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Senior SQL DBA
Arroyo Richardson, LLC - Buena Park, CA
This is a production DBA role*. The role is a Senior MS SQL Server DBA role responsible for providing operational database services to the organization *.*....
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Tata Technologies Inc. - Gardena, CA
Serve as the PLM System Administrator for a 3DExperience 2014x/2016x Platform. * Managing administrative classes such as users, groups, access security,
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Tollfreeforwarding.com - Los Angeles, CA
Senior MySQL DBA :. BS in Computer Science and/or e quivalent degree 5+ years of MySQL DBA experience Linux proficiency required Experience with Percona XtraDB...
ERP Engineer, Senior (Oracle)
First American Financial - Santa Ana, CA
Co-ordinate issues among Apps Technical team / Apps DBA team. Works primarily in ERP/CRM client/server enterprise applications....
Executive Assistant
Sunny Health & Fitness, Inc. - Industry, CA
*Are you a candidate that loves a challenge and to problem solve? Are you a someone that isn't afraid of growth challenges and has a can-do attitude to
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Commercial Programming Systems, Inc. - Los Angeles, CA
NoneThis company may offer relocation assistance.SQL Server DBA. 9 month plus assignment in Downtown Los Angeles....
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Sunny Health & Fitness, Inc. - Industry, CA
Sunny Distributor, Inc. DBA 'Sunny Health & Fitness ' is a manufacturer and distributor of premium fitness equipment and accessories specifically
Maintenance Mechanic / Lead Technician (Manufacturing Facility)
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DBA West Coast Insulated Glass Products, a privately owned manufacturing company serving the Window, Door & Glazing Industries, is seeking a highly motivated...
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Catherine Frandsen & Co., dba MaxMara - Santa Ana, CA
Assistant Buyer/ Product Planner responsible for the assistance of the selection of new goods for our MaxMara stores and the maintenance of current and
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CyberCoders - Los Angeles, CA
Refine the logical design so that it can be translated into a specific data model- Participate in design and implementation of database security, including...


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Midea WR116 3.1 cu. ft. Capacity 33 Bottle Capacity With Touch Screen Electronic Control Sturdy Slide-Out Adjustable Shelves Spacing-Saving with Flush Back
Home > Appliances Connection > Appliances > Wine Coolers > 26-50 Bottle
|The new WR 116 33 Bottle Wine Cooler from Equator will keep your wine chilled and ready to serve
$25 Off Appliances Connection Coupon Code - Use SAVE25 at checkout on select purchases for a limited time.
Only $379.00 at AppliancesConnection.com

subset: commoncrawl


text:
2Pcs (Front + Back) Tempered Glass for iPhone Rear Screen Protector Anti Shatter Film
Brand Name: baixinWith Retail Package: NoCompatible Phone Brand: Apple iPhoneCompatible iPhone Model: iPhone 6 plusPackage: NoUse: Mobile PhoneUse: Mobile PhoneItem: For iPhone 4 4s 5 5s 5c 6 6s 6plus...> See more product detail
Brand Name: baixin
With Retail Package: No
Compatible Phone Brand: Apple iPhone
Compatible iPhone Model: iPhone 6 plus
Package: No
Use: Mobile Phone
Use: Mobile Phone
Item: For iPhone 4 4s 5 5s 5c 6 6s 6plus 6splus
Feature: Ultra Thin 0.3mm Explosion-proof High Transparent Sensitive
How long will my order take to arrive?
|Product status
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Feedback Sports' Flop Stop Handlebar Holder is a great tool that stops the handlebars from flopping to the side and smacking into and possibly scratching or damaging your frame. This quality aluminum tool telescopes and has a setscrew so it's easy to adjust to fit between, and hold onto any handlebar and seatpost with its quick-release and protective rubber straps on the ends.
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This is one other listing of newly launched superb Android video games of March 2016. Should you loved this video, do not forget to observe my different movies for NEW and BEST Android video games of 2016.
SUBSCRIBERS : I do know i've already talked about a few of these video games in my earlier movies however I needed to take away these movies due to copyright points, so i am gonna re-upload them. I hope you guys perceive. Thanks a lot on your steady help! 🙂
Please Like, Share And Subscribe! 🙂
Recreation Record :
– Speedbox [FREE]
– Motor Planet : Fight Racing [FREE]
– Area Of Hearth [FREE]
– Funky Karts [FREE]
– Alien Zone Plus [FREE]
– Blood Warrior [FREE]
– Drive Simulator 2016
https://goo.gl/mm7Ovj [FREE]
https://goo.gl/DYOGdO [PAID]
– The Pit [FREE]
– Evo Explores [PAID]
– Parallax [PAID]
Music Used :
Intro – Immortal by Invncble : https://goo.gl/0nwiOy
This Is Oldschool by Voldex : https://goo.gl/b9ctsK
Fade by Alan Walker : https://goo.gl/W2FuQu
Thanks for watching guys..
I add new and greatest Android video games EVERYDAY. So please do not forget to subscribe!


text:
Given the success of our best selling ultradown pillows, we felt there was an opportunity to bring you all its benefits at a better value price. Our Microdown pillow is slightly smaller so it has less filling comes in a 100 per cent cotton 200 thread count case which you will hardly notice is different and has no piped edging. Now you get a microfibre pillow that feels more like goose down, at a really good value price.
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Transformation Leadership Conference, held October 2-4, 2015,
Hershey Lodge, Hershey PA
Photos, presentation and more materials from the event>>
All Issues of the Daily Christian Advocate, Ruling of Law and more...
NEJ Appeals Committee Information: The Rules of Procedure of the Northeastern Jurisdiction can be found by following this link. Any appeal from a church trial by the "appellant shall within thirty days give written notice of appeal and the same must be furnished to the officer receiving such notice…." For the NEJ, any appeal should be sent to the secretary of the Committee on Appeals. The officers for the Committee on Appeals include: President: Jen Ihlo (email@example.com); Vice President: Alyce Weaver Dunn (email@example.com); Secretary: Rene Perez (email@example.com). A complete listing of the committee is found under organization / other committees.
The Northeastern Jurisdiction of The United Methodist Church (NEJ) covers the 9
Episcopal areas (10 annual conferences) located in the area from Maine south to West Virginia. The Northeastern Jurisdiction is one of five US jurisdictions along with seven Central Conferences that serve United Methodists around the globe.
The data contained on this website is proprietary and is owned by the Northeastern Jurisdiction of The United Methodist Church and may not be used in any commercial or exploitative way, for fund-raising or to make any financial profit, or in a manner that denigrates or defames the Northeastern Jurisdiction or its agencies or members. By providing this data, the Northeastern Jurisdiction is not endorsing any particular use of it or responsible in any way for the interpretation or analysis of the data.


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With its unique byzantine architecture, Assumption Greek Orthodox Church, is a well known landmark in the city of Madison, Wisconsin. Established in 1951, it is home for Eastern Orthodoxy worship, with its diocese based in Chicago. Each year Assumption hosts the well-known Greek Fest Plus for the larger community to come and enjoy the Greek culture with its food, pastries and music.
Recent renovations have heralded in a new phase of existence for the Church and its parishioners, demonstrating a vested interest in beautifying the East side of Madison, while expanding its space for worship for 200 plus families. The Orthodox faith continues to flourish within this community, by transcending with its traditional liturgical way of worship.
We welcome visitors.


text:
Hey there! I get to share a quickpage from the most recent Sweet & Simple sets from the Weeds & Wildflowers designers! Enjoy and come back tomorrow for more Digital Scrapbooking Day celebration FUN EARLY!!!!
beautiful QP, thank you so much!
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His Excellency Jean-Louis Wolzfeld, Ambassador of the Grand Duchy of Luxembourg
Her Excellency Sonia Merlyn Johnny, Ambassador of Saint Lucia
His Excellency Carlos Alfredo Urrutia Valenzuela, Ambassador of the Republic of Colombia
His Excellency Peter Kmec, Ambassador of the Slovak Republic
His Excellency Christos Panagopoulos, Ambassador of the Hellenic Republic
Later in the afternoon, the President and the Vice President will meet for lunch. This lunch in the Private Dining Room is closed press.
In the afternoon, the President holds a meeting with Burmese Opposition Leader Aung San Suu Kyi.
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text:
Having unwanted fat in numerous areas of your body can have a considerable influence on your health and self-esteem. While standard weight loss through workout and diet is a terrific way to lose weight in general, even the best workouts cannot target issue areas like the belly, inner thighs, arms, and buttocks. Liposuction is a time tested treatment that is used to eliminate excess fat from specific locations of the body, allowing a specific to form and contour their body to their liking. Is liposuction right for you? Discover now.
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text:
1 review
Duracell Explorer Flashlight Reviews
- Other Flashlights:
- Average: 4.6
- High: 5.0
- Brand:
- Duracell
Read 1 Review
REVIEW SNAPSHOT®by PowerReviews
Duracell Explorer Flashlight
Reviewed by 1 customer
Comments about Duracell Explorer Flashlight:
Duracell Explorer flashlight is my new favorite for distance lighting. This flashlight has a Krypton bulb. The distance that this light shines is awesome. It has a bright light that shines at least a quarter of a mile away, no kidding. I like it better for distance than any others that I have owned.


