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New!Campo dei Fiori suite
Maksimum Konuk Sayısı3
Yatak odası1
Boyut45 metrekare
Floor No.3(with elevator)
- Aile / Çocuk dostu
- İnternet/Kablosuz ağ
- Mutfak
- Klima
- Çamaşır makinesi / Kurutma makinesi
- Binada asansör
- Havlu
Accommodation summary
|Monte della Farina, 00186 Roma, İtalya
|Mülkiyet türü
|Referans kodu
|Acceptance rate
|Response time
|A few hours
|Calendar updated
|2 days ago
The apartment, on the third floor with elevator ( few steps to reach the elevator and few to the door) of an historic building, is bright and quiet, not reached by the city centre bustle and cheered by the merry sound of distant chimes. It is composed by an entrance, a living room with a sofa bed for 2, a table for 4 and a fully equipped kitchenette, a master bedroom with double bed and cupboard. The bathroom en suite has a stand up shower, a wash basin, wc and bidet . Towels and linens are provided.
The equipment of Campo de Fiori Suite apartment is provided with free WI-FI internet, air conditionig, heating, washing machine, dish washer, TV, hair dryer, microwave, toaster, cooker, fridge and freezer, italian coffee machine, kettle, iron and ironing board. For bookings longer than a week we offer a free house cleaning and change of linens. Free baby cot and high chair. Babysitting available.
A charming location fit to visit most of the major monuments on foot and live like a local.
Ev kurallarıPlease treat the apartment as if it were your own home.
Check-in from 14 to 21:00
Check-out at 10:00 am.
Upon arrival you will be required city tax of € 3.50 per person (up to a maximum of 10 days). This tax does not apply to children under 10 years.
Are required € 35 for cleaning costs.
Refundable security deposit of € 200, that will be returned to you at the end of stay.
Guests must leave a copy of their valid passports/ ID at check-in.
Fee of € 30 for check-in after 21:00.
Bed linen and towels.
For reservations for more than a week, they are offered a house cleaning service and linen change.
A cot and high chair are available free of charge upon request.
A babysitting service is available on request.
|Weekly rate for up to 2 guests
|Monthly rate for up to 2 guests
|> 2 misafir için ücret
|TRY 50 misafir başına/ekstra gece
|Maksimum Gece Sayısı
|1 year
|Check-in Saati (Sonrası)
|Check-in before
|Check-out Saati (Öncesi)
|İptal Koşulları
Bu mülk için yapılan yorumlar
The apartment was very, very nice, super clean, big and nothing was missing. The location of the apartment is just perfect. Everything is within walking distance: Sightseeing-Monuments, Vatikan, Restaurants, Shoppingarea, supermarket. Manuela is really friendly and welcoming. she helped us a lot: organising the taxi to the airport, informations about opening hours and special offers for Museums, etc. When contacting her, she always replied within a few minutes. she made our stay perfectly easy and uncomplicated. We thank her very much for everything and wish her all the best!
The apartment was bright, very clean, spacious and very well located - perfect in everything. Manuela is a great hostess and we can highly recommend it!
The apartment was bright, well planned and located in a very nice area. Clean apartment and building and Manuela and her husband were extremely helpful and nice. Would warmly recommend the apartment.
New flat, perfect for two with a confortable bed. Perfectly located to visit Rome by walking, and near Trasvetere to have drinks the evening. These days were perfect!!
L'appartement est bien situé très proche d'une rue piétonne, du marché et de la station de bus. Les photos sont conformes à la réalité. C'est très propre, bien décoré et la literie est bonne. Manuela est charmante, elle est disponible pour des conseils dans un français impeccable. Je recommande vivement cette location.
Here we found a perfect base for our week in Rome. The italian hospitality is world famous and our hostess Manuela and her husband gave us the very best proof for it. The apartment is splendid; the location, the equipment, the tasteful interior, and very cosy to stay inside rainy days. (Yes, there are rainy days in Rome when a nice apartment with a convenient heater is of golden value!) It is central but still very quiet. Manuela's attention and care for us is surely making this place our first choice next time we visit Rome.
Manuela is a wonderful hostess!! She is always eager to help you in whatever you need and it is very easy to contact with!! The apartment is lovely, perfect location and fully equipped!! If I come back to Rome I would surely stay there again!!
Hemos pasado 7 días en el apartamento de Manuela y sólo podemos decir cosas buenas. La ubicación es excelente, el apartamento es suficientemente grande y tiene todo lo necesario: camas cómodas (incluso el sofá cama), baño completo, cocina y menaje completos, secador de pelo, etc. Nos hemos sentido como en casa. Por último, pero no menos importante, Manuela es una magnífica anfitriona. Si vuelvo a Roma (ojalá), no dudaré en alojarme de nuevo allí.
We have spent 7 days in Manuela's apartment and we can only say good things. The location is excellent, the apartment is big enough and you will find all what you need: comfortable beds (even the sofa-bed), complete bathroom, complete kitchen and tableware and kitchenware, hairdryer, etc. We have felt like home. Finally, but no less important, Manuela is a superb hostess. If I come bakc to Rome (I hope so), I will not have any doubt in stay there again.
Manuela hat uns sehr freundlich empfangen. Die kleine Wohnung liegt an sehr guter Lage und ist zweckmässig eingerichtet. Wir haben uns wohl gefühlt.
Vielen Dank, Amadeo und Sveta
L'appartement est très bien situé, au centre de Rome et au calme.
Le quartier a beaucoup de charme ; une boulangerie et une supérette sont à proximité.
Manuela nous a accueilli très chaleureusement malgré notre retard dû à l'avion.
Si nous revenons à Rome, nous y retournerons certainement.
- Kalite güvenceli konaklama
- Her ev sahibi telefonla doğrulanmıştır
- SSL şifrelemesi ile güvenli ödeme


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Because a car has so much glass, there is a need for new technologies that are in line with the general requirements of automotive glazing: low weight, design and safety. In order to meet these needs, we develop self-adhesive tape solutions for glass applications.
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Our tapes are ideally suited to the different steps of glass assembly for cars. The proven benefits of our system solutions include:
Choose a reagion:

subset: commoncrawl


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Wednesday, August 29, 2012
Beach Fashion Trend Of The Day
9 comments:
They remind me of those Sleezstak creatures! :-) Either that or they are ready to rob a bank.ReplyDelete
This is almost asking for people to commit a perfect crime. Just rob someplace wearing that getup and blend into a crowd of similarly dressed people.ReplyDelete
So they're going to the beach, why?ReplyDelete
The word of the day is "Gimp".ReplyDelete
Damn girl, that's supa sexy!ReplyDelete
They can't just slap on some sunscreen?ReplyDelete
These must have been the guys that didn't make the cut for Blue Man Group.ReplyDelete
Gee, now I understand why they kept giving me the evil eye when I was there. I thought they'd never seen a fat person with big boobs before, now I know it was my tan.ReplyDeleteReplies
You may have been onto something with your suspicions about the big boobs thing. Tell you what, post a picture of them so we can judge for you, to put your mind at ease as it were.Delete


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Went to the range today - several good targets. But, I was really impressed with this one. After I did that with 3, I wanted to save it before I inevitably screwed it up
Haha, no. This was my 2nd target of the day. All my other targets had the rounds staying within the white part (that's just a sheet of paper - 8.5"x11").
But when 3 in a row did that on my 2nd mag on a fresh target, I wanted to keep that sucker
You print your own targets? I have a few that I print out (I have an old laserjet), but am always looking for others. Would you care to send me the file if that's the case?
how far out were you? Was it off hand or Rest?
It was freehand at 7 yards.
Fine Shootin!
If I shoot three like that I'll quit too.
What happened to the powder burn? Did you airbrush it away?
I think he meant the powder burn on the target. You know..... point blank
Nice shooting Shipwreck.
Nice shooting.
Nice, is that a 9mm or .40? I will guess nine right? ANyone have any good shots with a .40?
I guess I could always HC it but I hear that its not as tuff and I like the dull finish.


text:
George Osborne's decision to increase his annual banking levy was met with a mixture of frustration and resignation in the City.
A hike had been seen as a done deal. The Chancellor said that to hit his target of raising £2.5bn from the banks he would have to up the levy from 0.078 to 0.088 per cent of their total deposits.
Banks cannot yet work out the extra cost as the final figure is based on year-end deposits. But they see it as another cost of doing business in the UK and a sign they remain a political target.
Yesterday was the third time Mr Osborne has hiked up the levy. He tried to sugar the pill by resisting a proposed European tax on every financial transaction.
The taxpayer-backed Royal Bank of Scotland and Lloyds Banking Group have no option but to pay up. Barclays probably will, too.
For HSBC and Standard Chartered – with huge overseas operations – the rise is a further factor in deciding whether to stay in Britain. Both object to the levy as it is charged on non-UK deposits.
Angela Knight, head of the British Bankers' Association, said: "Banks are committed to playing their part in restoring public finances through the many different taxes they pay but a stable tax regime is important.
"Banks of all nationalities do business around the world from here and pay tax here."Reuse content


