text:
U.S. Department of the Navy, Commander, Naval Base, Norfolk, Virginia (Agency) and National Association of Government Employees, Local R4-1, SEIU, AFL-CIO (Union)
[ v56 p328 ]
56 FLRA No. 47
May 5, 2000
Before the Authority: Donald S. Wasserman, Chairman; Phyllis N. Segal and Dale Cabaniss, Members. [n1]
I. Statement of the Case
By order dated June 25, 1999, the Authority granted the Union's application for review of the Regional Director's (RD's) decision dismissing the Union's petition. In granting review, the Authority asked the parties to submit additional briefs addressing the following question:
How should the Authority assess the effect on bargaining units of reorganizations that modify portions of the chains of command at managerial levels, but do not affect the day-to-day working conditions of bargaining unit employees?
U.S. Department of the Navy, Commander, Naval Base, Norfolk, Virginia, 55 FLRA 514, 519 (1999) (COMNAVBASE Norfolk) (Member Cabaniss dissenting). The Authority also published a Federal Register Notice inviting interested persons to address the issue. See 64 Fed. Reg. 35,658 (July 1, 1999).
The Union and the Agency filed briefs. The FLRA's Office of the General Counsel (OGC) and the American Federation of Government Employees (AFGE) filed amicus curiae briefs. [ v56 p329 ]
For the reasons that follow, we hold that, in cases involving agency reorganizations, where there are competing claims of successorship, the Authority will first evaluate the proposed bargaining units that will most fully preserve the status quo in terms of bargaining unit structure and the relationship of employees to their chosen exclusive representative. Further, we hold that a change in an agency's chain of command does not, by itself, render an existing unit inappropriate. Rather, the Authority will evaluate how such a change has affected each of the three criteria for appropriate units, as applied to the existing unit and any proposed, new units.
With respect to the petition at issue here, we find that there is insufficient record evidence for us to determine whether the existing unit remains appropriate. Accordingly, we remand this case to the RD for further findings consistent with this decision.
II. Background and RD's Decision
The facts are set out in detail in COMNAVBASE Norfolk, 55 FLRA 514, and are summarized briefly here. The Union was the certified, exclusive representative of an installation-wide unit of employees at the Weapons Station Yorktown (WSY). The Agency underwent reorganizations, which split the original WSY's functions among three entities: (1) the new WSY; (2) the Atlantic Ordnance Command (AOC); and (3) the Housing Department and the Regional Resources Service Office (RRSO) of the U.S. Department of the Navy, Commander, Naval Base, Norfolk (COMNAVBASE).
The commanding officers of the new WSY and AOC have full authority to set working conditions and labor relations policies for WSY and AOC employees, respectively. They both report to the commanding officer of COMNAVBASE. The RIF competitive area is now split among the new WSY, AOC, and COMNAVBASE. While the Satellite Office Yorktown provides personnel services to WSY and AOC employees, the Human Resources Office Norfolk provides those services to COMNAVBASE employees. The reorganization did not change the original WSY employees' duties or functions, their supervisors, or their work locations, with one temporary exception. [n2]
The Agency and the Union filed competing representation petitions. The Agency asserted, in two separate petitions, that the existing unit has been split into two appropriate units -- one consisting of employees of the new WSY, and the other consisting of AOC employees -- and that the six employees transferred to COMNAVBASE are not included in either unit. The Agency claimed that AOC is a successor to the original WSY, and that the employees remaining at WSY also constitute an appropriate unit, separate from the AOC employees. The Union asserted that COMNAVBASE is a successor employer with respect to all employees of the original WSY, and sought certification of a single unit composed of all employees of the new WSY, AOC, and the six employees who were transferred to COMNAVBASE.
In resolving the competing petitions, the RD applied the criteria for successorship set forth in Naval Facilities Engineering Service Center, Port Hueneme, California, 50 FLRA 363, 368 (1995) (Port Hueneme). [n3] The RD found that AOC is a successor to the original WSY and that the employees transferred to AOC constitute an appropriate unit. [n4] The RD also found that employees remaining at WSY constitute an appropriate unit, separate from the AOC employees. Accordingly, the RD granted the Agency's petitions.
In resolving the Union's petition, the RD "attempt[ed]" to apply the Port Hueneme criteria. RD Decision at 16. As an initial matter, the RD stated that the employees now work for three separate activities -- the new WSY, AOC, and COMNAVBASE -- and that, as a result, COMNAVBASE cannot constitute a successor employer to the original WSY. The RD nonetheless proceeded to apply the three criteria set forth in section 7112(a) of the Statute, in order to determine whether the Union's proposed unit is appropriate.
With regard to the first criterion, the RD found that employees in the Union-proposed unit do not share a clear and identifiable community of interest because the employees of WSY, AOC, and COMNAVBASE, respectively, support three different missions and are in three different competitive areas for RIF. With regard to the second criterion, the RD determined that the proposed unit does not promote effective dealings with the [ v56 p330 ] Agency because the unit would not bear a rational relationship to the Agency's operational and organizational structure. In this connection, the RD found that the employees' working conditions are established by three separate commanding officers, and their personnel services are provided by two different human resource offices. With regard to the third criterion, the RD determined that the proposed unit would not promote the efficiency of Agency operations because the unit would only include 3 of 63 RRSO employees and 3 of 73 Housing Office employees. Based on the findings regarding the three criteria, the RD concluded that the Union's proposed unit is not appropriate. [n5] Accordingly, he dismissed the Union's petition.
III. Authority's Grant of the Union's Application for Review
The Authority granted the Union's application for review of the RD's decision, finding that reconsideration of Authority precedent is warranted under section 2422.31(c)(2) of the Authority's Regulations. [n6] Specifically, the Authority found that existing precedent does not provide sufficient guidance to determine whether organizational changes affecting the lines of command, but not otherwise altering bargaining unit employees' working conditions, impair the continued appropriateness of the existing unit. See COMNAVBASE Norfolk, 55 FLRA at 514.
IV. Positions of the Parties
A. Union
The Union asserts that "installation (geographic)" bargaining units have frequently been established within the Agency, and that fragmentation of such units should be avoided. Union Brief at 3. According to the Union, the Authority should find that, subsequent to an agency reorganization, an existing, installation-wide bargaining unit remains appropriate where the unit employees: (1) continue to work at the same location; (2) experience minimal interchange with employees of other institutions; and (3) continue to provide "functional line support" to the installation mission. Id. at 3-4. The Union contends that the unit it proposes meets all three of these criteria. In addition, the Union maintains that the employees' day-to-day working conditions and immediate chains of command have not changed, and that all of the employees are ultimately under the chain of command of the commanding officer of COMNAVBASE. [n7]
B. Agency
The Agency asserts that existing precedent provides sufficient guidance for determining whether the Union's proposed unit is appropriate. Nevertheless, the Agency argues that, to the extent that the precedent needs further explanation, the Authority should consider only cases involving agency reorganizations that alter the employees' chains of command, but do not involve physical transfers.
According to the Agency, its "long standing policy" is to have bargaining units established along activity lines because "the authority and the responsibility for the labor-management relationship is delegated to the activity and the activity commander." Agency Brief at 12. The Agency contends that although many activities may be located at the same installation, each one has its own commanding officer and mission function, and the different activities "have little in common except geographic proximity." Id.
The Agency argues that the employees in the Union-proposed unit do not share a community of interest. In this connection, the Agency claims that the employees work for three different activities, and that recognition of the unit would result in Union representatives bargaining on behalf of employees of activities other than their own -- employees with whom they do not share, among other things, missions, functions, competitive areas for RIF, and working conditions. Additionally, the Agency asserts, Union representatives would be required to bargain with management located at Norfolk, which is 30 miles away from the installation, when representing employees of the Housing Department and RRSO of COMNAVBASE.
The Agency also contends that the Union-proposed unit would not promote effective dealings and efficiency of Agency operations, because it would place [ v56 p331 ] the three Housing Department employees and three RRSO employees located at Yorktown in a unit that does not include other Housing Department and RRSO employees. According to the Agency, this would complicate the job of the Housing and RRSO directors, because they would be required to administer two separate sets of personnel policies and working conditions -- one for the employees at Yorktown, and one for their employees located at other installations.
V. Amicus Briefs
The OGC argues that the three appropriate unit criteria must be given equal weight, and that the Federal Labor Relations Council (FLRC) expected that weighing the criteria this way would reduce unit fragmentation and provide for more comprehensive bargaining units. According to the OGC, the legislative history of the Statute does not reflect that Congress intended the Authority to apply the three criteria any differently from the FLRC, and as such, the Authority should make appropriate unit determinations in a manner that prevents unit fragmentation and promotes more comprehensive units. The OGC also contends that chain of command issues are appropriately considered in assessing all three of the appropriate unit criteria.
The OGC proposes that, in assessing a claim that an agency reorganization has affected the appropriateness of an existing unit, the Authority should first determine whether and how the reorganization changed unit employees' day-to-day working conditions. According to the OGC, it is necessary to assess the factors underlying the appropriate unit criteria "from two perspectives: how the unit functioned prior to the change and how it functions after the change." OGC Brief at 18. The OGC further contends that "[t]he facts must be assessed to determine whether the change was a 'paper' reorganization, i.e., nothing more than a technical change in the name of the activity or agency, or a change in the level of recognition; or whether the change affected the character and scope of the unit significantly enough to render it inappropriate." Id. at 6. The OGC asserts that parties are obligated to present the RD with whatever evidence they possess concerning the three appropriate unit criteria.