text:
They Dare to Dream
Aligned with luminescence; a silhouette
Is she outcast, explorer, pilgrim or prophet?
Contemplates the universe or is it a backdrop for her glory?
If she is glorious is it because you in that cave say so?
Is she lit on stage for you sitting at her feet or does she turn away; earth's curious creature at the foot of the sky?
She is both lit and beholder of light
She is a figment of your imagining on the edge of your darkness or nature's light, depending on your viewpoint
There is no accident that she wears this radiance as she reached for the stars to pull it close but notice how unconsciously it slips from her shoulders in the effortless swirl between teacher and seeker.
She does not care to own the light nor borrows it for deception.
She trusts not that this light is in her but that she is in this light.
She knows the difference: You believe her.
See that she will meet you halfway always and
When it's time to go, she goes alone.
Honor her for teaching you why and not holding you prisoner with how.
Honor him for crawling onto the crude floor of the cave with you instead of building a castle in the sky.
Honor her because she says when you look her way you are seeing the light behind her and really, she is just in the way.
Honor him when he moves aside so that all of it may light you.
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text:
light up your sign
What is Electroluminescent (EL) Lighting?
Electroluminescence is the conversion of electrical energy into light energy by the activation of a dielectric (non-conductive substance) phosphor, with an alternating current.
Electroluminescence happens when you plug in a sandwich made of plastic, conductive material and phosphor. Basically, there are two electrode layers in the sandwich and a layer of phosphor in between them. It's the phosphor that makes the light when it glows as the electricity goes through it as it passes from one electrode layer to the other.
Read More about EL Lighting | Selling Features and Benefits | Frequently Asked Questions | Animated EL Signing
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text: I love Doom 1 & 2. Since the Doom4iPhone, iDoom or whatever isn't working / stable, I flipped around a little. Found out that Doom is also for GBA and SNES. Now, the Doom GBA roms doesn't work! Doom 1 has an average fps of 1 and Doom 2 doesn't load. Is there a fix or is Doom just unplayable4ever?


text:
Arlo and Janis by Jimmy Johnson
- August 21, 2011
- From Beginning
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Comments (20) (Please sign in to comment)
i dont understand this.
I don't think giant yellow birds like that show up in Luddie's back yard very often. Given the similarities between the bird and Arlo's hair, though, they may show up in Luddie's dreams—and he looks like he just woke up.
From the cat's perspective, the bird just disappeared.
One day I was standing in my neighbor's back yard talking to her. Our dogs were with us. Suddenly a bird's shadow streaked across the yard, shooting right through our little congregation. Her poodle gave chase, nose to the ground and barking. My dog just looked up.
The cat's telling tales about the big one that got away.
Luddy only THOUGHT he was stalking a big yellow bird.
It was really Arlo's hair, when he was lying in the grass.
A quick pounce made the startled Arlo jump up, thereby making the "bird" suddenly fly away……. and Luddy realised his mistake.
In the last panel Arlo's annoyed and Luddie's embarrassed.
Why is the bush just hanging in mid-air? And all the white space—run out of ink?
Arlo has a "Who me?" look. Luddie is annoyed. I think Arlo gave the bird a head start so Luddie wouldn't catch the bird.
I think Susan is right, Sadly, as its 6:34 in the AM and I dont like to have to think when reading my comics.
That's what threw me off – the lack of color for reference in the last panel
Ah Boots, you're so patient, explaining what you want over and over again to your human. Very enjoyable Doc!
I thought this looked familiar. It's a rerun. Many people didn't get it then either…
Like a good joke, a good comic should require no explanation.
I don't get it. What's the joke?
That's what we're debating. I still think there was a bird, but it got away (maybe with Arlo's help), leaving the cat bewildered because he doesn't realize it went up into the air.
My experience is that cats always go after birds when given the chance, probably about once a day. They never, ever catch them (unless they find a wounded bird in the yard).
So my interpretation is that today's comic shows Luddie's 4,913th near miss of catching a bird, which (as he does everyday) he goes to 'tell' Arlo about in great detail, the one that just got away.
Arlo's expression in the last panel is that of someone who's heard it all before. Over and over again. Same ol' story.
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text:
Items: 0
Total amount: € 0,00
ISSUES AND ARTICLES MOST READ eTOC
Indexed/Abstracted in: e-psyche, EMBASE, PubMed/MEDLINE, Neuroscience Citation Index, Science Citation Index Expanded (SciSearch), Scopus
Impact Factor 1,651
Frequency: Bi-Monthly
Online ISSN 1827-1855
ÇeliK S. E., ÇeliK S., Kelten B.
Department of Neurosurgery, Ümraniye Training and Research Hospital. Istanbul/Turkey
Extradural or ectopic meningiomas are, as previously described in the literature, very rare lesions. Extradural meningiomas may often be confused preoperatively with primary skull or soft tissue tumors. The origin of these lesions is controversial and their exact pathogenesis is unknown. Meningiomas may be seen in different anatomical locations, but are generally localized in the head and neck region or in perineural tissues. Total surgical resection of the lesion is recommended. The authors report here the case of a 52-year-old woman presenting with severe epistaxis and left exophthalmia. A left frontal mass that filled both the frontal sinus and left orbita was seen in a radiological examination. The patient underwent a left frontobasal craniotomy with total resection of extradural mass. The authors also review the literature concerning extradural or ectopic meningiomas and find 134 cases reported between 1951 and the present time. The authors emphasize that early detection and identification of the initial lesion should be coupled with total surgical resection for a complete curation.
language: English


text:
Excerpt from The Iron Trail: A Sketch I, too, with my soul and body.We, a curious trio, picking, wandering on our wayThrough these shores, amid the shadows, withThe apparitions pressing.Pioneers, O Pioneers! - Walt Whitman. "Are we Americans, or are we not? That's what I'd like to know," cried June. June's my sister. She had jumped upon her big Saratoga trunk, and had unconsciously assumed the attitude of the little corporal when he stormed the bridge of Lodi. "We are!" I cried. "Then," said June, "where are we going? That's the next thing I'd like to know. Where are we going to?" Now she had unconsciously assumed the attitude of the stump speaker in the minstrel band. "Why, of course we'll go to Europe," I said. "Breathes there an American with soul so dead as to stay in his own country when there's a Centennial?" "I should hope not," cried Ben, who had just come in. Ben's my large brother. He stands six feet two- weight, 210 pounds- eyes blue- hair shaved short- manners bluff- style generally A I. "The thing for us to do is the steam yacht business. Lay in a cargo of canned fruits, take a grand piano, confectionery, fire-works, French cook, brass band, touch at Newport on the way out, Banks of Newfoundland, icebergs, saluted by English steamers, run into Cowes on the other side, go up to Lord Dunderhead's castle, return ball on board next night. Empress of India and the President of the United States drunk standing, then up the Mediterranean, sweep in the whole of the historic sea from Gibraltar to Greece, salute the flags of all nations, flirt with the women of all climes, write our names on everything that's exposed, load up with cashmere shawls, old masters, mummies, cheap statuary, come back when the Centennial is all over, celebrated, satisfied, triumphant! Eh! What?" "Stop a moment," said June, "I want to hug you." "Don't hug me," replied Ben- "go and hug the Governor- that's where the pressure must be applied- it'll take from ten to fifteen thousand dollars. " "Is that all?" said the dear girl. "Why, it's dirt cheap. It costs more than that to go to Paris, don't it?" "Yes, if there's women in the party." "At all events," continued June, sitting down on her trunk and assuming a meditative look, "we must go somewhere. This is the first time in five years that we haven't had our route made up before the first of April. Do you know that this delay is awful? If any thing should happen to keep us in New York all summer, I should never cease to upbraid myself for my crime and folly to my latest breath." "My dear June," I remarked, "that's an absurd supposition- whatever happens, that need not take place." About the Publisher Forgotten Books publishes hundreds of thousands of rare and classic books. Find more at www.forgottenbooks.com This book is a reproduction of an important historical work. Forgotten Books uses state-of-the-art technology to digitally reconstruct the work, preserving the original format whilst repairing imperfections present in the aged copy. In rare cases, an imperfection in the original, such as a blemish or missing page, may be replicated in our edition. We do, however, repair the vast majority of imperfections successfully- any imperfections that remain are intentionally left to preserve the state of such historical works.
About A C WheelerSadly, at this time we cannot offer you information about the particular Author A C Wheeler. But this doesn't mean that any of us are unsuccessful for my child collection. We also ask that you just help us in this make any difference. When you have sparetime and want may hugely get pleasure from when you present to people your details. When getting these kinds of feedback and knowledge via customers regarding the The Iron Trail Publisher A C Wheeler, all of us initial the woman's examine. The moment all of us be certain that many genuine, just article it. Most of us can see this assist as well as thank you upfront.
Details Book
|A C Wheeler
|Forgotten Books
|Data Published
|27 September 2015
|Format Book
|PDF, Epub, DOCx, TXT
|Number of Pages
|52 pages
|Age +
|5-9 years
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text:
K2 Joy Driver Snowboard Features:
The K2 Joy Driver Snowboard is Lucas DeBari's signature model. The board features an Inked Glass top sheet, years in the making and a breakthrough in graphic processing loosing 10% from the weight of the board. With a durable Bambooyah core which comes with a 5-year warranty, the Joy Driver will give you plenty value and an abundance of smiles season after season after season. This all-terrain rocker will give you the feedback of a traditional camber board making it one mighty product.