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Texas State Felony Theft - Fenced as found out by the charge stolen property.
No you can accept a plea bargain for deferred adjudication at anytime. Once you have fired an attorney they can plea bargain with the State and get them to offer you deferred adjudication probationSee question
It was a evading arrest with a motor vehicle felony. I did 18 months state jail time. I heard that if you have no felonies within 5 years preceding the arrest that you are eligible for expunction. I have no other felonies within 5 years preceding ...
You have a final conviction because you did 18 months state jail. Final convictions can not be removed from your criminal record ever. In Texas a person can file for an expunction of a case that was dismissed or that they were aquitted of. A person can seal a record if the successfully completed deferred ajudication probation.
However if you serve jail or prison time then it is a final conviction and can not be removed from your criminal record
My friends, ex girlfriend filed these charges on him last year, mainly out of spite, not because he hit her, however she said he did. He is now in jail for this and does not want to plea guilty, so they have reset his court date twice now. I am wa...
In harris county once you bond out the court usually requires you truy to hire an attorney. Your friend definately needs to hire an attorney that is able to take his case to trail. If he is innocent of the crime he should not take any plea bargain. The would require him to plead guilty andf the this would remain on his record for ever. He needs to talk with an experienced trial lawyer about fighting this case.See question
me and my partner got into an fight and i broke a piece of glass and swung it and it sliced him in the neck but at the time he was beating me and hitting me as soon as i cut him he stoped and i took him to the hospital and i left because i was tr...
You need to hire an experienced criminal defense attorney. When you hire an attorney they will read the police report and then go over all of the facts and law with you.
Generally the law says, a person is entitled to use non-deadly force to defend against the use of non-deadly force against him. A person is entitled to use deadly force against the use or threat of the use of deadly force against him. A person is NOT entitled to use deadly force against the use of non-deadly force - generally - unless there are more facts.See question
she call police in gym.
Consult an attorneySee question
i called the police and reported that someone broke into my house and robbed me and to find out it was my cousin but my cousin got caught and told the police my boyfriend did it now my boyfriend in jail for that charge what should i do?
Hire him a good criminal defense lawyer that practices in fort bend countySee question
he was embarrased to register as a sex offender therefore did not complied w/his probation. now he is serving a 6 year sentence for this crime; for not reporting to his probation officer,not registering as a sex offender; just because the judge wa...
Your Cousin needs an attorney to represent him at his parole hearing.See question
Evading Arrest/Detention is found in Section 38.04 of the Texas Penal Code and can have a variety of possible punishments depending on the facts of the case.
The most common is a class A misdemeanor. A class A misdemeanor is punishable by up to 1 year in county jail and a fine of up to $4000.
If you evade and use a motor vehicle or have been convicted of evading arrest in the past then It is a state jail felony. A state jail felony is punishable between 6 months and 2 years in a state jail facility and a fine of up to $10,000.
It is a 3rd degree felony, if: 1) the actor uses a vehicle while the actor is in flight and the actor has been previously convicted of Evading Arrest/Detention; or 2) Another suffers serious bodily injury as a direct result of an attempt by the officer from whom the actor is fleeing to apprehend the actor while the actor is in flight.
It is a 2nd degree felony if another suffers death as a direct result of an attempt by the officer from whom the actor is fleeing to apprehend the actor while the actor is in flight.
A 2nd degree felony is punishable between 2 and 20 years in prison and up to a fine of $10,000.
A 3rd degree felony is punishable between 2 and 10 years in prison and up to a fine of $10,000.
There may also be a driver's license suspension that you need to consider upon conviction.
Obviously, without knowing more facts, it is difficult to say exactly what information you are looking for, but hopefully this helps.See question
I want to teach overseas and have a not guilty DUI 2 years ago, will it show on a criminal history report ( will it still show an arrest)? Please let me know! Thanks
There may some options for you. Take a moment to fill out a contact form on our website via the link below and we will give you a call.See question
I'm on probation for Agg. Assault w/ deadly wepon family member. I've completed 22mo of 36 months given. All my fines, court cost and classes have been done. Can i get off probation and will it be expunged?
Yes it may be possible to early terminate your probation. Speak to your probation officer and see if they are in favor of it then hire an attorney to file the motion and argue on your behalf to the Judge.See question


text: 8/16/12 8/16/12 POPSUGAR Celebrity Total Recall Jessica Biel Total Recall Press Tour in London Colin, Jessica, and Kate Take Total Recall Around London August 16, 2012 by Meghan Rooney 11 Shares Chat with us on Facebook Messenger. Learn what's trending across POPSUGAR. View on One Page Photo 30 of 38 ADVERTISEMENT () Share This Link Copy ← Use Arrows Keys → 30 Previous Next Share this post Total RecallColin FarrellJessica BielKate Beckinsale


text:
Poor service from People who dont care
Very poor Service department! Was charged $12 that I was unaware of prior to! Bike had many missing screws and clips that I was changed for replacement parts for. Had to go back 3 times to repair there poor workmanship after waiting Finished the repairs to the poor workmanship Myself!! All for a Recall from Honda Canada!


text:
Nena's dilemma
Her morning had started quite well; she had not anticipated what was
going to happen on that day. Her Mama always went to work on Saturdays
and she would be left with her cousin Maya. Maya seemed to disappear
always and went to play with some boy in the neighbourhood. Only Mama
did not know this but the neighbourhood knew. Nena could not dare loose
the 'cool points' that she had earned for being a cousin that
does 'not tell' , she could not even think of jeopardising her newly
found status, not that she benefited anything except for the sticky
toffee sweets that coloured her teeth brown!
Nena's goal that morning was only to impress her Mama, so she planned to
clean the house first and prepare lunch. The meal was going to be
grilled chicken, paap and the gravy just the way mama made it. It was
neither a spoken nor confirmed tradition that Saturdays were grilled
chicken and paap only. Every Saturday Mama brought grilled chicken with
her late afternoons that she bought from OK Foods. That morning Nena had
assured her she would shame the technology and fancy big kitchen of OK
Foods, and grill the chicken instead in their new oven.


text:
Jeep for Sale
Selected Filters:Type of Ad: Vehicles for Sale Make: Jeep
1989 Jeep Grand Cherokee
Staunton, IL
4x4, good driver, nice orig int, full power V8, auto, factory a/c, shows 70,xxx mi, He I ignition, edelbrock intake, good wood grain, runs/drives... More
1982 Jeep Scrambler 4WD SUV
Ham Lake, MN
This 1982 Jeep CJ8 Scrambler was a frame off restored vehicle in 2000. There is about 25000 miles on the car since the restoration... More
2006 Jeep Wrangler
Stratford, NJ
Just arrived!!! This absolutely gorgeous 2006 Jeep Wrangler Sport Six Clynder Automatic AC and power steering and brakes.....just arrived via trade in. Extremely rugged,... More
1968 Jeep CJ5
Staunton, IL
1968 Jeep CJ-5, good shape, new paint, nice quality fiberglass body, redone int, AMC V8, 3spd, 31in BFG all terrain tires, mag wheels, runs/drives... More
1998 Jeep Cherokee 4x4
Staunton, IL
Sport, 4x4, good shape, nice body, good orig int, 4.0L 6cyl, auto, ps, pb, power windows and locks, fact a/c, runs/drives good.... More
1972 Jeep 4x4
Staunton, IL
newer paint, nice int, 79,xxx mi, pb, 6cyl, auto, ps, runs good... More
1980 Jeep CJ5
Staunton, IL
Nice recent restoration, full fiberglass body, great paint, new top and interior, custom bucket setas, 6cyl, 4spd, ps, pb, runs/drives great... More
1976 Jeep Wagoneer
Staunton, IL
Well kept, good solid body, nice paint, nice orig int, V8, auto, ps, pb, front disc brakes, good 31in tires, runs/drives good. ... More
1979 Jeep Cherokee Chief S V8
Chicago, IL
RARE AND ORIGINAL CHEROKEE CHIEF S 360 V8 AUTOMATIC. ORIGINAL ALPACA METALLIC AND RIP TAN FREE INTERIOR. POWER STEERING, POWER BRAKES, NO MECHANICAL ISSUES... More
2013 Jeep Wrangler 2d SUV 4wd
Oakwood, GA
2013 Jeep Wrangler! This Jeep is in near perfect condition - inside and out. Coated in a beautiful brown chocolate glossy finish, and a... More
1981 Jeep CJ8 Scrambler
Camas, WA
1981 Jeep CJ8 ScramblerA fine Collectable Classic! Perry-winkle Blue with Diamond Plate Accents.Lots of new parts and upgrades! 5 Miles on Fresh Mustang 302... More
Advertiser since 2010
1973 Jeep Commando
Denver, CO
Worldwide Vintage Autos is pleased to present this 1973 Jeep Commando. We scour the country for vintage cars and trucks and we rarely come... More
Advertiser since 2012
1990 Jeep Grand Wagoneer
Denver, CO
Worldwide Vintage Autos is pleased to present this 1990 Jeep Grand Wagoneer. We scour the country for vintage cars and trucks and we rarely... More
Advertiser since 2012
1985 Jeep CJ7 Laredo
Lutz, FL
You took one look at this 1985 Jeep CJ7 Laredo and starting imaging all the places you'd go, right? We know that, because... More
1988 Jeep Comanche Pioneer
Tampa, FL
This 1988 Jeep Comanche Pioneer Pick-up has just had it's body and mechanical parts restored. Everything under the hood was replaced with new parts... More