AFGE argues that the Authority should find that an existing unit remains appropriate where, despite a change in the agency's chain of command, the employees remain under the ultimate control of the agency, and their day-to-day working conditions remain the same. AFGE asserts that chain of command issues are not appropriately considered in assessing whether employees share a community of interest, but only in considering whether the proposed unit would promote effective dealings and efficiency of agency operations. AFGE also asserts that the Authority should apply the private sector's "alter ego" doctrine to cases involving reorganizations.
Further, AFGE contends that, in reorganization cases, activities should have the burden to demonstrate how the proposed unit would negatively affect effective dealings and efficiency of operations, and how such negative effects would outweigh: (1) the employees' community of interest; (2) the fragmentation caused by the reorganization; and/or (3) the instability that results when an election is directed. AFGE Brief at 10.
VI. Analysis and Conclusions
The Union agrees with the RD's finding that the Agency's separate proposed units are appropriate. However, it claims that the single successor unit it proposes is also appropriate and should be certified by the Authority. As a general matter, in assessing the appropriateness of a petitioned-for bargaining unit, the Authority does not consider whether an alternative unit that is not included in a petition would be more appropriate than the petitioned-for unit, because the Statute requires only that the petitioned-for unit be appropriate. Department of the Navy, Naval Supply Center, Puget Sound, Bremerton, Washington, 53 FLRA 173, 183 n.9 (1997) (Bremerton). This principle does not, however, resolve the issue presented by this case, which is how the Authority should consider two competing petitions to clarify a bargaining unit after a reorganization. In this connection, the Authority has held that more than one unit may be appropriate in a single employment setting. See Defense Logistics Agency, Defense Supply Center Columbus, Columbus, Ohio, 53 FLRA 1114, 1128-32 (1998) (DLA Columbus); see also U.S. Department of Defense, Dependents Schools, 48 FLRA 1076 (1993). Accordingly, we provide guidance as to which petition should be considered first in cases involving more than one petition.
A. How The Authority Will Resolve Competing Claims of Successorship.
The Authority has held that there is a preference in the Statute for preventing unit fragmentation when an existing unit otherwise remains appropriate. See U.S. Department of the Air Force, Air Force Materiel Command, Wright-Patterson Air Force Base, Ohio, 55 FLRA 359, 361 (1999) (Wright-Patterson AFB). See [ v56 p332 ] also Library of Congress and Fraternal Order of Police, Library of Congress Police Force Labor Committee, 16 FLRA 429, 431 (1984) (Library of Congress). Consistent with this statutory preference, the Authority has also held that successorship claims should be resolved prior to accretion claims because a finding of successorship permits a union to retain its status as the employees' chosen, exclusive representative, rather than altering the relationship between the employees and their chosen representative by placing the employees in a different unit. See United States Department of the Navy, Fleet and Industrial Supply Center, Norfolk, Virginia, 52 FLRA 950, 954 (1997) (FISC). [n8]
Consistent with these policies, we hold that, when we are presented with competing successorship claims alleging different appropriate units, we will first consider the appropriate unit claim that will most fully preserve the status quo in terms of unit structure and the relationship of employees to their chosen exclusive representative. If we find that a petitioned-for, existing unit continues to be appropriate, then we will not address any petitions that attempt to establish different unit structures, because the Statute requires only that a proposed unit be an appropriate unit, not the most, or the only, appropriate unit. See Bremerton, 53 FLRA at 183 n.9.
In the instant case, the Union's petition would retain the existing unit structure and the Agency's petitions would fragment the existing unit. Accordingly, we first address the Union's petition.
B. How Changes in Chain of Command Will Be Considered in Assessing Whether a Petitioned-for Unit Is Appropriate.
The RD found that, after the reorganization, the unit employees could not remain in a single unit because they began reporting to different commanding officers and directors, although all of those individual commanding officers and directors began reporting directly to COMNAVBASE. As such, the RD's analysis of the appropriateness of the Union's petitioned-for unit effectively made dispositive the fact that, after the reorganization, the unit employees were in three different immediate chains of command.
There is Authority precedent supporting a finding that changes in chain of command may, by themselves, render an existing unit inappropriate. See Defense Mapping Agency, Aerospace Center, St. Louis, Missouri, 46 FLRA 502 (1992) (Defense Mapping Agency); see also United States Department of the Navy, Naval Avionics Center, Indianapolis, Indiana, 11 FLRA 591 (1983) (Naval Avionics Center). However, other Authority precedent indicates that a change in chain of command does not, by itself, render an existing unit inappropriate. See, e.g., USA Darcom Materiel Readiness Support Activity (MRSA), Lexington, Kentucky, 1 FLRA 430 (1979) (USA Darcom). Accordingly, it is necessary to address these apparently inconsistent lines of cases.
1. A Change in Chain of Command, By Itself, Will Not Render an Existing Unit Inappropriate.
Several reasons support a conclusion that a modification to employees' chain of command should not, by itself, render an existing unit inappropriate. First, section 7112(a) of the Statute explicitly recognizes that a unit may be established on an agency-wide basis. See 5 U.S.C. § 7112(a) ("The Authority shall determine in each case whether . . . the appropriate unit should be established on an agency, plant, installation, functional, or other basis . . .") (emphasis added). As agencies can have several layers of management and different chains of command, the fact that the Statute provides for the possibility of agency-wide units implies that employees who work for the same agency, but are in different chains of command, are not automatically precluded from constituting a single appropriate unit.
Second, the Authority has held that, in determining whether an existing unit remains appropriate after a reorganization, it will focus on the changes caused by the reorganization, see Morale, Welfare and Recreation Directorate, Marine Corps Air Station, Cherry Point, North Carolina, 45 FLRA 281, 286 (1992), and assess whether those changes are sufficient to render a recognized unit inappropriate. See DLA Columbus, 53 FLRA at 1122-23. The Authority makes appropriate unit determinations on the basis of a variety of factors, without specifying the weight of any individual factors. See, e.g., American Federation of Government Employees, Local 2004, 47 FLRA 969, 972 (1993) (Local 2004). It would be inconsistent with this practice to hold that changes in one factor, chain of command, renders [ v56 p333 ] inappropriate an existing unit, without assessing whether and how those changes have affected the variety of other factors that are considered in assessing each of the unit appropriateness criteria. [n9]
Third, as noted above at section VI.A., the Authority has held that there is a preference in the Statute for avoiding fragmentation of bargaining units when those units otherwise remain appropriate. See Wright-Patterson AFB, 55 FLRA at 361. Cf. Defense Supply Agency, Defense Contract Administration Services Region (DCASR), San Francisco, California, Defense Contract Administration Services District (DCASD), Salt Lake City, Utah, 4 FLRC 669, 682 (1976) (DCASR) (explaining that the three appropriate unit criteria developed in order to decrease unit fragmentation). Holding that a change in chain of command, by itself, can render an existing unit inappropriate, could result in existing units being fragmented due to changes that do not otherwise affect unit appropriateness. Such a holding would be inconsistent with this well-established principle.
For the foregoing reasons, we hold that a change in chain of command will not, by itself, be found to render an existing unit inappropriate. To the extent that the Authority's decisions in Defense Mapping Agency, 46 FLRA 502, and Naval Avionics Center, 11 FLRA 591, imply that chain of command changes may, by themselves, render an existing unit inappropriate, we will no longer follow those decisions.
2. Chain of Command Issues Are Properly Considered in Addressing Each of the Three Appropriate Unit Criteria.
As noted above, in cases involving successorship claims following agency reorganizations, the Authority determines whether the changes brought about by the reorganization are sufficient to eliminate the appropriateness of the recognized unit. See DLA Columbus, 53 FLRA at 1122-23. In reaching that determination, the Authority considers whether the proposed unit meets all three of the appropriate unit criteria set forth in section 7112(a) of the Statute. See FISC, 52 FLRA at 959. The Authority has set forth a wide variety of factors to be considered with respect to each of the three criteria, but has not specified the weight of individual factors necessary to establish an appropriate unit. See Local 2004, 47 FLRA at 972.
The community of interest criterion is intended to "ensure that it is possible for [employees] to deal collectively [with management] as a single group." FISC, 52 FLRA at 960 (citations omitted). The "effective dealings" criterion pertains to the relationship between management and the exclusive representative selected by the proposed unit. See FISC, 52 FLRA at 961. The "efficiency of operations" criterion pertains to whether the structure of the bargaining unit bears a rational relationship to the operational and organizational structure of the agency. FISC, 52 FLRA at 961.
Although AFGE asserts that chain of command issues should not be considered in assessing the community of interest criterion, changes in chains of command may affect unit employees' ability to deal collectively with management as a single group. This is true particularly in situations where unit employees have been organizationally separated into different chains of command, with different management officials holding independent bargaining authority. As such, contrary to AFGE's assertion, and consistent with the OGC's arguments and Authority precedent, we hold that chain of command issues are appropriately considered in assessing whether unit employees share a community of interest. See id. at 960-61.
Consistent with our precedent, and the OGC's arguments, changes in chain of command may also be relevant in assessing the second and third appropriate unit criteria. In assessing the second criterion -- whether recognition of a proposed unit would promote effective dealings -- the Authority considers, among other things, the limitations, if any, on the negotiation of matters of critical importance to employees in the proposed unit, and the level at which labor relations policy is set in the agency. See id. at 961. To the extent that a change in chain of command also changes which individual or organizational entity has the authority to set labor relations policy and/or negotiate with the exclusive representative of the unit, the change in chain of command could affect whether recognition of the proposed unit would promote effective dealings.
With regard to the third criterion -- efficiency of agency operations -- the Authority considers whether the structure of the bargaining unit bears a rational relationship to the operational and organizational structure of the agency. See id. at 962. To the extent that a change in chain of command may also bring changes to the agency's operational and organizational structure, the change in chain of command could create a situation where the existing unit no longer bears a rational relationship to that structure. [ v56 p334 ]
Consistent with the foregoing principles, we hold that, in assessing unit appropriateness, it is proper to consider whether changes in chains of command have affected any or all of the three appropriate unit criteria.