text:
US/EUROPE: Food tops US own label growth charts
A report from Research and Markets suggests that the growth in private label sales of food, drinks and personal care goods in the US and Europe is continuing, with the strongest growth in the US observed in the food sector.
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- Tyson sets up US$150m investment fund
Market research


text:
Shopping in Zurich - Switzerland
Analph Comic Shop
As the name suggests, you can find just about any comic here, both old and new. There are also CDs and DVDs to choose from.
Address: Strassburgstr 10
Tel: + 41 (0) 1 241 9695
Arslonga Shop
This store has several knick knacks, for example, Swiss flag toilet seats, wooden Buddhas and fibre glass Betty Boop figures.
Address: Bahnhofplatz 3
Tel: +41 (0) 44 211 2202
A clothing store that caters to both men and women, Brunos has some of the most expensive clothing lines that money can buy. Women can accessorise (as can men) given the number of accessories available at the store.
Address: Bahnhofstrasse 44
This is a flea market where you can find some great buys: everything from a t-shirt to local handicrafts to jewellery to pots and pans. ...
Franz Carl Weber
This three-storey toy store is every child's dream come true. There are specialty toys, souvenirs and collectors' items to choose from. Mainstream toys such as Barbies and PlayStations are also available.
Address: Bahnhofstrasse 62/Rennweg 43 Postfach
Frietag Taschen
This is probably the best place in Zurich to go get souvenirs from. There are bags and clothes and countless other things that one can purchase to give as gifts to friends and family.
Address: Geroldstrasse 17
Tel: +41 43 366 9520
This is a top-notch departmental store that has everything from clothes to shoes to toys to cosmetics. There is also food court of sorts on one of lower levels and needless to say it has really fine food.
Address: Schweizergasse 11
Tel: +41 44...
The store's appeal lies in the burgeoning youth market of Zurich. It consists of trendy, hip clothes that are not too expensive and are wearable as well.
Address: Niederdorfstrasse 51
Tel: +41 (0) 44 261 2960


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Having unnecessary fat in various locations of your body can have a substantial impact on your health and self-esteem. While standard weight loss through workout and diet is a great way to reduce weight overall, even the best exercises can't target issue locations like the belly, inner thighs, arms, and butts. Liposuction is a time evaluated treatment that is utilized to get rid of excess fat from specific locations of the body, enabling a specific to form and contour their body to their taste. Is liposuction right for you? Learn now.
Pros of Liposuction
There are numerous advantages to this cosmetic treatment, consisting of:
• Instantly obvious modifications. Unlike standard weight reduction, liposuction produces changes that are immediately noticeable in the body. Some difference is noticeable immediately, and the preferred results are usually attained in simply a couple of days.
• Proven and safe. This cosmetic procedure has been performed by experienced specialists all over the world for years and the strategy has been fine-tuned over and again to be safe and reliable.
• Healing time is usually quickly. The downtime required after having this type of procedure is normally much less than exactly what is needed for other types of cosmetic procedures, consisting of tummy tucks, breast reduction, and more. Individuals who have had the treatment can often go back to work far more rapidly than they expected and can return to living a healthy, active lifestyle.
• Weight-loss can be long-term. With the right maintenance techniques, the fat that was gotten rid of throughout the liposuction procedure will not return.
• Complete control over your body. With liposuction, a person can have complete control over how they wish to look, beyond what traditional diet plan and workout can supply. Giving individuals this power over their bodies enhances self-confidence and aid individuals feel their very best.
While there many advantages to liposuction, there are obviously a couple of cautions that need to be taken into account before making the final decision to move on with the treatment.
Cons of Liposuction
Prior to having actually liposuction done, it is necessary to analyze the possible downsides of the treatment and identify if the benefits outweigh the dangers in your certain case. Your surgeon can assist you find out more about the risks related to the procedure and can help you decide if moving forward is the ideal thing for you.
• Complications with general anesthesia. Since liposuction is carried out under basic anesthesia, the procedure brings the exact same dangers as any other kind of surgical treatment where general anesthesia is used. Hidden medical conditions may increase these risks.
• Negative reactions. Bruising, bleeding, and pain are all to be anticipated, nevertheless, in unusual cases can trigger more substantial complications.
• The potential to acquire the weight back. After having actually liposuction done, it is vital to keep a healthy diet and workout appropriately as advised by your doctor. Failure to do so might result in getting back the weight that was lost or possibly much more.
There are risks associated with liposuction, for lots of people, the benefits far surpass them. Educate yourself about the procedure by having in-depth discussions with your specialist and consider how liposuction has the prospective to impact you as a special person. Just you and your surgeon can identify if liposuction will provide you with the results you are trying to find within your expectations.
Laser Liposuction procedure is a new non invasive procedure to loose unwanted bodyfat in Valley Lee MD
Laser liposuction is a newer, minimally invasive treatment that includes heating the fat cells to melting point and getting rid of the melted fat through a small cannula. The procedure is generally done right in your doctor's workplace and is an excellent alternative for people who have less than 500 ml of fat to eliminate from any one location. Laser liposuction can be a safe, complementary treatment to weight-loss in order to shape the body you've always wanted.
Contact a Cosmetic surgeon in your Valley Lee MD today.
If you're considering liposuction as a weight loss solution, it's important that you discuss your desires with a qualified plastic surgeon in your area. Your surgeon will carry out a total exam and health history survey to figure out if liposuction can benefit you and help you reach your physical and psychological objectives. Call today for an assessment and find out more about how liposuction can assist you achieve the body of your dreams.


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The actor talks about building chemistry with his on-screen lover, Miguel Ángel Silvestre.
The Israeli band's album of remixes and covers is due out July 31
YouTube's funniest ladies take on the superhero genre.
Shears is playing the featured role of 'Greta' in Bent, a role played by Mick Jagger in the film version.
David Crabb's Bad Kid explores what it's like growing up as a gay goth kid in conservative Texas?
The teaser clip for the VH1 show celebrates all body shapes and sizes
Lovers of pop culture from around the globe descended on the San Diego Convention Center in Southern California and had fun in costumes.


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Check in from 13h / Check out prior to 12h
Grand Hotel des Gobelins: Find photos, reviews, information, amenities and compare prices for 3 stars hotels in Paris, France.
Strategically located in the middle of the city, this 3-star hotel makes for an ideal base in Paris. It is located a brief stroll from the National Museum of Natural History and the Gobelins Manufactory.
Hotel description
This relaxed hotel provides an exhibit space, meeting rooms and a 24-hour reception. Also available for guests are room service, luggage storage and a safe.
Rooms at Grand Hotel des Gobelins are charming and provide a flat-screen TV with cable/satellite channels. Each private bathroom also comes with a bath or shower.
Grand Hotel Des Gobelins Paris houses a restaurant and a lounge bar where guests are able to unwind of an evening. A range of breakfast options are on offer in the hotel's dining room.
Grand Hotel des Gobelins is surrounded by the area's well-known sightseeing attractions, and Place D Italie, the Jardin des Plantes and 13th Arrondissement are also close by. It is within a 20-minute stroll of Paris Austerlitz Railway Station and Gare d'Austerlitz Metro Station, which allows for easy access in and around Paris.
Hotel features
Room Service, Restaurant, Bar / Lounge, Cable / Satellite TV, TV, En suite, Private Bathroom
Elevator / Lift, 24 Hour Reception, Dry Cleaning, Multilingual Staff, Safe-Deposit Box, Meeting Rooms, Laundry service, Photocopier, Exhibit Space, Luggage Storage, Self Laundry
Private Toilet
Availability and Prices
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Room Type
Per room
Per night
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Ibis Styles Paris Pigalle Montmartre
3 rue Frochot, Paris
3 rue Frochot, Paris
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Articles tagged with: YRC
Business, Features and such, Legal, News »
It's old news by now — Fort Smith-based Arkansas Best Corp. (NasdaqGS: ABFS) filed suit against the Teamsters union in November.
What might surprise some is that Arkansas Best still regards its relationship with the Teamsters are largely beneficial. Arkansas Best is the parent company of ABF Freight System, a less-than-truckload carrier employing about 7,000 union drivers.
ABF took issue with certain concessions given by the Teamsters to YRC Worldwide, an Overland Park, Kan.-based less-than-truckload carrier employing about 25,000 union drivers. ABF filed its lawsuit asking for $750 million in damages that …


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Safavieh Safavieh Indoor/Outdoor Area Rug: Safavieh Rugs Cedar Brook Light Teal/Ivory 5 ft. x 8 ft., Light Teal / Ivory CDR141E-5
Home > Home Depot > Home & Garden > Decor > Rugs
Casual and colorful Cedar Brook rugs feature an array of designs from vintage folk art to modern geometrics and classic Moroccan tile motifs. Hand-loomed in an innovative weave, patterns are printed on cotton pile to achieve their clear, brilliant hues. This is a great addition to your home whether in the country side or busy city. Color: Light Teal / Ivory.