text:
"Setting a foundation for success one building block at a time.". Kenmore – Tonawanda Universal Pre-Kindergarten (UPK). UPK CBO Teachers and Locations. Mary EnnisEdison Sherrie GreenHamilton Kristin DugganHamilton Tracy CaruanaHolmes Melissa KirisitsHolmes
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
"Setting a foundation for success one building block at a time."
State Reporting: Final Report
Enrollment Figures
Screening Results
Progress Monitoring Results
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text:
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We're really happy with how 1800DRIVERS is servicing our needs. The quality is top notch and communication is awesome.Mark Wood
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HC driver Melbourne
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I have been working for 1800Drivers for years. The staff are always courteous, Friendly and willing to chat. Love the girls in the office but enjoy a yarn with David too. I am always happy when they call to offer me work and hope to continue driving for them for many years.
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text:
Franklin and Bash are getting a new boss. Heather Locklear has joined the cast of TNT's legal dramedy Franklin & Bash for the upcoming third season as a new series regular. She will play Rachel King, a stunning trial lawyer, with stiletto heels and clothes tailored within an inch of their life. Locklear is filling the void left by the departure of Garcelle Beauvais, whose option was not picked up after Season 2 after producers felt the storyline of her character, Hanna Linden, had run its course. Locklear will star opposite leads Mark-Paul Gosselaar (Bash) and Breckin Meyer (Peter Jared Franklin) in the series, produced by Sony Pictures TV. Locklear, repped by Gersh and Brillstein Entertainment, recently recurred on TV Land's Hot In Cleveland and wrapped Scary Movie 5.
Heather Locklear To Co-Star On Season 3 Of TNT's 'Franklin & Bash'
6 Comments
Great news. I really like Heather Locklear and it's always nice when actress over fifty is getting work in this town.
Still very attractive. A great pick up for a great show.
Really??? Puff Lady? Her acting is so dry it's hard to swallow.
when they add heather to a hit show.
it gets canceled.
I Think it's great that heather joining this show, I like her a lot and think she going to spice this show up.
The show was dull. Heather Locklear added nothing. The story line was slow and subdued. I'm not sure this was a positive change.


text:
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It only takes a few minutes


text:
"I know the folks who build the Pebble Mine are going to try to do a good job. What I can say is that there will be problems. I've never seen a mine that doesn't have them."
Related quotes
"I've been close. I've played good rounds on Sunday, but not quite good enough. I've always played well at Pebble, so I'm looking forward to tomorrow."
"I know not how I may seem to others, but to myself I am but a small child wandering upon the vast shores of knowledge, every now and then finding a small bright pebble to content myself with"


text:
June 24 2015
One of Australia's biggest bi-monthly compilations On The Download is back with none other than one of the fastest rising artists that the country has to offer. JaySounds is on mixing duties for On The Download June/July, and judging by the mammoth tracklist below, it looks to be a big one. We recently caught up with JaySounds to see what his Top 10 Club Tracks are right now, as well as an interview about his upbringing, new release and his latest tour with fellow Aussie Uberjak'd.
On The Download June/July is out now on iTunes
On The Download June/July Mixed By JaySounds - Tracklist
1. Lost Frequencies - Are You With Me (Original Mix)
2. Pep & Rash - Rumors
3. Crookers - I Just Can't (feat. Jeremih)
4. Flosstradamus & Troyboi - Soundsclash
5. Timmy Trumpet & Chardy - Hipsta
6. Uberjak'd & Ruby & Tony - Hit Me! (JaySounds Remix)
7. Matt Watkins - Africa
8. Combo! - Bill Durry
9. JaySounds - You
10. Rob Pix - Jack That (feat. Barry Tones)
11. Kastra & Tall Boys - Twilight Zone (feat. Fatman Scoop)
12. Acaddamy - I've Been Waiting
13. Dance Cult - Anything Tonight
14. Kyro & A-Tonez - Echo
15. Razihel - The Wolf of Bounce Street
16. Knux De Phatt - Rasta Confusion
17. Jay Karama - Torment
18. On The Download June/July 2015 Continuous Mix (Mixed By JaySounds)


text:
It's been a horrid few days. First the man who can rightly be considered to be the founder of comic book fandom as we know it, Dr Jerry Bails, passed on in his sleep. That was a huge blow to me personally. I'd never met Jerry but I had corresponded with him via email, as had thousands of others, and like the others Jerry took the time out to make me feel pretty damn special. His is a loss that will reverberate around the world, but I think that Jerry would have taken it all in his stride and just laughed it all off. He was one of the last of the nice guys and I'm gonna miss him dearly. Roy Thomas is planning a tribute issue of Alter Ego - fittingly as Jerry founded AE - and when more details arrive I'll let people know.
The hits just keep coming though. This morning I woke up to the news that Dave Cockrum has also passed away. Dave was more than just a mere comic book artist - without him the X-Men as we know it might not exist. Dave created Storm and Nightcrawler and had a hand in the creation of Colossus and indeed helped shape and create the team as a whole, working with the likes of Len Wein, Roy Thomas and Chris Claremont. Dave also gave readers a huge amount of joy with his stylisations on DC titles such as the Legion Of Superheroes, where he created some of the most memorable costumes ever seen in that title. He came up through the ranks, first as a fan and then as a pro, and was more than good enough to hold his own with anyone. Sadly he fell out of favour, art wise, in the early 1990s along with some other brilliant artists as the focus fell more towards the flashy art of the likes of Rob Liefeld - all glitter and no real talent. Storytelling went out the window in those days and Dave never really recovered from the blow.
Dave had been sick since 2004 when he was struck down by a combination of diabetes and pneumonia. For a while there it looked very touch and go, but Clifford Meth came to Dave's side and went to work. Despite the negative efforts of a few colossal morons, Meth managed to organised a tribute book, along with an art auction and more importantly managed to negotiation (with Neal Adams by his side) a sizable settlement from Marvel Comics which recognised not only Dave's work, but also finally gave him creator credit for the Nightcrawler character. The settlement from Marvel enabled Dave to see out the remainer of his life in relative peace and comfort and it's not any exaggeration to say that without Meth Dave might not have had that time. It's also a reflection of the respect that Dave had in the industry when you see the wide range of artists and writers who contributed to the benefit book: Neal Adams, Dave Sim, Alan Davis, Michael Netzer, Josef Rubinstein, John Byrne, Will Eisner, Alan Moore, Jerry Ordway, Gene Colan, Dick Ayers, John Cassady, Frank Brunner, Sal Velutto, Bob Almond, Bob McLeod, Walt Simonson, Tony Isabella, Joe Quesada, Roy Thomas, Jim Lee, Mike Grell, Herb Trimpe, Stan Lee and many more. Some of those artists have sworn never to work for Marvel, or on Marvel characters again, and yet here they all were drawing the X-Men characters that Dave had brought to life.
In his time Dave worked with some of the giants of the industry. You'd not find anyone who has a bad word to say about the man and one who worked with him on several projects, including the X-Men, Josef Rubinstein, had this to say, and I think it sums up everything I've ever heard about Dave perfectly;
"For those of you who didn't know Dave, he was a sweet, witty and jovial guy which matched his young Santa Claus looks. It was always fun and easy to work with Dave and on his pencils. He would write very funny notes on the edges of the pages I was inking that would make me laugh out loud. He once wrote, "Now I'm drawing a close up of Wolverine because Rubinstein likes to ink them". Not incredibly funny, but as I said, sweet. I'm sure it was tough for him and his wife Paty to be struggling with bills while seeing his characters making millions for Marvel, but I hope the settlement they came to with Marvel gave him some comfort the last few years of his life. "
Sadly it was the diabetes that finally struck down Dave. Emails of condolence can be sent to the Cockrum family at this email address: email@example.com


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My philosophy of life is that everything is better in a Bodum Pavina, double-walled thermo glass!
I don't think I would rinse it, though I suppose a lightning rinse might help and probably wouldn't hurt. How are you brewing?
And then there's the option of ignoring it!
Wuyi Ensemble in a bodum glass...
Owes its flavors to oxidation levels between green & black tea.
Jun 16th, '08, 12:25
Posts: 593
Joined: Apr 21st, '07
Location: Indianapolis IN
Contact: augie
Jun 16th, '08, 12:40
Posts: 5191
Joined: Dec 20th, '06
Scrolling: scrolling
Location: Gainesville, Florida
augie wrote:I haven't placed my order yet, I can't find the 9 oz. Where did you find the 9 oz, Choice?
http://www.amazon.com/Bodum-9-Ounce-Dou ... 200&sr=8-1


text:
Tuesday, May 10, 2016
Oakland Raiders Sign Free Agent Defensive End Damontre Moore – Raiders.com
Raiders.comALAMEDA, Calif. – The Oakland Raiders have signed free agent DE Damontre Moore, the club announced Monday. Moore joins the Raiders after previous stops with the New York Giants and Miami Dolphins. In three seasons, Moore has played in 45 games …Oakland Raiders pick up reclamation project in Damontre Moore247Sports (blog)Raiders sign former third round […]
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text:
Villa Phathana
No prices found through our partners. Please contact the business directly or check some of our recommended alternatives.
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TravelPod Member ReviewsVilla Phathana Luang Prabang
Good sized room with a comfortable bed-not typical Laos mattress
This review is the subjective opinion of a TravelPod member and not of TravelPod.com.
TripAdvisor Reviews Villa Phathana Luang Prabang
Travel Blogs from Luang Prabang
Laos: Helen's Highlights
... of Laos owns a guesthouse across the street from our hotel! Nevertheless, the political situation in Laos now seems rather settled; despite communist control, Buddhism, which had previously been suppressed, has been allowed to thrive. Many families will routinely send their sons to spend a few years in a temple as a monk. Buddhist beliefs are a large part of the culture and perhaps this is why the population in general has a reputation for being very friendly, helpful, humble and ...
The PhoSi & Textile Village Adventure
... the most eminent Laotian centre in Indochina". With Luang Prabang firmly in Siam's orbit, the explorers' suggestion that the kingdom would be better off French was scoffed at by King Oun Kham, but the explorers were proved right two decades later when the Siamese left the town virtually undefended and the city was set ablaze by a group of marauding Haw. During the ...