C. The Record Is Insufficient to Determine Whether COMNAVBASE Is a Successor Employer.
The Authority will find that a gaining entity is a successor, and a union retains its status as the exclusive representative of employees who are transferred to the successor, when:
(1) an entire recognized unit, or a portion thereof, is transferred and the transferred employees:
(a) are in an appropriate bargaining unit after the transfer; and
(b) constitute a majority of the employees in such unit;
(2) the gaining entity has substantially the same organizational mission as the losing entity, with the transferred employees performing substantially the same duties and functions under substantially similar working conditions in the gaining entity; and
(3) it has not been determined that an election is necessary to determine representation.
See Port Hueneme, 50 FLRA at 368.
1. The Entire Recognized Unit Was Transferred to COMNAVBASE.
The term "transferred employees" is a generic term that refers to the organizational movement of employees within an agency or between agencies, regardless of the nature of the personnel actions involved. See DLA Columbus, 53 FLRA at 1126-27. There is no dispute, and it is clear from the record, that the employees have been organizationally moved, and all report to COMNAVBASE, either directly or indirectly. Consequently, we find that the employees have been transferred for purposes of the Port Hueneme analysis.
2. The Record Is Insufficient for Us to Determine Whether the Transferred Employees Are in a Separate Appropriate Bargaining Unit.
a. Community of Interest
In determining whether a unit remains appropriate after an agency reorganization, the Authority focuses on the specific changes caused by the reorganization. See DLA Columbus, 53 FLRA at 1122-23. Thus, in assessing the first appropriate unit criterion, the focus is on whether the reorganization brought about changes to the bargaining unit that were significant enough to eliminate the previous community of interest. [n10]
There is no indication that the fact that some employees report to "commanding officers" who report to COMNAVBASE, while others report to "directors" who report to COMNAVBASE, affects the unit employees' ability to deal with management -- at a COMNAVBASE level -- as a single group. In this connection, as discussed previously, section 7112(a)(1) of the Statute expressly provides for the possibility of appropriate installation-wide, and agency-wide, units. Although the functions performed by the original WSY are now split among three entities, the record evidence supports a finding that the unit employees continue to perform the same functions that they performed prior to the reorganization. See RD Decision at 6 (employees transferred to AOC); 7 (employees transferred to Housing Department of COMNAVBASE); and 8 (employees transferred to RRSO of COMNAVBASE). The unit employees are all at the same geographic site. See id. at 17. They continue to share unique conditions of employment and distinct local concerns, in that ordnance activities performed at Yorktown create safety concerns not presented to COMNAVBASE employees at other locations. See id. at 9 n.10.
On the other hand, the employees are in three separate competitive areas for RIF, see id. at 17, a factor which might indicate separate interests of employees. [n11] Further, it is unclear from the record whether the employees continue to be subject to the same working conditions, and whether they continue to be governed by the same personnel policies. In this regard, while the parties agree that the day to day working conditions of [ v56 p335 ] employees were not affected by the reorganization, itself, the RD specifically found that the authority to set working conditions and labor relations policy is under the authority of separate commanders. See id. This finding indicates that the working conditions and personnel policies of these employees would diverge. [n12] The extent of this divergence could affect whether the employees continue to share a community of interest.
Further, the record does not contain the number of, or provide any information regarding, other COMNAVBASE employees who would not be included in the petitioned-for unit. [n13] Thus, we are unable to assess whether the petitioned-for unit would constitute an appropriate unit, separate and apart from those employees. [n14]
Because the record is incomplete, we are unable to determine whether the employees continue to share a separate community of interest. Accordingly, we remand this issue to the RD for further findings. [n15]
b. Effective Dealings
As noted previously, the Authority has held that the past collective bargaining experience of the parties is one factor to be considered in assessing whether a proposed unit will promote effective dealings. See FISC, 52 FLRA at 961. The RD determined that, after the reorganization, the Agency has conducted simultaneous negotiations on behalf of WSY and AOC employees, and there is no record evidence indicating that these dealings were unsuccessful. See RD's Decision at 10, 17-18. While not dispositive, this record evidence supports a conclusion that continued recognition of the unit would not impair effective dealings between the unit and the Agency.
Nevertheless, there is no record evidence as to whether the Agency and Union's continued negotiations have also been on behalf of the six COMNAVBASE employees at Yorktown, or whether those negotiations have been solely on behalf of AOC and WSY employees at that location. Additionally, while the RD found that three separate commanding officers have authority to set working conditions for the employees, and that two separate personnel offices provide personnel services to those employees, the RD did not make any findings regarding whether: (1) the commanding officer of COMNAVBASE exercises authority to set working conditions for WSY and AOC employees; (2) a representative of COMNAVBASE has ever negotiated on behalf of COMNAVBASE as a whole, including AOC and WSY; or (3) the personnel policies of the Satellite Office Yorktown differ, or could differ, from those of the Human Resources Office Norfolk. These factors are critical because, if the authority to set working conditions and establish personnel policies is split among several individuals or organizational components, then effective dealings could be impaired. [n16]
Because the record is incomplete on these matters, we are unable to determine whether the unit continues to promote effective dealings with the Agency. Accordingly, [ v56 p336 ] we remand this issue to the RD for further findings.
c. Efficiency of Agency Operations
The RD found that the commanding officers of WSY and AOC (and the respective directors of the Housing Department and the RRSO) all report directly to COMNAVBASE. However, the RD did not make any findings as to whether COMNAVBASE exercises authority to set labor relations for all of the unit employees. This factor is critical because, if COMNAVBASE does not exercise such authority, then recognition of the unit would result in a single unit bargaining with multiple individuals or components that have separate labor-relations authority. Such an arrangement would be more costly, and result in less productive labor-management relations, than would a unit that bears a more rational relationship to the structure of labor-relations authority within the Agency.
Because the record is incomplete on these matters, we are unable to determine whether the unit continues to promote the efficiency of Agency operations. Accordingly, we remand this issue to the RD for further findings.
3. The Transferred Employees Constitute a Majority of the Employees in the Unit.
A total of 323 employees were transferred to COMNAVBASE. The proposed unit consists of 420 employees (323 employees transferred from the original WSY, and 97 unrepresented employees from another entity). Assuming that the evaluation of the three appropriate unit criteria indicates that a separate unit is appropriate, the transferred employees constitute a majority of the employees in the proposed unit.
4. The RD Should Determine Whether the Second and Third Port Hueneme Criteria Have Been Satisfied.
We also remand to the RD to determine whether the second and third Port Hueneme requirements have been satisfied. With regard to the second requirement, the record does not indicate the mission(s) performed by COMNAVBASE. [n17] With regard to the third requirement, the RD should evaluate whether there is any evidence which indicates that an election would be necessary to determine the representation of these employees. [n18] Accordingly, in the event that the RD finds the existing unit appropriate on remand, we direct the RD to determine whether the second and third Port Hueneme requirements have been met.
VII. Order
We remand this matter to the RD for further findings as to whether the existing unit remains appropriate and whether the second and third Port Hueneme requirements are met.
Opinion of Chairman Wasserman, concurring in part and dissenting in part:
I agree with the determination that a change in command structure does not, in and of itself, render a bargaining unit inappropriate, but is a factor to be considered. For the reasons expressed by the majority, I also agree on the order in which the petitions should be analyzed. I dissent from the majority's assessment of the record as insufficient for purposes of making a decision regarding the parties' petitions.
As is the case in so many labor relations disputes, there are questions that remain unanswered by the presentation of the evidence. However, any remaining questions are insignificant in contrast to the great bulk of the evidence that we do have. I think the Authority errs when it demands a perfection of factual presentation, because the search for certainty will often be unavailing, and delay in adjudication can cause great harm to parties' rights. Indeed, our statute does not demand perfection. There is no requirement for the most appropriate bargaining unit. The requirement is merely for an appropriate bargaining unit. In my view, the record is adequate to find that, under Port Hueneme and FISC, the union's petition should be granted.
I. There is a community of interest among the COMNAVBASE, WSY and AOC employees
There is no doubt that the day-to-day working conditions of the employees remain unchanged. The [ v56 p337 ] employees remained where they were, doing the same things they had previously done. Supra at 16-17. The only change was in the organizational structure in which they were placed. The continuity of working conditions is further evidenced by the following:
1. Directives issued by the Commander of the WSY prior to the reorganization remained in effect after the reorganization, and remained applicable to all tenant activities. These directives concerned various working conditions, such as occupational health, smoking policy, and safety. (Un. Exhs. 11-13; Tr. 181.) While other tenants of the host WSY, such as AOC, can implement stricter applications of these directives, they cannot implement less restrictive applications. (Tr. 250-51.)
2. In this connection, the post-reorganization Commander of the WSY has facility-wide responsibility ("ultimate say") over "what's happening . . . basewide." (Tr.265-66.) This authority encompasses primarily facilities management matters and would include a variety of related working conditions.
3. The AOC commander has discretion to set certain working conditions within the parameters of the decision-making authority of the Commander of WSY. (Tr. 195.)
In addition, there is a significant amount of record evidence that employees are governed by the same personnel policies. Although the RD described the authority of the commanding officers of WSY and AOC over their respective organizations, Decision at 17, it is undisputed that COMNAVBASE is the central command to which WSY, AOC, RRSO, and the Housing Office all report. In our grant of review in this case, we said that "placement in the same immediate chain of command would appear to ensure that employees could `deal collectively' with management as a single group, thereby establishing a community of interest." COMNAVBASE, Norfolk, 55 FLRA at 518, quoting FISC 52 FLRA at 960. To underscore the uniformity that can be accomplished by being under the same ultimate command, COMNAVBASE, I note that the Satellite Personnel Office has presented almost identical sets of proposals to the Union, for bargaining on behalf of employees at both WSY and AOC. (Tr. 160-67; Un. Exh. 4; Ag. Exhs. 24, 25.)