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Black Wool Long Fingerless Gloves
From the 1999 Fall Collection. Unique fingerless gloves pull on. Button closure towards bottom of sleeves.?Íí_
Size: 36
Made in: France
Color: Black?Íí_
Content: Wool. Lining: 94% Silk and 6% Spandex.?Íí_
Condition: Good. Faint markings. Light fuzziness.?Íí_
- Total Length: 19"?Íí_
- Opening Circumference: 10"?Íí_
RETURNS: We accept returns of clothing and shoes when notified via email to email@example.com within 3 days of receiving the item/items. Handbags, accessories and jewelry are final sales. We only accept returns on these items if they are in the condition they were received. Items must have original Luxury Garage Sale tags and be unworn.
SHIPPING: Standard shipping in the Continental US is free via FedEx Ground. Second Day Air is $25 and next-day air is $45. International shipments are a flat rate of $45.
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LGS is not affiliated with CHANEL. We guarantee this CHANEL item to be authentic. CHANEL® is a registered trademark of CHANEL.


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The Women's Tennis Association is fighting a losing battle to keep Sony Ericsson as its title sponsor after the mobile-telephone company issued a profits warning last month.
The joint-venture company made the WTA the richest property in women's sport in 2005 when it signed a £47m deal. With two years to run, sources say negotiations would ordinarily be in progress with regard to extending the contract but the WTA has privately conceded that it has almost no chance of persuading Sony Ericsson to renew.
This could make for a good sponsorship opportunity for another major global brand, possibly Nokia, Motorola, or even LG. Im interested to see what happens in this battle and who ends up taking control of the naming rights to the professional womens tennis tour.


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Green Beans with Lamb (Lubea fe lahem)
Total Time
Prep 15 mins
Cook 1 hr 30 mins
A passed-down family recipe. Serve over my Orzo Pilaf, or rice. Add some hummus and taboleh, and bring on the belly dancers!
Ingredients Nutrition
- 1 lb cubed lamb
- 2 lbs cut green beans (frozen is best)
- 1 medium onion, chopped
- 1 (15 ounce) can chopped tomatoes
- 1 (10 ounce) can tomato paste
- 1 teaspoon salt
- 1⁄4 teaspoon cinnamon
- 1⁄4 teaspoon clove
- 1⁄4 teaspoon allspice
- 1 cup hot water
- Brown meat and onions in a little olive oil.
- Add spices and water and let simmer for about 5 minutes.
- Add greenbeans and tomatoes.
- Cover and simmer for one hour.
- Or bake in oven at 450 for one hour.
Most Helpful
I love this stew. My recipe is almost the same as this one, except I use fresh tomatoes and no tomato paste.The lamb comes out so tender and juicy.
This dish was very good!the only thing I really added was a few cloves of garlic. I also put it in a crock pot on low for about 4 hours after browning the lamb. It turned out very tender. Next time, I would add the beans maybe about an hour before serving instead of letting them cook the entire time. Even so, it turned out good. Very delicious over over rice pilaf.
I made this tonight to accompany your recipe for Kibbeh and they were wonderful together! The only thing I changed about this recipe is I only used 6 oz. of tomato paste (my husband prefers it less pasty), I added 1 tbsp. of sugar and I used 2 cups of water. We haven't had a truly Lebanese meal like this since his mother passed away! Thank you so much for the recipe!!


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Choose your location
Sat / Dec 10
Irish Pub / Sports Bar
Lincoln Park
For Lincoln Park denizens in need of affordable booze and a place to catch the game, the luck of the Irish doesn't come much faster than at Halligan Bar.
Beers are rarely...
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text: Hi again nice people!!!! What's the next step? I've an Ipod Touch 3.0 I installed the open toolchain on xp I learned to use putty and winspc to play with files I'm a good C and C++ developer Now I should like to learn how to build an easy main.m and makefile and complite it, not for Ipod but just to start using the toolchain. hen it will be time to learn about the directory skeleton for my ipod applications, to write Objective C code and makefiles. What about makefiles? always the same or every application a different one? Thanks!!!


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This very lightly used stunning Yacht offers a host of features that will be of great value by to a cruising family or couple. A semi-deck saloon which has amazing space, welcoming ambiance, panoramic windows and light wood interior. Spacious twin helmed cockpit, large swim platform, the latest in design and technology, the strength of the hull and all over fit and finish are examples of Elan's commitment to quality.Spiritus is well equipped for some safe and fast passage making with exceptional seaworthiness in her class while the well thought out design and layout of deck and hardware allows easy handling.
Blue water cruise, holiday base or race ?
Why Boats- The UK's fastest growing Yacht Brokerage. See our website for more details
A 3,6,9 or 12 month engine warranty is available for this boat
Volvo 75hp 4 cylinder Diesel engine
Serviced by Volvo engineer annually
Sail drive
3 Blade propeller
Rope cutter
Q&L Bowthruster
12 Volt system through 6 batteries
Domestic x 2
Inverter x 1
Engine x 1
Bowthruster x 2 (2010)
Isolator Switches
Engine Alternator
Battery Charger
240 Volt shore power with outlet in each cabin
Pressurised Water system, calorifier and 240v immersion
16' TV with Raymarine AV in, aerial and booster
JVC CD/DVD player with feed to TV
Fresh Water Plastic 500 lt
Fuel Plastic 270 lt
Holding: Plastic
Light airy and spacious cabin, high quality hatches, blinds and soft furnishings throughout.
Heating by Webasto blown air to 7 outlets.
Sleeps 8 in 4 doubles in 4 cabins
Owners forward cabin;
Hanging locker, shelved locker and under bed storage
Shower compartment Starboard
Heads to Port
Jabasco toilet
Sink and shower
Central dining living area;
Seating/dining for 8 + persons
Large twin drop leaf dining table with bottle storage
U shaped seating converts to double berth
Adjacent sofa
Navigation center;
Chart table 750 mm x 690 mm
Adjustable reading spotlight
Panel for navigation instruments
Voltmeter gauge for service and engine batteries
Fresh water and fuel level indicator
Navigation seat with stowage compartment underneath ,lockers
Electrical switch panel
VHF / CD Player / Handheld VHF charge base
Large L shaped work surface with splash guard
3 Burner Cooker with pot clamps and oven
Microwave 240V built in
Isotherm fridge unit in counter with freezer box
Ice box chiller in counter with drain
Twin SS sink
Amidships heads;
Jabasco Toilet
Wash basin
Good sized shower with glass screen
Hatch storage
'Jack and Jill' door to Starboard aft cabin.
Portside aft cabin;
Door to amidships heads
Double Quarter berth
Hanging and underbed storage
Battery Isolator switches
Access hatch to engine
Starboard aft cabin;
Double Quarter berth
Hanging and underbed storage
Access to inverter
Access hatch to engine
Substantial step unit to Cockpit with lighting
Lifts with twin gas rams to provide access to engine
Stainless steel stem-head fitting with 2 rollers
Self bailing anchor locker with closing facility
Electric Anchor Windlass
Stainless steel forward pulpit with integrated step
Stainless steel aft pushpit with flagpole holder
Horseshoe holder and 2×seats
Stainless steel stanchions
2 rows of stainless steel cable lifelines with turnbuckles
6 mooring cleats
Special silver anodised aluminium toe rail for protection
2 stainless steel grab rails on coach roof
1 sets of deck organisers to port
5 rope clutches on coach roof to port (main sheet, main outhaul,reef1,reef 2,main halyard)
1 clutch on mast (Genoa halyard)
1 halyard winch 40.2 on coach roof to port
2 Genoa winches 46.2
2 Genoa sheet tracks with adjustable Genoa cars
Engine control lever at the steering pedestal to stbd
Engine dashboard with RPM gauge near the steering pedestal to stbd
Compass on the cockpit table
2 winch handles and bins in cockpit
2 cockpit lockers on port and starboard side
2 stowage lockers under helmsman's seat
1 gas bottle locker under helmsman's seat
Draining outboards
Teak laid cockpit seats
Cockpit floor
Fresh water shower at transom
2 leather covered steering wheels
Mainsheet traveller track with adjusting lines on the coach roof, adjustable from cockpit
Cup holders in cockpit
Transom protected with custom designed permanent fender
Fixed cockpit table with two grab rails
Boom Cover
Spray hood
Bathing platform with ladder
Stereo Cockpit speakers
Warps and fenders
Cockpit cushions
Double spreader deck stepped fractional rig by Selden
Aluminium spar material
Silver anodised aluminium SLR (Single Line Reefing) boom for ease of handling
Genoa furler (Furlex)
Slab mainsail reefing
Mast step fitting with blocks
Stainless steel standing rigging
Rigid boom vang with gas spring
2 sets of aft swept airfoil tapered spreaders
Mechanical backstay tensioner.
Lines lead aft to cockpit
Main Sail
Genoa x 2 Lewmar Dual speed Self tailing
Halyard x 1 Lewmar Dual speed Self tailing
Raymarine C80 GPS chart plotter
Raymarine Radome Radar
Raymarine ST6002 Autopilot
Raymarine ST60+ Wind
Raymarine ST60+ Tridata
Raymarine ST60+ Graphic Repeater
Raymarine Ray54E DSC VHF
Full AIS
TV in main cabin displays all Raymarine data
6 man Liferaft 2009/10,service due
Central high capacity auto bilge pump
|Sailing Boats
|Model:434 IMPRESSION
|Mooring Country:
|Year built:
|Sales status:
|13.41 m/44 ft
|13.41 m/44 ft
|4.19 m/14 ft
|75.0 hp
|No. of cabins:
|No. of berths:
|WC & bathrooms:
Remarks: Accommodation: INTERIOR / DOMESTIC No. of Berths- 3 x double No. of ...
£ 33,646
Vat Included / Paid
Remarks: Beneteau Oceanis 37 in super condition throughout. This yacht was the result of a successful ...
£ 82,500
Vat Included / Paid
S/Y Joy of London is a beautiful example of the CNB 64 model. This cutter rigged sloop is 1 of 5 units built ...
£ 327,943
Vat Included / Paid
** 2017 Bavaria Cruiser 46 ** This new Cruiser 46 Style comes with a huge specification including upgraded Volvo ...
£ 300,608
Vat Included / Paid
Features 2004 Elan 333 Exclusive. Designed by Rob Humphreys and built by Elan Yachts. This Exclusive version ...
£ 49,950
Vat Included / Paid