text: After making it around Australia in an old VW campervan, Natalie decided that working in travel was the place to be! Her passion for trekking began at Everest Base Camp, since then she has hiked up active volcanoes in Guatemala, walked along the Great Wall of China and trekked the Inca Trail to Machu Picchu. She made her way to the Exodus sales team after travelling overland from Costa Rica to LA and living in New Zealand. In 2013, Natalie trekked in some of the most spectacular desert scenery in Jordan, explored the stunning volcanic islands of Vulcano, Lipari and Stromboli in Sicily and discovered a new favourite place to trek…Patagonia.


text:
J Safra Sarasin Group, a private banking group and asset manager headquartered in Basel, Switzerland, has acquired the Credit Suisse Group's private banking businesses in Monaco and Gibraltar.
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J Safra Sarasin, Credit Suisse, Gibraltar, Monaco, Bank JSS


text: I heard that IBM screwed up a bunch of records and there is data all over the place with no way to tie it back to a patient. The FDA is gonna give them a warning letter or worse. I also heard some parts of documentum and DIH are not even getting backed up.


text:
This post won't offer up any real new information, but it does consolidate the two issues of Iron Man into their own section.
IRON MAN #1. Published January 1976.
My Friend, My Foe, My Freak by Archie Goodwin & Johnny Craig (Iron Man #1)
From The Void Of Space Comes The Super Skrull by Roy Thomas, Gene Colan & Vince Colletta (Captain Marvel #2)
The poster was of The Incredible Hulk.
The Thomas/Colan Skrull story also appeared in the previously mentioned Newton Four-In-One. A good example of the recycling process. Iron Man was another short lived title. I can only locate details for two issues - I'd love to discover more but sadly they just don't appear on anyone's radar.
IRON MAN #2. Published March 1976.
Unconquered Is The Unicorn by Archie Goodwin & Johnny Craig (Iron Man #4)
From The Void Of Space Comes The Super Skrull by Roy Thomas, Gene Colan & Vince Colletta (Captain Marvel #2)
I'd all but given up on ever seeing this issue and I had serious doubts as to if it existed. As the collection I bought was a private one and not one made up of comics from a former dealer or employee of Newton, I now know that this book, and others like it, made it to the newsagents. Coming three months after Iron Man #1 I'm convinced that this was the only other issue in the run. What makes this issue fascinating is the excuse given on the letters page by John Corneille about the shut down of the company. Corneille wrote, "Remember when I mentioned out poor printers just couldn't keep up? Well they finally got so far behind that we had to cease publication for a fortnight until the caught up! So if you have had trouble finding the latest issues then be patient, they will be delayed for a few days." Sadly the delay on the bulk of the issues would be a permanent one and I'm sure that John couldn't state the real reason for the delay - that Max Newton had decided to do away with the comics altogether.
The rest of the message mentions the delays in the Australian launch of F.O.O.M, a launch that never happened, along with delays to Spider-Man #16 (as far as I'm aware it never appeared) and Sub-Mariner #1.
The poster is of The Amazing Spider-Man.