The record reflects that the HRO Norfolk Director has "total responsibility" for labor relations at WSY, AOC, RRSO, and Housing. (Tr. 139-40.) Further, while the Satellite Office provides labor relations guidance to WSY and AOC without close oversight from HRO Norfolk, it seems fair to conclude that the latter sets the policy that is implemented at the Satellite Office. (Tr. 90-92.)
I do not find the existence of separate competitive areas for RIF purposes to undermine the community of interest among the employees in at issue. See American Federation of Government Employees, Local 2004 and Letterkenny Army Depot and Defense Logistics Agency, Defense Distribution Region East, 47 FLRA 969, 972 (1993) (factors which employees did not have in common, such as RIF competitive area, do not undermine the RD's determination that a community of interest exists). It is not uncommon for a bargaining unit to have separate competitive areas; nation-wide consolidated units must have separate competitive areas for RIF. Moreover, in this case, the area of consideration for most vacancies is all of the commands serviced by HRO Norfolk, Tr. 146, which includes WSY, AOC and COMNAVBASE.
Based upon the foregoing, I find ample evidence to support a determination that there is a community of interest among the transferred employees.
II. The unit proposed by the Union would promote effective dealings
As noted above by the majority, the RD found that after the reorganization, the Agency conducted simultaneous negotiations on behalf of WSY and AOC employees, which supports a determination that effective dealings continue within the new structure. However, the majority notes that the RD did not make any findings regarding whether: 1) the commanding officer of COMNAVBASE exercises the authority to set working conditions for WSY and AOC employees, 2) a representative of COMNAVBASE has ever negotiated on behalf of COMNAVBASE as a whole, including AOC and WSY; or 3) the personnel policies of the Satellite Office Yorktown differ, or could differ, from those of the HRO Norfolk. The lack of RD findings on these points is not problematic.
Certainly, it is clear that COMNAVBASE is the commanding office for both WSY and AOC, i.e., the commanding officers for the two both report to COMNAVBASE. (E.g., Tr. 105.) There is no evidence to place in doubt the presumption, under the typical operation of a chain in command, that COMNAVBASE has the authority to set working conditions for WSY and AOC employees. Even if COMNAVBASE has not [ v56 p338 ] exercised the authority to set working conditions and to bargain for all unit employees, it is neither impossible nor inappropriate for it to do so. Similarly, there is no reason to conclude that the Satellite Office of the Norfolk Regional HRO would operate independently with respect to policy, since the Satellite office is a branch of the HRO Norfolk.
Accordingly, the structure of the Union's proposed unit, as well as the simultaneous bargaining for WSY and AOC, reveal that effective dealings between the Agency and the Union will be supported by the broader unit.
III. The unit proposed by the Union would support efficiency of operations
We need not avoid making a determination on the basis of an unanswered question about whether the COMNAVBASE commanding officer has exercised his authority to bargain for all of the components sought to be combined by the Union's petition. The commanding officer of COMNAVBASE undoubtedly does have the authority to set policy and bargain for every component that reports to him, thereby guaranteeing the efficiency of the combined unit. Further, HRO Norfolk, on its own and through its Yorktown Satellite office, provides unified personnel and labor relations services for all unit employees. (Tr. 139-40.) The COMNAVBASE preference to avoid unified bargaining does not affect my assessment of the efficiency of operations that can be gained by avoiding the fragmentation that the Agency's petition would yield.
As a result, I believe that Union's proposed unit would support efficiency, and I conclude that the unit it seeks to establish is a separate appropriate unit.
IV. The requirements of Port Hueneme have been met to establish successorship
As noted above, Slip Op. at 21, the first factor of Port Hueneme has been met, in that the transferred employees constitute a majority of the employees in the proposed unit.
The second Port Hueneme factor requires that the claimed successor have substantially the same organizational mission as the losing entity and that transferred employees perform substantially the same duties and functions under substantially similar working conditions after the transfer. Port Hueneme, 50 FLRA at 372. The inquiry emphasizes the employees' perspective, i.e., whether the agency's operations, as they affect unit employees, remain essentially the same after the transfer. Id. However, the missions of the predecessor and the claimed successor need not be identical. Id. at 373. Even where the gaining entity has a broader or different mission from the losing entity, if the transferred employees continue to perform the same functions that they performed when they were employed by the losing entity, then the Authority has found the second Port Hueneme criterion satisfied. See Bremerton, 53 FLRA at 184-85 (1997).
Each of the organizational components at issue performs the same mission after the reorganization as it did before. While the various organizational units can be seen as performing three separate, specific missions in support of the broader mission of the base, the same point could be made about the original pre-reorganization WSY. The original WSY performed these same, distinct missions, and to the extent that separate missions render the proposed bargaining unit inappropriate, they would also have rendered the original WSY unit inappropriate. However, the Authority certified that unit as appropriate in 1985, and no one has suggested that this decision was incorrect. Accordingly, the overall mission performed by employees in the proposed unit has not changed. Rather, the employees have been divided up organizationally by function, and each function contributes to the ultimate mission of the Activity.
After their transfer, the employees perform substantially the same duties and functions under substantially the same working conditions: they report to the same first-line supervisors, they work at the same locations, and their other conditions of employment are otherwise unchanged. From the employees' perspective, the agency's operations remain essentially the same after the transfer. Such facts support a conclusion that the purported successor carries out substantially the same mission as the losing entity, thereby satisfying second factor of the Port Hueneme requirement.
As noted above, the transferred employees constitute a majority of the employees of the gaining entity. Additionally, no other labor organization represents, or seeks to represent, the transferred employees. As such, it has not been demonstrated that an election is necessary to determine representation, and the third Port Hueneme factor has been met here. See, e.g., Social Security Administration, District Office, Valdosta, Georgia and AFGE, AFL-CIO, 52 FLRA 1084 (1997).
V. Conclusion
Based upon the foregoing analysis, I find that the bargaining unit sought by the Union is an appropriate unit and that COMNAVBASE is the successor employer.
Footnote # 1 for 56 FLRA No. 47
Chairman Wasserman's separate opinion, concurring in part and dissenting in part, is set forth at the end of this decision.
Footnote # 2 for 56 FLRA No. 47
One of the original WSY employees who was transferred to COMNAVBASE temporarily divided his time between Yorktown and COMNAVBASE's Norfolk headquarters, but no longer does so.
Footnote # 3 for 56 FLRA No. 47
The Port Hueneme criteria are set forth infra, at section VI.C.
Footnote # 4 for 56 FLRA No. 47
Under section 7112(a)(1) of the Federal Service Labor-Management Relations Statute (Statute), a bargaining unit is appropriate only if it will: (1) "ensure a clear and identifiable community of interest among the employees in the unit[;]" (2) "promote effective dealings with . . . the agency involved[;]" and (3) "promote . . . efficiency of the operations of the agency involved."
Footnote # 5 for 56 FLRA No. 47
The RD also determined that there were three gaining employers (the new WSY, AOC, and COMNAVBASE), and that, as a result, he could not compare the mission of the original WSY with the missions of those three employers. Accordingly, the RD found that he could not apply the second Port Hueneme factor, and he concluded that COMNAVBASE could not constitute the successor to the original WSY.
Footnote # 6 for 56 FLRA No. 47
Section 2422.31(c)(2) of the Authority's Regulations provides, in pertinent part, that "[t]he Authority may grant an application for review only when the application demonstrates that review is warranted on one or more of the following grounds: . . . Established law or policy warrants reconsideration[.]"
Footnote # 7 for 56 FLRA No. 47
The Union notes that the commanding officer of COMNAVBASE is now titled the Commander, Mid-Atlantic Region (CMAR). For the sake of consistency with the Authority's decision in COMNAVBASE Norfolk, and avoidance of confusion, we refer to the CMAR as the commanding officer of COMNAVBASE throughout this decision.
Footnote # 8 for 56 FLRA No. 47
In its amicus brief, AFGE asserts that the Authority should apply the alter ego doctrine that is applied in theprivate sector. AFGE Brief at 11-12. Under that doctrine, in order for an employer to constitute an alter ego of another employer, there must be "substantial identity of ownership and control" of their businesses, and one must be a "substantially identical entity" of the other. Hardin, The Developing Labor Law, 816-17 (3d Ed. 1992). These concepts are encompassed in the existing Port Hueneme doctrine, which considers whether "[t]he gaining entity has substantially the same organizational mission as the losing entity, with the transferred employees performing substantially the same duties and functions under substantially similar working conditions in the gaining entity[.]" Port Hueneme, 50 FLRA at 368. Accordingly, we find it unnecessary to separately adopt the alter ego doctrine.
Footnote # 9 for 56 FLRA No. 47
We note that, under certain circumstances, a change in chain of command may affect the other factors that are considered in assessing unit appropriateness, and depending on the significance of those effects, may render an existing unit inappropriate.
Footnote # 10 for 56 FLRA No. 47
We note the Agency's claims that "virtually all bargaining units [in the Agency] are established along activity lines," and that "[t]he Department of the Navy has never advocated nor sought units established along geographical lines." Agency Brief at 12. The Authority, not agencies or unions, is charged with making appropriate unit determinations under the Statute. See 5 U.S.C. § 7112(a). Additionally, as noted above, more than one unit may be appropriate, and a proposed unit will not be found inappropriate merely because another unit might be more appropriate. See Bremerton, 53 FLRA at 183 n.9. As such, the Agency's practice of advocating only activity-based units does not compel a conclusion that the Union-proposed unit is inappropriate.
Footnote # 11 for 56 FLRA No. 47
As is noted in the dissent, the existence of separate competitive areas for RIF, like any other factor in evaluating community of interest, is not dispositive in resolving that issue. See Local 2004, 47 FLRA at 972.
Footnote # 12 for 56 FLRA No. 47
In finding that the community of interest criterion is satisfied, our dissenting colleague relies on the facts that the reorganization did not change employees' conditions of employment and that COMNAVBASE is the central command over each activity, as well as record evide