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Study: Kuwait Needs Foreign Investments to Diversify Economy
Kuwait has plenty of capital, but it still needs foreign investments to diversify the economy, create job opportunities, and enhance security, according to a study.
"More than one billion dollars in offset money await opportunities to be invested in Kuwait, in addition to the capital available in the banking sector," economist Ramadan Al-Sharrah, said in the study that was quoted by the Gulf Daily.
Kuwait introduced the offset program after the 1991 Gulf War.
The program, said the study, obliges foreign companies that sign contracts with the government worth at least 3.25 million dollars to invest 30 percent of the contracts value in Kuwaiti projects.
Al-Sharrah said Kuwait needs foreign investments in industries, especially petrochemical, agriculture and services, so that it doesn't remain dependent on oil for most of its revenues.
Foreign investors will also bring the latest technologies and employ some of the 10,000 Kuwaitis who enter the work force every year, the study added.
Most Kuwaitis work for the public sector for salaries and benefits that cannot be matched by private companies.
The government has decided to allow foreign investments into upstream operations in oil fields near the border with Iraq, said the Daily – Albawaba.com
Top Headlines
- UAE still has to decide on diversifying foreign exchange reserves
- Kuwait scarps 'offset program' to woe foreign investors
- Can Kuwait diversify its economy enough whilst political impasse continues?
- Kuwait to Malaysia: diversifying from Arabian oil to Southeast investments
- Gulf economies need to diversify and reduce dependency on oil


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Pet Sitting & Drop In Visits in Ring, WI
Book a pet sitter to stop by your home a few times a day to feed and play with your cat or dog.
To ensure accurate availability & pricing, please add your drop-off and pick-up dates.Dismiss
Animal lover near dog parks
Fond du lac, WI, 54935
Dog Boarding, House Sitting, Drop-In Visits, Doggy Day Care, Dog Walking
About: My home is welcome to most dogs. I am a huge dog lover and so is my boyfriend. We will both play with the dogs and most importantly we enjoy doing ... (more)
I love dogs, am caring and patient.
Fond du Lac, WI, 54937
Drop-In Visits, Doggy Day Care, Dog Walking
About: I have owned dogs for over 20 years. I absolutely love dogs, all animals for that matter. I am a patient person, try potty training a Dachshund in ... (more)
LEASURE & ACTION for your hound!
Fond du Lac , WI, 54935
Dog Boarding, Drop-In Visits, Doggy Day Care, Dog Walking
"I've never met anyone that loves dogs more or gets the dogs more excited when they see him. He is extremely caring and understands exactly what the dog needs. (more)"
Nursing student needs pet pickmeup
Oshkosh, WI, 54901
Drop-In Visits, Dog Walking
About: I have owned a lovable cocker spaniel poodle mix with my family for the past 13 years. He is such a joy to have in my life. I also lived in a neigh... (more)
Honest, Hard-Working, Animal Lover
Eden , WI, 53019
Dog Boarding, House Sitting, Drop-In Visits, Doggy Day Care, Dog Walking
About: I took on a 9 month old German Shorthair with my parents when I was 9 years old. From then on I trained him to perform many tasks including, but no... (more)
Experience exceptional service and a personalized match
From start to finish, we'll handle all the details for you.Learn About Premier
Rover also offers pet setting & drop ins in:
|Black Wolf, WI
|Eldorado, WI
|Fisk, WI
|Highland Shore, WI
|Oshkosh, WI
|Pickett, WI
|Rosendale, WI
|Van Dyne, WI
|Woodhull, WI
|Zion, WI
As pet lovers, we understand how difficult it can be to leave your pet when you have to head out of town. Luckily, you can find the perfect Ring pet sitter in seconds on Rover.com. If you're looking for trusted pet sitters while you're away, whether it's for one night or a whole month, you can find a pet sitter in Ring, WI who meets your — and your pet's — needs. We manually review and approve every profile on our site, and we offer tools to help you make the right decision for your pet — including background checks, sitter testimonials, community reviews. We also offer educational opportunities and extra safety tools, such as the Protection Package. And we always recommend an in-person Meet & Greet so you can see that your sitter is the perfect fit for your dog. Rover is proud to be the nation's largest network of pet sitters and dog walkers.


text: Got an iPod touch...having HUGE problems. Hey guys, My other 2 iPods (one 5th, one 2nd gen) were stolen, so I just bought a new iPod touch. I would say 'woot!' really loud, but I've been having nothing but problems with this thing. I'm using OSX, I tried to downgrade the firmware but it f***ed up the firmware in the ipod and nearly broke the damn thing, I spent over 5x on itunes trying to restore it with no luck, but once I restarted the entire computer and disconnected the ipod and then tried it luckily it worked. Then I got my entire music library on there, but there are huge problems with the tagging that weren't on my other ipod(s) with the same files, as well as 'file switching' where it plays the middle of the wrong file but claims it's a certain file. And now my itunes won't let me download new things from the store to the ipod. WTF is going on, do I have a lemon?!? Help. _Nathan


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On Tap Today: Bring a jug?
This Thursday we're talkin' about old-time sounds that have been around since someone somewhere first blew across the lip of a jug.The "Allis After Hours" music comes courtesy of Michael Ammons the the Water Street Hot Shots, which plays not only vintage jug band songs, but classic blues and original music. They're the instructors and the entertainers who present tonight's installment of the Charles Allis Art Museum "American Roots Music" series.
Explore some of the roots of heavy metal music at the Queensryche show tonight. »Read Full Blog Post
Next Act gives wings, radio style to 'It's a Wonderful Life'
Imagine a Milwaukee without its musicians and dancers, its singers and actors, its highly reputed symphony and its world-class theater. It would look a lot more like Pottersville, that mean-spirited burg of cheap thrills and third-class entertainment that greets George Bailey before his great awakening.
Such were my thoughts Friday night as six veteran Milwaukee-based actors tugged at my heartstrings for the second straight year, in Next Act Theatre's reprise of "It's a Wonderful Life," as transformed by Mary MacDonald Kerr into a 1957 radio play, coming straight to us from the studio of Milwaukee's very own WNAT. »Read Full Article(1)


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Samsung Galaxy core is a powerful blend of looks, performance, and functionality.
Powered by a 1.2GHz Dual Core Processor, the Samsung Galaxy Core offers the best in terms of speed and performance. Add to that, the latest Android 4.1 Jelly Bean OS lets you work smoothly and enjoy a comfortable mobile experience. The built-in 1 GB RAM ensures that your phone is backed with the right hardware for you to multi-task and operate smoothly with great speed.
Browsing through your smartphone is smooth. Running through your images, videos, and multiple applications is super slick through the bright 4.3- inch LCD display on this Samsung Smartphone.
Sporting a 5-megapixel rear camera, the Galaxy Core allows you to click stunning pictures anywhere, anytime; while the front facing VGA camera helps you make video calls to your distant friends and family members.
A powerful 1,800mAh battery ensures that you enjoy up to 9 hours of talk time with your loved ones plus extended multimedia usage during long journeys, for uninterrupted entertainment. Loaded with a range of smart features, the Samsung Galaxy Core gives a new rise to your smartphone experience.
Storage & Connectivity
Storage is convenient with the 8 GB in-built memory in the Samsung Galaxy Core. Besides, the expandable memory slot for up to 64 GB makes up for some additional space for all your files and applications. This Samsung smartphone also offers quick connectivity features like 2G, 3G, WiFi, and Bluetooth for you to be able to make the most of your time and stay connected as well as entertained.
Smart Features:
· Smart Stay: This smart feature doesn't allow your phone to sleep while you are looking at the screen.
· Smart Alert: The smart alert feature notifies you of any calls or messages you might have missed while you're on call.
· Motion UX: The simple motion controls in this midrange smartphone allow you to shake to update and turn over to mute the phone with absolute ease.
· Dual SIM: Now use both your professional as well as private number simultaneously with ease with Smart Dual SIM feature. This smart feature allows you to make or receive calls on SIM1 and see calls waiting, while you are busy speaking on the other one.
The varieties of functions in this smartphone are specifically designed to make your life simpler and easier. Read e-book, play high-end games, stay updated with latest news, navigate through the cities, stay connected with your online friends, and do lots more with this Super Smartphone that's made available to you at an affordable price.
Only registered users can write reviews. Please, log in or register