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35th Annual Labour Arbitration and Policy Conference
The Westin Calgary
Register Now
Thursday, June 8, 2017
|Registration and Evening Cocktail Reception
(hot and cold hors d'oeuvres will be served)
Evening Plenary
Brave New Grounds: Should social condition, genetic characteristics, weight and political belief be added to human rights legislation as grounds of discrimination?7:00 PM - 9:00 PM
|Robert Philp
Chief of the Commission
Alberta Human Rights Commission
|Heather Jensen
Union Counsel
Plaxton Jensen
|Joël Michaud
Employer Counsel
Field Law
|Patrick Nugent
Union Counsel
Nugent Law Office
|Jean Torrens
Employer Counsel
MLT Aikins
Panel Summary
The Alberta Human Rights Act currently prohibits discrimination in employment based on any one or more of 16 protected grounds. Should more be added to ensure the Act adequately protects and promotes equality and dignity in employment? Do recent social and technological changes necessitate the addition of grounds? In this session, experts will debate these issues. Attendees will have an opportunity to share their opinions with colleagues and to vote on whether or not new grounds should be protected under human rights legislation. Potential new grounds of prohibited discrimination to be debated include:
- Social condition: The International Labour Organization's Committee of Experts has repeatedly urged Canada to ensure that its human rights legislation prohibits discrimination on the basis of "social condition." Should Alberta take up the call?
- Genetic characteristics: Parliament has amended the Canadian Human Rights Act to prohibit discrimination on the ground of "genetic characteristics" to respond to the proliferation of knowledge about genetic markers of disease and the number of genetic tests now available. Should Alberta follow suit?
- Weight or size: Various courts and tribunals have held that discrimination on the basis of obesity may be caught by human rights provisions prohibiting discrimination on the basis of disability (which includes perceived disability), but is this approach inadequate? Does it make sense to require people who are not disabled to rely on statutory provisions aimed at protecting disabled people? Does it protect individuals who are discriminated against because an employer prefers their employees to look a certain way in order to attract certain customers or clients?
- Political opinion or belief: Should Alberta join the provinces and territories that prohibit discrimination on the basis of political belief? If it did, would there be any instances in which holding, or not holding, certain political beliefs could constitute a bona fide occupational requirement? For example, would unions be able to recruit only applicants who demonstrate a commitment to social democratic values?
Friday, June 9, 2017
|Introductory remarks by Co-Chairs
Plenary 1
Shifting Values, Shifting Laws: Major legislative and caselaw update8:30 AM - 9:40 AM
|Vicki Giles
Employer Counsel
McLennan Ross
|David Harrigan
Director of Labour Relations
United Nurses of Alberta
|Craig Neuman
Employer Counsel
Neuman Thompson
|Kara O'Halloran
Union Counsel
Chivers Carpenter
Panel Summary
Since sweeping to power in May 2015, Alberta's NDP government has made a host of significant amendments to legislation affecting bargaining. Most recently, on May 24, 2017, the government introduced the Fair and Family-Friendly Workplaces Act, which proposes a number of major changes to the Employment Standards Code and the Labour Relations Code, including the reintroduction of card-check certification of unions. The past few months have also seen the release of ground-breaking decisions from the Supreme Court of Canada on freedom of association and significant developments in remedial trends, including the level of damages being awarded by arbitrators, courts, and tribunals for injury to dignity resulting from harassment/discrimination. In this session, seasoned counsel will review these important cases and legislative developments and flag significant litigation and legislative reform on the horizon.
BREAK (with refreshments)9:40 AM - 10:00 AM
Friday, June 9, 2017
|Introductory remarks by Co-Chairs
Plenary 2
Combating Sexual Harassment: Engaging bystanders, training investigators, supporting survivors, and more10:00 AM - 11:10 AM
|Janine Benedet
Associate Dean, Academic Affairs & Professor and Co-Director, Centre for Feminist Legal Studies
University of British Columbia
|Rear-Admiral Jennifer Bennett
Director General
Canadian Armed Forces Strategic Response Team on Sexual Misconduct
|Janice Rubin
Employment Lawyer and Workplace Investigator
Rubin Thomlinson
Panel Summary
Recent high profile events, such as the RCMP's historic apology and compensation to female officers, have raised societal consciousness about the pervasiveness of sexual harassment in employment. Has there been a change in the culture? What institutional barriers hinder the proper functioning of workplace harassment policies and the timely investigation of harassment complaints? This panel will address critical issues in investigating, responding to, and combating workplace sexual harassment, including:
- For the purposes of this discussion, what do we mean by sexual harassment? Is sexual harassment more prevalent in certain sectors? Are certain workers more likely to be targeted? What role do myths and stereotypes play in sexual harassment? What is the impact of sexual harassment on an individual?
- Why do people who experience sexual harassment in the workplace often not report? Why is it common for people to witness sexual harassment in the workplace but not say anything or report it? What are the challenges involved in investigating institutional behaviour? What are the challenges involved in implementing changes within an organization or institution, including cultural change? How can you address trust and confidence in the investigation, support and response processes?
- What measures should organizations implement to combat workplace sexual harassment? How can organizations address key challenges? How do we facilitate and encourage reporting sexual harassment in the workplace? Is there a difference between reporting and disclosure? What training should be provided to employees on intervening when they witness incidents of sexual harassment? What are best practices for investigating sexual harassment?
- Confronting Racism, Promoting Inclusion: Contemporary strategies for combating racialization and achieving reconciliation
- Fitness for Work: Ensuring a safe work environment in an era of marijuana, opioids, and other drugs
- Prying Eyes: Privacy breaches at the workplace – and what to do about them
- Accommodating Competing Interests: Striking a principled balance between human rights, seniority, and other collective agreement claims
*Choose two concurrent sessions when you register for the conference
Concurrent Sessions (am & pm) - Friday, June 9, 2017
Confronting Racism, Promoting Inclusion: Contemporary strategies for combating racialization and achieving reconciliation
|Janice Ashcroft
Senior Legal Counsel
Alberta Human Rights Commission
|Donna Ross
Designer of Professional Learning, Calgary Regional Consortium
Alberta Regional Professional Development Consortia
|Heather Hettiarachchi
Employer Counsel
Integritas Workplace Law
|Naveen Mehta
General Counsel & Director, Human Rights, Equity, and Diversity
United Food and Commercial Workers Canada
Morning Sessions — 11:20 a.m. - 12:30 p.m.
Afternoon Sessions — 1:50 p.m. - 3:00 p.m.
Panel Summary
The fact that racialized Canadians continue to experience disproportionately high levels of unemployment and earn less income than non-racialized Canadians are just two of the many indicators that racial discrimination is a reality in Canada today. Indigenous peoples in Canada are also subject to unique forms of discrimination, although research suggests that non-indigenous Canadians strongly support reconciliation and actions to improve relations between indigenous peoples and other Canadians. In this session, a panel of experts will discuss the subtle ways in which racial discrimination occurs in workplaces, and explore proactive steps that organizations can take to combat individual and systemic discrimination. Panelists will also discuss the historical abuses and current discrimination that indigenous peoples face, and the measures that workplace parties can take to help achieve reconciliation. Issues to be addressed include:
- Given that "race" is a social construct, what does it mean to say that human rights legislation prohibits discrimination/harassment on the basis of "race"? What does the term "racialization" signify?
- What part does/should Canada's legacy of institutional racism (e.g. residential schools and racist immigration policies) play in current discussions about racial discrimination and reconciliation in the employment context?
- How does racial discrimination/harassment manifest itself in workplaces? What are some of the subtle forms of exclusion and differential treatment racialized workers/job applicants experience?
- How does discrimination on the basis of "race" intersect with or relate to discrimination on the basis of ethnic origin, ancestry, place of origin, creed, and/or religion? How does/can racial discrimination intersect with other prohibited grounds that have a less direct relationship with "race," such as gender, disability, age, and sexual orientation?
- What are employers' obligations and the union's role when racial discrimination/harassment results from comments/actions by customers or clients?
- What proactive steps should workplace parties take to ensure they are not engaging in, condoning, or allowing racial discrimination or harassment to occur? Should numerical data be collected? What policies/practices/decision-making processes should be reviewed for adverse impact on racialized individuals/groups? What measures should workplace parties take to ensure they are not engaging in racial profiling?
- What employment-related recommendations were made in the final report of the Truth and Reconciliation Commission of Canada? How should the under-representation of indigenous peoples in employment be addressed?
- What types of training and educational programs (e.g. cultural competency, anti-bias, conflict resolution) should organizations implement to promote diversity, combat discrimination, and remove barriers to the full participation of members of racialized groups? Should organizations take a distinct approach to anti-racism measures for indigenous peoples?
Fitness for Work: Ensuring a safe work environment in an era of marijuana, opioids, and other drugs
|Dr. Charl Els
Associate Clinical Professor, Department of Psychiatry and The John Dossetor Health Ethics Centre
University of Alberta
|Maurice Dransfeld
Employer Counsel
McLennan Ross
|Michelle Westgeest
Union Counsel
Chivers Carpenter
Morning Sessions — 11:20 a.m. - 12:30 p.m.
Afternoon Sessions — 1:50 p.m. - 3:00 p.m.
Panel Summary
The increasing prevalence of medical marijuana and prescription drugs across Canada, in conjunction with the impending legalization of recreational marijuana use, makes it crucial for employers and unions to understand the implications of marijuana, opioids and other drugs in the workplace. Employers, unions and employees all share a common interest in maintaining a safe work environment while still respecting privacy and human rights. In this session, medical and legal experts will offer their thoughts on a range of issues relating to this topic, including disclosure requirements, impairment testing, accommodative measures and workplace policies.
- Common misperceptions: What are some of the common misperceptions surrounding the use of medical marijuana and prescription drugs? Does the medicinal use of marijuana and other drugs necessarily result in impairment at work? What else can cause impairment in the workplace? Fatigue? Chronic pain?
- Disclosure: In what circumstances, if any, are employees required to disclose their use of medical marijuana and prescription drugs? Can employees be required to disclose recreational use of marijuana or other drugs?
- Impairment testing: What tests are available for employers to measure actual current impairment in the workplace? What advantages does competency-based testing have over traditional drug testing? What possible privacy and/or human rights concerns are raised by impairment testing in the workplace?
- Balancing accommodation and safety obligations: Does medical marijuana authorization or a prescription for other drugs entitle an employee to be impaired at work? What type of medical information should be requested to determine whether an employee can safely and effectively perform his or her job? What are some best practices for managing safety risks when substance abuse is suspected?
- Crafting workplace policies: What elements should be included in a workplace policy dealing with the use of medical marijuana and prescription drugs? What about recreational drug use? In what circumstances, if any, are zero-tolerance policies permissible? What best practices can employers and unions adopt in the workplace to confront negative stereotypes associated with medical marijuana, the use of prescription drugs or substance use disorders?
Prying Eyes: Privacy breaches at the workplace – and what to do about them
|Rachel Hayward
Director of Compliance and Special Investigations
Office of the Information and Privacy Commissioner of Alberta
|Gordon Nekolaichuk
Employer Counsel
Miller Thomson
|Dan Scott
Union Counsel
Seveny Scott
Morning Sessions — 11:20 a.m. - 12:30 p.m.
Afternoon Sessions — 1:50 p.m. - 3:00 p.m.
Panel Summary
In this panel, privacy experts will provide the legal information and practical know-how you need to prepare for, respond to, and avert situations in which an employee, without a legitimate work-related purpose, accesses the personal information of another employee or a third party that is in the custody or control of the employer, in violation of privacy rights. The following topics will be discussed:
- Understanding potential liability for privacy breaches: What are the sources of privacy rights in Canada? What are the elements of the tort of intrusion upon seclusion, recognized for the first time by the Ontario Court of Appeal in Jones v. Tsige? With respect to the tort of public disclosure of private facts – recognized for the first time in a 2016 Ontario court decision – how is this established? What is the status of this tort since the decision recognizing it has been set aside? What has been the impact, to date, of these new torts on the scope of privacy rights in the workplace? Have the cases had any persuasive impact outside of Ontario? Where privacy legislation is applicable, can a common law action for breach of privacy be launched? In what circumstances, if any, will employers be held vicariously liable for an employee's unauthorized, intentional intrusion upon the privacy of another employee or third party? Are class actions for breach of privacy on the rise? Why or why not?
- Responding to unwarranted privacy invasions: What steps should be taken by workplace parties to respond to instances of employees accessing or disclosing the personal information of other employees, clients, or customers without a valid work-related purpose? What internal or external reporting obligations may be triggered? When and how should such communications occur? What form of disciplinary action, if any, may be appropriate? Is more severe discipline warranted for intentional, versus unintentional, breaches of privacy? Will inappropriate disclosure or use of confidential information call for a different disciplinary response than mere access?
- Preventing privacy breaches: What steps should employers and unions take to safeguard against privacy breaches by employees? What policies and procedures have proven effective in this regard? Will appropriate policies and procedures serve as an employer defence against being held vicariously liable for privacy breaches by employees? In light of the decision in Jones, are employers legally entitled to make use of monitoring software to prevent intentional breaches of privacy by employees? Is it advisable for employers to install monitoring systems for this purpose?
Accommodating Competing Interests: Striking a principled balance between human rights, seniority, and other collective agreement claims
|James Casey
|Monica Bokenfohr
Legal Counsel
Alberta Health Services
|Katrina Piechotta
Legal Counsel
United Food and Commercial Workers Canada Local 401
Morning Sessions — 11:20 a.m. - 12:30 p.m.
Afternoon Sessions — 1:50 p.m. - 3:00 p.m.
Panel Summary
Competing rights situations, in which one party's human rights claim conflicts with another party's legally protected rights, can present a complex challenge for employers and unions. For example, how should workplace parties address an employee's request for disability or family status accommodation that conflicts with another employee's seniority rights? This session will use real-life scenarios to explore the appropriate process for assessing, handling, and resolving competing rights claims, and provide an update on recent legal decisions in this area.
- Legal principles and framework: What are the main legal principles that should be considered when competing rights situations arise in the workplace? What type of analysis or framework should be used to address competing rights claims? Does the Ontario Human Rights Commission's framework present a workable or helpful approach in practice? Should employers have a competing rights policy in place?
- Human rights and fundamental freedoms: What steps should be taken if a worker expresses religious beliefs or requests a religious accommodation that appears to infringe upon the human rights of other employees, such as the right to be free from sex discrimination in the workplace, or the right to be free from unwelcome religious pressure?
- Human rights and collective agreement entitlements: How should employers and unions address an employee's request for disability or family status accommodation that conflicts with another employee's rights under the collective agreement, such as seniority rights? In what circumstances will an accommodation measure that interferes with collective agreement rights be found to constitute undue hardship?
- Competing accommodation requests: What steps should be taken by workplace parties in cases of conflict between accommodation requests from different employees?
Friday, June 9, 2017
|Introductory remarks by Co-Chairs
Sexual Harassment, PTSD and the RCMP: Is change possible?1:15 PM - 1:45 PM
Keynote Speaker
|Dr. Greg Passey
Trauma Psychiatrist
Dr. Greg Passey is a trauma psychiatrist whose practice includes treating female RCMP officers with PTSD as a result of experiencing sexual harassment in their workplaces. In this special presentation, Dr. Passey will explain why survivors of sexual harassment can develop PTSD, and how an employer's response can impact the severity and duration of their symptoms. He will also discuss why certain people participate in abusive behaviour, and comment on the systemic changes he feels are necessary to fix the problem in the RCMP.
Friday, June 9, 2017
|Introductory remarks by Co-Chairs
Plenary 3
Mental Health Matters: Prescriptions for obtaining and protecting sensitive medical information3:15 PM - 4:30 PM
|Dr. Cynthia Baxter
Forensic Psychiatrist
Baxter Forensic Group
|Will Cascadden
Employer Counsel
McCarthy Tétrault
|Ronni Nordal
Union Counsel
Nordal LeBlanc
Panel Summary
Information regarding an employee's mental health is often relevant to determining appropriate accommodation in the workplace, gaining access to sick leave or disability benefits, or explaining aberrant behaviour or misconduct. Obtaining and providing mental health information for these purposes, however, is a delicate process beset with difficulties. For example, psychology and psychiatry are based heavily on subjective judgments and examinations, leaving room for doubt regarding diagnoses and limitations. In this session, experienced labour lawyers, joined by a mental health expert, will provide guidance on overcoming practical difficulties and resolving complex legal disputes that arise when dealing with mental health information. Specific topics to be addressed include:
Appropriate inquiries:
- In what situations must an employer make inquiries regarding an employee's mental health? When questioning an employee regarding his or her mental health, what constitutes appropriate questioning and how is such questioning to be distinguished from overly intrusive or discriminatory inquiries?
- What type of workplace conduct might legally justify an employer request for medical information proving that an employee is fit for duty and/or does not pose a health and safety risk? Is self-harming behaviour or talk of suicide a workplace health and safety risk? Is it legitimate for other employees to be concerned for their own safety if a co-worker engages in such behaviour?
Appropriate mental health information:
- For mental health disabilities, what personal health information may an employer legally request to facilitate accommodation? To excuse or mitigate misconduct? When, if ever, is an employer permitted to require an employee to submit to an independent psychiatric or psychological evaluation? Might such an evaluation aggravate certain types of psychiatric disabilities?
- What expertise do different mental health professionals have (e.g. psychiatrists, psychologists, social workers, EAP counsellors) and what is their permitted scope of practice under Alberta legislation? How are the varying competencies and availability of different types of professionals relevant to obtaining and evaluating mental health information?
- How can the "objectivity" and adequacy of mental health information be assessed, given that psychiatry and psychology are based on subjective judgments and examinations and rely on self-reporting?
Protection of privacy:
- What must employers and unions do to protect the confidentiality of mental health information in their possession? Does the mere communication of the fact that an employee has a disability and certain limitations constitute sharing personal information that may engage privacy protections?
- Does an employee seeking accommodation give up his or her privacy with respect to all mental health records if he or she must proceed to arbitration to obtain appropriate accommodation? What about employees relying on their mental condition to explain misconduct? What bearing do privacy statutes have on grievance arbitrations? Have recent arbitral awards shown a trend towards providing greater protection for employee privacy? What information does involvement in grievance arbitration entitle a party to access that would not otherwise be available?
Keynote Speakers
- Taking Safety Seriously: Managing the risks of marijuana, opioids, and other drugs in the workplace
- Accommodating Episodic Disabilities: A guide to dealing with recurring health conditions
- Conducting Fair and Effective Disciplinary Investigations: A hands-on workshop
- Negotiating Essential Services Agreements: Case studies from experienced negotiators
Thursday, June 8, 2017
Taking Safety Seriously: Managing the risks of marijuana, opioids, and other drugs in the workplace9:00 AM - 4:00 PM
| Cheryl Yingst Bartel
| Wayne Benedict
Union Counsel
McGown Cook
| Dr. Charl Els
Associate Clinical Professor, Department of Psychiatry and The John Dossetor Health Ethics Centre
University of Alberta
| April Kosten
Employer Counsel
Workshop Summary
Recent news headlines highlight the prevalence of medicinal and recreational drug use in Canada. This trend, in conjunction with the impending legalization of recreational marijuana use, has prompted many workplace parties to re-examine their approach to medicinal and recreational drug use at work. In this workshop, medical and legal experts will discuss best practices for managing the safety risks of marijuana, opioids and other drugs in the workplace while still respecting employee privacy and human rights. Workshop speakers will lead a practical discussion and interactive exercises on a range of issues relating to this topic, including:
- Demystifying medicinal drug use in the workplace: What are some of the common misperceptions surrounding the use of medical marijuana and prescription drugs in the workplace? Does the medicinal use of marijuana and other drugs necessarily result in impairment at work? What else can cause impairment in the workplace? Fatigue? Chronic pain?
- Disclosure: In what circumstances, if any, are employees required to disclose their use of medical marijuana and prescription drugs to their employer? Can employees be required to disclose recreational use of marijuana or other drugs?
- Drug use and the duty to accommodate: How does the duty to accommodate under Canadian human rights legislation apply in the context of an employee with medical marijuana authorization or a prescription for other drugs? Does medical marijuana authorization or a medical prescription entitle an employee to be impaired at work? What type of medical information should be requested to determine whether an employee can safely and effectively perform his or her job? How does the duty to accommodate apply to employees with suspected or confirmed substance use disorders? What are some best practices for managing safety risks when substance abuse is suspected?
- Impairment testing: What tests are available for employers to measure actual current impairment in the workplace? What advantages does competency-based testing have over traditional drug testing? What possible privacy and/or human rights concerns are raised by impairment testing in the workplace?
- Reviewing the law on traditional drug testing: What is the legal status of random drug testing in the wake of the Supreme Court's 2013 ruling in the Irving Pulp & Paper case? Has any random drug testing policy been found reasonable in Canada post-Irving? In what circumstances will for-cause or post-incident drug testing be permitted? When will testing be justified in a return-to-work situation?
- Responding to test refusals and positive test results: What steps should be taken by the employer and union when an employee fails a for-cause, post-incident or random drug test? What about when an employee fails a competency-based test? What should be done if an employee refuses to submit to random, for-cause or post-incident drug testing, or to competency-based testing?
- Drafting workplace policies: What elements should be included in a workplace policy dealing with the use of medical marijuana and prescription drugs? What about the use of recreational drugs? How should impairment-based testing or traditional drug testing be treated in workplace policies? In what circumstances, if any, are zero-tolerance policies permissible?
Thursday, June 8, 2017
Accommodating Episodic Disabilities: A guide to dealing with recurring health conditions9:00 AM - 4:00 PM
| Sue Praught
Senior Organizational Consultant, Absence and Disability
Sun Life Financial
| Margaret Tebbutt
Senior Consultant, Workplace Initiatives
Canadian Mental Health Association
| Paulette DeKelver
Union Counsel
Seveny Scott
| Erin Ludwig
Legal Counsel
Alberta Health Services
Workshop Summary
Some of the most prevalent disabilities in Canada, including mental illness, arthritis, HIV, and some types of cancer, can be characterized as episodic disabilities, which are defined as disabilities involving periods of good health alternating with periods of illness or disability. The accommodation of employees with episodic disabilities presents special challenges, such as maintaining contact between employer and employee during prolonged absences and determining when it's appropriate for an employee to work and when it's appropriate for an employee to take time off. Attendees at this workshop will learn strategies for accommodating employees with episodic disabilities that comply with the requirements of human rights legislation.
Episodic disabilities generally:
- What are the common characteristics of episodic disabilities? What challenges do episodic disabilities pose (for employees, unions and employers) that are different from those that arise in cases of non-recurring disabilities?
- How do short-term and long-term disability insurance programs apply to employees who may have relatively short but frequent periods of disability?
- Do employers and/or unions have a duty to help employees to access benefits that may assist them? If so, what is the scope of that duty?
Disclosing and recognizing disabilities:
- When should an employee disclose that he or she has an episodic disability? Are employers legally permitted to ask job applicants if they have a disability?
- When and how should employers (or union representatives) discuss the need for accommodation with employees who are at work and showing signs of an oncoming episode of disability? How can employers make such inquiries and encourage a reticent employee (or an employee who lacks insight into his or her condition) to accept accommodation and treatment without exposing themselves to a claim of discrimination?
- What medical information must an employee with an episodic disability disclose if he or she requires accommodation? What about for absences or entitlement to insurance benefits? Must the medical information provided for absences contain the same level of detail for each absence, even after the existence of the episodic disability is established?
Accommodation and attendance management:
- What accommodations are employees with episodic disabilities likely to need (e.g. flex time, working from home, etc.)? What are the best practices to adopt in accommodating employees with episodic disabilities?
- Do employees with episodic disabilities have a duty to engage in treatment that minimizes periods of disability? Who decides what treatment is reasonable?
- Can employers count absences due to an episodic disability in an attendance management plan?
- What should employers do to maintain communication with employees absent from work for an episode of disability? What type(s) of communication should employers avoid? What information is required before an employee can return to work?
- Do unions breach their duty of fair representation if they do not maintain adequate communication with members regarding their fitness to work, possible accommodations and return to work?
- How might an employee's disability, particularly a mental disability, affect an employee's ability to maintain communication or otherwise participate in the accommodation process and must employers and unions take such effects into account?
- In what circumstances have adjudicators found an employer has reached the point of undue hardship in accommodating an employee with an episodic disability? What role does the unpredictability of the absences play in the undue hardship analysis?
Thursday, June 8, 2017
Conducting Fair and Effective Disciplinary Investigations: A hands-on workshop9:00 AM - 4:00 PM
| Jason Copping
Copping Consulting
| Crystal Norbeck
Union Counsel
Gerrand Rath Johnson
| Mike Vos
Employer Counsel
Mathews, Dinsdale & Clark
Workshop Summary
Workplace investigations, whether they are investigations into complaints of harassment or into employee misconduct, require fair and impartial investigators and procedures. In this workshop, Lancaster's experts will guide you through the steps of conducting fair and comprehensive investigations, addressing issues such as searches, confidentiality protections, union representation, and the release of the investigative report. Issues to be addressed include the following:
The legal framework:
- What legislation and seminal arbitration decisions establish the ground rules for workplace investigations? How does the answer differ depending on whether the investigation is a disciplinary investigation or an investigation into allegations of harassment, discrimination or violence?
- What triggers an employer's duty to investigate misconduct? In what circumstances, if any, can an employer respond to misconduct (including harassment or violence) without conducting an investigation?
Investigation essentials:
- What are the essential qualities or qualifications of an investigator? When should an external investigator be retained? In cases of workplace violence and harassment, can employees effectively veto an employer's choice of investigator?
- What is the extent of an employee's duty to cooperate with his or her employer's investigation? Does an employee under investigation for misconduct have a "right to silence"? What if the employee is also the subject of a criminal investigation?
- What measures and procedures should be put in place to protect complainants, witnesses and employees subject to investigation against reprisal or harassment during an investigation?
- What types of electronic searches, such as cell phone record searches and e-mail searches, can be conducted as part of the investigation? When can employers use video surveillance as part of their investigations?
- Do employees being interviewed during an investigation have a right to union representation? If so, what is the proper scope of that representation?
- Does an employer have an obligation to investigate whether disability played a role in an employee's misconduct prior to imposing discipline?
Investigation reports:
- Who is entitled to the investigation report, investigator's notes and other documents relied upon in the investigation? Who is entitled to access complaints and witness statements? Are complaints and witness statements privileged so that they cannot be used as evidence against the authors?
- What role, if any, do investigator recommendations play in determining an appropriate response to misconduct? Can the employer ignore these recommendations? Modify them?
- In what circumstances will arbitrators order investigation reports disclosed at arbitration? How far will such disclosure orders go? Will they include the investigator's notes?
Thursday, June 8, 2017
Negotiating Essential Services Agreements: Case studies from experienced negotiators9:00 AM - 4:00 PM
| Mark Asbell
Asbell Dispute Resolutions Inc.
| Gwen Gray
Essential Services Commissioner
Alberta Labour Relations Board
| Mark Dittenhoffer
Director, Employee Relations Branch
Ontario Treasury Board Secretariat
| Twila Marston
Supervisor, Local Services, Ontario Public Service & Equity Unit
Ontario Public Service Employees Union
Workshop Summary
Unions and employers in Alberta's broader public sector currently face the prospect of negotiating essential services agreements for the first time. This workshop is designed to provide Alberta unions and employers with access to the experience workplace parties have gained negotiating essential services agreements in Ontario, where such agreements have long been a feature of collective bargaining. Seasoned negotiators from both sides of the table will review examples of successful and unsuccessful essential services negotiations, pointing out the key features of each, and identifying strategies for increasing the odds of successfully concluding an essential services agreement. Issues to be addressed include:
- Is the task of identifying "essential services" primarily a legal one or a practical one? That is, should parties be more concerned with legal justification of their positions, or with presenting evidence that shows how their decisions preserve public health and safety?
- When should parties negotiate an essential services agreement (e.g. before the collective agreement expires, when negotiations for a collective agreement reach an impasse, etc.)? Should the same people be responsible for negotiating both the essential services agreement and the collective agreement?
- Is there a preferred process to follow? For example, does it matter who makes the first proposal? Should the first proposal concentrate only on reaching a "framework agreement"? If so, what should be in a framework agreement?
- How can parties make the most effective use of the umpire they choose?
- How careful should parties be in negotiating their first essential services agreements? Will they later be bound by decisions regarding which services are essential and what level of services are essential?
- What factors are relevant to determining the type, scope, and level of services that are essential? What type of information or studies might be necessary to determine the nature and level of essential services necessary to prevent a risk to public safety? Should unions and employers jointly undertake to obtain such information/conduct such studies?
- How can parties negotiate an essential services agreement that effectively takes into account the fact that some non-essential services may become essential if they are not provided for an extended period of time? In the words of the Alberta legislation, how do parties take into account "foreseeable changes to the essential services that need to be maintained during a strike or lockout"?
- How should parties determine how essential services should be provided? How should they gauge the degree to which non-bargaining unit members can meet the need for an essential service?
- What are the most frequently-encountered obstacles to successfully concluding an essential services agreement? What strategies can parties use to overcome these obstacles?
- Are there any essential services agreements in Alberta now or in recent history that parties might use as a precedent?
Click here to find out more information regarding CPD and the hour requirements in your province.
Conference Sessions
- Members of the Law Society of Saskatchewan should contact their Law Society regarding CPD Approval.
- CPD for Members of the Law Society of Upper Canada: 8.75 Substantive Hours; 0 Professionalism Hours.
- This program has been approved by the Law Society of British Columbia for 8.75 Continuing Professional Development hours.
- Members of the Law Society of Saskatchewan should contact their Law Society regarding CPD Approval.
- CPD for Members of the Law Society of Upper Canada: 5.5 Substantive Hours; 0 Professionalism Hours.
- This program has been approved by the Law Society of British Columbia for 5.5 Continuing Professional Development hours.