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Looking at adding camlocks when I get my pump, just wondering how people use them to transfer to a carboy. I will be creating a whirlpool using the pump and immersion chiller. After reaching the correct temp I will disconnect the whirlpool and move hose to the carboy. Will the camlock fit in the neck or will it get stuck inside if the little arms open?
I do the same thing as what you mention above. I actually just pull the camlock off the end of the hose before I place it into my better bottle or bucket. The camlocks fit so well onto silicone hose that I don't use any zip ties.
I have an extra tube without a fitting on one end that I use for carboys.
Ever consider using the male end for that part of the hose? You could just change the position of the camloks and you won't have to mess with the coupler portion.
Thanks for the options, think I will get a male camlock with a barb and create a 2' hose. This way I can create a 'regular' hose anytime by connecting it to one of the female camlock hoses.

subset: commoncrawl


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This recipe can now be found exclusively in The $5 Dinner Mom Cookbook.
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This recipe can now be found exclusively in The $5 Dinner Mom Cookbook.
Gayle says
Yum! You've got some great recipes on your blog!!!!
Karen denslow says
I made this for dinner 2night. Had all the stuff in the pantry but didnt know what to have for dinner. seen this and had to do it. I used a can of chili beans instead of red/black beans. Took a couple cans of carrots out of pantry also and added some brown sugar to them. Also some peaches on the side. it was pretty good. For sure nothng we ever had b4. It was a nice change from our normal things we have.


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Going on my third week here--very nice. It has everything for a short stay. Nice bed, big tv with plenty of channels, high speed internet and very friendly staff. The manager, Tim, has been very friendly, knowledgeable about the area and has a personality that makes it seem like he is your friend, sincerely there to help you. That is... More
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Martin Henderson/For ESPNLA.comEdison quarterback Chase Favreau rushed for two TDs and passed for two more in Thursday's victory.
NEWPORT BEACH -- Having won three of its four Sunset League games by six points or fewer, nothing had come easy this season for Edison. But with a chance to win a fifth league title in six years, Edison made the most of its opportunity Thursday against upset-minded Newport Harbor.
Behind the running of quarterback Chase Favreau, Edison scored a 35-7 victory over Newport Harbor, guaranteeing the Chargers a first-round home game when the Southern Section Pac-5 playoffs begin next week.
Edison (9-1, 5-0) finished ahead of Huntington Beach (8-2, 4-1) and Newport (5-5, 3-2). Huntington Beach beat Fountain Valley, 30-12.
Had Newport been able to win, it would have created a three-way tie for first place.
Favreau scored on runs of 28 and 17 yards in the first half, and also connected on TD passes of 34 to Curren Provost and 37 to Sedric Hill -- again, all in the first half -- as the Chargers opened a 28-7 lead and took all the mystery out of the league title game.
"Chase makes things happen," said Edison coach Dave White, who is two victories from reaching 200 in his career. "He can run, he has a cannon, he's a competitor. The whole team, we did a lot of good things tonight."
Favreau said it was an important win going into the playoffs.
"This performance, putting up a lot of points and shutting the other team out, that give us a good feeling going into the playoffs and hypes us up a little more for who we're going to play next," Favreau said. "We definitely reached our potential tonight. We were a couple plays away from being really good. Seemed we put it all together tonight and the score says it all."
Newport's one bright spot early was Titus Hasson's 90-yard kickoff return following Favreau's first score to tie the contest at 7-7, but that was as good as it got for Newport. The offense never mounted a serious threat until the final minute when the reserves were in the game.
Indicative of the night for Newport: on the second play of the third quarter, Favreau completed a pass to Hill who looked to be headed for an 82-yard score, but Hasson ran him down and caused a fumble at the one-yard line; it was recovered in the end zone by Connor Mase for a touchdown. That made it 35-7, which the score would remain until Edison put in its reserves with 9:51 left in the game.
"I can't think of too many kids who didn't play well tonight," said White, who is in his 26th season as coach. "They didn't want to share. They didn't want to be co-champs or tri-champs."
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text: Is there really a need to purchase class C IP addresses? There are still some people confused as to why seo hosting is preferred as against regular seo packages. The following article explains this differneciation. The moment one has a website, the first thing that he or she would go ahead and do is to perform some sort of search engine optimization work on it. It is well known that the best way to get the greatest amount of revenue is by getting the most amounts of visitors to the site. In order to achieve this, you have to make sure that your website is well recognized by search engines. The better your site ranks in any search engine, the more would be the number of visitors to your website. For such a reason, there are many that decide to opt for search engine optimization. They assume that it is possible to have their website perform quite well in any search engine by way of the techniques that are being used by such companies. But what they fail to realize is that such regular seo is worthless as it cannot result in any outcome for the site in performing well in search engines. Considering the fact that today there is a lot of competition for particular keywords, you need something special that can help you to stay ahead of the competition. This is where a seo hosting firm is very useful as one can be assured that they will do much more than what is currently being done by any regular provider. One of the main reasons as to why a seo hosting company is very useful is on account of the fact that such companies use different C class IP addresses to ensure that one's website would not be banned and traced back to you. By making sure that you have a network of websites all interconnected to one another, you can be assured that your site will definitely rank much higher in a particular search engine. At the same time, you have to also make sure that you are completely untraceable by any search engines. The way in which such seo hosts manage to remain untraced is by using various IP classes C addresses since they know that Google and other search engines very highly value them. So if it appears that your sites come from different C class IP addresses, then you can be assured that there will not be any problem in blacklisting your site. So the next time you have to choose between seo hosting and regular hosting services, you have to remember that seo hosting is the best option is the best bet as it can ensure that your site ranks much higher in search engines. About Author: There is a great need to contemplate IP class c address so as to help webmasters achieve the best of results on their website's PR and SERP. Firms such as Page1Hosting are some of the only few authentic SEO Hosting options that need to be formulated with the sole intention of knowing which are the best optimization strategies available in the market today.


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Ralph Reed: Making Divorce Hard Is A 'Better Solution' Than Food Stamps For Women
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Faith and Freedom Coalition founder Ralph Reed on Tuesday said that it was becoming too easy for women with children to get a divorce from their husbands.
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Columbia Shopping Night
Wednesday, April 30, 2014 @ 4:00pm - 9:00pm
Shop to support Columbia University Athletics! As a platinum sponsor of CU Athletics, Fairway Market is hosting a shopping night at the Harlem store to help raise money for the Lions. Come in and shop, submit registration form to your cashier at check-out and Fairway will donate 25% of your total purchase to support Columbia University's student-athletes.
April 30, 2014 4:00 pm
April 30, 2014 9:00 pm
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Harlem Events


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Please note these are member-submitted secrets and are not reviewed by SparkPeople's health experts for accuracy. If you feel a secret is inappropriate, please click the "Report Inappropriate Secret" on the secret's page and our staff will review it.
Don't always look at the scale to see how much you have lost. Measurments and clothes fitting tells a better story sometime I find it very helpful to always carry a tote bag with me that has apples, nuts, string cheese, yogurt (if I can keep it cool). I never leave the house without it and even take it to family and friend's houses when I visit. It helps me stick to eating what is right if I get hungry away from home. I finally learned your must start EACH day with a healthy breakfast in order to jump start your metabolism for the day Eating my fruits and vegetables I have quit basing my meals on meat and use it to flavor my salads and vegetables. The main focus of the meal is the vegetables which contain less calories and fat. make it fun and exciting for yourself .. if you dont you won't stick with it I like to observe others in grocery stores & restaurants and see what they buy and what they eat and then quickly look up to see how they look. That immediately helps me to focus healthy shopping or eating.
Although it may not work for everybody, I know that my success has been in large part due to the fact that I designed my own food plan. Know yourself and do what you KNOW you can do for life and then work that plan. I think you'll be pleasantly surprised! I drink half of my weight in water, I have found I am not really hungry most of the time but lacking in water so I make sure to drink at least half my weight in pure refreshing water. Exercise can be a great tool for dealing with stress, keeping your moods in check, and giving the happy feelings. Whole food blenders (like Vita-Mix) helped me make delicious healthy breakfasts and completely killed my sugar cravings. They're a bit pricey but totally worth it! |