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Free Gift Packaging
- Distinguished silver box
- Stylish silver ribbon
- Personal gift message
0.15 CT. T.W. Diamond Twine Drop Earrings in 10K White Gold
Item# 18291047
The Peoples Difference
Why shop Peoples?
Orig. $449.00
Now $314.30
The intertwining design is super-stylish, while the addition of shimmering diamonds adds glamour. These lovely dangle earrings pair polished ribbons of 10K white gold with one set with dazzling diamonds - totalling 0.15 ct. - in an alluring twisted d View product details.
Special Offers
Diamond carat weights (CT.) represent the approximate total weight (T.W.) of all diamonds in each setting and may vary no more than .07 below the stated weight. Typographic errors are subject to correction. Merchandise enlarged to show detail and may not always be exactly as pictured. Promotions, prices, styles and availability may vary by store and online.


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- Description
DetailsAn Une Belle Vie original, this resin urn is individually cast and hand painted in elegant black and antiqued gold. The rich scrollwork and fluted pattern of the box combine to create an elegant memorial. The vessel has a lift off lid.
- Specifications
Additional Information
Estimated Capacity (in cubic inches) 88 Dimensions (L x W x H, in inches) 8 x 5 x 6.5 Product Weight (lbs.) 6 Color Black, Gold SKU UBV0028-C
- Reviews
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Homage$200.00 - $500.00