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Home › Forums › Gear Forums › Gear (General) › hammer/mallet for tent stakes
Jan 19, 2006 at 2:48 am #1217573
David LinseyMember
Does anyone have any lightweight options for a hammer/mallet for tent stakes. It always seems that where I want to camp (and many times it's campsites too) has hard ground with some rocks. I'd like another option besides the "shoe hammer." I currently use this one from REI which is 7 oz (http://www.rei.com/product/47964350.htm) I am assuming most people just do without – What is your technique? I use 12 stakes on my Evolution 2P & it can take quite a bit of time & sweat to get them into hard ground without a mallet. I use small ti stakes & 1 ti nail stake to make a "pre-hole," to avoid bending them when wacking them into hard ground.Jan 19, 2006 at 8:55 am #1348948
paul johnsonMember
@pjLocale: LazyBoy in my Den - miss the forest
1. foot pressure (no hammering).
2. end of a sufficiently large diameter branch if one is available. doesn't always work as well as i would hope for.
3. rock.
have never used a mallet.Jan 19, 2006 at 9:42 am #1348951
David BonnMember
@david_bonnLocale: North Cascades
I just do without. And I have an xtremely strong bias for sites with softer ground, if only because it is better sleeping.
If I can't get stakes into the ground and another site isn't an option, I usually manage by tying off the corners of my tarp to beefy rocks or logs. When I've had this problem, it has always been in well-hammered campsites so there is never a shortage of beefy rocks or logs (from firewood thoughtfully stored for the next hunting season) and I don't feel too bad about performing site engineering in a place already well-trashed.Jan 19, 2006 at 5:34 pm #1348978
Dondo .BPL Member
@dondoLocale: Colorado Rockies
David, I also use small ti stakes and a ti nail stake to drill pilot holes. Normally, it works O.K. But last week I encountered ground so hard and frozen it was a real pain to drill the pilot hole, pull the nail stake out, and replace it with the lighter skewers. After doing this ten times, I was ready for another solution. I'm thinking of just sucking up the weight and using all ti nail stakes for hard, frozen ground. For pounding in the nail stake I use a heavy rock that fits nicely into my palm with a glove to protect my hand.Jan 20, 2006 at 9:47 am #1349013
Mike StoresundMember
I usually go without or use some of the local tools available close to the campsite previously mentioned. However, if you really want a mallet, there is one sold at REI that weighs about 7 ounces, cost about $4 and comes on white or orange. It is called Coghlan's Tent Peg Mallet / Puller.Jan 20, 2006 at 1:29 pm #1349029
Reginald DonaldsonBPL Member
@worthLocale: Wind River Range
Under these conditions, I use a deadman and pile rocks on top of it.Jan 20, 2006 at 2:04 pm #1349031
Vick HinesMember
@vickrhinesLocale: Central Texas
Where are you camping?
No combination of stakes and cudgels will work with every soil condition. Utah's hardpan will yield only to rock drills and pitons. Yet pitons will not work as well as 1/16″ titanium 'u' stakes in soft soil. Almost everyone who uses light stakes drills a pilot hole first in troublesome soil. It's SOP. Hammers are a dime a dozen in the outdoors. Rocks, hunks of wood, bootheels (as you mention) all work in a pinch. But an angle-cut 1/8′ stake can be "drilled", turned, into almost anything by hand. On the other hand, it makes little sense to carry a hammer when there are so many alternatives.
Solutions: 1) Pick your tent site for softer soil (and better sleeping). Established campsites tend to have hard-packed ground, not to mention dished tent sites that collect water. A nice, soft bed of pine straw out in the woods is a fine alternative. 2) Learn a few tricks for when you don't have a choice. These include the deadman recommended by Regenald. Also, you can fill stuff sacks with sand, gravel or smooth rocks to make anchors. You can tie the tent line around a stick or rock, then pile rocks on top. You can carry extra line that will reach that distant crack in the rock (if you are camped on rock, Uggh) or the bush that is at the right angle but normally too far away. Nothing wrong with long lines, and they don't weigh nearly as much as a sledge and heavy stakes.Jan 20, 2006 at 8:59 pm #1349047
David LinseyMember
Thanks for the advice guys. I'll work on improving my technique with some of these methods. I've been camping in semi-rocky areas around New South Wales, AU & New Zealand. PS: If there's anyone else like me that didn't know what a "deadman" was, a great explanation can be found here: http://www.paddling.net/sameboat/archives/sameboat215.html – that same site also has some very entertaining & informative writing on camping that could keep me amused for hours.Jan 21, 2006 at 10:20 pm #1349085
Alex OrgrenMember
On rare occasions I use a rock. Usually foot pressure is sufficient, even in very hard ground. Here's my technique: heel on the ground, toe on the stake; besides pressing with my leg, I stoop down and push my toe with one or both hands.
You must be logged in to reply to this topic.