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Cherry Falls
Cherry Falls | |
VHS cover
Directed by | Geoffrey Wright |
Produced by | Marshall Persinger |
Written by | Ken Selden |
Starring | Brittany Murphy Jay Mohr Michael Biehn |
Music by | Walter Werzowa |
company |
Distributed by | USA Films October Films Good Machine Entertainment Film Distributors (UK) |
Release dates
Running time
92 minutes |
Language | English |
Budget | $14,000,000[citation needed] |
Cherry Falls is a 2000 American slasher comedy film written by Ken Selden and directed by Geoffrey Wright. The film stars Brittany Murphy, Jay Mohr, and Michael Biehn.
This article's plot summary may be too long or excessively detailed. (January 2014) |
In the woods outside the small affluent town of Cherry Falls, Virginia, a teen-aged couple, Rod Harper (Jesse Bradford) and Stacy Twelfmann (Bre Blair) are getting romantic in a car when a black-haired female appears and murders them both. Meanwhile, in town, teenager Jody Marken (Brittany Murphy), the daughter of the local sheriff, is with her boyfriend, Kenny (Gabriel Mann), who thinks it is time to go "all the way." Jody gently says no, then goes back home only to find her father, Brent (Michael Biehn), upset that she is out past her curfew. Brent and his deputies begin to investigate the murders the next day. They see that the killer carved the word "virgin" into both victims. At school, Brent sees English teacher Mr. Marliston (Jay Mohr), who urges him to divulge more details of the murder to students and the town so as to eliminate the possibility of secrets.
Soon, the black-haired female kills another teen, Annette Duwald, who is also a virgin. Concerned for the town's safety, Brent holds a meeting at the high school to tell parents the nature of the crimes. (No students are invited, but Jody sneaks in as does one of her friends, Timmy.) The killer appears, kills Timmy, and strikes at Jody, but her father rescues her. Word gets out in Cherry Falls about how virgins are being targeted. The school's worst fears are confirmed when a large-scale orgy is planned outside of city limits. At the police station, Jody describes the killer to an officer, who draws a composite. Brent confides with an old friend, Tom Sisler, (the current high school principal) that the suspect looks like "Lora Lee Sherman." The two are both visibly nervous, and Jody listens in on their conversation.
Later at school, Jody and Kenny reconcile, and later Jody learns from her mother about the tale of Lora Lee. Twenty-five years ago, Lora Lee was a high school loner. She claimed that four popular boys at school, including Brent and the high school principal, raped her one night. Her cries fell on deaf ears and she left the city for the rural outskirts, where she was rarely seen or heard from again. After Jody discovers the truth, disappointed with the hypocrisy of her parents, she visits Kenny at his house. They talk, and Jody being upset with her parents, tries to pressure sex on Kenny. He refuses, pushing her away stating how he would rather have sex with her because she wants to. She leaves and they end things between them.
Later that night, as the students gather in a large cabin in the local woods to indulge in their orgy, Brent goes to the school for a meeting with Sisler only to find the principal dead in his office with the words "virgin not" carved into his forehead. Before Brent can react he is surprised by the killer, who knocks him out and drags him away. Jody, who has refused to attend the orgy with Kenny, is out riding her bike when she cycles by Mr. Marliston's house and witnesses him dragging a heavy trunk inside. Suspicious, Jody sneaks into the house and opens the trunk. She recoils as she finds the beaten and bloody body of her unconscious father inside, before she too is knocked unconscious. At the orgy, Kenny is about to have sex with a girl when he has second thoughts and leaves to find Jody. He drives around trying to find her but is puzzled to see her bicycle outside of Marliston's house.
Downstairs in that house, Marliston puts on a wig and makeup to "become" Lora Lee Sherman. Marliston reveals that he is Lora Lee Sherman's illegitimate son, then asks Brent to retell the story of what happened that night 25 years ago. Brent reveals that the four boys, including himself when he was very intoxicated, did indeed rape Lora Lee. Marliston says his mother became an abusive "psycho" after the rape and gave birth to a son (himself) fathered by one of the rapists. With a close-up of both Brent and Marliston's (identical) eyes, it is strongly implied that Brent is in fact Marliston's biological father. By frightening virgins, Marliston anticipated a large high school orgy (which is indeed happening at that very moment), which would thereby rob all the wealthy parents of their precious children's virginity, just like his mother lost her virginity due to violent circumstances.
Kenny enters the house and frees Jody as Brent fights with Marliston, who manages to brutally kill him. Jody and Kenny flee to the orgy with Marliston in furious pursuit, killing a deputy en route. He bursts inside wielding an axe and mass panic erupts. After wildly stabbing panicking students and then trying to escape, Marliston fights both Jody and Kenny, with Kenny being severely wounded during the melee. Eventually, Marliston is pushed off a balcony by Jody and impaled on fence posts. At first he seems to be dead, before reviving briefly only to be promptly shot dead by Deputy Mina, who unloads two pistols into him. The next day, Jody and her mother head away from the police station after submitting a distorted version of the truth, but not before Jody sees a vision of someone resembling Lora Lee Sherman.
- Brittany Murphy - Jody Marken
- Jay Mohr - Leonard Marliston
- Michael Biehn - Sheriff Brent Marken
- Jesse Bradford - Rod Harper
- DJ Qualls - Wally
- Candy Clark - Marge Marken
- Amanda Anka - Deputy Sheriff Mina
- Joe Inscoe - Tom Sisler, the Principal
- Gabriel Mann - Kenny Ascott
- Natalie Ramsey - Sandy
- Douglas Spain - Mark
- Bre Blair - Stacy Twelfmann
- Kristen Miller - Cindy
- Michael Weston - Ben
- Keram Malicki-Sanchez - Timmy
- Vicki Davis - Heather
- Rick Forrester - Deputy Beau
- Clementine Ford - Annette Duwald
- Colin Fickes - Dino
- Zachary Knighton - Mr. Rolly
- Rand Courtney - Dennis
- Bret McKee - Dylan Roley
- Joannah Portman - Sharon
- Ben Anderson - young partier
In October 1998, Variety announced Geoffrey Wright as director. Wright promised an intelligent script full of irony.[1]
Cherry Falls was troubled by censor disapproval. It had to be submitted to the MPAA a total of five times before censors finally approved a cut.[citation needed] Although it was not theatrically released in the US, it played in the UK and Europe.[2] It premiered on USA Network.[3]
Rotten Tomatoes, a review aggregator, reports that 46% of 13 surveyed critics gave it a positive review.[4] Doug Brod of Entertainment Weekly rated it A- and wrote that "it might just be the wittiest, most subversive teen thriller since Heathers."[5] AllMovie gave it a favorable review, writing, "Of all the teen slasher flicks that premiered after the wildly successful Scream series (Urban Legend, etc.), Cherry Falls will possibly go down as one of the most creative, but sadly unseen ones in the bunch."[6] Derek Elley of Variety called it "a semi-successful spin on familiar material that could build minor cult status".[7] Nathan Rabin of The A.V. Club wrote, "Smart at times but not nearly smart enough, and peppered with good ideas it doesn't really know how to exploit, Cherry Falls is just good enough to make you wish it were far, far better."[8] Chris Parcellin of Film Threat rated it 3/5 stars and wrote, "It aspires to be another Heathers or Rivers Edge, but doesn't make it."[9] Total Film rated it 3/5 stars and wrote, "If you're not already sick to death of the teen horror genre, you might want to give this a look."[10]
Matt Serafini of Dread Central ranked Cherry Falls number seven in a list of the top ten high school horror films from 1996 to the present.[11]
Director Wright won Best Director at Sitges Film Festival.[12]
- ^ "Wright to helm Rogue's slasher thriller 'Cherry'". Variety. 22 October 2014. Retrieved 14 January 2014.
- ^ Stoddard, Katy (21 December 2009). "Brittany Murphy's career in movies: every film – and what it made at the American box office". The Guardian. Retrieved 14 January 2014.
- ^ Harris, Dana (13 September 2000). "Inside Move: 'Cherry' heads for USA Nets". Variety. Retrieved 14 January 2014.
- ^ "Cherry Falls". Rotten Tomatoes. Retrieved 14 January 2014.
- ^ Brod, Doug (6 February 2001). "Cherry Falls (2001)". Entertainment Weekly. Retrieved 14 January 2014.
- ^ Wheeler, Jeremy. "Cherry Falls". AllMovie. Retrieved 24 July 2012.
- ^ Elley, Derek (2 October 2000). "Review: 'Cherry Falls'". Variety. Retrieved 14 January 2014.
- ^ Rabin, Nathan (19 April 2002). "Cherry Falls". The A.V. Club. Retrieved 14 January 2014.
- ^ Parcellin, Chris (17 March 2001). "Cherry Falls". Film Threat. Retrieved 14 January 2014.
- ^ "Cherry Falls". Total Film. 15 September 2000. Retrieved 14 January 2014.
- ^ Serafini, Matt (4 December 2014). "Top Ten High School Horror Movies: 1996 – Present". Dread Central. Retrieved 14 January 2014.
- ^ "'Gein' grabs top kudos at Sitges fest". Variety. 18 October 2000. Retrieved 14 January 2014.
External links[edit]
Wikiquote has quotations related to: Cherry Falls |
- Cherry Falls at the Internet Movie Database
- Cherry Falls at Rotten Tomatoes
- Cherry Falls at AllMovie


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You deserve the best you. That is why I am offering free individual coaching. I am living a FULL life of love, joyfulness, gratitude, giving, happiness, etc., despite the fact that I have late-stage Lyme. Instead of growing weaker in bed and and living with misery, I am living a life that is full. Yes, I have my collapse days, where I sleep for many hours and do nothing. However, I have learned that anyone with the type of personality I have would eventually have those days anyway.
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By keeping things relatively simple, Nintendo has ensured that XD is a fun and progressive RPG without any of the hindrances that dog lesser games. And that's the definition of good game design, so give the developers a pat on the back.
It's no surprise that battles are the main feature, but they've never looked so good. In Genius Sonority's last effort, Pokemon Colosseum, character animations were blocky and the character models weren't particularly impressive. Although XD makes use of the same engine, the Pokemon themselves have been refined and look much better than they did.