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Home » Clothing and Accessories » Apparel » Rocawear Affiliate Program
The Rocawear affiliate program guides your traffic to the glamorous world of upscale urban-inspired apparel sold through Rocawear.com. With global style aesthetics and a range of customers far beyond their core audience, this clothing line has evolved from a hip-hop accessory to a dominant brand that appeals to a multitude of lifestyles.
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July 24, 2008
MARK FURLINE AND HOWARD UNIVERSITY, APPELLANTS/CROSS-APPELLEES,v.CYNTHIAL. MORRISON, APPELLEE/CROSS-APPELLANT.
Appeals from the Superior Court of the District of Columbia. (No. CA 7261-01) (Hon. Neal E. Kravitz, Trial Judge).
Argued December 19, 2006
Before GLICKMAN and BLACKBURNE-RIGSBY, Associate Judges, and STEADMAN, Senior Judge.
The District of Columbia Human Rights Act (DCHRA) prohibits employers from taking adverse personnel actions for discriminatory reasons or to retaliate for opposition to unlawful discrimination. The instant appeals require us to consider how these prohibitions apply where human resources personnel or other disinterested officials of an employer, who have no discriminatory or retaliatory ax to grind, decide to discipline an employee for legally permissible reasons on the biased recommendation of a low-level supervisor. We conclude that the issue turns on whether the supervisor's biased participation undermined the autonomy of the ultimate decisionmaking process. Where, as in this case, decisionmakers presented with a possibly biased recommendation conducted their own independent investigation, which included hearing from the employee, and did not rely on the supervisor in any material way, the resulting adverse personnel action cannot be said to have been taken by the employer for a prohibited reason, and therefore does not violate the DCHRA. Our conclusion necessitates reversal of the judgment for the employee that is challenged in this appeal.
Cynthia Morrison, a forty-six-year-old registrar in the Emergency Care Area (ECA) of Howard University Hospital, was suspended without pay for five days in June 2001. The ostensible reason for her suspension was her absence from work without leave or justification after having been counseled and reprimanded for her prior unsatisfactory attendance. The five-day suspension was authorized by the applicable collective bargaining agreement and was imposed after a hearing conducted by the hospital's Office of Human Resources. Aggrieved by this disciplinary action, Morrison filed a lawsuit in Superior Court against Howard University and Mark Furline, one of three supervisors who proposed her suspension. Morrison alleged that she was the victim of employment discrimination in violation of the DCHRA. Her central claim, the focus of these appeals, is that Furline recommended her suspension to retaliate against her for lodging an age discrimination complaint against him, and also because of his discriminatory animus against older employees in his department. In addition, Morrison's complaint asserted a claim of hostile work environment.
The trial court granted partial summary judgment to the defendants on Morrison's age discrimination and hostile work environment claims. Regarding the former claim, the court ruled that Morrison had not made a prima facie showing that her suspension evinced intentional discrimination on the basis of age because she presented no evidence that any similarly situated younger employee was treated differently. As to the hostile work environment claim, the court ruled that the alleged harassment on which Morrison relied was largely unsubstantiated or not linked to age discrimination, and in any event was not severe and pervasive enough to alter the terms or conditions of Morrison's employment.
The court did not grant summary judgment on Morrison's retaliation claim, however, and that claim proceeded to trial. Defense motions for a directed verdict were denied and the jury found in Morrison's favor, awarding her $15,000 in compensatory damages and $100,000 in punitive damages. The defendants' subsequent motions for judgment notwithstanding the verdict or a new trial also were denied.
The appeals of Furline and Howard University raise a number of challenges to the judgment against them on the retaliation claim, while Morrison's cross-appeal attacks only the grant of summary judgment on her age discrimination claim (and not the adverse ruling on her hostile work environment claim). As we find it unnecessary to reach or resolve most of the issues the parties raise, we set forth only those facts, established at trial, that are pertinent to the ground on which we rest our decision.
Morrison's Complaint Against Furline
Morrison started working as an ECA registrar at Howard University Hospital in 1983, but her age discrimination and retaliation claims arose after the hospital hired Mark Furline as an ECA supervisor and some thirteen new registrars in late 2000. Most of the new hires were in their twenties. Morrison and others perceived that Furline, who was one of three ECA supervisors, exhibited favoritism toward the younger registrars and hostility toward the older workers. Further roiling the workplace, rumors spread that the younger workers were being paid more than the older veterans, though in fact that was not so.
On March 16, 2001, a screen saver message was left on a computer in the registrars' work area asking why the younger registrars were (supposedly) better compensated than their older, more experienced colleagues. This message came to Furline's attention and he chose to respond with a screen saver message of his own, which he placed on a computer in a registration booth frequently used by Morrison. Furline wrote that the younger employees were being paid more because "they are younger, dependable, and more productive, that's why!" Witnesses testified that Furline told them he "would like to see the expression on Ms. Morrison's face when she sees this."
Morrison saw Furline's screen saver message the following day. Her facial expression is not reported, but she and other employees complained to Benjamin Zachariah, the hospital's Director of Business Operations. The specifics of Morrison's complaint to Zachariah are not entirely clear, but judging by its verdict, the jury found that she charged Furline and the hospital with age discrimination. Zachariah responded to the complaints by chastising Furline for leaving the screen saver message and directing him to apologize to the entire ECA staff, which Furline did, personally and in writing. There was no direct evidence at trial that Furline was informed of Morrison's complaint; Zachariah denied having told Furline who had complained about him, and Furline denied having learned that Morrison had done so. However, in finding that Furline's subsequent disciplinary actions against Morrison were retaliatory, the jury evidently inferred that he knew (or at least believed) she had complained about him. Whether there was sufficient evidence at trial to support that inference is debatable, but we shall assume for the sake of argument that Furline was aware or suspected that Morrison had lodged an age discrimination complaint against him.
Morrison's Disciplinary Suspension
Morrison and the other registrars in the ECA were covered by a collective bargaining agreement, pursuant to which they were subject to "progressive" discipline for absenteeism, tardiness and excessive use of sick leave. Prior to the screen saver incident, Morrison was identified as a candidate for such discipline. In November 2000, hospital management commenced a three-month study to document and address time and attendance problems among the registrars. The study confirmed that problems of absenteeism, lateness, and apparent abuse of leave were widespread; in February 2001, sixteen of the nineteen registrars were counseled about the need to improve their attendance. One of those sixteen registrars was Morrison. The time and attendance study showed that from November through January, Morrison used 55 hours of unscheduled leave, which included five days (40 hours) she took off at the beginning or end of her work week.*fn1 On February 2 and 5, 2001, a Friday and a Monday, Morrison took an additional sixteen hours of unscheduled leave. Although Morrison charged all this time to sick leave, claiming she was genuinely ill, the pattern suggested she might have been abusing her leave in order to lengthen her weekends. In mid-February, Furline informally counseled Morrison about her attendance -- the first step in progressive discipline -- and referred her to the hospital's employee assistance program for a fitness-for-duty examination. The examination confirmed Morrison's ability to work without restrictions or accommodations.
The following month, however, Morrison used another sixteen hours of unscheduled sick leave to take off March 5 and 19 -- two Mondays. Thus, over the five-month period from November through March, Morrison used a total of 87 hours of unscheduled leave, mostly by taking off Mondays or Fridays (72 hours). As Morrison already had been counseled about her attendance in February, Furline and the other two supervisors in the ECA jointly issued her a formal letter of reprimand on March 27, 2001. This letter, the next step in progressive discipline under the collective bargaining agreement, warned Morrison that if she did not show "immediate improvement" in her "time and attendance," she would face further disciplinary actions "up to and including suspension and/or termination." As Morrison emphasizes, she was given this reprimand only ten days after she complained about Furline to Zachariah.*fn2
The conduct that precipitated Morrison's suspension occurred in May 2001, approximately two-and-a-half months after she complained about Furline's screen saver message. Starting on May 9, the posted work schedules for the ECA showed Morrison as having to work on the Memorial Day holiday, which was Monday, May 28. Morrison objected to that duty assignment, but the work schedules, which went through several revisions over the course of the month, were not changed to give her Memorial Day off. Beginning on May 22, the posted schedules also showed Morrison as working on May 29. Nonetheless, Morrison did not report for duty at all on May 28, nor did she call in. The following morning, after Morrison again failed to check in, a co-worker called her at home and summoned her to work. Morrison called her usual ECA supervisor on the day shift, Virginia Peterson (who was at home), and spoke to Zachariah, telling them both that she had been confused and had thought she was off duty on both May 28 and 29. Furline (the supervisor on duty on May 29) and Zachariah sent her home for being absent without leave.
Under the progressive discipline scheme set out in the collective bargaining agreement, the next disciplinary step after a reprimand (and before termination) was a suspension for up to five days without pay. Although the ECA supervisors were not authorized to suspend (or terminate) an employee, they could recommend such action. Such recommendations were subject to multiple layers of review and approval by upper levels of management and the Office of Human Resources.
On May 29, Furline prepared a written recommendation for Morrison's suspension. Virginia Peterson and Yvonne Bracey, the third ECA supervisor, joined in submitting the recommendation, which stated the grounds for suspension as follows:
The reason for this decision [to recommend suspension] is her not reporting for duty on Monday, May 28, and Tuesday, May 29, 2001. [Morrison] never phoned in stating why she would not be able to work on either day. This rendered her AWOL (Absent Without Leave).
Since the beginning of May, Ms. Morrison has voiced concerns regarding being placed on the schedule for the May 28, Memorial Day holiday. On Tuesday, May 29, 2001, Ms. Morrison contacted Mrs. Virginia Peterson. Mrs. Peterson was at home ill, not on duty and not on call. However, Mrs. Peterson contacted Mr. Furline, on Ms. Morrison['s] behalf, to express that Ms. Morrison may have been confused by the schedule. Although several schedule revisions were made, Mr. Furline reminded Mrs. Peterson that Ms. Morrison has always been scheduled for duty on Monday, May 28, 2001.
In light of the fact that Ms. Morrison was recently counseled regarding her time and attendance and has since acquired two (2) AWOL's, we are recommending suspension, the next step in the disciplinary process. We are requesting the maximum of five (5) days for her actions.
The facts set forth in this recommendation are not in dispute. The recommendation was approved by Zachariah*fn3 and the Chief Financial Officer. It then was transmitted to the Assistant Director of Human Resources for decision.
Pursuant to the collective bargaining agreement, the Office of Human Resources afforded Morrison a hearing on whether sufficient grounds existed to suspend her. The June 7, 2001, hearing, at which Morrison had an opportunity to speak and present evidence on her own behalf, was conducted by an "employee and labor relations specialist." Morrison elected to proceed without the union representation to which she was entitled. She did not dispute the factual basis for the proposed five-day suspension or the propriety of her recent reprimand, nor did she complain of any unfair treatment by her supervisors. She did not bring up the screen saver incident or raise any claim of age discrimination or retaliation. Rather, Morrison said she simply had misread the schedule for the Memorial Day weekend. She attributed her mistake to an ambiguity in the schedules posted prior to May 22 regarding the day after Memorial Day. As she explained in her June 7 letter to the hospital's Chief Financial Officer, prior to May 22 her work schedule had the letter "H" (for "holiday") on Tuesday, May 29, and "Off" in the next block (Wednesday, May 30); "[k]nowing that the holiday was on Monday and the next day Tuesday, my usual off day after working the weekend, I thought I was off the (H) Holiday and off Tuesday." The facts remained, though, that Morrison always was scheduled to work on May 28, and that the ambiguity with respect to May 29 was corrected in the revised schedule issued on May 22, 2001. From then on, the schedule showed that Morrison was to be at work on both Monday and Tuesday, May 28 and 29 -- there was no "H" on either date -- and "Off" on Wednesday, May 30.*fn4
Furline attended the June 7 hearing. The record does not disclose the nature of his participation, but there is no evidence that his input (if any) went beyond the undisputed facts set forth in his written recommendation. As it appears, the information adduced at the hearing was limited to Morrison's absence without leave on May 28 and 29, 2001, and her previous attendance and disciplinary record.
The employee and labor relations specialist presiding over the hearing recommended Morrison's suspension go forward.*fn5 The Assistant Director of Human Resources approved the recommendation. The decision was ratified by the hospital's Chief Operating Officer and the Office of General Counsel. There is no evidence any of these officials knew Morrison had complained of age discrimination, or that she was subjected to different or harsher discipline than similarly situated younger employees with comparable attendance problems.*fn6 There likewise is no evidence that any of Morrison's superiors (other than Furline) was biased against older employees or motivated to take adverse action against Morrison for discriminatory or retaliatory reasons.