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ED Magedson – Founder
Ripoff Report
Crunch Fitness8440 Lockwood Ridge Sarasota, Florida USA
Crunch Fitness WARNING:Crunch Gym kept on charging my credit card even after I asked them many times to cancel the service. On top of this they invaded the privacy of over 400 of their customers by CCing everyone on their collection emails which is very unprofessional. Despite bringing all this to their attention they keep on billing and sending collection notices. Sarasota Florida
Does your business have a bad reputation?
Fix it the right way.
Corporate Advocacy Program™
WARNING: Think twice befpre signing up for Crunch Gym AKA Crunch Fitness with your credit card as they are very agressive at ketting people cancel and will keep charging your credit card even after canceling the servuce or calling them and telling them to stop.
They also shared over 400 people's emails by including every one and CCing everyone on their collection emails.
This company is very unethical and unprofessional and we need to show them that today's consumer has power with the internet and will not tolerate these shady and unprofessional business practices.
This report was posted on Ripoff Report on 06/11/2013 07:57 AM and is a permanent record located here: http://www.ripoffreport.com/reports/crunch-fitness/sarasota-florida-34243/crunch-fitness-warningcrunch-gym-kept-on-charging-my-credit-card-even-after-i-asked-the-1058172. The posting time indicated is Arizona local time. Arizona does not observe daylight savings so the post time may be Mountain or Pacific depending on the time of year.
Ripoff Report has an exclusive license to this report. It may not be copied without the written permission of Ripoff Report. READ: Foreign websites steal our content
Click Here to read other Ripoff Reports on Crunch Fitness
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In order to assure the best results in your search:
#1 UPDATE Employee
Cancel Policy
SUBMITTED: Tuesday, June 11, 2013POSTED: Tuesday, June 11, 2013
I am sorry you are having a problem cancelling your membership. Crunch requires a 60 day notice of cancellation before the billing will end. Please feel free to visit the website at www.crunch.com, select your home club and email to the location, you may also mail your cancellation notice to the address on your contract. You may also visit the club and complete the cancellation form. If you have a copy of this form that you have completed, please feel free to stop by the facility for the club to process.
Are you an owner, employee or ex-employee with either negative or positive information about the company or individual, or can you provide "insider information" on this company?
Advertisers above have met our
strict standards for business conduct.