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Solar Contracts: Patterson, California; Bellingham, Massachusetts
The City of Patterson, Calif., has entered into an agreement with Chevron Energy Solutions, which will include solar installations and energy efficiency programs such as replacing streetlights with LED fixtures.
Chevron Energy Solutions will install solar panels to generate power for the city's sewage treatment plants, corporation yard, and senior and aquatic centers. It is anticipated the solar installations will provide over 90 percent of the facilities' energy requirements. Changing streetlights to more efficient LED fixtures is also expected to save over $200,000 per year in electricity expense.
In addition, the city and Chevron Energy Solutions have engaged WattzOn, a community-based energy-efficiency non-profit, to help residents and business owners identify free and low-cost ways to reduce their energy use through free energy audits. The collaboration, to be called The Capacity Project, will also build workforce capacity in cleantech and energy by training and hiring Patterson high school students as energy auditors, being paid $14/hour.
In other news, Washington Gas Energy Systems has signed a contract with the town of Bellingham, Mass., to build, own and operate a 3,802-kW solar array to provide an expected annual output of 4,800 MWh renewable energy for the town. The ground-mounted installation will consist of 12,672 panels. Washington Gas Energy Systems will own and operate the solar facility under a 20-year power purchase agreement. The project was developed by NextSun Energy and will be engineered and constructed by Gehrlicher Solar. Construction of the project began in March 2013 and will be complete in late June 2013.
4 Reasons Operations Teams Can't Live Without Real-Time Building Data
Why bring buildings online? What information can operations teams glean from real-time data that they can't just get from the monthly data provided by utility companies? Click to learn more.
- Existing Building Technologies Combine for Increased Savings
- Let's Do The Math for DR
- 2014 Environmental Leader Product and Project Awards
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- Unlocking the Value of Energy & Operational Data
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- Smart Companies Utilize Integrated Energy Solutions
- How "Fixed" is the Fixed Price Product?
- Cut Costs and Improve Facility Operations with Energy Data
- Energy Procurement Strategies for Winter 2014 and 2015
- Energy Efficiency Requires Engineering Efficiency
- Integrated Building Optimization: A Crucial Convergence of Demand-side and Supply-Side Energy Management Strategies
- Driving Productivity and Profit with Industrial Energy Management


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Alex Kerin's viz is not only beautiful, it's also the winner of our Interactive Viz Contest! It shows which countries consume the most oil and whether or not they're net importers or exporters. Does the giant dot over the US surprise you?
Drag the slider to change the year and see how oil consumption changes. Click on a region for a closer look. Then use the tabs at the top to view each country's oil reserves and consumption trends.
The US Has 3 Years of Oil in the Ground
"In the same way that YouTube spawned a surge of new filmmakers, Tableau Public will bring on a new generation of data players and spectators."


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2011 Porsche 911 GT3 Coupe for sale with the following options: Self-Dim Mirrors & Rain Sensor, PCM 3.0 w/Extended Navigation, Dynamic Engine Mounts, Heated Front Seats, Sound... More
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The Caterham Seven 280 is the lightweight sportscar for all conditions. It combines stunning performance on the road with the practicality of weather protection,... More
The Caterham Seven 280 is the lightweight sportscar for all conditions. It combines stunning performance on the road with the practicality of weather protection,... More
Designed to provide a new high performance benchmark, the 2.0-litre Ford Duratec engine which powers Caterham's premium range of Sevens has been re-developed in... More
2014 FORD Mustang Cobra Jet drag race car,It has never been raced or registered!It has a 5.0 supercharged engine,special built C4 racing transmission,9" ford... More
Beautiful California 30 in Nero Daytona over Beige Leather. This vehicle has a full factory warranty until 05/30/2017?. The Ferrari California also has the 7... More
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Bright blooms in reds and pinks are cast against a solid white ground for crib sheeting that's big on contrast and vibrant, contemporary style.
Please allow 5-7 business days for delivery. Delivery estimate includes monogrammed and gift-wrapped items.
Item | Price |
Harlington Crib Fitted Sheet, Red | No Longer Available |


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"My name is Matthew Blum and I've been diabetic since November 4, 2004. Since attending college I have been a tour guide for prospective students, a chairperson for Relay for Life, an orientation leader for incoming freshman, as well as featured in many of the schools main stage musicals and dance performances. I spent 5 weeks last summer attending a dance intensive in Los Angeles with the Joffrey Ballet School."
See the full story and more at www.TheFacesofDiabetes.com
Delightful portrait. Thanks for the link!
Join Diabetes community by Diabetes Hands Foundation: TuDiabetes
Melissa Lee
Emily Coles (Head of Communities, has type 1) Mila Ferrer Mike Lawson Corinna Cornejo Desiree Johnson (Administrative and Programs Assistant, has type 1) |
Lead Administrator
Brian (bsc) (has type 2) |
Lorraine (mother of type 1) |
Marie B (has type 1) |
DanP (has Type 1) |
Gary (has type 2) |
David (has type 2) |
This site complies with the HONcode standard for trustworthy health information: verify here.
© 2015 A community of people touched by diabetes, run by the Diabetes Hands Foundation.


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Home | Register | iTrader | Members List | Calendar | Search | Today's Posts | Mark Forums Read | Store | Photo Gallery | Chat |
Completed Sales A place to find the market value on parts/vehicles |
greatlakes4x4.com is the premier Great Lakes 4x4 Forum on the internet. Registered Users do not see the above ads.
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July 30th, 2008, 11:35 PM | #1 |
2013 King of da Moustache
99 gmc seirra TOTALED......pls delete
new sierra widebody ext cab z71 slt
117000 miles metallic gray with matching topper and plastic bed liner. tow package 3.73 rp w/ limited slip 5.3l v8 auto 3rd door cd player, air condition is superb loaded with full power and leather seats THE BAD: TOTALED Last edited by fullthrottle; October 8th, 2008 at 08:47 PM. |
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July 30th, 2008, 11:44 PM | #2 |
Senior Member
i met him to look at his truck and it is insanly loaded. i mean it pretty much has every option and almost no rust if i could afford it i would have it.so who ever gets this congrats. good luck with the sale ryan
August 6th, 2008, 09:22 PM | #5 |
Project Antitube
The motor mounts aren't even in the right spot to fit a GenII block where a GenIII was designed to go. What's the eighth digit of the VIN? VIN T is the 5.3L and VIN V is the 4.8L.
The 4.8L is the standard engine on the LS/LT/SLT... 5.3L is/was a $600-$695 option. |
August 7th, 2008, 12:35 AM | #6 | |
Always right-sometimes
Well, bump for ya anyway. |
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Aitkin's All Veterans Memorial to be unveiled Sunday
AITKIN — A patriotic unveiling of an All Veterans Memorial will be conducted at 1:30 p.m. Sunday on the Aitkin County Courthouse lawn.
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This square Professional Series Fat Daddio's cake pan is 10 inches by 10 inches and is 2 inches deep. The pan has been anodized for safety and durability. Straight sides for perfect layers. Perfect for square cakes for weddings, birthdays, and you know, just cuz it's cake. Includes 1, 10" x 10" x 2" cake pan.
More..." Zurchers has everything! The prices are great! The shipping is very fast and the customer service is top of the line. They had everything I... "


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It has been a while since Will Smith has had a movie in theaters. And this week, Focus had a modest week at the box office.
Today is Thursday, March 5th- It IS -
World Book Day, Nametag Day, National Cheese Doodle Day
Birthdays –Eva Mendes, 41
Time Flies –Winston Churchill coins the phrase The Iron Curtain...in a speech in Fulton, Missouri. 1946
Cavs –At Toronto last night...(Win – Again) 120-112
Kevin Costner has made his share sports movies. McFarland USA is his latest, and the latest in a long line of Disney feel good sports movies.
Here comes one of the real surprise movies of the year, The Duff. Right up front, I really liked this movie.
Nashville News: Thursday, 3/5
Shania Twain will tour for the first time in 11 years. Her 48
date Rock This Country tour begins on June 5th in Seattle and wraps on August 23rd in Fresno,
Shania promises lots of bells and whistles, but she insists she won't be like the show she performed
for her Las Vegas residency. The closest to she will stop to us is in Pittsburgh at the Consol Energy
Center on July 10th.
In Many parts of the country, March came in with cold and snow. But there are a few things to look forward to this month. Here's what March is known for:
Everyone has one … the "crazy friend." Is that person you? Here are some signs you are the crazy friend in your group …
Here are some ideas for flavor-packed and nutritious snack inspiration that is healthy!
Today is Tuesday, February 24th- it IS -World Bartender Day, Spay Day USA, National Cupcake Day, It's National Tortilla Chip Day. - Salsa? Queso? Both?
Birthdays –Kristin Davis 50
Cavs –Tonight at Detroit....(won 16 of 18)
This cold blast is not just impacting us, but over 190 million Americans this week!
One of the more powerful movies of 2014, is finally playing locally at a few theaters. In very limited release, the high drama piece, Still Alice with now Oscar winner Julianne Moore.


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Moderators - can't decide if this is off topic or not. Feel free to move.
It really fries me when someone puts up a WTS item in a gun forum and then waits two, three, four days or more to see if there are any bites. This is usually accompanied with an apology about being busy here or there and forgot to check their "line". So, especially on a hot deal, there will be three or more posts for I'll take it, or "send more pics" or "does it have this or that?" followed by silence. If you're going to sell it then sell it! Thanks for the rant.