Morrison's five-day suspension took effect on June 24, 2001.
The ultimate question presented by these appeals with respect to Morrison's claims of retaliation and intentional age discrimination is the same: why was she suspended? Furline and Howard University contend she was suspended for the reason stated at the time, her unexcused absence from work, and not for any reason violative of the DCHRA. Morrison contends the stated justification was pretextual. She argues that Furline recommended her suspension for impermissible retaliatory and discriminatory reasons,*fn7 and that his involvement tainted the final decision even though he was not the actual decisionmaker.*fn8 If the jury followed the trial court's instructions, it found that Furline did indeed propose Morrison's suspension in retaliation for her discrimination complaint, and that his retributive motive "played a substantial part in the suspension decision, even though other factors also may have motivated" the decision.*fn9
We conclude that the jury's determination cannot be sustained. Even if Furline's recommendation was vindictive or discriminatory (which he denies), the review process ensured that Morrison was disciplined solely for the legitimate reason given. We therefore hold that Furline and Howard University were entitled to judgment as a matter of law on Morrison's claims of retaliation and age discrimination.
Civil Rule 50 (a)(1) states: "If during a trial by jury a party has been fully heard on an issue and there is no legally sufficient evidentiary basis for a reasonable jury to find for that party on that issue, the Court may determine the issue against that party and may grant a motion for judgment as a matter of law against that party with respect to a claim or defense that cannot under the controlling law be maintained or defeated without a favorable finding on that issue."*fn10 On a motion for judgment as a matter of law (either a motion for a directed verdict or a motion for judgment notwithstanding the verdict), the evidence must be viewed in the light most favorable to the non-moving party.*fn11 "[T]he opponent of the motion must be given the benefit of every reasonable inference from the evidence, but not 'inferences based on guess or speculation.'"*fn12 All of the evidence in the record must be considered, moreover, not merely the evidence favorable to the non-moving party.*fn13 If the evidence, so viewed, is insufficient to support a verdict for that party -- in other words, if no impartial juror reasonably could find in that party's favor -- then the movant is entitled to judgment as a matter of law.*fn14 "Whether the evidence was sufficient to go to the jury is a question of law, which we consider de novo."*fn15
The same basic principles govern our review of the trial court's award of summary judgment on Morrison's claim of age discrimination. Civil Rule 56 (c) provides that summary judgment "shall be rendered forthwith if the pleadings, depositions, answers to interrogatories, and admissions on file, together with the affidavits, if any, show that there is no genuine issue as to any material fact and that the moving party is entitled to a judgment as a matter of law."*fn16 Again, our review is de novo.*fn17 "Although we view the evidence in the light most favorable to the party opposing the motion, conclusory allegations by the nonmoving party are insufficient to establish a genuine issue of material fact or to defeat the entry of summary judgment."*fn18
The DCHRA makes it "an unlawful discriminatory practice" for an employer to take adverse action against an employee "wholly or partially for a discriminatory reason based upon . . . age . . . ."*fn19 The DCHRA also makes it unlawful to retaliate against an employee for opposing an employment practice that is prohibited by the Act.*fn20 Where, as here, the claims of intentional discrimination and retaliation rely on circumstantial evidence, rather than direct evidence linking the personnel action to a forbidden motive, we evaluate them utilizing the tripartite burden-shifting framework set forth in McDonnell Douglas*fn21 for such cases brought under Title VII of the Civil Rights Act of 1964.*fn22 Under that framework, as we explained in Hollins,*fn23 the burden initially is on the employee to make a prima facie showing of discrimination or retaliation by a preponderance of the evidence.*fn24 Such a showing raises a presumption that the employer violated the DCHRA, which the employer is obliged to rebut by articulating a legitimate, non-discriminatory reason for the challenged personnel decision.*fn25 Once the employer has done so, the presumption of illegality "drops from the case,"*fn26 and the employee ordinarily must prove by a preponderance of the evidence "both that the reason [offered by the employer] was false, and that discrimination was the real reason."*fn27 Alternatively, under the DCHRA, the employee may prevail by proving that the employer's action was motivated "partially" by a discriminatory reason, even if it also was motivated by permissible reasons not, in themselves, pretextual. In the latter case, a "mixed motive" analysis is appropriate.*fn28 Either way, the burden of persuasion "remains at all times" with the plaintiff employee*fn29 to prove that the employer took adverse action for a discriminatory or retaliatory reason (in whole or part).
In the present case, because Howard University produced evidence that it suspended Morrison for a legitimate, non-discriminatory reason, we need not pause to analyze whether she made out a prima facie case of retaliation at trial or of age discrimination in opposing summary judgment.*fn30 Instead we may proceed to answer the ultimate question -- whether Morrison presented sufficient evidence for a jury to find that retaliation or age discrimination "actually motivated the employer's decision."*fn31 In general, the focus at this stage is on "whether the jury could infer [retaliation or] discrimination from the combination of (1) the plaintiff's prima facie case; (2) any evidence the plaintiff presents to attack the employer's proffered explanation for its actions; and (3) any further evidence of discrimination that may be available to the plaintiff (such as independent evidence of discriminatory statements or attitudes on the part of the employer) or any contrary evidence that may be available to the employer (such as evidence of a strong track record in equal opportunity employment)."*fn32 Usually, a prima facie case plus sufficient evidence to reject the employer's explanation will suffice without more to overcome a motion for summary judgment or judgment as a matter of law.*fn33 But the emphasis is on the need for evidence: "As courts are not free to second-guess an employer's business judgment, a plaintiff's mere speculations are insufficient to create a genuine issue of fact regarding an employer's articulated reasons for its decisions."*fn34
For the sake of argument, though it is debatable, we shall assume there was sufficient evidence that Furline recommended Morrison's suspension for retaliatory or discriminatory reasons. We also shall assume that, in making his recommendation, Furline was "acting in the interest of" Howard University, and hence that he falls within the definition of an "employer" contained in the DCHRA.*fn35 Nevertheless, Furline was not the decisionmaker. Nor were his fellow supervisors or their immediate superior, Zachariah. While those individuals forwarded the recommendation for Morrison's suspension up the line, the decision was made at a higher level -- by the Assistant Director of Human Resources in conjunction with other senior officials. For Morrison to prevail, therefore, the record must contain evidence that either (1) the actual decisionmakers had retaliatory or discriminatory reasons for suspending her, or (2) their decision was tainted by Furline's involvement or influence.
Morrison does not claim, and there is no evidence in the record to show, that the senior officials who imposed her five-day suspension did so on a pretext, or for any reason besides the one given. The stated grounds for Morrison's suspension were hardly gossamer. Management demonstrably had attempted to remedy persistent problems of unsatisfactory time and attendance in the hospital emergency room. Under the collective bargaining agreement, Morrison's suspension was justified by her unexcused absence from work, in light of her overall unsatisfactory attendance and prior disciplinary record. Nor is there record support for a finding that any of the actual decisionmakers had impermissible reasons to discipline Morrison. Indeed, so far as appears, they could not have had a motive to retaliate because they were not even aware of her age discrimination complaint against Furline.*fn36 Similarly, there is no evidence they treated Morrison differently from younger, similarly situated employees, or otherwise manifested a discriminatory animus based on age.
Morrison relies on the alternative theory of liability, which is commonly referred to as a subordinate bias theory. The Supreme Court implicitly approved such a theory in Reeves, where the company president followed the recommendation of the director of manufacturing (who also happened to be her husband) and two vice-presidents to discharge the plaintiff employee for intentionally falsifying company pay records. The Court held that the company was not entitled to judgment as a matter of law on the employee's age discrimination claim in view of evidence, inter alia, that the director of manufacturing not only was "motivated by age-based animus," but also had generated misleading data to justify the termination, was "principally responsible for [the employee's] firing," and was "the actual decisionmaker" even though it was his wife who made "the formal decision."*fn37
In the absence of further guidance from the Supreme Court, the federal courts of appeals have articulated varying standards for determining whether an otherwise permissible adverse personnel decision is infected by the involvement of a biased subordinate. The United States Court of Appeals for the Fourth Circuit, adhering to the Supreme Court's focus in Reeves, has held that "an aggrieved employee who rests a discrimination claim . . . upon the discriminatory motivations of a subordinate employee must come forward with sufficient evidence that the subordinate employee possessed such authority as to be viewed as the one principally responsible for the decision or the actual decisionmaker for the employer."*fn38 This rather strict requirement is met by evidence that "a formal decisionmaker acts merely as a cat's paw for or rubber-stamps a decision, report, or recommendation" of a biased subordinate.*fn39
More broadly, other federal circuit courts have held that less complete control over an employment decision by a biased subordinate may still give rise to liability. The courts typically have framed the inquiry in causal terms, looking to whether the subordinate's influence and participation undermined the independence and integrity of the decisionmaking process. The United States Court of Appeals for the Ninth Circuit, for example, has held "that to establish the essential element of causation in a subordinate bias case -- where the investigation that led to the adverse employment decision was initiated by, and would not have happened but for, the biased subordinate -- the plaintiff must show that the allegedly independent adverse employment decision was not actually independent because the biased subordinate influenced or was involved in the decision or the investigation leading thereto."*fn40 As this statement implies, and as the United States Court of Appeals for the Tenth Circuit has stressed, the critical question is not whether a biased subordinate had input, but whether he had impact:
To prevail on a subordinate bias claim, a plaintiff must establish more than mere "influence" or "input" in the decision making process. Rather, the issue is whether the biased subordinate's discriminatory reports, recommendation, or other actions caused the adverse employment action.*fn41
The requisite causation is present where, for instance, a review committee or other formal decisionmaker relies on a subjective evaluation or misinformation supplied by the biased low-level supervisor.*fn42 Conversely, "because a plaintiff must demonstrate that the actions of the biased subordinate caused the employment action," the federal circuit courts uniformly agree that "an employer can avoid liability by conducting an independent investigation of the allegations against an employee."*fn43
"In that event," the Tenth Circuit points out, the employer has taken care not to rely exclusively on the say-so of the biased subordinate, and the causal link is defeated. Indeed, . . . , simply asking an employee for his version of events may defeat the inference that an employment decision was . . . discriminatory. . . . Employers therefore have a powerful incentive to hear both sides of the story before taking an adverse employment action against a member of a protected class.*fn44
An employee will be hard pressed to "claim that a firing [or disciplining] authority relied uncritically upon a subordinate's prejudiced recommendation where the plaintiff had an opportunity to respond to and rebut the evidence supporting the recommendation."*fn45
The foregoing principles were developed under Title VII and related federal civil rights laws, but we think they are applicable to, and appropriate for, employment discrimination and retaliation actions under the DCHRA as well. The pertinent issue under our local law is whether the employer took an adverse personnel action "for a discriminatory [or retaliatory] reason."*fn46 That standard is met when the action is induced by and effectuates the illicit design of a lower-level supervisor, even if the implementing officials are an unwitting conduit. On the other hand, the standard is not met when the deciding authorities independently determine that the action is warranted for permissible reasons, even if the catalyst for their review was the report by a biased subordinate.
In the present case, it was the allegedly biased Furline who initiated the recommendation that Morrison be suspended, but that by itself is not enough to taint the ultimate decision. There is no evidence that Furline influenced the decisionmakers by furnishing misinformation to them or otherwise.*fn47 As far as the evidence shows, senior officials decided that Morrison's suspension was warranted based solely on an independent review of the charges against her, and only after hearing her side of the story. Indeed, given a chance to be heard, Morrison did not contest the accuracy or the sufficiency of the data on which her proposed suspension was predicated, nor did she claim that Furline's recommendation was made with ulterior motives.*fn48 On this record, no jury reasonably could attribute the upper-level decision to suspend Morrison to Furline's bias or find that the stated reason, Morrison's absence from work, was a pretext for discrimination or retaliation.
We therefore conclude that Furline and Howard University were entitled to summary judgment on Morrison's claim of age discrimination, as the trial court held, and to judgment as a matter of law on her claim of retaliation. Notwithstanding the jury's verdict, we remand for entry of judgment in the defendants' favor.
So Ordered.
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