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Jordan Bunniie Model
Chris Bucher PhotographPhotographer Male Indianapolis, Indiana, US
My Website: Chris Bucher Photographs Home PageMy MM URL: http://www.modelmayhem.com/chrisbucher
Mayhem # 777492
About Me
I am a commercial/editorial photographer based out of the Indianapolis. I am also the author of the books, Lighting Photo Workshop and the upcoming Teach Yourself Visually: Digital Photography. I travel extensively on Assignment, and use a mix of talent from agency models to real people.
I am relatively new to actually using MM, although I have been a member for a while. I am often looking for models for assignments, testing and as examples for my books and teaching. I love to collaborate on projects and I am especially interested in working with models who have some concepts they want to work on with me.
Generally I work on location, and I love to find interesting places and then people to put in those places. I do studio work occasionally. I'm generally happy to work on a TFP/CD basis, but I also have project that sometimes have excellent talent budget's, and other smaller projects that only pay a little--every project is different.
Shoot me a message, and we can talk about making some cool images.
Have you worked with Chris Bucher Photograph? Add Credits for Chris Bucher Photograph! >>
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by mo from rural pa
on May 14, 2012
Purchased a used car
Uses car for Transporting family
Does recommend this car
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Uses car for Commuting
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Purchased a new car
Uses car for Work
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Uses car for Just getting around
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Select up to three models to compare with the 2008 toyota camry_hybrid
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SculptureBlake College
Price on request
Important information
- Course
- London (England)
- Duration:
10 Weeks
- When:
What you'll learn on the course
3d design
Construction Training
Materials Management
Sculpting techniques
Course programme
combines the creation of three dimensional forms in response to a given theme with an exploration of the properties of materials. These include plaster, wax, clay and wire as well as found materials. Some construction and casting techniques are also covered as well as more experimental processes.
The safe use of a variety of tools, both common and specialist is demonstrated prior to hands on experience. There is a strong emphasis on the relationship between materials, processes and the development of ideas. The course encourages students to develop a practical understanding of how to make objects exist in 3D space
All our courses can lead to a nationally recognised qualification, although entry is not obligatory.
Do you see something that is not right in this course? Let us know if there are any mistakes and you will help users like yourself.


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Intelligent Autopilots for warehouse vehicles
Autonomous Vehicles
RoboCV X-MOTION NG is a multifunctional system designed to automate all types of floor movements for pallet goods at warehouses. The system consists of an electric pallet truck and an intelligent automation system (RoboCV AUTOPILOT) that allows it to work offline without a driver. In addition, you can implement a client-server module for the centralized control and monitoring of robotic tasks and their conditions, as well as integrate it with external IT systems.
This solution enables the automation of up to 70 % of all warehouse processes avoiding, meanwhile, a complex and expensive implementation procedure and the related global changes in intralogistics processes.


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More by Lake Cumberland State Dock
Lake Cumberland Houseboat Rental - Houseboats For Rent State Dock 450 - Kentucky Boat Rentals
"State Dock 450" Houseboat for Rent at Lake Cumberland, Kentucky
State Dock has set the standard for the finest rental boats available, but not everyone needs seven bedrooms! So this year we are introducing a luxurious new 4-bedroom boat. Designed with many of the same features of the 900, the 450 will share a huge salon and galley area, features a large sectional sofa which converts to a fifth bed plus have a large open back deck.
The entertainment center includes a 27" TV, with DVD/VCR, indoor/outdoor stereo system and Sirius Satellite radio. The fully equipped galley has a smooth top range, microwave and large refrigerator. Topside, the boat has an operational flybridge, propane grill, and 8-person hot tub, waterslide, 6 lounge chairs and a party top for shade.
The 450 has a new catamaran hull design exclusive to State Dock. This provides increased cruising speed, imporoved stability and handling plus arrow straight tracking!
Lake Cumberland Boat, Houseboat, and Watercraft Rentals in Kentucky from The State Dock located in Jamestown, KY.
For additional information you can view this item at Lake Cumberland State Dock or you can use the contact form below.
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Brad Richards
View Single Post
NY Lito
Blueshirt Pride
Join Date: Jan 2010
Location: NJ
Posts: 1,000
vCash: 500
Originally Posted by
NYR Boyler87
But it's not the points. He has been playing with Nash and Gaborik most of the season. guys who create their own offense.
He hasn't really done a whole lot for those points.
I think what I, and most other people want from Richards, is to be a difference maker. For 6.7 million/season, he is supposed to a difference-maker every game. If not, then he is highly overpaid.
Very true. He's piled up some points, but hasn't been the catalyst for our offense that his numbers would suggest.
However, I don't mind him being a 65-70 point players during the regular season if he continues to be money in the playoffs. His cap hit is high, but at the worst I can see him being our better version of Briere. He's unspectacular if not solid during the regular season, but a beast in the playoffs. I'll take that for now. Still want to see him be more of a difference maker now, though.
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This documentation is archived and is not being maintained.
BitmapCacheBrush.Target Property
Visual Studio 2010
Namespace: System.Windows.Media
Gets or sets the target visual to cache.
Assembly: PresentationCore (in PresentationCore.dll)
The Target property interacts with the BitmapCache property. For a table that shows this interaction, see the BitmapCacheBrush class overview.
Windows 7, Windows Vista SP1 or later, Windows XP SP3, Windows Server 2008 (Server Core not supported), Windows Server 2008 R2 (Server Core supported with SP1 or later), Windows Server 2003 SP2
The .NET Framework does not support all versions of every platform. For a list of the supported versions, see .NET Framework System Requirements.