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*Please inquire for more property photos*
XL Townhouse 1 Bedroom with high ceilings. This is a spacious 1 bedroom with many windows. The apartment features a massive king sized bedroom with 2 closets. The living room has 2 sofas, and a dining table. The location is just steps from Central Park. The area is surrounded with beautiful pre-war buildings, brownstones, restored townhouse and the beauty of Central Park the Upper West Side is a wonderful to immerse yourself in the New York City experience. The Upper West Side is primarily a residential area it still offers much in the world of culture, fine dining and nightlife. Home to the New York State Theater, New York City Ballet and New York City Opera the Lincoln Center is just one of the theaters in the area celebrating the performing arts. Venture into the American museum of Natural History, Rose Center for Earth and Space, the New-York Historical Society and the Children's Museum of Manhattan for some fun facts. Explore the boutique and restaurant strip along Columbus Avenue. Continue on to Amsterdam Avenue for a mix of bodegas, bars and boutiques. And don't forget to take a stroll through Central Park!
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121 piece solderless terminal kit contains assorted PVC insulated solderless terminals and a universal crimp tool. Quick connect terminals for quick connecting or disconnecting of terminals. A female-type receptacle allows the terminal to slide onto and off of a male blade. Spades have an open tongue end for rapid insertion on the mounting screw. Butt Splices allow two stripped wires to be inserted into each end and "butt" in the center, with the crimp securing both wires together.
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Grey's Anatomy
Thursdays 8:00 PM on ABCFollow Grey's Anatomy
Move it Or Lose it
Around the Web
This scene was hilarious. Finally showed April's intense and competitive side.
Love this pic:) Wait...it's raining...there's a chick...oh yeah, Mark will be there shirtless within a second I bet:))
- Photo Credit:
- Pending
- Show:
- Grey's Anatomy
- Episode:
- Grey's Anatomy Season 7 Episode 7: "That's Me Trying"
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- Grey's Anatomy Photos, Grey's Anatomy Season 7 Episode 7 Photos
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Grey's Anatomy Season 7 Episode 7 Quotes
Finally getting some junk in this trunk.
- Permalink: Finally getting some junk in this trunk.
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Question - when was the last time a complete stranger took off her close in front of you, pointed to a big purple splash on her back and asked, "what the hell is this thing?" If you're a normal person the answer is hopefully never; if you're a doctor the answer is probably about five years ago. People expect doctors to have all the answers. The truth is we love to think we have all the answers too. Basically, doctors are know-it-alls until something comes along that reminds us that we're not.
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Grey's Anatomy Season 7 Episode 7 Music
Song | Artist | ||
Daydreaming | Dark Dark Dark | iTunes | |
Never Gonna Leave Me | Sia | iTunes | |
Bang Bang | K'naan | iTunes |


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Recommendations » India
CCL Products Q4FY14 results update
CCL reported Q4FY14 results in line with our expectations. Revenues grew 10% QoQ and 23.5% YoY, and the margins remained flattish both QoQ and YoY. Volumes in FY15 would be higher with commercialization of the Vietnam plant. We expect the company to deliver strong performance in FY15 on the back of expansion, available tax breaks and steady growth in instant coffee consumption. We believe that since the company's investment phase is over, it will be able to do better cash generation thus improving ROE from FY15 onwards and thus can garner better valuations. At CMP, stock is trading at a P/E of 8.6x and 6.4x its FY15E and FY16E earnings and we maintain BUY recommendation on the stock.
Q4FY14 details
- Consolidated Revenues for the quarter grew 10%/23.5% QoQ/ YoY on the back of partly commercialized Vietnam plant.
- EBIDTA margins remained flattish QoQ/YoY at 19%. Company expects the margins to improve going forward on the back of better inventory and power cost management.
- Tax rate continued to remain high at 38% on the back of Vietnam losses and would significantly reduce in FY15E.
- PAT flattish QoQ to Rs.17.8 crore on the back of higher depreciation cost.
- Vietnam's plant would have a capacity of 13000 MT and company expects 50-60% capacity utilization for FY15E. Once the utilization peaks, management plans to increase the Vietnam capacity to 20000 MT.
Other highlights
- Company expects to enter newer markets like Japan; Korea once the production in Vietnam begins. Thus it expects 25- 30% growth in revenues in FY15.
- CCL also has plans to launch its own products in Indian markets under the brand name "continental" for which it has already made soft launch in Andhra Pradesh.
- Company has made arrangements for guaranteed Power with exchanges in Andhra Pradesh at fixed costs which is aiding to better margins for the company.
Stock Market Forum
- FOREX Live Data.
3 March 2015
- Comex Gold Silver
3 March 2015
- Mcx commodity tips: SELL TURMERIC APR BELOW 8445 TGT 8400
3 March 2015
- Nifty at record high, eyes 9000; ITC, L&T, Axis most active
3 March 2015
- Rules for Invest in Stock Market
3 March 2015
- Gold April delivery has spurted nearly a per cent at $ 1,222.50
3 March 2015
- Gold Updates| Comex Gold Silver
3 March 2015
- Options Tips|Nifty Outlook
3 March 2015
- Comex Crude Oil Call Data
3 March 2015
- Research Via Option: Buy Tcs 2750
3 March 2015


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Ghillie Pot Support
- Our Price
- £7.99
A handy extra addition to your Ghillie Kettle. Whilst your kettle is boiling you can heat an additional pan at the same time! Perfect for familys and camping holidays, of just a day out in the countryside.
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Sen. Phi Griego, D-San Jose, continued to defend remarks he made while speaking on a local radio show earlier this year.
He spoke to members the local Independent Business Alliance gathering at the Ilfeld Ballroom at the Plaza Hotel on Tuesday.
On KNMX in the spring, he told an interviewer that merchants in the Plaza area want to turn Las Vegas into a Santa Fe or Taos — a statement that was quoted in the Optic.
Griego said his statements on the radio were misquoted, but didn't explain how they were.
A former Las Vegas police officer has pleaded guilty to allegations that he defrauded city government, prosecutors say.
On July 7, Shawn Montoya entered his plea in court to charges of fraud and filing a false claim, both fourth-degree felonies, District Attorney Richard Flores said.
Under the terms of a plea agreement, Montoya is required to pay full restitution to the Police Department and to an insurance company to which he defrauded, and perform 100 hours of community service, Flores said. Montoya will be on probation for 18 months.
The New Mexico Rail Runner Express will be making a special trip north this weekend for open house events in the cities of Raton and Las Vegas. Members of the public will be invited to climb aboard the Rail Runner and check out the train first-hand.
As work on the Don Cecilio Martinez Elementary renovation project winds down, the architect says he once again had good news.
"I know it's difficult to believe when someone comes before you saying they have good news in the way of a change order," Antonio Ortega told the West Las Vegas school board recently.
He pointed to a summary from the state Public School Finance Authority that indicated that nearly $500,000 was left over on the additional available bonds for the Don Cecilio project.
Alex Gonzales' daughter has been in Big Brothers Big Sisters for the last five years, and by his account, the program has greatly benefited her.
"It's a very good program. It influences my daughter quite a bit. Her 'big' is a big part of her life. My daughter looks up to her," the Las Vegas resident said.
Big Brothers Big Sisters, which has an office in Las Vegas, is the nation's largest mentoring organization for children 6 through 18. The group says there's proof that it helps youths become productive citizens.
The City Council last week increased deposit fees for connecting to city water and gas and reduced landlords' liability for tenants' utility bills.
At its regular meeting, the council revised its utility ordinances to take care of a longtime complaint from landlords that they were having to pick up their tenants' unpaid bills. At the 11th hour, the council also decided to increase deposits to help offset any reduction in collections because of deadbeat tenants.
Actor Caitlin Leyba and a cast of more than 60 kid-actors put on the 2009 Missoula Children's Theatre stage production of "The Amazing Adventures of Robinson Crusoe" over the weekend.
The West Las Vegas High School 10th-grader came up through the ranks, performing in 10 Missoula productions at the historic Ilfeld Auditorium in her young acting career. Last year, Leyba played the second lead as the sheriff of Nottingham in Robin Hood.
Harold Garcia, San Miguel County's public works supervisor, and County Manager Les Montoya go back a ways.
Montoya hired Garcia at the city a quarter century ago, with Garcia fresh from architectural training at Luna Community College.
At the end of this month, they'll be parting ways when Garcia retires from government service.
Garcia has been the county's public works supervisor for much of the last decade, hired on after Montoya, a former city manager, went to the county.
A former Las Vegas police officer says he made administrative mistakes that got him in trouble with the law.
Earlier this month, Shawn Montoya pleaded guilty to charges of fraud and filing a false claim, both fourth-degree felonies. As part of a plea agreement, prosecutors dismissed 27 other counts against the former officer, and if he abides by the agreement, the court won't punish him, in what is known as a conditional discharge. He will be on probation for 18 months.
Jerry Maestas is the new chairman of the Board of Trustees at Luna Community College after a unanimous vote during a reorganization of officers.
Maestas replaces Ambrose Castellano, who has served as chairman for the past five years. Member Frankie Tenorio, a Santa Rosa resident who was elected earlier this year, nominated Maestas for the top post. Trustee Levi Alcon was not present for the vote at the monthly meeting on Tuesday, nor did he attend the June 10 meeting held in Springer.


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Call us today! 603.329.6233
Belle Aimée Med Spa, located in Hampstead NH, is a full-service medical day spa. Dedicated to providing safe and effective treatments in a relaxed and comfortable atmosphere. We are proud to offer treatments for men, women, teens and pregnant moms. Our services are all provided using medical grade products. Come in for your free "Black Box" skin analysis and see how Belle Aimée Med Spa differs from a regular spa.
Belle Aimee is proud to announce the latest in laser technology, Palomar Icon Aesthetic System. The Palomar laser treatments include hair removal, skin rejuvenation, wrinkle treatment and much more. Learn more about the Palomar Icon Aesthetic System and how the Belle Aimee staff can provide these services for you!
Vitamin Therapy has been used by celebrities and industry insiders for years. Belle Aimée now offers this service, which can take from 30-60 minutes.
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The protocol has evolved for over 20 years, but was originally developed over two decades ago by Dr. Tran Tien Chanh who focused his career and research on nutrition with a particular emphasis on the treatment of obesity and obesity related issues. All visits are personally done on a one to one basis.
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We offer a free 15 minute consultation with one of our RNs or Aestheticians. During this time, it will be important to discuss realistic expectations and treatments to obtain your desired results. Before and after photographs are reviewed with you to show you the expected results. We urge you to take advantage of this program as it will help you to achieve realistic goals. Consultations can be made with Dr. Cammilleri by appointment.
Although we love children, Belle Aimée is not insured for children in the spa. We want all our guests to enjoy a peaceful experience at our spa. Please make arrangements for a sitter before coming to your scheduled appointment. If you are unable to make your scheduled appointment we require a 48 hour notice.