfillment and needed income, being robust over time, and launching in a timely manner. As a result, the path is constantly revitalized and client and customer relationships evolve to help sustain its vitality. In this session, we build understanding of the following aspects:
- Whether to connect multiple non-traditional career components; approaches that can form the basis for such connections
- Balancing non-traditional career components so they provide both adequate scale and move forward at a needed pace
- Differentiating non-traditional career components to create value for customers, personal fulfillment, and strong financial returns
- How and when partnering with others can be helpful, and the attributes of successful approaches
Webinar #3: Creating a Foundation to Start and Move Forward
Wednesday, February 28, 2018 12:00 pm – 1:00 pm ET
Having decided to embark on this path, questions surface about how to build a strong foundation to start and move forward, including the skills required, whether to jump in with both feet or pace entry, practical issues, and how the path may unfold over time. We explore these topics in this third session, examining:
- What skills and personal characteristics are needed to succeed and how can they be developed?
- What factors affect a preferred pace of entry? Does it have to be all-or-nothing or can more measured approaches work?
- Practical aspects such as business structure, pricing, outreach, and internal infrastructure
- How might the path unfold over time?
- Where does business planning fit in?
Ron Elsdon brings a wealth of experience to career and workforce development, organizational consulting and individual career counselling and coaching. He founded organizations that provide workforce and leadership development in the corporate, nonprofit and public sectors, and that provide caring and personalized career and coaching support to individuals. His work has also included public speaking, writing and lecturing, and more than 25 years of leadership experience with organizations in various sectors. In 2000, Dr Elsdon and his co-author were awarded the Walker prize by the Human Resource Planning Society for the paper that best advances state-of-the-art thinking or practices in human resources.
Dr Elsdon's published works include: How to Build a Nontraditional Career Path: Embracing Economic Disruption (Praeger, 2014); editor of Business Behaving Well: Social Responsibility, from Learning to Doing (Potomac Books, Inc., 2013); editor of Building Workforce Strength: Creating Value through Workforce and Career Development (Praeger, 2010); and author of Affiliation in the Workplace: Value Creation in the New Organization (Praeger, 2003). He holds a PhD in chemical engineering from Cambridge University, a Master's in career development from John F. Kennedy University, and a first-class Honors degree in chemical engineering from Leeds University.
Cancellation Policy
Requests for cancellation(s) must be made by emailing your request to email@example.com. Cancellation requests must be received before 5:00 pm ET 2 business days prior to the webinar date. NO REFUNDS are granted after this point. An administrative fee of 10% will be deducted from any paid webinar registration.
Refunds will be issued within two weeks after receipt of the written notice.
Delegate substitutions are permissible. Please notify us at email@example.com if you intend to transfer your registration to another person. Supply us with that person's name and contact information including their email address. The substitute delegate will be required to pay any difference in registration rate.
If a technical failure at the attendee's home or workplace prevents access to the live webinar, the attendee will not be given a refund. It is the responsibility of the attendee to confirm system requirements and test their computers prior to the start of the webinar.